This page will be updated often. Please check back frequently.

COVID-19 Coronavirus Guidance For Employers

As you know, the spread of the coronavirus is a fluid situation. We know you have questions. As your HR partner and advisor, AdvanStaff HR is here to help.


The CARES Act

The Act provides ENORMOUS relief to employers under 500 employees in the form of FORGIVABLE LOANS to cover PAYROLL, EMPLOYEE BENEFITS, rent, utilities, and other expenses.

PPP Loan Application Guide

Employee Retention Tax Credit (ERTC)
Eligibility Pre-Interview

Emergency Paid Sick and FMLA

The Act provides benefits to employees through paid sick and FMLA leave with federal tax credits to employers for the cost incurred. AdvanStaff HR is here to help.

Ask Our HR Pros A Question

Paycheck Protection Program Flexibility Act (PPPFA)

Notable Articles

Cares Act PPP Loan News

New Video Added to the AdvanStaff HR Resource Library that explains the many aspects, features, and requirements of PPP Loans and Loan Forgiveness.

Trump Signs Small Business Loan Program Extension. Businesses now have until Aug. 8 to apply for the assistance

President Trump signed legislation Saturday extending the deadline for small businesses to apply for the Paycheck Protection Program, enacted in the weeks following the economic shutdown caused by the coronavirus pandemic.

The original deadline to apply for the PPP was this past Tuesday night. But $130 billion still remained in the fund, out of $660 billion allocated. Both houses of Congress approved the extension unanimously earlier this week. With Trump’s signature Saturday, businesses will now have until Aug. 8 to apply for the assistance.

24-week PPP Loan Program Reports Now Available in Manager Portal

The manager portal reports now support BOTH 8-week and 24-week qualified payroll expense and FTE reporting.

Managers can use the standard length default reports or may run partial period reports ad hoc. To access the reports, simply:

  1. login to the manager portal
  2. search for “covid” in the top search bar
  3. Select the “PPP Forgiveness Report”
  4. Choose:
    1. Full-time equivalent report
    2. Payroll Cost Report

The reports can be exported to MS excel or .CSV format for greater detail.

If you have any questions about this release, please let us know by submitting a ticket. We will respond right away!

Treasury/SBA Releases Revised and “EZ” PPP Loan Forgiveness Applications

Treasury and the SBA have released this morning two “borrower-friendly” updates to the PPP Loan Forgiveness Application to reflect changes made to the program by the PPP Flexibility Act.

The revised standard application can be found here

The EZ application can be found here.

In addition, a new three-page “EZ” version has been released for borrowers who

  1. are self-employed, or
  2. did not reduce wages by more than 25 percent and did not reduce the number or hours of their employees, The EZ application can be found here and instructions here.
  3. experienced reductions in business activities as a result of health directives related to COVID-19 and did not reduce wages by more than 25 percent.

The full press release from Treasury about the applications is available by clicking on this link.

Employer Social Security Tax Deferral Program

President Trump signed the Paycheck Protection Flexibility Act (“PPFA”), making certain changes to the Paycheck Protection Program enacted as part of the Coronavirus Aid, Relief, and Economic Security (“CARES”) Act in March.

Section 4 of the PPFA amends Section 2302(a) of the CARES Act to delete section 2302(a)(3). Accordingly, employers who obtain forgiveness of a Paycheck Protection Program (“PPP”) loan may now defer all employer social security tax deposits that would otherwise be required to be deposited before January 1, 2020.

Under Section 2302 of the CARES Act, employers may significantly defer the deposit of the employer share of social security taxes (but not Medicare taxes).

Specifically, all employer social security taxes otherwise required to be deposited between the date of enactment and December 31, 2020, are not required to be deposited on the normal deposit schedule.

  • 50% of such taxes would be required to be deposited by December 31, 2021.
  • 50% would be required to be deposited by December 31, 2022.

However, Section 2302(a)(3) of the CARES Act precluded an employer who obtains forgiveness of a PPP loan from taking advantage of the employer social security tax deferral. The IRS issued FAQs that clarified that

  • an employer that obtains a PPP loan may defer the deposit of employer social security tax up until such time as the employer is notified that some or all of the PPP loan will be forgiven.

Note:
Employer side social security taxes are deferred (not forgiven). The tax deferrals can take place until the PPP Loan is forgiven. Once loan forgiveness is, the social security tax billing rate will returned to the normal billing rate. The deferred portion will be paid back to the IRS over the following two years.

Employer Social Security Tax Deferral Program

President Trump signed the Paycheck Protection Flexibility Act (“PPFA”), making certain changes to the Paycheck Protection Program enacted as part of the Coronavirus Aid, Relief, and Economic Security (“CARES”) Act in March.

Section 4 of the PPFA amends Section 2302(a) of the CARES Act to delete section 2302(a)(3). Accordingly, employers who obtain forgiveness of a Paycheck Protection Program (“PPP”) loan may now defer all employer social security tax deposits that would otherwise be required to be deposited before January 1, 2020.

Under Section 2302 of the CARES Act, employers may significantly defer the deposit of the employer share of social security taxes (but not Medicare taxes).

Specifically, all employer social security taxes otherwise required to be deposited between the date of enactment and December 31, 2020, are not required to be deposited on the normal deposit schedule.

  • 50% of such taxes would be required to be deposited by December 31, 2021.
  • 50% would be required to be deposited by December 31, 2022.

However, Section 2302(a)(3) of the CARES Act precluded an employer who obtains forgiveness of a PPP loan from taking advantage of the employer social security tax deferral. The IRS issued FAQs that clarified that

  • an employer that obtains a PPP loan may defer the deposit of employer social security tax up until such time as the employer is notified that some or all of the PPP loan will be forgiven.

Note:
Employer side social security taxes are deferred (not forgiven). The tax deferrals can take place until the PPP Loan is forgiven. Once loan forgiveness is, the social security tax billing rate will returned to the normal billing rate. The deferred portion will be paid back to the IRS over the following two years.

Visit the following page Q&A for more details:

Last night, the U.S. Senate passed the Paycheck Protection Program Loan Flexibility Act (PPPLFA) to adjust the loan forgiveness rules for PPP loans. The President is expected to sign the legislation today.

Leaders from both parties in the Senate pushed to pass the legislation on Wednesday as the clock on the initial eight-week window recently expired for the first recipients of PPP loans. Johnson dropped his objections after Senate leader Mitch McConnell agreed to add a letter to the Congressional Record clarifying that June 30 remains the deadline for applying to receive a PPP loan. The bill moves the June 30 deadline for spending the PPP funds to Dec. 31 to accommodate the new 24-week window.

Following is a summary of the legislation’s main points compiled by the AICPA: 

  • Current PPP borrowers can choose to extend the eight-week period to 24 weeks, or they can keep the original eight-week period. New PPP borrowers will have a 24-week covered period, but the covered period can’t extend beyond Dec. 31, 2020. This flexibility is designed to make it easier for more borrowers to reach full, or almost full, forgiveness.
  • Under the language in the House bill, the payroll expenditure requirement drops to 60% from 75% but is now a cliff, meaning that borrowers must spend at least 60% on payroll or none of the loan will be forgiven. Currently, a borrower is required to reduce the amount eligible for forgiveness if less than 75% of eligible funds are used for payroll costs, but forgiveness isn’t eliminated if the 75% threshold isn’t met.  Rep. Chip Roy (Texas), who co-sponsored the bill in the House, said in a House speech that the bill intended the sliding scale to remain in effect at 60%. Senators Marco Rubio and Susan Collins indicated that technical tweaks could be made to the bill to restore the sliding scale.
  • Borrowers can use the 24-week period to restore their workforce levels and wages to the pre-pandemic levels required for full forgiveness. This must be done by Dec. 31, a change from the previous deadline of June 30.
  • The legislation includes two new exceptions allowing borrowers to achieve full PPP loan forgiveness even if they don’t fully restore their workforce. Previous guidance already allowed borrowers to exclude from those calculations employees who turned down good faith offers to be rehired at the same hours and wages as before the pandemic. The new bill allows borrowers to adjust because they could not find qualified employees or were unable to restore business operations to Feb. 15, 2020, levels due to COVID-19 related operating restrictions.
  • New borrowers now have five years to repay the loan instead of two. Existing PPP loans can be extended up to 5 years if the lender and borrower agree. The interest rate remains at 1%.
  • The bill allows businesses that took a PPP loan to also delay payment of their payroll taxes, which was prohibited under the CARES Act.

We have all been dealing with somewhat of a moving target on the parameters and formulas used for loan forgiveness.   The FTE calculation was defined about two weeks ago, but placed on hold because of the new PPPLFA. AdvanStaff HR’s PPP Loan Forgiveness Help page details the formulas and calculation methods as provided by the SBA and US Treasury as outlined currently.

From a system and reporting standpoint, we can now get closer to a final report.  These reports are complicated and have many variables.  The impact of the PPPLFA will materially change these reports as well as the deadlines in which to file for forgiveness.  Our developers will need some time to react and to code the updated reports.  Stay tuned!

We will soon provide more updates to the PPPLFA Guidance once signed by the president.  We have meetings this Friday with counsel partners on the changes and implications of the new Act and will post those summaries as soon as possible. 
Thank you for your partnership.  Advanstaff HR is here to keep you in business and to help all companies through these crazy times.  If we can assist in any way, please let us know!  My cell phone is listed below and email is alway great.

Regards,

Matt Richards, President & COO
AdvanStaff HR
8925 West Russell Rd, Suite 100
Las Vegas, NV 89148

Office:  702-598-0000 ext 201
Cell:     702-496-7888
Web:    www.advanstaff.com

Visit the following page Q&A for more details:

Today (May 28), the House of Representatives passed H.R. 7010, the Paycheck Protection Program Flexibility Act of 2020 by a 417-1 margin. Sponsored by Representatives Chip Roy (R-TX) and Dean Phillips (D-MN), this bill would make several changes to the PPP program, including:

  • Extending the PPP loan forgiveness period to include costs incurred over 24 weeks after a loan is issued or through Dec. 31, 2020, whichever comes first.
  • Extending the period where a loan could be forgiven from December 31, 2020 from the current June 30, 2020 if businesses restore staffing or salary levels that were previously reduced. The provision would apply to worker and wage reductions made from February 15 through the end of April.
  • Allowing companies that document their inability to rehire workers employed as of February 15, 2020 as well as their inability to find similarly qualified workers by the end of the year to remain qualified for loan forgiveness.
  • Extending the deadline to apply for a PPP loan from June 30. 2020 to December 31, 2020.
    Changing the current 75%/25% requirement of payroll to mortgage/rent/utilities expenses to 60%/40%.
  • Repealing a provision from the CARES Act that barred companies with forgiven PPP loans from deferring their payroll tax payments.
  • Allowing borrowers to defer principal and interest payments on PPP loans until the SBA compensates lenders for any forgiven amounts, instead of the current six-month deferral period. Borrowers that don’t apply for forgiveness would be given at least 10 months after the program expires to start making payments.
  • Establishing a minimum loan maturity period of five years following an application for loan forgiveness, instead of the current two-year deadline set by the SBA. That provision would apply to PPP loans issued after the measure is enacted, though borrowers and lenders could agree to extend current loans.

The Senate could consider this bill as early as next week.

Visit the following page Q&A for more details:

WASHINGTON—Today, the Small Business Administration (SBA), in consultation with the Department of the Treasury, released the Paycheck Protection Program (PPP) Loan Forgiveness Application and detailed instructions for the application. 

The form and instructions inform borrowers how to apply for forgiveness of their PPP loans, consistent with the Coronavirus Aid, Relief, and Economic Security Act (CARES Act). SBA will also soon issue regulations and guidance to further assist borrowers as they complete their applications, and to provide lenders with guidance on their responsibilities.

The form and instructions include several measures to reduce compliance burdens and simplify the process for borrowers, including:

  • Options for borrowers to calculate payroll costs using an “alternative payroll covered period” that aligns with borrowers’ regular payroll cycles
  • Flexibility to include eligible payroll and non-payroll expenses paid or incurred during the eight-week period after receiving their PPP loan
  • Step-by-step instructions on how to perform the calculations required by the CARES Act to confirm eligibility for loan forgiveness
  • Borrower-friendly implementation of statutory exemptions from loan forgiveness reduction based on rehiring by June 30
  • Addition of a new exemption from the loan forgiveness reduction for borrowers who have made a good-faith, written offer to rehire workers that was declined

The PPP was created by the CARES Act to provide forgivable loans to eligible small businesses to keep American workers on the payroll during the COVID-19 pandemic. The documents released today will help small businesses seek forgiveness at the conclusion of the eight week covered period, which begins with the disbursement of their loans.

The IRS provided guidance on the taxability of the PPP Loan and loan forgiveness.

Visit the following page Q&A for more details:

Popular articles:

Essential Business Employee Letter

If you are included in the “essential business” list by your states governors office, you can give this letter to your employee to keep in their vehicle when they are traveling to and from work:

You will need to edit the letter to fit your business and we suggest adding it to your company letterhead.

New courses added to the AdvanStaff Learning Management System

We have enhanced the LMS course list with relevant content to help managers and employees with Coronavirus preparedness, remote working, and stress management.

New Courses:

  • Coronavirus Preparedness for Managers and Employees
  • Crisis Management and Emergency Response Planning
  • Handling Stress 
  • Managing Remote Teams 
  • Working Remotely

New courses are added continually at no additional costs.

Read about the Learning Management System

Essential Business Employee Letter

If you are included in the “essential business” list by your states governors office, you can give this letter to your employee to keep in their vehicle when they are traveling to and from work:

You will need to edit the letter to fit your business and we suggest adding it to your company letterhead.

Cares Act News:

US Treasury issues additional guidance on the CARES Act

FFCRA News:

U.S Department of Labor: Wage & Hour Division issues new additions to Q&A Resources Guide

Employee Benefit News:

  • Sierra, Health Plan of Nevada, and Blue Cross / Blue Shield has extended the open enrollment special period another week to April 16.
  • The notice and details have been posted to the Employee Guidance Page.

Important Loan Program Application Updates from Late Evening on Thursday

You should discuss your individual situation with your banker, CPA, attorney, or other trusted professional advisors regarding the recent changes to the program.

AdvanStaff HR is NOT a legal or tax advisor on any loan program and all situations are different. We are doing our best to outline various key points recently published. You must read the Paycheck Protection Program – Interim Final Rule and determine for yourself how the changes affect you.

Many banks and legal advisors are still digesting the new guidelines and application acceptance dates will vary from bank to bank based on how those banks interpret the changes.

Last Minutes Changes to the PPP Loan Program

Many changes to the CARES Act PPP Loan Program Application (and amounts) were finalized late Thursday night and early Friday morning.

  • PPP Loan Program Clarification Provided by the SBA & US Treasury
  • Loan Application Form Updated:
  • Date Range of Reporting Period Changed
    • Changed from 2019 to “Previous 12 months”
    • A new report will need to be run
    • There are other options for computing “payroll costs” for employees.
  • Allowable expenses clarified:
    • Gross Wages
    • SUTA
    • Other State Taxes
    • ER Paid Benefits
    • ER 401k Match
  • Disallowed expenses clarified. The following columns have been removed from the report.
    • FICA
    • FUTA
    • Works’s Comp
    • Admin Fees
    • 1099 Subcontractors

Loan Package Inserts

We have added and recommend an additional loan insert from the PEO Association President to assist your application. Please include BOTH inserts.

We have received several questions about the form 941 requirement with the CARES Act application and how it applies to clients of PEOs.

Please read the entire article HERE

AdvanStaff HR has been working with bankers and other lenders on clarification regarding the recently passed Paycheck Protection Program (PPP) of the CARES Act.

Payment Protection Program Application Update

Many of you have reached out with questions about the new Paycheck Protection Program (PPP) that is part of the CARES Act. This is what we know: The Treasury Department and the Small Business Administration (SBA) are working this week on promulgating regulations that will guide the program. They are expected to be done by Thursday, likely late in the day. Treasury Secretary Steve Mnuchin said yesterday, “These loans will be available starting on Friday, which will be at lightning speed.”

To be clear, no one is applying for PPP loans right now because it is not possible. The program does not yet exist, operationally. There are no forms on the SBA site. Some confusion may lie in the fact that there are Economic Injury Disaster Loans (EIDL) from the SBA that have been around for years. However, EIDL loans are different from the PPP loans under the CARES Act, most notably in that EIDL loans do not have the PPP’s loan forgiveness rules.

You will be able to refinance the EIDL into the PPP for loan forgiveness purposes. However, you may not take out an EIDL and a PPP loan at the same time and for the same purposes.

AdvanStaff HR has been working with bankers and other lenders on clarification regarding the recently passed Paycheck Protection Program (PPP) of the CARES Act.

This program designed to help small business pay for payroll, employee benefits, rent, utilities, and interest on loans. This is a FORGIVABLE loan program on all covered expenses. This is a program that should interest business owners and is worth researching.

AdvanStaff is preparing a “how to” document listing all reports and a recommended items to help you get access to the PPP loan program as quickly as possible. A key component of loan forgiveness is based on the employer NOT laying off worker.

Stay tuned, AdvanStaff HR will post more details on the Paycheck Protection Program very soon. Please visit our Q&A page for information about the CARES Act.

Updated Family First Coronavirus Response Act (FFCRA) Q&A from the U.S. Department of Labor Wage & Hour Division:


The Small Business Administration has updated its website with information about Economic Injury Disaster Loans (EIDL) and the additional assistance for small business owners provided in the CARES Act, including the opportunity to receive up to a $10,000 advance on an EIDL for emergency capital.

The Coronavirus Aid, Relief, and Economic Security Act – (CARES ACT)

Legal Bulletin(s)

**All of the below is based upon the current text of the bill, which may be changed as it moves through the legislative process.

The Coronavirus Aid, Relief, and Economic Security Act – (CARES ACT)

The legislation making its way through the Senate right now is the CARES Act

For businesses with less than 500 employees, it appears to provide some significant relief in the form of an amendment to the SBA 7(a) program to provide forgivable loans to affected businesses. 

Below please find a brief summary of how the forgivable loan amount will be calculated, along with what information we believe you will need to provide to a bank to complete the loan application.

The loan amounts to be available to a business affected by COVID-19 are based upon the following formula:

The lesser of:

  • 4 times the following:
    • Monthly payroll (as determined by the average payroll from March 1-June 30, 2019)
    • Monthly mortgage payments
    • Monthly rent payments
    • Monthly payments of other debt obligations incurred during the 1-year period before the date the loan was made
  • $10,000,000

Note:  Loan funds can be used for payroll, mortgage payments, rent, utilities, and any other debt obligations that were incurred before the covered period.

Borrowers will be eligible for loan forgiveness in an amount equal to the cost of maintaining payroll continuity from March 1-June 30, 2020.  The maximum amount of loan forgiveness is calculated as the total payroll costs incurred from March 1-June 30, 2020, plus the amount of payments made on debt obligations incurred before March 1, 2020.

The amount of loan forgiveness will be reduced by any percentage reduction in payroll from March 1-June 30, 2020 measured against the same period from 2019.   

**All of the above is based upon the current text of the bill, which may be changed as it moves through the legislative process.

** EMPLOYER ACTION REQUIRED **

NEW Posting Requirement

Employers are required to post a notice of the new provisions of the FFCRA in a conspicuous place on their premises.

Employers may also satisfy the notice requirement by emailing or direct-mailing the notice to employees, or posting the notice on an employee information internal or external website.

Required Posting:

NEW Employee Benefits Special Open Enrollment Period

Our carriers (UHC/HPN/SHL) are offering a new open enrollment period for employees to make NEW benefit elections based on a life event.

Employees will log into their Employee Portal (ESS) and click on the “Life Event” tile.  They will then be launched into the benefit enrollment module. 

A posting has been added to the COVID-19 Employee Info page.

Additional Clarification on the FFCRA provided by the Federal Wage & Hour Division.

For your convenience, here are links to important information and resources from the Department of Labor on the FFCRA:

On Friday, March 20, the U.S. Treasury, IRS, and U.S. Department of Labor announced their plans for making the paid leave provisions in the Families First Coronavirus Response Act (FFCRA) less burdensome for small businesses. Key points include:

  • To take immediate advantage of the paid leave credits, businesses can retain and access funds that they would otherwise pay to the IRS in payroll taxes. If those amounts are not sufficient to cover the cost of paid leave, employers can seek an expedited advance from the IRS by submitting a streamlined claim form that will be released next week.
  • The Department of Labor will release “simple and clear” criteria for businesses with fewer than 50 employees to apply for exemptions from the leave provisions related to school and childcare closures; and
  • There will be a 30-day non-enforcement period for businesses making a reasonable effort.

We know that for many of our clients, business slowdowns related to the spread of COVID-19 have made it hard to imagine how they could bear any additional expenses. We encourage anyone with these concerns to read the linked announcement carefully.

President Trump signed into law the Families First Coronavirus Response Act on Wednesday Evening, March 18, 2020. The act is set to take effect on Wednesday, April, 1.  This new bill will provide employees access to expanded paid Family Medical Leave Act (FMLA) protection and paid sick leave while permitting employers to claim tax credits for such mandated compensation.

We are working diligently on building the needed reports and waiting for further clarification on loan application guidelines.

More info will follow soon.

Great Question!

We have created a special layoff status code “Layoff COVID-19” in the Manager Portal to accommodate the terminations and layoffs being processed by worksite managers. 

To do this, we will change the “Employee Status” and not use “Employee termination.” 

Please select Layoff in both the Employment Status and the Type and the reason of Layoff COVID-19. 

This will allow HR to reactivate the employees status quickly in the HRIS Cloud system and won’t force the manual implications of a termination.  

If the employee is not going to come back, then AdvanStaff HR or the manager would move them to Terminated Status under employee terminations at that time.  

Thank you for your help and please let me know if you have any questions.

Option #1 – Reverse Wire

  1. Download the authorization form.
  2. Send the authorization form to you banks *WIRE DEPARTMENT*
  3. Make sure the form is signed by you, the bank wire department,
  4. Upload the completed form using our secure upload utility.

Please allow 2-3 business days for setup and testing. You will see a $1 – $10 test transaction for you to verify.

Option #2

Payment by pre-paid wire transfer.  Any company processing payroll through AdvanStaff HR MUST fund payrolls in advance using a wire transfer.

  • The client must initiate a wire transfer payment for each payroll batch
  • Payroll batches will not be released until the wire is received and confirmed by our bank.
  • Direct deposit services will remain active.
  • If your wire is not received by the cut-off time, your employees will not get paid.

Option #3

Advanced Notice ACH. Payroll may be funding using traditional ACH methods, however reporting must take place 5 business days before the check date. This extra lead time allows the payroll to be process and the bank account to advanced funded.

This means for a friday payroll, reporting would take place on Monday and the account debited on Tuesday/Wednesday.

Option $4

Employer cuts “net checks.”  Using a payroll report provided by AdvanStaff HR, a worksite manager/owner would cut “net checks” also known as “take home pay” directly to the employee.  Employees will be paid directly from you worksite employers operating account.    

  • Advanstaff HR will still ACH debit the employer for all remaining payroll related expenses (taxes, insurance premiums, workers comp premium, etc.) 
  • Direct deposit services will not be available because checks are coming from the employers account.

Option #5

Payroll Deposit. The employer may deposit the amount of a full payroll cycle with AdvanStaff HR.

Great question. We can’t speak for every state, but here is Guidance from the State of Nevada.


What exactly is an “essential” business?

The clearest answer yet comes from the NV Department of Public Safety’s Division of Emergency Management.

The Dept.’s regulations give the most detail yet as to what kinds of businesses can continue operating during the shutdown period, creating a new category of “essential licensed business” that can continue limited operations during the shutdown period.

“Essential licensed business” must follow social distancing guidance, which generally require six feet of separation between persons. They’re also required to cease all door-to-door solicitation, follow applicable hygiene standards and adopt contactless payment systems (credit cards, Apple Pay or Samsung Pay….) to avoid direct cash transactions.

Marijuana dispensaries can only offer delivery services. Businesses are only allowed to serve one customer or group of customers that originate at the same time or same household, so services like Uber Pool or doordash are prohibited.

As for stores that sell firearms and ammunition, a 2007 state law explicitly prohibits the state from imposing any restriction on the sale of firearms in an emergency situation, which means those businesses are still allowed to operate.

Additionally, any industry that is identified in a U.S. Department of Homeland Security memorandum on critical infrastructure workforce is allowed and is exempted from the requirements in the order.

Any business type not mentioned directly can continue operations, but cannot do retail sales and must meet the following requirements, including:

  • Performing operations without contact to the general public
  • Provide services without causing members of the public to congregate closer than six feet together
  • Provide services without causing ten or more people to congregate

ESSENTIAL / ALLOWED TO REMAIN OPEN

Essential health care operations including:

  • Hospitals
  • Medical offices
  • Clinics
  • Healthcare suppliers Home health care providers
  • Mental health providers
  • Dentists
  • Orthodontists
  • Oral surgeons
  • Physical or occupational therapists
  • Speech therapists and pathologists
  • Chiropractors
  • Licensed homeopathic medical providers
  • Biomedical facilities
  • Non-governmental emergency service providers
  • Optometrist and ophthalmologist offices
  • Offices for certified nurse-midwives
  • Veterinary services
  • Pharmaceuticals

Essential infrastructure operations including:

  • Construction
  • Agriculture
  • Farming
  • Housing construction
  • Airport operations
  • Water
  • Sewer
  • Gas
  • Electrical
  • Mining
  • Public transportation
  • Solid waste collection and removal
  • Recycling services
  • Energy, including solar
  • Internet
  • Telecommunications
  • Manufacturing
  • Food processing Grocery stores including:
  • Supermarkets
  • Food banks
  • Food pantries
  • Soup kitchens
  • Convenience stores
  • Farm and produce stands
  • Other retail sale of canned and dry goods, fresh produce, frozen foods, fresh meats, fish, and poultry

Retailers including:

  • Businesses that sell food items and other household consumer products for cleaning and personal care to promote safety, sanitation, and essential operation of households
  • Businesses that sell or rent medical supplies

Businesses that ship or deliver goods directly to residences

  • Mail and shipping services, including PO Boxes
  • Businesses that supply products necessary for people to work from home on a curbside pickup or delivery to consumer basis only

Licensed cannabis entities including:

  • Dispensaries (delivery only; no curbside pickup) Producers
  • Cultivators
  • Pet supply stores
  • Animal shelters

Financial Institutions including:

  • Banks
  • Pawnbrokers

Restaurants and food establishments that offer meals on a take-out, curbside pickup, delivery, or drive-through basis only and food distribution pods to provide meals to students.

Services for vulnerable people

Businesses and other entities that provide food, shelter, or social services for economically disadvantaged individuals, vulnerable populations, or victims of crime

Hardware stores, including home improvement centers

Auto services including:

  • Auto supply
  • Automobile repair facilities
  • Tire shops

Laundromats and Dry Cleaners

Warehouse and Storage facilities

Transportation services including:

  • Taxicabs

Rideshare services

Maintenance services

  • Plumbers
  • Electricians
  • Exterminators
  • Home security
  • Other service providers who provide services necessary to maintain the safety, sanitation, and essential operation of residences or businesses

Professional or technical services including:

  • Legal
  • Accounting
  • Tax
  • Payroll
  • Real estate
  • Property management services
  • Childcare facilities

Residential facilities including:

  • Shelters for seniors, adults, and children
  • Retirement homes

Assisted living facilities Media including:

  • Newspapers
  • Television
  • Radio

Other media services Lodging including:

  • Hotels and motels
  • Short-term rentals
  • RV parks Campgrounds
  • Dormitories

Commercial lodging Gas stations, with or without attached convenience store

Firearm and Ammunition Stores

NON-ESSENTIAL / ORDERED CLOSED

Recreational activities including but not limited to:

  • Recreation and community centers
  • Sporting event venues
  • Fitness facilities and gyms
  • Clubhouses
  • Racetracks
  • Zoos and aquariums
  • Golf and country clubhouses not to include golf activities outside clubhouse settings
  • Bowling centers
  • Cinemas and movie theaters
  • Skiing facilities
  • Amusement parks

Adult entertainment

  • Brothels and houses of prostitution
  • Live entertainment venues, including theaters and adult entertainment establishments

Retail facilities not defined as essential and that are unable to sell goods through shipping or direct delivery

  • Sporting goods and hobby shops

Restaurant services providing in-house dining only

  • Nightclubs
  • Pubs, wineries, bars and breweries

Casinos

  • Gaming machines and gaming operations

Beauty and grooming services

  • Hairdressers
  • Barbers
  • Nail salons
  • Tanning and air brush salons
  • Massage not provided by a physical therapist
  • Waxing
  • Diet and weight loss centers
  • Other cosmetic services

Museums and art galleries Liquor stores

Essential Business Employee Letter

If you are included in the “essential business” list by your state governor’s office, you can give this letter to your employee to keep in their vehicle when they are traveling to and from work:

You will need to edit the letter to fit your business and we suggest adding it to your company letterhead.

Great question.

In order to enable remote workers to clock in through the time and attendance web clocks, the IP restriction likely on the account needs to be removed.

Please submit a ticket. A timeclock pro will be able to assist you.

Employees who are subject to layoff will be eligible for unemployment benefits.  They should apply for unemployment insurance benefits at:  www.ui.nv.gov  (Nevada) If you decide to lay off any of your staff, you would:

  1. notify each one of them separately that they are being “laid off”
  2. use the AdvanStaff automated system to enter each person in the system using a “layoff” code
  3. provide your AdvanStaff payroll specialist with the final hours owed for each laid off employee to produce their final check

If you have a PTO or vacation plan that allows for payout of unused hours to be paid upon termination, those hours would be paid out as well. Additional Information:

  1. Under Nevada law, employees who are laid off must be paid their final payroll check on their last day of employment.  Please make certain that you give AdvanStaff sufficient time to produce final checks so you can be in compliance with payment law.
  2. Employees who are subject to layoff will be able to apply for unemployment benefits through the state of Nevada’s website- www.ui.nv.gov.
  3. AdvanStaff will respond to each claim
  4. Should you decide to rehire an employee who you laid off, you will work with AdvanStaff to get that done

 We are here to help, so reach out to us with any other questions that come up.  We wish you and your team the best as you work through these challenges. 

As the COVID-19 situation progresses, our focus will be to protect our employees and yours from unnecessary exposure to the virus.

Those companies using our electronic onboarding can continue to do so without interruption.

Companies who have yet to transition to paperless onboarding, please submit a ticket, our transition team will reach out to you. You can continue to use paper, but it will require extra work and resources on your side for each new hire.

We can email paper form PDFs to managers and employees. Please submit all forms using our secure portal.

**Updated 3-17-2020**

Business hours will remain as usual. However, we must limit the number of people in the waiting area to no more than 2 people at a time. Please call our offices to make sure your pickups are ready to minimize wait time and crows.

In-person enrollments will be suspended indefinitely.

We will be available and fully operating even if we have to close our doors to the general public.

AdvanStaff HR has a fully operation business continuation plan to keep services up and running even if all employees must work from home.

Services will continue and we ask all clients and employers to submit tickets for support and to use our systems as much as possible.

Previous Articles and News

CARES Act PPP Loan Application Inserts:

IRS provides guidance on PPP Loans:

All situations are different. Information provided on this site is not legal advice and is intended for informational purposes only.

Corona Virus (Covid-19) Updates for EmployeesTesting, Unemployment, & Health Insurance Information
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