News

The return to school this academic year will be much different as a result of COVID-19. While some schools will return to the classroom, others will start with distance learning or take a hybrid approach. Depending on the circumstances, these different approaches can trigger employee eligibility for paid leave to care for their children. In this Tip, we address seven scenarios to consider this back-to-school season.

Development Series: It's all about you!

October 2020 webinars for employees, managers and compliance.

ADP Virtual Classroom Schedule:

August & September 2020 webinars for employees, managers and compliance.

While workplaces across the country begin to gradually reopen and employees return to work, employers have to make sure they’re up to date on the latest COVID-19 compliance information in order to avoid costly wage and hour landmines. To help, ADP® has partnered with ComplianceHR and Littler law firm to bring you our latest “COVID-19 Compliance” webinar, designed to help your company better uncover and correct COVID-19 related wage-hour compliance.

At the beginning of the year, we identified five compliance trends to watch in 2020. Then, the COVID-19 pandemic hit. While the pandemic has played a large role in the types of laws and regulations we've seen over the past few months, earlier trends are still relevant. Below are recent developments in four major employment areas: paid leave, discrimination, minimum wage, and overtime.

Let’s talk about fog, shall we? Fogged up glasses, to be specific. If you wear eyeglasses and have to venture out into the world for anything, it’s likely that this is a problem that you’ve faced. That’s because these days, going out into the world safely, means wearing a mask that covers your nose and mouth to help stop the spread of the coronavirus (COVID-19). 

The U.S. Supreme Court has ruled 6-3 that federal law prohibits employers from discriminating against applicants and employees because they are gay or transgender.

The Occupational Safety and Health Administration (OSHA) has issued updated guidance on recording occupational illnesses related to COVID-19. The guidance took effect May 26, 2020 and remains in effect until further notice.

To lower costs and avoid layoffs during difficult times, employers may consider reducing employees' regular work hours. Among other things, a reduction in hours can affect wage and hour law compliance, eligibility for unemployment and benefits, loan forgiveness under the Paycheck Protection Program (PPP), and employee morale. For those reasons, it's important to carefully consider a number of factors before reducing employees' hours.