Bringing Employees Back to Work

The maximum unemployment benefit in Michigan is traditionally $362. However, the CARES Act provides an additional federal benefit of $600. That means a laid-off employee makes up to $962 on unemployment — an average of about $24 per hour. Many employees are afraid to go back to work as it is, and the expansion in unemployment, for many workers, provides a disincentive to get back to work. Here’s some things to remember when trying to entice your employees back to work.


Fausone Bohn, LLP Releases Free Webinar for Business and HR Leaders

I was recently joined by John Walsh, President and CEO of the Michigan Manufacturers Association, for a free webinar for business and HR leaders on reopening and operating during a global health pandemic.

If you missed the webinar, you’re in luck because you can catch it here!

If you found this information valuable, please subscribe to the Fausone Bohn YouTube channel. We have attorneys that practice in niche areas of law including labor and employment law, municipal law, land-use planning and property development, environmental law, corporate and commercial law, and much more.

Please remember that the law surrounding this global health pandemic is changing constantly. Since the recording of this webinar the Governor issued about an additional 20 Executive Orders. Therefore, this webinar should not be relied on other than as background information.

If you need help figuring out how to trek through the quagmire of federal, state, and local regulations during this time, please contact me for assistance. I can be reached by call/text to (734) 956-0113 or email at



Reopening and Interim Operations

As Michigan begins to reopen its economy, businesses should be aware of policies and procedures to follow as they resume operations. This article is the third in a series exploring the theme Staffing Your Business During a Global Health Pandemic.

Governor Whitmer appears to be following a phased approach to allowing businesses to resume operations. Businesses should carefully consider what reopening looks like for them and how the ongoing pandemic can continue to impact business and employment decisions.

Webinar Registration

Looking for more info? Join us May 14, 2020 at 11am for an educational webinar exploring policies and practices for businesses during these troubled times!

Michigan’s Stay Home, Stay Safe Order has been rescinded and replaced several times (EOs 2020-21, 42, 59, 70, and 77) since the Governor initially declared a state of emergency. A subsequent version of the order, introduced the concept of the “COVID-19 Preparedness Response Plan” and other policy considerations. Here are some of the basics to get you started:

1. COVID-19 Preparedness Response Plan.

The Order links to a lengthy guidance document on workplace risk assessment from OSHA. Businesses should be prepared to categorize their workers according to the 4 levels of risk and to implement the appropriate safety measures: 

Low Risk Exposure jobs are those that do not require contact with people known to be, or suspected of being, infected with COVID-19 nor frequent close contact with (i.e., within 6 feet of) the general public. 

Medium Risk Exposure jobs include those that require frequent and/or close contact with (i.e., within 6 feet of) people who may be infected with COVID-19, but who are not known or suspected COVID-19 patients.

High Risk Exposure jobs are those with high potential for exposure to known or suspected sources of COVID-19. Workers in this category include healthcare workers, EMS, and others that are exposed to known or suspected COVID-19 patients.

Very High Risk Exposure jobs are those with high potential for exposure to known or suspected sources of COVID-19 during specific medical, postmortem, or laboratory procedures. This category will include professionals that handle aeorsol-generating procedures, like intubation, on known or suspected COVID-19 patients. 

Each business should make this assessment for itself; however, it is likely that many small businesses will fall into the low-risk or medium-risk categories. All workplaces should consider these basic precautions:

  • promote frequent and thorough hand washing,
  • increase standards for facility cleaning,
  • encouraging sick employees to stay home,
  • encourage employees to cover up their sneezes/coughs,
  • practice safe social distancing, and
  • other common-sense precautions identified by public health and safety authorities.

But you should also check OSHA guidance to see what other precautions may be appropriate for your type of operations. 

2. Evaluate Staffing and Employment Policies

If and when the Governor allows business activities to resume, the novel coronavirus will not have simply disappeared. Rather, employers, employees, customers, and other workplace visitors will have to remain on guard to decrease the risk of transmitting COVID-19.

The current Stay Home order requires employers to “promote remote work to the fullest extent possible.” The order provides no further direction, which means that it will be up to each employer to determine to what extent, if at all, it is “possible” for employees to work from home. 

For those operations where in-person work is required, employers may consider limited staffing arrangements or alternative work hours in order to decrease the concentration of employees in the workspace at the same time.

This is also a good opportunity for employers to dust off their employee handbooks and policy manuals. With remote work and limited staffing, it will be critical to have solid policies in place so that both workers and management are aware of procedures and expectations. Businesses should look especially carefully at policies related to working from home, reporting hours worked and overtime, company-owned property policies, and leave time policies. 

3. Other Federal, State, and Local Guidelines

Businesses should check with their local public health officials, some of whom have their own emergency public health orders in effect that businesses must comply with. For example, the Wayne County Department of Health, Human & Veterans Services issued order #20-02, which requires employers to implement daily screening procedures for their employees. In Wayne County, employees displaying COVID symptoms may not return to work until 7 days have passed since symptoms first appeared and must also be fever-free for 3 days with improvement in respiratory symptoms. 

Businesses should also check in regularly with the CDC to see current information on Interim Guidance for Businesses and Employers.Additionally, Section 11 of EO 2020-77 has additional criteria that all businesses should consider. There are specific requirements applicable to those in certain industries, such as construction and manufacturing. 

Please keep in mind, the Governor declared a state of emergency on March 10, 2020  with EO 2020-4. At the time this is being written, there are  77 executive orders. In other words, over a 58-day period, the Governor issued an average of more than one order per day. This is an extremely rapidly evolving and dynamic area of law. Businesses should evaluate their legal responsibilities and compliance requirements on a daily basis. 

If you have questions about Michigan’s myriad of ambiguous Executive Orders, contact a business attorney with experience guiding businesses and individuals through this pandemic. You can reach me by email at or call/text at (734) 956-0113.

P.S. Check out my video explaining some aspects of EO 2020-59. But note that within two weeks of EO 2020-59, the Governor replaced it TWICE with EOs 2020-70 and 2020-77 to allow construction, certain real estate-related businesses, and manufacturers, and others to resume. Information is changing DAILY so continue to check in and contact me with any questions.

Unpacking Leave Requirements Under the FFCRA

Welcome to the second installment discussing the theme Staffing Your Business During a Global Health Pandemic. The Families First Coronavirus Response Act (FFCRA) requires employers to provide paid leave to employees suffering from certain COVID-19 related circumstances. However, employers and employees alike have struggled to implement the paid leave requirements. This article will provide some practical guidance in areas where businesses are struggling.


Breaking Down the Paycheck Protection Program

This is the first in a multi-part blog series discussing the theme Staffing Your Business During a Global Health Pandemic. Many businesses are in distress due to the economic downturn brought on by the broad government-mandated closure of “non-essential” businesses. You may have heard by now about various programs that federal and state governments are in the process of rolling out. This article discusses some of the basics of the federally funded Paycheck Protection Program, available to most small businesses and self-employed individuals. 


Brandon Grysko Returns to Madonna U During ‘Arctic Blast’ as Guest Speaker

I returned  to my alma mater again this year to deliver a repeat performance on the principles of negligence to a Higher Education Law and Public Policy class. Hopefully the students enjoyed the assignment as much as I did.


Due Diligence in Mergers & Acquisitions: Wage-and-Hour Liability Can Pass to Successor Businesses

Liability for wage-and-hour violations under federal employment laws may flow through to a successor business entity, even if a transaction is structured as an asset sale, rather than a stock sale.


Too Good to be True? Common Pitfalls in Commercial Real Estate Purchases

For business owners, expanding or moving operations can be fraught with a variety of costs and commissions. In the interest of saving money in the short term, it may be tempting to forego hiring an attorney to advise on the transaction. But don’t give in; hiring an attorney just might save you money in the long run. Whether you go with legal counsel or not, keep an eye out for these pitfalls.


IRS Gives the O.K. to Offer Lump-Sum Pension Buyouts

Employers and retirees should check with their trusted advisors to determine whether a lump-sum pension buyout would be advantageous.


Maintaining a Drug-Free Workplace

In 1988, Congress passed the Drug Free Workplace Act, which requires organizations that are awarded federal grants and contracts to establish certain drug-related policies. With the recent legalization or marijuana in Michigan, it is a good time to review those requirements. Although legal in Michigan, marijuana remains illegal under federal law.