Labor & Employment - Public Sector Articles

On March 18, 2020, President Trump signed into law the Families First Coronavirus Response Act (“Act”) which will provide some relief to certain American workers and employers in the wake of the coronavirus pandemic. There are two sections of the Act which require covered employers to provide eligible employees with paid leave for reasons related to the pandemic: the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act.

Yesterday (November 22, 2016), a federal judge in Texas granted an emergency motion for preliminary injunction blocking, at least temporarily, the implementation of the Department of Labor’s new rule which amended certain regulations to the Fair Labor Standards Act (FLSA) and was to take effect on December 1, 2016.

The U.S. Department of Labor’s final rule updating the overtime regulations has just been announced.

Earlier this year, President Obama directed the Secretary of Labor and the DOL to reform the current "white collar" exemptions to increase the number of persons entitled to overtime under the FLSA. The finalized rules are expected to take effect in or near June, 2016.

The implementation of the Affordable Care Act (ACA) has significantly altered the landscape of employment and employee benefits, and new final regulations promulgated by the federal government continue that trend.

On February 12, 2014, the Internal Revenue Service issued final regulations with respect to the Affordable Care Act (ACA). The regulations are effective for periods after December 31, 2014, but may be relied on at the present time. This overview will provide a summary of the regulations and subsequent articles will address specifics.

In a story that has made recent headline news, approximately fourteen employees of the Elizabeth R. Wellborn Law Firm in Deerfield Beach Florida were fired on Friday, March 16 for wearing orange shirts.