COVID-19 Crisis Response Center

Essential Resources for Employers

We’re here for you.

Right now employers feel isolated. But, they’re not alone. ThinkHR and Mammoth have been fielding thousands of coronavirus-related questions from business owners. And, we’re jointly making our essential COVID-19 crisis management resources available for free to all employers in need.

If you are an existing ThinkHR or Mammoth partner or client, please contact your representative for additional support during this critical time.

Resource Library
Frequently Asked Questions
State & Federal Information

Resource Library

2 min HR Video

COVID-19: Harassment Prevention Considerations With a Remote Workforce

2 min HR Video

COVID-19: When Employees Are Afraid to Return to Work

File

Personal Leave of Absence Letter

White Paper

Quick Start Guide: Deciding Who to Recall from Furlough or Layoff

2 min HR Video

COVID-19: Return to Work Considerations: Postings and Policies

2 min HR Video

COVID-19: Recall Letter for Furloughed Employees

2 min HR Video

COVID-19: The Small Business Exemption to FFCRA Childcare Leave

2 min HR Video

COVID-19: The FFCRA and Summer Childcare

2 min HR Video

COVID-19: Health and Safety Best Practices for Returning to Work

File

Employee Notice: Face-Covering Policy

A compliant notice for your clients to alert employees on applicable mandates for face-covering policies.

2 min HR Video

If an Employee Refuses Work: Impact on Unemployment Benefits

A video explanation of the CARES Act and how to address employee refusals to return.

2 min HR Video

Emergency Paid Sick Leave for Care of Others

Video resource explaining the qualifying provisions for EPSL for the care of others.

File

Return to Work Policy Checklist

An all-inclusive returning to work checklist including policies, safety, and best practices.

File

Welcome Back Letter (COVID-19 Return to Work)

A sample welcome back letter to offer your clients so employees can adjust to changes within the office.

File

Families First Coronavirus Response Act Request Form

The FFRCA request form for your clients to easily access the benefits they need.

File

Templated Letter to Essential Employees

Template letter for employees to show proof of essential business status.

File

Temporary Layoff Notice Template

A simple template for your clients to inform employees of temporary lay-offs and subsequent actions employees should take for benefits.

File

Employee Layoff Notice Template

A template letter for your clients to inform employees of lay-offs and subsequent actions employees should take for benefits.

File

COVID-19 Employee Communication Document

A brief, but inclusive document for clients to explain changes and safety precautions related to COVID-19.

File

Employee Furlough Recall Letter

A revised offer template for reinstating furloughed employees.

Blog Post

What is Families First Coronavirus Response Act? An Overview

A full explanation of FFCRA for your clients.

Blog Post

Unemployment Benefits Changes Under CARES Act: An Overview

An overview explanation of benefits changes your clients need to know based on the CARES act.

Blog Post

DOL Relaxes in Person I-9 Inspection Requirements

An explanation of the DOL update on in-person I-9 inspection requirements.

Blog Post

FFCRA: New rule and Guidance from IRS and DOL

An explanation of the guidance from the DOL and IRS on FFCRA.

2 min HR Video

COVID-19: How to Reduce Hours and Pay in Tough Times

A video explanation of the guidelines for reducing employee hours and pay due to company hardship.

2 min HR Video

COVID-19: Furlough vs Layoff Video

A video explanation of the differences between furloughs and layoffs.

2 min HR Video

COVID-19: FFCRA Documentation Video

A video explanation of the required documentation for FFCRA.

2 min HR Video

Ergonomics for Remote Employees: What to Consider

A quick overview of how to support employees and ensure they remain efficient while adjusting to an unfamiliar work environment.

2 min HR Video

Workplace Safety: COVID-19

A brief video overview of how to keep the workplace safe throughout a global health crisis.

Webinar

Free HR Webinar: COVID-19 Employer Guidance and Q&A

A discussion surrounding the most common COVID-19 questions and concerns amongst small to mid-sized businesses.

Blog Post

FFCRA and CARES Act Update

An overview of the latest FFCRA and CARES Act updates and how these may impact your clients.

File

If an Employee Tests Positive for COVID-19: Sample Company Communication

An example letter to employees regarding COVID-19 infection in your client’s workplace.

Blog Post

What Is The Families First Coronavirus Response Act (FFCRA)?

An article that addresses what the FFCRA act entails and how it may impact your clients.

File

Example Emergency Paid Sick Leave Policy

A sample emergency paid sick leave policy to use or customize for employers with fewer than 500 employees.

Blog Post

How to Ease the Burden of FFCRA Tax Credit

How recent updates to the FFCRA will impact employer payroll tax credits and methods to ease the financial burden on your clients.

File

Sample Emergency Family and Medical Leave Policy

An example of an emergency family and medical leave policy for employers with fewer than 500 employees.

File

Sample Work From Home Policy

An example work from home policy to use or customize based on your client’s needs.

File

Sample Acknowledgment of Receipt of Company-Issued Property

If your clients have issued equipment to employees, use this sample for their records.

File

Remote Work Best Practices Checklist

Use or customize this template to ensure your client’s employees understand their remote work policies and procedures.

File

Sample Telecommuting Agreement

An example telecommuting agreement outlining a company’s work from home policy.

File

Furlough Letter Example Template

A starter template designed to help employers inform employees about COVID-driven furloughs.

Frequently Asked Questions Regarding COVID-19

Curated from over 2,000 COVID-19 related questions
submitted to ThinkHR and Mammoth HR advisors.

Health and Safety in the Workplace

Can we screen employees returning to work for COVID-19?

Can we tell employees who travel to stay home and quarantine, even if they don’t have symptoms?

Can we send employees home if they are symptomatic?

Can I send an employee home if they are sick or pregnant, regardless of whether it’s COVID-19 related, just to be safe?

What if my employee discloses that their family member or roommate has COVID-19?

How do we handle taking employee’s temperatures?

Are employees required to provide documentation in support of leave taken under the FFCRA?

Answer:

If you intend to claim a tax credit under the FFCRA for your payment of the sick leave or expanded family and medical leave wages, you should retain appropriate documentation in your records. A written request for leave from the employee should include the following (and you can’t require that it include more):

The employee’s name;
The date or dates for which leave is requested;
A statement of the COVID-19 related reason the employee is requesting leave and written support for such reason; and
A statement that the employee is unable to work, including by means of telework, for such reason.

In the case of a leave request based on a quarantine order or self-quarantine advice, the statement from the employee should include the name of the governmental entity ordering quarantine or the name of the health care professional advising self-quarantine, and, if the person subject to quarantine or advised to self-quarantine is not the employee, that person’s name and relation to the employee. For a leave request based on a school closing or child care provider unavailability, the statement from the employee should include the name and age of the child (or children) to be cared for, the name of the school that has closed or place of care that is unavailable, and a representation that no other person will be providing care for the child during the period for which the employee is receiving family medical leave and, with respect to the employee’s inability to work or telework because of a need to provide care for a child older than 14 during daylight hours, a statement that special circumstances exist requiring the employee to provide care. It’s worth noting that the FFCRA makes emergency FMLA available to an employee who is “unable to work (or telework) due to a need for leave to care for the son or daughter if the school or place of care has been closed, or the child care provider of such son or daughter is unavailable, due to a public health emergency.” In the case of a child over the age of 14, to claim the tax credit, the IRS is asking that employers collect a statement from the employee noting that a special circumstance exists requiring them to provide care. For questions about tax credit documentation, we recommend consulting with a qualified tax professional.

We are an essential business where there’s a shelter-in place-rule and an employee is refusing to work as they say it’s not safe. Can we discipline them?

Answer:

This is certainly a difficult situation to be in. We recommend extreme caution in disciplining or terminating an employee who refuses to work in a location that has shelter-in-place rules in effect, as it poses several types of legal risk. Generally, employees do not have a right to refuse to work based only on a generalized fear of becoming ill if their fear is not based on objective evidence of possible exposure. In that case, you would be able to enforce your usual attendance policies. However, under the current circumstances, where COVID-19 cases are increasing and many cities and states are implementing drastic public health measures to control spread of the virus, we think it would be difficult to show that employees have no reason to fear coming in to work, particularly in a location with a shelter-in-place rule. Provide Reasonable Accommodation Employees who are in a high risk category — either because they are immunocompromised or have an underlying condition that makes them more susceptible to the disease — should be granted a reasonable accommodation under the Americans with Disabilities Act (ADA) and/or state law. Employees who live with someone who is at high risk should be granted a similar accommodation. It would be a reasonable accommodation under the circumstances to allow the employee to work from home or take a non-working leave, if working from home is not possible. Under OSHA rules, an employee’s refusal to perform a task will be protected if all of the following conditions are met:

Where possible, the employee asked the employer to eliminate the danger, and the employer failed to do so;
The employee refused to work in “good faith.” This means that the employee must genuinely believe that an imminent danger exists;
A reasonable person would agree that there is a real danger of death or serious injury; and
There is not enough time, due to the urgency of the hazard, to get it corrected through regular enforcement channels, such as requesting an OSHA inspection.

No Punishment or Retaliation for Raising Safety Concerns An employer cannot retaliate against an employee for raising a safety concern. Additionally, employees who won’t work because of safety concerns may be considered to be engaging in protected concerted activity under the National Labor Relations Act (NLRA) if they have a “good faith” belief that their health and safety are at risk. Incentivize Employees Instead Instead of disciplining employees who express fear at this time, we recommend you consider methods to encourage employees to come to work and to help put their minds at ease. Consider emphasizing all of the safety methods you have put in place (e.g., scheduled hand-washing, frequent disinfection of surfaces, social distancing rules, reduced customer capacity, staggered shifts, or more extreme measures if warranted by your industry). We recommend relying heavily on the Centers for Disease Control and Prevention (CDC) guidelines and local health department information in establishing safe working conditions at this time. You might also consider offering premium pay or additional paid time off (PTO) for use in the future to employees who must come to work.

Given COVID-19, if an employee is out of the office due to sickness, can we ask them about their symptoms?

What should we do if an employee says their symptoms are not related to COVID-19?

Is it safe for our employees to keep working? How do we decide whether to keep employees working or not?

Making Working from Home Work

How do we make sure we pay employees appropriately when they work from home?

Can we require or allow certain groups of employees, but not others, to work from home?

How do I make a telecommuting policy?

The FFCRA & Other Applicable Leaves

Some of our employees have said they don’t feel safe returning to work. Can we just permanently replace them?

Answer:

We recommend caution when deciding to replace an employee who refuses to work because of concerns about COVID-19. Here are few things to keep in mind:

Recalled employees may have a right to job protected leave under a city ordinance, state law, or the federal Families First Coronavirus Response Act (FFCRA). See our overview of the FFCRA on the HR Support Center.
Employees who are in a high-risk category — either because they are immunocompromised or have an underlying condition that makes them more susceptible to the disease — may be entitled to a reasonable accommodation under the Americans with Disabilities Act (ADA) or state law if their situation doesn’t qualify them for leave under the FFCRA (or if they have run out of that leave). It would be a reasonable accommodation under the circumstances to allow the employee to work from home or take an unpaid leave, if working from home is not possible.
Employees who live with someone who is high risk are not entitled to a reasonable accommodation under federal law, but we strongly recommend allowing them to work from home if possible or take an unpaid leave. Otherwise, they may decide to quit and collect unemployment insurance. If you want to keep them as an employee, being compassionate and flexible is your best bet.
Under Occupational Safety and Health Administration (OSHA) rules, an employee’s refusal to perform a task will be protected if all of the following conditions are met:
- Where possible, the employee asked the employer to eliminate the danger, and the employer failed to do so;
- The employee refused to work in “good faith,” which means that the employee must genuinely believe that an imminent danger exists;
- A reasonable person would agree that there is a real danger of death or serious injury; and
- There isn’t enough time, because of the urgency of the hazard, to get it corrected through regular enforcement channels, such as requesting an OSHA inspection.

Check state and local law to see if additional protections may apply. Instead of replacing employees who express fear at this time, we recommend that you consider methods to encourage employees to come to work and to help put their minds at ease. Consider emphasizing all of the safety methods you have put in place (such as scheduled handwashing, frequent disinfection of surfaces, social distancing rules, reduced customer capacity, staggered shifts, or more extreme measures if warranted by your industry). We recommend relying on the Centers for Disease Control and Prevention (CDC) and local health department guidance for establishing safe working conditions at this time. You might also consider offering premium pay (a.k.a. hazard pay) or additional paid time off for use in the future to employees who must come to work.

What is the new federal COVID-19 law, and what does it do?

Do we need to provide the required sick leave under the FFCRA in addition to the sick leave we already offer?

What are our EPSL and EFMLA obligations to different employee situations, such as remote employees?

If I am a non-profit or a public employer, do tax credits and reimbursement apply to me?

Is the FFCRA retroactive or applicable before its effective date?

I am a private employer. Does the FFCRA apply to me if I have more than 500 employees? How do I count them?

How do EFMLA and EPSL relate to each other, especially in regard to caring for children?

How does the FFCRA define emergency workers or healthcare providers?

Answer:

The FFCRA defines healthcare workers as anyone employed at any doctor’s office, hospital, health care center, clinic, post-secondary educational institution offering health care instruction, medical school, local health department or agency, nursing facility, retirement facility, nursing home, home health care provider, any facility that performs laboratory or medical testing, pharmacy, or any similar institution, employer, or entity. This includes any individual employed by an entity that contracts with any of the above to provide services or to maintain the operation of the facility. This also includes anyone employed by any entity that provides medical services, produces medical products, or is otherwise involved in the making of COVID-19 related medical equipment, tests, drugs, vaccines, diagnostic vehicles, or treatments. This also includes any individual that the highest official of a state (or the District of Columbia) determines is an emergency responder necessary for the response to COVID-19. An emergency responder is an employee who is necessary for the provision of transport, care, health care, comfort, and nutrition of such patients, or whose services are otherwise needed to limit the spread of COVID-19. This includes but is not limited to military or national guard, law enforcement officers, correctional institution personnel, fire fighters, emergency medical services personnel, physicians, nurses, public health personnel, emergency medical technicians, paramedics, emergency management personnel, 911 operators, child welfare workers and service providers, public works personnel, and persons with skills or training in operating specialized equipment or other skills needed to provide aid in a declared emergency as well as individuals who work for such facilities employing these individuals and whose work is necessary to maintain the operation of the facility. This also includes any individual that the highest official of a state (or the District of Columbia) determines is an emergency responder necessary for the response to COVID-19. To minimize the spread of the virus associated with COVID-19, the Department of Labor encourages employers to be judicious when using these definitions to exempt employees from the provisions of the FFCRA.

Do we still have to provide emergency paid sick leave or expanded FMLA if we lay off or furlough employees?

How are we supposed to pay for the sick leave and FMLA leave mandated by the Families First Coronavirus Response Act?

Furloughs and Layoffs

We are reopening after business closure due to COVID-19. Can we bring some employees back, but not others?

Our business is suffering. We can’t afford to pay people, and might have to close. What do we do?

Can we reduce pay because of an economic slowdown due to COVID-19?

Do we still offer the same benefits during a furlough as we did before? What about a layoff or closure?

I’m concerned about the cost of unemployment as well as how to advise employees about it. Any help?

What’s the difference between a furlough and a layoff?

Answer:

First, you should note that the language used when sending employees home for a period of time is less important than communicating your actual intent. Since temporary layoffs and furloughs are only used regularly in certain industries (usually seasonal), you should not assume that employees will know what they mean. Be sure to communicate your plans for the future, even if they feel quite uncertain or are only short-term. Furlough A furlough continues employment but reduces scheduled hours or requires a period of unpaid leave. The thought process is that having all employees incur a bit of hardship is better than some losing their jobs completely. For example, a company may reduce hours to 20 per week for a period of time as a cost-saving measure, or they may place everyone on a two-week unpaid leave. This is typically not considered termination; however, you may still need to provide certain notices to employees about the change in the relationship, and they would likely still be eligible for unemployment. If the entire company won’t be furloughed, but only certain employees, it is important to be able to show that staff selection is not being done for a discriminatory reason. You’ll want to document the nondiscriminatory business reasons that support the decision to furlough certain employees and not others, such as those that perform essential services. Layoff A layoff involves terminating employment during a period when no work is available. This may be temporary or permanent. If you close down completely, but you intend to reopen in the relatively near future or have an expected reopening date — at which time you will rehire an employee, or all employees — this would be considered a temporary layoff. Temporary layoffs are appropriate for relatively short-term slowdowns or closures. A layoff is generally considered permanent if there are no plans to rehire the employee or employees because the slowdown or closure is expected to be lengthy or permanent. Pay for exempt employees (those not entitled to overtime) Exempt employees do not have to be paid if they do no work at all for an entire workweek. However, if work is not available for a partial week for an exempt employee, they must be paid their full salary for that week, regardless of the fact that they have done less work. If the point is to save money (and it usually is), it’s best to ensure that the layoff covers the company’s established seven-day workweek for exempt employees. Make it very clear to exempt employees that they should do absolutely no work during any week you’re shut down. If exempt employees do any work during that time, they will need to be paid their normal weekly salary. Pay for nonexempt employees (those entitled to overtime) Nonexempt employees only need to be paid for actual hours worked, so single day or partial-week furloughs can be applied to them without worrying about pay implications. We recommend that you engage in open communication with the affected employees before and during the furlough or temporary layoff period.

If we choose to close temporarily, do we need to pay employees?

If we close temporarily, will employees be able to file for unemployment insurance?

Download COVID-19 FAQ

State and Federal Resources

While not meant to be an exhaustive list, click on the letter of your state below to see what resources have been put out. We will be updating this regularly.

For federal resources, jump to CDC, DOL, EEOC, HHS, IRS, JAN, NGA, OSHA, and SBA

Alabama
Department of Labor
- Department of Labor, COVID-19 Resources
Alaska
Department of Labor and Workforce Development
- Alaska COVID-19 information
- Unemployment Insurance: COVID-19 Scenarios and Benefits Available
Arizona
Department of Economic Security
- DES Services Related to COVID-19
Department of Health Services
- Guidance for Community and Business Partners
Arkansas
Department of Health
- COVID-19 Guidance for Employers
California
Cal/OSHA

Guidance for Employers
- Cal/OSHA Interim Guidelines for General Industry on 2019 Novel Coronavirus Disease (COVID-19)
- Guidance on Requirements to Protect Workers from Coronavirus
Educational Materials and Fact Sheets
- Safety & Health Fact Sheet | Aerosol Transmissible Diseases (PDF)
- The California Workplace Guide to Aerosol Transmissible Diseases (PDF)
Model Written Plans and Programs
Department of Fair Employment and Housing (DFEH)
- Employment Information on COVID-19 FAQ (Spanish)
Department of Industrial Relations (DIR)
- Coronavirus Disease (COVID-19) – FAQs: Employee leave options, compensation, and salary.
Department of Public Health (DPH)
- COVID-19 Updates
Employment Development Department (EDD)
- Benefits for Workers Impacted by COVID-19
- Coronavirus 2019 (COVID-19) FAQs
Labor and Workforce Development Agency
- Benefits for Workers Impacted by COVID-19
- COVID-19 Resources for Employers and Workers
Los Angeles

Office of Wage Standards
- Supplemental Paid Sick Leave Due to COVID-19 Rules and Regulations
San Francisco

Office of Labor Standards Enforcement
- Coronavirus COVID-19 Guidance and Resources
Office of Economic and Workforce Development
- Assistance and Guidance for Businesses and Workers Impacted by COVID-19
CDC Materials
In response to the COVID-19 outbreak, the U.S. Centers for Disease Control and Prevention (CDC) has issued a variety of guidance documents, downloadable posters, and other printable resources:
- Interim Guidance for Businesses and Employers to Plan and Respond to Coronavirus Disease
- All CDC Guidance Documents
- What you need to know poster (English, Spanish, Chinese)
- What to do if you are sick poster (English, Spanish, Chinese)
- Stop the spread of germs poster (English, Spanish, Chinese)
- Symptoms of coronavirus poster (English, Spanish)
- President’s Coronavirus Guidance: 30 Days to Slow the Spread poster (Spanish)
- Workplace, School and Home Guidance poster
- Phone Numbers for State and Local Health Departments
- See all CDC print resources
Keep up to date on CDC guidance for specific industries, latest updates, and resources on the Coronavirus Disease 2019 (COVID-19) main page.
Colorado
Department of Labor and Employment
Connecticut
Department of Labor
- FAQs about coronavirus (COVID-19) for workers and employers
- SharedWork program (provides employers with a layoff alternative)
State Government
- Coronavirus Disease 2019
Delaware
Department of Labor
- The Delaware Department of Labor Expands Unemployment Benefits to Workers Affected by the COVID-19 Pandemic
Division of Public Health
- COVID-19 Resources for Businesses
District of Columbia
Mayor’s Office
- Recovery Resources for Businesses
- Coronavirus DC resources
DOL Materials
The U.S. Department of Labor (DOL) has created a resource page for workers and employers. The DOL’s Wage and Hour Division provides these posters and guidance:
EEOC Materials

The U.S. Equal Employment Opportunity Commission (EEOC) has created a landing page entitled What You Should Know About the ADA, the Rehabilitation Act, and COVID-19, which provides links to resources and guidance.
Florida
Department of Economic Opportunity
- Reemployment Assistance COVID-19 Frequently Asked Questions
Miami

City Government
- Coronavirus/COVID-19 Information
Georgia
Department of Labor
- COVID-19 Employer FAQs
- Unemployment guidance in light of COVID-19
Department of Public Health
- Coronavirus (COVID-19) response and resources
Hawaii
Department of Health
- Guidance for Employers
Department of Labor and Industrial Relations
- COVID-19 Workplace Updates
HHS Materials

In response to COVID-19, the Office of Civil Rights for the U.S. Department of Health and Human Services (HHS) issued a bulletin regarding HIPAA Privacy and COVID-19.
Idaho
State Government
- Resources for Businesses
Illinois
Department of Employment Security
- COVID-19 and Unemployment Benefits
Department of Public Health
- Business and Organization Guidance
State Government
- Coronavirus (COVID-19) Response
Indiana
Department of Labor
- Coronavirus (COVID-19)
Iowa
Workforce Development
Department of Revenue
- FAQs (Small Business Relief Program, Income and Withholding Tax, and other taxes)
IRS Materials
In response to the COVID-19 outbreak, the Internal Revenue Service (IRS) has issued the following:
JAN Materials

The Job Accommodation Network (JAN) Accommodation and Compliance: Coronavirus Disease 2019 (COVID-19) webpage links to resources for employers regarding the Americans with Disabilities Act (ADA) and coronavirus.
Kansas
Department of Health and Environment
- COVID-19 Updates
Department of Labor
Kentucky
Career Center
- COVID-19 Unemployment Insurance Frequently Asked Questions
Louisiana
Workforce Commission
- COVID-19 Information
Maine
Department of Labor
- Resources for Workers and Businesses on COVID-19
Maryland
Department of Labor
- Frequently Asked Questions About COVID-19 and Maryland’s Unemployment Insurance Benefits Administration
- COVID-19 Layoff Aversion Fund
State Government
- Coronavirus (COVIS-19) Information for Businesses
Massachusetts
Department of Public Health
- COVID-19 Guidance and Directives
- COVID-19 Updates and Information
Labor and Workforce Development
- COVID-19 Unemployment Information
Office of Attorney General
- Frequently Asked Questions About COVID-19: Employee Rights and Employer Obligations
Michigan
Department of Health and Human Services
- Coronavirus Resources for Employers and Workers
Minnesota
Department of Health
- COVID-19 Information for Businesses and Employers
Department of Labor and Industry
- Updates related to COVID-19
Unemployment Insurance
- COVID-19 (Coronavirus) and Unemployment Benefits
Mississippi
Department of Employment Security
- Mississippi Announces Support for Workers Impacted by COVID-19
- Novel Coronavirus (COVID-19) Response
Missouri
Department of Labor & Industrial Relations
- Coronavirus (COVID-19) Information
Montana
Department of Labor & Industry
- COVID-19 Resources for Montana Employers
Nebraska
Department of Labor
- COVID-19 Resources and Information
- Employer Frequently Asked Questions
Nevada
Department of Health and Human Services
- Information for Businesses and Workforce
- Nevada Health Response: COVID-19
New Hampshire
Department of Business and Economic Affairs
- COVID-19 Business Resources
Department of Health and Human Services
- COVID-19 Business Resources
Governor’s Office
- COVID-19 Related Emergency Orders
New Jersey
Department of Labor & Workforce Development
- NJDOL and the Coronavirus (COVID-19): What Employers & Businesses Should Know
- NJDOL Benefits and the Coronavirus (COVID-19): What Employees Should Know
State Government
- COVID-19/Novel Coronavirus Information for New Jersey Businesses
- COVID-19 Information Hub
New Mexico
Department of Workforce Solutions
- Information for Workers Affected by COVID-19 and other resources
- Unemployment Fact Sheet
New York
New York State
Department of Health
- Guidance on Essential Services
- New York State on Pause
- Protect yourself from COVID-19 and stop the spread of germs: English, Spanish, Bengali, Chinese, Haitian, Korean, Russian
Department of Labor
- Unemployment Insurance (seven-day waiting period waived for Unemployment Insurance benefits for people who are out of work due to COVID-19 closures or quarantines)
- Worker Adjustment and Retraining Notification
Office of the Attorney General
- Guidance on Coronavirus Resources and Warnings about Consumer Scams
NGA Materials

The National Governors Association (NGA) Coronavirus: What You Need to Know web page tracks state initiatives and provides other data.
North Carolina
Department of Health and Human Services
- Coronavirus Disease 2019 (COVID-19) Response in North Carolina
Department of Commerce and Employment Security
- COVID-19 Information
North Dakota
Department of Commerce
- COVID-19 Business and Employer Resources
Department of Labor
- Labor and Human Rights FAQs
Ohio
Office of Unemployment Insurance Operations
- Coronavirus and Unemployment Insurance Benefits
Oklahoma
Department of Commerce
- COVID-19 Resources
Employment Security Commission
- Employer FAQs about Unemployment Insurance and COVID-19
Oregon
Employment Department
- COVID-19 Related Business Layoffs, Closures, and Unemployment Insurance Benefits
- COVID-19 Scenarios & Benefits Available
Governor’s Office
- Coronavirus/COVID-19 Information and Resources for Employers
Oregon OSHA
- COVID-19 Information and Resources
Secretary of State
- Employer Alert: Guidance for Employers on Coronavirus
OSHA Materials

The U.S. Occupational Safety and Health Administration (OSHA) has created a COVID-19 website for workers and employers that addresses the disease and provides guidance and other resources for preventing exposure to and infection with the virus. OSHA has also issued the publication Guidance on Preparing Workplaces for COVID-19.
Pennsylvania
Chamber of Business and Industry
- Business Resources for Coronavirus
Office of Unemployment Compensation
- Information for Pennsylvania Employees Impacted by COVID-19
Rhode Island
Department of Labor and Training
- COVID-19 Workplace Fact Sheet
SBA Materials

The U.S. Small Business Administration (SBA) has issued guidance entitled SBA Disaster Assistance in Response to the Coronavirus, explaining how the SBA is offering designated states and territories low-interest federal disaster loans for working capital to small businesses suffering substantial economic injury as a result of the coronavirus (COVID-19). Also see Coronavirus (COVID-19): Small Business Guidance & Loan Resources and information on the Paycheck Protection Program.
South Carolina
Department of Employment and Workforce
Department of Health and Environmental Control
South Dakota
Department of Labor & Regulation
Tennessee
Department of Labor & Workforce Development
- Information about Tennessee Unemployment Insurance benefits and Coronavirus
Texas
Economic Development
- Coronavirus (COVID-19) Business Resources
Workforce Commission
- If Your Employment Has Been Affected by the Coronavirus (COVID-19)
- Resources for Employers
Utah
Workforce Services
- COVID-19 and Unemployment Insurance: FAQs for Employers
Vermont
Department of Labor
- Employer guidance and resources
Virginia
Employment Commission
- COVID-19 Resources
State Government
- Coronavirus Actions and Support: Support for Businesses
Washington
Department of Health
- Workplace and Employer Resources & Recommendations
Employment Security Department
- FAQs for Workers and Businesses
- COVID-19 Scenarios & Benefits Available
Office of the Governor
- Resource List for Washington State Businesses and Workers Impacted by COVID-19 Coronavirus
Seattle

Office of Labor Standards
- Practices for administering the Paid Sick and Safe Time ordinance (PDF)
- Paid Sick and Safe Time and COVID-19 FAQs (PDF)
West Virginia
Development Office
- COVID-19 Business Relief Resources and Information
Wisconsin
Department of Workforce Development
- Coronavirus Information for Public
- FAQs about COVID-19 and Wisconsin Unemployment Benefits
Wyoming
Department of Workforce Services
- Coronavirus Disease 2019 (COVID-19) employer information
- Workforce Resources in Response to COVID-19

About Us

The combined entity of ThinkHR and Mammoth is a trusted provider of HR knowledge and technology-powered employer solutions. Together, the two companies deliver HR on-demand to hundreds of thousands of small- and medium-sized businesses nationwide.

COVID-19 Crisis Response Center

Essential Resources for Employers

We’re here for you.

Resource Library

Frequently Asked Questions Regarding COVID-19

Health and Safety in the Workplace

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Making Working from Home Work

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The FFCRA & Other Applicable Leaves

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Furloughs and Layoffs

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