COVID-19 Resource Page
Information surrounding business implications of the COVID – 19 Pandemic continues to mount. At PuzzleHR we believe it important to be a resource and provide our community with as much actionable intelligence as we can. Please check back often as the situation continues to evolve.
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Upcoming Webinar: Overcome the COVID-19 Crisis and Planning for Future Growth
On Thursday July 9th, at 3:00 PM EST, Marion Hawkins, PuzzleHR’s VP of Operations will once again be joined by Co-Founder and President Chris Timol as they provide strategies to help business leaders deal with the implications of our current situation.
In this weeks webinar, we will continue to update our audience on all the aspects and nuances of PPP Loan forgiveness. We are delighted that we will be joined by a guest from NOWCFO, Bodi Braitwaite , who will lead the discussion on the importance of Cashflow Forecasting as a means to help us recover from and prepare for economic uncertainty.
Webinar Replay: The Eleventh in our series dedicated to Helping Businesses Overcome the COVID-19 Crisis and Much More
PPP Loan forgiveness is an incredibly hot topic and the PuzzleHR team has devised strategies and tools to help businesses handle the newly created and complexities that we will cover in this webinar. There will be another pandemic, social unrest, or a natural disaster and there is no reason business leaders should not be prepared with the STRAP Business Continuity Plan that we cover. Finally, it is proven that diversity of thought leads to increased budiness results. How do we ensure that we capitalize on that knowledge?
PPP Loan Forgiveness, Business Continuity Planning (BCP), Diversity and Inclusion
Webinar Replay: The Tenth in our Series Dedicated to Helping Businesses Navigate the COVID-19 Crisis
OSHA, CDC, SBA, EEOC and DOL have all converge with updated guidance this week and the team at PuzzleHR is here to provide guidance and advice to help you understand the changes as they impact your business.
In this week’s webinar we review HR’s role in dealing with social unrest, the proposed legislative changes to PPP Loan Forgiveness and offer insight to what we see coming down the pipe. Then we discuss the business impact of the guidance provided by the EEOC, CDC, OSHA, DOL, Treasury Department and SBA.
TOPICS: Dealing with Social Unrest in the workplace, PPP Loan Forgiveness, OSHA, EEOC and DOL Guidance on compliance with FFCRA regulations.
Webinar Replay: Ninth in our Series Dedicated to Helping Businesses Navigate the COVID-19 Crisis
The SBA, EEOC and DOL all converge with new guidance this week and the team at PuzzleHR is here to help you understand all the nuances of the updated guidance. In this week’s webinar we walk through the SBA’s PPP Loan Forgiveness Application in detail. Then we move on to discuss the recent FFCRA compliance guidance provided by the EEOC and the Department of Labor.
TOPICS: SBA PPP Loan Forgiveness Aplication, EEOC and DOL Guidance on compliance with FFCRA regulations.
Webinar Replay: Eight in our Series on Navigating COVID-19 Legislation and Your Business
On Thursday May 14, 2020 we conducted part 8 of our Webinar Series. In this installment, we cover recent updates to the CARES Act and PPP Loan forgiveness. We also discuss how HR has changed business operations in the past 2 months and review how to best leverage OSHAs recommendations when considering deploying workers.
TOPICS: Recent Updates to CARES Act PPP Loan Forgiveness, Changes in Human Resources due to COVID 19, effectively leveraging OSHA guidance.
Webinar Replay: 7th in our Series on Navigating COVID-19 Legislation and Your Business
On Thursday May 7, 2020 we conducted part 7 of our Webinar Series. In this installment, we cover the CARES Act and PPP Loan forgiveness. We also discuss, OSHAs recommendations for preparing your workplace for opening and operating during the COVID19 pandemic.
TOPICS: CARES Act PPP Loan Forgiveness Questions and Answers, OSHA Guidance on Preparing workplaces for COVID-19
Webinar Replay: Sixth in our Series on Navigating COVID-19 Legislation and Your Business
On Thursday April 30th, hundreds of business leaders from all across America joined the experts at PuzzleHR for the sixth webinar in our series dedicated to helping businesses navigate the HR and Financial Aspects of COVID-19 Legislation.
In this seminar, we are joined by Newport LLC Partner and CEO Advisor Jack Doty who discusses what his advice is to CEOs around the nation. We take a deep dive into the PPP Loan forgiveness provisions and OSHA and CDC guidelines for resuming operations post COVID and beyond.
TOPICS: SBA PPP Loan Forgiveness, C-Suite Considerations, Preparing to re-start Operations with CDC, OSHA guidelines Employees and Customers in mind.
Webinar Replay: Fifth in our Series on Navigating COVID-19 Legislation and Your Business
On Thursday April 23rd, over 200 business leaders from all across America joined the fifth webinar in our series as we discussed how to best navigate the HR and Financial Aspects of COVID-19 Legislation.
In this seminar we are joined by AVP of SBA Loan Development at Valley National Bank Michael Barone who covers the SBA PPP loan program and forgiveness. We are also joined by the Founder of Kanter and Associates, PA Brad Kanter who, with his partner Eric Benke discusses crisis management planning.
TOPICS: SBA PPP Loan Forgiveness, Crisis Management Planning, Preparing for the Re-Start
Webinar Replay: Fourth in our Series on Navigating COVID-19 Legislation and Your Business
On Thursday April 16th, over 200 business leaders from all across america joined the fourth webinar in our series as we discussed how to best navigate the HR and Financial Aspects of COVID-19 Legislation.
In this seminar we discuss recent updates to the CARES Act, dive deep into the best ways to ensure your company is positioned to have the PPP loan forgiven and touch begin to think about preparing your business to restart.
TOPICS: CARES Act Updates, PPP Loan Forgiveness, Preparing for the Re-Start
Webinar Replay: Third in our Series on Navigating COVID-19 Legislation and Your Business
Once again, hundreds of business leaders from all across america joined as we discussed how to best navigate the HR and Financial Aspects of COVID-19 Legislation.
In this seminar we discuss recent updates to the FFCRA, updates to the CARES Act and Crisis funding options for businesses including, EIDL, PPP loans (and forgiveness) and payroll tax credits.
TOPICS: More FFCRA Updates, CARES Act Updates, Crisis Funding Options
Webinar Replay: Second in our Series
Navigating HR and Financial Aspects of COVID-19 Legislation
The government response to the COVID 19 Pandemic continues to reveal itself in this webinar, Chris Timol and Marion Hawkins review recent updates to the FFCRA as well as the CARES Act. There is also a detailed overview of the Payroll Protection Program delivered by Brad Kanter and Eric Benke of Kanter and Associates PA.
TOPICS: FFCRA Legislative Updates, CARES Act , Payroll Protection Loans
Webinar Replay: Dealing with the HR Implications of the COVID-19 Crisis
Covid-19 raises significant challenges for business, specifically with Human Resources. Companies throughout the nation face the daunting task of operating their businesses – and protecting employees – amid a global pandemic. Watch the Webinar replay as we address these challenges and concerns. We are joined by Michael Emdy of MassiveIT who joins to discuss the technological impact of a newly deployed remote workforce.
TOPICS: FFCRA Legislation, CARES Act, Transitioning to and Managing a Remote Workforce
Frequently asked Questions about the HR Implications of the COVID-19 Pandemic
Furlough – Working less hours or taking unpaid time off. Employees can remain eligible for benefits, depending on insurance plans, and can be covered under the Families First Coronavirus Response Act (FFCRA).
Layoff – Temporary separation from employment. Not eligible for Emergency FMLA and Family Paid Sick Leave under the FFCRA.
RIF – “Reduction in Force” or Termination – Position is eliminated without intent to replace it. A permanent cut in the number of employees. Not eligible for Emergency FMLA or Family Paid Sick Leave under the FFCRA. Retention of Health Insurance benefits depends on employer’s plan and COBRA.
Do not guarantee future employment. You can encourage them to keep in touch in case things change.
Be honest about the reason. If the layoff is due to lack of work, that should be the listed where applicable.
Since the Centers for Disease Control (CDC) has acknowledged community spread of COVID-19 and issued precautions, employers may measure employees’ body temperature. However, employers should be aware that some people with COVID-19 do not present a fever.
Depending on the length of the closure, employees may be able to file for unemployment insurance. Waiting periods vary by state and range from 1 – 3 weeks. Many states are waiving the waiting period due to the disruption caused by the pandemic.
Yes, you can send an employee home if they appear to be ill, you cannot require them to see a doctor. One Caution: this practice should be exercised uniformly and consistently among all employees. Requiring some employees to go home while requiring other to stay could lead to a charge of discrimination. Employers should encourage sick employees to stay home.
Yes, if they have had close contact, sat in an aircraft with, or live in the same household as someone with symptomatic, confirmed COVID-19.
Yes. If an employee does not feel well enough to work after being fever and symptom free for 24 hours the employee should be allowed to remain out of work. If the illness lasts three or more consecutive days or requires hospitalization or a visit to a healthcare provider for continuing care, the employer should begin the FMLA process. If the illness limits one or more major life activities, the employer should consider the Americans with Disabilities ACT (ADA).
Yes. If you believe the employee still poses a health risk to your other employees.
Yes, provided you follow your own PTO policy and enforce it consistently. If your company qualifies, the FFCRA gives employees up to 80 hours of Emergency Paid Sick Leave.
Yes. You should first see if your employee qualifies for the Emergency Paid Sick Leave under the FFCRA.
Employers may enact a temporary policy to excuse all COVID related absences, but the policy must be drafted to be legally compliant and should be applied uniformly.
Under the FFCRA, the emergency FMLA Expansion covers employees who have been employed for at least 30 days and covers the following:
- To care for a child under 18 if the child’s school or place of care has been closed or the child care provider is unavailable.
- Due to a public health emergency, defined as an emergency with respect to the COVID -19 pandemic declared by federal, state or local authority.
For larger employers, some state and local paid sick leave laws only permit the use of paid sick leave for the employee’s illness or the illness of a family member.
You can ask an employee if they’ve been to an area where they have been exposed to COVID-19, but you cannot ask them if they’ve been diagnosed.
Nonexempt employees only need to be paid for the hours they actually worked.
If the employee works any part of the week, the employer must pay the employee their full weekly salary. If no work is performed in a work week, then the employer does not have to pay their salary.
Generally, no. The illness is too transient in nature to be considered a disability. However, COVID-19 may trigger other health conditions in an employee such as asthma, pneumonia or cardiovascular disease. All of which are considered disabilities and must be accommodated.
Depending on state law, you may be required to reimburse your employees for all business expenses. You cannot require a nonexempt employee to purchase any equipment if the cost would put the employee’s wages below minimum wage for hours worked.
If the company closes or hours are reduced, employees are eligible to apply for unemployment benefits.
Yes. If the employee is acting in the course of their employment when the injury occurs, the injury will be covered by Workers’ Compensation Insurance.
Yes, but only with your employer’s permission. Intermittent Family and Medical Leave should be permitted only when you and your employer agree upon such a schedule. The Department of Labor encourages employers and employees to collaborate and achieve flexibility.
No. They may take up to two weeks – or ten days – (80 hours for a full time employee or, for a part time employee, the number of hours equal to the average number of hours that the employee works over a typical two-week period) of paid sick leave for any combination of qualifying reasons. However, the total number of hours for which they receive paid sick is capped at 80 hours under the Emergency Paid Sick Leave Act.
If the employer seeks volunteers to take time off due to insufficient work, and the exempt employee volunteers to take the day(s) off for personal reasons, other than sickness or disability, salary deductions may be made for one or more full days of missed work. The employee’s decision must be completely voluntary.
The notice must be posted by April 1st, 2020. Each covered employer must post a notice of the FFCRA requirements in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees or posting this notice on an employee information internal or external website.
No. The FFCRA requirements only apply to current employees.