The requirement that employers inspect original documents in person and in the presence of the new employee has posed significant challenges for employers during the COVID-19 Pandemic. Employers may have instituted remote work policies or other social distancing measures that make physical inspection of original employment authorization documents and in-person meetings with new employees impracticable for the foreseeable future. This difficulty has been exacerbated by the recently issued Executive Orders from various states which require non-essential businesses to work solely from home. In response to these challenges, the U.S. Department of Homeland Security (DHS) announced last Friday that it will defer the physical presence requirements for employment authorization verification for employers and workplaces that are operating remotely
Read MoreOn March 18, President Trump signed the “Families First Coronavirus Response Act” (the “Families First Act” or the “Act”). Among other provisions, the Act expands the coverage of the Family and Medical Leave Act (“FMLA”) through December 31, 2020 to cover childcare needs related to a public health emergency for all employers with fewer than 500 employees. The Act also requires such leave to be paid, up to a cap. In addition, the Act provides emergency paid sick leave for all employers with fewer than 500 employees. To offset these costs, the Families First Act grants employers tax credits for amounts paid for expanded FMLA and sick leave, up to specific caps. The expanded FMLA and emergency paid sick leave requirements go into effect on April 1, 2020. Additionally, on March 17, Governor Andrew Cuomo announced that the state government had come to an agreement regarding the provision of emergency paid leave for employees impacted by mandatory or precautionary orders of quarantine due to the COVID-19 virus.
Read MoreWith the situation surrounding COVID-19 constantly evolving, we wanted to provide some additional guidance to employers. Should Employers Restrict Travel? Advice on international travel is changing rapidly. Employers are encouraged to visit the CDC website for the current list of travel restrictions. Employers should consider eliminating or limiting non-essential business travel to countries on the warning list or requiring employees to clear business travel with a particular company point-person.
Read MoreLast week, the World Health Organization declared that the Wuhan Coronavirus outbreak is a global public health emergency. The U.S. Centers for Disease Control (CDC) is conducting an ongoing investigation to determine more about this outbreak, and employers should continue to monitor the CDC’s website for updates. Employers should also be prepared for the labor and employment issues that may arise as a result of the outbreak.
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