Employers with either 500 or more employees within the City of Los Angeles, or who employ at least one employee in Los Angeles and have 2,000 or more employees within the US, must now provide supplemental paid sick leave for reasons related to the coronavirus pandemic for those employees performing work in the city. Notably, while employers of this size are exempt from the recent federal paid sick leave law, they must immediately become familiar with this new obligation under an emergency order signed by the Mayor. For more information, see our legal update Los Angeles emergency public order imposes … Continue Reading
Vendredi saint marque le début de la longue fin de semaine de Pâques au Canada. Cette année, les festivités seront sans doute célébrées différemment. En raison de la COVID-19, les grands rassemblements sont interdits et la majorité des lieux de loisirs publics et privés sont fermés, tout comme les lieux de culte. Peu importe les fêtes, les employeurs doivent continuer de respecter leurs obligations ainsi que les directives des autorités. Voici quelques rappels clés pour les employeurs à l’approche de la longue fin de semaine.
Fermeture des services non essentiels
Au Canada, les autorités gouvernementales, conformément aux pouvoirs conférés par … Continue Reading
Good Friday marks the start of the Easter long weekend in Canada. Undoubtedly, this year, festivities will be observed differently. Due to COVID-19, large gatherings are currently prohibited and most private and public places of recreation are closed, including places of worship. Employers must continue to navigate these trying times, holiday or not. Below, we have outlined a few key reminders for employers and as the long weekend approaches.
Non-essential services closed
Jurisdictions across Canada have ordered the closure of all non-essential businesses, some until at least May, pursuant to powers under applicable emergency legislation. This weekend will be no … Continue Reading
In an effort to fight the effects of the COVID-19 epidemic the Federal Ministry of Labour and Social Affairs (BMAS) is working on a bill to relax restrictions on working time in Germany. Specifically, longer working hours, shorter rest periods and the employment of workers on Sundays and public holidays for certain activities will temporarily be permitted.
The right to issue such a bill without having to seek the approval of the parliament (Bundestag) and the Federal Council (Bundesrat) was granted to BMAS as part of the government’s social protection package passed on 27 March 2020. This new regulation authorizes … Continue Reading
The first COVID-19 cases appeared in France a few weeks ago and French people have been in lockdown since March 17. The repercussions of this pandemic are significant, and the Government has been authorized, by Emergency Act No. 2020-290 of 23 March 2020, to take measures through ordinances (which means that no debate is required before Parliament, and the ordinances are voted directly by the Council of Ministers).
Several ordinances on employment-related matters were adopted by the Council of Ministers on 27 March 2020, and published. A decree was also issued to extend the rules of reduction in activity (short-time … Continue Reading
Comme plusieurs, les institutions fédérales doivent surmonter le défi monumental que posent la gestion de la situation entourant la COVID-19 et l’obligation d’assurer le respect d’un certain nombre d’exigences légales, notamment celles de la Loi sur les langues officielles (« LLO »). La pandémie de COVID-19 exerce une pression sur les ressources financières et humaines des institutions fédérales. Dans ces circonstances, les institutions fédérales font des choix difficiles quant à l’affectation de leurs ressources, en particulier dans les situations d’urgence où la santé et la sécurité de leurs employés ou du public sont en jeu. Le commissaire aux langues officielles … Continue Reading
Like many, federal institutions are facing the capital challenge of managing COVID-19 and ensuring compliance with a number of legal requirements, including those under the Official Languages Act (the “OLA”). The COVID-19 pandemic is causing stress on both financial and human resources of federal institutions. In such circumstances, federal Institutions are making difficult choices on where to allocate their resources, especially during emergency situations where the health, safety or security of their employees or of the public are at stake. Recently, the Commissioner of Official Languages (the “Commissioner”) published a statement on how COVID-19 is impacting federal institutions, namely as … Continue Reading
On April 1, 2020, the US Department of Labor (DOL) issued a temporary rule providing key guidance on paid leave under the Families First Coronavirus Response Act (FFCRA). The rule clarifies that employees covered under a federal, state or local stay–at-home order may be eligible for paid FFCRA leave but only if work or telework is available. The rule also provides detailed guidance on teleworking, the small business exemption, required documentation and a number of other points. For more information, see our legal update, US: DOL issues key federal paid leave rule, extends leave to certain employees under stay-at-home orders… Continue Reading
In this blog post, we provide answers to the following four questions posed by Ontario employers:
- Can my employees walk off the job for fear of contracting COVID-19?
- Do I still need to meet my filing deadlines?
- One of my employees reported having COVID-19 after reporting to work for several days—what do I do?
- Is a COVID-19 infection a disability?
Q1: Can my employees walk off the job for fear of contracting COVID-19?
Short answer: No.
In press conferences last week, Premier Doug Ford stated:
… Continue Reading
We passed legislation. Not just construction workers—any worker in Ontario—if you don’t feel
Dans cet article de blogue, nous répondons aux quatre questions suivantes que se posent les employeurs ontariens :
- Mes employés peuvent-ils quitter leur travail par crainte de contracter la COVID-19?
- Dois-je toujours respecter mes échéances de dépôt?
- L’un de mes employés a déclaré être atteint de la COVID-19 après s’être présenté au travail pendant plusieurs jours – que dois-je faire?
- L’infection par la COVID-19 constitue-t-elle un handicap?
Q1 : Mes employés peuvent-ils quitter leur travail par crainte de contracter la COVID-19?
Réponse brève : Non.
Le COVID-19 a fait son apparition en France il y a quelques semaines déjà et les Français sont confinés depuis le 17 mars dernier. Les répercussions de cette pandémie sont importantes, et le Gouvernement a été autorisé, par la loi n° 2020-290 du 23 mars 2020 d’urgence pour faire face à l’épidémie de covid-19, à prendre des mesures par voie d’ordonnance.
Plusieurs ordonnances ont été adoptées en Conseil des ministres le 27 mars 2020, et publiées au Journal Officiel, en matière sociale. Un décret est venu élargir les règles de l’activité partielle. De nouvelles ordonnances sont par ailleurs venues compléter … Continue Reading
The Fair Work Commission (FWC) has acted on applications made by employer associations and unions by varying a number of awards to introduce temporary flexibility provisions in light of the COVID-19 pandemic and the associated public health orders. These important measures aim to provide employers with the flexibility to resource their businesses appropriately in the current climate whilst maintaining compliance with the applicable modern award, allowing them to continue active operations and retain employees.… Continue Reading
The Federal Government announced 30 March 2020 that it intends to pass legislation to introduce a wage subsidy, called the JobKeeper payment, for eligible businesses impacted by COVID-19.… Continue Reading
To reduce the spread of COVID-19, many employers are requiring their employees to work remotely (either voluntarily or because several states, including California and New York, have imposed social distancing restrictions). The new work-from-home reality has implications for employers with workers employed in California and other states, as described in COVID-19: Working from home and employer reimbursement of remote-work expenses in California and beyond. For more information, read COVID-19: Working from home and employer reimbursement of remote-work expenses in California and beyond, and for additional information about legal implications of COVID-19, see Coronavirus: Legal implications of a global … Continue Reading
The US Department of Labor (DOL) issued guidance which answers a number of key questions on the new federal coronavirus paid sick leave and emergency Family and Medical Leave Act leave, including when the law takes effect, how to count employees for purposes of the 500-employee threshold, how to treat related employers and other key questions. The DOL also issued model paid sick leave posters and announced limited amnesty for violations through April 17th. For more information, read US DOL answers questions on new federal sick and family leave, issues new posters and announces limited amnesty and see our chart … Continue Reading
As we noted in our previous blog post here the UK Government announced the new Coronavirus Job Retention Scheme by which employers can apply to HMRC for a grant to cover most of the wage costs (up to 80%) of salary of workers who are temporarily not working but kept on the payroll (furloughed workers) for up to a total of £2,500 per worker each month. The Government has now published further guidance on the scheme.
Which employers can apply under the scheme?
Any employer (regardless of size or sector type) who operates PAYE will be eligible for the scheme. … Continue Reading
On 26 March the UK Government announced a package of support to self-employed individuals. The main points of the proposal are:
- Self-employed individuals can apply for grants of up to 80% of their profits up to £2,500 per month
- The level will be calculated on the basis of the average monthly trading profit over the last three years.
- The Scheme will be open to those with a trading profit of less than £50,000 in 2018/19 or an average trading profit of less than £50,000 from 2016-17,2017-18 and 2018-19. The chancellor has indicate that this accounts for 95% of the self-employed.
The government enforced 21 day lockdown raises many issues relating to employee rights, including concerns around whether leave (for workers who cannot work from home) will be paid or unpaid, whether UIF (Unemployment Insurance Fund) applies and what the rights of essential workers are.
Here are ten things to know about employment law during the COVID-19 lockdown.
- If employees are able to work from home, they should do so.
- If employees cannot work from home, employers can request that staff take their annual paid leave during this time. The Basic Conditions of Employment Act allows an employer to determine when
Submitted by Christina Pretorius, Director, Norton Rose Fulbright South Africa Inc
Further regulations regarding the implementation of South Africa’s COVID-19 lockdown were released on the evening of 25 March, just over a day before the lockdown takes effect at 24:59 on 26 March. The lockdown applies to everyone within the borders of South Africa, and seeks to slow the spread of the COVID-19 virus.
The new regulations require every person to confine themselves to their place of residence unless strictly for the purpose of:
- performing an essential service,
- obtaining essential goods or services,
- collecting a social grant, or seeking
Depuis le mois de janvier 2020, l’épidémie de Coronavirus COVID-19 s’est rapidement propagée à travers le monde, causant des milliers de décès.
Le Gouvernement français a réagi en plusieurs temps : après avoir émis des recommandations en matière de gestes barrière, il a ensuite pris la décision de fermer écoles et établissements accueillant des enfants, puis plus récemment a été ordonné le confinement généralisé de la population française et la fermeture de nombreux établissements jugés non indispensables, afin d’assurer la santé publique. Les dernières recommandations du Gouvernement pour les employeurs peuvent être consultées ici.
Dès lors, pour les entreprises ayant … Continue Reading
The UK Government is setting up a new Coronavirus Job Retention Scheme which will help employers pay their workers’ wages. Any employer (regardless of size or sector type) will be eligible for the scheme. Employers can apply to HMRC for a grant to cover most of the wages (up to 80%) of salary of workers who are temporarily not working but kept on the payroll (furloughed workers) for up to a total of £2,500 per worker each month. The scheme will be backdated to 1 March and will run for three months, but the Chancellor will extend it if required.… Continue Reading
On Thursday, March 19, 2020, New York State enacted a law requiring that New York State employers provide job-protected time off (in some cases, paid time off) to employees who are affected by the novel coronavirus (COVID-19) in certain ways (the “NY COVID-19 Law”). The NY COVID-19 Law requires that, for each employee who is subject to a mandatory or precautionary order of quarantine or isolation issued by the State of New York or certain other government entities due to COVID-19, employers provide job-protected time off until the termination of the COVID-19 Order, as described in our legal update New … Continue Reading
COVID-19, the 2019 novel coronavirus (“COVID-19” or the “coronavirus”) continues to stress US employers attempting to prevent the disease from spreading in their workplaces while continuing to operate effectively. With each passing day, health authorities provide more information about the spread of the disease and federal, state and local governments impose additional restrictions that impact businesses, their employees and their customers/clients. As the commercial and social environment rapidly changes, we are continuing to address a wide variety of labor and employment issues arising from those changes. We address some of those basic issues in US: Critical COVID-19 labor and employment … Continue Reading
The rapid spread of COVID-19 within Europe and the beginning of the pandemic have led many of our clients to consider how employees and, if necessary, customers can be protected against any further spread of the infection and which employment law related measures should they be taking. We have summarised and answered the main questions in a table below. This table is intended as guide for questions arising at short notice and represents the current legal opinion of our colleagues working in the field of German employment law.
Please note, however, that the current legal assessments, in particular with regard … Continue Reading