Title Page
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STATE OF THE LAW
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Review the most recent orders and directives from the Governor’s office. http://gov.nv.gov/News/Emergency_Orders/Emergency_Orders/
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Is your business permitted to reopen? Fully, partially, what are the limitations, if any?
PRIOR TO OPENING
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Thorough cleaning of the premises.<br>https://www.cdc.gov/coronavirus/2019-ncov/community/reopenguidance.html
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Prepare schedule of shifts for employees and hours of operation to comply with any legal limitations.
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Develop a protocol addressing employees who contract COVID-19 after reopening. Identify point person(s) to address employee questions and concerns.
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Develop a protocol regarding regular cleaning of premises.
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Develop a protocol to address customer concerns and behavior.
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Create plan for employees in high-risk categories
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Develop policy for employees to request leave (paid or unpaid,depending on the circumstances).
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Determine how to handle employees who are unable or unwilling to return to work.
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Ensure sufficient PPE, soap, hand sanitizer, and disinfectant.
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Prepare and post any necessary signage to inform employees and customers of best practices and social distancing as needed.
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Prepare communications to employees, customers, and other third parties entering the premises to educate and reassure them about how your company is handling the situation.
OPENING AND OPERATING
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Enforce handwashing, routine cleaning, and other disinfecting protocols.
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Monitor employees and require reporting of symptoms and positive tests.
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If appropriate, implement screening, such as temperature checks.<br>Note that many individuals with COVID-19 are asymptomatic.
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Require leave and testing for employees with symptoms.
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Follow paid leave requirements under Families First Coronavirus Response Act (FFCRA) if applicable.
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Follow best practices for alerting other employees in the event an employee has tested positive.
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Follow best practices for alerting employees in the event they have come in contact with a customer known to have COVID-19 or who was exhibiting symptoms
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Ensure screening/testing and all relevant medical information of employees is kept confidential. ADA still applies, but employers can work within the law and still keep employees and third parties safe. EEOC Guidance:<br>https://www.eeoc.gov/laws/guidance/pandemic-preparedness-workplaceand-americans-disabilities-act
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Enforce social distancing among employees and third parties and stay updated with legal requirements under Governor’s directives.
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Continue remote work if feasible and as needed with regular check-ins and evaluations of performance.
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Ensure policies and procedures are implemented and enforced equally among similar-situated employees.
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Maintain records of employee pay for paid leave under FFCRA.
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If applicable, maintain records needed for forgiveness under PPP and EIDL loans.
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Monitor performance and enforce performance standards as appropriate but maintain flexibility.
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Provide employees information about Employee Assistance
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Programs if you have them. Promote general health and wellness.
CONTINGENCY PLANNING
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Prepare a contingency plan in the event businesses are shut down again for a longer term.
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Plan for periodic, short-term shutdowns that might occur. Until there is a vaccine, this is possible as cases spike at different times of year.
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Plan for lingering employee issues/concerns once pandemic subsides. Health and Wellness Programs and Employee Assistance Programs.
SIGN OFF
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