Thanks to COVID-19, many employers are still permitting some or all of their employees to work remotely. While telework presents a whole host of complications for employers, one of the primary concerns—or what should be a primary concern—among employers is properly tracking and calculating work time.

It’s a common belief in business—a formal, signed contract is required to actually form a contract.  Until pen is put to paper on a nice, neat document, complete with signature lines dutifully placed at the bottom of the last page, there is simply no “deal.”  Right?

Following an Executive Order by President Trump, the Centers for Disease Control and Prevention (CDC) announced a temporary eviction moratorium intended to prevent the further spread of COVID-19, effective through December 31, 2020.

Governor Abbott issues Executive Order mandating face coverings in public places in Counties with 20 or more positive COVID-19 cases

On Friday June 19, 2020, Harris County Judge Lina Hidalgo signed an Order Regarding Health and Safety Policy and Face Coverings.

On June 15, 2020, the United States Supreme Court issued an opinion on three separate cases: Bostock v. Clayton County, Georgia, No. 17–1618; Altitude Express, Inc., et al. v. Zarda et al., as Co-Independent Executors of the Estate of Zarda, No. 17–1623; and R.G. & G.R. Harris Funeral Homes, Inc. v. Equal Employment Opportunity Commission et al., No. 18–107.