The Soto Law Group, P.A.

COVID-19 Small Business Administration Programs To support small businesses during the Coronavirus (COVID-19), the government has adopted various economic relief programs. This article will cover four major programs operated by the Small Business Administration (SBA).   The Paycheck Protection Program (PPP)   The Paycheck Protection Program is designed for people who run small businesses. This is an ambitious program both in volume and conditions. Under this program, approximately $349 billion has been allocated. The small business owners who are suffering due to the Corona pandemic will be able to recoup a portion of payroll through this program.  Apart from small business establishments, many non-profit organizations will be eligible for this loan. Even tribal businesses are included in the list. This will also be an opportunity for independent contractors and self-employed youths, provided they fulfill all the conditions to get a loan....

HOW WILL THE NEW FMLA LAWS AFFECT YOUR BUSINESS? With the continuous spread of Coronavirus (COVID-19) and its impact on public health, business owners are urged to stay up to date on the amended employment laws.  Whether employees are calling out due to illness or childcare complications, it is vital for employers to know how these new laws affect their business and their employees.  For those employers with less than 500 employees, H.R. 6201 Families First Coronavirus Response Act [1] has expanded the Family and Medical Leave Act (FMLA).  Under Division C – Emergency Family and Medical Leave Expansion Act, there now exists emergency paid leave benefits as it relates to COVID-19.  This new enactment allows an employee (employed for at least 30 calendar days by employer) to take emergency leave from work for reasons related to COVID-19 The emergency paid leave under §102(a)(1)(F), may consist of unpaid leave for the first 10 days.  Beyond that,...

             The Equal Employment Opportunity Commission (EEOC) recently issued new Enforcement Guidance regarding employers’ criminal background policies, taking a tougher stance against blanket employment policies that automatically reject job candidates with criminal records. The new Enforcement Guidance is rooted in the EEOC’s long-held view that an employer’s use of criminal history information has a tendency to disproportionately and adversely affect minority groups and, thus, violate Title VII.               Previously, employers had to consider three criteria when making the decision to hire an applicant with a criminal background: 1) the nature and gravity of the offense or conduct; 2) the time that has passed since the offense or conduct and/or completion of the sentence; and 3) the nature of the specific position the applicant has applied for.  ...