Tag Archives: employment law

Video: Health Care Employers Face Reopening Challenges – Employment Law This Week

Featured in #WorkforceWednesday: Attorney Denise Dadika examines the unique challenges health care employers face as they ramp business back up and reopen for both patients and employees.

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Video: Employers Brace for Surge in Union Activity – Employment Law This Week

Featured in #WorkforceWednesday:  As businesses across the United States open up, workers may increasingly turn to unions to help support their safety. Employers should take steps to properly prepare for this resurgence in union activity. Attorney RyAnn Hooper explains more.

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ILN Today Post

ILN: Unprecedented Aid During the COVID-19 Crisis

The ILN’s Labor & Employment Group has put together a summary document, addressing the question, “In the UK the government has stepped in with unprecedented aid such as paying 80% of employees’ salaries who are at home and not working up to £2500 per month. There are also a raft of other financial measures. What measures have been enacted in your jurisdictions, and what are the impacts?” Click the guide below to see responses from 11 jurisdictions.

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Texas Local Governments Impose New Face Covering and Health and Safety Plan Requirements Upon Employers, As COVID-19 Cases Surge

For the last two weeks, Texas is continuing to break records for daily coronavirus cases and hospitalizations.  According to the Texas Department of State Health Services, on June 23, 2020 Texas had the highest daily number of COVID-19 cases (5,489) since the pandemic began, and for twelve consecutive days had record-high hospitalizations.  Also on Wednesday, June 23rd, Houston Mayor Sylvester Turner said 97% of the intensive care unit beds in Houston are filled. Governor Abbott acknowledged this week that there is a massive outbreak of COVID-19 across the state of Texas, and announced that his office is examining greater localized restrictions.  Since June 3, Texas has been in Phase III of reopening, whereby all businesses in Texas are permitted to operate at up to 50% capacity, with very limited exceptions, and since June 12, 2020, restaurants have been permitted to expand their occupancy levels to 75%.

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Addressing Data Privacy and Security Provisions in COVID-19 Related Service Provider Agreements and Beyond

Employers’ engagement and use of various types of vendors has expanded recently, to include vendors who assist with office re-entry screening and contact tracing as employees return to work during the COVID-19 pandemic.  The service agreements that are negotiated and executed for this purpose should sufficiently address data privacy and security considerations related to employee personally identifiable information (PII). This is necessary for any service provider or vendor agreement.   In the absence of a federal law governing data security and breach notification of employee PII, employers must comply with increasing state and local legal requirements to ensure the protection of employee PII which employers obtain in the normal course of employment.  Many states have breach reporting laws that apply to data held by employers, such as employee social security numbers.  Other states, such as New York, have laws encompassing PII breach reporting and mandating certain data protections.  For example, the New York Stop Hacks and Improve Electronic Data Security Act (“Shield Act”) requires employers to implement a cybersecurity program providing protective measures for New York resident-employees’ PII.

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UK Update: What Employers Need to Know About the Coronavirus Job Retention Scheme

As we previously reported, the COVID-19 pandemic has affected many employers and employees throughout Europe. Since mid-March 2020, the Government of the United Kingdom has implemented several measures and guidance to address the economic impact of the COVID-19 pandemic. Similar to other European jurisdictions, one such measure is the Coronavirus Job Retention Scheme (“CJRS”), designed to help employers retain their workforce. Currently, the CJRS provides partial subsidized wages to approximately 7.5 million UK employees across 935,000 employers. Recently, the UK has provided updates to the CJRS, including an extension of partial wage replacement grants and a shift toward allowing part-time work.

In late March 2020, Chancellor of the Exchequer Rishi Sunak announced the implementation of the CJRS. Under the CJRS, all UK employers with Pay As You Earn (“PAYE”) payroll schemes that were opened and in use on or before February 28, 2020 may apply for wage replacement grants to distribute to their furloughed employees. The CJRS recently has been extended to October 31, 2020.

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Special Immigration Alert: President Trump Expands Immigration Restrictions, DHS Extends Flexibility for Verifying Forms I-9, and More

Presidential Proclamation Temporarily Suspends New H-1B, H2B, J-1, and L-1 Visa and Travel from Abroad

On June 22, 2020, President Trump issued a proclamation (“Proclamation”) suspending and limiting the entry of individuals into the United States in the following employment-based nonimmigrant visa categories:

  1. H-1B or H-2B visas, and their H-4 family derivatives;
  2. J-1 visas, and their J-2 family derivatives; and
  3. L-1 visas, and their L-2 family derivatives.
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California Court of Appeal Concludes That Unionized Employees and Their Employers Cannot Negotiate Away Compensation for Required Travel Time

Faced with the question of whether unionized employees and their employer can bargain away the right to be compensated for employer-mandated travel time, a California Court of Appeal has ruled that they in fact may not do so.  In Carlos Gutierrez v. Brand Energy Services of California, Inc., the Court concluded that Wage Order 16 (Cal. Code Regs., tit. 8, § 11160) requires that employees be paid for all employer-mandated travel time — and that it cannot be negotiated away by a union and the employer.

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ILN Today Post

Production Industry Recommends Guidelines for Returning to Work

The entertainment industry took a major step forward amid the COVID-19 pandemic when the California Department of Public Health approved the resumption of entertainment content production beginning on June 12, 2020. The back-to-work announcement is based upon the guidelines submitted two weeks ago by a massive working group of entertainment industry interests, known as the Industry-Wide Labor-Management Safety Committee Task Force (Task Force), on how to safely return to physical production. Read more…

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ILN Today Post

Negotiation/Settlement of Lockdown Wages is a Way Forward Holds Supreme Court

Non-payment or substantial reduction of wages for the period the Indian industry was closed or operating at limited capacity due to COVID-19 despite the Central Government’s order to continue paying wages to workmen during the lockdown period has led to filing of several petitions before the Hon’ble Supreme Court of India.  In  the matter of Ficus Pax Private Ltd. & Ors. Vs. Union of India & Ors. [Writ Petition (C) Diary No. 10983 of 2020] (clubbed with various writ petitions), the Supreme Court has issued interim measures aimed at negotiating and settling the wages to be paid by employers to its employees for the lockdown period pursuant to the order dated March 29, 2020 (“MHA Wage Order”) issued by the Ministry of Home Affairs (“MHA”) in exercise of its powers under Section 10(2)(l) of the Disaster Management Act, 2005 (“DM Act”) and its subsequent withdrawal vide MHA’s order dated May 17, 2020 with effect from May 18, 2020. The settlement, if any, will be without prejudice to the rights of the employers/employees which is the subject of adjudication of the aforesaid petitions.

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