Workforce Bulletin

On May 7, 2020, the Equal Employment Opportunity Commission (“EEOC”) announced that it was delaying the collection of 2019 EEO-1 demographic data until 2021 because of the COVID-19 public health emergency.  Accordingly, the EEOC’s online filing portal for 2019 EEO-1 filings will remain closed for now.

Recognizing the substantial impact the public health emergency is having on businesses across the country, the EEOC determined that delaying collections would put employers in a better position to provide accurate data. It expects to begin collecting 2019 EEO-1 data along ...

The economic downturn caused by COVID-19 pandemic has resulted in an unprecedented number of layoffs, furloughs, and reduced hours.  Under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”), when employment is terminated or hours are reduced and there is a loss of coverage, employers (generally those with 20 or more employees) must provide notices to covered employees and their covered spouses and dependent children explaining that they have the right to elect to continue receive health care coverage. In addition, when a covered employee dies, COBRA requires ...

As featured in #WorkforceWednesday: As employers continue to navigate the COVID-19 pandemic, many executives are taking pay cuts or forgoing pay to help businesses stay afloat. This is affecting executive contracts and compensation packages, and could result in significant changes in the future. Attorneys Gretchen Harders and Rina Fujii tell us more.

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On May 5, 2020, and again on May 7, the Equal Employment Opportunity Commission (the “EEOC”) updated its technical assistance for employers, “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.”

The EEOC has updated its guidance multiple times since the beginning of the COVID-19 pandemic. Most recently, on April 17, the EEOC provided guidance on employers’ reasonable accommodation obligations under the Americans with Disabilities Act (the “ADA”) and included a section on “Return to Work” issues (discussed here). On ...

On May 6, 2020, New Jersey Governor Phil Murphy signed Executive Order 138, in which he extended the Public Health Emergency by 30 additional days, until June 5, due to the continuing need to protect the health, safety and welfare of New Jersians from COVID-19.  Executive Order 138 also states that all Executive Orders and actions taken by any Executive Branch departments and agencies (including Administrative Orders) that were adopted in whole or in part based on the current Public Health Emergency will remain in full force and effect.

Gov. Murphy originally declared both a State of ...

Many more millions of employees have been working remotely as a result of the devastating COVID-19 virus than ever before.  There is likely no going back.  Employers have been relying on a remote workforce by necessity in the short term and are realizing that in the long term they can operate efficiently and productively with their staff largely out of the office.  The public health risks will, for the foreseeable future, be the driver both on employers’ need for a remote workforce to achieve continuity of operations and employees’ demand for a safer work location.  The increased ...

As we previously reported, the COVID-19 pandemic has significantly altered the global workplace and international employer-employee relations.  Over the past several months, many countries have enacted nationwide orders requiring billions of people to stay at home in an effort to reduce transmission of COVID-19.  While some countries remain locked down, others, have recently initiated progressive measures to re-open businesses and return employees to the workplace, with varying degrees of success:

• Germany: On April 27 Germany began allowing shops as large as 8,600 square ...

Many U.S. businesses are starting to prepare for phased returns to the workplace. Employers’ planning should consider the impact that various return-to-work approaches may have on their employee benefits and compensation programs and, in addition, how some innovative employee benefits and compensation programs may enhance workplace morale and productivity by assisting employees transitioning back to the workplace. The following summarizes some of the important benefits and compensation issues to keep in mind as employees return-to-work.

Plan Service Crediting ...

As we previously reported, on Monday, April 27, 2020, Texas Governor Greg Abbott announced Phase One of his much anticipated plan to reopen Texas while minimizing the spread of COVID-19.   In response to this plan to reopen, at limited capacity, retail establishments, restaurants, movies, shopping malls, libraries and museums, starting on May 1, 2020, many Texas workers are weighing the option of returning to work and earning a paycheck against the potential risks of exposure to COVID-19 and forfeiting unemployment benefits.

On Thursday, April 30, 2020 Governor Abbot addressed this issue by announcing that the Texas Workforce Commission (“TWC”) has issued Guidance to unemployment benefits claimants concerning their continued eligibility should they choose not to return to work.  While reinforcing that each claim is assessed on a case-by-case basis, the TWC Guidance outlines specific circumstances under which workers will still be granted unemployment benefits, even if suitable work is available.

Per the Guidance, a worker who refuses to return to work due to the following COVD-19 related reasons may retain unemployment benefit eligibility:

• High Risk—If a worker is at “high risk.” defined by the TWC as individuals 65 years and older, as they are at higher risk for becoming very sick from COVID-19;
• Household Member at High Risk—If a worker’s household member is at high risk. This includes household members 65 years or older;
• Diagnosed with COVID-19—If a worker has been diagnosed with COVID-19, having tested positive for the virus by a source that is authorized by the State of Texas, and they have yet to recover;
• Household Member Diagnosed with COVID-19—If a worker has a household family member with COVID-19, having tested positive for the virus by a source that is authorized by the State of Texas, the family member yet to recover, and 14 days have not yet passed;
• Quarantined—If a worker is currently in 14-day quarantine due to close contact exposure to COVID-19; or
• Childcare Needs—If a worker’s child’s school or daycare is closed, and there are no available childcare alternatives.

Effective April 17, 2020, the Connecticut Department of Economic and Community Development (DECD) significantly revised its recently issued Safe Workplace Rules for Essential Employers (the “Rules”).  Specifically, the Rules have been updated to include a requirement that all employees of essential businesses wear masks while working.  The DECD’s original rules did not contain any provision regarding masks.  Now, the DECD has significantly modified the mask requirements as follows:

• Employees of essential businesses are required to wear a “mask or other cloth ...