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With change comes new opportunities to best serve our clients. We have responded by creating and launching our COVID-19 Legal Response Team, which is an inter-disciplinary practice group devoted to COVID-19 liability issues. This team, supported by our COVID-19 Resource Center on our website will provide the guidance you need whether it is a workplace or employment issue, defense of a nursing home or other health care provider, advice on the enforceability of force majeure clauses in contracts, or business interruption claims.
Governor Cuomo and White House Announce Initial Plans for Reopening the Economy: Is Your Business Ready?
While plans to reopen the economy are still in their earliest stages, now is the time for employers to start preparing to reopen their businesses.
EEOC Issues Updated Guidance on Return to Work Considerations under the Americans With Disabilities Act
Hurwitz & Fine discusses new issues, which have arisen as to legal questions that employers will likely face as the nation returns to “normal” business operations.
The U.S. Equal Opportunity Employment Commission (EEOC) and U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) issued updated guidance for employers responding to workplace COVID-19 workplace issues.
Governor Cuomo recently passed amendments to the New York State Labor Law. These amendments mandate that employers provide paid sick leave to their employees and will go into effect on January 1, 2021.
Empire State Development recently issued updated guidance on the meaning of “Essential Businesses” in relation to Gov. Andrew Cuomo’s executive orders pertaining to the state’s response to the COVID-19 pandemic.
New CDC Guidance for When an Employee is Exposed to Coronavirus and Other Considerations When an Employee Refuses to Come into Work
This past week, the Center for Disease Control issued new guidelines for when an essential employer should permit a critical infrastructure employee to return to work after a coronavirus exposure. Hurwitz & Fine breaks down the new recommendations.
DOL Issues Temporary Regulations and Additional Guidance on the Families First Coronavirus Response Act and the Cares Act
On April 1, 2020, the U.S. Department of Labor (DOL) released temporary regulations interpreting the Families First Coronavirus Response Act (FFCRA) that requires private employers with 499 or fewer employees, and certain public employers, to provide covered employees emergency paid sick leave (EPSL) and emergency unpaid and paid family leave (FMLA+). Hurwitz & Fine has highlighted some of the key regulations that may be of interest to small businesses.
Ann Evanko and Katherine Wood are highlighted for their employment law victory and Patrick Curran is featured for his nursing home negligence defense verdict.
DOL Publishes Additional Guidance on the FFCRA and the CARES Act is Signed into Law Providing Additional Relief to Small Businesses
The U.S. Department of Labor (DOL) published a third round of guidance on the Families First Coronavirus Response Act (FFCRA) in the form of additional questions and answers about the paid sick leave and Emergency Family and Medical Leave Expansion (EFMLA) provision.
Hurwitz & Fine's summary of New York State developments related to the COVID-19 crisis.
DOL Publishes Notice Poster of Employee Rights under the Families First Coronavirus Response Act and Issues New Guidance
While employers ready themselves to comply with FFCRA, which becomes effective on April 1st, 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.
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.
What Employers Need to Know About the Latest Developments on Expansion of the FMLA and Paid Sick Leave Under Federal Law
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.
BREAKING: Governor Cuomo Increases Reduction in Workforce at Physical Workspace to 75% and Issues “Essential Services” Exemptions to Reduction Requirement
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.
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.