The Families First Coronavirus Response Act (“FFCRA”) went into effect on April 1, 2020 along with the Department of Labor’s (“DOL”) regulations, which described employer obligations and employee rights under the FFCRA’s paid sick time law and expanded family medical leave to include paid family medical leave benefits.
The United States Department of Labor’s Wage and Hour Division (WHD) recently unveiled updated optional forms that employers and employees may use when applying for and coordinating Family and Medical Leave Act (FMLA) leave.
The COVID-19 pandemic forced many employers to make difficult operational and personnel decisions to ensure the longevity of their business. Some businesses that were ordered to close may have been able to continue paying their employees, but many had to turn to layoffs or furloughs in order to survive.
In a landmark decision, the U.S. Supreme Court in Bostock v. Clayton County, Georgia ruled that Title VII of the Civil Rights Act of 1964 (“Title VII”) protects lesbian, gay, and transgender employees from workplace discrimination.