Skip to content
Home
  • Careers
  • Contact Us
  • About
  • People
  • Business Services
  • Personal Services
  • The Latest

About Shulman Rogers

About Shulman Rogers
Diversity
Community
Careers

Our People

View All Attorneys
Attorneys
Paralegals
Key Administrative Staff
Women in Law
Careers

Business Services and Industries

View All Business Services & Industries
  • Business and Financial Services
  • Cannabis Law
  • Commercial Lending
  • Employment and Labor Law
  • Entertainment Law
  • Government Contracts
  • Hospitality Law
  • Intellectual Property
  • Litigation
  • Mergers and Acquisitions
  • Startups and Emerging Growth Companies
  • Real Estate
  • Tax

Personal Services

View All Personal Services
  • Civil Litigation
  • Criminal Defense
  • Divorce and Family Law
  • Guardianship
  • Medical Malpractice
  • Personal Injury
  • Dental Medical Malpractice
  • Real Estate
  • Wills, Trusts, Estates and Probate
View Services A-Z
  • Home
  • About
    • About Shulman Rogers
    • Diversity
    • Community
    • Careers
  • People
    • Attorneys
    • Paralegals
    • Key Administrative Staff
    • Women in Law
    • Careers
  • Business Services
  • Personal Services
  • The Latest
  • Careers
  • Contact Us

The Latest

Employment Law Alert: How Federal Contractors Will Be Impacted By The Government Shutdown

September 29, 2023


It is unfortunately likely that the federal government will shut down after funding expires this Saturday. This Alert discusses many of the significant employment-related issues caused by the shutdown. Contractors who are required to stop work will need to decide whether to continue to pay employees for the period of the shutdown, reassign employees to unaffected contracts, require employees to take paid or unpaid leave or lay off/furlough employees.

 

Wage and Hour Issues

Under the federal Fair Labor Standards Act (“FLSA”), a federal contractor may make mandatory deductions from an exempt employee’s paid leave or other leave banks for a full or partial day’s absence during a shutdown, furlough or reduced hours plan without affecting the employee’s FLSA-exempt status, as long as the employee receives their full salary.  However, federal contractors will need to be mindful of applicable state wage and hour laws before requiring the use of paid time off.

Federal contractors can withhold payment for any full week in which an exempt employee does not work.  However, payment cannot be withheld if an exempt employee performs any work during a furlough week.  Non-exempt employees who perform work must be paid for all time worked.  Accordingly, federal contractors should instruct employees not to perform any work while on furlough.

Potential layoffs may trigger the federal Worker Adjustment and Retraining Notification Act (WARN Act), which generally requires covered employers to provide 60 days’ notice to employees affected by a plant closing or mass layoff resulting in an “employment loss.”  An “employment loss” is defined as: (1) a termination, (2) a layoff exceeding 6 months, or (3) a reduction in an employee’s hours of work of more than 50% in each month of a 6-month period.  If the shutdown lasts for more than 4 months, federal contractors will need to consider whether to provide the notices required under the WARN Act.  Federal contractors also will need to consider applicable state laws governing employer obligations that may be triggered by layoffs.

 

Employee Benefits Issues

Federal contractors may also need to consider the shutdown’s impact on employee benefits.  For example, federal contractors should consider how they will handle a furloughed employee’s portion of insurance premiums if the shutdown lasts longer than anticipated.   In addition, a furlough or reduction in hours may cause employees to lose coverage under the employer’s health plans.  In that case, affected employees could be eligible for COBRA continuation coverage, and the employer would need to send out COBRA notices.

Federal contractors should be aware that employees who are furloughed may be eligible for unemployment insurance benefits.  State laws vary on eligibility for benefits, and may require the employer to provide certain notices to employees at the beginning of the furlough.

Federal contractors should reach out to their contracting agencies for guidance on the status of their contracts.  If you have any questions about this Alert, we encourage you to contact your Shulman Rogers attorney for solutions and recommendations.

 

CONTACT

Meredith “Merry” Campbell

Joy C. Einstein

Alexander I. Castelli

Drew T. Ricci

 

MORE INFORMATION

The contents of this Alert are for informational purposes only and do not constitute legal advice. If you have any questions about this Alert, please contact the Shulman Rogers attorney with whom you regularly work or a member of the Shulman Rogers Employment and Labor Law Group.

To receive Employment Law Alerts and other timely news and information from Shulman Rogers, please click HERE to subscribe.

Stay up to date with all the latest news and events.

Receive Our Newsletter
  • Facebook
  • LinkedIn
  • Instagram
Receive our Newsletter
12505 Park Potomac Avenue
Potomac, MD 20854
PH: 301-230-5200
8200 Greensboro Drive
Suite 701
McLean, VA 22102
PH: 703-684-5200
1100 New York Avenue NW
West Tower, Suite 800
Washington, DC 20005
PH: 202-872-0400
277 South Washington Street
Suite 310
Alexandria, VA 22314
PH: 703-682-8267
The Banner Building at McHenry Row
1215 East Fort Avenue, Suite 301
Baltimore, MD 21230
PH: 410-520-1340
  • © 2025 Shulman Rogers
  • Privacy Policy
  • Disclaimer
  • Careers
  • Contact Us