As COVID-19 continues its deleterious effects on the economy, attorneys representing employees or employers need to understand employers’ obligations to their older employees when it comes to furloughs, layoffs, and severance packages that are compliant with the Older Workers Benefits Protections Act (OWBPA) and the Age Discrimination in Employment Act (ADEA), along with the EEOC’s recent guidance on federal anti-discrimination laws related to COVID-19.
Review the Paycheck Protection Program's loan forgiveness application, the CARES Act and other COVID-19-related legislation. Get up to speed on late-breaking rules, including tax strategies to consider and refund opportunities to apply for, and strategies on how to deal with the PPP.
The spread of COVID-19 has disrupted the way in which companies do business in an unprecedented fashion. Companies and employees alike need to understand what rights and obligations each have in connection with employees’ privacy rights.
Since the onset of Coronavirus/COVID-19, attorneys practicing labor & employment law are managing unprecedented new laws, procedures, and legal challenges. The 2020 IICLE® Employment Law Institute is a a valuable resource for navigating these uncertain times.
2020 has been a roller coaster ride for employers and employees. Collectively, we have survived shutdowns, furloughs, sickness, re-opening, and now managing a back to school season like nothing the country has seen in the past. Look back at the last six months to hear lessons learned from the pandemic and key points of the FFCRA and the CARES that apply in the days ahead.
Many employers are addressing whether to reduce the amount of work and headcount of their workforce. When the COVID-19 pandemic is over, employers who acted without carefully evaluating their options and decisions in how they reduced hours and positions, as well as how the decisions were communicated to employees, could face years of legal challenges on top of economic issues. Our panel discusses ways to reduce your legal exposure in these unprecedented times. Topics include:What is a furlough, and what are ways to implement one or more? What are alternatives to reductions in force? What are the types of separations that trigger federal and state WARN, and what are the potential penalties? What should be in a Worker Adjustment and Retraining Notification Act (WARN) notice? COVID-19 and the “unforeseeable business circumstance” provision of WARN. Can an employer do something post-furlough besides a RIF if revenue hasn’t resumed? Severance and release agreement best practices
Ensure training, policies and procedures reflect the most recent developments in Illinois impacted by Coronavirus/COVID-19, and what do you need to address outside of the pandemic that includes recent Illinois and local laws that have taken effect since 2019. The following should be on your radar: Illinois Workplace Transparency Act (effective 2020); Illinois Human Rights Act (recent amendments and developments addressing discrimination based on sexual harassment, disability, national origin/ancestry, retaliation); Victims Economic Security and Safety Act (VESSA); Amendments to the Illinois Equal Pay Act of 2003, and the Wage Payment and Collection Act – addressing equal pay (effective January 2019 and September 2019; Chicago Fair Work Week; Illinois Expense Reimbursement Act; and temporary measures to put in place given Governor Pritzker’s “Stay at Home” Order. Laws in Illinois pertaining to paid leaves, unpaid leaves, unemployment compensation benefits, workers’ compensation, safety, and terminations
The COVID-19 outbreak rendered many workplaces dormant, but frontline workers in the grocery, delivery, and medical fields have felt the effects of the massive influx in demand for their services caused by the pandemic. There have been employee protests, threats to strike or sick-out, demands for hazard pay and enhanced workplace safety measures. This program addresses both unionized and non-unionized workforces and shifts in bargaining power and the rise in union organizing. What does all this mean with a National Labor Relations Board under the Trump administration that prior to COVID-19 was issuing more employer-friendly decisions?