top of page

Coronavirus Federal and State Laws – Things HR Needs to Know Now

Are you on information overload?

We hear you.

Are you trying to navigate things by the week, day, hour? We hear you, too.

For that reason, we have put together, as of this moment, the items we think are important to know.

Employers - what we need to prepare for. Keep in mind that including members of your team, in working through some of these scenarios, would be advantageous for both employers and employees.

  • Remote work capabilities - If you have positions that are not essential to be working onsite at your location, it would be a good precaution to prepare a remote work response (if you haven't already done so).

  • Staggered work shifts - Consider varying shift start times to working every other day, to working one week on, one week off, or some other variation. Staggering work shifts can help prevent burnout and provide for a rotation of workers for whom essential duties require them to be onsite.

  • Reduction in Hours - Consider limiting business hours or shortening schedules.

  • Running the Numbers - Take some time to work through the financials of your organization and what you can and need to be doing. Work with your Accounting and HR teams to help determine what that can look like.

  • Reduction in Force (RIF) – This is the last resort that unfortunately some employers must look at for the moment to determine if they can continue in their organizations. Understanding the process, the timeline, and the resources available for your employees is essential for making tough decisions.

  • Consider resources for your employees should you need to have a reduction in force. Resources can include resume and interview workshops or basic guidance through the unemployment process.

  • Understand that this will be legislated - There are items coming out of local, state, and federal government that will impact every employer and should be considered. Things like Colorado HELP (Colorado Health Emergency Leave with Pay - paid leave for employees needing to test for COVID-19 and staying home) and Families First Coronavirus Response Act (Federal Legislation to support the need for paid leave) has been signed by President Trump in an article released by Fisher Phillips.


As this is new legislation - key information about the Act is summarized below. This legislation is due to be enacted on April 2, 2020, after being signed by President Trump on March 18, 2020, and remains in effect until December 31, 2020.

Emergency Family and Medical Leave Expansion Act


  • Expanded Coverage and Eligibility - Expanding and amending the FMLA on a temporary basis, this Act would