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DOL Answers Additional FAQs Regarding Families First Coronavirus Response Act

The Department of Labor (DOL) published additional Families First Coronavirus Response Act Questions and Answers. over the weekend. Below is a brief summary of the answers to FAQs we have received in this office. If your question is not covered below, please contact a member of our Labor and Employment department.

Emergency Family and Medical Leave Expansion Act (EFMLEA, also known as FMLA+)

Employees can take no more than 12 weeks of FMLA, which includes any leave taken under the EFMLEA.

EEOC

Last Updated: 6.19.2020 @ 1:00 pm
DISCLAIMER: The following information is a guide, not intended to be used as legal advice, and no attorney client relationship is established by any communication through this website.  Because every situation and every workplace is different we ask that you contact us with specific questions. 
EEOC Pandemic Guide in effect
The Equal Employment Opportunity Commission (EEOC) created a pandemic guidance.

Wage and Hour (FLSA)

Last Updated: 3.31.2020 @ 12:35 pm
DISCLAIMER: The following information is a guide, not intended to be used as legal advice, and no attorney client relationship is established by any communication through this website.  Because every situation and every workplace is different we ask that you contact us with specific questions. 
For hourly, non-exempt employees, employees must be paid for any time in which they have worked.

DOL Releases Additional Guidance on Families First Coronavirus Response Act

By: Elizabeth Bolduc, Esq.
ebolduc@nullbugbeelawyers.com
On Thursday, The Department of Labor (DOL) released additional guidance on the Families First Coronavirus Response Act (FFCRA), including “Field Assistance Bulletin No.

Americans with Disabilities Act (ADA)

Last Updated: 4.23.2020 @ 1:10 pm
DISCLAIMER: The following information is a guide, not intended to be used as legal advice, and no attorney client relationship is established by any communication through this website.  Because every situation and every workplace is different we ask that you contact us with specific questions. 
Employers should be aware that typically taking an employee’s temperature at work is considered a medical examination under the Americans with Disabilities Act (ADA).