We are heading into flu season, and this year brings heightened concern due to the COVID-19 pandemic and the possibility that the two viruses will simultaneously hit the workforce over the winter months, with potentially grave health consequences for some.

In a landmark decision, Bostock v. Clayton County, the Supreme Court last week ruled that the ban in Title VII of the Civil Rights Act on sex-based bias includes sexual orientation and gender identity, such that gay and transgender workers are protected by the federal anti-discrimination law.

On Friday, June 5, the President signed legislation that significantly changes the PPP (Paycheck Protection Program), making it easier for borrowers to qualify for full, or almost full, forgiveness.

On Friday, May 15th, the SBA issued the Loan Forgiveness Application that PPP borrowers must use to calculate and report how much of their PPP loan will be forgiven. The Application and accompanying instructions address several areas of borrower uncertainty for which the SBA had previously failed to offer specific guidance.

The EEOC has recently issued updated guidance to employers outlining the action they may or may not take under the Americans with Disabilities Act to keep employees healthy during the current pandemic.

On April 16th, the U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) issued guidance to compliance safety and health officers tasked with evaluating an employer’s efforts to comply with standards that require annual or recurring audits, reviews, training or assessments during COVID-19.

On Wednesday, April 8th the Centers for Disease Control and Prevention (CDC) issued guidelines to ensure continuity of operations of essential functions. The guidelines allow critical infrastructure workers to continue work following potential exposure to COVID-19…

The United States Department of Labor has announced it will suspend active enforcement of the paid sick leave and paid FMLA provisions of the Families First Coronavirus Relief Act for a month as long employers act reasonably and in good faith to comply with the law.

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