When uncontrollable events occur that preclude contract performance, force majeure provisions may provide an avenue to limit damages.

While employers ready themselves to comply with FFCRA, which becomes effective on April 1^st, there are many open questions and issues that will need to be clarified by DOL in the weeks to come. This article summarizes the main takeaways from the DOL guidance.

Dan D. Kohane, Chair of Hurwitz & Fine's Insurance Coverage team, was quoted in a March 24, 2020 New York State Bar Association article on changes in the legal profession post-coronavirus pandemic.

On March 18, 2020, Governor Cuomo signed a bill requiring sick leave for employees in New York State. The law, which took effect immediately upon Governor Cuomo’s signature, guarantees leave to employees who are subject to a mandatory or precautionary order of quarantine or isolation issued by New York State, the Department of Health, the local board of health, or any other authorized governmental entity due to COVID-19.  In addition, Governor Cuomo also issued a series of executive orders designed to deal with the COVID-19 outbreak, including a requirement that all non-essential businesses must reduce their in-person workforce by 100%.

The Equal Employment Opportunity Commission (EEOC) updated its guidance on the topic to expressly address COVID-19. It covers a host of questions about handling employees who have or may have been exposed to coronavirus.

On March 18, 2020, President Trump signed into law the Families First Coronavirus Response Act (the “Act”) which aims to assist employees impacted by the COVID-19 pandemic.  The Act takes effect on April 1, 2020.  The Act has two key components—expanding Family Medical Leave Act (“FMLA”) coverage and mandating paid sick leave. 

In response to the spread of COVID-19 in New York State, Governor Andrew Cuomo announced today that all non-essential businesses must reduce their in-person workforce by 75%.  This latest reduction, which takes effect on Friday March 20, 2020 at 8:00 p.m., is an increase from the 50% reduction of in-person workforce announced by Governor earlier in the week.

During this difficult and unprecedent time, the safety and well-being of our employees, along with the legal and business needs of our clients, are our top priorities.  We remain committed to providing our clients with the highest quality of legal services to meet their needs during this crisis and are available to assist in all ways.

Governor Cuomo mandated today that all employers must immediately reduce their workforce to 50% in the physical workspace.  To be clear, this does not mean that employers must reduce their actual workforce through layoff, rather, the other 50% of an employer’s workforce is permitted to perform work off-premises. 

Joseph S. Brown, Member of Hurwitz & Fine's Employment team, offers insight to employers on COVID-19 in the March 18, 2020 edition of Business First.

The U.S. House of Representatives passed the Families First Coronavirus Response (H.R. Bill 6201), sweeping legislation that will provide a myriad of emergency relief to businesses and individuals, including paid family and sick leave.  The Bill, in its current format, amends several key provisions of the federal Family and Medical Leave Act (“FMLA”) and also provides for up to 80 hours of paid sick leave for full-time employees. This alert briefly summarizes two key sections of this 110-page Bill that may be of interest to clients.

An employer’s response to COVID-19 will vary by industry, location, and the extent to which employees are involved in business travel.  Hurwitz & Fine's update is a summary of some of the best practices for non-health care employers as well a brief discussion of employment laws implicated in responding to the latest coronavirus developments.