September 10, 2020
In this installment of Epstein Becker Green’s “Class Action Avoidance” webinar series, attorney Paul DeCamp discusses wage and hour issues that could arise from transitioning out of the work-from-home reality so many businesses have faced and into the return-to-work phase.
Employers across the country should focus on creating a safe working environment. Certain states and localities have required that employers bringing employees back to the workspace provide or pay for any mandatory personal protective equipment (PPE), including thermometers, gloves, and masks. Additionally, employers should be aware of the time employees take for self-screening and employer-provided screening, such as temperature checks, questionnaires, and handwashing upon arrival.
ILN Today Post
September 4, 2020
From 1st September 2020, the furlough scheme enters its final stages, with employers now having to pay 10% of the furloughed employee’s wages, as well as pension and employer’s national insurance contributions. This will increase to 20% from 1st October 2020 before the scheme ends at the end of October. Read more…
September 3, 2020
Part 4 of a series featuring our video Rules of the Road: Return to Work in the Time of COVID-19.
We have said this before, but we will say it again: in the workplace, there should be no touching – ever. The COVID-19 pandemic just provides another reason to follow the advice we give in the anti-harassment context, that employees should maintain distance and not touch others.
August 28, 2020
Part 2 of a series featuring our video Rules of the Road: Return to Work in the Time of COVID-19.
Who would have believed that months into this global pandemic, after the innumerable and unspeakable loss to human life, to global economies, and to our own sense of selves and normalcy – that the relatively straightforward issue of whether to wear a mask to curb the spread of this virus would remain such a hot button topic. And yet, here we are.
ILN Today Post
August 27, 2020
HMRC has published new guidance on what to do if you have made an error in a claim under the furlough scheme and claimed too much or too little. There is also new guidance on penalties which apply in cases of overpayment.
If an employer has claimed too little for an employee under the scheme, they can inform HMRC and amend the claim. However, since 31st July 2020 claims cannot be amended for the period up to 30th June 2020 where an employee should have been included in a claim before that date. However, the guidance indicates that other errors can still be rectified. The guidance also confirms that where too little has been claimed in error, the employer must pay the employee what they were due and make up any shortfall. Read more…
August 26, 2020
Part 1 of a series featuring our video Rules of the Road: Return to Work in the Time of COVID-19.
As Labor Day approaches, with schools reopening (in some form or fashion), and as we approach the end of our collective bandwidth for Zoom meetings, much time and attention has been spent discussing how and when to finally “return to work.”
ILN Today Post
August 25, 2020
The United States Department of Labor (DOL) recently issued new FAQs addressing requirements under the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Families First Coronavirus Response Act (FFCRA) as employees return to work amid the coronavirus pandemic.
The DOL has stated that work performed remotely is treated the same as work performed at the primary worksite for purposes of compensability. Employers must compensate nonexempt employees for all hours of telework actually performed, including overtime work, provided that the employer knew or had reason to believe the work was performed. This includes unauthorized hours worked and unreported hours by an employee when an employer knew or had reason to believe that the work was performed. Read more…
ILN Today Post
August 21, 2020
The federal government announced on Thursday, August 20, 2020 new income support measures as individuals are transitioned off of the Canada Emergency Response Benefit (the “CERB“). These income support measures include an extension to the CERB, adjusted eligibility for Employment Insurance benefits, and new benefit programs.
August 20, 2020
On July 24, 2020, Connecticut Governor Lamont issued Executive Order JJJ (“E.O. JJJ”), which creates a presumption that employees who contracted COVID-19 in the early days of the pandemic contracted it at work and are eligible for workers’ compensation benefits.
Pursuant to E.O. JJJ, there shall be a “rebuttable presumption” that an employee, who makes a claim for benefits under the Workers’ Compensation Act, and who missed one or more days of work between March 10, 2020 and May 20, 2020, inclusive, due to a diagnosis of COVID-19 or symptoms that were diagnosed as COVID-19, contracted COVID-19 as an occupational disease arising in the course of his or her employment. The following four conditions must be met for the rebuttable presumption to apply:
August 18, 2020
On August 8, 2020, in response to local meteorology reports of expected temperatures of above 95°F, Luxembourg’s Ministry of Health announced a “red alert warning,” and implemented a Heat Wave Plan. The Heat Wave Plan (i) advises that older individuals, infants, and those with chronic illnesses may be affected by such high temperatures and (ii) offers personal check-in and hydration services by the Luxembourg Red Cross and home care agencies. All such visits must adhere to COVID-19 safety procedures.