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It only took me two bottles of NoDoz and a Five Hour Energy chaser to get through the CARES Act, that 880-page behemoth that the Senate passed on Wednesday night. Continue reading
Articles Posted in Discrimination and Unlawful Harassment
DOL issues a Families First Coronavirus Response Act notice. And employment law nerds, like me, spotlight an error.
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The President signed the Families First Coronavirus Response Act on March 18, 2020. In Section 5103 of the FFCRA (right here in the Emergency Paid Sick Leave Act section), it says that “[n]ot later than 7 days after the date of enactment of this Act, the Secretary of Labor shall make publicly available a model of a notice that meets the requirements of [the Act].”
Yesterday, on March 25, 2020, we got the notice.
DOL issues new COVID-19 guidance. Plus, six can’t-miss FREE webinars for HR. And another Friday chat with me.
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I can’t help but notice that many of you are confused about the Families First Coronavirus Response Act. A few of you with whom I have communicated have been getting different answers to the same question from different employment lawyers. And I know how frustrating that can be.
Today, I want to help clear up some confusion for you.
You think COVID-19 discrimination claims are bad? “Hold my drink,” says the whistleblower.
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In the past several days, many states have issued stay-at-home orders. Here is a list of them from CNN.
These orders vary, and no one is literally locked in their homes. But, the gist is that affected citizens should stay at home unless they need to venture out to get food, obtain medicine, or work for employers that provide essential services. New Jersey is one of these states — shocking, I know — that has issued a stay-at-home order.
So, what would happen if your local business forced an NJ resident to come to work against the individual’s wishes?
REMINDER: Facebook Live and Zoom chat today at Noon Eastern. Here’s what to expect…
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To be honest, I expected that if I ever made the marquee, it would be for other reasons. Like being an animated co-star in a reboot of The Simpsons Movie.
But, I’m a little punchy from reading literally 500-1000 reader questions for today’s chat, so I’ll take what I can get. Continue reading
Okay, back to #CoronavirusHR. We have a new law — yes LAW — the EEOC weighs in, and we’re chatting on Friday at noon!
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“Eric, so, what exactly just happened?” Continue reading
We’re gonna take a coronavirus break today to talk about marijuana
tEvan-Amos / Public domain
But, first, thank you to everyone who stopped by yesterday for the Facebook Live / Zoom chat to discuss the Families First Coronavirus Response Act and other COVID-19 workplace issues. ICYMI, we did record the session. I’ve got audio here and my handsome talking mug here.
I’ll schedule another chat sesh once the House Bill advances through the Senate (which hasn’t happened yet, but maybe today), and President Trump signs it. Continue reading
The best employment law podcast is back! Tune in to the Hostile Work Environment podcast.
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Do you like quick-witted snark, mostly about workplace shenanigans?
And you know what else isn’t an ADA disability? Morbid obesity, says another federal court.
. ThatImage by Vidmir Raic from Pixabay
Yesterday, I wrote about a recent Second Circuit opinion in which the appellate court held that an employee with migraine headaches who requested a transfer to another supervisor didn’t have a disability under the Americans with Disabilities Act. That’s because his physical impairment didn’t substantially limit him from working. Continue reading
Stress headaches caused by a particular supervisor aren’t enough to establish a disability because…
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The Americans with Disabilities Act protects applicants and employees from disability discrimination. When the Americans with Disabilities Amendments Act took effect in 2009, Congress lowered the bar for what constitutes a disability. Indeed, it’s gotten so low, that my usual advice to clients is not to sweat whether someone has a disability. Continue reading