Late on Tuesday, March 24, 2020, the U.S. Department of Labor (“DOL”) released its first guidance for employers attempting to navigate the paid leave provisions of the Families First Coronavirus Response Act (“FFCRA”). Because the DOL has yet to issue any regulations to implement the Emergency Paid Sick Leave Act (“EPSLA”) and the Emergency Family
To our valued clients and friends. We are providing an interim update on Governor Lamont’s Executive Order No. 7H regarding new severe restrictions on workplaces for “non-essential businesses” issued last evening and effective Monday, March 23, 2020 at 8:00p.m.
Since the announcement of the Governor’s “Stay Safe – Stay Home” initiative, we have been
On March 18, 2020, President Trump signed House Bill 6201, the Families First Coronavirus Response Act (“FFCRA”) into law. The law takes effect on April 2, 2020, and remains in effect until December 31, 2020. The FFCRA amends portions of the FMLA while also providing for paid sick leave in limited cases.
Because of the
On March 16, 2020, the U.S. House of Representatives passed “corrections” to House Bill No. 6201, the Families First Coronavirus Response Act (“FFCRA”). The new version of the bill will come as a relief to many employers because it removes or restricts many of the paid leave provisions established in the original bill. Like the
2019 ended with a bang for stakeholders of retirement plans with the passage of the SECURE Act, a major piece of federal legislation that will alter the retirement plan landscape for years to come. Signed into law as part of a $1.4 trillion bipartisan spending bill on December 20, the SECURE Act (the full name
Last week, the DOL unveiled its new regulations aiming to increase the annual salary threshold to $35,000 for “white collar” overtime exemptions, up from the current $23,660 set in 2004. The DOL estimates that this will result in approximately 1.3 million additional workers now qualifying for overtime. The DOL also increased the “highly compensated worker”
Recently, the Legislature passed and the Governor signed two Public Acts that made significant changes to the statutes addressing sexual harassment in the workplace. These bills are collectively known as the Time’s Up Act. Among the significant changes made by the Act were changes that (1) expanded the training requirement from employers with 50 employees
Join us for our annual fall seminar on October 11, 2019 at the Hartford Marriott Downtown. This promises to be an interesting and informative program regarding recent developments in labor and employment law. Our half-day seminar will include discussions of the timely topics listed below as well as updates on recent legislation and court decisions
On July 10, Henry J. Zaccardi and Ashley L. Marshall presented a complimentary webinar summarizing new laws passed in the 2019 legislative session of the Connecticut General Assembly. Among the topics discussed were changes to sexual harassment prevention training requirements, paid family medical leave, CT’s minimum wage, and new whistleblower protections. Many employers across the
Connecticut’s legislature passed Public Act 19-25 to amend the state’s Family and Medical Leave Act, which the Governor has signed into law. Much attention has gone to PA 19-25’s creation of paid FML leave, although it will take some time to get that up and running (employee contributions start 01/01/2021, with paid benefit availability starting