• Innovate - Companies are innovating to incorporate essential business practices and processes in their operations in order to keep open and operating.
• Planning and Communication
• Early planning and communication between teams to get a plan in place before an outbreak or situation occurs is vital.
• Operations team, HR, and Sales and Marketing several times a week or even daily in order to evaluate and implement the current CDC and other recommendations. Other discussion points involve evaluating employee cases and completing employee tracing so a plan is in place if there was a positive test.
• Online resources and handouts are made available to employees so they can be informed on current information.
• Create scripts for managers and floor leaders for a positive COVID-19 result, and when employees need to self quarantine.
• Non-production and Production Employees
• Allow anyone possible to work remotely.
• For other teams such as production support, engineering and quality implementing rotating shifts. For example, two days remote, three onsite days, or one week on shift and one week off shift. This helps maintain a low number of employees on the site and limit interaction with other employees.
• For employees onsite some companies are staggering shift start times and providing a gap between start times to allow one shift to leave the area before the next shift arrives.
• Revisions to existing policy to allow for the comfort and safety of employees. For example areas for employees to take breaks, allowing them to go outside or into their vehicle.
• Implement work zones 
• Analyze traffic patterns of employees to reduce an employees footprint in the plant or workplace. Direct employees for a point of entry and exit and area of workspace. By keeping employees in certain areas it eliminates contaminating multiple areas if an employee tests positive.
• Post signs about the rules of social distancing throughout the building.
• Create different cells or teams in case someone becomes infected to minimize the loss of production employees.
• Have teams or “cells” use different entrances to minimize possible spread.
• Separate teams / departments from each other.
• Common Areas - Lunch and break rooms have tables and chairs are all spaced six feet apart. Cleaning wipes on each table as well as a cleaning crew cleaning after occupancy. Food services have changed to grab and go operations with six feet spacing marked on the floor to maintain social distancing.
• Cleaning 
• Internal cleaning teams and bringing in external cleaning crews to clean common and workplace areas.
• Construct temporary barriers from wooden frames with plastic to minimize contact on assembly lines that are in close proximity to each other
• Stagger lunch and break times
• Stagger when shifts begin and end
• Move tables further apart to maintain social distance
• Move designated smoking areas further from the buildings to ease the minds of those concerned about airborne contamination
• Have multiple locations with hand sanitizer throughout the building
• Policies - Removing the disciplinary requirements on employees for self quarantine, employee illness or to help a family member. Companies are working through sick time and vacation with employees as needed.
• Temperature Monitoring - Employee temperature monitoring is in place some companies are onsite and others are off-site currently. Employees are self certified on taking a temperature and every employee takes their temperature before their shift. Nurses are available onsite to assist employees that are feeling ill during their shift.
• SBA and PPP Loans - While companies have found challenges in securing loan funding some companies have been approved for PPP loans and are awaiting funds.
• Keep Employees from Becoming Lax in Social Distancing
• Make all communication transparent and give employees a source so that all communication is consistent and accurate.
• Remind employees that wearing a face cloth or a mask does not permit you to be closer than the recommended six foot social distance.
• Post signs throughout the building in multiple locations.
• Have employees document who they were in contact with at the end of their shifts.

• Salary
• Wages
• Commissions, or similar compensation
• Cash tips or the equivalent (based on employer records of past tips or, in the absence of such records, a reasonable, good-faith employer estimate of such tips)
• Payment for vacation, parental, family, medical, or sick leave
• Allowance for separation or dismissal
• Payment for the provision of employee benefits consisting of group health care coverage, including insurance premiums, and retirement
• Payment of state and local taxes assessed on compensation of employees
• And for an independent contractor or sole proprietor, wage, commissions, income, or net earnings from self-employment or similar compensation.

• Any compensation of an employee whose principal place of residence is outside of the United States, including J-1 and H2A workers.
• The compensation of an individual employee in excess of an annual salary of $100,000, prorated as necessary.
• Federal employment taxes imposed or withheld between February 15, 2020 and June 30, 2020, including the employee’s and employer’s share of FICA (Federal Insurance Contributions Act) and Railroad Retirement Act taxes, and income taxes required to be withheld from employees.
• And qualified sick and family leave wages for which a credit is allowed under sections 7001 and 7003 of the Families First Coronavirus Response Act (Public Law 116–127).