Many employers, reflecting on the challenging circumstances created by COVID-19, have temporarily bypassed traditional performance scoring for 2020 in favor of more flexible rating schemes. But as organizations increasingly settle into a new paradigm with expanded remote work, managers and human resources leaders face the challenge of recalibrating expectations for how such work will be managed and evaluated moving forward.
Continue reading “Time to Hit Reset on Remote Worker Expectations?”
In an expansion of the Fair Workweek Law, the New York City Council has passed legislation permitting quick-service restaurant employers to terminate employees only for just cause or a bona fide economic reason. These heightened requirements effectively eliminate the at-will status of industry employees and create a discipline structure similar to that bargained for by unionized workforces. With the new protections set to take effect in July, employers should begin drafting and implementing policies to comply with the new laws as soon as practicable.
The Equal Employment Opportunity Commission announced the upcoming opening of four EEO data collections previously delayed by the COVID-19 pandemic. While the specific dates of these collections are not yet published, employers should begin preparing their data submissions to align with the adjusted schedule.
For the full alert, visit the Faegre Drinker website.
State and local governments are increasingly regulating the workplace. Although it is not possible to discuss all state and local laws, this update provides an overview of recent and upcoming legislative developments to help you and your organization stay in compliance. (Please note that developments specifically related to COVID-19 are not included.) This quarter, state and local legislatures were particularly active in passing laws addressing employee classification, sexual harassment training, lactation accommodation, criminal background inquiries and a variety of unpaid and paid leaves.
For the full alert, visit the Faegre Drinker website.
The Department of Labor (DOL) issued revisions to its Families First Coronavirus Response Act (FFCRA) paid leave rules on Friday, in response to a New York federal court ruling that struck down portions of the original rule issued in April. FFCRA, enacted by Congress in March as a stimulus measure, provides eligible workers for up to two weeks of paid leave, subject to caps, for certain coronavirus-related absences, and up to an additional 10 weeks of paid leave to care for children who are at home due to school or day care closures. The rule updates are scheduled to go into effect September 16.
For the full alert, visit the Faegre Drinker website.
Educational institutions hoping for a last-minute reprieve from the new Title IX regulations scheduled to go into effect August 14 are out of luck. Earlier this week, the Southern District of New York denied a nationwide preliminary injunction sought by the state of New York to delay implementation of the new regulations (State of New York, et al. v. United States Department of Education, et al.).
And, just days later, the U.S. Department of Education (ED) defeated another preliminary injunction motion filed by 17 states and the District of Columbia in federal court in Washington, D.C. (Commonwealth of Pennsylvania, et al. v. Elisabeth DeVos, et al.). A third preliminary injunction motion is pending in the District of Massachusetts — however, earlier this month, the court there denied a motion to expedite a hearing, stating that “a prompt September hearing is fully appropriate.”
Continue reading “No Reprieve: New Title IX Regulations Take Effect as Scheduled”