In the early hours of March 14, 2020, the U.S. House of Representatives passed sweeping legislation in response to the spread of the coronavirus (COVID-19) across the United States.
New FAQs clarify requirements under the Colorado Health Emergency Leave with Pay Rules, which require certain employers to provide paid sick leave for employees with flu-like symptoms who are being tested for COVID-19.
The IRS has issued Notice 2020-15, allowing HSA-compatible high deductible health plans to provide coverage for testing and treatment of COVID-19-related services without an annual deductible requirement or with a lower annual deductible.
On March 11, 2020, the president signed a proclamation that implements additional travel restrictions for any foreign nationals who have been present in certain European countries within 14 days of arrival in the United States.
On March 11, 2020, the Colorado Department of Labor and Employment issued emergency rules that require certain employers to provide paid sick leave for employees with flu-like symptoms who are being tested for COVID-19, effective immediately.
Among the many issues employers are facing in the wake of the spread of the novel coronavirus (COVID-19) is the possibility of furloughs, temporary office and location closings, and short-term layoffs.
This article describes wage and hour implications stemming from employers’ steps to address this outbreak, including compensation for employees who are out of the office, business expense reimbursement, reporting time pay, and predictive scheduling laws.
The novel coronavirus (COVID-19) has implications for multiple workplace concerns, including health and safety, leaves of absence, discrimination, and travel.
Companies whose employees travel to China, whether on business or for personal reasons, are properly concerned about safety and what they should be doing in the face of the coronavirus emergency.
