When does the cares act expire

A gig economy worker, such as a driver for a ride-sharing service, is eligible for PUA provided that he or she is unemployed, partially employed, or unable or unavailable to work for one or more of the qualifying reasons provided for by the CARES Act.

• Your policies, that have been clearly communicated, should address this.
• Educating your workforce is a critical part of your responsibility.
• Local and state regulations may address what you have to do and you should align with them.

Each state sets its own unemployment insurance benefits eligibility guidelines, but you usually qualify if you:

• Are unemployed through no fault of your own. In most states, this means you have to have separated from your last job due to a lack of available work.
• Meet work and wage requirements. You must meet your state’s requirements for wages earned or time worked during an established period of time referred to as a “base period.” (In most states, this is usually the first four out of the last five completed calendar quarters before the time that your claim is filed.)
• Meet any additional state requirements. Find details of your own state’s program.

Self-employed workers, independent contractors, gig economy workers, and people who have not worked long enough to qualify for the other types of unemployment assistance may still qualify for PUA if they are otherwise able to work and available for work within the meaning of the applicable state law and certify that they are unemployed, partially unemployed or unable or unavailable to work for one of the following COVID-19 reasons:

You have been diagnosed with COVID-19, or have symptoms, and are seeking a medical diagnosis.

A member of your household has been diagnosed with COVID-19.

You are caring for a family member of a member of your household who has been diagnosed with COVID-19.

A child or other person in your household for whom you have primary caregiving responsibility is unable to attend school or another facility that is closed as a direct result of COVID-19 and the school or facility care is required for you to work.

The new law creates the Federal Pandemic Unemployment Compensation program (FPUC), which provides an additional $600 per week to individuals who are collecting regular UC (including Unemployment Compensation for Federal Employees (UCFE) and Unemployment Compensation for Ex-Servicemembers (UCX), PEUC, PUA, Extended Benefits (EB), Short Time Compensation (STC), Trade Readjustment Allowances (TRA), Disaster Unemployment Assistance (DUA), and payments under the Self Employment Assistance (SEA) program). This benefit is available for weeks of unemployment beginning after the date on which your state entered into an agreement with the U.S. Department of Labor and ending with weeks of unemployment ending on or before July 31, 2020.

Getting COVID-19 after you’ve been vaccinated or recovered is still possible. But having some immunity — whether from infection or vaccination — really drops the odds of this happening to you.

The Department of Homeland Security developed a listexternal iconexternal icon of essential critical infrastructure workers to help state and local officials as they work to protect their communities, while ensuring continuity of functions critical to public health and safety as well as economic and national security. State and local officials make the final determinations for their jurisdictions about critical infrastructure workers.

Some people may be at higher risk of severe illness. This includes older adults (65 years and older) and people of any age with serious underlying medical conditions. By using strategies that help prevent the spread of COVID-19 in the workplace, you will help protect all employees, including those at higher risk.

If you feel you or someone in your household may harm themselves or someone else:

• National self-destruction Prevention Lifeline
Toll-free number 1-800-273-TALK (1-800-273-8255)
The Online Lifeline Crisis Chat is free and confidential. You’ll be connected to a skilled, trained counselor in your area.
• National Domestic Violence Hotline
Call 1-800-799-7233 and TTY 1-800-787-3224

If you are feeling overwhelmed with emotions like sadness, depression, or anxiety:

• Disaster Distress Helpline
Call 1-800-985-5990 or text TalkWithUs to 66746
• Check with your employer for information about possible employee assistance program resources.

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Implement flexible worksites (e.g., telework).

Implement flexible work hours (e.g., rotate or stagger shifts to limit the number of employees in the workplace at the same time).

Increase physical space between employees at the worksite by modifying the workspace.

⁃ Move the electronic payment terminal/credit card reader farther away from the cashier in order to increase the distance between the customer and the cashier, if possible.
⁃ Use verbal announcements on the loudspeaker and place signage throughout the establishment, at entrances, in restrooms, and in breakrooms to remind employees and customers to maintain distances of 6 feet from others.
⁃ Place visual cues such as floor decals, colored tape, or signs to indicate to customers where they should stand during check out.
⁃ Shift primary stocking activities to off-peak or after hours when possible to reduce contact with customers.
⁃ Remove or rearrange chairs and tables or add visual cue marks in employee break rooms to support social distancing practices between employees. Identify alternative areas such as closed customer seating spaces to accommodate overflow volume.

Evaluate your workplace to identify situations where employees cannot maintain a distance of at least 6 feet from each other and/or customers. Use appropriate combinations of controls following the hierarchy of controls to addresses these situations to limit the spread of COVID-19. A committee of both employees and management may be the most effective way to recognize all of these scenarios.

It is important to note that control recommendations or interventions assigned to reduce the risk of spreading COVID-19 must be compatible with any safety programs and personal protective equipment (PPE) normally required for the job task.

CDC recommends wearing cloth face coverings as a protective measure in addition to social distancing (i.e., staying at least 6 feet away from others). Cloth face coverings may be especially important when social distancing is not possible or feasible based on working conditions.

A cloth face covering may reduce the amount of large respiratory droplets that a person spreads when talking, sneezing, or coughing.

Remind employees that people may be able to spread COVID-19 even if they do not show symptoms. Consider all close interactions (within 6 feet) with employees, clients, and others as a potential source of exposure. Discourage handshaking, hugs, and fist bumps.

Encourage the use of outdoor seating areas and social distancing for any small-group activities such as lunches, breaks, and meetings.

For employees who commute to work using public transportation or ride sharing, consider offering the following support: If feasible, offer employees incentives to use forms of transportation that minimize close contact with others (e.g., biking, walking, driving or riding by car either alone or with household members)

– Provide employees adequate time and access to soap, clean water, and single use paper towels for handwashing.
• Remind employees to wash their hands often with soap and water for at least 20 seconds. If soap and water are not available, they should use hand sanitizer with at least 60% alcohol.
• In addition to adequate supplies of soap, clean water, and paper towels, provide hand sanitizer, tissues, and no touch waste baskets in the restrooms.