Insights |
Search OptionsLabor and EmploymentThe Families First Coronavirus Response Act: Q & A for Employers
On March 18, 2020, President Trump signed the Families First Coronavirus Response Act (the “Act”) into law. For employers, the Act brings significant changes to employee leave with the Emergency Family and Medical Leave Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA). Employers must… PTO Donations and COVID-19
With the recent dramatic events concerning COVID-19, Krieg DeVault LLP has seen an increase in the number of client questions regarding the use of Paid Time Off (“PTO”) donation programs to help offset employee demand for time off related to COVID-19 treatment and containment. The following alert… Proposed Federal Law to Offer Paid Sick Leave Due to Coronavirus: H.R. 6201, Families First Coronavirus Response Act
On March 14, 2020, the House of Representatives of the U.S. Congress took action against the Coronavirus emergency by passing House Bill H.R. 6201, Families First Coronavirus Response Act (“H.R. 6201”).[1] H.R. 6201, if passed by the Senate, would provide expansive relief to families across a… Planning Considerations for Employers to Consider in Response to Coronavirus
Employers in the U.S. are encouraged to create a plan for how they will handle the effects of Coronavirus on their workforce and/or operations. The Interim Guidance for Business and Employers issued by the Center for Disease Control and Prevention (CDC) provides an outline of planning… Navigating the ADA and FMLA in Combatting Coronavirus
Coronavirus (COVID-19) is increasingly affecting workforces in the United States, and how companies respond will be important both to retention and to future legal considerations that could arise. Specifically, the Coronavirus outbreak invokes many employment laws, two of which are the Americans… Coronavirus Concerns May Implicate Force Majeure Contract Issues
So-called force majeure clauses typically are contained in contracts to excuse performance by the parties for acts of God, impossibility of performance, disaster, and other circumstances beyond the control of the parties. This clause may have particular application for those of you who supply parts… What Can We Do? Coronavirus Guidance for Employers
Employers are increasingly asking questions about what plans to put in place and how to respond to instances of Coronavirus disease (COVID-19) in the workplace. Employers are also rightfully concerned about the legal limits as to what they can say to employees and when an employee can be excluded… DOL Releases Final Rule Narrowing the Definition of “Joint Employer” Under the FLSA
On January 12, 2020, the U.S. Department of Labor (DOL) announced its final rule to narrow the definition of “joint employer” under the Fair Labor Standards Act (FLSA) and provide clarity to businesses about franchise and contractor relationships. In the final rule, the DOL specified that in a… Can Indiana Employers Withhold or Claw Back Bonuses and Commissions?
Extra pay may entice employees to sign on, produce income, or continue employment. Perhaps the employer offers signing bonuses to attract the best and brightest. Maybe the company persuades key employees to endure a reorganization or other difficult times by offering a “stay bonus” or hedges its… DOL Final Rule on Regular Rate of Pay Goes into Effect January 15, 2020
On December 12, 2019, the Department of Labor (DOL) announced a final rule governing the regular rate of pay requirements under the Fair Labor Standards Act (FLSA). This is the first significant update relating to calculation of an employee’s regular rate in over fifty (50) years. The regular rate… Indiana Blue Pencil Doctrine is More of a Blue Pen Doctrine as it Permits Courts to Strike through but not Erase Unenforceable Provisions in Restrictive Covenants
Indiana employers striving for strong but enforceable competitive restraints on their employees have new guidance from the Indiana Supreme Court’s decision in: Heraeus Med., LLC v. Zimmer, Inc., No. 19S-PL-471, 2019 WL 6485087 (Ind. Dec. 3, 2019) Kolbe initially worked as a regional group director… Illinois Expands Equal Pay Act Provisions and Prohibits Employers from Asking Applicants' Wage and Salary History
Illinois enacted its Equal Pay Act in 2003 (the “Act”) to prohibit employers from engaging in discriminatory payment practices based on an employee’s sex or race. Amendments recently took effect on September 29, 2019, that (1) expand the scope of the equal pay provisions and (2) prohibit employers… |
© 2024 Krieg DeVault LLP. All Rights Reserved.
