The CARES Act made significant changes to unemployment benefits in response to the COVID pandemic.  As we explained in our March 31, 2020 update, this included expanding unemployment benefits to those who were not previously eligible (e.g. self-employed individuals or employees of religious schools), extending benefits for 13 additional weeks, and eliminating the one-week

Late Wednesday afternoon, just as the leave provisions of EFMLEA and EPSLA were becoming effective to employers, the United States Department of Labor issued regulations addressing a host of issues.  Some of the regulations mirrored the DOL guidance released last week, but other portions were new or further clarifications.

While no alert can detail all

On March 27, 2020, President Trump signed the “Coronavirus Aid, Relief, and Economic Security Act.”  The CARES Act makes significant changes to the unemployment compensation structure for all employers, including governmental entities and non-profit organizations. The CARES Act also implements a Paycheck Protection Program, which is designed to provide a direct incentive for small businesses

Tips for U.S. Employers of H-1B Employees:

  • H-1B employees must be afforded the same opportunity to work remotely as other similarly situated employees.
  • Employers of H-1B visa employees who are allowing their employees to work remotely should check the Labor Condition Application (“LCA”) on file for each H-1B employee. [Click here for additional information

Late Saturday, March 28, 2020, the United States Department of Labor updated, for the third time in less than a week, its guidance on the implementation of the Families First Coronavirus Response Act (“FFCRA”) paid leave provisions.

The most recent guidance, among other updates, addresses two issues that have previously been unclear and will have

Late on Thursday, March 26, 2020, the U.S. Department of Labor released a second round of guidance for employers to answer additional questions about the paid leave provisions of the Families First Coronavirus Response Act (“FFCRA”).

The following is a brief recap of some additional questions answered in the new guidance. However, for more information,

The COVID-19 pandemic has made decision-making for employers feel urgent. Each headline of new cases and new restrictions screams “action”; however, perspective and thoughtfulness are qualities that will serve us all well as we navigate daily challenges.

Our firm is part of Interlaw, Ltd. — a group of law firms from around the world

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