In response to COVID-19 and the current economic downturn, employers across the country have experienced a dramatic decline in business and a lack of work for their employees.
The pandemic’s initial origination in Asia provides an opportunity for western-based employers to anticipate where they might be in 6 weeks to 2 months and what they might anticipate as they prepare to manage their employees’ to return to the workplace.
On April 9, 2020, the Massachusetts’ Department of Criminal Justice Information Systems (DCJIS) passed an Emergency Regulation to address the social distancing limitations due to the COVID-19 pandemic.
On April 23, 2020, Governor Brian Kemp signed an order relaxing the statewide Shelter in Place Order and providing additional guidance related to the reopening of Critical Infrastructure and non-Critical Infrastructure business operations.
On April 24, 2020, Michigan Governor Whitmer issued an Executive Order extending her April 3, 2020 Stay Home, Stay Safe Order through May 15, 2020, while providing rules for certain businesses permitted to resume operations.
On April 27, 2020, Colorado will enter a new phase in its fight against COVID-19, when the “Stay-at-Home” order issued by Governor Polis expires and is replaced by what the governor has labeled relaxed “Safer at Home” restrictions.
In guidance issued on April 23, 2020, the Equal Employment Opportunity Commission (EEOC) stated that employers may choose to administer COVID-19 testing to employees before they enter the workplace to determine if they have the virus.
On April 22, 2020, the Pennsylvania Supreme Court issued a decision affecting the classification of independent contractors for purposes of the state Unemployment Compensation Law (UCL).
The Court of Appeal in The Hague recently held that the Employment and Security Act precludes secondment agencies from terminating contracts with workers who are ill or injured at work, despite terms allowing such terminations in collective agreements.
