Dallas and San Antonio, Texas enacted ordinances that require employers to provide paid sick leave to covered employees.

The Connecticut Commission on Human Rights and Opportunities has announced that due to COVID-19, employers may request a 90-day extension to required anti-sexual harassment training for employees hired after Oct. 1, 2019.

The CDLE has published an emergency rule that temporarily requires employers in certain industries to provide paid sick leave to employees with flu-like symptoms who are being tested for COVID-19. The emergency rule took effect immediately on March 11 and will remain in effect for 30 days, or longer if the state of emergency declared by the governor continues.

The Colorado Department of Labor and Employment (CDLE) has published an emergency rule that temporarily requires employers in certain industries to provide paid sick leave to employees for certain COVID-19 related purposes. Employees may be entitled to leave if they have flu-like symptoms or other respiratory illness symptoms, are being tested for COVID-19, or received instructions from a healthcare provider or government official to quarantine or isolate due to a risk of having COVID-19.

The Arkansas Division of Workforce Services has adopted an emergency rule that requires employers to provide an unemployment insurance notice to employees upon termination. The emergency rule takes effect April 27 and expires on Dec. 31, 2020.From April 27, 2020 to December 31, 2020, employers must provide the following notice to employees upon separation from the company.

The Alaska Department of Labor and Workforce Development has adopted an emergency rule that expands the state's unemployment insurance notice requirements. The rule takes effect immediately and expires on Aug. 3, 2020, unless extended.

The Department of Labor (DOL) has released a temporary rule implementing the leave provisions of the FFCRA. This temporary rule was released on April 1 and is effective immediately. It defines key terms and makes important clarifications regarding the leave requirements.

Some states have announced plans to ease restrictions that were placed on businesses and individuals as a result of the COVID-19 pandemic. Whether or not your business is located in one of these states, you're probably starting to wonder what steps you’ll need to take to safely welcome your employees back into the workplace.