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March 2020 Archives

What Are An Employer's Obligations Under the Families First Act?

The Families First Coronavirus Response Act (FFCRA) obligates certain employers to provide certain employees with sick leave and/or additional family and medical leave due to COVID-19. These new requirements apply to covered employers through Dec. 31, 2020.

My Hours Have Been Cut Drastically. Do I Qualify For Unemployment?

Unemployment insurance is a program that is run jointly by the states and federal government, so each state has varying rules. However, in Maryland, Virginia and Washington, D.C., you probably do qualify for unemployment insurance -- at least for partial benefits -- if your hours have been cut back or your workplace has closed down temporarily.

Law Doesn't Require Employee's Requested Religious Accommodation

When an employee requests a religious accommodation to an employment policy, the law only requires the employer to offer a reasonable accommodation that protects the employee's religious interests. It does not require employers to provide the specific accommodation requested by the employee.

Are Accommodations Only Required For Work-Related Conditions?

No. If you have a disability, the Americans With Disabilities Act (ADA) requires your employer to make a reasonable accommodation, as long as doing so would not create undue hardship for your employer. Undue hardship generally means significant difficulty or expense.

Updating Your Sick Time And Leave Policies For COVID-19

With the novel coronavirus and COVID-19 being reported in multiple states, it's time to think about how to handle instances of the illness in the workplace. As you do, keep in mind that your employees are likely entitled to take at least unpaid leave through the Family and Medical Leave Act (FMLA) if they or a family member gets seriously ill.

Does Your Sexual Harassment Settlement Include An NDA?

Absent a contract to the contrary, workers are generally free to talk about their experiences of sexual harassment or other discrimination in the workplace. This is one reason why it is so common for companies to ask people to sign nondisclosure agreements (NDAs) and the like. In theory, when a workplace sexual harassment suit is settled and that settlement includes an NDA, the worker is no longer free to share their experiences publicly.

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