Rojgar Job News

Just another day in employment law. Wednesday afternoon, the Department of Labor issued new regulations that further expand what was previously known about the paid leave provisions of the EPSLA and the EFMLEA. You can view the regulations here.    They go into effect immediately. The regulations are lengthy and we’ll have a full recap on the Shipman & Goodwin Coronavirus Resource page on Thursday. But a quick glance at the regulations shows that there are some changes. For example, the definition of a quarantine or isolation order has been expanded to include certain shelter-in-place rules that have been issued in states.  Thus, employees who cannot work for an employer because of such orders may be eligible for leave (if they are still employed and not merely on furlough).  However, the key will be showing that “but for” the order, the employee would be working.  (And employees who can telework despite such an order do not qualify.) Moreo...

What a difference a week makes. By now, businesses, offices and families all across the United Kingdom are coming to terms with the recommendation that (where possible) people self-isolate as the UK Government seeks to “spread the peak” of the Coronavirus pandemic. Ignoring the seismic impact this has had upon businesses and industries, there is a fundamental, human impact to this. This can be seen most easily in the form of deserted streets, train carriages, pubs, restaurants, shops and the like. But what about the people who are self-isolating? I am one of the lucky ones – I work from home once a week and have an office at home which is set up to mirror as closely as possible my office at work (with some added children). However, others are unable to work from home or, if they do work from home, have to do so using a laptop, sharing space with flatmates or partners and without the same calm working atmosphere they would otherwise have in a professional office. There ...