The landmark COVID-19 stimulus package, the Coronavirus Aid, Relief, and Economic Security (CARES) Act, has been a significant tool for assisting struggling small businesses during the current international pandemic. However, the centerpiece of this legislation, the Paycheck Protection Plan (PPP), has been a source of confusion and frustration for many business owners seeking this aid. In an attempt to alleviate frustrations and stay true to the original intent of the bill—providing cash flow to keep people employed and businesses afloat—a new bipartisan bill was passed by the Senate and signed by President Trump on June 5, 2020. The Paycheck Protection Program Flexibility Act of 2020 modifies and provides additional flexibility to portions of the PPP to address those needs. These are the key changes in the new act:

Pennsylvania has moved Allegheny County and Westmoreland County to GREEN as of June 5, 2020.
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On June 3, 2020, Congress passed the Paycheck Protection Program Flexibility Act of 2020 "to amend the Small Business Act and the CARES Act to modify certain provisions related to the forgiveness of loans under the paycheck protection program, to allow recipients of loan forgiveness under the paycheck protection program to defer payroll taxes, and for other purposes."  

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

Several Federal agencies have offered employer guidance on return to work issues.

1. The White House Corona virus task force is issued guidance for each state concerning reopening. That is located at http:\\whitehouse.gov/openingAmerica
   
2. The CDC issued a simple to follow that decision tree. It is located here open: Read more . . .
   
   

Many of the small businesses in our communities have struggled for their survival during the government ordered shutdown.  Now that many business locations may restart modified operations, we anticipate further tension resulting from lack of clear rules associated with the closure orders.

First, we recognize the near impossibility of reconciling the daily changes to the government's rules.  We get it - the rules change daily because the rule makers have not considered the practical realities of operating and managing a business.  

Here are a few common questions facing the business community:

Can my employees refuse to report to work?

Many employees may be uncomfortable emerging from their homes and re-entering the workplace.
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Despite the uncertainty that has accompanied the COVID-19 pandemic and that still lies ahead, one thing remains certain: Most businesses will eventually reopen.

On April 16, 2020, President Trump set forth guidelines for the reopening of businesses in the United States. Additionally, governors from various states continue to roll back statewide stay-home orders in the hopes of restarting economies that have been crippled by this pandemic.Business owners navigating this new landscape must figure out how to restart their operations while keeping their staff and customers as healthy as possible. Specific plans of action must be put in place for the safe and effective reopening of businesses.
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https://home.treasury.
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COVID-19: The Impact on Small Businesses

03/27/20

Small businesses are struggling economically in light of the COVID-19 pandemic.
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Add another poster to the Wall....

The Families First Coronavirus Response Act (FFCRA) requires certain public employers and private employers with fewer than 500 employees to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.
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Covered employers qualify for dollar-for-dollar reimbursement through tax credits for all
qualifying wages paid under the FFCRA. Qualifying wages are those paid to an employee
who takes leave under the Act for a qualifying reason, up to the appropriate per diem and
aggregate payment caps. Applicable tax credits also extend to amounts paid or incurred
to maintain health insurance coverage.

Under guidance expected to be released this week, eligible employers who pay qualifying
sick or child care leave will be able to retain an amount of the payroll taxes equal to
the amount of qualifying sick and child care leave that they paid, rather than deposit
them with the IRS. The payroll taxes available for employers to retain include withheld
federal income taxes, the employee share of Social Security and Medicare taxes, and the
employer share of Social Security and Medicare taxes with respect to all employees.
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The Emergency Paid Sick Leave Act (EPSLA) applies to employees who are unable to
work (or telework) due to one of the following six circumstances:
1. The employee is subject to a Federal, State, or local quarantine or isolation
order related to COVID–19
2. The employee has been advised by a health care provider to self-quarantine
due to concerns related to COVID–19.
3. The employee is experiencing symptoms of COVID–19 and seeking a medical
diagnosis.
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