A lawyer’s ethical obligations when working remotely are outlined in a new opinion issued by the American Bar Association nearly a year after most attorneys set up shop at home in response to the COVID-19 pandemic.
A recent decision by a New York state Supreme Court Justice could have a significant impact on businesses struggling to pay rent because of the COVID-19 pandemic.
An escalation in cyberattacks and data security incidents has posed severe threats to law firms of all sizes.
Faced with many more remote workers than ever before and little certainty as to when they may return on-site, employers find themselves navigating difficult compliance issues, especially in regard to remote workers who have chosen to relocate to a new state.
The uncertainty of the pandemic has inspired more parties to choose mediation, even when having to do so virtually. I urge you to use this excellent vehicle to see whether you can settle your client’s case (or at least narrow the disputed issues).
While the COVID-19 pandemic put employment litigation matters on hold last year, attorneys expect it to not only resume, but pick up substantially as employment issues related to the pandemic come to the forefront in the short-term.
COVID-19 has impacted litigation across the board, with economic uncertainties and delays getting trial dates prompting some clients to settle or mediate cases rather than having their day in court.
In light of the travel and other factors that may place a burden on workers, the latest round of federal coronavirus relief, dubbed the American Rescue Plan Act of 2021, expands qualified reasons for paid sick leave under the Families First Coronavirus Response Act to include employees’ time spent obtaining and recovering from the vaccine.
Fewer than 1% of employers currently mandate COVID-19 vaccination for all employees, and just 6% plan to do so once vaccines are readily available and fully approved by the Food and Drug Administration, according to employment law firm Littler Mendelson’s COVID-19 Vaccine Employer Survey Report.
Employers should remain aware of the different types of federal and state leave that may be available to an employee who needs to be absent from work for reasons related to COVID-19.