Because the unemployment rate has been at record lows for the last decade, it is not surprising that many managers have only a cursory knowledge about how unemployment benefits work.
It was only five days ago that we discussed how employers might soften the blow for employees whose jobs could not be performed from home. Much has happened since then.
As required under the new law which we recently discussed here, the Secretary of Labor published the Notice (here for federal employees, and here for non-federal employees) that covered employers (i.e., those with fewer than 500 employees and not subject to the small business exemption discussed below) will need to post.
As more and more companies have closed their offices and asked their employees to work remotely, questions have arisen as to what companies should do with employees whose jobs simply cannot be performed from home.
Employers around the world are facing similar challenges, dealing with government-mandated shutdowns, school closures, sick and self-isolating employees, homeworking arrangements, and drops in productivity and demand. This post highlights some of the UK-specific developments in employment law.
The guiding principle for employers to follow when asking or talking about individual employees’ health concerns is “data minimization.” In other words, employers should collect and share employee health information only to the extent necessary to protect the workforce from COVID-19 exposure and should keep those records confidential.
As the consequences of COVID-19 and the economic downturn are being more widely felt, employers are increasingly forced to confront tough choices with respect to reduced schedules, employee furloughs and reductions in force.
The Families First Coronavirus Response Act, which became law yesterday, will require most employers with fewer than 500 employees to provide paid leave, through December 31, 2020, to workers who have had to take time off because of COVID-19.
An increasing number of employers have made their workforces remote in response to the developing COVID-19 situation…
A growing number of public figures, including CEOs, have tested positive for COVID-19. Since the duties and responsibilities of a CEO often include being the face of the company and meeting with other executives who are, in turn, the faces of their companies, the potential for exposure is obvious.
This week, OSHA released new guidance for employers, giving recommendations on how to reduce worker exposure to coronavirus in the face of the COVID-19 situation – a situation that the World Health Organization has now labeled a “pandemic.”
Although the risk of exposure to the Coronavirus (or “Covid-19”) within most U.S. workplaces is uncertain, employers should nonetheless evaluate their emergency preparedness plans in response to the potential threat.