Employers have been concerned about how layoffs and constructive dismissals that occur during the COVID-19 pandemic would be viewed by the courts under the common law.
In September 2020, then-candidate Joe Biden promised that, if elected, he would be the “strongest labor president you’ve ever had.” In his first 100 days in office, now President Biden has acted quickly and aggressively to make good on this pledge.
In an effort to prevent the occupational exposure to an airborne infectious disease, the New York legislature has passed the aptly named New York Health and Essential Rights Act, or NY HERO Act, which amends the New York Labor Law.
On April 20, 2021, Peel Public Health (Peel) and the City of Toronto Public Health (Toronto) announced they would be issuing Orders directing business closures in certain circumstances.
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.
Ontario’s Superior Court recently denied an employer’s motion for an urgent injunction to restrain its former employee from competing with it contrary to the employee’s purported fiduciary duty and employment agreement’s restrictive covenant.
On April 1, 2021, the New York Department of Health (NY DOH) issued an update to its prior guidance for health care personnel on returning to work following COVID-19 exposure.
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.
With COVID-19 vaccines becoming more accessible throughout the United States, but vaccination opportunities often limited to “business” hours, employers are experiencing an increase in requests for time off from work to obtain a vaccine.
The National Labor Relations Act governs what most private-sector employers can say and do with respect to employee “concerted” or group activities, whether they are represented by a union or not.