Vigilant Blog

News, trends and analysis in employment law, HR, safety & workers' comp

Showing posts by Sean Brown

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Apr 30 2020
COVID-19Safety and Health  

IDAHO: Governor announces criteria and stages for reopening state

On April 23, 2020, Idaho Governor Brad Little issued criteria for reopening Idaho in stages to reduce the risk of spreading COVID-19 (coronavirus). The governor launched a new website, Idaho Rebounds – Our Path to Prosperity, which includes a specific section detailing the stages of reopening. As we recently reported, the…

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Apr 23 2020
COVID-19Safety and Health  

WASHINGTON: L&I tackles COVID-19 safety for ag & food workers

Washington’s Department of Labor and Industries (L&I) recently released new requirements and suggestions for agriculture and related industry employers to help prevent the spread of COVID-19 (coronavirus). L&I released a general fact sheet containing requirements and suggestions for all agriculture and related industries and another that’s specific to food processing and warehouse…

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Apr 16 2020
COVID-19  

IDAHO: Stay home order extended to April 30; business list expanded

The Idaho Department of Health and Welfare extended its Order to Self-Isolate through April 30, 2020. The order, which as we previously reported was originally in effect through April 15, 2020, prevents individuals from leaving homes unless they engage in essential activities or essential business services. In addition to extending the time…

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Apr 16 2020
COVID-19  

MONTANA: Stay-at-home order extended to April 24, 2020

Governor Steve Bullock extended his Stay-at-Home Directive through April 24, 2020. The order, which as we previously reported, was originally in effect through April 10, 2020, prevents individuals from leaving home unless they engage in essential activities or essential business services. The new expiration date is contained in the State…

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Apr 09 2020
COVID-19Safety and Health  

CDC guidance on risk assessment continues to evolve

The Centers for Disease Control and Prevention (CDC) has issued new guidance on when it’s okay for critical infrastructure workers to return to work after potential exposure to someone with confirmed or suspected COVID-19 (coronavirus). “Exposure” means the employee shares a household with an infected person, or was in close contact with them in the…

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Mar 31 2020
COVID-19Leave Laws  

DOL continues to issue and change informal FFCRA guidance

As we previously reported, the Department of Labor (DOL) has begun issuing informal guidance surrounding the Families First Coronavirus Response Act (FFCRA) via an ever-expanding and changing set of questions and answers on the paid leave that is available beginning April 1, 2020. We’re hoping the DOL will issue actual rules…

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Mar 27 2020
COVID-19  

IDAHO: Order issued to self-isolate for non-essential activities

On March 25, 2020, Dave Jeppesen, Director of the Idaho Department of Health and Welfare, issued an Order to Self-Isolate for the State of Idaho, which requires all Idaho residents to self-isolate and all non-essential businesses to close from 1:30 p.m. on March 25, 2020, until 11:59 p.m. on April…

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Mar 10 2020
Wage and Hour  

Prior salary still doesn’t justify pay differences under EPA

Employers can’t use prior salary history to justify paying employees less than their opposite-sex colleagues, the U.S. Ninth Circuit Court of Appeals has confirmed. The federal Equal Pay Act (EPA) allows employers to explain pay differences between men and women performing equal work by pointing to seniority, merit, production, or any “factor other than…

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Dec 23 2019
Employee BenefitsLeave Laws  

Washington Paid Family & Medical Leave rules finalized; access our resources

January 1, 2020, the date your employees will be able to apply for Washington Paid Family and Medical Leave (WPFML) benefits, is right around the corner. Here’s an update on where things stand and a reminder about our resources: Rulemaking: The Washington Employment Security Department (ESD) has completed its rulemaking (click the…

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Jul 16 2019
Wage and Hour  

California employers must pay, even for brief periods of work

Nonexempt employees must be paid for all time worked under California’s Labor Code, even very brief periods of work, according to a recent opinion from the Ninth Circuit Court of Appeals. In general, nonexempt employees (often called hourly employees) must be paid for all time spent performing work, but federal law…

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