Mytech Partners

COVID-19 Back to Workplace\Office Manual:

Corporate and Branch Policies and Procedures

Version 1 | June 1, 2020

Table of Contents

Introduction	6

Welcome Back to Work!	7

Coronavirus (COVID-19) Mytech Partners Company Policies and Procedures	8

Policy brief & purpose	8

Background	8

How do I know if I need to work from home or request leave?	9

If you feel heathy but:	9

If you have COVID-19 symptoms or have been diagnosed via Telemedicine or phone:	9

If you have tested positive for COVID-19	10

If you become ill at work	10

Work from home requests:	11

Paid Sick Leave and Expanded Family and Medical Leave Under the Families First Coronavirus Response Act (FFCRA)	12

Requesting FFCRA Leave	13

EMPLOYEE REQUEST FOR EMERGENCY PAID SICK LEAVE FORM	14

Returning to Work Office Protocol	16

Workplace Safety	16

Employee Health Screening	16

Personal Protective Equipment (PPE)	18

Respiratory Protection (Facial Masks) are required to Wear in the Office	18

Physical Distancing in the Office	18

Client Site Visits and PPE	19

Respiratory Protection Required at Client Sites	19

Protective Eyewear Recommend at Client Sites	19

Protective Gloves Optional at Client Sites	19

Offsite Visits and Physical Distancing	19

Cleaning Procedures	21

Employees cleaning responsibility	21

In the event Mytech office was exposed to a person with COVID-19.	21

General hygiene rules:	21

Essential Business Travel	22

Procedures Upon Return from Travel	22

Employee Benefits	23

Group Insurance:	23

401(k) Cares Act	23

https://resources.workable.com/coronavirus-covid-19-company-policy	24

Introduction

This COVID-19 Back to Workplace\Office Manual is to be used as a Corporate and Recommended Practice Guidelines and aligns with the Center for Disease Control (CDC) and the World Health Organization (WOW) recommendations to the greatest extent possible. This manual also contains Mytech Partners company policies and procedures for Coronavirus (COVID-19, which outlines essential guidelines Mytech employees should follow during the coronavirus outbreak and temporary alterations of existing sick leave and work from home policies.

This is a working document and will be updated to reflect changes in directives and introduce new recommended practices as they become available. This COVID-19 Back to Work Manual provides general recommendations, polices, and procedures for the use in all branches.

Because there may be many circumstances unique to each Mytech branch location there may be some cases in which a branch must adapt the recommendations of this manual to address the branch of specific requirements. Such acceptance must be authorized by the general managers at the specific branch location. Additionally, all branch locations must comply with all applicable laws. If there is a conflict between the recommendations of the COVID-19 Back to Work Manual and the applicable law, Mytech Partners must follow all applicable law.

Welcome Back to the Office!

Dear Mytech Partners employees:

Welcome back to the office!

You’ll notice various changes in the way our workplace looks as well as new practices and protocols. We understand these changes may be difficult and we are here to support you. Our goal is to collaboratively ensure you feel safe and secure so together we can navigate the complexities of our “new normal.”

Here are some things we are implementing to help keep our workplace safe and to support you:

Staff are required to check-in at the main entrance of their location to have their temperature taken first before entering any further into the facility. If a touchless thermometer is not available, then the health questionnaire will need to be filled out without a temperature recorded. Staff may be asked to take their temperature at home in good faith.

More frequent cleaning and sanitizing.

Access to hand sanitizer throughout the workplace.

Access to our employee assistance program (EAP) and other mental health resources. (Contact Human Resource (HR).

More frequent communications on our business, projections, new policies and requirements, your health and safety, and measures we are taking to support you and our community.

New limits on the number of people allowed to gather in rooms, conference rooms, and communal areas at one time.

Here are some things we expect you to implement to help keep our workplace safe:

Go home if you feel sick.

Wash your hands often, and for the recommended 20 seconds.

Stay at least 6 feet apart when moving through the workplace.

You are required to wear a face mask or cloth face-covering in the workplace while in common areas.

Be considerate of your co-workers (remember, we are all in this together).

Call, email, message, or video conference as much as possible rather than meet face to face.

Be conscious and understanding of your co-workers who may be dealing with childcare issues, illness or loss of loved ones, financial insecurity, and other issues.

Speak with your manager or HR, you have questions or concerns.

Thank you for your patience and cooperation, and welcome back to Mytech Partners.

Coronavirus (COVID-19) Mytech Partners Company Policies and Procedures

In this Coronavirus (COVID-19) company manual, you will find all the essential guidelines Mytech employees are required to follow during the coronavirus outbreak and temporary alterations of existing sick leave and work from home policies. Our goal is to mitigate the potential for transmission of COVID-19 in our workplaces and communities, and that requires full cooperation among our staff, management, customers, and clients. Only through this cooperative effort can we establish and maintain the safety and health of all the staff and the people we encounter.

Policy brief & purpose

Mytech management and staff are responsible for implementing and complying with all aspects of this COVID-19 Back to Workplace\Office Manual. Mytech Partners managers and leadership have our full support in enforcing the provisions of the policies in the manual and we encourage our staff to ask questions, raise safety and health concerns, and offer suggestions related to the plan and its implementation.

This company manual includes the measures we are actively taking to mitigate the spread of coronavirus. You are kindly requested to follow all these rules diligently, to sustain a healthy and safe workplace in this unique environment. It is important that we all respond responsibly and transparently to these health precautions. We assure you that we will always treat your private health and personal data with high confidentiality and sensitivity.

This COVID-19 company manual is susceptible to changes with the introduction of additional governmental and state guidelines. If so, we will update you as soon as possible by email.

Background

The Coronavirus (COVID-19) has been declared a pandemic and is proving to be fatal if not detected, tested, and treated on time.

This infectious disease spreads via respiratory droplets through the nose or mouth of people in close contact.

Physical distance between staff is required and needs to be 6 feet apart from each other when possible.

The most common symptoms of COVID-19 are fever, tiredness, shortness of breath, and dry cough. Most of the symptoms are mild initially but start to become prominent gradually. Some people may also develop a runny nose, sore throat, nasal congestion, body aches or diarrhea.

To be cognizant of the threat of this infectious disease and the wellbeing of other staff, employees should let their managers or HR know if they came into contact with an infected person.

All employees must follow Mytech Partners policies, process, and procedures outlined in this Covid-19 Back to Work Manual.

How do I know if I need to work from home or request leave?

Mytech staff have been informed of and encouraged to self-monitor for signs and symptoms of COVID-19. Below are the following policies and procedures that are being implemented to assess workers’ health status prior to entering the workplace and for workers to report when they are sick or experiencing symptoms.

If you have COVID-19 symptoms such as cough/sneezing/fever, or feel poorly, request PTO, unpaid leave, or work from home.

If you feel heathy but:

Recently had close contact with a person with COVID-19. You will be required to work from home or request leave. Return to the workplace\office will be allowed once the requirements below are met.

Stay home until 14 days after your last exposure.
OR

Tested negative for COVID-19.

If you have COVID-19 symptoms or have been diagnosed via Telemedicine or phone:

Employees are encouraged to contact their doctor. If an employee has a fever and a cough, they would be allowed to workplace\office under the following conditions:

Three days have passed since their recovery, which means their fever is resolved without the use of fever-reducing medication and their respiratory symptoms have improved.
AND

Tested negative for COVID-19.

If you have tested positive for COVID-19

If you have COVID-19, you can work from home if you are able or request employer paid leave. (See Pages 8-12).

You can return to the workplace\office only after you have fully recovered and have met the following three guidelines.

You no longer have a fever (without the use of medicine that reduces fevers)
AND

other symptoms have improved (for example, when your cough or shortness of breath have improved)
AND

you received a negative COVID-19 test.

If you become ill at work

If the employee becomes sick during the day, they will be sent home immediately. They will be encouraged to contact their doctor to discuss their symptoms. Surfaces in their workspace will be cleaned and disinfected. Information on persons who had contact with the ill employee during the time the employee had symptoms and 2 days prior to symptoms will be compiled and will be informed of the potential exposure of illness. The same return to work guidelines will be followed as stated above.

Work from home requests:

If you are feeling ill, but you can work, you can request to work from home.

If you have recently returned from areas with a high number of COVID-19 cases (based on CDC announcements), we’ll ask you to work from home for 14 calendar days or until you have tested negative for COVID-19, and return to the office only if you are fully asymptomatic.

If you’re a parent and you have to stay at home with your children, request to work from home. Follow up with your manager and HR to make arrangements and set expectations.

If you need to provide care to a family member infected by COVID-19, request work from home. You’ll only be permitted to return to the office 14 calendar days after your family member has fully recovered, provided that you’re asymptomatic or you have a doctor’s note confirming you don’t have the virus. You will also be asked not to come into physical contact with any colleagues during this time.

Paid Sick Leave and Expanded Family and Medical Leave Under the Families First Coronavirus Response Act (FFCRA)

The Families First Coronavirus Response Act (FFCRA) requires certain employers to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.[1] The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020.

Generally, the Act provides that covered employers must provide to all employees:[2]

Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or

Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor.

A covered employer must provide to employees that it has employed for at least 30 days:[3]

Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.

Covered Employers: The paid sick leave and expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees.[4] Most employees of the federal government are covered by Title II of the Family and Medical Leave Act, which was not amended by this Act, and are therefore not covered by the expanded family and medical leave provisions of the FFCRA. However, federal employees covered by Title II of the Family and Medical Leave Act are covered by the paid sick leave provision.

Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern.

Qualifying Reasons for Leave:

Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to a need for leave because the employee:

is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;

has been advised by a health care provider to self-quarantine related to COVID-19;

is experiencing COVID-19 symptoms and is seeking a medical diagnosis;

is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);

is caring for a child whose school or place of care is closed (or childcare provider is unavailable) for reasons related to COVID-19; or

is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.

Under the FFCRA, an employee qualifies for expanded family leave if the employee is caring for a child whose school or place of care is closed (or childcare provider is unavailable) for reasons related to COVID-19.

Duration of Leave:

For reasons (1)-(4) and (6): A full-time employee is eligible for up to 80 hours of leave, and a part-time employee is eligible for the number of hours of leave that the employee works on average over a two-week period.

For reason (5): A full-time employee is eligible for up to 12 weeks of leave at 40 hours a week, and a part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period.

Calculation of Pay:[5]

For leave reasons (1), (2), or (3): employees taking leave shall be paid at either their regular rate or the applicable minimum wage, whichever is higher, up to $511 per day and $5,110 in the aggregate (over a 2-week period).

For leave reasons (4) or (6): employees taking leave shall be paid at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $2,000 in the aggregate (over a 2-week period).

For leave reason (5): employees taking leave shall be paid at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $12,000 in the aggregate (over a 12-week period—two weeks of paid sick leave followed by up to 10 weeks of paid expanded family and medical leave).[6]

Requesting FFCRA Leave

Employees are required to provide documentation and fill out a written request form in support of leave taken under the FFCRA. The employee must contact HR when requesting FFCRA leave along with their manager. The FFCRA form is on page 10 and 11 and can also be requested by HR to be sent electronically.

Once the FFCRA form is filled out and approved the employee will be instructed to request the FFCRA Leave in the company’s payroll system. It can then be approved by their manager and the FFCRA leave accruals can then be properly documented.

FFCRA leave must be approved by HR before a manager can approve it in the payroll system.

EMPLOYEE REQUEST FOR EMERGENCY PAID SICK LEAVE FORM

Mytech Partners, Inc. | Minnesota | Colorado | www.mytech.com Rev. 03/2020	CONFIDENTIAL

Employees requesting Emergency Paid Sick Leave (EPSL) pursuant to the Families First Coronavirus Response Act (FFCRA) must complete this form. You must provide as much advance notice as is reasonably practicable. Upon completion of this form, submit it to Human Resources for processing.

You must to provide documentation in support of the need for EPSL, such as a copy of the quarantine or isolation order, or written documentation from a health care provider advising self-quarantine. In the case of leave based on a quarantine order or self-quarantine advice, you must also provide the name of the government entity ordering quarantine or the name of the health care professional advising self-quarantine, and For employees using EPSL to care for a child, examples of supporting documentation include a notice posted on a government, school, or day care website, or published in a newspaper, or an email from an employee or official of the school, place of care, or child care provider.

Employee Name: Date:
Employee Home Address: E-mail:
Home Phone Number: Cell Phone Number:
Anticipated Begin Date of Leave: Expected Return to Work Date:
Child’s Name: Child’s Age:
Name of School or Place of Care:
Reason for Leave (check all applicable) I am unable to work (or telework) for the following reasons: I am subject to a Federal, State, or local quarantine or isolation order related to COVID-19. I have been advised by a health care provider to self-quarantine due to concerns related to COVID-19. I am experiencing symptoms of COVID-19 and am seeking a medical diagnosis. I am caring for an individual who is subject to a Federal, State, or local quarantine or isolation order related to COVID-19, or who has been advised by a health care provider to self-quarantine due to concerns related to COVID-19. I am caring for my son or daughter because his or her school or place of care has been closed, or because his or her child care provider is unavailable, due to COVID-19 precautions. I am experiencing a 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. *A “son or daughter” may also be an adult son or daughter (i.e., one who is 18 years of age or older) who (1) has a mental or physical disability, and (2) is incapable of self-care because of that disability. For PSL to provide care for a child older than 14 years old during daylight hours, please explain the special circumstances requiring you to provide care. For questions or additional information, contact Human Resources. ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
I will need (choose one): Continuous leave Intermittent leave If your need for leave is intermittent, please describe the nature of your intermittent leave: _________________________________________________________________________________________________ *Please note intermittent leave is not permitted for employees who are not teleworking for any reason other than care of a child due to school closure or place of care unavailability.
Duration, Pay, and Sequencing: Pursuant to the FFCRA, full-time employees are entitled to 80 hours of EPSL. Part-time employees are eligible for a number of hours that such employee works, on average, over a 2-week period. You will receive your regular rate of pay for EPSL uses described in the first three reasons for leave above, not to exceed $511/day or $5,110/aggregate. You will receive 2/3 of your regular rate of pay for EPSL uses described in the last three reasons for leave above, not to exceed $200/day or $2,000/aggregate. You may choose to first use EPSL before any other accrued paid leave provided by policy or law. Employees may also be eligible for Emergency FMLA related to the need to care for a child based on a school closure or child care provider unavailability due to COVID-19. Please see Human Resources for additional details.

I certify that the above information is accurate and complete. I certify that I am unable to work or telework due to the above reason, and that, in the event of leave based on a school closing or child care provider unavailability, no other person will be providing care for the above child during the period for which I receive EPSL. I understand that if I fail to report for work on or before the scheduled return date indicated above or fail to contact Human Resources regarding my absence from work beyond such scheduled date of return, my employer may take corrective action.

Employee Signature: _______________________________________	Date: ____________

If signing electronically, please type your full name, followed by “e-signed.”

HR Signature_______________________________________________	Date: ____________

Returning to Work Office Protocol

Workplace Safety

Anyone who enters the building must cooperate and follow Mytech Partners guidelines for a safe workplace during the COVID-19 pandemic. This includes clients and visitors who enter past the main entrance at any Mytech Partners facility. Facial masks must be worn when entering the building any further than the main entrance and a health screen will need to be completed. Facial masks are available at the entrance of the building if an employee or visitor does not have one. Employees will be supplied with facial mask on their first day back to the office. Facial masks are in high demand and in limited supply. Therefore, plan on washing and reusing the same cloth masks.

Employee Health Screening

Effective May18,2020, all employees reporting to work will be screened for respiratory symptoms and have their body temperature taken as a precautionary measure to reduce the spread of COVID-19. All visitors who go beyond the main entrance of the facility must also have their temperature taken and recorded before going any further. If a body temperature cannot be taken, (i.e. we do not have working thermometers) we will ask that everyone still fill out the questionnaire. Employees should be self-monitoring their temperature at home as a precaution.

Each employee will be screened by using a touchless forehead/ temporal artery thermometer or a facial recognition thermo scanner. The employee's temperature and answers to respiratory symptom questions will be documented, and the record will be maintained as a private medical record.

Time spent waiting for the health screening should be recorded as time worked for nonexempt employees.

An employee who has a fever at or above 100.4 degrees Fahrenheit or who is experiencing coughing or shortness of breath will be sent home. The employee should monitor his or her symptoms (See HR for Form) and call a doctor or use telemedicine if concerned about the symptoms.

An employee sent home can return to work when:

He or she has had no fever for at least three (3) days without taking medication to reduce fever during that time; AND

Any respiratory symptoms (cough and shortness of breath) have improved for at least three (3) days; AND

At least three (3) days have passed since the symptoms began.

An employee may return to work earlier if a doctor confirms the cause of an employee's fever or other symptoms is not COVID-19 and releases the employee to return to work in writing.

An employee who experiences fever and/or respiratory symptoms while home should not report to work. Instead, the employee should contact his or her manager for further direction.

Personal Protective Equipment (PPE)

Respiratory Protection (Facial Masks) are required to Wear in the Office

Mytech Partners maintains a limited stock of N95 masks, surgical masks, and cloth masks. The CDC recommends that members of the public use simple cloth face coverings when in a public setting to slow the spread of the virus. This will help people who may have the virus and do not know it from transmitting it to others. For more information, see the CDC’s Recommendation Regarding the Use of Cloth Face Coverings.

Mytech Partners requires that employee’s wear respiratory protection (i.e. a cloth mask or surgical mask) in common areas, such as the lunchroom, and in any situation that 6-foot distancing cannot be practiced.

Cloth masks can be washed and are reusable.

N95 masks and surgical masks must be disposed of after use.

Mytech will have facial masks available at the front entrance of each facility.

See your manager, general manager, or HR if a facial mask is not available upon entry.

Physical Distancing in the Office

Mytech Partners is asking all employees to cooperate in taking steps to reduce the transmission of infectious disease in the workplace and when visiting our clients. Social distancing must be practiced. Social distancing also called "physical distancing," means keeping space between yourself and other people outside of your home.

To practice social or physical distancing:

Stay at least 6 feet from other people.

Do not gather in groups

Stay out of crowded places and avoid mass gatherings.

Follow the arrows on the floor and signs on the wall to support walking traffic flows.

Mytech has used tape on the floor, signage, and redesigned common areas to limit crowds.

Client Site Visits and PPE

Respiratory Protection Required at Client Sites

Respiratory protection, i.e. cloth masks, are required by Mytech employees to wear while onsite at a client or prospect location. If an employee is going to high risk area, (i.e. a nursing home) a N95 mask should be used. Otherwise, a surgical mask or cloth mask are required to be used while visiting client sites until the COVID-19 pandemic subsides according to the CDC.

Protective Eyewear Recommend at Client Sites

Protective Eyewear is recommended if an employee is going to a client site and will be close contact with another person. Mytech’s Field and Project teams are the ones more than likely to find themselves in need of protective eyewear.

According to the CDC, another transmission method for COVID-19 is through your eyes, typically through touching your face or eyes after coming in contact with a contaminated surface. Protective eyewear is recommended if you are going onsite where you will be in close proximity of another person, or where you may be at risk of touching your eyes after touching a contaminated surface Therefore, protective eyewear is recommended if you are going onsite and will be in close contact with another person.

See your manager, general manager, or HR on how to obtain eyewear. Some Mytech locations may have protective eye wear at the front desk or entrance area.

Protective Gloves Optional at Client Sites

Gloves are optional to use if an employee is going on-site to the client. According to the CDC, there are only two times they suggest the use of gloves in regard to the COVID-19: If you're cleaning and disinfecting your home, and if you're a healthcare worker treating someone who is a suspected or confirmed COVID-19 patient. Gloves have not been advised as a precautionary measure against COVID-19 for the average citizen—and that's largely because of how the disease is (and isn't) transmitted. If gloves are used, they must be disposed of according to guidelines by the CDC.

See your manager, general manager, or HR on how to obtain gloves.

Offsite Visits and Physical Distancing

Mytech Partners is asking our clients who receive onsite visits or are having meetings onsite meeting with the sales team, to cooperate in taking steps to reduce the transmission of COVID-19. Mytech Partners request that social distancing be practiced while our staff are visiting. If Mytech staff members feel that proper safety measures are not practice, they should inform their manager right away to find a resolution.

Cleaning Procedures

Mytech is committed to cleaning, disinfecting, and sanitizing. Common spaces like the lobby, departmental areas, bathrooms, meeting rooms are cleaned vigorously and disinfected regularly.

Cleaning staff will wear gloves while cleaning and wash hands immediately after the process is completed.

Mytech also has sanitizing stations located in all serval areas of the building to provide quick access to its employees.

In the case that a person has been infected in the premises, provisions will be made to determine if an evacuation of employees in the office is necessary. A thorough and deep cleaning process will be initiated to ensure that the threat does not spread to all.

The infected person will be quarantined and will get medical help along with medical insurance information. In case any person has come into contact with an infected person, that person should self-quarantine himself / herself for 14 days and then return to work after showing no symptoms for 14 days.

Employees cleaning responsibility

Employees are required to clean & wipe down their office desks, chairs, desktops, laptops, keyboard, mouse, phones, mouse pads and any surface that they regularly use with a good EPA approved disinfectant. The disinfectant wipes should be used liberally to enable the surfaces to be wet for about 3-4 minutes. The use of sanitizers is encouraged to lower the risk of infection. Available cleaning supplies are in their designated areas. The cleaning facilities with check cleaning supply area’s daily to replenished supplies needed.

In the event Mytech office was exposed to a person with COVID-19.

In the event a staff member or a visitor tests positive with COVID-19 and was in the office in the past 48 hours, Mytech will identify the exposed areas, and isolate staff from those areas until the exposed areas are disinfected. In some instances, this may require Mytech to close the office for a few hours, staff will be notified if this is necessary.

General hygiene rules:

Wash your hands after using the toilet, before eating, and if you cough/sneeze into your hands (follow the 20-second hand-washing rule). You can also use the sanitizers you’ll find around the office.

Cough/sneeze into your sleeve, preferably into your elbow. If you use a tissue, discard it properly and clean/sanitize your hands immediately.

Open the windows regularly to ensure open ventilation.

Avoid touching your face, particularly eyes, nose, and mouth with your hands to prevent from getting infected.

Essential Business Travel

Essential business travel should continue to be limited to those situations where business cannot reasonably be conducted without face-to-face interaction or visits to specific locations until the State mandates have been full lifted. Your manager must continue to approve all travel (including trips that were previously approved) until further notice.

Procedures Upon Return from Travel

Employees who become ill during or upon returning from travel with virus-like symptoms will need to contact a health care provider as well as the HR department for direction as soon as possible.

Employees returning from travel who do not exhibit virus-like symptoms must still contact the HR department upon return and may be directed to remain away from the workplace for fourteen days to determine whether or not they have been exposed. The returning employee should work with his or her manager to set appropriate telecommuting arrangements or request time off from work.

All work trips and events – both domestic and international – will be cancelled/postponed until further notice.

In-person meetings should be done virtually where possible, especially with non-company parties (e.g. candidate interviews and partners).

If you normally commute to the office by public transportation and do not have other alternatives, you can request to work from home as a precaution.

If you are planning to travel voluntarily to a high-risk country with increased COVID-19 cases, we’ll ask you to work from home for 14 calendar days. You will also be asked not to come into physical contact with any colleagues during this time.

Employee Benefits

Group Insurance:

As of March 1, 2020, Gravie-administered health plans will cover medically necessary diagnostic tests related to COVID-19 without member cost share; ​ ​members will be able to get doctor recommended testing related to COVID-19 for free, avoiding any out of pocket costs. There are no prior authorization requirements for COVID-19 diagnostic testing, making it easy for employees to get the care they need. Gravie members can be tested for COVID-19 and a reminder that MDLive is available.

401(k) Cares Act

Congress recently passed the CARES Act, which created a new distribution event for retirement plans called a “Coronavirus-Related Distribution” or CRD. Participants in 401(k), profit sharing, 403(b), and governmental 457(b) plans that elect to offer this new feature may take a CRD if the participant:

is diagnosed with the SARS-CoV-2 virus or COVID-19 disease in a test approved by the Centers for Disease Control and

Prevention (CDC), or has a spouse or dependent who is similarly diagnosed; or

because of the virus or disease, has experienced adverse financial consequences as a result of

being quarantined;

being furloughed, laid off, or having work hours reduced;

being unable to work for lack of child care;

facing reduced hours or closure of a business owned or operated by the participant; or

other factors determined by the Treasury Secretary.

Plan sponsors who offer this CRD feature may rely on participants’ self-certification that they meet these requirements.

Ultimately, participants must be able to prove their eligibility in the event that the IRS challenges it.

Coronavirus-Related Distributions

A coronavirus-related distribution is available to participants who have been impacted by COVID-19 and otherwise may

not be eligible for a distribution under the terms of the Plan.

• Participants may take up to $100,000.00 across all Plans controlled by this employer between January 1, 2020 and

December 31, 2020

• Distributions per participant may not exceed 100% of their total vested balance(s)

• Participants must self-certify they meet at least one of the following qualifications:

• They have been diagnosed with the virus SARS-CoV-2 or with coronavirus disease 2019 (COVID-19) by a test

approved by the Centers for Disease Control and Prevention

• They have a spouse or dependents diagnosed with such virus or disease by such a test

• They have experienced adverse financial consequences stemming from such virus or disease as a result of: being

quarantined, furloughed, laid off, reduced work hours, unable to work due to lack of child care, closing or reduction

of hours of a business owned or operated by the individual

• 10% early withdrawal tax may be waived

• Ordinary income tax may be paid in equal installments over a three-year period, beginning in tax year 2020

• Participants may repay distributions, exclusive of contribution limits, within the three-year per