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Tag: COVID-19 for Employers

Posted March 26, 2021 with Tags ,

California’s New Supplemental Paid Sick Leave for COVID-19

California recently passed new legislation that will require employers to provide their California employees with up to 80 hours of supplemental paid sick leave for various COVID-19-related reasons. Sound familiar? There are some similarities between the new law and the 2020 COVID-19 supplemental paid sick law, but the differences are significant for many employers. We’ve put together key takeaways for you to consider before the law becomes effective on Monday, March 29, 2021.

Newsroom image for the post FAQs for Employers: Minneapolis’ Right to Recall Ordinance

Posted February 26, 2021 with Tags ,

FAQs for Employers: Minneapolis’ Right to Recall Ordinance

Minneapolis employers in the hospitality industry will likely soon have to contend with a new set of worker protection laws. The Minneapolis City Council is currently considering a citywide Hospitality Worker Right to Recall Ordinance, which would require employers to rehire workers previously terminated due to the Coronavirus pandemic. If adopted, the Ordinance will go into effect on May 1, 2021. Meanwhile, the Minnesota Legislature is considering a similar right to recall law, which would apply statewide to a larger group of employers.

Newsroom image for the post Employer Incentivization of COVID-19 Vaccination

Posted January 19, 2021 with Tags ,

Employer Incentivization of COVID-19 Vaccination

Many employers are seeking ways to encourage their employees to get vaccinated for COVID-19. For those wishing to stop short of making it mandatory, incentivizing voluntary vaccination is an option, but one that comes with its own set of potential legal pitfalls employers should be aware of.

Posted October 21, 2020 with Tags ,

Politics in the Workplace: When Political Speech Goes Against Employer Policies

With the presidential election looming, discussions about politics are happening in the workplace now more than ever. In the current political environment, these conversations may be disruptive and may not align with Equal Employment Opportunity and Harassment-Free Workplace Policies, diversity and inclusion goals, and organizational brands. This means that HR professionals and other supervisors walk a very fine line as they draw distinctions between what violates or contradicts employment policies versus free speech.

Posted May 13, 2020 with Tags ,

Returning to Work: Health Checks & Compensable Time

After sheltering-in-place, remote working, and business closures, employers across the country have started planning to bring employees back to work. The first item of business is how to ensure the workplace is safe for employees and the general public. For this, many employers are turning to employee health checks.

Newsroom image for the post Employers: How to Avoid ADA Litigation in the COVID-19 Era

Posted May 7, 2020 with Tags ,

Employers: How to Avoid ADA Litigation in the COVID-19 Era

The COVID-19 pandemic and related "stay-at-home" orders have required changes to employers' everyday practices, impacting nearly all aspects of operations. Employers have worked hard to meet the demand for rapid flexibility in the interest of continuing operations and keeping their workforce safe and intact. For good reason, many of these policies (such as temporary remote work policies) may have been implemented outside of the traditional planning processes that employers use when rolling out new policies.

Posted April 23, 2020 with Tags ,

Returning to Work: Minnesota allows more businesses to resume in-person operations starting April 27

On April 23, Governor Walz issued Emergency Executive Order 20-40, which expands the number of businesses permitted to operate in-person during Minnesota’s “stay-at-home” order. Under the Order, individuals working in certain types of businesses are permitted to return to work starting next week, Monday, April 27, provided other conditions are met.

Newsroom image for the post Managing Off-the-Clock Time During the Pandemic

Posted April 23, 2020 with Tags , ,

Managing Off-the-Clock Time During the Pandemic

Ensuring that hourly employees accurately record their work time—and that employees are paid for all work time—can be a challenge even under the best of circumstances. But it’s crucial to avoid or defend costly class litigation or audits from the Department of Labor. These “off the clock” issues may be exacerbated for employers who now have hourly employees working remotely during the pandemic. Remote work means employers have less oversight and ability to enforce timekeeping rules. This is made even more complicated because employees may be working—and responding to work requests—during odd hours as they navigate other home obligations.

Newsroom image for the post Employers: Watch Out for ERISA Lawsuits During Pandemic

Posted April 20, 2020 with Tags ,

Employers: Watch Out for ERISA Lawsuits During Pandemic

ERISA lawsuits typically grow in numbers whenever there is an economic downturn. Though COVID-19’s financial impact is still unfolding, employer-sponsored employee-stock ownership plans (ESOPs) and the employers themselves are likely to once again face a heightened risk of litigation. In particular, we anticipate a rise in so-called “stock-drop” lawsuits involving ESOPs.

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