It was updated on March 19, 2020 to address examples and information regarding COVID-19; the new information appears in bold. Statewide measures are coming as well: the State of California recently announced a “stay at home” order and identified 16 critical infrastructure sectors that will continue to operate during this crisis and the State of Pennsylvania has ordered the physical closure of all “non-life sustaining businesses.” The impact of orders to close a business or for citizens to shelter in place/stay at home will be unique to every business. New Employment Laws To Look Out For In 2021. The employee should be sent home or told to stay home and the employer should, as a general practice, take all appropriate steps to, among other things, determine with whom they have worked in close proximity in the last 14 days and notify these persons of the possible exposure without identifying the employee. Media outlets report that some form of a “shelter in place” order may be under consideration for New York City and Chicago. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} Additionally, certain employers should inform employees of their right to the paid leave provided under the Families First Coronavirus Response Act (the Act) as well as recently enacted state and local laws expanding paid sick leave. dvm360, dvm360 April 2020, Volume 51, Issue 4. Equal Opportunity Employment Commission (EEOC) issued guidance for employers on handling requests for accommodations related to the novel coronavirus, such as in cases where employees are reluctant to return to work because they are at higher risk for severe illness caused by COVID … The revisions allow WHD to enforce critical legal protections for millions of workers fully and fairly. Share This Page. /*-->*/. The site is secure.