On September 29, 2021, Governor Charlie Baker signed House Bill 4127 (Chapter 55 of the Acts of 2021). This emergency law extends the Massachusetts COVID-19 Emergency Paid Sick Leave program through April 1, 2022. Effective October 1, 2021, in addition to the reasons employees were previously permitted to use MA
On September 24, 2021, the Safer Federal Workforce Task Force (the Task Force) released new guidance on COVID-19 workplace safety protocols for Federal contractors and subcontractors (the “Guidance”). Pursuant to the Guidance, Federal contractors and subcontractors with a covered contract will now be required to conform to the following workplace
As discussed in previous HRW Client Alerts on March 16, 2021 and April 12, 2021, a provision of the American Rescue Plan Act (ARPA) requires employers to pay COBRA premiums for “Assistance Eligible Individuals” (employees who lost group health coverage due to reduced hours or involuntary termination).
There have been two recent developments affecting noncompetition agreements in Massachusetts that employers need to be aware of and take into account as they craft and review their own restrictive covenant forms.
New Judicial Decision – Employment is Not Sufficient Consideration
Pursuant to the Massachusetts Noncompetition Agreement Act, M.
On July 8, 2021, the Executive Office for Administration and Finance (“EOAF”) made available a sample form for employees to request COVID-19 Sick Leave under the recently enacted COVID-19 Temporary Emergency Paid Sick Leave Act (the “Act”). The Act, which has been in effect since May 28, permits employees with a primary place of employment in Massachusetts to take up to 40 hours of COVID-19 Sick Leave if they are unable to work for specified COVID-19-related reasons. In order for employers to receive reimbursements from the Commonwealth for the costs of providing COVID-19 Sick Leave, employers must require their employees to submit written requests that include certain information.
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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