Labor & Employment

Colorado Mandates 4 Days of Paid Leave for COVID-19 Testing

On March 10, 2020, Colorado Governor Jared Polis issued an executive order directing he Colorado Department of Labor and Employment (“DLE”) to create emergency rules to “ensure workers in food handling, hospitality, child care, health care, and education can get paid sick leave to miss work if they exhibit flu-like symptoms and have to miss work awaiting testing results for COVID-19.”

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CORONAVIRUS AND CONDOMINIUMS — MARCH 12, 2020 UPDATE

Given the widespread public concern relating to coronavirus (COVID-19), which the
World Health Organization has now declared to be a pandemic, we are writing to
address some condominium specific issues. For any particular condominium
situation, specific legal advice should be sought. This update is intended to provide
only a broad overview of the issues and approaches and is current to today’s date. Read more…

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Coronavirus: What Should Employers Know?

As the number of COVID-19 cases globally and in the UK continues to increase, employers may be wondering what measures they should be taking and what rights their employees have. A number of workplace related issues have been reported in the media, and just today there have been reports that HSBC have had to send employees home from their head office due to an employee testing positive for the disease.

So what measures should employers be taking, and what rights do employees have? Here we look at some commonly asked questions.

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Coronavirus Toolkit for Employers

As of this writing, most U.S. employees face a low risk of exposure to the Coronavirus Disease 2019 (COVID-19). Nevertheless, employers are expected to act prudently in response to this significant public health event. This alert provides basic resources and simple answers to some common questions that employers may face as COVID-19 continues to spread. Read more…

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Practical guidance for employers on responding to the coronavirus

The U.S. Centers for Disease Control and Prevention (CDC) has issued an interim guidance for employers regarding the coronavirus (COVID-19). This guidance may help prevent workplace exposure to COVID-19.

In order to prevent stigma and discrimination in the workplace, it is recommended that employers use the CDC guidance to determine the risk of coronavirus infection.  Employers should never make a determination of risk based on race or country of origin, and as always, employers should maintain the confidentiality of employees with confirmed coronavirus infection. Read more…

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Employment Law Q&A: Coronavirus wage and hour questions

With the anticipated spread of the coronavirus, employers are looking for ways to continue operations and at the same time limit their employees’ risk of exposure to the virus. Employers may direct some employees to work from home, while other employees may be furloughed, asked to work a reduced schedule, or may be sick. Below are some questions employers may have regarding the Fair Labor Standards Act (FLSA) if such situations arise.   Read more…

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Coronavirus: What is an employer to do?

As the United States evacuates citizens from Wuhan, China, and in the wake of news that it may be possible for the coronavirus to spread before a person is symptomatic, many employers are wondering what, if anything, they should be doing to keep their workplace safe. As when similar widespread health concerns have occurred in the past, such as the H1N1 flu in 2009, the Occupational Safety and Health Administration (OSHA) and the Equal Employment Opportunity Commission (EEOC) have provided guidance. Read more…

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Prospectively Reducing Workweeks for Overtime Exempt Employees – With a Commensurate Reduction in Salary – Does Not Necessarily Destroy the Exemption

Employers grappling with workplace attendance issues in the wake of the COVID-19 coronavirus may soon face additional challenges resulting from a potential economic downturn.  Media stories are already beginning to report on potential furloughs and layoffs.  For some employers, reducing the workweek (e.g., from 5 working days to 4 working days) could be a reasonable business response.  But would reducing the workweek affect the overtime exemption for exempt employees?

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Video: Employers Prepare Policies for Coronavirus Pandemic – Employment Law This Week

As featured in #WorkforceWednesday:  In the event the coronavirus spreads drastically, many employers will want to implement mandatory work-from-home policies. Employers should consider various aspects of the Fair Labor Standards Act when crafting these policies. Attorney Jeffrey H. Ruzal explains best practices in the following video interview. See also his recent post on the Wage and Hour Defense Blog. 


Video: YouTubeVimeoMP4Instagram.

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COVID-19: A Guide for the Employers

By Eliab Taïrou, from our Labour and Employment Law Practice Group

March 11, 2020 — According to the WHO, 109,577 cases of COVID-19 coronavirus disease have been confirmed worldwide, including 3,809 deaths, as of March 9, 2020. In the last 24 hours as of March 9, these figures include 3,993 new cases and 225 deaths. In Canada, there have been 77 confirmed cases according to the Public Health Agency of Canada. The Agency is maintaining its assessment of a low risk to the Canadian population at this time, while noting that the elderly and those with underlying medical conditions are at increased risk of more severe outcomes.

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