CCFW would like to be a source of support and resources to our members during this time of uncertainty in the world.
This page has been created to share updates that pertain to the Cemetery and Funeral Industry, Resources from Members that have helped them navigate through daily changes created by Covid-19, as well as a place to support each other.
Current CDC Considerations for Events and Gatherings
If you have any updates or resources to share, please email [email protected]. Please also consider joining our CCFW Members Private Facebook Group to discuss issues as they arise and provide support.
Helpful Resources
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June 3, 2020
April 20, 2020
Opening Up America Again Plan
This slide deck is for informative purposes only and is not a guidance from CCFW. Please refer to your state’s strategy based on these guidelines.
Opening Up America Again National Guidelines PDF
April 6, 2020
CARES Accommodates Nonprofit and Religious Organizations
On Friday night, April 3, important interim final rules and other interpretative guidance were released that directly address the eligibility of religious nonprofit organizations for benefits under the Coronavirus Aid, Relief, and Economic Security Act (the CARES Act). Much was made of the roll-out of the CARES legislation in late March with benefits for paycheck protection, expanded loan access, and significant appropriations for schools, health care, coronavirus response, and a select number of named nonprofit organizations. However, the language of the statute created obstacles to many nonprofits who were included in programs to be administered under the Small Business Administration (SBA). Among those hurdles were uncertainty about how public nonprofits would be treated generally, whether religious organizations would be excluded under the standing SBA rules, and if the affiliation rules explicitly applied to nonprofits would exclude otherwise qualified organizations that shared common structures based solely on their religious identity.
CARES Loan Programs
Most significantly, CARES created a Paycheck Protection Plan (PPP), consisting of loans to small businesses and nonprofit organizations to cover payroll, mortgage, lease, and utility expenses for an eight-week period ending June 30. Funds used to cover employee payroll costs can be entirely forgiven, while remaining amounts would continue as a loan at 1% interest, payable over two years (the original statute provide for repayment at not more than 4% for a period of 10 years). Nonprofits designated as 501(c)(3)’s are eligible, as well as veteran’s organizations under 501(c)(19). However, the initial text appeared to exclude many faith-based charitable organizations. Unlike standard SBA loans, borrower qualifications, such as creditworthiness, have largely been waived except for various self-certifications and the documentation of costs in line with the amount to be borrowed. The PPP loans are administered by private lenders through the SBA, meaning a banking relationship is necessary.
Private 501(c)(3) organizations are also eligible for expanded Economic Injury Disaster Loans (EIDLs), including a rapid advance program of $10,000 under CARES. These loans are made directly by the SBA and can be used for many of the same purposes as the Paycheck Protection Plan – payroll, rent, mortgage, operating and utility payments, as well as other costs of responding to the pandemic. Unlike the PPP, these loans remain low interest with no forgiveness for costs applied to retain workers. However, they also do not require that any set proportion be applied to any category of expenses.
Interim Guidance Clarifies Religious Accommodation
Initially, the statute appeared to exclude religious organizations that did not serve a secular purpose. SBA rules typically exclude religious organizations from their primary business development loan programs. This appeared to rule out religious organizations from both PPP and EIDL programs. Under the PPP portion of the statute, it also held that nonprofits were subject to the affiliation rules used by the SBA to exclude small businesses that share common ownership, management, or economic dependencies in a way that mirrors large corporate departments.
The second interim final rules issued for the statute clarified the application to religious organizations to resolve both issues in many, if not most, cases. It made clear that the funds would be available without regard to religious affiliation so long as there was demonstrated need. Additionally, citing the Religious Freedom Restoration Act (RFRA) as grounds to ensure religious organizations are not substantially burdened without a compelling government interest, the interim rules waive the affiliation rules for faith-based organizations that are connected to each other solely based on their shared religious polity. Relationships based on religious teaching or belief, and those civil structures that result from them based on their ecclesiastical relationship alone, will not be excluded from the program under the affiliation rules. In contrast, religious organizations that continue to share administrative affiliations and exceed the limit of 500 employees without a religious basis for their affiliation may still be excluded. Applications for the loans do not require religious organizations to list their affiliates or to otherwise describe their relationships or religious beliefs. Instead, the SBA guidance requests the addition of an addendum to the application by the religious organization, a sample of which was provided in the interim final rule. The rule with sample addendum (see last page) is provided here, as well as an SBA FAQ on the new rules which can be found here.
Religious Freedom Issues
In providing the accommodation, the SBA guidance relied heavily on the ability to make exceptions authorized (if not mandated) by RFRA. Additionally, it cited case law mandating that faith-based entities be allowed to decide the structure of their own religious organizations, matching civil structures to ecclesiastical ones as nearly as they might. Further, that structure for many religions is its own exercise of religion or sincere religious belief.
However, the loans are not without some caveats. During the period of the loan, organizations are deemed to be recipients of federal financial assistance. The first and second interim rules make clear that religious organizations do not give up their autonomy rights by accepting the funds. But the guidance is explicit that the funding does require organizations to comply with standard nondiscrimination provisions, for example, under federal Title VII. The federal financial assistance conditions apply until the loan is forgiven or repaid. Given the short duration of the loans, many organizations may assume that burden in exchange for the benefits of keeping faith-based charities, churches, and schools operating.
Practical Issues for Applications
• While applications are opened at the SBA website and are generally simple to complete, the loan itself must be obtained from a bank. Many larger banks delayed participation on the program’s opening day and smaller banks prioritized smaller borrowers. Nonprofit organizations should plan to approach their existing bankers first once the online application is completed and qualified. If your current bank is not participating, your local Small Business Development Corporation can point you to participating lenders.
• Acting promptly is the best bet to receive funding, as the amount available does have a limit and is awarded on a first-come basis.
• As of April 5, the online applications still had some quirks to them. Likely this is because the program is being grafted on to an existing system designed for the SBA’s typical loan process.
• Most of the application consists of the self-certifications and documentation of existing expenses. There is no requirement to show creditworthiness on top of the existing needs, contrary to typical SBA loans.
• For religious organizations, you may have to ensure you have a record of approvals based on your corporate structure reflecting ecclesiastical authority. However, the loan signature can be by any authorized representative of the organization.
Resources
• Paycheck Protection Program Loan Application
• Economic Injury Disaster Loan Application
• SBA’s Local Assistance Directory
• SBA’s List of Lenders
Information contained in this publication should not be construed as legal advice or opinion or as a substitute for the advice of counsel. The articles by these authors may have first appeared in other publications. The content provided is for educational and informational purposes for the use of clients and others who may be interested in the subject matter. We recommend that readers seek specific advice from counsel about particular matters of interest.
Copyright © 2020 Stradley Ronon Stevens & Young, LLP. All rights reserved.
April 3, 2020 Updates
Paid Leave For Workers & Tax Credits For Small Business
The Families First Coronavirus Response Act (H.R. 6201):
Employers who are subject to the Families First Coronavirus Response Act (FFCRA) must provide up to 80 hours of paid sick leave and expanded Family Medical Leave to eligible employees.
Employer Requirements:
- Employers with fewer than 500 employees, and public agencies with at least one employee.
- An employer may not require an employee to use other types of paid leave provided by the employer before the employee uses the paid sick time available under this law.
- All employees are eligible, and paid sick leave hours can be taken immediately, regardless of the duration of the employee’s employment.
- Employees on furlough or who have been terminated (either before or April 1) are not eligible for paid sick leave or EFMLA.
Qualifying Reasons:
An employee is entitled to take leave related to COVID-19 if the employee is unable to work, including unable to telework, because:
- The employee is subject to a federal, state, or local quarantine or isolation order related to COVID-19.
- The employee has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19.
- The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
- The employee is caring for an individual who is subject to either number 1 or 2 above.
- The employee is caring for his or her son or daughter if the school or place of care of the son or daughter has been closed, or the childcare provider of such son or daughter is unavailable due to COVID-19 precautions.
- The employee is experiencing any other substantially similar condition as specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.
Pay Requirements:
- Paid sick leave taken for reasons 1, 2, or 3 above must be paid at the employee’s regular rate of pay, or minimum wage, whichever is greater, up to a maximum of $511/day and $5,110 total.
- An employee taking leave for reasons 4, 5, or 6 must be compensated at two-thirds of his or her regular rate of pay, or minimum wage, whichever is greater, up to a maximum of $200/day and $2,000 total.
The Emergency Family and Medical Leave Expansion Act (EFMLA):
- EFMLA amends the current Family and Medical Leave Act (FMLA), allowing leave for eligible employees who can’t work (or telework) because their minor child’s school or childcare service is closed due to a COVID-19 emergency declared by a federal, state or local authority.
- Employees who work for an employer with fewer than 500 employees and who have been on the payroll for at least 30 calendar days.
Benefits:
- The first 10 days of this leave may be unpaid; however, employees may elect to substitute available paid time-off, such as vacation, personal or sick leave, during this time.
- After the initial 10 days, employers must pay eligible employees at least two-thirds of the employee’s regular rate of pay (as defined under the Fair Labor Standards Act) based on the number of hours the employee would otherwise have been scheduled to work. These paid family leave benefits are capped at $200 a day (or $10,000 total).
Prompt Payment for the Cost of Providing Leave:
When employers pay their employees, they are required to withhold from their employees’ paychecks federal income taxes and the employees’ share of Social Security and Medicare taxes. The employers then are required to deposit these federal taxes, along with their share of Social Security and Medicare taxes, with the IRS and file quarterly payroll tax returns (Form 941 series) with the IRS.
Under guidance that will be released next week, eligible employers who pay qualifying sick or child care leave will be able to retain an amount of the payroll taxes equal to the amount of qualifying sick and child care leave that they paid, rather than deposit them with the IRS.
The payroll taxes that are available for retention include withheld federal income taxes, the employee share of Social Security and Medicare taxes, and the employer share of Social Security and Medicare taxes with respect to all employees.
If there are not sufficient payroll taxes to cover the cost of qualified sick and child care leave paid, employers will be able to file a request for an accelerated payment from the IRS. The IRS expects to process these requests in two weeks or less.
Example:
If an eligible employer paid $4,000 in sick leave and is otherwise required to deposit $7,000 in payroll taxes, including taxes withheld from all its employees, the employer could use up to $4,000 of the $7,000 of taxes it was going to deposit for making qualified leave payments. The employer would only be required under the law to deposit the remaining $3,000 on its next regular deposit date. An immediate dollar-for-dollar tax offset against payroll taxes will be provided.
Coronavirus Aid, Relief, and Economic Security Act (CARES Act):
- Expands Unemployment Benefits and offers coverage to workers who are not eligible for traditional Unemployment Insurance from April 1st, 2020 to December 31st, 2020.
- Part of the recently-passed CARES Act, the Pandemic Unemployment Assistance (PUA) program was created which is effective through December 31, 2020, to help those not traditionally eligible for Unemployment Insurance (UI). Workers who are not eligible for UI could be eligible for PUA. These workers include self-employed individuals, independent contractors, those with limited work history and those who are unable to work as a result of the coronavirus public health emergency.
- An additional $600/week payment to each UI or PUA recipient through the end of July 2020.
- Provides funding for the 1st week of unemployment for states to waive the traditional “waiting week” before benefits begin.
- Provides an additional 13 weeks of unemployment to help those who remain unemployed after weeks of state unemployment are no longer available.
Additional Information:
With the help of your employment counsel, it is important for you to review and update your Family and Medical Leave Act (FMLA) and sick leave policies. The Department of Labor (DOL) has recently created an Employee Rights flyer that can be distributed to your employees.
The new legislation was put together quickly so there will be guidance and further interpretation from the Department of Labor shortly. Be sure to stay up-to-date. You can also refer to the DOL’s Questions and Answers fact sheet.
March 30, 2020 Updates
PPE Guidelines for Cemeteries
Provided by CCFW Member, Ensure-A-Seal
- Each cemetery must review all federal, state, and local guidance to make determinations on protocol for handling caskets. The following information represents suggestions based on the available guidelines we have reviewed.
- Treat every case like a COVID-19 case.
- Strictly enforce social distancing.
- Disinfect casket.
- Employees handling casket should wear gloves, Tyvek suits, and face coverings.
- Perform routine and regular proper hand hygiene before and after a burial, and throughout the day.
Emergency Loans Small Business Guide and Checklist
Below is a link to the U.S. Chamber of Commerce’s Coronavirus Emergency Loans Small Business Guide and Checklist. As part of the recently passed Coronavirus Aid, Relief, and Economic Security (CARES)
Act, there is support for 501(c)(3) organizations and other small businesses.
Small Business Guide and Checklist
March 26, 2020 Updates
Dear Members of CCC and CCFW,
In an effort to come together under a common and unified collaboration on behalf of all Catholic cemeterians across the country during these very difficult and challenging times, the Catholic Cemetery Conference and Catholic Cemeteries and Funeral Services of the West will be working closely with one another to share vital updates to the members of both organizations.
The Coronavirus (COVID-19) is rocking our world. As the pandemic continues to grow, it is important for all Archdiocese and Diocese regardless of geography to come together, share ideas and develop best practices to help families.
Over the past few weeks, we have been forced to re-invent our cemetery business. We have closed our buildings to the public. We have to limit the number of workers in our building sending many staffers to work remotely. We are planning via phone, email and Zoom.
The mission of both our organizations are, and continues to be, commitment to promoting the Order of Christian Funerals and the tradition of Catholic Burial in Catholic Cemeteries. As a group, we can work together to find solutions to our current situation to continue honoring our message.
We encourage everyone receiving this email to ask questions and share what you are doing. Include what’s working and what’s not working. Help others get better. By coming together in our faith, we can help our peers avoid the same pitfalls.
Each of our organizations have created a landing page on our respective websites to facilitate the sharing of information. As information is shared with us, we will in turn share with you. Information being shared by CCC can be found at CCC Covid-19 Information and information being shared by CCFW can be found at CCFW Covid-19 Resources and Updates
It was Charles Darwin who said “It is not the strongest or the most intelligent who will survive, but those who can best manage change.” Individually, we will do very good things. Collectively, we will do great thing. Let’s be great.
Faithfully together as one,
David J. LaBarre, M.A., M.S.
Executive Director
Catholic Cemetery Conference
Heather Long
Executive Director
Catholic Cemeteries and Funeral Services of the West
Richard P. Peterson, CCCE, CCE
President, Catholic Cemetery Conference
Jerry Del Core
President, Catholic Cemeteries and Funeral Services of the West
March 24, 2020 Updates
U.S. Department Of Labor Publishes Guidance Explaining Paid Sick Leave And Expanded Family and Medical Leave Under
The Families First Coronavirus Response Act
WASHINGTON, DC – Today, the U.S. Department of Labor’s Wage and Hour Division (WHD) announced its first round of published guidance to provide information to employees and employers about how each will be able to take advantage of the protections and relief offered by the Families First Coronavirus Response Act (FFCRA) when it takes effect on April 1, 2020.
FFCRA will help the United States combat and defeat COVID-19 by giving all American businesses with fewer than 500 employees funds to provide employees with paid leave, either for the employee’s own health needs or to care for family members. The legislation will ensure that workers are not forced to choose between their paychecks and the public health measures needed to combat the virus while at the same time reimbursing businesses.The guidance – provided in a Fact Sheet for Employees, a Fact Sheet for Employers and a Questions and Answers document – addresses critical questions, such as how an employer must count the number of their employees to determine coverage; how small businesses can obtain an exemption; how to count hours for part-time employees; and how to calculate the wages employees are entitled to under this law.
“Providing information to the American workforce is a top priority for the Wage and Hour Division,” said Administrator Cheryl Stanton. “With so many workers and so many employers struggling to find their way in these trying conditions, providing guidance on a rolling basis will allow workers and businesses to prepare for the law to go into effect on April 1, 2020. We remain committed, and are working around the clock to provide the information and tools for employees and employers alike.”
The guidance announced today is just the first round of information and compliance assistance to come from WHD. A workplace poster required for most employers will be published later this week, along with additional fact sheets and more Q&A.
WHD provides additional information on common issues employers and employees face when responding to COVID-19, and its effects on wages and hours worked under the Fair Labor Standards Act and job-protected leave under the Family and Medical Leave Act at https://www.dol.gov/agencies/whd/pandemic.
For more information about the laws enforced by the WHD, call 866-4US-WAGE, or visit https://www.dol.gov/agencies/whd.
For further information about COVID-19, please visit the U.S. Department of Health and Human Services’ Centers for Disease Control and Prevention.
WHD’s mission is to promote and achieve compliance with labor standards to protect and enhance the welfare of the nation’s workforce. WHD enforces federal minimum wage, overtime pay, recordkeeping and child labor requirements of the Fair Labor Standards Act. WHD also enforces the Migrant and Seasonal Agricultural Worker Protection Act, the Employee Polygraph Protection Act, the Family and Medical Leave Act, wage garnishment provisions of the Consumer Credit Protection Act and a number of employment standards and worker protections as provided in several immigration related statutes. Additionally, WHD administers and enforces the prevailing wage requirements of the Davis Bacon Act and the Service Contract Act and other statutes applicable to federal contracts for construction and for the provision of goods and services.
The mission of the U.S. Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.
# # #
Media Contact: Emily Weeks, 202-693-4676, [email protected]
March 23, 2020 Updates
Emergency stimulus funding for grieving families and small businesses
This will be an interesting item to watch as Congress works towards a stimulus package.
NFDA sent the linked letter to Congress today. NFDA COVID19 Emergency Funding Letter to Congressional Leadership
In the letter they specify two asks:
1 – We respectfully ask that you include the deathcare profession in any emergency economic stimulus packages you enact. Like many other small businesses throughout the nation, we fear the financial impact of COVID-19 will result in funeral homes being forced to downsize their workforce or even shut their doors, hindering their abilities to handle the increased death rate and impacting the economic health of the communities they serve. These much-needed funds will enable funeral businesses to continue serving families and communities long after this crisis has passed.
2 – Second, as businesses throughout the country, such as retail stores and restaurants, shut down and lay off workers during this pandemic, many families will struggle to afford a dignified funeral and final disposition for their loved ones. This crisis also impacts the poor, underserved and indigent who cannot afford a funeral. We ask, on behalf of those families who will experience the death of a loved one, that you consider providing emergency relief in this time of grief and crisis.
March 21, 2020 Updates
Letter from the President
Greetings from the Diocese of Sacramento.
The Coronavirus (COVID-19) is rocking our world. As the pandemic continues to grow, it is important for all Archdiocese and Diocese to come together, share ideas and develop best practices to help families. It’s an understatement to say “This is new territory.” Individually and collectively, we are writing the “How to…,” or “When…” book.
All of our Archdiocese and Diocese are different. Yet, all have certain commonalities. Our Archbishops and Bishops are canceling Mass – until further notice! Cancelling Mass? That’s unheard of, isn’t it? These types of decisions impacting everyone.
How do these types of decisions impact us? Does “No Mass” mean no funeral masses? In Sacramento’s case, yes, it does. If your Diocese allows funeral masses, are there restrictions? Originally, we were allowing 50 attendees. That shifted to only 10 immediate family members. And, we received pushback from clergy and families.
In Sacramento, all Masses have been cancelled, including vigils and funeral masses. Committals are not far behind as we try to comply with the Governor’s “Stay at Home” order.
Over the past few days, we have been forced to re-invent our funeral and cemetery business. We have closed our buildings to the public. We have to limit the number of workers in our building sending many staffers to work remotely. We are making arrangements via phone, email and Zoom. There are ways to make this work for families.
I am happy to share how we redefined our how we are going receive and work with families – from Pre-need thru committal. We explored the roles of our Family Service Councilor, Funeral Director, Funeral Assistant, Outreach, Reception and other areas. I am hopeful this is food for thought for your operation. In turn, I hope you will share what you are doing and your thoughts about how we could improve.
Our CCFW mission is and continues to be commitment to promoting the Order of Christian Funerals and the tradition of Catholic Burial in Catholic Cemeteries. As a group, we can work together to find solutions to our current situation to continue honoring our message.
CCFW is designed to help Diocese improve. Improvement is connecting families back to the church. Properly caring for the dead. Helping family grieve and celebrate. Overall, we need to provide an outstanding experience of our families.
I encourage everyone receiving this email to ask questions and share what you are doing. Include what’s working and what’s not working. Help others get better. You can help your peers avoid the same pitfalls.
It was Charles Darwin who said “It is not the strongest or the most intelligent who will survive, but those who can best manage change.”Individually, we will do very good things. Collectively, we will do great thing.Let’s be great.
Heather has created a Resources Pages for us to post and respond to Coronavirus issues as they arise. We also encourage you to join our Private Facebook Group to post questions and share information. We welcome your thoughts, questions and resources you would like to share with our group.
In prayer for you and the good work you do,
Jerry Del Core
[email protected]
CCFW Board President
President and CEO, Catholic Funeral & Cemetery Services Diocese of Sacramento.
March 20, 2020 Updates
Message from CCC:
Confusion on Deathcare Being Essential
Last night (Thursday, March 20, 2020) it was announced that deathcare workers were named as essential workforce during the COVID-19 crisis. However, it is important to understand that IT IS NOT A MANDATE. As stated in the memo from U.S. Department of Homeland Security: ( https://www.cisa.gov/publication/guidanceessential-critical-infrastructure-workforce )
Accordingly, this list is advisory in nature. It is not, nor should it be considered to be, a federal directive or standard in and of itself.
While the federal recommendation is a great first step, there is still more to do.
States are not required to follow this recommendation, so it is important that we get exact language to the states for the entire deathcare profession.
CCC has drafted a letter with the assistance of Poul Lemaster, Esq. which is being sent to state health departments, regulatory agencies, and state governors. We ask that you download this letter and get it to your local agencies so that we can ensure that the federal government recommendation is ultimately adopted at the state level. At this point in time, each state is issuing its own orders. Download the letter.
Prayer to Our Lady of Guadalupe During COVID-19 Pandemic
by Archbishop José Gomez
Holy Virgin of Guadalupe,
Queen of the Angels and Mother of the Americas.
We fly to you today as your beloved children.
We ask you to intercede for us with your Son,
as you did at the wedding in Cana.
Pray for us, loving Mother,
and gain for our nation and world,
and for all our families and loved ones,
the protection of your holy angels,
that we may be spared the worst of this illness.
For those already afflicted,
we ask you to obtain the grace of healing and deliverance.
Hear the cries of those who are vulnerable and fearful,
wipe away their tears and help them to trust.
In this time of trial and testing,
teach all of us in the Church to love one another and to be patient and kind.
Help us to bring the peace of Jesus to our land and to our hearts.
March 19, 2020 Updates
Guidance was issued today by the Department of Homeland Security’s (DHS) Cybersecurity and Infrastructure Security Agency (CISA) named mortuary workers as “critical infrastructure workers.” This underscores the vital role of those who work in deathcare play in responding to the novel Coronavirus (COVID-19) pandemic.
Cemetery and mortuary workers, which the guidance defines as “Workers performing mortuary services, including funeral homes, crematoriums, and cemetery workers” and “Workers who coordinate with other organizations to ensure the proper recovery, handling, identification, transportation, tracking, storage, and disposal of human remains and personal effects; certify cause of death; and facilitate access to mental/behavioral health services to the family members, responders, and survivors of an incident,” are included in the “Healthcare/Public Health” category along with doctors, nurses, people performing testing and researchers. This essentially covers the full spectrum of those who work in deathcare.
March 18, 2020 – Updates and Resources
Archdiocese of San Francisco Response to Covid-19 – From Monica Williams
Our counties are under “shelter in place orders” but have deemed cemeteries “essential” businesses, so we are conducting burials. All services for cremated remains may be postponed if desired. The cemetery will accept and hold urns if requested.
All services for caskets will be fulfilled but are limited to 10 people in attendance. People may witness from their vehicles if desired. Social distancing should be observed. The cemeteries will assist families in planning larger memorial gatherings in the future if desired.
Our offices are meeting only with families who have an immediate need to select resting places and allowing only two family representatives into the arrangement room at one time. We are not driving families in cemetery vehicles, but leading them in their own cars through the cemeteries to select spots. All other business is being conducted via phone/fax/email.
The grounds of our cemeteries remain open for visitation but we encourage families to follow all local guidelines regarding limitations on activity. We have a regular flower removal schedule; we put this on hiatus this week realizing that many people would not be able to come to the cemetery to pick up their flowers.
Our office staff this week is planning on rotating through M/W/F shifts and T/TH/S shifts. The field has split arrival times 7am and 8am to create separation at lunch and break times. Administrative staff who can work from home are being encouraged to do so. We are closing in the afternoons as business and funerals subside.
For day two, we were ok.
Here are some problems I anticipate:
We have committed to two weeks of full pay. What happens after that?
What if families refuse to follow the 10 maximum? Will we go to delivery only services and not allow graveside services?
What if a staff member tests positive? Are we all quarantined? Are burials put on hold?
Below is a letter that was sent to staff members. Please feel free to use as a reference when communicating to your teams as needed.
ADSF Cemetery Precautions Letter 03162020
PPE Sources
CDC APPROVED LIST OF MASKS: https://www.cdc.gov/coronavirus/2019-ncov/hcp/respirators-strategy/crisis-alternate-strategies.html
3M (makers of N95 –Comparison Chart: https://multimedia.3m.com/mws/media/1791500O/comparison-ffp2-kn95-n95-filtering-facepiece-respirator-classes-tb.pdf
TNG Worldwide/The Industry Source
During this trying time one of the country’s largest suppliers of spa and beauty operational supplies and in business for 35 years, has refocused from its core business selling to spas and salons to help those most in need.
For expediency of getting items to you quickly, they accept credit cards or ACH (electronic checks) for payment. They cannot offer term payments. Shipment is from New Hudson, Michigan corporate headquarters and shipping lead times will be dependent on your location. Images available upon request.
SURGICAL MASKS & KN95 (CDC Approved alternative to N95) –Due to ship next week!
- #110332 3 Ply Medical Masks – $29.99/box of 50 Offers maximum comfort, protection and ease of use. Medical quality with a bacterial filtration efficiency (BFE)of greater than 99%. 3-Ply construction with soft, fluid resistant non woven outer layers and highly absorbent inner layer. Fiberglass and latex free. Hypoallergenic. Blue (ETA is the 2nd week of April )
- #110350 ForPro KN95 Face Mask ($32.50/box of 10 OR $28 when you purchase 50 boxes or more): ForPro KN95 Face Mask is an industry standard and filters 95% of particle with a mass median diameter of 0.3 micrometers. This provides protections from PM10, PM2.5 and even smaller particles. CDC Approved alternative. Individually-wrapped. Pre-order now for guaranteed delivery as soon as they become available (ETA is the 2nd week of April ).
- #110351 Advanced Hand Sanitizer 4.0 Oz ($4.00 each): ForPro Hand Sanitizer helps to reduce bacteria on skin, kills most germs that may cause illness and leaves hands feeling soft. Contains 60% ethyl alcohol. Meets FDA healthcare personnel hand-washing requirements. Made in Italy. 4 oz. Available late April – Pre order now (minimum 13 bottles)
- #111027 ForPro Alcohol-Free Foam Hand Sanitizer 18oz ($10.99 each) ForPro Alcohol-Free Foaming Instant Hand Sanitizer kills 99.99% of many common harmful germs and bacteria in as little as 15 seconds. Made with Benzalkonium Chloride (BAK) and contains conditioners to soothe and moisturize hands. Extra-large, 18-ounce size is economical compared to non-foaming products. Alcohol, dye and fragrance free (limit 12 – larger quantities upon approval)
- #110352 New ForPro Hand Sanitizer Spray, FDA approved formula. 8 oz. ($6.99) Isopropyl Alcohol 75%Topical Solution ((ETA is the 2nd week of April) Gallons will be available for $89.99
- #111028 ForPro Multi-Cide Hospital Grade Disinfectant – 1 gallon (makes 128 gallons of disinfectant- $39.99 each): ForPro MULTI-CIDE Hospital Grade Sanitizer & Disinfectant is a bactericidal, fungicide, and virucidal cleaner. It is EPA registered and effective against athlete’s foot fungus, Aspergillus niger, Hepatitis B & C, HIV-1 and other viruses. The anti-rust formulation prevents corrosion of implements and hard surfaces. Dilution is 1-ounce per gallon.
- #111024 ForPro Citrus-Cide Hospital Grade Disinfectant Cleaner – 1 gallon ($21.99 each): Citrus-Cidecleans and deodorizes in one easy step. Works on all hard, non-porous surfaces as a disinfectant, bactericide, virucide, and fungicide cleaner EPA Registered. Available for immediate shipment.
- #140258 ForPro 99% Alcohol 32 oz ($12.99 each): 99% Alcohol is recommended for medical, beauty and general use as recommended by a manufacturer to use 99% isopropyl alcohol by volume. Cools, cleanses, and dehydrates. No inert ingredients. Unscented. Note: This product can be shipped via ground only. 32 oz. . Available for immediate shipment.
- #193132 – Barbicide Wipes – 160 ct. ($13.99) – 12 maximum -Barbicide Wipes Disinfectant are for all non-porous surfaces. EPA-registered and proven effective against TB, MRSA, HIV-1, and Hepatitis B. Proven effective against HIV-1, Hepatitis B, Hepatitis C, Staphylococcus, Pseudomonas, Salmonella, Clostridium Difficile, MRSA, Vancomycin Resistant Enterococcus (VRE), Herpes, Influenza (including H1N1), “Athletes Foot” (Tinea Pedis) and Mycobacterium Tuberculosis -• Complies with OSHA’s blood borne pathogens standard-• U.S. EPA-registered hospital-grade, broad-spectrum disinfectant
- #800024 –Gym Wipes Antibacterial 700ct $44.99 GymWipes Antibacterial Wipes 2XL-101 Refill are EPA registered and antimicrobial. Eliminates bacteria in 4 minutes while disinfecting and deodorizing with a fresh scent. Bleach-free, Alcohol-free, Phenol-free.
- #800022- Gym Wipes Advantage 3600ct $119.99- GymWipes Advantage Wipes 2XL-36 are FDA registered and antimicrobial. Cleans and sanitizes in one easy step. Non-Alcohol based that cleans dirt, sweat, body oils from all surfaces and neutralizes odors. 900-ct. Case of 4.
Lisa Bessette
Account Representative
The Industry Source- a division of TNG Worldwide
Office/Mobile: 949-735-1969
www.theindustrysource.com
HICKE GOLF
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Daily Face Covers (HGST323) ($1.39 ea) min 120 units
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Hand Sanitizer – 16 oz gel bottles – 70% alcohol made in the USA ($8.98 each) no min
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Disposable 3-Ply Face Masks – ($1.29 ea) min 300 units
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KN95 Masks – ($3.66 ea) no min
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TouchTool – Reduce Exposure to Germs – ($3.61 ea) min 50 units
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100% Polyester wicking knit 3 Ply Washable & Reusable Face Masks – ($7.39 ea) min 96 units
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IPROTECT Antibacterial Pens – ($1.05 ea) min 100 units
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2 oz Hand Sanitizer – ($2.25 ea) min 150 units
Thank you to the CCC and to those above for the active vigil and for thoughtful and informative correspondence.