As we previously summarized, the FFCRA allows parents to take up to 12 weeks of subsidized leave if their child’s school or place of childcare is closed due to the COVID-19 pandemic.

Beginning January 1, 2021, the California Family Rights Act (CFRA) will require businesses with five or more employees to provide up to 12 weeks of unpaid, job-protected family care and medical leave annually to eligible employees.

Since our original post, the State of California has released a revised version of the COVID-19 employer playbook, which is now called the “COVID-19 Employer Playbook: Supporting a Safer Environment for Workers and Customers.” According to this updated guidance:

Amid the COVID-19 pandemic, we’ve seen a hasty shift to doing business online by many companies and organizations, including schools, colleges and universities who were thrust into online learning this past Spring. It is critical that these organizations closely examine the accessibility of their websites, podcasts and online tools for people with disabilities in order to avoid potential claims being made against them under the Americans with Disabilities Act (ADA).

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 16^th, 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.