These COVID-19 resources are intended to assist in managing and mitigating impact of the outbreak on businesses and their employees. This content is provided by Apex Benefits as a public service for informational and educational purposes only. Use of the blog/content does not constitute legal advice and does not create an attorney-client relationship, as Apex Benefits is not a law firm or engaged in the practice of law. The information provided is general and should not be relied on as legal advice, which cannot be provided without full consideration of all relevant information relating to specific situations.

Financial Impact Report


Financial Impact Report

As employers and their employees turn their focus toward returning to the workplace, they’re also concerned about the future impact of COVID-19 on their plan costs and company bottom lines. In fact, as we talk to customers about challenges related to the COVID-19 pandemic, the greatest fear is of the unknown, as in, “How much is this going to cost my organization and can we afford it?”

We can tell you. The first step is estimating the future impact on your cash flow.

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Return to the Workplace

While it’s unclear how long COVID-19 will continue to affect organizations, many employers are preparing for the return of employees to the workplace. In preparation for reopening your business and asking employees to come back to work, it’s imperative that your company thoughtfully constructs an action plan to alleviate employee anxieties and keep every potential customer healthy and safe. Please feel free to utilize any of the following COVID-19 resources and contact us if we can be of assistance.

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Antibody Testing Program for Employers

Apex has partnered with Mid America Clinical Labs (MACL) to offer testing that helps to determine if someone was infected with the SARS-CoV-2 (COVID-19) virus and has developed antibodies against the virus.

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COVID-19 Resources

COVID-19 Resources

Cost Savings Strategies for Employers

Our first priority at Apex Benefits is the health of our employer clients and their employees. This means helping employers get through this crisis and be in the healthiest financial position possible post crisis. Our team of experts has identified many near-term and long-term opportunities for companies to consider in order to generate cost savings or create greater operational efficiencies. Utilize these COVID-19 resources in your cost savings strategy.

Start Reducing Costs


During a pandemic, may an employer require its employees to adopt infection-control practices, such as regular hand washing, at the workplace?

Yes. Requiring infection control practices, such as regular hand washing, coughing and sneezing etiquette, and proper tissue usage and disposal, does not implicate the ADA. source

When may an ADA-covered employer take the body temperature of employees during a Coronavirus-like event?

Generally, measuring an employee’s body temperature is a medical examination. If pandemic influenza symptoms become more severe than the seasonal flu or the H1N1 virus in the spring/summer of 2009, or if pandemic influenza becomes widespread in the community as assessed by state or local health authorities or the CDC, then employers may measure employees’ body temperature. However, employers should be aware that some people with influenza, including the 2009 H1N1 virus, do not have a fever. source

Does the ADA allow employers to require employees to stay home if they have symptoms of the Coronavirus?

Yes. The CDC states that employees who become ill with symptoms of influenza-like illness at work during a pandemic should leave the workplace. Advising such workers to go home is not a disability-related action if the illness is akin to seasonal influenza or the 2009 spring/summer H1N1 virus. Additionally, the action would be permitted under the ADA if the illness were serious enough to pose a direct threat. source

When employees return to work, does the ADA allow employers to require doctors’ notes certifying their fitness for duty?

Yes. Such inquiries are permitted under the ADA either because they would not be disability-related or, if the pandemic influenza were truly severe, they would be justified under the ADA standards for disability-related inquiries of employees.

As a practical matter, however, doctors and other health care professionals may be too busy during and immediately after a pandemic outbreak to provide fitness-for-duty documentation. Therefore, new approaches may be necessary, such as reliance on local clinics to provide a form, a stamp, or an e-mail to certify that an individual does not have the pandemic virus. source

*Non-punitive leave policies should be evaluated and implemented to increase physical distance among employees.

CARES Act SBA Loan Provisions

Rapid Response

CARES Act SBA Loan Provisions

Signed into law March 27, 2020

Apex Benefits and Axiom Human Resource Solutions present “Rapid Response,” a breakdown for employers and workers of the Coronavirus Aid, Relief, and Economic Security Act.

More Rapid Responses
Families First Coronavirus Response Act Information


Families First Coronavirus Response Act Information

Released on March 20, 2020 | Effective April 1, 2020

The DOL has issued preliminary guidance located here.  For comprehensive FAQs, please see our March 20 blog and view the video below.

More Information

Resources for Employers

Take action now to mitigate impact on future plan costs

Will COVID-19 lead to increases come 2021 renewals? How can you cut costs or create efficiencies today to reduce potential impact?

Cost Savings Strategies

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