A recent decision by a federal judge in New York could open a door to claims for benefits by furloughed employees under the Emergency Paid Sick Leave Act (“EPSLA”) of the Families First Coronavirus Response Act (“FFCRA”) and the Emergency Family and Medical Leave Expansion Act (“EFMLEA”).
Virginia, as one of 22 states with a federally approved Occupational Safety and Health Administration (“OSHA”) state plan (a workplace safety and health program operated by the individual state which is approved and monitored by OSHA for effectiveness), has taken the first step in a possible new state response trend by adopting a new emergency workplace safety standard that goes into effect today.
In recent weeks, because of the remoteness of our work forces, we have seen an increased incidence of abusive written communications between employees.
On July 8, 2020, OSHA issued guidance specific to the oil and gas industry for mitigating occupational exposure risks to COVID-19.
In its 2019 Corporate Social Responsibility Report, The Walt Disney Company announced that it is “committed to ensuring that more women . . . have the chance to contribute in meaningful ways, in all areas of our business.
In its COVID-19 Q&A guidance, the EEOC has concluded that, while an employer may require reliable virus testing as part of its workplace screening procedures, COVID-19 antibody tests are not similarly permissible, at least for the time being.
Some states have issued orders requiring employers to provide cloth face coverings to employees as a condition for reopening.
Nearly five years ago, I was driving south on Highway 59 to visit a client’s facility. At 9 a.m., I pulled over on the shoulder near Edna, Texas, got out my phone and went to https://www.scotusblog.com/ to check if the Supreme Court had issued its decision in Obergefell v. Hodges.
Recent National Labor Relations Board efforts to reverse portions of union election reforms implemented by the Obama administration have seen a major setback following the rejection of several core amendments to those reforms in the recent AFL-CIO v. NLRB decision from the U.S. District Court for the District of Columbia.
As employers ask employees who have been furloughed or who have been teleworking to return to the office, they may encounter some resistance from some workers who don’t want to come back.
In this final installment of our three-part series around questions for companies to consider during and after the COVID-19 pandemic, we will focus on the increased usage of outside service providers and on issues specific to reopening.
Last week, we discussed how the increased number of employees working remotely created new challenges for companies’ information governance and record retention policies and practices (Part One).