Employers and public agencies utilize contracts in many ways with a variety of parties. In addition to employment contracts and collective bargaining agreements, many employers also enter into contracts with third-party vendors to provide specialized services. Unfortunately, many existing contracts failed to contemplate pandemic events such as COVID-19, which has left many employers with uncertainty
On April 22, 2020, during the first-ever remote hearing of the New York City Council (Council), several bills were introduced relating to employment matters and the COVID-19 pandemic. These bills, which have been referred to as the “Essential Workers Bill of Rights,” were sent to committees for further hearings. It is expected that the Council
Unemployment benefits in New York are generally available to those who meet state law eligibility requirements. The newly enacted Coronavirus Aid, Relief and Economic Security (CARES) Act also expands state unemployment insurance programs to provide benefits for individuals who might otherwise not qualify, and to increase the amount and duration of available benefits.
Eligibility Under
The Wage and Hour Division of the United States Department of Labor (USDOL) has enacted a temporary rule (“Rule”) regarding the implementation of the Families First Coronavirus Response Act (FFCRA). The Rule clarifies the Emergency Paid Sick Leave Act (EPSLA) and Emergency Family and Medical Leave Expansion Act (EFMLEA) portions of the FFCRA.
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Businesses are continuing to grapple with the myriad challenges brought on by the novel coronavirus pandemic. Workforce reductions are an unfortunate but inevitable byproduct of this national crisis. Employers across the country are considering layoffs (ranging from marginal to mass), furloughs and reductions in employees’ hours and wages. However, employers must not make such decisions
On March 18, 2020, President Trump signed the Families First Coronavirus Response Act (FFCRA) which, as we discussed in an earlier blog post, provides for paid emergency sick leave and paid emergency family leave in certain circumstances. The portion of the FFCRA that provides for paid emergency family leave is referred to as the
On March 18, 2020, President Trump signed the Families First Coronavirus Response Act (FFCRA) which, as we discussed in an earlier blog post, provides for paid emergency sick leave and paid emergency family leave in certain circumstances. The portion of the FFCRA that provides for paid emergency family leave is referred to as the
We have been fielding calls every day from employers who are struggling to determine their obligations under New York’s new emergency paid sick leave law and the federal Families First Coronavirus Response Act (FFCRA). The aim of this post is to provide the simplest explanation of the circumstances in which these laws do and do
Tonight, President Trump signed into law the Families First Coronavirus Response Act (FFCRA). The passage of this law further complicates the web of paid leave laws that New York employers must navigate, given that, less than forty-eight hours ago, Governor Cuomo announced an agreement with legislators on a paid leave law at the state level.