As featured in #WorkforceWednesday: Mobile technologies, including contact tracing and screening apps, will help safely bring employees back to work. However, there are a range of employment law and privacy concerns to consider before implementing these technologies. Attorneys Adam S. Forman and Karen Mandelbaum tell us more. You can also read more in a recent Law360 article.
Monthly Archives: June 2020
Video: How Mobile Technology Can Help Employers in a Post-COVID-19 Workplace –Employment Law This Week
On June 9, 2020, Governor Ralph Northam announced that Northern Virginia and Richmond will join the rest of the state in entering Phase Two on June 12, 2020, taking the next step to reopening the region. Governor Northam’s Executive Order 65 further eased temporary restrictions throughout most of the Commonwealth of Virginia, initiating the “Safer at Home: Phase Two” strategy on June 5, 2020.
June 12, 2020 – Jean-Pierre Sheppard and Lauren Flam, of our Commercial Litigation Department, obtained an interim injunction yesterday to force a defendant who was defaming a company to cease and desist. The Court held that the unfounded accusations of financial impropriety and alleged product quality problems were being circulated in bad faith with the purpose of causing harm to the company.
Defendant was ordered to immediately cease initiating any contact with the company’s customers, suppliers and its other business partners.
During the bull market that followed the recovery from the 2008 financial crisis, we saw robust and sustained merger and acquisition (M&A) activity. Acquisitive companies pursued target businesses with strong balance sheets and bright growth prospects. Acquirers and targets became accustomed to broad rules of the road that guided M&A valuation, structure and process and informed transaction risk and reward. The coronavirus pandemic and its resulting economic dislocation will upend many of those rules. Read more…
The Occupational Safety and Health Administration (OSHA) recently issued new guidance on employers’ obligation to document COVID-19 cases in the workplace for OSHA recordkeeping purposes. Specifically, employers who are required to keep OSHA 300 logs are now required to record cases of COVID-19 (which OSHA considers a respiratory illness) on such logs if the employer determines that the employee’s COVID-19 illness is work-related.
In the wake of the global pandemic caused by the novel coronavirus, the U.S. Food and Drug Administration (FDA) has issued dozens of warning letters to various companies — including so-called ‘affiliate marketers’ — asserting that they have fraudulently marketed products that claim to prevent, treat, mitigate, diagnosis or cure COVID-19. These products include vitamin and mineral products, essential oils, colloidal silver, CBD oils and many others. Read more…
Royal Oak, Mich., June 11, 2020 – Royal Oak-based Howard & Howard is pleased to announce the addition of attorney William R. Hancock to the firm. Billy joined Howard & Howard in 2015 as a full-time intellectual property intern while attending evening law school classes. He will remain in the firm’s Royal Oak office.
“I’m committed to obtaining the strong IP protection that businesses need for their most important innovations.”–William R. Hancock
Along with many European countries, the COVID-19 pandemic has affected employers and employees in Luxembourg. On March 17, 2020, the Government of Luxembourg issued a State of Emergency until June 25, 2020 and implemented several measures and guidance to prevent the spread of COVID-19. Luxembourg’s population of approximately 625,000, reportedly has 4,040 confirmed cases of COVID-19, 110 COVID-19 fatalities and 3,901 individuals who have recovered from the coronavirus.
Similar to other European jurisdictions, Luxembourg provides employers and employees with “short-time” working opportunities in various circumstances, including due to cyclical economic problems, structural economic problems, in the event of force majeure and due to economic dependence.
Rainmaking Recommendation from Jaimie Field: Lawyer Marketing and Business Development After Lockdown
In this week’s Rainmaking Recommendation, trainer and expert, Jaimie Field, talks with us about what to expect post-lockdown.
Let’s start with the obvious: Nothing will ever be the same.
And in many instances, this is not a bad thing.
Deputies of the Moscow city Duma introduced a bill1 suggesting adding provisions for remote work to the Labour Code. The ground for making such amendments are the difficulties in formalising transfer of employees to remote work which the employers faced during the pandemic.
As indicated in the explanatory memorandum to the bill, “at present, a significant part of citizens, due to the current epidemiological situation, temporarily or partially (according to a special schedule) carries out their work in remote form, that is, outside the main stationary workplace”. Indeed, non-working days declared in Russia were only nominative non-working: the majority of employees proceeded to work from home. It was a kind of challenge for many employers, since the existing legislation does not provide for the possibility of remote, rather than distant work (for differences see here).