New York State adopted new legislation on March 18, 2020 that provides employees, who are subject to a COVID-19 mandatory or precautionary quarantine or isolation order, with immediate paid or unpaid time off specific to the current crisis.
On March 17, 2020, the District of Columbia City Council unanimously approved, and the mayor signed, the COVID-19 Response Emergency Amendment Act in response to the COVID-19 pandemic.
The Office of the Nevada Labor Commissioner has issued formal guidance regarding employees’ rights to use—and employers’ obligations to provide—mandatory paid leave in light of COVID-19.
On March 18, 2020, the governments of Canada and the United States announced they will be closing the border between the two countries for all non-essential travel.
Most employers are familiar with the federal Family and Medical Leave Act, Americans with Disabilities Act and relevant state or local paid sick leave laws. But there are other, lesser-known laws potentially implicated amid the COVID-19 crisis.
Various agencies in Puerto Rico have issued guidance to clarify provisions in the recent Executive Order enacted to facilitate the private and public closings necessary to combat the effects of the coronavirus (COVID-19).
In light of the recent coronavirus pandemic, many businesses will inevitably be forced to reduce employees’ hours and thus their compensation. As a result, employees may be eligible to file for partial unemployment benefits.
The Ontario government intends to introduce legislation that, if passed, would immediately provide job-protected leave to employees in isolation or quarantine due to COVID-19, or those who need to be away from work to care for children due to closures.
