As discussed previously, the Families First Coronavirus Response Act (Famlies First Act) requires employers to provide paid sick leave and expanded Family Medical Leave Act (FMLA) time. However, the act provided that the Secretary of Labor could exempt small businesses with fewer than 50 employees when the imposition of these requirements would jeopardize the viability of the business. In my earlier blog posts, I noted that lawyers were unable to identify the criteria for the exemption because the Department of Labor had not yet identified them. Notably, we anticipated regulations from the Department of Labor. However, as of this morning, we have informal “FAQ” guidance on the Department’s website that does give some clarity to the situation.
More about the Biden vaccine mandate
Several weeks ago, I suggested that you stay tuned for the latest developments—that we wouldn’t know much about the Biden vaccine mandate until we had actually read any Presidential executive orders. Well, we can now read two of these: Presidential e
Update on worker classification: employee or independent contractor?
On May 6, 2021, the U.S. Department of Labor announced a final rule withdrawing the Trump independent contractor rule. In the waning days of the Trump Administration, the U.S. Department of Labor (DOL) issued a new final regulation about classifying
New mandatory minimum wage required for Government contractors
On April 27, 2021, President Joe Biden signed an executive order requiring Federal Government contractors to pay at least $15 an hour to certain employees. The order will go into effect on January 30, 2022. Before the order will go into effect, the U
Religious rights trump transgender rights
Update on EEOC v. Harris Funeral Homes, Inc.: On June 15, 2020, the U.S. Supreme Court issued a decision involving in this case. The court held that an employer who fires a person merely for being gay or transgender violates Title VII. On August 18,
Most employers have questions about when to send employees exhibiting COVID-19 symptoms home, when to allow them back to work, and how to handle their return to work. Hospitals are no exception—and understanding when healthcare workers can and should return to work after a confirmed or suspected COVID-19 illness is key to flattening the curve on the virus’ spread.
In a guidance document issued on its website, the IRS announced that small and midsize employers can begin taking advantage of two new refundable payroll tax credits, designed to immediately and fully reimburse them, dollar-for-dollar, for the cost of providing Coronavirus-related leave to their employees.
On March 24, 2020, the Department of Labor (DOL) posted a Frequently Asked Questions (FAQ) page for the new Families First Coronavirus Response Act (FFCRA), which contains both the Emergency Paid Sick Leave Act and the Emergency Family Medical Leave Act (FMLA) Expansion Act. The FAQ introduced a new detail that we were all waiting on: the actual effective date for the Families First Act.
Updated on March 31, 2020, with the changes made to the CARES Act that became law on March 27, 2020.