In a series of guidance, the EEOC addressed protections under the ADA for workers who are at higher risk of severe illness from COVID-19, clarified when such individuals may be excluded from the workplace, and shared examples of accommodations.
Without a doubt, employers across the globe are contending with myriad issues to keep their employees safe and employed as businesses start to reopen, and Michigan is no exception.
As the nuances of Colorado Governor Jared Polis’s “Safer at Home” Order continue to reveal themselves to Colorado employers resuming operations, one more state agency has weighed in: the Colorado Department of Labor and Employment.
Wrapped up in the pending NYC Essential Workers Bill of Rights is legislation that would expand the city’s Earned Sick and Safe Time Act to cover many workers currently classified as independent contractors.
On April 19, 2020, the New York City Commissioner for Health and Mental Hygiene signed an Order to compel persons who self-identify as requiring mandatory isolation due to COVID-19 to isolate in their home or another appropriate location.
As jurisdictions across the country are gradually easing up on stringent business closures and similar restrictions, employers may be confronted with a new dilemma: employees who are hesitant to return to work.
On April 28, 2020, the Los Angeles County Board of Supervisors voted unanimously to enact an interim urgency ordinance to require employers with 500 or more employees to provide supplemental paid sick leave to covered employees.
On April 27, 2020, the Colorado Department of Labor and Employment amended its Health Emergency Leave with Pay (HELP) Rules, which require certain employers to provide employees paid sick leave for a covered COVID-19 reason.
