On November 17, 2020, Illinois Governor J.B. Pritzker announced a new statewide resurgence mitigation plan intended to help combat the recent surge of COVID-19 positivity rates throughout the state. The new Tier 3 resurgence mitigation restrictions impact most businesses and are effective November 20, 2020.
To read the full text of this Duane Morris Alert, please visit the firm website.
Employers with workers in California, get ready! New reporting requirements for COVID-19 exposures at work take effect January 1, 2021. AB 685 imposes obligations for private and public employers to quickly notify employees and employers of subcontracted employees of COVID-19 exposures and to notify public health officials of outbreaks in the workplace. The new law permits the California Division of the Occupational Safety and Health Administration to shut down a workplace due to COVID-19.
To read the full text of this Duane Morris Alert, please visit the firm website.
On October 28, 2020, New Jersey Governor Phil Murphy signed Executive Order 192, which requires employers to implement certain safety measures designed to protect employees, customers and others against exposure to COVID-19. While most states and municipalities recommend similar safety measures, New Jersey is one of the few states to mandate such requirements. New Jersey employers and businesses are advised to implement the required measures by November 5, 2020, at 6:00 a.m., the effective date of the executive order.
To read the full text of this Duane Morris Alert, please visit the firm website.
Pursuant to a new executive order, the Murphy administration is setting up statewide COVID-19 safety standards for private sector employers, and a means to enforce those rules.
To read the full text of this post by Duane Morris partner Brad Molotsky, please visit the Duane Morris Project Development/Infrastructure/P3 Blog.
There are many circumstances where an individual may have a greater risk of exposure to COVID-19. One of them is “close contact,” as defined by the Centers for Disease Control and Prevention, with a person who has COVID-19. Historically, for purposes of COVID-19, close contact has been defined being within 6 feet of a person with COVID-19 for at least 15 consecutive minutes. That standard was changed last week by the CDC. The change has important implications for employers.
To read the full text of this Duane Morris Alert, please visit the firm website.
The United States Department of Labor’s (DOL) initial temporary regulations that interpreted and implemented the Families First Coronavirus Response Act (FFCRA) permitted employers to elect to exclude healthcare provider employees from eligibility for the COVID-related leave benefits made available under FFCRA. The initial DOL regulations provided a broad definition of healthcare provider, allowing most employees working for a healthcare provider employer to be excluded from FFCRA leave benefits, including Paid Sick Leave (PSL) and Extended Family and Medical Leave (EFMLA). After a federal district court decision struck down parts of the DOL’s prior final rule, the DOL now has issued revised regulations, which became effective on September 16, 2020, and expire along with the FFCRA on December 31, 2020.
To read the full text of this post by Duane Morris attorneys Jennifer Long and Nicholas J. Lynn, please visit the Duane Morris Health Law Blog.
In what could be a sign of things to come across the country, a new workers’ compensation insurance law recently took effect in California that may make it easier for employees to obtain workers’ compensation insurance benefits if they become ill from COVID-19.
To read the full text of this Duane Morris Alert, please visit the firm website.
On September 11, 2020, the United States Department of Labor (DOL) issued revised regulations for the Families First Coronavirus Response Act (FFCRA) after a New York federal district court decision struck down parts of the DOL’s prior final rule interpreting and implementing the FFCRA. The revised regulations became effective on September 16, 2020, and expire along with the FFCRA on December 31, 2020.
To read the full text of this Duane Morris Alert, please visit the firm website.
On September 10, 2020, the Philadelphia City Council voted 16-1 in favor of a bill that expands paid sick leave benefits to Philadelphia workers who are not covered by federal sick leave laws, such as the Families First Coronavirus Response Act (FFCRA). The bill will broaden the scope of Philadelphia’s Promoting Healthy Families and Workplaces sick leave law by providing paid “public health emergency leave” to more people who work within the geographic boundaries of the city, including individuals workings for companies with 500 or more employees, independent contractors and “gig economy” workers. Mayor Jim Kenney’s administration has indicated he supports the bill, and thus we expect he will sign it.
To read the full text of this Duane Morris Alert, please visit the firm website.
Employers with workers in California, take note. A new supplemental paid sick leave law related to COVID-19 takes effect this month. On September 9, 2020, California Governor Gavin Newsom signed AB 1867 (now known as Labor Code section 248 and 248.1) into law. Beginning September 19, 2020, all employers with more than 500 employees or who are otherwise exempt from the requirement to provide paid leave under the Families First Coronavirus Recovery Act (FFCRA) are now required to provide up to 80 hours of supplemental paid sick leave to employees for COVID-related reasons.
To read the full text of this Duane Morris Alert, please visit the firm website.
