On Monday, in a landmark ruling, the U.S. Supreme Court held that Title VII of the Civil Rights Act of 1964 prohibits employers from terminating an employee for being gay or transgender.
Read MoreAs New York and other jurisdictions gradually permit businesses to reopen, employers should begin developing a strategy for how and when to return employees to the workplace. This strategy must be informed by federal, state, and local regulations and guidance, as well as unprecedented practical considerations aimed at preventing the further spread of COVID-19.
Read MoreThis week, the New York City Council introduced a “NYC Essential Workers Bill of Rights” as part of a broader COVID-19 relief package. The NYC Essential Workers Bill of Rights is comprised of four bills, which address premium pay and just cause rights for employees working in essential businesses during the COVID-19 pandemic; propose the expansion of sick and safe leave to independent contractors; and advocate a new standard for classifying workers as independent contractors.
Read MoreOn April 9, the EEOC issued updated guidance on COVID-19 and the ADA, Rehabilitation Act, and other EEO laws. Below are some of the highlights from these FAQs, as well as additional information from the EEOC’s webinar on this issue.
Read MoreLast week, the U.S. Department of Labor issued temporary regulations addressing paid leave under the Families First Coronavirus Response Act (FFCRA). The FFCRA provides up to 80 hours of paid sick leave, capped at $511 per day and $5110 in the aggregate for care related to the employee, and $200 per day and $2,000 in the aggregate for care related to others, for certain COVID-related reasons. It also expands the FMLA to require FFCRA-covered employers to give paid leave to employees who need to care for a child whose school is closed or whose childcare provider is unavailable due to COVID-19. Along with the expanded FAQs on the DOL’s website, these regulations clarify certain areas of the law, discussed further below.
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