Paid Leave During COVID-19

Over the past several weeks the federal government has passed a number of employment related laws in an effort to minimize the harsh economic impact of COVID-19 and the subsequent shutdowns ordered by state and local governments. Two of these are the Emergency Paid sick Leave Act (EPSLA) and the Emergency Family Medical Leave Expansion Act (EFMLEA).

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Covid-19: Expanded Unemployment Assistance for Non-traditional Workers

The impact of COVID-19 continues to be felt across the globe, including by the millions of workers who have been laid off in the United States. The CARES Act (the “Act”) has established a temporary, federally funded Pandemic Unemployment Assistance (“PUA”) program for individuals who are otherwise ineligible to receive unemployment benefits, such as gig workers, freelancers, and independent contractors.

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COVID-19 Triggering Georgia’s Mass Separation Notice Requirements and changes to Partial Claims Process

As businesses continue to grapple with ongoing closures and the effects of wide scale social distancing spurred by the COVID-19 pandemic, a spotlight has been cast on some lesser known state requirements related to mass separations.

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Judge Blocks DOL's Overtime Exemption Rules

NATIONWIDE INJUNCTION STALLS MASSIVE OVERTIME EXPANSION, OFFERS REPRIEVE FOR EMPLOYERS

On November 22, 2016, The United States District Court for the Eastern District of Texas issued a nationwide emergency injunction effectively preventing the United States Department of Labor (DOL) from enforcing its hotly contested overtime rule.

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Employers Beware: Overtime Rules are Set to Significantly Increase Number of Protected Employees

It may come as a surprise to many employers that a huge, federally mandated change to compensation requirements is just around the corner. Last year, the United States Department of Labor (DOL) issued a notice of proposed rulemaking, the intent of which is to expand the federally mandated overtime protections to millions of new employees. As a consequence, many employers who previously had no cause for concern with respect to overtime compliance, will now find themselves under the ambit of the rules.

With the 60-day notice and comment period well behind us, all that remains is for the DOL to issue the final rule and set a date for compliance (which will likely fall toward the end of 2016 or early 2017). Those who have reviewed the comments to the proposed rule are suggesting that, despite a fair amount of pushback by employers, the final version will be largely be consistent with what we have already seen. What does that mean for employers?

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Prominence is Key: Is Your Limitation of Liability Clause Enforceable in Georgia?

Taylor English represents a number of Staffing companies that contract with entities across the nation in a variety of industries. These contracts can often represent big dollars to the firm providing the staffing services, but like any business relationship, they can also generate quite a bit of risk. As a result, one provision garnering increasing use in these arrangements is the limitation of liability clause. When used properly, these clauses can be an excellent way for your business to minimize risk and create predictability where uncertainty traditionally reigns: a lawsuit.

A question every company–staffing or otherwise–needs to  be asking itself is this: Am I using or signing onto a limitation of liability clause? If the answer is yes, you and your company need to determine its enforceability. Much to the chagrin of companies working on a national scale, the enforceability of these clauses vary from state to state and if you’re not careful, your efforts to create predictability can be thrown into chaos if a limitation of liability clause is found to be unenforceable.

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