On May 18, 2021, the U.S. Internal Revenue Service released guidance—Notice 2021-31—for employers, plan administrators, and insurers concerning the ARPA COBRA subsidy.
Sixteen months ago, New Jersey Governor Phil Murphy signed into law Senate Bill 3170, which radically expands employers’ advance notice and severance pay obligations under NJ WARN.
A recent amendment to the Philadelphia Protection of Displaced Contract Workers Ordinance significantly expands its scope to impose obligations on a business that decides to outsource work to a service contractor.
Just about a year ago, in the early weeks of the COVID-19 pandemic, economic activity in many sectors went from red hot to nearly frozen, seemingly overnight. The hospitality industry was particularly hard hit, as business and leisure travel evaporated.
Philadelphia has imposed significant new recall and retention obligations on hotel, airport hospitality, and event center businesses as they struggle to recover in this uncertain COVID-19 economy.
On April 7, 2021, the Department of Labor (DOL) released answers to frequently asked questions (FAQs) related to the ARPA COBRA subsidy and published model notices for use with the ARPA COBRA subsidy.
A primary goal of this Report is to highlight the myriad and overlapping labor and employment issues that arise as the workplace transforms, and the imperative that successful solutions will require significant cross-disciplinary collaboration.
On March 11, 2021, President Biden signed into law the American Rescue Plan Act (ARPA). The law contains various provisions that impact employers, including a new COBRA subsidy.
An interviewer’s note that a job applicant was “at the end of her career” was not conclusive evidence of age discrimination, according to a recent Seventh Circuit opinion.
The COVID-19 pandemic set off enormous disruptions across workforces worldwide. The instant worldwide transformation to ubiquitous work-from-home inevitably sparked novel logistical problems and sticky legal challenges.
