The Biden administration announced on Sept. 9, 2021, a broad action plan to combat the ongoing COVID-19 pandemic.

The Occupational Safety and Health Administration (OSHA) updated its COVID-19 guidance, eliminating inconsistencies between its recommendations and the late July update from the Centers for Disease Control and Prevention (CDC)—and simplifying matters for employers.

In explaining the policy goals, the Executive Order states, "Powerful companies require workers to sign non-compete agreements that restrict their ability to change jobs."

U.S. companies doing business with the European Union (EU) should take note of an important recent change made to the standard contractual clauses (SCCs).

Have you had COVID-19-related shutdown business interruption loss? Did your property insurer deny coverage (possibly because of the presence of a virus exclusion)?

According to the CDC, fully vaccinated people no longer need to wear a mask or practice social distancing in many situations.

The American Rescue Plan Act of 2021 (ARPA) provides another round of COVID-19 relief to individuals and businesses as well as specific mandates for employers, effective April 1, 2021.

The indictment, alongside the HR guidance released by the DOJ and the Federal Trade Commission ("FTC") in October 2016, may have implications for employers.

On January 6, 2021, the Small Business Administration ("SBA") released new guidance on the Paycheck Protection Program ("PPP"), recently revived through March 31, 2021 by the Economic Aid to Hard-Hit Businesses, Nonprofits, and Venues Act ("Economic Aid Act").

The Families First Coronavirus Response Act (FFCRA), passed as a short-term response to the pandemic, expires on December 31, 2020. The FFCRA requires covered employers to provide emergency paid sick leave...