On Friday, April 10, 2020, Governor Northam signed the Virginia Values Act, which among other things greatly expanded rights of employees to pursue discrimination claims against employers in Virginia circuit and general district courts. Highlights of the Act include: Expanded Protected Classes, Prohibited Employment Practices, Expanded Employer Coverage, Creates a Charge System Similar to the EEOC and Lawsuits To Enforce The Act.

At least for the time being, construction activity appears to be continuing with little or no disruption notwithstanding the ongoing coronavirus pandemic. Yet, as the world is trying to understand and mitigate this new disease, there is little practical safety advice for the construction industry, beyond maintaining six-foot separation and offering hand-sanitization stations on the jobsite.

Join Jamey Davidson, Jamie Filipovic, Sarah Goldstein, Clint Robison, and Elizabeth Stewart on April 9 at 10 a.m. PST / 1 p.m. EST as they address the continually changing landscape of employment law issues related to COVID-19, including Families First Coronavirus Response Act (CARES Act) and special issues related to nursing homes and the health care industry.

On March 27, 2020, the Coronavirus Aid, Relief, and Economic Security Act (the “CARES Act” or the “Act”) was signed into law.  The CARES Act provides emergency economic assistance to those affected by the novel Coronavirus (COVID-19). We’ve provided explanations and a useful chart on key provisions of Titles II and III of the CARES Act.

On March 27, 2020, the President signed the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”) into law providing approximately $2 trillion in assistance to individuals and businesses during the COVID-19 pandemic. The CARES Act includes a new loan program called the Paycheck Protection Program – administered through the Small Business Administration (“SBA”) – that provides up to $349 billion in 100% federally-backed loans to eligible employers.  

Late on March 24, 2020, the U.S. Department of Labor (DOL) posted summaries on its website of the employer obligations and employee rights pursuant to the Families First Coronavirus Response Act (FFCRA). The statute requires employers with fewer than 500 employees to provide two weeks of paid sick leave to workers who are suffering from COVID-19, are subject to a government or medical quarantine or isolation order, are caring for others with COVID-19, or are unable to work due to the closure of schools and day care centers as a result of the COVID-9 pandemic.

The spread of COVID-19 has disrupted, and will continue to disrupt, the construction industry. A recent survey conducted by the Associated General Contractors of America states that 28% of member firms have already halted or delayed work on projects due to COVID-19, while 11% of firms report possible delays in jobs scheduled to start a month or more out. In these uncertain times, many design professionals will be scrutinizing their contracts in order to clarify their own liabilities and those of their clients, including force majeure clauses, common law doctrines and contractual damages provisions.

COVID-19 Webinar: Join Jeff Rosin and Eric Sigman on March 26th at 11:00 EST as they discuss what employers and small businesses need to know.

The U.S. Department of Labor (DOL) provided a preview of its implementation of the new federal sick leave mandated by the Families First Coronavirus Response Act (CRA) passed on March 18, 2020. The release refers to an exemption available to businesses with fewer than 50 workers from the extended childcare-related leave provisions “where the viability of the business is threatened.”

On March 18th, New York’s Governor signed the COVID-19 Leave Law which provides emergency paid sick leave and job protected leave to certain New York-based employees who have been impacted by COVID-19.