The COVID-19 outbreak has changed many employment-related rules, including those that relate to what types of questions an employer may ask their employee or prospective employee regarding potential exposure to COVID-19.
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The US Department of Labor issued guidance to employees on the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act both part of the recently passed Families First Coronavirus Response Act (FFCRA).
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Massachusetts employees may be entitled to paid or unpaid medical leave or sick leave due to COVID-19 related quarantine, suspected illness or diagnosed illness, caring for a sick family member, or caring for a child at home due to COVID-19 related closures.
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This week the federal government passed two laws providing important protections to employees during the COVID-19 outbreaks: the Emergency Family and Medical Leave Expansion Act and the Emergency Paid Sick Leave Act.
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The First Circuit, in the case of Miceli v. JetBlue Airways Corp. et al. recently provided helpful guidance to employers and employees when it comes to one of the most difficult areas of employment law: leaves of absence resulting from mental impairments.
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By now, most of you have probably read about the bill signed into law by Governor Charlie Baker, colloquially referred to as the Grand Bargain. By any measure, this bill is surely “grand” in that it dramatically changes three important areas of employment law.
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