The US Centers for Disease Control and Prevention has expanded its definition of “close contact” to include individuals who spend 15 cumulative minutes within six feet of an individual infected with coronavirus (COVID-19) over a 24-hour period.
A corporation whose only tie to California is its employees working remotely due to the stay-at-home order will not be considered to be doing business in the state. Similarly, South Carolina has extended its coronavirus (COVID-19) relief period to employers through December 31, 2020.
The Equal Employment Opportunity Commission (EEOC) issued a Notice of Proposed Rulemaking (NPRM) on October 9 to amend its procedural rules regarding the conciliation process. EEOC is statutorily required to engage in the conciliation process whenever it finds reasonable cause to believe that discrimination has occurred, and it may not commence litigation prior to engaging in the conciliation process.
Governor Gavin Newsom signed Senate Bill 973 on September 30, which requires private employers in California to submit an annual Pay Data Report to the Department of Fair Employment and Housing (DFEH), with the first report due by March 31, 2021.
The administration has begun taking actions with regard to workplace diversity trainings and representation goals on the basis of race, but clarifies that unconscious bias training is still permissible.
Effective October 8, 2020, the US Department of Labor will determine the prevailing wage for permanent labor certifications and labor condition applications based on a new formula for computing prevailing wage levels, resulting in higher prevailing wage levels for all occupations in the Occupation Employment Statistics wage database.
In response to the coronavirus (COVID-19) pandemic, President Vladimir Putin authorized the heads of Russian regions to determine the lockdown rules depending on the epidemiological situation in a particular territory. In this alert we address the most recent restrictions introduced by the Mayor of Moscow, including new reporting requirements.
An Interim Final Rule, “Strengthening the H-1B Nonimmigrant Visa Classification Program,” issued by the US Citizenship and Immigration Services today will significantly alter and restrict the definition of a specialty occupation for H-1B petition purposes and make other important changes to the H-1B petition process. The rule will take effect 60 days from October 8.
Morgan Lewis partners Craig Bitman, Daniel Kleinman, and Michael Richman and associate Michael Gorman authored a Bloomberg Tax article about the SECURE Act and the US Department of Labor’s proposed regulations for the registration process of pooled plan providers, which was released on September 1, 2020. In the article, they discuss the proposed process, supplemental filings, and what companies need to know next.
Morgan Lewis partners Ami Wynne, Jocelyn Cuttino, Chai Feldblum, and Sharon Perley Masling discussed the need for business leaders to create a workplace culture that instills safety and respect among all employees in a recent Bloomberg Law article.
The UK government has published guidance on the rights of frontier workers under the new immigration system which will take effect on 1 January 2021, when free movement within the European Economic Area and Swiss Economic Area will end.
A bill passed by the New York City Council amends the New York City Paid Sick and Safe Leave Law to align with state law and adds significant notice and damages provisions.
California Governor Gavin Newsom signed Assembly Bill 685 on September 17, enhancing the state Division of Occupational Safety and Health’s (Cal-OSHA’s) enforcement of coronavirus (COVID-19) infection prevention requirements.
California Governor Gavin Newsom signed SB 1383 on September 17, greatly expanding employee job protected leave under the California Family Rights Act and New Parent Leave Act.
Morgan Lewis partners and co-directors of Workplace Culture Consulting Chai Feldblum and Sharon Masling authored a Bloomberg Law article about the efforts being made by proactive employers in the wake of the #MeToo movement. In the article, Chai and Sharon discuss emerging themes and best practices.