To lower costs and avoid layoffs during difficult times, employers may consider reducing employees' regular work hours. Among other things, a reduction in hours can affect wage and hour law compliance, eligibility for unemployment and benefits, loan forgiveness under the Paycheck Protection Program (PPP), and employee morale. For those reasons, it's important to carefully consider a number of factors before reducing employees' hours.

The DOL has issued a final rule that allows employers to offer bonuses or other incentive pay to employees who are paid overtime under the fluctuating workweek method of the Fair Labor Standards Act (FLSA). The final rule takes effect August 7, 2020.

The Occupational Safety and Health Administration (OSHA) has issued updated guidance on recording occupational illnesses related to COVID-19. The guidance took effect May 26, 2020 and remains in effect until further notice.

The U.S. Supreme Court has ruled 6-3 that federal law prohibits employers from discriminating against applicants and employees because they are gay or transgender.

Chicago has published rules and enacted two ordinances that will expand coverage under the city's paid sick leave law, create new notice and recordkeeping requirements, and prohibit adverse action against employees because of COVID-19. The changes take effect on July 1, 2020.

Chicago has published final rules, frequently asked questions, and a notice for employers covered by the city's Fair Workweek Ordinance, which takes effect July 1, 2020.

The District of Columbia has enacted legislation (Act 23-305) that will require employers offering parking benefits to offer employees a transportation benefit, pay a fee, or implement a plan to reduce commuting to work by car.

The District of Columbia has enacted legislation (Act 23-301) that will require employers to provide paid voting leave.

Maryland employers with 50 or more employees must submit a sexual-harassment-disclosure survey electronically to the Maryland Commission on Civil Rights (MCCR) on or before July 1, 2020. Covered employers must complete the survey again on or before July 1, 2022. The requirements were part of Senate Bill 1010, which was enacted in 2018.