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.
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.
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.
The recent outbreak of the coronavirus (COVID-19) has implications specific to Rhode Island employers. On March 16, 2020, Governor Raimondo issued a directive that restaurants and similar businesses remain closed for eat-in dining.
