Colorado Senate Bill 216 proposes the creation of a rebuttable presumption for purposes of qualifying for workers’ compensation benefit coverage for essential workers who are diagnosed with COVID-19.
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On Thursday, the U.S House of Representatives passed a bill giving business owners more flexibility in how they use loans received through the CARES Act’s Paycheck Protection Program (“PPP”).
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On May 19, 2020, the U.S. Department of Labor’s Wage and Hour Division (“WHD”) issued a final rule that withdrew the “partial list of establishments” it previously viewed as having “no retail concept,” which disqualified the employees of certain commissioned retail and service establishment from the Fair Labor Standard Act’s (“FLSA”) overtime exemption.
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The U.S. Center for Disease Control (“CDC”) updated its guidance for businesses and employers to plan, prepare and respond to Coronavirus Disease 2019 (“COVID-19”), which supplements its earlier guidance published in March 2020.
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As employers across the country begin the process of reopening their businesses, the U.S. Equal Employment Opportunity Commission (“EEOC”) updated its guidance for employers relating to providing reasonable accommodations as required under the Americans with Disabilities Act (“ADA”) while dealing with the COVID-19 pandemic.
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As states around the country, including Colorado, relax their sheltering in place orders, non-critical businesses are beginning to reopen. To ensure that COVID-19 does not further spread, the Equal Employment Opportunity Commission (“EEOC”) and the Colorado Department of Health & Environment have issued new guidance and regulations so that they can safely operate
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Congress is set to pass the Paycheck Protection Program and Health Care Enhancement Act, amending the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”), to make additional funds available for the Paycheck Protection Program (“PPP”).
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On April 10, 2020, the U.S. Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) issued interim guidance clarifying OSHA’s recordkeeping requirement as it relates to recording cases of COVID-19.
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On April 3, 2020, Congress enacted the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”), which is the government’s third round of financial support in response to the COVID-19 pandemic. One of the primary provisions of the CARES Act is the allocation of $350 billion dollars for the Paycheck Protection Program (“PPP”).
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On April 1, 2020, the U.S. Department of Labor’s Wage and Hour Division published its temporary rule issuing regulations to implement and clarify protections provided by the Emergency Paid Sick Leave Act (“EPSLA”) and Emergency Family and Medical Leave Expansion Act (“EFMLEA”), which are both part of the recently passed Families First Coronavirus Response Act (“FFCRA”) in response to the coronavirus disease 2019 (“COVID-19”).
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As COVID-19 continues to spread, impacting business operations around the country and causing employers to lay off workers, employers must consider whether the elimination of jobs triggers notice requirements under the Worker Adjustment and Retraining Notification Act “(WARN Act”).
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On Wednesday, March 18, 2020, President Donald Trump signed into law the Families First Coronavirus Response Act (“the Act”), which provides paid sick leave and paid family medical leave expansion to workers in the United States affected by the novel coronavirus.
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On March 11, 2020, the Colorado Department of Labor and Employment adopted the Colorado Health Emergency Leave with Pay ("Colorado HELP") rules, which temporarily require employers in certain industries to provide a small amount of paid sick leave to employees with flu-like symptoms while awaiting coronavirus (COVID-19) testing.
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The U.S. Center for Disease Control (“CDC”) has published an Interim Guidance for Businesses and Employers to plan and respond to the Coronavirus (COVID-19), outlining how employers can best prepare and respond to the outbreak.
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On February 26, 2020, the National Labor Relations Board (NLRB) issued its final rule on the standard for determining “joint-employer” status under the National Labor Relations Act (NLRA).
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On January 31, 2020, the U.S. Citizenship and Immigration Services (USCIS) issued a new version of Form I-9, Employment Eligibility Verification (Form I-9), used to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must properly…
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On February 11, 2020, the Colorado House of Representatives passed a bill extending existing laws prohibiting discrimination based on race and ethnicity to explicitly cover hairstyles. The CROWN Act or “Create a Respectful and Open World for Natural Hair,” is modeled after laws already in effect in California, New York, and New Jersey…
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In an initial victory for California employers, a California federal court granted a preliminary injunction blocking enforcement of the recently passed California Assembly Bill 51 (“AB 51”), which banned mandatory arbitration of employment disputes.
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The Colorado Department of Labor and Employment (“CDLE”) adopted its final rules for the Colorado Overtime & Minimum Pay Standards Order #36 (“COMPS Order”), which covers overtime pay, exempt employee status, and meal and break times.
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Last week the U.S. House of Representatives Education and Labor Committee approved a bill that would require employers to provide accommodations for pregnant workers. The Pregnant Workers Fairness Act (the “Act”), would require employers to. . .
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