Discussion focusing on §1110 of the Coronavirus Aid, Relief, and Economic Security Act, also known as CARES Act. The section focuses on Economic Injury Disaster Loan (“EIDL”), which also contains a grant component for small businesses. EIDL is yet another package adopted by Congress designed to help small businesses to survive economic downturn caused by COVID-19. Application link is available at https://covid19relief.sba.gov/#/.
Discussion focusing on Sections 1102 & 1106 of the Coronavirus Aid, Relief, and Economic Security Act, also known as CARES Act. CARES Act Sec. 1102 covers essentials for obtaining loan under Paycheck Protection Program. CARES Act Sec. 1106 covers steps leading to forgiveness of the loan obtained under Paycheck Protection Program.
Discussion focusing on Sec. 2302 of the Coronavirus Aid, Relief, and Economic Security Act, also known as CARES Act. CARES Act Sec. 2302 Covers Delay of Payment of Employer Payroll Taxes.
Discussion focusing on Sec. 2301 of the Coronavirus Aid, Relief, and Economic Security Act, also known as CARES Act. CARES Act Sec. 2301 Covers Employee Retention Credit for Employers Subject to Closure Due to COVID-19.
Legal resource entities – Thomson Reuters and Walters Kluwer – launched free resource portal, which can be useful to practitioners. In addition to news updates related to specific area of law, these portals provide sample language and forms. Legal practitioners advising small businesses on payroll, loan, and financing issues, can find these portals especially useful. Here are the links: Thomson Reuters: https://uk.practicallaw.thomsonreuters.com/w-024-5087?transitionType=Default&contextData=(sc.Default)&firstPage=true&bhcp=1#co_anchor_a769721 Walters Kluwer: https://lrus.wolterskluwer.com/campaign/coronavirus-resources-tools-covid-19/ Thomson Reuters and Walters Kluwer, Thank You!
Now human resources professionals are officially guided by Justice to refrain from certain acts when competing for talent. October 2016 Guidance provides pointers which include employer agreements: Not to recruit certain employees; Not to compete in terms of compensation; Boycotting temporary employees; Fees and terms of compensation for contractors. Guidance cites enforcement actions on entities that came under its radar, including: Arizona Hospital & Healthcare Association, eBay, Intuit, Lucasfilm and Pizar, Adobe, Apple, Google, Intel, Intuit, Debes, Council of Fashion Designers of America. According to Justice, these entities entered into agreements that violate Sherman Antitrust Act. The guidance does not stop at “agreements”, but goes further to proscribe “sharing sensitive information.” Even if an individual does not agree explicitly to fix compensation or other terms of employment, exchanging competitively sensitive information could serve as evidence of an implicit illegal agreement.
New York City stands out from the rest of the country for its friendlier laws towards working people (i.e. those whose living depends on salaries and wages they receive in exchange labor). New Yorkers have NYC Commission on Human Rights that stands on guard and protects them against discrimination in employment based, among other things, on disability. If employee who is living in New York City suffers from disability, then his or her employer must provide a reasonable accommodation (i.e. accommodation that does not overly burden the employer) to that person. NYC Hum. R. L. § 8-102(18) (defining “reasonable accommodation”); NYC Hum. R. L. § 8-107(15) (requiring reasonable accommodation to the needs of person with disabilities). But what happens if your family or loved one becomes disabled such that you need to care for him or her? Care requires both time and financial resources. Income becomes more important and time to make that income becomes more scarce. Need to care for your disabled friend may mean tardiness to work, early leaving, and increased absenteeism. Employee with disabled friend frustrates the employer – usually a rational corporate entity – with focus on efficiency and profits. “Naturally,” employer will look for…
I. Introduction Under current immigration laws the unsanctioned entry in the United States is a crime and those who have entered unlawfully are subject to deportation. Aliens that are able to evade the lawful channels of immigration system and obtain employment in New York can be entitled to state remedies available to any lawful plaintiff. Undocumented alien entitlement to compensation based on New York backpay and future earnings, notwithstanding the immigration status, throws a challenge to immigration policies promulgated by Congress in the Immigration and Nationality Act (hereinafter INA), as amended by Immigration Control and Reform Act (hereinafter IRCA). When politically charged issue of immigration collides with a heated issue of labor the controversial eruption is inevitable. With “war on terror,” economic troubles and most recently healthcare, being the most pressing issues of the time, Congress is unlikely to draw a clear demarcation line between jurisdictional overlap of the federal immigration and state employment laws. Acutely divided along the partisan lines our legislative branch would not willingly pick a hot potato that is relatively small in scope. Without clear congressional guidance, nation’s state and federal judiciary faced a challenging task of reconciling state remedies with federal immigration laws. In New…