On Wednesday night, the Senate passed unanimously (96-0) a $2 trillion emergency relief bill. The measure would constitute the largest economic stimulus package in U.S. history. Key provisions include:
Updating our prior Families First Coronavirus Response Act (FFCRA) guidance, today the Department of Labor issued a model poster concerning FFCRA rights and responsibilities. The poster is accessible at: https://www.dol.gov/sites/dolgov/files/WHD/posters/FFCRA_Poster_WH1422_Non-Federal.pdf
The FFCRA requires covered employers post in a conspicuous place on its premises a notice of FFCRA requirements. For covered employers with remote work forces,
Yesterday, the Department of Labor issued preliminary guidance concerning the implementation of the Families First Coronavirus Response Act (the “FFCRA”), which was passed just six days ago. The guidance provides some clarity on a few key issues:
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Last week, President Trump signed into law the Families First Coronavirus Response Act (“FFCRA”), which requires employers with fewer than 500 employees to provide employees expanded family and medical leave and paid sick leave benefits for Coronavirus-related reasons. The FFCRA creates for certain private employers a refundable paid sick leave credit and paid child care leave credit that are intended to immediately and fully reimburse these employers, dollar-for-dollar, for the cost of providing Coronavirus-related leave to their employees.
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Effective at noon on March 24, 2020, Massachusetts will become the latest state to close non-essential businesses in the effort to slow the spread of COVID-19. As covered here previously, Connecticut and New York issued substantially similar executive orders in days immediately prior. The Massachusetts order identifies “essential” businesses, orders the closing of non-essential businesses
On Sunday March 22, 2020, the Connecticut Department of Economic and Community Development released “legally binding guidance” concerning which businesses are “essential” for purposes of Governor Lamont’s March 20, 2020, Executive Order 7H (directing all businesses and nonprofit entities to utilize, to the maximum extent possible, any telecommuting or work from home procedures that they
On Friday, March 20, Governor Lamont issued an executive order requiring non-essential workers to stay home. All workplaces have been ordered to utilize telecommuting, where possible. Executive Order 7H represents the most drastic step yet in Connecticut’s battle against COVID-19, and followed mere hours after Governor Cuomo announced similar measures in New York. The
As people everywhere struggle to adjust to the rapid changes caused by the COVID-19 outbreak, the financial impact on businesses and employees has been a primary concern. Employees are facing reduced work hours and layoffs as businesses scale back or close. At the same time, employees are dealing with the reality of a serious health threat to themselves and family members. The scale of disruption to the normal functioning of businesses and to people’s lives is unprecedented.
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On September 24, 2019, the U.S. Department of Labor (DOL) issued its final overtime rule as it relates to the minimum salary threshold for exempt employees. The DOL estimates that 1.3 million workers will be eligible for overtime pay as a result of its final rule. Here is how the new rule will impact workers in Connecticut, Massachusetts and New York.
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