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Search OptionsLabor and EmploymentThe CARES Act: Issues for Employers
The Coronavirus Aid, Relief, and Economic Security Act (the “Act”) provides significant benefits to employers and the workforce in all sectors of the economy. This alert summarizes key aspects of the Act. Expanded Unemployment Benefits Employment Law Bulletin - Department of Labor Publishes Additional Information on Paid Leave Requirements Under the Families First Coronavirus Response Act
For employers scrambling to comply with the recently-enacted Families First Coronavirus Response Act (FFCRA), the Department of Labor (DOL) has added additional information to its Covid-19 and the American Workplace website, including Fact Sheets on Employee Paid Leave Rights and Employer Paid… Employment Law Bulletin - Summary of Families First Coronavirus Response Act
EMERGENCY FAMILY AND MEDICAL LEAVE EXPANSION ACT (EFMLEA) 2. FMLA-TYPE LEAVE OF UP TO 12 WEEKS IS… The Families First Coronavirus Response Act: Q & A for Employers
On March 18, 2020, President Trump signed the Families First Coronavirus Response Act (the “Act”) into law. For employers, the Act brings significant changes to employee leave with the Emergency Family and Medical Leave Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA). Employers must… PTO Donations and COVID-19
With the recent dramatic events concerning COVID-19, Krieg DeVault LLP has seen an increase in the number of client questions regarding the use of Paid Time Off (“PTO”) donation programs to help offset employee demand for time off related to COVID-19 treatment and containment. The following alert… Proposed Federal Law to Offer Paid Sick Leave Due to Coronavirus: H.R. 6201, Families First Coronavirus Response Act
On March 14, 2020, the House of Representatives of the U.S. Congress took action against the Coronavirus emergency by passing House Bill H.R. 6201, Families First Coronavirus Response Act (“H.R. 6201”).[1] H.R. 6201, if passed by the Senate, would provide expansive relief to families across a… Planning Considerations for Employers to Consider in Response to Coronavirus
Employers in the U.S. are encouraged to create a plan for how they will handle the effects of Coronavirus on their workforce and/or operations. The Interim Guidance for Business and Employers issued by the Center for Disease Control and Prevention (CDC) provides an outline of planning… Navigating the ADA and FMLA in Combatting Coronavirus
Coronavirus (COVID-19) is increasingly affecting workforces in the United States, and how companies respond will be important both to retention and to future legal considerations that could arise. Specifically, the Coronavirus outbreak invokes many employment laws, two of which are the Americans… Coronavirus Concerns May Implicate Force Majeure Contract Issues
So-called force majeure clauses typically are contained in contracts to excuse performance by the parties for acts of God, impossibility of performance, disaster, and other circumstances beyond the control of the parties. This clause may have particular application for those of you who supply parts… What Can We Do? Coronavirus Guidance for Employers
Employers are increasingly asking questions about what plans to put in place and how to respond to instances of Coronavirus disease (COVID-19) in the workplace. Employers are also rightfully concerned about the legal limits as to what they can say to employees and when an employee can be excluded… DOL Releases Final Rule Narrowing the Definition of “Joint Employer” Under the FLSA
On January 12, 2020, the U.S. Department of Labor (DOL) announced its final rule to narrow the definition of “joint employer” under the Fair Labor Standards Act (FLSA) and provide clarity to businesses about franchise and contractor relationships. In the final rule, the DOL specified that in a… Can Indiana Employers Withhold or Claw Back Bonuses and Commissions?
Extra pay may entice employees to sign on, produce income, or continue employment. Perhaps the employer offers signing bonuses to attract the best and brightest. Maybe the company persuades key employees to endure a reorganization or other difficult times by offering a “stay bonus” or hedges its… |
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