What Employers Need To Know About Latest Federal COVID-19 Stimulus Package
Federal lawmakers agreed to a second round of stimulus legislation late last night, sending a nearly 6,000-page bill to President Trump for his expected signature. The proposal allocates $900 billion in economic relief to businesses and workers across the country. Of the many provisions tucked within the mammoth bill are several key provisions of interest to employers. Specifically, the proposal continues the popular small business loan program, provides new options for unemployed workers, extends tax credits for continued paid sick leave, and offers a variety of other tax- and benefit-related provisions. It does not, however, create a liability shield for COVID-19 litigation. What do you need to know about the critical workplacerelated portions of Stimulus 2.0? Here are summaries of the most significant employment-related provisions and recommendations for actions you should consider as a result of each.
PMPA Webinar Slides: My Employee Tested Positive for COVID-19 – What Do I Do Now?
With COVID-19 cases spiking across the country, employers need to be ready when an employee advises that he or she tested positive or was exposed to someone who has the virus. A positive diagnosis for one employee triggers a host of questions and considerations.
In this webinar, Melanie Webber discusses the steps to take if your employee tests positive, has been in close contact with someone who has tested positive for or been diagnosed with the virus, or needs to take time off to care for someone in quarantine or isolation.
During the webinar, attendees receive answers to these questions, and more:
• When an employee tests positive, do I need to notify all employees?
• If an employee has symptoms but refuses to see a doctor, can I require the employee to stay home?
• How is “close contact” defined now?
• Do we have to notify the Dept. of Health of positive tests?
• If an employee has been in close contact with someone who has tested positive, how long should they remain off work?
• When can I require a doctor’s note to return to work?
• Am I required to pay employees who self-quarantine, but do not have a medical diagnosis?
• Does the Families First Coronavirus Relief Act (“FFCRA”) require me to pay employees who have been in close contact with someone diagnosed with COVID-19?
New PMPA President is Honored to Serve Your Association
Fellow PMPA members,
On October 24, 2020 at the Annual Meeting held at Big Cedar Lodge in Ridgedale, Missouri, I was formally introduced as President of your PMPA for 2020-21.
I am honored and humbled at the opportunity to serve this great association. It is my pleasure to inform you that PMPA is in excellent standing, due to the stewardship of countless talented and driven individuals over the past 87 years. Please know that your current Committees and Board are also filled with great people who are doing an excellent job to position us well for the future.
The year 2020 has proven to be a very difficult year for many of our companies and for many millions of people around the globe. Through it all, we have been comforted by the fact that none of us were alone or without guidance. We have also been recognized and respected for the fact that many of our products truly are “essential” to the health and safety of our country and our world.
During the current pandemic, PMPA has actually grown in membership. Much of this growth is likely a combined result of our alliance with GMAS (Gardner) and the growing understanding of the vast resources available to our PMPA members.
Our Team in Brecksville; Cate, Miles, Renee, Carli, Veronica and Joe (plus Matt and Kent in Cincinnati) have done some really great work throughout this year. It has been a pleasure to see the Team having fun as they serve our members and come up with new ideas. Through all of the twists and turns associated with the ever-changing environment, we have been supplied endless information on government imposed shutdowns, health and safety updates, PPP changes and updates, and we have been provided a steady flow of technical information. Contracts for conferences have been negotiated and re-negotiated, due to the uncertain times. Our website has been updated in-house, and a large number of podcasts have been produced and are available for viewing by our members. This is all in addition to the normal, behind the scenes work that our Team does for the benefit of our association on a daily basis.
In 2020, it has been unfortunate but necessary to suspend a majority of local Chapter meetings and events. Our hope is that 2021 will allow our local Chapters to once again hold meetings, as these meetings are an important way for our members to connect with each other. It remains our goal to continue working toward growing our local Chapters.
I would like to thank our outgoing President, Victor DaCruz, for the great work he has done and the excellent example he has set over the past year. Victor is a wonderful person, and he has served PMPA very well. Due to the pandemic, Victor wasn’t able to visit many local Chapters. He and I are hopeful that in 2021 we may be able to visit some of the Chapters and also tour a number of member facilities together.
I hope to see many of you in the coming year, either at Local or National meetings.
In closing; thank you to all of our members. You are the reason PMPA exists, and our goal is to continually show you what we already know; we truly are ….”Better Together.”
Best regards and best wishes for the upcoming holidays and new year!
Is new technology the change? The essential workers that have been making parts that make a difference are the real change — and it is a positive change that bodes well for manufacturing, workforce, and our economy.
Thank you to the 101-plus member companies who submitted the 2021 Holiday Time Off Survey, indicating which holidays they were planning to offer their employees time off (with pay) So that member company management can make an informed decision on holiday time off dates in 2021 and provide those dates to employees in a timely manner.
Precision Machining Industry Steady as She Goes in October.
Sales came in at just above the five year average for the month of October, and out performed the Fed’s Industrial Production (IP) and Manufacturing Output indexes.
Three of our four sentiment indicators remained positive and steady, with Employment Prospects dropping just 2 percent from 88 percent in September to 86 percent in October. Seventy-nine shops participated. Hours of work scheduled increased by one hour in October.