Department of Labor Issues Additional Guidance on FFCRA

On Saturday, March 28, 2020, the Department of Labor released additional guidance on the Families First Coronavirus Response Act (FFCRA), related specifically to the Emergency Paid Sick Leave Act (EPSLA) and Emergency Family and Medical Leave Expansion Act (EFMLEA). We summarized key provisions offering new guidance.

CARES Act Signed Into Law

On March 28, 2020, President Trump signed into law the ‘‘Coronavirus Aid, Relief, and Economic Security Act’’’ or the ‘‘CARES Act.’’ The Act is part of a continuing effort to help businesses and American workers confronting the devastating effects of the COVID-19 pandemic. Key provisions of the Act are included here.

Remote I-9 Validation

The Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) extended the flexibility in complying with requirements related to Form I-9, Employment Eligibility Verification, due to COVID-19. The temporary guidance was set to expire March 31 and has been extended to May 31, 2021 due to ongoing precautions related to COVID-19. Employers and workplaces operating remotely can continue to inspect the Section 2 documents of the Form I-9 virtually through May 31, 2021.

COVID-19 and the EEOC – Understand the New Landscape

Public health guidelines designed to help communities and employers navigate the changing landscape created by the COVID-19 pandemic. Guidance from the EEOC also addresses some of the issues that employers could face in during this period.

Families First Coronavirus Response Act – Effective April 1, 2020

The Families First Coronavirus Response Act (FFCRA) was enacted on March 18, 2020 and takes effect on April 1, 2020. Two major provisions of the FFCRA address paid leaves designed to assist American workers and families facing challenges presented by the COVID-19 pandemic.

WFH: Is it as Good as You Imagined?

Working from home sounds great, but it takes discipline and practice for the transition to be successful. Included in this article are a few tips from the Lake Effect team on working remotely.

Sustain Your Culture with a Remote Workforce

Now your entire team is working remotely, potentially with a whole family, including pets, in their home offices! You’ve tested out the technology and applied the wage and hour laws, but how do you continue engaging your team and sustaining your workplace culture?

Have an Informed and Measured Response to COVID-19

On behalf of your partners at Lake Effect HR & Law, we hope that your team continues to be safe and healthy amidst the threat of COVID-19. We want to share with you our recommendations for having an informed and measured response to COVID-19 as employers and co-workers.