It’s too little too late for the Trump administration’s independent contractor rule, which was withdrawn by the U.S. Department of Labor (“DOL”) yesterday before it ever went into effect. The rule was issued weeks before President Biden took office and was set to go into effect on March 8, 2021.
The Families First Coronavirus Response Act (“FFCRA”) in March required employers to implement new forms of paid leave during the height of the pandemic. Since then, eligibility questions have arisen as employees try to take advantage of the leave and courts scrutinize the U.S. Department of Labor (“DOL”)’s related regulations.
The Department of Family and Medical Leave (“Department”) has published an unofficial version of amended regulations under the Paid Family Medical Leave Act, M.G.L. c. 175M. The original regulations, 458 CMR 2.00, went into effect on July 1, 2019. In May 2020, the Department released proposed amendments to the regulations
The latest update in the rollout of paid family and medical leave in Massachusetts is proposed amendments to regulations issued under the Paid Family Medical Leave Act (“Act”), M.G.L. c. 175M. The Act entitles workers to up to 20 weeks of job-protected medical leave starting January 1, 2021 and up
With Governor Baker’s announcement earlier this week of the Commonwealth’s four-phase approach to re-opening businesses, many employers are turning their attention and making plans to re-open their workplaces and re-hire employees who were laid off or furloughed because of the COVID-19 pandemic. The four-phase approach is a gradual process to
With the unprecedented issues raised by COVID-19 in Massachusetts and around the world, paid family and medical leave (“PFML”) has become more important than ever. Massachusetts continues to implement its Paid Family Medical Leave Act (“Act”), G. L. c. 175M, which was enacted in June, 2018. The Act entitles workers
[This is an update to our March 27 post, which can be read here.] On March 18, 2020, the Equal Employment Opportunity Commission (“EEOC”) updated its guidance titled Pandemic Preparedness in the Workplace and the Americans With Disabilities Act to account for the novel issues employers face in the wake
Much of the focus of the media coverage on the recently passed CARES Act concerns the loan provisions for small businesses through the Paycheck Protection Program. However, there are some benefits in the Act for mid-sized businesses (500 to 10,000 employees) outlined in Section 4003(c)(3)(D).
On March 18, 2020, the Equal Employment Opportunity Commission (“EEOC”) updated its guidance titled Pandemic Preparedness in the Workplace and the Americans With Disabilities Act to account for the novel issues employers face in the wake of COVID-19. The guidance, originally written in response to the 2009 H1N1 outbreak, provides
