On June 16, 2020, in anticipation of the Phase Two reopenings of some businesses, Governor Ned Lamont issued Executive Order 7ZZ repealing some prior orders and issuing new rules for businesses that are allowed to reopen. In doing so, however, Executive Order 7ZZ adds a new complexity to the rules that might be followed.
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Connecticut’s anti-discrimination statutes explicitly list sexual orientation and gender identity as protected classes, and therefore gay and transgender employees are protected from workplace discrimination by state law. Title VII of the Civil Rights Act of 1964 (“Title VII”) does not contain such explicit protections, however, and therefore it was unclear whether federal law similarly protected
Over the weekend, Governor Ned Lamont of Connecticut issued updated rules to allow for a new series of businesses to reopen on June 17, 2020. These guidelines continue the previously-issued guidance relating to Phase One businesses by providing science-driven directives.
The Governor’s stated goal for this next series of reopenings is to “proactively protect public
On June 1, 2020 Governor Lamont issued Executive Order 7UU, which creates mandatory COVID-19 testing requirements for staff working at nursing homes and assisted living facilities, and modifies the definition of “suitable work” in the State’s unemployment regulations. Employers should take notice of the potential expansion of the unemployment regulations under this Executive Order.
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Over the weekend, Governor Ned Lamont issued rules to allow certain Connecticut businesses to reopen on May 20th. These guidelines aim to provide specific, science-driven directives applicable to all open businesses generally and individual sectors specifically.
While the goal of the State’s phased reopening is to “speed up the pace of economic, educational, and community
As the pandemic continues, there are early signs that some employers will be permitted to start bringing employees back to workplaces as early as May 20th in Connecticut. Under what conditions will employers be permitted to do so? What risks exist for employers that are opening back up?
In this complimentary webinar — open and
As we discussed in prior posts, the CARES Act made five significant changes to unemployment benefits in response to the COVID-19 pandemic:
At 11:59 p.m. (EDT) on April 23, the Presidential Proclamation entitled “Suspending Entry of Immigrants Who Present Risk to the U.S. Labor Market During Economic Recovery Following the COVID-19 Outbreak (the ‘Proclamation’)” became effective for an initial period of 60 days. The Proclamation may be extended beyond this initial 60-day period or otherwise modified upon
On April 24, 2020, the Paycheck Protection Program and Healthcare Enhancement Act (the “Enhancement Act”) was signed into law. The Enhancement Act increases the amount of funds appropriated under the Coronavirus Aid, Relief, and Economic Security Act (the CARES Act) by providing an additional $310 billion for the Paycheck Protection Program (PPP), $50 billion for
Keegan Drenosky will be a speaker during the City of Stamford Economic Development Commission’s webinar, “Legal Planning for Your Business During COVID-19.” She will be speaking about old and new federal and state laws including unemployment benefits, paid leave, paycheck protection programs that have passed.
Steven Frederick of Wofsey Rosen will be speaking about terminations,