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.
On March 13, 2020, the Connecticut Department of Labor (CT DOL) issued guidance for workers and employers in the form of a set of frequently asked questions about coronavirus (COVID-19).
The following Frequently Asked Questions (FAQs) are designed to address some of the more common questions that employers with operations in France currently face.
In an afternoon press conference on March 16, 2020, Pennsylvania Governor Tom Wolf declared that certain non-essential businesses across Pennsylvania “are to close” for at least 14 days to mitigate the spread of COVID-19.
In an effort to prevent the spread of COVID-19, seven Bay Area counties—Alameda, Contra Costa, Marin, San Francisco, San Mateo, Santa Clara, and Santa Cruz—issued “shelter in place” orders.
On March 13, 2020, the Federal Motor Carrier and Safety Administration announced and issued a national emergency declaration establishing a limited exemption from driver safety regulatory requirements.
