We know these are uncertain times, but we want to reassure you that BeyondPay will continue supporting and servicing clients as seamlessly as possible as we transition our entire workforce to working remotely.

Thankfully, we are well versed in employees working from home. This is a benefit that over half of BeyondPay’s employees enjoy as-is. Our team is able to work from anywhere that there is a secure internet or ethernet connection. Our phone system is fully cloud-based, so we intend to continue communicating with clients as usual. 

Reach out to your Client Service Representative for a possible workaround.

Printing – At this time, printing is available. If the government orders BeyondPay to physically close its office, paper check deliveries may be delayed while alternate arrangements are made.

Shipping – Be conscious of your delivery address and delivery method. Please notify your Client Service Representative if any changes need to be made. Out of necessity, we are also switching many clients from Courier Service to FedEx due to Courier Service’s limited service areas.

Direct Employee Delivery – Reach out to your Client Service Representative about options for shipping checks directly to your employees.

Pickup – We will be arranging alternate delivery methods as we close our building to visitors to limit the chance of spreading the virus.

Normally, several state and local sick leave laws require employees to be absent for three consecutive days before an employer can ask for documented proof. 

As an interim measure, the CDC has advised that employers do not require a healthcare note from employees for a positive Covid-19 test result or to validate any acute illness since “medical facilities may be extremely busy and not able to provide such documentation in a timely manner.” cdc.gov/2019-ncov 

The CDC has advised to separate and send home employees who show signs of Covid-19, including fever, cough, and shortness of breath. Read the full guidance measures for employers by the CDC here. 

With the Families First Coronavirus Relief Act that takes effect April 1, private employers with fewer than 500 employees and all government employers must provide 2 weeks of paid sick leave. Find further details on the legislation. 

It is important to pay attention to federal, state and local level mandates that may continue to be put into effect. Check your city and state websites, plus the Center for Disease Control at cdc.gov and the Office of Personnel Management at omg.org. 

FMLA and medical leave will be on a case by case scenario. If your state does have a sick leave law, it is applied when the employee is sick, a family member is sick, or – in most cases – you are told to stay home by a public health authority. 

Regardless, it is advised that employers treat any leave of absence from work during the outbreak to be job-protected for moral and legal purposes. 

Any anxiety about employees coming to work should be taken seriously and considered on a case-by-case basis. Discuss the route of the issue. Whether it’s feeling unsafe getting to work because they rely on mass transit or if they are uneasy about working in a crowded space, either situation can be alleviated with alternatives such as offering car service alternatives or switching their hours to off-peak so they feel comfortable at their workspace. 

Be sure to communicate to them the proactive steps you’re taking as their employer to keep the workspace low-risk for infection. 

For those employees who are immunocompromised or disabled, they may be entitled to reasonable accommodation like working from home or paid leave under the ADA.