C E COVID-19 EMPLOYER RESPONSE SURVEY...Services Other 4.19 0.00 3.14 4.71 9.95 13.09 2.09 6.28 1.05...

COVID-19EMPLOYER RESPONSE SURVEYPublication: March 26, 2020

Cascade Employers AssociationBuilding better workplaces through

compliance, culture, connection

Survey Introduction and Demographics 1

All Responses 4

Profit Status CutsFor Profit Responses 13Non-Profit Responses 22Public Sector Responses 31

Organization Size Cuts1-10 Employees Responses 4011-25 Employees Responses 4926-50 Employees Responses 5851-100 Employees Responses 67101-250 Employees Responses 76251-500 Employees Responses 85501-1,000 Employees Responses 941,001+ Employees Responses 103

Table of Contents

Cascade COVID-19 Resources

Visit our dedicated COVID-19 site: https://www.cascadeemployers.com/coronavirus-resources

HR Questions? Contact us at 503.585.4320 or email [email protected]

This survey is provided to assist you in understanding your business decisions; all content and format is confidential and proprietary to Cascade Employers Association. This survey is provided to the recipient to use as an internal resource. Quotation from, or reproduction of, any part of the material contained in this survey, in any form or by any other means, without prior permission in writing from Cascade Employers Association is prohibited. We ask and require your cooperation in not duplicating or forwarding any part of this survey to any third party.

© 2020 by Cascade Employers Association

CONFIDENTIAL INFORMATION

https://www.cascadeemployers.com/coronavirus-resources

Organization Location

Survey Introduction and Demographics

Survey Open March 19 - 23, 2020Survey Publication

Participating OrganizationsMarch 26, 2020191

Number of Questions 22

Oregon95%

Washington5%

The following survey report contains data collected from 191 organizations. The data collection took place over seven days, during which Oregon's Governor Brown issued the Stay Home, Save Lives Executive Order. As such, some responses do not reflect business practices that have taken place with this new order.

We hope this report provides assistance in learning what other organizations are doing in response to the COVID-19 pandemic. Please feel free to continue contacting Cascade with your questions as we continue moving forward. Give us a call at 503.585.4320 or use the emails below:

Survey Contact: McKenna ArnoldSurvey Contact Email: [email protected]

HR Questions:HR Consulting Email: [email protected]

COVID-19 Employer Response Survey

Cascade Employers Association Page 1 © 2020. All rights reserved.

4%

0%

3%

5%

10%

13%

2%

6%

1%

1%

2%

2%

8%

0%

1%

3%

16%

1%

0%

3%

Number of Employees per Organization

Industry Breakout

Agriculture, Forestry, Fishing and HuntingMining

Management of Companies & Enterprises

UtilitiesConstruction

Non-Durable Goods ManufacturingDurable Goods Manufacturing

Wholesale TradeRetail Trade

Transportation and WarehousingInformation

Financial and InsuranceReal Estate Rental and Leasing

Professional, Scientific and Technical Services

Other

4.19

0.00

3.14

4.71

9.95

13.09

2.09

6.28

1.05

Administrative & Support, and Waste Management & Remediation Services

Education ServicesHealth Care and Social Assistance

Arts, Entertainment and RecreationAccommodation and Food Services

Public Administration

0.52

2.09

1.57

7.85

0.00

1.05

2.62

16.23

1.05

0.00

2.62

1 to 108%

1,000+4%

101 to 25020%

11 to 2517%251 to 500

6%

26 to 5019%

501 to 1,0004%

51 to 10022%

13%


Profit Status

Business Location Model

For Profit-privately held60%

For Profit-publicly traded2%

Not-for-Profit34%

Public sector government

4%

We have multiple locations globally

6%

We have multiple locations in one state

26%

We have multiple locations in the Pacific

Northwest7%

We have multiple locations nationally

7%

We have one location54%



Survey Responses

All Responses191 Participants



Communicating employee expectations should they or family members have signs, symptoms or a diagnosis:Implemented 172 90%

Not Implemented, but Considering 19 10%Not Considering / Unsure 0 0%

Communicating prevention and personal hygiene reminders to the workforce:Implemented 187 98%


Creating or updating the organization's emergency action / pandemic communication plan:Implemented 98 51%


Identifying and communicating an internal point of contact for employee questions:Implemented 160 84%


Monitoring government agencies (CDC, WHO, OSHA, etc.), state and local health department updates:Implemented 185 97%


Ordering masks, gloves, hand sanitizer and increasing cleaning of surfaces and equipment:Implemented 177 93%


Relaxing attendance policies to encourage focus on care for self and others:Implemented 149 78%


Providing alternative attendance policies e.g. remote workImplemented 148 77%


Providing paid or unpaid leave to employees to self-quarantine in response to COVID-19Implemented 138 72%


Implemented 122 64%Not Implemented, but Considering 43 23%

Not Considering / Unsure 26 14%

Which of the following preventative actions have you implemented or considered regarding your organization's human resource practices (e.g. policies, remote work,

employee absences)?

Providing paid or unpaid leave to employees to provide child care where schools or child care centers are closed:



Allowing employees to take unpaid leave instead of paid leave:Implemented 99 52%


Advancing paid time off against future accruals:Implemented 39 20%


Creating leave donation programs:Implemented 39 20%


Allowing employees to use vacation as sick time if sick leave exhausts:Implemented 142 74%


Providing employees additional paid time off above and beyond existing policies:Implemented 42 22%


24 Hours or Less 3 4%40 Hours (1 Week) 17 21%

50 - 60 Hours 4 5%80 Hours 18 22%

100 + Hours 5 6%Unlimited 10 12%Not Sure 24 29%

Other 1 1%

No visitors at office x9

If you have implemented or are considering implementing, "Providing employees additional paid time off above and beyond existing policies," how many additional

hours are you providing / considering?


employee absences)? (Continued)

Other human resources activities implemented / seriously considered?

Additional compensation x3Child care assistance x4Communication plans x19COVID-19 Task Force x4Deep cleaning of office x8Furlough/Layoffs x13

Provide personal loans to employees x1Provide tools/meals to remote workers x11Quarantine after travel x3Social distancing at work x24Taking employees'/visitors' temperatures x1Workshare program x5



Addressing technology needs to allow for working remote, communicating real-time updates, etc.:Implemented 147 77%






Considering a plan if a temporary shutdown or layoffs are necessary:Implemented 63 33%




Creating or executing cross training plans to cover absences, shifts in production schedules, etc.:Implemented 90 47%


Defining alternate production schedules/facilities due to supply chain gaps or excessive employee absences:Implemented 59 31%


Encouraging remote work if possible:Implemented 131 69%


Increasing cleaning or sanitizing regimen, e.g. buildings, surfaces, equipment:Implemented 186 97%


Networking with other organizations regarding their strategies/plans:Implemented 128 67%


Creating a business continuity plan to address custom concerns; interruption of service (vendor, supplier, product, etc.); or short/long-term financial implications:

Which of the following preventative actions have you implemented or considered regarding your organization's business continuity plan (e.g. supply chain, financial

implications, temporary shutdown)?

Cancelling or rescheduling in-person internal events, trade shows, trainings or meetings to promote social distancing:

Cancelling or rescheduling in-person external events, trade shows, trainings or meetings to promote social distancing:



Restricting facility access:Implemented 133 70%


Shifting to virtual meetings and virtual training sessions:Implemented 158 83%


Suspending domestic business travel:Implemented 154 81%


Suspending international business travel:Implemented 150 79%


Training managers around human resources and business continuity updates:Implemented 90 47%


Working extra shifts now given employee and supply availability:Implemented 32 17%


Shut down x2Social distancing x11Staggered shifts x4Virtual resources development x14


implications, temporary shutdown)? (Continued)

Other business continuity activities implemented / seriously considered?

Assessing customer needs x11Assist with child care x1Business interruption insurance x1Cancel events x2Communication planning x10Furlough / Layoffs x3Loans x4Office closed to the public x3Oregon Work Share x3

Pay employees for 2 weeks then reassess x1Prepare for increase x3Providing tools/meals for remote workers x1Shifting duties/services for remote work x10



Yes, Implemented 14 7%Yes, Considering 55 29%

No 122 64%

Time off will be unpaid 24 13%EEs will be paid their regular pay 17 9%

Vacation or PTO used 41 22%

Unknown currently 40 22%Other 14 8%

FMLA/Medical Leave 135 71%Attendance 131 69%

Bereavement Leave 23 12%

Paid time off or paid leave benefits 154 81%Personal leaves of absence 97 51%

Remote work 160 84%Return to work requirements 89 47%

Unemployment compensation 87 46%Other 10 5%

None of the above 6 3%

ADA requests x1Company property x1Federal law changes x2Liabilities for sick workers x1OSHA Compliance x1

Short-term disability coverage x1Suspending annual HRA Veba contribution x1Teladoc Services x1Work share x1Workers' Compensation x2

Other human resource policies and benefits?

Business travel suspensions / restrictions

99 71%

Oregon Work Share x2Use all sick time before collecting unemployment x2

Which human resource policies and benefits have you evaluated in preparation? (Select all the apply)

Other pay options?

A combination of pay and using paid leave x1Different staff will be paid differently - regular pay, PTO, unemployment x1Employees receive 80 additional hours of PTO x1Pay part-time staff for a limited time before layoff x1

Partial unpaid layoff qualifying for unemployment compensation

Discussing providing some level of regular pay, although undecided

18 10%

26 14%

4 2%

Is your organization implementing or seriously considering a work stoppage or shutdown?

If your organization is temporarily shutting down, how are you planning to pay employees? (Select all that apply)

EEs will be paid a portion of their regular pay



Yes 53 28%No 86 45%

Considering changes at this time 52 27%

Pandemic Policy 31 16%Emergency Plan 141 74%

Business Continuity Plan 79 41%

Bill employee for their portion 77 40%Cover employee share 59 31%

Other 55 29%

Time bank x2Unpaid time off x2

Not sure yet x7Will/Hope to cover costs and deduct upon return to work x3Will/Hope to cover costs completely x3

How is your organization handling employee benefits?

Other handling of employee benefits?

Adhere to current policy x36Hybrid x1

Paid leave of absence (not PTO) x4Policies for shutdowns / furloughs x2Reimbursement for driving / parking x2Relaxing attendance policies x7Remote work policy x15Short-term / Long-term disability x3

Which of the formal (e.g. written, documented) policies does your organization maintain? (Select all the apply)

What changes have you implemented or are considering?

Additional PTO x11Additional Sick Leave x4Allow negative PTO x1FMLA x2Medical benefit offerings x2New policies regarding infectious diseases/pandemics/COVID-19 x13

Are you planning to make any changes to your personnel policies and benefits to respond to the COVID-19 pandemic?



Yes 5 3%No 46 24%

Yes 26 14%No, but considering 50 26%

No, and not considering 115 60%

Corporate guidance/guidelines 24 13%Local adjustment to determine best

approach57 30%

Both corporate guidance and local adjustment

102 53%

Other 3 2%None of these 5 3%

We have yet to address but are having discussions on the topic

6 3%

We are in the initial steps of planning18 9%

We are in the process of creating or updating guidelines

40 21%

We are finalizing plans and communications

23 12%

We have planned, documented and communicated guidelines to

employees104 54%

For temporary shutdowns in collective bargaining unit contracts, what is the contract stipulation?

Return to work / call back expectations covered along with 30 day warning of shutdownStates employers is not responsible for lost wagesTemporary onlyUnder emergency only

Not part of a collective bargaining unit

140 73%

If your organization is a part of a collective bargaining unit, is a temporary shutdown addressed in the contract?

Does your organization have a COVID-19 pre-screening questionnaire for visitors?

Overall, what approach is your organization taking to prepare and plan for COVID-19?

Other approaches?

Corporate leadership guidance w formal incident command structure response x1Remaining fluid to current situation as it evolves x2Taking lead from larger organization / corporate x1For a global organization, each country has different context x1

How has leadership communicated preparation guidelines?



Business outlook (i.e. sales / revenue):Not at all 17 9%

Slightly 22 12%Somewhat 51 27%

Moderately 32 17%Significantly 69 36%

Hiring projections / outlook:Not at all 41 21%



Business / capital spending:Not at all 21 11%



To what extent has the COVID-19 pandemic negatively impacted the following aspects of your organization's business?



Survey Responses

For Profit Responses 119 Participants
























employee absences)?















50 - 60 Hours 3 6%80 Hours 8 15%


Other 1 2%



























































No 76 64%














66 55%



Other pay options?




14 12%

20 18%

2 2%






Yes 32 27%No 59 50%





Other 35 29%













Yes 3 3%No 32 27%




approach31 26%


69 58%



3 3%



27 23%


9 8%


employees65 55%


Return to work / call back expectations covered along with 30 day warning of shutdown x0States employers is not responsible for lost wages x1Temporary only x1Under emergency only x0


84 71%




Other approaches?

















Survey Responses

Non-Profit Responses 65 Participants
























employee absences)?















50 - 60 Hours 1 4%80 Hours 10 38%


Other 0 0%



























































No 39 60%














29 45%



Other pay options?




3 5%

5 8%

2 3%






Yes 16 25%No 26 40%





Other 15 23%













Yes 1 2%No 9 14%




approach21 32%


32 49%



3 5%



10 15%


13 20%


employees36 55%




55 85%




Other approaches?

















Survey Responses

Public Sector Responses 7 Participants
























employee absences)?















50 - 60 Hours 0 0%80 Hours 0 0%


Other 0 0%



























































No 7 100%














4 57%



Other pay options?




1 14%

1 14%

0 0%






Yes 5 71%No 1 14%





Other 3 43%













Yes 1 14%No 5 71%




approach5 71%


1 14%



0 0%



3 43%


1 14%


employees3 43%




1 14%




Other approaches?

















Survey Responses

1-10 Employees Responses 15 Participants
























employee absences)?















50 - 60 Hours 0 0%80 Hours 0 0%


Other 0 0%



























































No 13 87%














3 20%



Other pay options?




1 6%

2 13%

1 6%






Yes 4 27%No 7 47%





Other 4 27%













Yes 0 0%No 2 13%




approach9 60%


4 27%



3 20%



4 27%


1 7%


employees4 27%




13 87%




Other approaches?

















Survey Responses

























employee absences)?















50 - 60 Hours 0 0%80 Hours 3 19%


Other 0 0%



























































No 19 58%














16 48%



Other pay options?




6 17%

4 11%

2 6%






Yes 9 27%No 15 45%





Other 14 42%













Yes 0 0%No 7 21%




approach12 36%


15 45%



2 6%



6 18%


5 15%


employees19 58%




26 79%




Other approaches?

















Survey Responses

























employee absences)?















50 - 60 Hours 1 5%80 Hours 3 15%


Other 1 5%



























































No 19 54%














14 40%



Other pay options?




5 16%

3 9%

0 0%






Yes 6 17%No 18 51%





Other 7 20%













Yes 0 0%No 7 20%




approach9 26%


20 57%



0 0%



6 17%


6 17%


employees19 54%




28 80%




Other approaches?

















Survey Responses

























employee absences)?















50 - 60 Hours 0 0%80 Hours 3 21%


Other 0 0%



























































No 25 60%














20 48%



Other pay options?




1 3%

7 19%

1 3%






Yes 12 29%No 21 50%





Other 14 33%













Yes 1 2%No 11 26%




approach12 29%


20 48%



0 0%



8 19%


3 7%


employees27 64%




30 71%




Other approaches?

















Survey Responses

























employee absences)?















50 - 60 Hours 1 6%80 Hours 6 35%


Other 0 0%



























































No 27 71%














28 74%



Other pay options?




4 11%

3 8%

0 0%






Yes 14 37%No 13 34%





Other 7 18%













Yes 3 8%No 12 32%




approach11 29%


25 66%



1 3%



11 29%


3 8%


employees19 50%




23 61%




Other approaches?

















Survey Responses

























employee absences)?















50 - 60 Hours 2 29%80 Hours 2 29%


Other 0 0%



























































No 9 75%














7 58%



Other pay options?




0 0%

3 43%

0 0%






Yes 5 42%No 3 25%





Other 3 25%













Yes 1 8%No 3 25%




approach2 17%


7 58%



0 0%



3 25%


3 25%


employees5 42%




8 67%




Other approaches?

















Survey Responses

501-1,000 Employees Responses 8 Participants

























employee absences)?














50 - 60 Hours 0 0%80 Hours 0 0%


Other 0 0%

Deep cleaning of office x0 Taking employees'/visitors' temperatures x0Furlough/Layoffs x1 Workshare program x0No visitors at office x0

Child care assistance x0 Provide tools/meals to remote workers x1Communication plans x1 Quarantine after travel x0COVID-19 Task Force x0 Social distancing at work x0


Additional compensation x1 Provide personal loans to employees x0














































Office closed to the public x0 Virtual resources development x0Oregon Work Share x0

Communication planning x1 Shut down x0Furlough / Layoffs x0 Social distancing x0Loans x0 Staggered shifts x0

Assist with child care x0 Prepare for increase x0Business interruption insurance x0 Providing tools/meals for remote workers x0Cancel events x0 Shifting duties/services for remote work x0


Assessing customer needs x0 Pay employees for 2 weeks then reassess x0






No 4 50%










Federal law changes x0 Teladoc Services x1Liabilities for sick workers x0 Work share x0OSHA Compliance x0 Workers' Compensation x0


ADA requests x0 Short-term disability coverage x0Company property x0 Suspending annual HRA Veba contribution x0


4 50%

Pay part-time staff for a limited time before layoff x0Oregon Work Share x0Use all sick time before collecting unemployment x0


Other pay options?

A combination of pay and using paid leave x0Different staff will be paid differently - regular pay, PTO, unemployment x0Employees receive 80 additional hours of PTO x0


2 25%


0 0%



0 0%




Yes 0 0%No 5 63%





Other 1 13%

Hybrid x0Not sure yet x0Will/Hope to cover costs and deduct upon return to work x0Will/Hope to cover costs completely x0



Adhere to current policy x1

Unpaid time off x0


Policies for shutdowns / furloughs x0Reimbursement for driving / parking x0Relaxing attendance policies x1Remote work policy x0Short-term / Long-term disability x0Time bank x0

Additional Sick Leave x0Allow negative PTO x0FMLA x0Medical benefit offerings x0New policies regarding infectious diseases/pandemics/COVID-19 x1Paid leave of absence (not PTO) x0



Additional PTO x0



Yes 0 0%No 3 38%




approach1 13%


7 88%



0 0%



1 13%


2 25%


employees4 50%

For a global organization, each country has different context x0


Other approaches?

Corporate leadership guidance w formal incident command structure response x0Remaining fluid to current situation as it evolves x0Taking lead from larger organization / corporate x0





5 63%

















Survey Responses

1,001+ Employees Responses 8 Participants
























employee absences)?















50 - 60 Hours 0 0%80 Hours 1 25%


Other 0 0%



























































No 6 75%














7 88%



Other pay options?




1 9%

2 18%

0 0%






Yes 3 38%No 4 50%





Other 3 38%













Yes 0 0%No 1 13%




approach1 13%


4 50%



0 0%



1 13%


0 0%


employees7 88%




7 88%




Other approaches?

















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