Articles Discussing Human Resource Topics In Georgia.

The state of Georgia has had a lactation break law on the books for quite some time, but with House Bill 1090 the legislature made some important changes, effective August 5, 2020. As most employers know, the federal Fair Labor Standards Act (FLSA) provides lactation break requirements for employers, so

Georgia Governor Brian Kemp has signed new legislation requiring employers to provide paid lactation breaks and private locations at the worksite where working mothers can express breast milk. The new law is effective immediately. Read more.

Georgia Governor Brian Kemp has signed into law Senate Bill 359, which, like legislation enacted by several other states, is designed to protect healthcare facilities, businesses, and other entities from civil liability related to the spread of COVID-19, except in limited situations that include where there is a showing of gross negligence or intentional misconduct.

Georgia Governor Brian Kemp has signed new legislation requiring employers to provide paid lactation breaks and private locations at the worksite where working mothers can express breast milk. The new law is effective immediately.

Georgia recently became the ninth state1 to shield businesses from liability stemming from COVID-19.  Governor Brian Kemp signed the new law, the Georgia COVID-19 Pandemic Business Safety Act, on August 5, 2020, and the new law took effect immediately.

On July 17, 2020, the Georgia Department of Labor issued updated emergency Rules concerning unemployment benefits in light of the ongoing COVID-19 pandemic. The new Rules went into effect on July 19 and continue through November 16, 2020, or until the Department proposes and enacts subsequent rules or guidance.

On June 26, 2020, the Georgia General Assembly passed Senate Bill (SB) 359 to limit liability for COVID-19-related claims. The bill, which is titled “Georgia COVID-19 Pandemic Business Safety Act,” has not yet been signed by Governor Brian Kemp. Several states have enacted similar legislation, including Alaska, Iowa, Kansas, Kentucky,

On April 23, 2020, Governor Brian Kemp signed an Executive Order (Order) relaxing the statewide Shelter in Place Order issued on April 2, 2020, and providing additional guidance related to the performance of work for Critical Infrastructure businesses and non-Critical Infrastructure businesses, including businesses recently permitted to reopen. The Order also requires individuals at higher risk of severe illness to continue sheltering in place and some businesses to remain closed to the public. The Order is in effect from Friday May 1, 2020 at 12:00 a.m. until May 13, 2020 at 11:59 p.m.

On April 2, 2020, Governor Brian Kemp signed an Executive Order requiring Georgia residents and visitors to shelter in place within their homes or places of residence, except to engage in limited essential activities, to perform work for Critical Infrastructure businesses or to perform work activities required for “Minimum Basic Operations” of non-critical infrastructure businesses. The Order expressly closes the public operations and in-person services of some businesses and professionals, and is in effect from Friday, April 3, 2020 at 6:00 p.m. until Monday, April 13, 2020 at 11:59 p.m.

On the heels of a limited “shelter in place” order by Georgia Governor Brian Kemp, Atlanta Mayor Keisha Lance Bottoms issued a Stay at Home Order requiring all individuals living in the City of Atlanta to stay at home, except to engage in limited activities, to work for Essential Businesses or to engage in other permitted work activities. The City’s Order also provides that all non-essential businesses must cease operations at physical locations within the City, except for “Minimum Basic Operations.”

The Georgia Department of Labor has passed an emergency rule requiring employers to file claims for partial unemployment benefits online on behalf of employees who have been temporarily laid off or have had their hours reduced due to the lack of work as a result of the coronavirus (COVID-19) pandemic.

On March 23, 2020, the State of Georgia and City of Atlanta issued two separate orders aimed at reducing the spread of COVID-19 across the state over the next 14 days. First, Governor Brian Kemp issued a “shelter-in-place” order (“State Order”) requiring certain individuals with an “increased risk of complications” from COVID-19 to shelter in place in their homes. This group includes individuals who are living in long-term care facilities, have chronic lung disease, are undergoing cancer treatment, have a positive COVID-19 test, are suspected of having COVID-19 because of their symptoms and exposure, or have been exposed to someone who has COVID-19. The State Order also closes bars and nightclubs across Georgia, and bans all gatherings of 10 or more people, unless six feet can be maintained between individuals at all times. The State Order is effective from 12:00 PM on March 24, 2020 through 12:00 PM on April 6, 2020.

The Georgia Department of Labor (“Department”), in response to COVID-19, issued an emergency rule1 on March 16, 2020 related to filing partial unemployment claims. The rule will remain in effect for 120 days or until the Department adopts a subsequent rule.

In late 2019, the Northern District of Georgia (Atlanta federal court) addressed the duties owed when an independent contractor leaves one trucking company to work for another. In Wind Logistics Prof’l v. Universal Truckload, Inc., Universal Truckload (“Universal”) was in the business of transporting industrial wind equipment. In 2012, Mr. Parson, who previously had been employed by Universal to coordinate the transportation and delivery of wind equipment, entered into an independent contractor agency agreement with Universal.

Georgia’s Restrictive Covenants Act (O.C.G.A. § 13-8-50 et seq.) (“RCA”) governs Georgia non-compete agreements entered into after May 2011. Very few courts have interpreted the RCA since its inception.[1] In Bearoff v. Craton, decided a few months ago, the Georgia Court of Appeals authored its very first decision in the “sale of business” context (i.e., a seller of a business agreeing to a non-compete for some period after the sale). Specifically, the Bearoff court confirmed that, in such circumstances, a non-compete may be enforced for the longer of five years or the time period during which the buyer pays the seller for the business.