Following on from the Prime Ministers statement on Sunday evening, May 10th, setting out the next phase -Stay Alert- there was a general reaction of uncertainty about how this will translate for employers and employees in practical terms.
To read the full text of this post by Duane Morris partner Nic Hart, please visit the Duane Morris London Blog.
The effects of the Coronavirus pandemic on the workplace continue. It is undeniable that the potential litigation arising out of COVID-19 will be far-reaching and there will be several areas that employers need to consider now and when the return to work phase commences in earnest.
In a matter of months the Coronavirus pandemic has not only changed the way millions of employees work but also the way they may now view the workplace, particularly how safe they feel within their workplace.
To read the full text of this post by Duane Morris partner Nic Hart, please visit the Duane Morris London Blog.
The UK Government guidance sets out the employers obligations for family leave and the ability to claim for enhanced (earnings related) contractual pay through the scheme.
To read the full text of this post by Duane Morris partner Nic Hart and paralegal Liam Hutton, please visit the Duane Morris London Blog.
By John Benjamin and Edward Pickard
The spreading COVID-19 pandemic across Europe has meant that many of its data protection authorities have faced questions from organisations as to how they should meet their privacy obligations during this time.
The European Data Protection Board (EDPB) has now published its own guidance to ensure that a consistent approach is taken across Europe regarding privacy compliance during this period. However, this came after a number of national regulators published their own guidance that in some cases is slightly contradictory. Continue reading “Data Protection and Coronavirus: FAQs on the Approach of European Regulators During the COVID-19 Pandemic”
On March 13, 2020, COVID-19 was designated a disaster under the Robert T. Stafford Disaster Relief and Emergency Assistance Act. As a result, employers are permitted to make tax-free reimbursements and payments to employees under Internal Revenue Code Section 139. This Alert will outline the rules governing these reimbursements and considerations that employers must take into account when implementing such a program.
To read the full text of this Duane Morris Alert, please visit the firm website.
