Many human resources managers will admit that they don’t consistently designate FMLA-eligible leave as being taken under the FMLA, thinking that this won’t be a problem because few FMLA-covered employees actually end up taking more than the 12 weeks of leave that they are entitled to under the Family Medical Leave Act (“FMLA”).
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).
It’s no news to anyone at this point that work has drastically changed in response to COVID-19. Working from home, designating essential employees, wearing masks, checking temperatures, and making other adaptations are common and expected.
After a rough start — including delays in processing applications and distributing funds — small businesses are now receiving funds from the Paycheck Protection Program (the “PPP”), the Small Business Administration’s (the “SBA”) loan program under the CARES Act.
Recordkeeping is not a sexy issue to write about, but I would be remiss if I did not periodically remind our readers about their recordkeeping obligations under the Occupational Safety and Health Act (OSHA).
I recently heard a story about a company that created a new division as a result of a technology advancement and ran into a problem –– a “wall,” if you will. The problem was that, in its nascent…