Dallas Austin

Several pieces of legislation were passed and signed into law at the end of 2020 as part of the second round of COVID-19 stimulus relief. One of those laws was the Consolidated Appropriations Act (CAA 2021) which extends some of the relief offered under the Families First Coronavirus Response Act (FFCRA). While not as extensive as FFCRA, employers can offer some additional benefits to employees while still receiving the tax benefits allowed under FFCRA. There are limitations on time and scope that employers should study before deciding whether to offer the additional benefits allowed under CCA

On December 27, 2020, President Trump signed the into law the “Economic Aid to Hard-Hit Small Businesses, Nonprofits and Venues Act.” It is better (and easier) known as the Payment Protection Plan Part 2, of simply PPP2.  The legislation was included as part of a massive 5593-page federal budget. The PPP2 opens the door for additional assistance to small businesses struggling during the COVID-19 pandemic by appropriating more than $284 million for small business loans. The loans are available through March 31, 2021 or until the funds are exhausted. Loans made under the PPP2 will be availa

It has taken Congress and the President a while, but on December 27, 2020, the new, $900 billion COVID stimulus bill was signed into law.  The law extends some of the protections that have been in place during 2020 and adds others, including: Direct stimulus payments; Renewal of unemployment benefits; Renewal of the Paycheck Protection Program (“PPP”); Funds to equip schools with protection equipment; Extension of tax deferred payments; Extension of eviction ban and rental assistance; Nutrition assistance including assistance to food banks; and Funds for vaccine development and distrib

The first trucks carrying a vaccine to COVID-19 left Pfizer in mid-December 2020. As the government calls it, “Operation Warp Speed” has begun. A vaccination for COVID-19 is being distributing all over the country and in the coming weeks will be available for use by the average American worker. Given the significant impact that COVID-19 has had on workplaces, employers may consider imposing mandatory COVID-19 vaccination programs depending on their respective industries, work environments, and cultures. If the employer does not impose mandatory COVID-19 vaccination of its employees, then i

With COVID-19 vaccines seemingly on the horizon, employers may be tempted to require all employees to get vaccinated with an FDA-approved serum to maintain a safe workplace for all employees.  Before implementing such a requirement, however, employers should consider and balance several important factors. Consideration No. 1: Can an employer require employees to obtain a COVID-19 vaccine a condition to returning to work? The answer in Texas is Yes and No. Texas is an at-will employment state, allowing employers to establish conditions of employment. Employers can set health and safety conditi