Almost a year into the pandemic, a question that plagues the minds of many employers is how to reintegrate employees who have been exposed to COVID-19, while simultaneously safeguarding the wellbeing of coworkers and clients.
On December 7, 2020, due to the continued increase in COVID-19 cases and related deaths, and in anticipation of further cases following the Thanksgiving holiday, Michigan has extended its epidemic order by 12 days.
On December 2, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) launched EEOC Explore, an interactive tool that allows users to view workplace demographic data collected through Form EEO-1.
The Los Angeles County Board of Supervisors approved a program allowing third-party organizations in the food, apparel manufacturing, warehousing and storage, and restaurant sectors to create “Public Health Councils.”
The DOL has announced that it plans to comply with a court order invalidating an interim final rule that implemented significant and immediate increases in prevailing wage rates for skilled foreign workers.
Ontario’s Superior Court reminds employers they will not be entitled to plead cause in response to a wrongful dismissal claim if at the time of dismissal, the employer was aware it had grounds to terminate for cause, but chose not to do so.
There have been innumerable tales (or tails) about emotional support animals, such as peacocks, pigs, monkeys and turtles getting a free ride with their owners on commercial flights. The days of the flying petting zoo, however, are ending.
On December 2, 2020, the CDC issued its much-anticipated updated guidance suggesting that, depending on “local circumstances and resources,” individuals may be able to exit self-quarantine sooner than 14 days.
On November 19, 2020, Bill C-9, An Act to Amend the Income Tax Act (Canada Emergency Rent Subsidy and Canada Emergency Wage Subsidy) (Bill C-9) received Royal Assent.
