Coronavirus (COVID-19): Workplace Resource Center

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As the coronavirus pandemic continues to evolve, XpertHR is constantly working to add new resources and update existing content with the latest information to help employers safeguard their employees and their business.

Bookmark this page as your gateway to all of our coronavirus-related tools and resources.

As always, we welcome your questions and feedback. You can email us or call us at 1‑855‑XpertHR (1‑855-973‑7847).

Most Popular Resources

These were our most-visited resources during the past week:

Additional resources can be found in the sidebars at the right.

New Resources

These are the latest additions to our ever-expanding suite of coronavirus resources:

Recent Updates

These are the latest updates to existing coronavirus resources:

Visit our Coronavirus Topic page for a running list of site updates.

Return to Work

The following resources can help employers manage employees' return to work:

Coming Soon

Keep an eye out for the following new resources scheduled to be published soon:

  • COVID-19 Employee Survey Template
  • Request to Work From Home Form
  • Approval of Request to Work From Home Letter
  • Denial of Request to Work From Home Letter
  • Return-to-Work Health Screening and Testing for COVID-19 Checklist
  • Nexus Issues Triggered by Remote Employees Checklist

Key Topics

XpertHR offers in-depth guidance on several key topics, including:

International Manual

XpertHR's International Manual provides a wealth of information about coronavirus-related emergency measures in several countries, including:

Legal Responsibilities and Workplace Strategies

Employers should regularly consult the Centers for Disease Control and Prevention (CDC) for the most current information on the coronavirus, including guidance for businesses. Also, employers must always be mindful of the General Duty Clause of the Occupational Safety and Health (OSH) Act. Under this clause, an employer is required to furnish each worker with "employment and a place of employment, which are free from recognized hazards that are causing or are likely to cause death or serious physical harm." While this clause applies to a wide array of different situations, in the case of COVID-19, it essentially requires an employer to ensure that its employees have a safe and healthy workplace. The Occupational Safety and Health Administration (OSHA) has issued guidance on preparing workplaces for COVID-19 and an alert aimed at preventing exposure.

In addition, the Personal Protective Equipment (PPE) standard issued by the OSHA requires that employers provide their employees with certain equipment - including gloves, eye and face protection, and respiratory devices - when particular hazards may cause injury or impairment. Also, OSHA has deemed COVID-19 a recordable illness when a worker is infected on the job and, therefore, certain employers must record any such cases on the OSHA 300 log.

An employer should also consider workplace strategies relating to COVID-19, along with other infectious diseases. For example:

Employee Education

Education as to the transmission and symptoms of COVID-19 is key to allaying fears and reducing misinformation. According to the World Health Organization (WHO), COVID-19 can be transmitted person to person, specifically through respiratory secretions, e.g., coughing and sneezing.

It is crucial that everyone is aware of the symptoms of COVID-19. Common signs of the virus are:

  • Respiratory symptoms;
  • Fever;
  • Cough;
  • Shortness of breath; and
  • Breathing difficulties.

Severe cases may cause pneumonia, severe acute respiratory syndrome, kidney failure or death.

Educating employees on the facts of COVID-19 will encourage communication and cooperation between employees and management on measures to ensure the health and safety of the workplace. Further, it would be prudent to:

Reducing Potential Exposure to the Coronavirus

As with most infectious diseases, there are certain precautionary measures an employer can take to reduce the risk of exposure to the coronavirus. For example, employees should be strongly urged to:

  • Wash their hands frequently with soap and water;
  • Make use of hand sanitizer gels or wipes when soap and water are not readily available;
  • Maintain social distancing;
  • Avoid touching their face;
  • Cover their coughs or sneezes;
  • Stay home if they are sick; and
  • Self-quarantine if they have tested positive or otherwise have reason to believe they may have been infected.

To stress the importance of these measures and demonstrate commitment to the overall health of the workforce, consider taking additional steps such as placing tissue boxes at each workstation and hand sanitizers at several locations around the workplace, e.g., by the printer.

Addressing Concerns About Performing Job Functions

Be prepared for employees who may be nervous and concerned about contracting COVID-19. From an employee-relations perspective, an employer should be understanding of the employee's concerns and evaluate every request or issue based on the employee's particular circumstances.

If an employee refuses to come to work when a co-worker is suspected of having contracted the coronavirus or is displaying flu-like symptoms, consider alternative arrangements such as telecommuting. With the appropriate equipment, e.g., laptops and software, allowing employees to telecommute can go a long way to ease worries among the workforce and further protect the workplace from transmission. Also, have employees take their laptops home each night in case the office is closed or they cannot get to work.

If telecommuting or working at another location is not an option, clearly, but kindly, communicate:

  • Why the employees cannot be accommodated;
  • Why the risk of COVID-19 infection may be low;
  • How the employees can protect themselves from infection; and
  • What protective measures the employer will take.

There is still much that is unknown about the virus so listen to an employee's concerns and fears and be open to discussing alternative solutions.

In addressing or responding to a proposed alternative working solution:

Business Travel

An employer may find that an employee has reservations or simply refuses to go on a business trip as a result of the coronavirus pandemic. In this case, an employer should consider proposing an alternative, e.g., conduct the business from the "home office."

Also, check the CDC's advisories on travel restrictions. Regardless, an employer should consider postponing all travel out of an abundance of caution.

The situation remains fluid so be sure to consult the latest news and resources on the appropriate government sites.

Payroll Concerns

Business disruption during this time can affect payroll processing. The resulting delay in paying employees and other payees can expose an employer to penalties and fines for failure to report and remit payroll taxes or adhere to wage and hour laws. Although the IRS and the taxing agencies of the affected states may provide employers with tax filing and payment extensions, these agencies do not forgive interest for late deposits or reports. Therefore, payroll professionals have good reason to do everything possible to ensure that business can continue as normally as possible during the pandemic.