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.

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.

Labor & Employment updates on an important employment law.

Katherine L. Wood featured in October 8, 2019 Buffalo Rising article.

"Interpersonal Relations and Behavioral Concerns in the Workplace" in September 4, 2019 Training Industry.

Labor & Employment was featured in the article "New law adds another wrinkle to harassment regs" in August 19, 2019 Buffalo Law Journal.

The Governor has now signed bill SB 6577 into law which further amends the New York State Executive Law and significantly lessens the burden placed on employees who bring sexual harassment suits against their employers. 

Governor Cuomo is expected to sign another sexual harassment prevention bill into law in the imminent future. Like last year’s newly-enacted law, bill SB 6577 will further amend the New York State Executive Law and is intended to strengthen employee’s protections against sexual harassment in the workplace.

The article "Lecher Pays - Can Social Change Be Sped Up Via Legislation? A key provision of the recent tax-law overhaul, clearly written with #MeToo in mind, suggests it can" is featured in the Best Lawyers 2019 Business Edition - Women in the Law publication.

No profession is immune from the spotlight that the #MeToo era has placed on the upsetting history of sexual misconduct bringing a call for stricter policies and procedures to prevent misconduct and swiftly investigate the same.

Hurwitz & Fine, P.C. Attorney Ann Evanko weighs on on why it's important to hire and consult with an employment lawyer for individuals thinking of suing on a complaint of sexual discrimination in this week's U.S. News & World Report.

The law takes effect on October 9, 2018 and requires all employers to train their employees by January 1, 2019.