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As the COVID-19 pandemic wears on and more employees go back to work, the risk of catching the disease for workers has spawned a growing wave of employment litigation. Lawsuits are flying as employers struggle to keep their workplaces safe and negotiate an often-confusing mishmash of new and existing laws and regulations. Regulators have been
The EEOC has added to its guidance and technical assistance related to COVID-19. The guidance can be found here, but the new additions are summarized below. Regarding reasonable accommodation: If an employee seeks accommodation because s/he is concerned about exposing a family member or member of the household, the employer is NOT required to accommodate.
On May 6, 2020, Governor Newsom signed Executive Order N-62-20. The Order covers all California employees who worked at the direction of an employer between March 19 and July 5, 2020, at the employer’s jobsite. During the above timeframe, if an employee contracts a COVID-19-related illness it will be presumed that the employee has done
Cal/OSHA recently issued guidance for employers for reporting COVID-19 cases. If a work-related COVID-19 case meets one of the criteria below, then the employer must record the case on their 300, 300A, and 301 or equivalent forms. Recordable cases must be work-related and result in one of the following: Days away from work. Restricted work
With temperatures rising, employers with outdoor workers need to take steps to protect them from heat illness. California employers need to be especially mindful as Cal/OSHA has workplace safety regulations governing the prevention of heat illness. The heat illness standard came into effect about seven years ago as the number of deaths due to heat
On June 5, President Trump signed HR 7010 (“Act”) that amends key parts of Payroll Protection Program (PPP) that related to the forgiveness of loans made to small businesses. PPP is part of the Coronavirus Aid, Relief and Economic Security (CARES) Act. The PPP was developed by the US Senate Committee for Small Business and
COVID-19 and workplace safety has been a moving target for OSHA and it has released a number of advisories, including one in March that said new cases were recordable events and then another one in mid-April saying employers are not required to report new cases among employees. But in May OSHA issued new guidance, once
As protests around the country descended into rioting and civil unrest, many businesses that have been looted, or seen their shops damaged or completely destroyed, will obviously be turning to their insurance to file a claim. While many companies were unsuccessful in filing business interruption claims for the COVID-19 crisis, claims for damage and theft
Question: We are reopening after business closure due to COVID-19. Can we bring some employees back, but not others? Answer: Yes. If you are recalling some positions, but not others, you should document the business reasons why only those positions were recalled. If you are recalling some employees in a certain position, but not everyone
So you have a 30-page brand book to keep that new brand tidy. The PDF is beautiful, but you can never find it, or it’s just too time-consuming to bother looking through it. So what’s the point? We constantly tell our clients how vital consistency is, especially in their brand infancy. Yup, just like your
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