Staying abreast of the plethora of issues facing the small businessman and woman in the normal course of business is enough of a challenge, but in light of coronavirus regulations, mandates and guidance, it is practically full-time. To help keep you aware, we note that New York, which just announced a mandatory self-quarantine for visitors coming from any of 18 states, changed its voter leave law back in April back to 2 hours of paid leave to allow workers to vote. It also requires that employers post a specific notice of the coverage for 10 days before every election. Vermont is swimming against the tide with its ban on single use plastic bags becoming effective July 1. Most state with plastic bag bans have put them on hold in deference to the possibility of contamination with reusable bags. The New Jersey Department of Labor and the Workforce has finally published the poster which state law (AB 5843) requires employers to post conspicuously regarding the misclassification of employees. The Supreme Court for the state of Rhode Island upheld the right of an employer right to terminate an employee for impairment from marijuana while in the workplace. In Colpitts v W.B. Mason, the employee had a legal medical marijuana card from the state and suffered a work-related injury. The company questioned whether he was impaired at the time of his injury and sent him for a breathalyzer, which he passed and a drug test, which he refused to take. In response, the employer terminated him, he sued, and the state’s high court ultimately upheld the termination. And with his signature on HB 2455 just last month, Illinois Governor J.B. Pritzker created a rebuttable presumption that an employee who contracts COVID-19 will be entitled to workers compensation coverage for the illness. Illinois joins Alaska, Arkansas, California, Kentucky, Michigan, Minnesota, Missouri, new Hampshire, North Dakota, Utah, Washington and Wisconsin with presumption laws on the books for COVID-19. And finally, in the District of Columbia, the DC Department of Employment Services this past Wednesday launched the new paid family leave program requiring businesses within DC to provide employees with eight weeks of paid time off to care for a new child, six weeks paid leave to nurse a sick family member and two weeks to recover from a medical emergency. The ordinance was passed into law back in 2016 and is funded by a 0.62% payroll tax that businesses have been paying since last July to the tune of $303 million since last year.