On Wednesday, June 10, key Senate Democrats promised to push forward the Prioritized Paycheck Protection Program Act (P4), legislation that would guarantee another round of forgivable loans for the smallest small businesses through October 1. If enacted, P4 would have stricter eligibility requirements than was the case in the first round...
Governments, pharmaceutical companies and medical researchers around the world are racing to produce a vaccine for COVID-19, as well as potential drugs to fight the virus in those who contract it. The numbers show at least 70 reported potential vaccines and 150 other drugs for treatment that are in development...
Many employers are rightfully concerned with how best to manage the business and financial impact and implications of the COVID-19 outbreak and resulting closures and dislocations. Some are considering temporary furloughs of workers as an alternative to terminations or reductions in force (“RIFs”). Below, we provide a general overview of these employer...
We are pleased to announce that RPJ Partner Deena R. Merlen, who heads RPJ’s Connecticut practice, has been appointed as Chair of the Connecticut Chapter of the Licensing Executives Society (LES) of the USA and Canada, an independent professional organization that facilitates global intellectual property commerce through education, networking, standards...
On February 7, FedEx announced that FedEx Express, its operating company that promises “day-definite” deliveries, would start outsourcing some of its home deliveries to FedEx Ground. The Memphis-based publication The Commercial Appeal picked up the story, describing that protection of employees of the two operating arms falls under two different...
After building up laws against sexual harassment in 2018, in 2019 New York State enacted additional legislation that further clarified and expanded protections available to workers under the New York State Human Rights Law (NYSHRL), as we previously discussed in this article. A number of the new requirements took effect in...
New York employers have just two more weeks in which to comply with the sexual harassment prevention training requirements under New York State law. If you are an employer in New York and have not already provided sexual harassment prevention training to your employees, you must do so by October...
For almost fifteen years, California law has required that employers of 50 or more employees provide sexual harassment prevention training at least once every two years to employees in supervisory roles, and within six months of employees being hired or promoted to supervisory roles. In the wake of the #MeToo...
By Jill Kahn Marshall In a continuation of the 2018 push for new and stronger laws addressing harassment in the workplace in the wake of the #MeToo movement, the New York State Legislature was at it again last month, expanding many of the newly strengthened provisions addressing sexual harassment to...
In further support of companies and entrepreneurs, tomorrow evening RPJ Partner Deena R. Merlen and Associate Niki Bhargava will be speaking at The Boss Lady Pitch, a competition showcasing female startup founders that brings together Fairfield County business owners, entrepreneurs and artists representing a range of creative professions and ultimately...