As the COVID-19 outbreak continues to wreak havoc on industries and businesses around the world, disputes regarding breaches of contractual obligations are likely to increase.
The Chicago Fair Workweek Ordinance, set to take effect on July 1, requires covered employers to provide advance notice of work schedules to their covered employees, and to pay additional wages if posted schedules are changed within a certain time period.
On May 11, 2020, Prime Minister Justin Trudeau announced that, as part of its COVID-19 Economic Response Plan, the federal government will establish the Large Employer Emergency Financing Facility (LEEFF) program.
In the COVID-19 world we are in today, the U.S. Equal Employment Opportunity Commission (EEOC) has established new rules to help employers slow the spread of this devastating virus.
The Massachusetts Department of Unemployment Assistance (DUA) recently issued new guidance for employers, addressing a number of questions related to the effect returning to work will have on employees’ unemployment benefits and employers’ obligations.
On May 6, 2020, California Governor Gavin Newsom issued Executive Order N-62-20, immediately creating a monumental change in how claims of industrially contracted COVID-19 suffered by the state’s “essential workforce” will be addressed.
On May 6, 2020, the Department of Education (DOE) issued its Final Rule adopting amended regulations implementing Title IX of the Education Amendments of 1972 (Title IX).
On May 7, 2020, Michigan Governor Whitmer issued Executive Order 2020-77, extending her April 3, 2020 Stay Home, Stay Safe Order through May 28, 2020, while setting forth a plan to reopen the state in phases as part of the Michigan Safe Start Plan (SSP).
