Swift Currie attorneys analyze legal developments, court decisions and industry updates and alert our clients to recent changes to ensure they stay abreast of issues affecting their businesses.
The American Rescue Plan Act of 2021 (ARPA) was signed into law by President Biden on March 11, 2021, with several provisions to take effect on April 1, 2021. Featured in the alert are highlights and recommendations for employers.
On Oct. 6, 2020, the Northern District of Georgia’s Judge Thrash held that an insurer was not obligated to cover losses two Georgia eateries sustained when they shuttered their dining rooms during the COVID-19 pandemic. The opinion is the first of its kind from any court in Georgia.
- 08.06.2020City of Atlanta Police Department Temporarily Halts Accident Reports for Non-Injury Automobile Accidents
The City of Atlanta Police Department (APD) is making a major temporary change to its accident response protocol in an effort “to protect the health and safety” of its staff and customers and to “mitigate the impact of COVID-19.” APD will no longer dispatch its officers to the scene of non-injury automobile accidents. Instead, APD has directed that individuals involved in a non-injury automobile accident should fill out a SR-13 form.
Georgia and Alabama courts at the federal and state level have modified their operations in response to COVID-19. The latest updates regarding deadlines, openings and stays are reflected in this guide.
As many employers begin re-opening, many child care facilities still have not. On June 26, 2020, the Department of Labor (DOL) issued guidance focusing on summer camp and summer enrichment program closures as a basis for paid leave under the Families First Coronavirus Response Act (FFCRA).
According to OSHA's revised guidance, effective May 26, 2020, COVID-19 is a recordable illness and employers are required to record cases if certain criteria are met.
On April 23, 2020, the Equal Employment Opportunity Commission (EEOC) provided revised guidance regarding employers’ obligations with respect to anti-discrimination laws, amid the challenges posed at the workplace and to the workforce by the COVID-19 pandemic. While this guidance may not provide answers for every situation, it highlights issues employers will have to consider before making decisions that affect their employees.