Resource Library

The pandemic triggered an increase in the number and types of requests for reasonable accommodation, particularly in connection with returning to the workplace, vaccinations, face coverings and remote work. Employers should have a process for handling potential exemption requests for any mandatory vaccination requirements and reasonable accommodation requests for disability or sincerely held religious beliefs as well as a process that complies with a dizzying array of dynamic state requirements.

Since the Spring of 2020, employers have faced enormous practical and legal challenges due to the COVID-19 pandemic. On top of navigating the practical realities of the evolving public health emergency and related regulatory guidance, employers have had to affirmatively respond to shifting legal obligations and balance human resources considerations. Employers must continue to monitor the public health and legal landscape, as well as related HR considerations.

While COVID-19 has affected virtually every single employee and employer, caregivers — women in particular — have been disproportionately affected by the pandemic as a result of the increased demands they face as caretakers at home.

This is a sample litigation hold notice in a context of termination of a plaintiff's employment.

A sample employee waiver form for attendance at a company event.

This is a sample employee handbook.

This is a sample form of collateral assignment of acquisition documents by a company to a lender, in the context of secured financings used to fund the acquisition of assets or stock of a third party.

This is a sample labor and employment due diligence checklist, for the buyer in an acquisition to assess employment-related matters of the seller.

This is a basic diligence request list that should be customized and updated to address deal-specific issues such as country-specific legal requirements and known issues arising from the target’s operations and/or deal structure.

Certain information must be investigated in conjunction with Human Resources for determining whether to pursue potential legal action against an employee who is leaving to work with a competitor.