Covid-19 Info Hub

Covid-19 Info Hub2020-03-27T15:51:13-07:00

Dear SDDS Members,

We are doing our best to keep you up to date and informed during this Covid-19 crisis. Below we have compiled resources and information to help assist you during this time. The SDDS team is currently working remotely but you can email sdds@sdds.org if you need assistance.

CDA CDA’s Covid-19 Updates Page

The California Dental Association has been regularly updating their Covid-19 (Coronavirus) information page with the latest news. CDA knows that many members are concerned during these times and are doing all they can to provide you with the latest information. Head to CDA’s page to find FAQs, patient screening information, webinars, news articles and more to assist you. CDA’s Covid-19 Updates

CEACalifornia Employers Association (CEA)

Our Vendor Member, the California Employers Association is here to help you with any HR questions during this time. We understand that this time is a difficult one for both employers and employees, let CEA help to answer the HR related questions you may have and help to provide you with resources. CEA Website

Additional Resources

If you have supplies you would be willing to donate to hospitals in the area, below are who you should contact.

Capitol Public Radio wrote an article detailing how to donate masks and medical supplies to Sacramento Region Hospitals. Find it here. It details some locations and how to contact them. Find more listed below.

Company Contact Name Contact Information
Dignity Health Christy Bailey Supplies-DignityHealthSac@DignityHealth.org
Sutter General Jennifer Griffith, MD jengriffith.ppe@gmail.com
Yolo County N/A News article with information: here. Contact to donate: email Yemsa@yolocounty.org or call (530) 666-8665.
Kaiser – Sacramento County N/A Email KPCOVID-19Donations@kp.org or go to the Sacramento Medical Center Website or the South Sacramento Medical Center Website.
Kaiser – Placer County Roseville Medical Center Head to the Roseville Medical Center Site
Kaiser – San Joaquin County St. Joseph’s Medical Center and Manteca Medical Center Head to the St. Joseph’s Medical Center Site or the Manteca Medical Center Site
Kaiser – Solano County Vallejo Hospital and Vacaville Hospital Head to the Vallejo Hospital Site or the Vacaville Hospital Site
Kaiser – Stanislaus County Modesto Medical Center and Medical Offices Head to the Modesto Medical Center Site
Community Medical Centers – Yolo County Randy Pinelli rpinnelli@cmcenters.org or Call (209) 940-7202
Open Door Community Health Centers – Humboldt County Tony Starr, Director tstarr@opendoorhealth.com or Call (707) 826-8633
Shasta Community Health Centers Dean Germano, CEO dgermano@shastahealth.org or Call (530) 246-5817. Located at 1035 Placer Street, Redding, CA 96001.
Wellspace Health N/A Before donating, email info@wellspacehealth.org. Located at 777 12th Street, Suite 250 Sacramento.
Marshall Medical Center – Placerville Tanya Moran Email tmoran@marshallmedical.org or call (530) 642-9984. Located at 1124 Sherman Street, Placerville, CA 95667
With your knowledge of anatomy, physiology, pharmacology, and sterile surgical techniques, dentists are invaluable to assist our health care worker capacity to meet the needs in the normal workforce. Dentists are able to register now at the State of California’s Disaster Healthcare Volunteers website. Head here to get yourself registered to help assist our community during this challenging time.

Our Vendor Member, MUN CPAs provided us with the following information to relay to our members:

From an email on 3/25/20 titled: What You Need to Know About Paid Medical Leave Under (Families First Coronavirus Response Act)

We’re working hard for you to stay abreast to the tax law updates and relief packages coming out of Washington every day as a result of COVID-19. We appreciate your reliance on us to provide you with accurate and timely information during this time.  We take that responsibility seriously, and are working tirelessly to provide you with that information.  By now you likely have heard about the requirement for employers to offer paid leave to workers affected by COVID-19, to take care of a family member, or to care for a child who’s school or daycare is shut down. This requirement is a result of the Families First Coronavirus Response Act and was signed into law by President Trump last week.

As an employer, we know this leaves you with a lot of questions. There are many details about the implementation of this act that are yet to be clarified, but below are the most important takeaways for you to know today. As always, do not hesitate to reach out to our office if you have further questions.  We will continue to send updates as soon as we get reliable information to pass on to you. We do expect congress to pass a second relief bill sometime this week.  Negotiations are currently ongoing but we expect more to help small businesses like yours when the new bill is passed.

What do I need to do?
As an employer with less than 500 employees the act requires you to offer paid leave for COVID-19 related reasons:

  • Full time employees: 80 hours of paid leave
    – Calculated at their regular rate of pay (as calculated by the FLSA) or the minimum wage, whichever is greater.
  • Part-time employees: Average number of hours worked over a two-week period.
    – If employee works a variable schedule, it is the average number of hours they worked per day over the previous six months. If the employee has not worked this long, it is the reasonable expectation of the employee at the time of hire of the average number of hours per day the employee would normally be scheduled.
  • Until further guidance is issued, we recommend treating this sick leave like any other, running it through payroll and taking the appropriate withholding

Do I get reimbursed, how?

  • Yes, the IRS covers 100% of the expense of leave related to this act. An immediate dollar-for-dollar tax offset against payroll taxes is provided, Where a refund is owed, the IRS will send the refund as quickly as possible. If those amounts are not sufficient to cover the cost of paid leave, employers can seek an expedited advance from the IRS by submitting a streamlined claim form that will be released next week.

Are there exceptions?

  • Yes, Employers with fewer than 50 employees are eligible for an exemption from the requirements to provide leave to care for a child whose school is closed, or child care is unavailable in cases where the viability of the business is threatened. (We are awaiting clarification from the Department of Labor to define these criteria)

When do I have to offer this?

  • The act provides for a 30 day grace period as long as the employer has acted in good faith to comply with the act. To take immediate advantage of the paid leave credits, businesses can retain and access funds that they would otherwise pay to the IRS in payroll taxes. If those amounts are not sufficient to cover the cost of paid leave, employers can seek an expedited advance from the IRS by submitting a streamlined claim form that will be released next week.

Examples

  • If an eligible employer paid $5,000 in sick leave and is otherwise required to deposit $8,000 in payroll taxes, including taxes withheld from all its employees, the employer could use up to $5,000 of the $8,000 of taxes it was going to deposit for making qualified leave payments. The employer would only be required under the law to deposit the remaining $3,000 on its next regular deposit date.
  • If an eligible employer paid $10,000 in sick leave and was required to deposit $8,000 in taxes, the employer could use the entire $8,000 of taxes in order to make qualified leave payments and file a request for an accelerated credit for the remaining $2,000.
  • Equivalent child care leave and sick leave credit amounts are available to self-employed individuals under similar circumstances. These credits will be claimed on their income tax return and will reduce estimated tax payments.

Are there limits?

Yes, there are limits…

Covered Reason for Leave Rate of Pay Cap on Payments
(1) The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID–19 The employee’s regular rate of pay (as determined under section 7(e) of the Fair Labor Standards Act of 1938 (29 U.S.C. 207(e)). $511 per day and $5,110 in the aggregate
(2) The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID–19 The employee’s regular rate of pay (as determined under section 7(e) of the Fair Labor Standards Act of 1938 (29 U.S.C. 207(e)). $511 per day and $5,110 in the aggregate
(3) The employee is experiencing symptoms of COVID–19 and seeking a medical diagnosis. The employee’s regular rate of pay (as determined under section 7(e) of the Fair Labor Standards Act of 1938 (29 U.S.C. 207(e)). $511 per day and $5,110 in the aggregate
(4) The employee is caring for an individual who is subject to an order as described in subparagraph (1) or has been advised as described in paragraph (2). Two-thirds of the employee’s regular rate of pay. $200 per day and $2,000 in the aggregate
(5) The employee is caring for a son or daughter of such employee if the school or place of care of the son or daughter has been closed, or the child care provider of such son or daughter is unavailable, due to COVID–19 precautions. Two-thirds of the employee’s regular rate of pay. $200 per day and $2,000 in the aggregate
(6) The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor. Two-thirds of the employee’s regular rate of pay. $200 per day and $2,000 in the aggregate

What we don’t yet know

  • How does a small business get the exemption (to be released next week by Department of Labor)
  • What form do we file to get a refund in excess of the payroll tax deposit liability (to be released next week)
  • How do self-employed individuals qualify?

The following are links provided by our Vendor Member, BPE Law Group. They have been posting information regularly on their website and will be continuing to do so.

Our Vendor Member, the California Employers Association has been compiling resources to assist you. Head to their resources page to find webinar recordings, fact sheets, and other resources to help your company navigate through these times.

CEA’s Covid-19 Resources Page