Our labor, employment, and benefits team recently posted a LawFlash on the ruling in federal district court in New York that invalidated significant parts of a US Department of Labor rule. The ruling found that more employees are eligible for up to 12 weeks’ coronavirus (COVID-19)-related emergency paid sick leave and emergency paid FMLA leave. In light of the court’s decision, employers should consider whether they need to adjust their leave determinations in light of the court’s decision.
As the new school year quickly approaches, colleges, universities, and academic medical center employers are a facing a number of key issues that they should begin considering to minimize difficulties following the coronavirus (COVID-19) pandemic. We invite you to join our employee benefits and labor and employment teams for a webinar focused on the reopening issues and considerations to minimize difficulties as they begin to reopen or expand their operations.
- Immigration Barriers and New Rules for Foreign Students Returning to Campus
- Campus Accommodations for Faculty, Staff, and Students
- Managing Faculty and Staff Employment Claims
- Looking Around the Corner: Title IX Regulations and Implications of Upcoming Election
We invite you to join us on Thursday, February 27 for our next installment of the Fast Break series. In a recent post, we highlighted staffing-related trends that arise in collective bargaining in the healthcare industry. For this month’s edition of Fast Break, we will be joined by partner Douglas Hart to discuss the recent National Labor Relations Board labor law changes and what healthcare providers should expect for 2020.
The Morgan Lewis Labor & Employment NOW video series provides analysis of the latest legal developments and compliance insight for employers. In this edition, Doug Hart discusses staffing-related trends that arise in collective bargaining in the healthcare industry. Doug offers guidance to hospitals and healthcare facilities to better understand unions’ bargaining positions and determine appropriate employer responses, focusing on in-house registries, float pools, ratios, contract language, and wage and hour concerns.