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Salvatore G. Gangemi is a Partner in the Litigation Department of Murtha Cullina and a member of the Labor and Employment Practice Group. He advises clients with respect to state, federal and local employment laws. In addition, he litigates matters involving misappropriation of trade secrets, restrictive covenants, breach of employment contract, fiduciary duty, and other work-related common law claims. Sal also counsels clients on day-to-day issues involving workplace management and administration, including requests for reasonable accommodation for disabilities, for family and medical leave, and wage and hour issues.  He conducts employment law training on a variety of topics, including sexual harassment prevention and wage/ hour compliance.  He also drafts employment policies and agreements, and assists clients in auditing worker classification practices and policies both in the context of the Fair Labor Standards Act and state laws governing independent contractor determinations.

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:

  • Relief by cash: The IRS would send checks of $1,200 and $2,400 to individuals and joint filers, respectively. The payments would be reduced for those

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

UPDATE: Executive Order 202.8 can be read here.  In addition to closing workplaces to non-essential employees, the order:

  • Tolls state court litigation deadlines until April 19, 2020
  • Suspends Department of Motor Vehicles related deadlines until April 19, 2020
  • Tolls shareholder meeting-related deadlines until April 19, 2020
  • Tolls residential and commercial eviction enforcement for 90 days
  • Abates late fines and penalties related to filings due on or before March 20.

At a press conference this morning, Governor Andrew Cuomo announced a forthcoming executive order placing further restrictions on New Yorkers’ daily life.  The order will be effective as of Sunday.  Per the New York Times, relevant employment-related provisions include:


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On the heels of the federal Families First Coronavirus Response Act signed into law yesterday, New York State has enacted broad legislation extending paid sick leave benefits to employees.  The extent of paid sick leave is determined by employer size and revenue, and can be utilized by employees whether they are sick, or absent from work because of a “mandatory or precautionary order of quarantine or isolation” issued by “the state of New York, the department of health, local board of health, or any government entity duly authorized to issue such order due to COVID-19.”  All of New York City is currently subject to such an order.

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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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