COVID-19

Contingency Outcome

In circumstances where only remote employees are able to function, it may be necessary to temporarily suspend operations. In these cases, consider expempting remote capable employees from work, if none will be available as a result. Additional PTO (paid time off) may be helpful in ensuring that employees do not face financial hardship.

One of the most vital ways to protect your employees from COVID-19 is to stay informed. The CDC offers a wealth of resources. Additionally, the Society for Human Resources Management (SHRM) offers valuable information for employers. Consider posting some print resources in common areas to spread awareness.

See the CDC’s interim guidance for businesses and employers for more information.

Not Remote Capable

Exempt from Work

Employees who are unable to work remotely will be unable to work at all. Consider offering additional PTO, or some other form of assistance, to compensate for lack of pay.

Remote Capable

Work Remotely

Employees who are able to work remotely should do so if tasks remain available. Consider offering additional PTO, or some other form of assistance.

Remote With Staff Division

Work When Possible

Employees who are only able to work remotely on a part-time basis will be unable to complete the full scope of their jobs. As a result, it may be sensible to exempt them from work. Consider offering additional PTO, or some other form of assistance.

Remote With Schedule Division

Work When Possible

Employees who are only able to work remotely on a part-time basis will be unable to complete the full scope of their jobs. As a result, it may be sensible to exempt them from work. onsider offering additional PTO, or some other form of assistance.

If you are unsure which category an employee falls into, use the Remote Options Tool to determine how and when to engage remote or flexible work options.