Colorado Adopts New Paid Sick Leave Requirements for Employers

Colorado Governor Jared Polis recently signed the Healthy Families and Workplaces Act, which will soon require Colorado employers to provide workers with up to six paid sick days per year. In addition, the new law immediately broadens the Families First Coronavirus Response Act, requiring Colorado employers to provide two weeks of paid sick leave to employees affected by COVID-19, regardless of the number of employees they have.

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A Genetic Mutation That Interferes With Normal Cell Growth May Qualify as a Disability Under the ADA

In a case of first impression at the circuit level, the Sixth Circuit Court of Appeals reversed dismissal of a disability discrimination complaint because the plaintiff had plausibly alleged a condition covered by the Americans with Disabilities Act (ADA) based on a genetic mutation causing abnormal cell development.

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OFCCP Issues Final Rule Exempting TRICARE Providers

On July 2, the Department of Labor Office of Federal Contract Compliance Programs (OFCCP) published its final rule to amend the regulations pertaining to its authority over TRICARE health care providers. The final rule effectively exempts TRICARE providers from OFCCP compliance and enforcement activities.

For the full alert, visit the Faegre Drinker website.

Remote Working During COVID-19 (and Beyond?): Frequently Asked Questions

Many state and local orders continue to require certain employees to work remotely or telecommute during the COVID-19 pandemic. And even where employees are beginning to return to the workplace, employers may face an increase in requests from employees to work remotely on an extended basis. With a likely uptick in its remote workforce, employers should consider whether to allow its employees to work remotely, and if so, how to best accomplish the task, including whether to implement a remote work policy and/or enter into individual remote work agreements with its remote employees during this pandemic and, perhaps, beyond.

For the full alert, visit the Faegre Drinker website.

Returning to Work Post-Shutdown, Part III: Potential Trends and Changes to U.K. Workplaces

In the final instalment of our series examining the return to work post-shutdown in the U.K., we look at the potential trends and longer-term changes that the COVID-19 pandemic will likely have on U.K. workplaces.

The COVID-19 pandemic and resultant shutdown in the U.K. have caused a massive shift in the way we work, with many employers sending their employees home and transitioning to home-working in a matter of days. Notwithstanding the devastating effects that the COVID-19 pandemic has had on personal lives and the U.K. economy, many employers have found the move to a predominantly home-working culture to be largely successful. So, now that most of us have finally mastered the art of the Zoom call, what does the future hold for the U.K. workplace as the country begins to emerge from the lockdown?

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State & Local Employment Law Developments: Q1/Q2 2020

State and local governments are increasingly regulating the workplace. In the first and second quarters of 2020 alone, legislatures were particularly active in passing laws addressing sexual harassment training, discrimination including hair discrimination, criminal background inquiries, salary history, and a variety of unpaid and paid leaves. 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 in this update.)

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