The California Department of Public Health recently released detailed guidance for employers who are trying to understand their obligations during the coronavirus pandemic. The COVID-19 Employer Playbook for a Safe Reopening is intended to help businesses plan and prepare to reopen safely and mitigate the risks for workers and customers.
Enforcement of the California Consumer Protection Act (CCPA), which went into effect on January 1, 2020, officially started on July 1st. But instead of feeling prepared, many companies are still grappling with how this legislation will impact their operations. In fact, the CCPA has been widely regarded as “unfinished business” since its expedited passage in 2018.
After years of uncertainty, the fate of the EU-U.S. Privacy Shield (“Shield”) has finally been determined. On July 15th, the EU’s highest court, the Court of Justice of the European Union (CJEU), declared the Shield to be invalid as a lawful mechanism for transferring the personal data of EU residents to the U.S.
Last month, the United States Supreme Court ruled that federal law prohibits employment discrimination on the basis of gender identity and sexual orientation. The decision confirms that Title VII of the Civil Rights Act of 1964 protects LGBTQ employees from discrimination on the basis of “sex.” This new landmark decision has immediate, practical consequences for employers. Prior to this decision, discrimination against LGBTQ employees was legal in 27 states; now, employment discrimination based on sexual orientation or gender identity is prohibited nationwide.
Last week, the Paycheck Protection Program (PPP) application deadline was extended from June 30, 2020 to August 8, 2020. According to reports from the Small Business Administration, the government agency that administers the PPP loans, approximately 4.9 million loans totaling over $520 billion have been approved, with about $130 billion in funding remaining to help small businesses. Congress is currently debating whether small, harder-hit businesses should be allowed a second round of funding under the program.
If a poll was taken of all U.S. companies using the personal information of European Union (EU) residents in connection with their business activities, most would report having taken steps to comply with the General Data Protection Regulation (GDPR). If you asked the same businesses what they have done to comply with the EU ePrivacy Directive of 2002 (also known as the “Cookies” Directive)[1], which regulates the use of cookies and other tracking technologies, many would need to admit they have not done anything.
New York-area member Stephan Grynwajc recently wrote an article comparing the key terms of the EU's General Data Protection Regulation (GDPR) and California's Consumer Protection Act (CCPA), which was featured on the blog of our UK partners, Legal Edge.
Just as the reasons why parties choose to terminate a contract will vary, so too will the nature of the relationship between the parties, as well as the complexity of the original business arrangement. Sophisticated relationships and complex deal terms often necessitate the inclusion of additional provisions in the termination agreement. In Part 2 of this series, we review those terms which are illustrative of a more complex termination arrangement:
