Posts tagged Paycheck Protection Program.
As Ohio businesses prepare to re-open, a question that has frequently come up is what to do about employees who refuse to return to work. We are referring to employees who are not sick or under any quarantine orders but do not want to return to work. Their reluctance is usually based on (1) fear of being exposed to COVID-19, (2) a lack of childcare because schools and daycares are closed or social distancing with nannies or other family members, or (3) making more money by staying home and collecting unemployment than they would by returning to work.
Topics/Tags
Select- Labor & Employment Law
- Employment Law
- Wage & Hour
- Labor Law
- Discrimination
- Artificial Intelligence
- EEOC
- Americans with Disabilities Act
- Department of Labor
- Coronavirus
- NLRB
- Pregnancy Discrimination
- OSHA
- Title VII
- Harassment
- Compliance
- Workplace Violence
- Non-Compete Agreements
- Reasonable Accommodation
- Religion Discrimination
- FLSA
- Department of Justice
- Supreme Court
- National Labor Relations Board
- NLRA
- Privacy
- Diversity
- Employee Benefits and Executive Compensation
- Arbitration
- Performance Improvement Plans
- Federal Trade Commission
- FMLA
- Department of Homeland Security
- Immigration and Customs Enforcement
- Foreign Nationals
- Immigration and Nationality Act
- Employment Litigation
- Workplace Accommodations
- Overtime Pay
- Inclusion
- LGBTQ+
- Litigation
- IRS
- Social Media
- Medical Marijuana
- Employer Policies
- Disability Discrimination
- Retirement
- National Labor Relations Act
- Accommodation
- Sexual Orientation Discrimination
- Race Discrimination
- Employer Handbook
- ERISA
- ADAAA
- Unions
- Medical Cannabis Dispensaries
- ACA
- Affordable Car Act
- Employer Rules
- Whistleblower
- Sexual Harassment
- Technology
- United States Supreme Court
- Federal Arbitration Act
- Transgender Issues
- Disability
- 401(k)
- Employment Settlement Agreements
- Sixth Circuit
- Equal Employment Opportunity Commission
- Fair Labor Standards Act
- Benefits
- Class Action Litigation
- Disability Law
- Gender Identity Discrimination
- Paycheck Protection Program
- Posting Requirements
- E-Discovery
- Evidence
- Securities Law
- Environmental Law
- Family and Medical Leave Act
- Preventive Care Benefits
- Health Savings Account
- Privacy Laws
- SECURE Act
- US Department of Labor Employee Benefits Security Administration
- Representative Election Regulations
- Healthcare Reform
- Older Workers' Benefit Protection Act (OWBPA)
- Affirmative Action
- Electronically Stored Information
- Equal Opportunity Clause
- Telecommuting
- Compensable Time
- Occupational Safety and Health Administration
- Security Screening
- E-Discovery Case Law
- Electronic Data Discovery
- ESI
- Attendance Policy
- Return to Work
- Seniority Rights
- Unemployment Insurance Integrity Act
- American Medical Association
- Classification
- Confidentiality
- Disability Leave
- Equal Pay
- Fair Minimum Wage
- Federal Minimum Wage
- Genetic Information Discrimination
- Media Policy
- Misclassification
- National Origin Discrimination
- Retaliation
- Social Media Content
- State Minimum Wage
- Wage Increase
- Employment Incentives
- HIRE Act
- Social Security Tax
- Taxation
- Antitrust
Recent Posts
- Outsourcing Hiring Won’t Outsource Risk: Implications for Employers Using AI in Hiring
- No Intent, No Liability: Sixth Circuit Narrows Employer Liability for Third-Party Harassment
- AI in Hiring: The Promise, the Pitfalls, and the Response
- Two Big Beautiful Tax Deductions: What Employers Need to Know
- OSHA’s Updated Inspection Program: What Employers Should Know and Expect
- SCOTUS Lowers Bar for Reverse Discrimination Claims
- Revisiting ADA Compliance: Lessons from a Recent Court Decision
- Federal Court Strikes Down Part of EEOC Rule Requiring Accommodations for Elective Abortion Under the PWFA
- More on Equal Opportunity: Executive Order Seeks to End Disparate Impact Liability to promote Equal Opportunity
- PIP This: The Expansion of Actionable Adverse Employment Decisions in the Wake of Muldrow v. City of St. Louis