As employers respond to the daily influx of information about coronavirus/COVID-19, Faegre Drinker continues to update its Employer’s Action Guide and monitor dynamic federal and state developments. Some governmental agencies have provided guidance or adopted rules to assist employees and employers through these uncertain times. This information will help you stay current and compliant. We will continue to monitor developments.
Category: Counseling & Compliance Training
Coronavirus: An Employer’s Action Guide – Part III
As the coronavirus continues to spread, employers should continually evaluate whether their prevention and response efforts are sufficient and appropriately tailored based on the latest information on the virus and their own business considerations. Here is our latest guidance, which may further inform your own response plan.
This is a follow up to our posts on March 4, 2020 and February 14, 2020. Our full Employer’s Action Guide can be found here.
Continue reading “Coronavirus: An Employer’s Action Guide – Part III”
Coronavirus: An Employer’s Action Guide – Part II
Daily headlines about the growing coronavirus threat have many employers concerned that they are not doing all they should to protect employees without undue disruption to operations. Here are some answers that may inform your own response plan.
Continue reading “Coronavirus: An Employer’s Action Guide – Part II”
“Hair Love” Coming to a Jurisdiction Near You
With the Oscar win for best animated short film, Hair Love shone a spotlight on California’s CROWN Act (Create a Respectful and Open World for Natural Hair), which prohibits discrimination based on natural hairstyles and textures. Bills addressing hairstyle discrimination are now pending in 21 statehouses around the country, with several municipalities considering their own legislation. With companion bills already pending in the U.S. Senate and House of Representatives, a version of the CROWN Act is likely to become law in a jurisdiction near you soon.
Continue reading ““Hair Love” Coming to a Jurisdiction Near You”
California Employers: Required Security Screening May Be Compensable Work Time
Employees must be paid for time spent waiting for, and undergoing, searches of their bags, packages and personal technology devices, the California Supreme Court ruled February 13, 2020, in Amanda Frlekin, et al. v Apple, Inc., Case No. S243805, answering a question posed to it by the U.S. Court of Appeals for the Ninth Circuit in a case involving Apple. This decision marks a signature departure from the federal Fair Labor Standards Act of 1938, under which time spent undergoing mandatory security screenings is not compensable, the U.S. Supreme Court previously held in Integrity Staffing Solutions, Inc. v. Busk, 574 U.S. 27 (2014). This is yet another example of the greater protection that California state laws typically offer employees.
Continue reading “California Employers: Required Security Screening May Be Compensable Work Time”
Third Circuit Upholds Philadelphia Ban on Salary History Inquiries
In early February 2020, the Third Circuit Court of Appeals decided that a Philadelphia ordinance passed years ago could go into effect and that Philadelphia employers will no longer be able to ask job applicants about their salary history in job interviews and related contexts.
Continue reading “Third Circuit Upholds Philadelphia Ban on Salary History Inquiries”