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ten most recent state employment law articles Ten Most Recent State Law Articles

U.S. DOL Issues Additional Questions and Answers on the FFCRA which Directly Impact Puerto Rico Employers

Littler Mendelson, P.C. • March 29, 2020
On March 26, 2020, the United States Department of Labor (DOL) issued additional questions and answers (Q&As) that further explain employer and employee rights and responsibilities under the federal Families First Coronavirus Response Act (FFCRA). The DOL’s guidance directly impacts those private-sector employers in Puerto Rico that have closed their worksites in compliance with Executive Order OE-2020-023 (EO) issued by Governor Wanda Vázquez Garced on March 14, 2020, and had hoped to be able to provide their employees paid leave under the FFCRA. This article addresses certain Q&As that affect most employers and employees in Puerto Rico.

Oakland County, Michigan Orders Employers of Critical Infrastructure Workers and Essential Employees to Implement Screening and Social Distancing Measures

Littler Mendelson, P.C. • March 29, 2020
Under Michigan’s Stay Home, Stay Safe Executive Order effective March 24, 2020, only essential businesses or operations that employ critical infrastructure workers are allowed to continue in-person operations.1 The Order, which remains in effect until April 13, 2020, also allows non-essential businesses to designate employees as essential if their in-person presence is “strictly necessary” to maintain the value of inventory and equipment, to care for animals, to ensure security, to process transactions, or to help other employees work remotely.

The Los Angeles City Council Passes Supplemental COVID-19 Paid Sick Leave for Large Employers

Jackson Lewis P.C. • March 29, 2020
On March 27, 2020, the City Council passed an ordinance mandating employers with 500 or more employees nationally offer Supplemental Paid Sick Leave for various COVID-19 related reasons described below. The ordinance is awaiting Mayor Eric Garcetti’s review and anticipated approval.

LA Passes COVID-19 Paid Sick Leave Law for Large Employers

Carothers DiSante & Freudenberger LLP • March 29, 2020
On March 27, 2020, the LA City Council passed a new paid sick leave ordinance applicable to large employers (those with more than 500 employees nationally that are not covered by the new federal COVID-19 paid leave law, the FFCRA). The ordinance applies to employers with more than 500 employees nationally. Covered employees are those who have worked for the same employer from February 3 to March 4, 2020, and who perform any work in the City of Los Angeles. It applies to full time, part time, and temporary employees. The only employees who are exempted are health care providers (as defined by California Government Code section 12945.2) and first responders, which the ordinance defines to include peace officers, firefighters, paramedics, EMTs, public safety dispatchers or safety telecommunicators, emergency response communication employees, and rescue personnel.

New Jersey Expands Employee Leave Benefits Available in Light of COVID-19 Pandemic

Littler Mendelson, P.C. • March 29, 2020
With the signing of S2304 on March 25, 2020, Governor Murphy expanded New Jersey’s Earned Sick and Safe Leave Law, Family Leave Act, and the Temporary Disability Benefits Law to protect employees who cannot work due to circumstances caused by COVID-19. The amendments went into effect immediately upon signing.

Michigan Issues COVID-19 Guidance for Caregivers of Older Adults

Littler Mendelson, P.C. • March 29, 2020
The Michigan Department of Health & Human Services (MDHHS) has issued guidance further tightening the protocols governing in-home caregivers for older adults to prevent the spread of COVID-19 among the vulnerable individuals they serve. Although the recommended steps are not mandatory, the MDHSS “strongly urges” direct care workers to follow the guidance while providing support to their clients for non-emergency medical care, activities of daily living (ADLs), and instrumental ADLs.1 For purposes of the guidance, “older adults” are persons age 60 or older, and “direct care workers” include, but are not limited to, personal care assistants (PCAs), certified nurse aides (CNAs), home health aides, private duty nurses (RNs), direct support professionals, and informal caregivers who do not reside at the client’s home.

Hillsborough County Safer-At-Home Order

FordHarrison LLP • March 29, 2020
On March 26, 2020, Hillsborough County issued an order directing citizens to stay at home as much as possible during the continued COVID-19 crisis. The Safer-At-Home Order will go into effect at 10:00 p.m. on March 27, 2020, and will continue on a daily basis until it expires or is rescinded. Currently, the Order does not state when it expires.

Idaho Governor Issues Statewide Self-Isolation Order

Jackson Lewis P.C. • March 27, 2020
Following the guidance of Idaho’s public health experts, Governor Brad Little has issued a statewide self-isolation order (that is, stay at home) in response to the coronavirus (COVID-19) pandemic. The Order became effective March 25, 2020, and will stay in effect until April 15, 2020, or until it is extended, rescinded, superseded, or amended by the Director of the Idaho Department of Health and Welfare.

New Virginia Executive Order, Federal Leave Law Responding to COVID-19 Raises New Issues for Employers

Jackson Lewis P.C. • March 27, 2020
In response to the coronavirus (COVID-19) pandemic, Virginia Governor Ralph Northam recently issued an executive order closing all K-12 schools through the end of the school year and temporarily closing or restricting public-access areas in non-essential businesses. The EO also limited daycare operations to groups no larger than 10 and encouraged daycare space to be prioritized for all essential personnel with daycare needs.

New Requirements, Recommendations for Utah Employers Amidst COVID-19 Crisis

Jackson Lewis P.C. • March 27, 2020
In response to the spread of the coronavirus (COVID-19), several states have implemented closure orders, shutting down most of their internal operations and requiring most of the public to stay home, or “shelter in place.” While Utah has not yet joined the list of states doing so, employers in Utah should keep in mind certain new restrictions and recommendations while navigating this national pandemic.
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