Author name: ClickCanyonAdmin

Back to School Guidance Issued on Families First Coronavirus Response Act. The U.S. Department of Labor has published new frequently asked questions (FAQs) for workers and employers about qualifying for paid leave under the Families First Coronavirus Response Act (FFCRA) as it pertains to the reopening of schools. The guidance answers common eligibility questions for

Don’t Ask, But They Can Tell Philadelphia Ban on Salary History Questions Goes Live This Week. After three years of litigation, the City of Philadelphia will begin enforcing its Wage Equity Ordinance beginning today, September 1. The law makes it illegal for employers, employment agencies, or their agents to ask about an applicant’s current or

McDonald’s CEO May Have to Hurl His Severance. McDonald’s Corp.’s former CEO appears to be experiencing what a lot of the restaurant chain’s customers do when dining there: intense cravings, temporary satisfaction, then extreme regret McDonald’s filed a lawsuit August 10 in Delaware seeking to recover the generous severance it paid to its former CEO,

DOL Provides Employer-Friendly Telework Guidance on Time Reporting. The U.S. Department of Labor (DOL) has just issued guidance on employers’ obligations to track teleworking employees’ hours of work that may help employers avoid unintended overtime pay obligations. Recognizing that the number of teleworking employees has surged with COVID-19 restrictions, and that tracking hours worked from

Labor and Employment Alert – Protecting Your Workforce and Your Business Against COVID-19  As employers and individuals grapple with the emerging global pandemic of COVID-19, it is helpful to consider seven key questions to protect both the health and the bottom line of employers and employees: 1. Where do I start in dealing with this

WARNing! NJ Mandates Severance Pay for Mass Layoffs. New Jersey continues to enact new laws to protect employees and restrict employers in the state, most recently passing legislation this month requiring employers of 100 or more employees to (1) provide 90 days’ notice (up from 60 days) and (2) pay one week of severance per

      EEOC Charges, Part Deux.  A recent decision in federal court in Philadelphia, Salvato v. City of Philadelphia, provides a helpful tutorial in the law relating to when an employee must file a new EEOC charge in relation to alleged retaliation and adverse actions that happen after the original charge filing. In a nutshell, if