The federal government passed the Families First Coronavirus Response Act (“Act”) on March 18, 2020 with an effective date of April 1, 2020.  The Act requires employers with fewer than 500 employees to provide paid leave to employees under an amendment to the Family and Medical Leave Act known as the Emergency Family and Medical Leave Expansion Act, as well as the Emergency Paid Sick Leave Act.  This leave is available for employees through December 31, 2020.

The Department of Labor issued FAQs on March 24, 2020 (“DOL FAQs”), which are updated frequently and provide answers to a vast number of topics.  See https://www.dol.gov/agencies/whd/pandemic/ffcra-questions. Note that even previously answered questions are sometimes modified later. A good practice is to check back daily to the Department of Labor Coronavirus Resources website (https://www.dol.gov/coronavirus) for further information and updates.

The Department of Labor has also issued regulations pursuant to the Act, which can be found at https://www.ecfr.gov/cgi-bin/text-idx?SID=f2e549b7d707e617546a290a5e7a0331&mc=true&tpl=/ecfrbrowse/Title29/29cfr826_main_02.tpl).

Basic questions on the Emergency Paid Sick Leave Act as well as the Emergency Family and Medical Leave Expansion Act are answered below.  Please contact Gutwein Law for further information, to request policies, or to discuss your company’s specific circumstances.

In continuation of our recent commentary on COVID-19, we're going to use this article to examine force majeure clauses. While most of our questions so far have come from our sports clients, all of whom are materially impacted by the sudden and nearly simultaneous prohibition against public gatherings around the world, the issue is applicable to any business that is obligated to provide goods or services to another party.

Translated from French, force majeure means superior force. The idea is that something greater than ourselves caused us not to perform a contractual obligation, despite our earnest desire to do so. 

It is no surprise that the health pandemic of COVID-19 is affecting businesses across the globe. To provide greater context on COVID-19, here are a few links to useful resources:

In a lesser known song about Denver, Colorado, Jimmy Buffett sings “winter dictates everything from frost to naked trees.” This statement couldn’t be more apropos regarding the 2020 Outdoor Retailer Snow Show this year. Anyone and everyone in the business of gear for surviving the harsh and slippery conditions of winter, enjoying a ride down a powdery slope, and imbibing a cocktail in an insulated mug for après ski is represented. 

This past week I had the pleasure to check in on a few clients and take in the Snow Show in all of vast expanse and glory. It truly is a great show and definitely a great place to get a sneak peek of the improvements and innovation hitting the shelves next winter. Given that innovation is a focus of the show and its many attendees, I thought I may be able provide a little perspective as it relates to my area of expertise and perhaps help some of those up and coming designers, developers, and companies looking to make an impact in future years.

On December 3, 2019, the Indiana Supreme Court clarified the limited power courts have to revise non-competition agreements.  While Indiana is a “blue pencil doctrine” state, courts won’t do your drafting for you.

The facts of the case, Heraeus Medical, LLC, v. Zimmer, Inc., et. al., 135 N.E.3d 150 (Ind. 2019), are these: