Below are our latest posts regarding the coronavirus pandemic.
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On December 27, 2021, the Centers for Disease Control and Prevention (CDC) issued updated recommendations regarding masking, isolating, quarantining, and testing.
On May 16, 2021, the Centers for Disease Control and Prevention (CDC) issued revised guidance on mask wearing. This guidance states that fully vaccinated individuals no longer need to wear a mask except while using public transportation, as provided by workplace, business, or other organizations’ guidance, or as provided by federal, state, or local law. The CDC also recommends that individuals continue to wear masks in health care settings, correctional facilities, and homeless shelters
On March 11, 2021, President Biden signed the $1.9 trillion dollar American Rescue Plan Act of 2021 into law (the Act). The latest COVID-19 relief package aims to provide continuing aid to individuals and businesses as the country continues to grapple with the economic fallout created by COVID-19. The new legislation continues some programs (with modifications) from previous stimulus packages, while also creating new programs that affect employers.
Governor Evers signed a new bill into law on Thursday, February 25th dealing primarily with updating Wisconsin’s outdated Unemployment Compensation System (2021 Wisconsin Act 4). While this is good news as it should address delays and other processing issues which became evident over the past year, it will take some time for a new system to be designed and implemented.
On December 27, 2020, President Trump signed the Consolidated Appropriations Act of 2021 (the Act) into law. The Act, commonly referred to as the second COVID-19 stimulus package, was passed by Congress on December 21, 2020.
Since its creation in March 2020, employers have navigated the paid leave entitlements provided to employees through the federal Families First Coronavirus Response Act (FFCRA). The FFCRA, the largest paid leave program ever implemented by the federal government, was passed in the wake of the COVID-19 pandemic and provided up to two weeks of emergency paid sick leave and up to ten weeks of paid emergency family and medical leave for certain COVID-19-related reasons to public sector employees and employees of private employers with fewer than 500 employees.
In November 2020, the world received some long-awaited good news in the battle against the COVID-19 pandemic. Three of the groups working furiously to produce vaccines announced very promising results in their initial trials. The three groups have announced that their vaccines have produced an immune system response ranging from 70 to 95% of the individuals vaccinated so far. For employers, this brought a new question to mind: “May I require my employees to be immunized against COVID-19 as a condition of employment?”
The Department of Labor (DOL) has issued revisions to the regulations governing leave under the Families First Coronavirus Response Act (FFCRA). Boardman Clark’s Labor & Employment team continues to monitor developments related to this law
As the United States continues to grapple with COVID-19 into the second half of 2020, remote work has become the new normal for an unprecedented number of workers. In response to more employees working from home, employers have had to reassess their procedures for tracking and recording employees’ hours for compensation purposes, including overtime pay. For some employers, accurately recording employees’ hours has become especially difficult due to employees working more flexible and unscheduled hours due to their removal from the traditional worksite and school and childcare closures resulting in increased childcare responsibilities for employees.
The Department of Labor (DOL) updated its Q&A guidance on the Families First Coronavirus Response Act (FFCRA) to clarify what paid leave employees may be entitled to under the FFCRA when they are unable to work or telework due to school closures or childcare unavailability due to the COVID-19 pandemic. The following information will help employers and employees navigate through the current issues as COVID-19 continues to affect in-person student instruction.