On May 28, 2021, Governor Baker signed into law An Act Providing for Massachusetts COVID-19 Emergency Paid Sick Leave (the “Act”), which requires employers to provide up to forty (40) hours of Emergency Paid Sick Leave to employees with a primary place of employment in Massachusetts who are unable to
On Monday, May 17, 2021, Massachusetts Governor Charlie Baker announced that effective May 29, 2021 the COVID-19 restrictions previously put in place will be lifted, with caveats concerning face coverings in certain settings. This is a drastic acceleration from the previously announced reopening timeline, which originally scheduled all restrictions to be
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As discussed in our recent client alert on the new COBRA subsidy, a provision of the American Rescue Plan Act (ARPA) requires employers to pay COBRA premiums for eligible employees who lost group health coverage due to reduced hours or involuntary termination and employers will receive a reimbursement in the form of a tax credit on their quarterly tax payment. This subsidy is available for 6 months, from April 1, 2021 to September 30, 2021, but does not extend the normal 18-month period for COBRA coverage. Given the administrative challenges the ARPA COBRA subsidy presents to employers, on April 7, 2021 the Department of Labor (DOL) issued guidance and model notices for implementing the provision’s requirements.
The American Rescue Plan Act of 2021 (ARPA) was signed into law on March 11, 2021 and contains important changes and expansions related to the two paid leave options provided under the Families First Coronavirus Response Act (FFCRA) – Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave
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As of January 1, employees in Massachusetts have been able to apply to the Department of Family and Medical Leave (DFML) for job-protected time off and wage replacement benefits under the Paid Family and Medical Leave Law (PFMLL). The DFML has been hard at work implementing procedures to process claims
On December 16, 2020, the Equal Employment Opportunity Commission (EEOC) published guidance on administering COVID-19 vaccinations in the workplace and provided information about religious and medical exemptions to mandatory vaccination programs. Despite this guidance, which suggests that mandatory vaccination programs are acceptable, at
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On December 16, 2020, the Equal Employment Opportunity Commission (EEOC) added nine new questions about COVID vaccination to its pre-existing guidance “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.” The new questions appear in Section K. This HRW Client Alert covers the key takeaways.
This HRW Client Alert provides a brief overview of employer obligations and options when faced
with a religious accommodation request. Employers are strongly encouraged to discuss
accommodation requests with counsel as the decision whether to grant such requests is fact
specific and may depend on the workplace, the employee’s position, the basis for the request, and
evolving science and public health concerns.