Seyfarth Synopsis:
As
expected, on Friday, March 12, 2021, Governor Andrew Cuomo signed
New York State s COVID-19 Vaccine Paid Leave Bill into law. The
law took immediate effect and will expire on December 31,
2022.
On March 12, Governor Cuomo
signed legislation granting public and private employees
up to 4 hours of paid leave per COVID-19 vaccine injection. As
reported in our prior
alert, it is not clear whether the bill, which took effect
immediately, will be retroactively effective for those employees
who received a COVID-19 vaccine before March 12, 2021. It is also
not clear whether, if COVID-19 vaccine paid leave does have
retroactive effect, how employers should handle other paid time off
Introduction Gig was a word mostly used in the entertainment
industry to express temporary/incidental employment. Gig economy
can be defined as the ex ante specified, paid tasks carried out by
independent contractor (or workers? or employees?) and is still
small but expected to grow. The growth has accelerated since
COVID-19 pandemic mostly via online platforms that mediate flexible
labor, so much so that platform economy has become a
common term as well. Most popular platforms are Uber, AirBnb,
Glovo, Deliveroo, TaskRabbit, Didi. Though it has been subject to
interest of scholars, unions and policymakers, there is not an
agreed conceptualization and uniform framework.
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California s supplemental paid COVID-19 sick leave (covered
here) expired on December 31, 2020. The
Families First Coronavirus Response Act (FFCRA) also expired on
December 31, 2020. Nevertheless, many local jurisdictions have
extended emergency paid sick leave to employees affected by the
COVID-19 pandemic. An employee may be entitled to use the leave for
a variety of reasons-from being subject to quarantine to
experiencing symptoms to caring for another. The local emergency
paid sick leave ordinances generally have a pay limitation similar
to the FFCRA, capping paid supplemental sick leave at $511 per day
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In
Burnett v. Ocean Properties, Ltd., et
al., the First Circuit Court of Appeals upheld a jury
verdict for the plaintiff in his failure to accommodate claim under
the Americans with Disabilities Act (ADA) and the Maine Human
Rights Act (MHRA). The court s opinion provides a useful
reference for the single integrated employer test for
liability under the ADA. More significantly, it is an important
reminder for employers regarding how seriously to evaluate
accommodation requests, how promptly to respond to them, and how
informed employees should be throughout the process. The First