This Friday’s Five focuses on recent updates from my firm’s webinars discussing issues facing California employers during the reopening process:

1. Paycheck Protection Program Flexibility Act of 2020 signed by President Trump on June 5, 2020

The Paycheck Protection Program Flexibility Act of 2020 was signed by President Trump this morning, June 5, 2020. We

Even during a worldwide pandemic, an employer’s legal requirements and obligations under anti-discrimination, harassment, and retaliation statutes remain in full effect.  Even though this may not be at the top of a business’ list, and given the phased reopening of the economy, employers should take the time to audit their internal policies and processes to

UPDATE:  As of May 21, 2020, the State has approved San Diego County’s expanded reopening variance. Now that the County has been given the green light, restaurants and retails will begin to reopen for in-person dining and services.  Businesses should closely and thoroughly review the County’s guidelines.  The County’s attestation documents (including its Safe Reopening

Today, May 12, 2020, Governor Newsom announced guidelines for businesses, including restaurants, to continue to open under the “expanded” Phase 2 in California.

Early Stage 2 business that were permitted to reopen on May 8 included:

  • Curb-side Retail
  • Manufacturers
  • Logistics
  • Childcare for those outside of the essential workforce

Expanded Stage 2 businesses

Businesses getting ready to re-open need to consider yet another item on the re-opening checklist: an Injury, Illness and Prevention Plan (IIPP) to address COVID-19. Title 8 of the California Code of Regulations section 3203 requires every employer to develop a written IIPP that protects employees from workplace hazards. Most California workplaces now must consider

In an interesting and surprising turn of events, the Equal Employment Opportunity Commission (EEOC), the agency responsible for enforcing federal anti-discrimination laws in the workplace, removed the Frequently Asked Questions section from its website. The FAQ provided guidance on accommodating workers with medical conditions, issues of harassment and retaliation, and a “Return to Work” due