Practical Guidance for Employers Handling the Coronavirus

CARES Act: SBA Loans and the Paycheck Protection Program

The federal government has passed the ‘third phase’ of emergency legislation, called the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”), in response to the present outbreak of coronavirus/COVID-19. 

The 880-page piece of legislation includes information on available SBA loans for employers, what those funds can and cannot be used for, as well as the forgivability of those loans.

CEDR Solutions is not able to offer guidance to employers on the subject of small business loans, so you will need to work with your CPA or bank to determine your business’ best course of action with respect to the CARES Act.

Still, we’ve provided a brief summary of the legislation and how it applies to your business on our blog.

Click Here to Read the CARES Act/PPP Loan Blog

Unemployment Eligibility Drastically Expanded Under the CARES Act

The federal government has extended the availability of unemployment benefits to cover many individuals who would not otherwise have coverage during the current pandemic. This includes coverage for parents who have to take care of children, coverage for the self-employed, coverage for individuals who have yet to start a new job, and more. Read the full blog for details.

Click Here to Read About Expanded Unemployment Benefits

Jump to a Topic

• What if the office needs to close?
• If I close my office and my employees are not working, I can’t afford to pay everyone’s full salaries. Can I pay them a reduced rate?
• What happens to health insurance if I am closed?
• Skip to Next Section  

What if the office needs to close?

As a result of the outbreak of COVID-19, the majority of our members were forced to temporarily close their offices. And, as the virus continues to surge, many are worried they may have to close again.

If you are facing a temporary closure due to potential exposure or government mandate, if feasible and practical, employees should be authorized to work from home.

Obviously healthcare providers can’t see patients this way, but at minimum you may have administrative tasks such as billing, insurance, and fielding phone calls, that can be set up remotely for a period of time.

If your employees do not have experience working from home, then this will take some preparation. For this reason, we would recommend creating a remote work plan now that takes into consideration things like supplies (e.g. number of company laptops), systems security, and a list of duties that can be performed remotely.

Having a work-from-home option also helps employees continue to have an income during a full or partial office closure.

Pay your non-exempt employees for any time they spend performing work from home or going into the office to complete tasks (someone may need to pick up the mail).

Your exempt employees must be paid in full for any days on which they perform work. If your salaried exempt employees are going to be working significantly reduced hours for the foreseeable future, we are able to help our CEDR members with making a pay structure change during this time.

If the office is closed and employees are not working from home, their first question will be, “Are you going to pay us?” As usual you can make their sick/vacation/PTO time available for use. At the very least, make sure to comply with any written office closure policy you may have.

Legally. you do not need to pay a non-exempt employee when they are not working. When it comes to your exempt employees, if you are closing for part of a week you need to pay their full salary for that week. If it is a full, week-long closure, exempt employees do not need to be paid.

We encourage you to inform your staff that they can file for unemployment during a temporary work closure.

There’s often concern from employers about their unemployment taxes going up from employees collecting benefits. Remember that this is insurance that you already pay for, and if there were a situation where employees should be able to get benefits from insurance this is certainly it.

We are also seeing most states waive the normal unemployment waiting periods, requirements that individuals be actively looking for other work, and often not charging employer accounts for unemployment benefits being used due to COVID-19.

For a letter you can send to your employees to announce a temporary office closure, check the Master Folder of your HR Vault.

If you are not a CEDR Member and have not yet signed up for that software, you can get Free HR Vault access here.

If I close my office and my employees are not working, I can’t afford to pay everyone’s full salaries. Can I pay them a reduced rate?

We had a CEDR member pose this question, and we think it’s a great idea.

Having to shut down your business for a period of time is a financial strain for you, but it’s also a very serious financial issue for your staff who has to pay their rent, buy food, and support their families. It would be amazing if you could continue to pay everyone’s full salaries during an office closure, but we know that isn’t feasible for many companies particularly if it’s an extended period of time.

Since the employees are not actually working, you aren’t obligated to pay wages so the normal rules about rates of pay don’t apply. You could pay everyone for their normal number of workweek hours but at a reduced rate of pay. Alternatively, you could issue a set amount to everyone as a per diem or stipend to help them pay their bills.

Read More About Making Changes to Pay in Our Guide to Reopening Your Business After Coronavirus

What happens to health insurance if I am closed?

This video, created by our Solution Center Manager, Grace, gives great insight regarding what happens to health insurance if exploring these options between paying out PTO, laying off employees entirely or just temporarily reducing hours:

Watch the “What Happens to Insurance if I Close” Video

We recommend asking your health plan administrator about this. Ideally, your team would be able to stay on their health insurance, especially considering we’re experiencing a health pandemic, but how that can work really depends on the details of your plan.

If you are continuing their insurance, you should have a plan in place for how employees will pay for their portion of the health insurance premiums. They can submit payments to you each month, or you can retroactively collect the payments from their future payroll.

The risk there, of course, is that you do not know when or even if your entire team will be back to work full-time. CEDR members can work with CEDR to document the health premium payment plan with their teams.

Jump to a Topic

• Possible Exposure in Your Office, Employee Travel, and Emergency Leave
• How do I pay my salaried employees who are working during my business slowdown?
• If employees are working, should I have them sign something where they acknowledge there is a risk of exposure, and waive any liability against me?
• Can I take my employees’ temperatures to make sure they don’t have a fever while working?
• Can we ask our employees questions about whether or not they are practicing social distancing, working at other places where they are exposed to COVID-19, or ask if their spouse is working in an occupation where they might be exposed?
• What should I do now to be prepared for or to prevent infection at the office?
• What about my patients / clients / customers / vendors?
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Possible Exposure in Your Office, Employee Travel, and Emergency Leave

If your office is currently open and you have questions about possible COVID exposure, employee travel, emergency leave, or paying employees when they are not working, check our newest coronavirus resource page:

Read “How to Handle COVID Exposure in Your Office”

How do I pay my salaried employees who are working during my business slowdown?

If you have salaried employees who are working but have reduced hours, then your pay obligation depends on whether they are exempt or nonexempt.

If they are exempt salaried employees (typically a high level manager, not eligible for OT), then they need to be paid their full regular salary if they perform any work during a workweek when you are closed. However if you know that hours will be significantly reduced for some time, you can move them into non-exempt hourly status.

Download a free Template ‘Exempt-to-Non-Exempt’ Letter.

If they are salaried but still non-exempt (clock hours, get OT), then you are only legally obligated to pay them for hours actually worked so you can also switch them to hourly or prorate their salaries.

Download a free Template ‘Salary-to-Hourly- Letter.

If employees are working, should I have them sign something where they acknowledge there is a risk of exposure, and waive any liability against me?

We have received several requests from our members for an employee consent or waiver form for employees who are continuing to work in the office during this pandemic. It is our position that that type of document is not a great idea, could create liability, and is ineffective. We are not providing this form to anyone, but we are seeing that there are some floating out there coming from other sources.

Here is a video explanation on this topic from Grace Godlasky, our Solution Center Manager.

Though we have a heightened issue in our workplaces, we would advise you not to depart from the basics when it comes to a safe workplace. Here’s why:

• An employee cannot waive their rights to a safe workplace. It is your responsibility to keep them safe.
• An employee cannot release you from liability under employment laws or OSHA regulations.
• A consent form may be used later to imply that employees are less safe in the workplace than they are in the general population. Or it could send a signal that you are not able to understand or follow CDC guidelines and were aware of this fact in advance.
• A consent form may also imply that employees are not entitled to file a claim for worker’s compensation or file an OSHA complaint — both of which are protected activity under public policy.

We believe that, as long as you are following your professional association and CDC guidelines, and you are not performing procedures outside of those guidelines, your worker’s compensation insurance is your best protection.

We also encourage you to remind your employees each and every day of the CDC guidelines, go over protocols for seeing emergency patients, and document that you did so.

Can I take my employees’ temperatures to make sure they don’t have a fever while working?

At this time, yes. Normally this is not permitted under the ADA, but when there’s a pandemic the ADA will defer to CDC guidance. The CDC is now recommending monitoring the temperature of healthcare professionals.

Can we ask our employees questions about whether or not they are practicing social distancing, working at other places where they are exposed to COVID-19, or ask if their spouse is working in an occupation where they might be exposed?

We know as we receive more information that the impact of social distancing is very important to stop the curve. Instead of directly asking employees these questions (which could inadvertently appear to be stigmatizing or possibly retaliatory), we recommend letting staff know in general that taking precautions is important to you. 

If they believe they have been exposed to someone with COVID-19, are feeling sick, or are in a position where their family member might have been exposed, ask them to let you know immediately. Consider offering those employees leave, if requested. Here is guidance from the CDC for business owners.

What should I do now to be prepared for or to prevent infection at the office?

We highly recommend reviewing the CDC’s guidance for employers. The CDC has been firmly established as a go-to reference for coronavirus preparation and facts. OSHA guidelines are also very informative for employers on this issue, particularly in the healthcare field.

Here are some practical steps you can take now to prevent an infection in the workplace:

• Remind all employees to wash their hands thoroughly and frequently, and to cover their nose with the inside of their elbow when they sneeze. The CDC has educational materials about basic safeguards that may want to distribute or hang up in the office.
• Make sure each employee has hand sanitizer readily available, and remind them to actually use it!
• Make sure each employee has disinfectant wipes easily available so they can clean their workstation at the end of each day (keyboard, phone headsets, light switches, etc.) You may also want to add regular wipe downs of things like doors and railings as a part of your routine.
• Make sure employees are strictly following all clinical sanitation/cleaning protocols in accordance with existing OSHA standards. We recommend checking for any updates from OSHA on a regular basis.
• Check in with janitorial staff about what they clean to fill in any gaps as needed, e.g. sanitizing door knobs and push plates on doors, cleaning the chairs in the waiting room, etc.

These may seem like you’re simply covering the basics, but for now reinforcing healthy measures is the best thing you can do.

Encourage your team to use their sick days as a strategic and preventive measure.

We know that having even one employee out of the office can put a strain on the rest of the team. But coming into work sick can result in the rest of your staff, and even your patients/customers, getting sick as well.

So, while we’re in the flu season and facing the unknowns of the coronavirus, you may want to err on the safe side and encourage staff to stay home if they are getting sick, have come into contact with someone with the virus, or need to care for a sick family member.

Contingency planning

Unfortunately, despite any preventative measures you take you could still end up with a lot of sick staff or even having to shut down the office. Do yourself a favor and take some time now to plan for how you would handle that should it come up. Perhaps put together a flow chart that identifies the essential functions of each position and who would take over those functions should the primary person need to stay at home and can’t work.

If you’re thinking this is extreme, keep in mind that you never know what might happen to your business – fires, floods, hurricanes, earthquakes, tornadoes, public health issues, and more are all real things that happen to real businesses. Every business owner should have some form of a contingency plan in place so that you’re not caught completely unprepared. Your team will be looking to you for answers, and your patients and customers will be wanting to know what you’re doing.

Here are some factors to consider when creating a contingency plan for an outbreak where the office has to close or go with limited staff:

• Determine essential items that need to get done, even if you are short staffed or the business is shut down. Paying bills, getting the mail, contacting vendors, patients, clients, etc. all needs to happen. List out those tasks, and who would be responsible for each of them.
• Plan for staff coverage. For example, if Team Member A is out, then Team Member B will step in to cover that department or essential tasks.
• Plan for how clients/patients will be notified if you need to reschedule appointments.
• Determine what work can be done remotely, and by who, and what equipment they will need. Remember that remote employees must still follow HIPAA protocols for accessing and securing access to PHI.

We recommend a scheduled daily check in with your team. Here at CEDR, we are all working remotely for the foreseeable future. Our leadership team has a video conference several times a week to to discuss any updates about how we want to operate internally and how we are advising our members. Our managers check in with each member of their team on a regular basis to help keep them engaged.

Finally, communicate to your team that you are keeping your eye on this and taking extra precautions. Encourage them to come to you with concerns, and with any ideas they may have. The goal here is to be prepared with preventative measures, and ensure your team feels supported and looked after.

What about my patients / clients / customers / vendors?

Since CEDR is an HR company, we are only addressing the business impact of COVID-19 on you as an employer. We work with hundreds of employers in the healthcare industry, so we know that there are related concerns that go beyond your employees. That does get outside the scope of our expertise, so we recommend seeking separate guidance on those topics. To get you started, here are some resources that may be useful to your business:

• The CDC has resources for healthcare professionals.
• The U.S. Department of Health and Human Services Office for Civil Rights has issued a series of bulletins and announcements regarding the applicability of HIPAA rules in relation to the coronavirus.
• The American Dental Association Resource Page
• The American Medical Association Resource Center

Jump to a Topic

• Updates to State Unemployment Eligibility & Application Info
• My employee lives in another state, where do they apply for unemployment?
• Can I get unemployment as an owner?
• Can a part time employee get unemployment?
• Can employees still receive unemployment if I give them some hours?
• How much unemployment can an employee receive?
• Where do my employees go to apply for unemployment?
• Skip to Next Section  

Updates to State Unemployment Eligibility & Application Info

As you probably know, there has been a nationwide rush to collect unemployment as millions of employees now find themselves out of work due to the current outbreak of novel coronavirus. 

As a result, we’ve received numerous questions about who qualifies for UI benefits, how benefit eligibility has been altered on a state-by-state basis, and where to go to apply for those benefits.

To make it easy to find answers to these questions quickly, we’ve created a PDF with guidance on emergency UI updates and eligibility for all 50 states. Download that document using the link below.

Click Here to Download the State Unemployment Update PDF

My employee lives in another state, where do they apply for unemployment?

If an employee is applying for unemployment, either because they are not working or because of significantly reduced hours, they apply for UI in the state where they live.

Can I get unemployment as an owner?

If your business pays you as an employee and your pay runs through payroll taxes, then you may be eligible. Your CPA may have more specifics on this for you based on your pay set up.

Can a part time employee get unemployment?

Unemployment eligibility will be determined by the state, using a number of factors. If any employee has reduced hours or is not receiving hours, they should apply for unemployment.

Can employees still receive unemployment if I give them some hours?

Employees can receive unemployment if they are not working at all, and if they have significantly reduced hours. Their eligibility and amount of benefits is determined by the state. If they are receiving income from you, they will need to report it, and the state will determine if that adjusts the amount of UI they receive.

Jump to a Topic

• Do I have to let my employees use PTO while my business is closed?
• Do my employees have to use PTO before they can collect unemployment?
• Skip to Next Section  

Do I have to let my employees use PTO while my business is closed?

It is generally up to you whether you allow employees to use their PTO, vacation, or sick time during a closure. Note that if your state, city, or county has a mandatory sick pay law, then you may need to allow employees to use their sick hours upon request.

If, however, you are telling them this is an official layoff, they are being separated from employment, and they may be rehired later, then you need to follow your state law and written policies about whether unused paid time off is cashed out.

Click Here to Download CEDR’s Final Pay Guide for All 50 States

Do my employees have to use PTO before they can collect unemployment?

Each state determines eligibility criteria for unemployment, including whether any accrued paid time off benefits need to be used before receiving benefits. We are not expecting states to require this of employers who are only temporarily closing or reducing hours but, again, this is up to each state.

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Alabama

• Alabama Public Health
• Alabama Department of Labor
• Apply for Unemployment in Alabama

Alaska

• Alaska Department of Health and Social Services
• Alaska Department of Labor and Workforce Development
• Apply for Unemployment in Alaska

Arizona

• Arizona Department of Health Services
• Industrial Commission of Arizona
• Shared Work Program
• Maricopa County
• Pima County
• Pinal County
• Apply for Unemployment in Arizona

Arkansas

• Arkansas Department of Health
• Arkansas Department of Labor and Licensing
• Shared Work Program
• Apply for Unemployment in Arkansas

California

• CEDR Blog: California Guidance Update: EDD’s Available Coronavirus Resources and Benefits
• CA Dental Association: Urgent COVID-19 (coronavirus) updates – 3/15 The California Dental Association strongly recommends that dentists practicing in California voluntarily suspend nonessential or non-urgent dental care for the next 14 days.
• California Department of Public Health, Immunization Branch, coronavirus information
• California Department of Industrial Relations
• CA State of Emergency announcement 
• CA Employment Development Department (EDD) announcement on available benefits for employees and employers impacted by the coronavirus: SDI benefits, PFL benefits, Work Sharing Program, Rapid Response Program.
• California’s Department of Occupational Safety and Health (Cal/OSHA) guidance for healthcare workers
• California Department of Public Health Guidance for Healthcare Facilities.
• California Labor Commissioner FAQs
• San Francisco local emergency announcement 
• San Francisco Paid Sick Leave & The Coronavirus
• San Francisco: Mayor Breed Announces Plan to Provide Paid Sick Leave for Workers Impacted by Coronavirus
• Apply for Unemployment in California

Colorado

• Colorado Department of Public Health and Environment
• Colorado Department of Labor and Employment
• Alternatives to laying off employees – Work Share Program, Rapid Response Program
• Colorado Health Emergency Leave with Pay (“Colorado HELP”) Rules (paid sick leave, but only for certain industries — not medical/dental practice)
• Colorado HELP Rules FAQ
• Colorado Small Business Development Center (Loans for Small Businesses impacted by COVID-19) – #103933 for reference
• Apply for Unemployment in Colorado

Connecticut

• CT DOL: COVID-19 FAQ
• CT State Dental Association
• Connecticut Department of Labor
• Connecticut resource page
• Healthcare provider resources
• Shared Work Program
• Apply for Unemployment in Connecticut

Delaware

• Delaware Department of Labor
• Delaware resource page
• Resources for medical providers
• Newark, Delaware
• Apply for Unemployment in Deleware

Florida

• Florida Department of Health
• Florida Department of Economic Opportunity
• Short Time Compensation Program for Employees
• Apply for Unemployment in Florida

Georgia

• Georgia Department of Public Health
• Georgia Department of Labor
• Atlanta, Georgia
• Apply for Unemployment in Georgia
• Employers File for Partial Unemployment for Employees Here

Hawaii

• Hawaii Department of Health
• Hawaii Department of Labor and Industrial Relations
• Hawai’i County
• Hawaii Tourism Authority
• Hawaii COVID-19 Labor Benefits Fact Sheet
• Apply for Unemployment in Hawaii

Idaho

• Idaho Resource Page
• Idaho Department of Labor
• Idaho Public Health Districts contact information
• Apply for Unemployment in Idaho

Illinois

• IL State Dental Society Recommendations for Dental Offices Regarding COVID-19 – recommendation to postpone non emergency dental
• Illinois Department of Public Health
• Illinois Department of Labor
• COVID-19 and Unemployment Benefits – IDES
• IDPH information for healthcare providers & facilities 
• Chicago, Illinois
• Cook County Department of Public Health
• Dupage County Health Department
• Apply for Unemployment in Illinois

Indiana

• Indiana State Department of Health
• Indiana Department of Labor

Iowa

• Iowa Department of Public Health
• Iowa Workforce Development
• Voluntary Shared Work Program
• Iowa Unemployment FAQ
• Apply for Unemployment in Iowa

Kansas

• Kansas Department of Health and Environment
• Kansas Department of Labor: COVID-19 Response Resources
• Shared Work Program
• Kansas Dental Association
• Apply for Unemployment in Kansas

Kentucky

• Kentucky Cabinet for Health and Family Services
• Kentucky Labor Cabinet
• Information for healthcare providers and laboratory services
• Louisville, Kentucky
• Apply for Unemployment in Kentucky

Louisiana

• Louisiana Department of Health
• Louisiana Workforce Commission: The Department of Labor
• Office of the Governor information
• Apply for Unemployment in Louisiana

Maine

• Maine Division of Disease Surveillance
• Maine Department of Labor Guidance on Coronavirus Response and Updates
• WorkShare program
• Apply for Unemployment in Maine

Maryland

• Maryland Department of Health
• Maryland Department of Labor
• Montgomery County, Maryland
• Work Sharing – A Smart Alternative to Layoffs – Unemployment Insurance
• Apply for Unemployment in Maryland

Massachusetts

• Massachusetts information 
• MA Dental Society Coronavirus Resource Center – includes 3/15 recommendation to close for non-emergencies
• Massachusetts Executive Office of Labor and Workforce Development
• Guidance for clinicians
• WorkShare Program
• Amherst, Massachusetts
• Boston, Massachusetts
• Worcester, Massachusetts
• Apply for Unemployment in Massachusetts

Michigan

• Michigan information
• Resources for health professionals
• Resources for employers & workers
• Michigan Department of Licensing and Regulatory Affairs
• Claiming Unemployment Benefits in Michigan: COVID-19 Guide
• Apply for Unemployment in Michigan

Minnesota

• Minnesota Board of Dentistry Recommends that dental clinics postpone any non-emergent or elective dental care for two weeks starting on March 17, 2020.
• Minneapolis COVID-19 (CORONAVIRUS) AND THE SICK AND SAFE TIME ORDINANCE FREQUENTLY ASKED QUESTIONS
• Minnesota Department of Health
• Minnesota Department of Labor and Industry
• Information for health professionals
• Information for employers
• Shared Work – alternative to layoff
• Minneapolis Office of Emergency Management 
• Saint Paul, Minnesota
• Apply for Unemployment in Minnesota

Mississippi

• Mississippi State Department of Health 
• Mississippi Department of Employment Security
• Apply for Unemployment in Mississippi

Missouri

• Missouri Department of Health & Senior Services
• Missouri Department of Labor and Industrial Relations
• Information for health care providers 
• Information for businesses 
• Shared Work program
• Kansas City, Missouri 
• Springfield-Greene County
• Apply for Unemployment in Missouri

Montana

• Montana DPHHS
• Montana Department of Labor and Industry
• Information for employers
• Information for healthcare professionals 
• Missoula City-County Health Department 
• Apply for Unemployment in Montana

Nebraska

• Nebraska Department of Health and Human Services
• Nebraska Department of Labor
• Apply for Unemployment in Nebraska

Nevada

• Nevada Department of Health and Human Services 
• Nevada Office of the Labor Commissioner
• Flowchart to identify and assess coronavirus
• Nevada COVID-19 FAQ
• Apply for Unemployment in Nevada

New Hampshire

• New Hampshire Department of Health and Human Services 
• New Hampshire Department of Labor
• Information for clinicians 
• Self-Observation Guide
• Self-Quarantine Guide 
• Stay at Work: WorkShare
• Apply for Unemployment in New Hampshire

New Jersey

• New Jersey Department of Public Health 
• New Jersey Department of Labor Benefits and the Coronavirus
• Somerset County, New Jersey
• Coronavirus hotline 1-800-222-1222 or 1-800-962-1253 if using out-of-state phone line
• NJDOL COVID-19 FAQ
• Apply for Unemployment in New Jersey

New Mexico

• New Mexico Department of Health
• New Mexico Department of Workforce Solutions 
• Apply for Unemployment in New Mexico

New York

• NY Emergency COVID-19 Paid Sick Leave
• New York State Department of Health
• New York Department of Labor
• Coronavirus hotline 1-888-364-3065
• Shared Work Program
• Guidance for Cleaning and Disinfection for Non-Healthcare Settings
• New York Attorney General guidance
• New York City Department of Health 
• NYC information for healthcare providers 
• NYC FAQ for employers
• NY Unemployment FAQ
• Apply for Unemployment in New York

North Carolina

• North Carolina DHHS
• Information for employers
• Information for healthcare providers 
• North Carolina Department of Labor
• Orange County
• UI FAQ — Covid-19
• Apply for Unemployment in North Carolina

North Dakota

• North Dakota Health
• North Dakota Department of Labor and Human Rights
• Apply for Unemployment in North Dakota

Ohio

• Ohio Department of Health 
• Ohio State Dental Board: IMPORTANT COVID-19 MESSAGE FOR DENTISTS – 3/15 recommendation to postpone elective procedures
• SharedWork program
• Coronavirus and Unemployment Benefits
• Apply for Unemployment in Ohio

Oklahoma

• Oklahoma information 
• OKC-County Health Department
• Oklahoma Office of the Department of Labor 
• Apply for Unemployment in Oklahoma

Oregon

• Oregon Health Authority
• Oregon Bureau of Labor and Industries
• Sign up for email alerts from Oregon DHS
• WorkShare Oregon program
• Apply for Unemployment in Oregon

Pennsylvania

• Pennsylvania Department of Health
• Pennsylvania Department of Labor & Industry
• Shared-Work Program
• Information for healthcare facilities
• Information for businesses 
• Delaware County, Pennsylvania
• Montgomery County, Pennsylvania
• Harrisburgh, Pennsylvania
• Philadelphia, Pennsylvania
• Apply for Unemployment in Pennsylvania

Rhode Island

• Rhode Island Department of Health
• Rhode Island Department of Labor and Training
• COVID-19 Workplace Fact Sheet
• WorkShare – An Alternative to Layoffs
• Apply for Unemployment in Rhode Island

South Carolina

• South Carolina DHEC
• South Carolina Labor Licensing Regulation
• UI FAQ
• South Carolina COVID-19 & Unemployment FAQ
• Apply for Unemployment in South Carolina

South Dakota

• South Dakota Department of Health
• South Dakota Department of Labor & Regulation
• Apply for Unemployment in South Dakota

Tennessee

• Tennessee Department of Health
• Tennessee Department of Labor & Workforce Development 
• Apply for Unemployment in Tennessee

Texas

• Texas Department of State Health Services 
• Texas Workforce Commission
• Information for healthcare professionals 
• Shared Work program
• Apply for Unemployment in Texas

Utah

• Utah information
• Recommendations for healthcare providers 
• Utah Labor Commission
• Apply for Unemployment in Utah

Vermont

• Vermont Public Health Response 
• Vermont Department of Labor
• Apply for Unemployment in Vermont

Virginia

• Virginia Department of Health
• Virginia Department of Labor and Industry 
• Virginia Dental Association COVID-19 (2019 Novel Coronavirus) – HUB – 3/15 recommendation to postpone non-emergency work
• Stay up-to-date on all VDA alerts by texting “VDA” to 52886
• Fairfax County 
• Loudoun County
• Apply for Unemployment in Virginia

Washington, D.C.

• D.C. Department of Employment Services
• Washington, D.C. information 
• Apply for Unemployment in D.C.

Washington State

• Washington State Department of Health 
• Washington State Department of Labor & Industries
• Washington State Economic Security Department information about what resources are available through the state, such as employer-friendly unemployment programs and the WA Paid Family and Medical Leave benefit program.
• Governor announcement on support for workers and businesses 
• Resource list for businesses – financial assistance for employers, unemployment assistance, PFML, Rapid Response program, insurance assistance
• Guide on when sick leave, unemployment, PFML are available
• Planning for a Coronavirus Pandemic – A guide for businesses and organizations
• Information For Washington Businesses Affected by COVID-19
• Apply for Unemployment in Washington

West Virginia

• West Virginia Department of Health & Human Resources
• West Virginia Division of Labor
• WV coronavirus hotline 1-800-887-4304
• Apply for Unemployment in West Virginia

Wisconsin

• Wisconsin Department of Health Services
• Wisconsin Department of Workforce Development
• Work Share program
• Unemployment COVID-19 Public Information
• Apply for Unemployment in Wisconsin

Wyoming

• Wyoming Department of Health 
• Wyoming Department of Workforce Services
• Apply for Unemployment in Wyoming

Jump to a Topic

• General Guidance for Employers
• Guidance for Healthcare Professionals
• Skip to Next Section  

General Guidance for Employers:

• How to Handle COVID Exposure in Your Office
• How to Reopen Your Practice After Coronavirus
• CEDR Blog: Before You Let Your Employees Work Remote
• CDC Guidance for Employers
• Dept. of Labor, Wage & Hour Div.: COVID-19 or Other Public Health Emergencies and the Fair Labor Standards Act Questions and Answers
• Dept. of Labor Coronavirus Resources
• EEOC Guidance: Pandemic Preparedness in the Workplace and the Americans with Disabilities Act
• EEOC: What You Should Know About the ADA, the Rehabilitation Act, and COVID-19
• CDC Guidance for Healthcare Personnel with Potential Exposure in a Healthcare Setting to Patients with Coronavirus Disease (COVID-19)
• Guidance from Dept. of Labor to state unemployment agencies: Unemployment Compensation (UC) for Individuals Affected by the Coronavirus Disease 2019 (COVID-19)
• U.S. Small Business Administration (SBA) Disaster Assistance in Response to the Coronavirus
• SBA Guidance for Businesses and Employers to Plan and Respond to Coronavirus Disease 2019 (COVID-19)

Guidance for Healthcare Professionals

• CDC Guidance for Healthcare Personnel with Potential Exposure in a Healthcare Setting to Patients with Coronavirus Disease (COVID-19)
• The Office for Civil Rights, U.S. Department of Health and Human Services bulletin – reminders on the applicable HIPAA rules in relation to the coronavirus
• OCR Announces Notification of Enforcement Discretion for Telehealth Remote Communications During the COVID-19 Nationwide Public Health Emergency
• American Dental Association news briefing 
• American Medical Association resource center
• CDC resources for health professionals 
• CDC Checklist for Healthcare Facilities: Strategies for Optimizing the Supply of N95 Respirators during the COVID-19 Response
• CDC Healthcare Supply of Personal Protective Equipment
• ADA Coronavirus Resource Center for Dentists  – 3/16 recommending closure for all non-emergency treatment for 3 weeks
• DOCS Education: Coronavirus and the Dentist

Jump to a Topic

• Cleaning, disinfection, and sanitation resources
• Travel information
• Coronavirus Information, Symptoms, and Individuals at Risk

Cleaning, disinfection, and sanitation resources:

• CDC educational materials about basic safeguards information and posters
• CDC environmental Cleaning and Disinfection Recommendations
• OSHA Guidelines 
• OSHA standards that may apply to worker exposure to coronavirus 

Travel information

• State Department travel information
• CDC information for travel 
• CDC travel health notices
• CDC guidance: COVID-19 and Cruise Ship Travel

Coronavirus Information, Symptoms, and Individuals at Risk 

• World Health Organization updates on the coronavirus
• CDC risk assessment criteria
• Coronavirus symptoms information 
• CDC guidance: People at Risk for Serious Illness from COVID-19