In Illinois, April 30, 2020 marks Day 40 of Governor Pritzker’s stay-home order, confining all residents and shutting down all operations, except for “essential activities.” Is the Order legal? Do such government mandates violate First Amendment freedoms, as some states courts have ruled? How can nonprofit leaders plan well, safely, and legally for moving through and beyond COVID-19?
As of April 24, 2020, the SBA’s Payment Protection Program and Economic Injury Disaster Loan programs were replenished with $310 billion in PPP and $60 billion in EIDL additional funding. The SBA has correspondingly updated its April 6, 2020 FAQs. Organizations with pending applications and new applicants thus may both garner these highly advantageous loans, like the first round approved March 27, 2020, however, this additional funding is expected to run out quickly.
A significant number of employees have been working from home, but they may soon return to work as stay-at-home orders are lifted across the country. As employees begin to return to their workplaces, employers want to know what they should do if an employee tests positive for COVID-19 or has symptoms of COVID-19. Are employers legally required to do anything? What is best practice in responding to a confirmed case of COVID-19 at the workplace? What if the person only has symptoms but no confirmation? What information can employers disclose to other employees, if any? This article will address five things employers should do when responding to a possible or confirmed case of COVID-19 in the workplace.