The news about COVID-19 (coronavirus) is changing at such a rapid pace that it may be difficult for employers to focus on the issues impacting their workplaces and workforces. Logistical planning is critical, as employers grapple with supply chain logistics, contemplate layoffs, and get their heads around workflow.
Many clients are concerned about the employment law implications of the COVID-19 pandemic. All normal standards under local, state, and federal laws apply to current workforce management concerns, including, but not limited to, wage and hour/wage payment requirements, nondiscrimination/accommodation protections under the Civil Rights Act, Americans with Disabilities Act and the state Human Relations Law, use of statutory earned sick and safe leave, occupational safety standards, and others.
Please note that the federal government is currently negotiating expansive changes to the federal Family Medical Leave Act (FMLA) to provide relief to employees who are impacted by COVID-19. Until such changes are finalized, however, the standard criteria for FMLA eligibility and usage still apply.
Additional alerts on COVID-19 employment law topics will follow.
Federal, state and local agencies are compiling, issuing, and updating their advice at a rapid pace. We have compiled a set of resources below, and will update it periodically. To stay current on the most recent developments, please refer to the agency websites applicable to your workforce and industry.
DOL (FLSA and FMLA FAQ)
State (check industry-specific agency websites if not listed below):
- For bulk claims in the event of a layoff of 25 or more employees, email firstname.lastname@example.org or calling 410.767.3252.
Local Information (check your city/county website if not listed below):
Melissa Calhoon Jones, chair of the labor and employment group, counsels companies on employment, labor, and immigration issues. For more information about these new amendments and other employment concerns, please contact her.
This information has been prepared by Tydings for informational purposes only and does not constitute legal advice.