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Meyer Suozzi’s Update & Response to COVID-19
To Our Clients and Friends:

To protect the health and safety of our clients, staff, families, and our community at large, we are taking every necessary precaution to curtail the spread of the COVID-19 virus.  As of the end of business on Monday, March 16, 2020 through Sunday, March 29, 2020, Meyer Suozzi’s workforce shifted to a remote environment.  We are meeting with our clients on a virtual basis, and participating in telephone or remote teleconferences. It should be noted that following our decision, effective immediately, that starting on March 22, 2020, Governor Cuomo issued a statewide executive order for businesses, mandating that a all workers in non-essential businesses are require to stay home until further notice. This mandate excludes only those businesses that provide food, healthcare, shipping and supplies. Moreover, the Governor indicated that if the spread of the virus does not level off, further workforce restrictions will be implemented.

Be assured that Meyer Suozzi’s technological capabilities provide secure state of the art remote access to our electronic file server and emails.  Additionally, our attorneys and staff have all the supplies and resources necessary to operate remotely without interruption as we continue to be diligent and attentive to our clients’ legal needs and provide effective representation to our clients.

As we navigate these extremely challenging times, our offices will provide our clients and friends with updated information about our operations.

We wish you good health and thank you for your continued trust in Meyer Suozzi.

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Labor department releases required poster, issues first guidance on coronavirus response act

 

The U.S. Department of Labor has released the first of periodic guidance to help employers and employees understand their obligations and protections under phase II of the Families First Coronavirus Response Act, which will take effect April 1.

Among other provisions, phase II will require most employers with fewer than 500 employees to provide 12 weeks of protected leave to eligible employees who are unable to work because their child’s school or place of care is closed or their child care provider is unavailable due to the COVID-19 pandemic, which is a public health emergency. Employees who are unable to telework are included in the provision.

The U.S. Secretary of Labor has the authority to exempt small businesses with fewer than 50 employees from providing that protected leave if the business demonstrates that the leave requirements would “jeopardize the viability of the business as a going concern.” The labor secretary can also exclude certain health care providers from the definition of eligible employees.

As of this writing, the Department of Labor has not determined the specific criteria that those small businesses would need to meet in order to take advantage of the exemption, but is expected to do so before the new requirement, which amends the Family Medical Leave Act, takes effect April 1. The emergency amendment is set to expire Dec. 31. CDA will communicate the criteria to dentists when they become available.

The new DOL guidance includes a fact sheet for employers, a fact sheet for employees and a Q&A. The employer fact sheet details the requirements of the act, qualifying reasons for leave, duration and pay calculation of leave, penalties and enforcement and tax credits.

Tax credits for employers

Employers that are required to comply with the emergency leave will qualify for a dollar-for-dollar reimbursement through tax credits for all qualifying wages paid to an employee who takes leave under the act for a qualifying reason, up to the appropriate per diem and aggregate payment caps. THE DOL guidance states that applicable tax credits also extend to amounts paid or incurred to maintain health insurance coverage.

New poster for placement in dental office

A poster published by the labor department detailing employees’ rights under the Families First Coronavirus Response Act is also now available. Each covered employer must post a notice of the act’s requirements in a conspicuous place on its premises. Or, an employer can satisfy the posting requirement by emailing or direct mailing the notice to employees or posting the notice on an employee information internal or external website. The downloadable poster covers paid-leave entitlements, employee eligibility, qualifying reasons for leave related to COVID-19 and enforcement.

CDA will update members as soon as the Department of Labor publishes the criteria that small businesses with fewer than 50 employees will need to meet to qualify for the exemption as well as potential exemptions for certain health care personnel, which may include dental staff. Watch the newsroom and cda.org/covid19 for updates.

 

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