Announcing the March 20th Truckload of Food Giveaway

In partnership with the St. Paul Building Trades and the St. Paul Regional Labor Federation, District Council 82 will be distributing free boxes of fresh food at the DC 82 Union Hall parking lot.

Thanks to the USDA Farmers to Families program, DC 82 will supply each car with 25-30 pounds of fresh meat, dairy, and produce on a first-come, first-served basis. The event begins at 11 A.M. All volunteers will be fully equipped with PPE and will follow all COVID-19 guidelines set forth by the MN Department of Health.

Everyone is welcome to come and pick up food, and we are seeking volunteers! DC 82 needs volunteers to direct vehicles through the pickup line and lift boxes into trunks and back seats of vehicles. 

If you would like more information or want to help others in your community alongside our union, contact Jean Groshens:

(651) 379-9654
[email protected]
To follow the event live and get updates on food availability, visit Please share the event with your friends, fellow members, and family to help spread the word!

DC 82 Volunteers Participate in Food Giveaway on Saturday, February 27

Despite challenges from the pandemic, IUPAT DC 82 is committed to providing help to those in need this winter.

Beginning at noon on Saturday, February 27, the Painters of District Council 82 will distribute 30-pound USDA Farmers to Families Boxes to anyone in need on a first-come, first-served basis. Volunteers equipped with PPE will be loading food and gallons of milk into people’s cars as they arrive at the drive-thru event. Each box includes two proteins, fruit, vegetables, and dairy items.

“Our members are grateful for the opportunity to volunteer and participate in these partnerships. These organizations are helping our neighbors in these critical times and we get to play a part in that,” said Terry Nelson, Business Manager/ Secretary-Treasurer of District Council 82. “This is our purpose – to ensure safety and sustainability, no matter what. It’s our pleasure to give back in any way we can.” 

The federally-funded program aims to put resources in the hands of farmers who have experienced a reduction in their ability to get their products to market due to COVID-19 food processing shutdowns. 

We are so proud to support its partners in this effort to give back to the community, especially during the pandemic. 
To learn more about the USDA Farmers to Families Boxes, visit

Abridged list: the Trump administration’s attacks on working people

With November 3 right around the corner, our membership should know the facts about President Trump. Does your preferred candidate have your best interests in mind?

Though this list isn’t complete, it provides a snapshot of what we can expect more of in 2020 and beyond if Trump and his administration stay in power.

Remember, you’re not just voting for president – You’re voting for an entire cabinet of individuals who will determine our collective future. Those individuals must have workers’ best interests in mind.

What has the current administration done in the past that’s bad for workers?


  1. Stripped away protections for rank-and-file workers at the Department of Veterans Affairs, prompting a 60% rise in firings in the second half of 2017 alone
  2. Abolished labor-management councils in federal contracts
  3. Rescinded the Department of Labor’s Persuader Rule, which required companies to disclose anti-union activities
  4. Tried to take affordable healthcare away from millions of low-wage working people by repealing the Affordable Care Act
  5. Undermined the Fiduciary Rule, potentially costing working people more than a quarter of our retirement savings
  6. Supported the repeal of the Fair Pay and Safe Workplace Executive Order that protected construction workers from wage theft


  1. The December 2018 government shutdown, which denied about $9.5 billion of compensation to about 800,000 federal employees
  2. Revoked the Department of Education’s previously negotiated union contract and illegally imposed an anti-union directive, stripping about 3,900 workers of all previously negotiated rights and protections.
  3. Proposed $400 million budget cuts that would slash the Trade Adjustment Assistance program for those who lose their jobs to imports over the next decade
  4. Proposed revoking key child labor protections for teenage workers.


  1. Trump weakened predatory payday lending standards, putting hundreds of thousands of Americans into crippling cycles of debt.
  2. Encouraged wage theft and stifled union organizing by using the NLRB to tell companies to misclassify millions of employees as independent contractors. The Trump NLRB also:
    1. Undermined collective bargaining rights by giving employers more power to make unilateral changes to collectively bargained contracts without consulting with the union, gerrymandering bargaining units to undermine organizing drives, and withdrawing recognition from existing unions
    2. Stripped tens of thousands of student workers and Uber drivers of their right to organize under the NLRA, Section 7A.
    3. Narrowed the definition of “joint employer”— which makes it harder for temporary and contract workers to bargain with the firms that control their wages and working conditions
    4. Gave employers more power to limit workers and union organizers’ 1st Amendment right to freedom of speech on the employer’s property, even when employers let other groups on their property to solicit
  3. Loosened wage protections for tipped workers, encouraging wage theft and forcing restaurant workers into poverty
  4. Proposed a 78% cut to the International Labor Affairs Bureau, the federal agency tasked with promoting a fair playing field for workers worldwide and combating human trafficking
  5. Eugene Scalia, Secretary of Labor, famously led the fight on behalf of the U.S. Chamber of Commerce against regulations to protect workers from injuries caused by unsafe workplace design. The rules would have prevented about 600,000 injuries a year.


  1. Enforced weak guidelines that put workers who are among the most at risk of contracting COVID-19 in danger
  2. OSHA hasn’t been able to issue an Emergency Temporary Standard for infectious disease in light of the COVID-19 pandemic
  3. Continued attacks on OSHA. The number of workplace safety inspectors has fallen to the lowest ever in the agency’s existence. As a result, 5,147 workers died on the job in 2017 alone.
  4. IRAPs hurt construction workers by undermining unions. They allow developers to hire low-wage, unsafe workers, increasing the power of large corporations, and undercutting the wages for construction workers. It’s an attack on construction workers’ standard of living and hope for a decent future.
  5. Trump favors large corporations that fund his campaign, even when workers are exploited and exposed to COVID-19 as a result

What does Trump have in store for 2021?

  1. Proposed cutting the Department of Labor’s budget by nearly 10 percent
  2. Eliminating the Manufacturing Extension Partnership, which helps small-medium sized manufacturers to compete with giants
  3. Slashing funding for SNAP (Supplemental Nutrition Assistance Program) by 33 percent. SNAP is an important health program for low-wage workers.
  1. Defunding Social Security
  1. Continuing to profit from foreign labor, instead of practicing “America First” priorities
  2. Defying the constitution by encouraging boycotts to companies that defy his wishes


BM/ST Terry Nelson’s statement on current climate unfolding in the wake of events in Minnesota surrounding the killing of George Floyd

The organized labor movement exists to uplift us all and give all people the opportunity to earn a livable wage and a solid future. We cannot stand by as that future is taken away from some of our brothers and sisters based solely on the color of their skin. 

DC 82 and the FTIUM are proud to be one of the most diverse unions and training centers in Minnesota as well as the country. Across color, creed, sexual orientation, and gender identity, we strive to teach, employ, and fight for all. 

I know our community and our country are hurting right now. And although I will never truly understand the community impact of unjust police brutality against Black men and women, such as the killing of George Floyd, my brothers and sisters at DC 82 and I are here for support.

Police are sworn to serve and protect, but systemic hatred and racism has shaken that goodwill in our city, state, country and world. Mr. Floyd’s death has sparked hundreds of non-violent protests demanding justice and action for those Black lives lost at the hands of police. 

As thousands of people peacefully flood the streets demanding justice, we stand with our Black brothers and sisters who have faced too many injustices too many times.

As Minneapolis and our State come to terms with these truths, hundreds of thousands of community members, unions, small business owners, and local leaders are standing in solidarity demanding justice and peace. The officers who killed Mr. Floyd must be held accountable. Reform isn’t an option; police, judicial systems and institutions must implement permanent, long-lasting change. 

The laws of this land must be applied equally and equitably to ALL.

IUPAT Pension Annuity Relief

The Trustees of the IUPAT Industry Annuity Plan have amended the plan to permit participants experiencing recent layoffs to receive a distribution from their account.

This policy will remain in place as long as the current pandemic affects access to employment.

For Pension Plan Retirees and Beneficiaries | Direct Deposit   

Please ensure the Fund receives your direct deposit information no later than May 1, 2020 to avoid disruption to your Pension.

IUPAT Helping Hand

Working in the building and construction trades is a challenging career. There are high productivity demands on the workforce to meet deadlines, as well as working conditions that can often be an extreme danger if strict safety guidelines aren’t followed.

Yet, there are other risks construction workers face in the industry – suicide and substance use disorder. 

Help Is Available. 

National Suicide Prevention Lifeline

800-273-8255 or 1-800-273-TALK

Mental Health Delegates (mobile mental health unit)



Text the word HOME to 741741

Visit IUPAT HELPING HAND to Learn More

IUPAT Member Hardship Benefits from Union Plus

IUPAT members have a number of benefits available to them during the COVID-19 crisis with more and more members out of work.

Study the list and links below and learn more at Union Plus HERE.

Union Plus Hardship Help

The trustees of the AFL-CIO Mutual Benefit Fund voted last week to temporarily alter the eligibility terms of the Union Plus Job Loss Grant for the credit card and personal loan program participants facing job loss.  The unemployment requirement was reduced from 90 days to 45 days.

Union Plus Scholarship Program

Anticipating COVID-19’s financial impact on many families, Union Plus is increasing this year’s total scholarship award amount from $200,000 to $300,000. We hope to help assist additional families by awarding scholarships to more students than ever.

Union Plus Mortgage Program

Wells Fargo is suspending residential property foreclosure sales and evictions. The company is also offering fee waivers, payment deferrals and other expanded assistance for mortgage customers who contact the company. The dedicated customer service number for all COVID-19 related issues is 866-807-4154.

Union Plus Credit Counseling Program

On Wednesday, April 15, 2020, Union Plus and its credit counseling program partner, Money Management International (MMI), will host a live webinar to help union members and their families manage financial stress. The webinar will share tips and options for union families who may have decreased income or other financial stresses. These webinars are free for Union members and their families.

Members may register for either of the live webinars on April 15:

3 p.m. EDT – Click HERE


6 p.m. EDT – Click HERE

After registering, you will receive a confirmation email containing information about joining the webinar. These webinars will be recorded and shared on the Union Plus website following this special event.

Union Plus Legal Program

The free discount Legal plan offers members free legal consultations up to 30 minutes, and a 25% discount on lawyer fees. Once members register online for the free discount plan, they get free access to do-it-yourself online legal forms for a variety of legal documents, including advance medical directives, wills, medical power of attorney and estate planning.

The Union Plus prepaid legal program offers members full coverage on a wide variety of legal issues including simple and complex wills, living wills, trusts, powers of attorney (healthcare and financial) and healthcare proxies.

To access both plans, members can visit

Assistance Available to IUPAT Members Under Emergency Legislation

Enhanced Unemployment

The CARES Act provides an additional $600 per week for those receiving unemployment insurance (UI).  This $600 is in addition to the weekly unemployment benefit you receive from your state. The $600 supplement is paid for four months or until July 31, 2020. 

  • Through December 31, 2020 the law provides an additional 13 weeks of unemployment benefits for people who are still unemployed after exhausting their state benefits.  This means most workers will have a total of 39 weeks of unemployment benefits.
  • The CARES Act also gives states federal funds to pay the cost of the first week of unemployment benefits if your State chooses to pay recipients as soon as they become unemployed.
  • The law expands eligibility for UI benefits to individuals who currently may not receive traditional UI, including workers with limited work histories, the self-employed individuals, independent contractors, “gig” workers, and those who have exhausted normal UI benefits.  However, such workers must be unemployed because of the effects of the coronavirus, including their own illness, illness of a family member, the need to quarantine, job loss because of the virus, and staying home to take care of a child.
  • Those who can telework, and those receiving paid leave are excluded.
  • States have discretion as to whether they participate in the expanded UI regime created by the CARES Act.  Your state unemployment insurance office will also be the source for questions about issues such as:
    • The maximum payout per week.
    • When the extra $600 UI payment takes effect.
    • If the state waived the one-week waiting period for UI benefits.
    • If your state allows short-time compensation arrangements.

For more information on the enhancements the CARES Act made to UI, go here.

FFCRA Paid Sick Leave and Extended Family Medical Leave

Recent legislation creates two new paid sick leave requirements, the “Emergency Paid Sick Leave Act” (“Paid Leave”) and the “Emergency Family and Medical Leave Expansion Act” (“FMLA Leave”).  These leave provisions do not apply to you if you have been laid off.

While an employee is taking Paid Sick Leave or FMLA Leave, an employer must maintain the employee’s health coverage.  In other words, the employer must make contributions to the H&W Plan for each hour of paid sick leave under either Act.

The FFCRA is silent on whether contributions must be made to other fringe benefit funds.  That issue will be governed by the language of the applicable collective bargaining agreement.

Your employer should know that, in essence, both paid leave programs are funded by the federal government.  Thus, for every dollar an employer pays to its employees under these programs (up to the applicable daily limits described below), the employer gets a credit against its payroll taxes otherwise due.

Paid Leave

  • This Act requires employers to provide paid sick leave to employees who are unable to work for any one of six reasons related to the coronavirus.  These grounds are that the employee:
    • Is subject to a federal, state, or local quarantine or isolation order related to coronavirus;
    • Has been advised by a health care provider to self-quarantine due to concerns related to coronavirus;
    • Is experiencing symptoms of coronavirus and is seeking a medical diagnosis;
    • Is caring for an individual who is subject to an order as described in the first bullet above, or who has been advised as described in the second bullet above;
    • Is caring for his or her son or daughter whose school or place of care has been closed or whose child care provider is unavailable due to coronavirus related reasons; or
    • Is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor (Secretary).

FMLA Leave

  • Private employers with fewer than 500 employees, as well as all public agencies, must provide Paid Leave.
  • The DOL may exempt certain employers with fewer than 50 employees from providing paid sick leave for child care.
  • Paid Leave applies regardless of how long the employee has worked for the employer. 
  • Full-time employees are entitled to 80 hours of Paid Leave.  Part-time employees are entitled the number of hours that they work on average over a two-week period. 
  • An employee directly affected by COVID (the first three bullets above) must receive his or her regular rate of pay, up to $511 per day ($5,110 in the aggregate over the two week period). 
  • An employee who takes Paid Leave to caring for someone other than themselves (such as a child whose school is closed) is entitled to be paid two-thirds of his or her regular rate, up to $200 per day ($2,000 in the aggregate). 
  • In both cases, the employer can pay more than is required, but the tax credit that the employer receives is limited to the applicable cap.
  • An employer may not require an employee to use other paid leave provided by the employer before the employee uses the EPSLA paid sick leave, nor may an employer condition EPSLA sick leave on the employee searching for or finding a replacement employee to cover the hours during which the employee is using paid sick leave.
  • The EPSLA prohibits employers from discharging, disciplining, or otherwise discriminating against an employee who takes paid sick leave under the EPSLA, files any complaint under or relating to the EPSLA, institutes any proceeding under or relating to the EPSLA, or testifies in any such proceeding.
  • This Act requires employers to provide expanded paid family and medical leave to eligible employees who are unable to work because the employee is caring for a son or daughter. 
  • It applies to private employers with fewer than 500 employees, although DOL may exempt employers with fewer than 50 employees if providing FLMA Leave would “jeopardize the viability of the business as a going concern.” 
  • An employee must have been employed by the employer for at least 30 calendar days to be eligible. 
    • Employees who were laid off or terminated on or after March 1, 2020, and had worked for the employer for at least 30 of the prior 60 calendar days, are eligible if they are rehired by the same employer. 
  • An employee is entitled to take up to twelve weeks of FMLA Leave. 
    • The first two weeks are unpaid, although an employee may use the Paid Leave described above for these two weeks. 
    • After the first two weeks, the employee must be paid at two-thirds of his or her regular rate of pay, up to $200 per day.

For more information on the FFCRA paid leave and expanded family leave provisions as interpreted by the DOL, go here.

Retirement Plan Changes

The CARES Act allows individuals who have experienced adverse financial consequences as a result of the coronavirus pandemic to make withdrawals of up to $100,000 from their defined contribution retirement funds without having to pay the 10% early withdrawal penalty.

  • The withdrawal must be made because of adverse financial consequences experienced as a result of the individual (or his or her spouse or dependent) contracting coronavirus, or because of related factors — such as the coronavirus forcing the individual to be quarantined, the pandemic causing the individual to be furloughed or laid off, or because he or she can’t work due to lack of child care.
  • Income attributable to such a withdrawal is subject to tax over three years, and individuals could may recontribute funds to their retirement plans within three years.

The CARES Act also allows individuals to make loans against certain retirement plans if they have experienced adverse financial consequences from the pandemic.

  • Note that when loans are made against retirement funds, the retirement funds themselves remain invested and can benefit from market growth.

For more information on the changes the CARES Act made to retirement plans, go here.

If you are a participant in the Painters and Allied Trades Industry Pension Plan for U.S. Employees (the national plan), you can find more information on how to receive a distribution or loan here.

Recovery Act Checks

The CARES Act provides economic recovery checks of $1,200 for most adults with up to $75,000 in adjusted gross income (or AGI of $112,500 for heads of household and $150,000 for married couples filing jointly). There is an additional $500 for each child.

  • The check amount is reduced by $5 for each $100 in income that you have above these thresholds.
  • For those with incomes above $99,000 (or $146,500 for heads of household with one child, and $198,000 for joint filers with no children), the rebate is phased out entirely.
  • The recovery check amount is determined based on your 2019 income tax return but it will be advanced based on your 2018 tax return if you have not filed a 2019 return.
  • If your 2020 income is higher than the 2018 or 2019 income used to determine the rebate payment, you will not be required to pay back any excess rebate.
  • However, if your 2020 income is lower than the 2018 or 2019 income used to determine the rebate payment, you will be able to claim an additional credit when you file your 2020 income tax return.
  • You must have a work-eligible Social Security number to be eligible.
  • Non-resident aliens are not eligible.
  • Individuals who are dependents of another taxpayer are not eligible.
  • If you have a bank account on file with IRS to receive normal refunds, these payments will be direct deposited into that account with no additional action required by you.
  • If you do not e-file or do not receive your refund payments electronically, the IRS will be issuing paper checks through the U.S. mail. That will take longer
  • The IRS says it will be making a website available where you can upload your direct deposit information so that you can receive the payments electronically.
  • One final word.  Do not get scammed.  The IRS will never—even in normal times—call, text, email, or Facebook message you nor will it ever request personal or financial information.  EVER.

Additional information about the CARES Act economic recovery checks is available here.

The DOL’s April 6th temporary rule implements each of the requirements of the EPSLA and the EFMLEA and adds important details and clarifications regarding these provisions of the FFCRA.

For more information on the FFCRA paid leave and expanded family leave provisions as interpreted by the DOL, go here.

Federal Tax Filing and Payment Extensions

The CARES Act extends both the federal income tax filing date and payment date from April 15, 2020 to July 15, 2020.

  • Tax payments due on April 15, 2020 can be deferred to July 15, 2020, without penalties and interest, regardless of the amount owed.
  • This deferment applies to all taxpayers.
  • Taxpayers do not need to file any additional forms or call the IRS to qualify for this automatic federal tax filing and payment relief.
  • Individual taxpayers who need additional time to file beyond the July 15 deadline, can request a filing extension by filing Form 4868.

Additional information on the delay of federal tax filing and payment deadlines is available here, and a list of FAQs can be found here.

Additional information on what states are delaying state tax filing and/or payment deadlines is available here.

Mortgage Relief

The CARES Act prohibits mortgage lenders from foreclosing on any federally-backed mortgage for a 60-day period following March 18, 2020.

  • This covers mortgages insured or guaranteed by HUD, Fannie Mae, Freddie Mac, the Veterans Affairs Department, and the Agriculture Department.
  • The law also authorizes borrowers experiencing hardship as a result of the coronavirus pandemic to request up to 180 days forbearance on their mortgage payments.  No documentation is required. You only need to claim financial hardship due to COVID-19.
  • If needed, an additional forbearance period of up to 6 months may be requested by the borrower, but this musst be approved by the mortgagee.

For more information on the mortgage relief in the CARES Act, go here and here.

Tenant Eviction Protections

The CARES Act prohibits landlords from requiring a tenant to vacate or from commencing eviction procedures for nonpayment of rent, for 120 days after March 27, 2020. The provision only applies to multi-family properties where the landlord’s mortgage is insured, guaranteed, supplemented, or protected by federal agencies or programs.

  • If you are subject to an eviction, you need to find out if this Act provides a defense to you.

For more information on the tenant relief in the CARES Act, go here.

Consumer Credit Relief

The CARES Act prohibits banks, lenders, and other entities that provide information to credit reporting agencies from treating a deferment, partial payment, or a credit forbearance requested by a consumer as a result of the coronavirus pandemic as negative credit information.

  • This provision only apply to consumers who fulfill all terms and requirements of a forbearance or modified payment agreement.
  • The prohibition will remain in place until 120 days following the end of the declared COVID-19 national emergency.

Additional information on the consumer credit relief provisions of the CARES Act is available here.

Student Debt Relief

The CARES Act defers student loan payments, principal, and interest through September 30 for all borrowers of federally owned loans.

  • People who drop out of school because of the pandemic will not be required to return portions of any Pell Grants or federal loans they received.
  • If students drops out due to the pandemic, the current academic term doesn’t count toward their lifetime eligibility limit for receiving Pell Grants or subsidized federal loans.

For more information on federal student debt relief provisions of the CARES Act, go here.

IUPAT | CPWR Jobsite Guidance

Please check back frequently, as this is an evolving situation and guidelines may change

In response to the construction industry’s questions regarding the COVID-19 outbreak, the following are steps workers should be taking now:

• Don’t go to work if you are feeling sick.
• Don’t go to work if you have a fever.
• Don’t go to work if you have a cough or shortness of breath.
• Avoid contact with sick people.
• Don’t shake hands when greeting others.
• Avoid large gatherings or meetings of 10 people or more.
• Stay at least 6 feet away from others on job sites and in gatherings, meetings, and training sessions.
• Cover your mouth and nose with tissues if you cough or sneeze or do so into your elbow.
• Avoid touching your eyes, nose, or mouth with unwashed hands.
• Clean your hands often by washing them with soap and water for at least 20 seconds. When hand washing isn’t available, use an alcohol-based hand sanitizer with greater than 60% ethanol or 70% isopropanol. Soap and water should be used if hands are visibly dirty.
• Clean your hands frequently, including before and after going to the bathroom, before eating, and after coughing, sneezing, or blowing your nose.
• Bring food and water bottles from home to the job site and do not share.
• Drive to worksites or parking areas by yourself—no passengers or carpooling.
• Wipe down interiors and door handles of machines or construction vehicles, and the handles of equipment and tools that are shared, with disinfectant prior to entering.

CDC has issued disinfection recommendations here:

Construction industry employers should develop a comprehensive COVID-19 exposure control plan, which includes control measures, symptom checking, social distancing, hygiene and decontamination procedures, and training. Training should cover the hazards and control measures including social distancing, handwashing facilities on site, and how high-touch surfaces are disinfected. An exposure control plan and the following recommendations should be followed before any onsite worker is found to have COVID-19 because many people with COVID-19 are asymptomatic and can potentially spread disease.

• Designate a site-specific COVID-19 officer at every job site.
• Plan for office staff to have the ability to work from home.
• Conduct a Safety Stand-Down/toolbox talk/tailgate training on all job sites to explain the protective measures in place for all workers. Keep social distancing at all gatherings.
• Ask workers to self-identify symptoms of fever, coughing, or shortness of breath each day, before the shift, mid-shift, and at home. If thermometers are used on the job, they should be ‘no-touch’ or ‘no-contact.’
• Create policies that encourage workers to stay at home or leave the worksite when feeling sick or when they have been in close contact with a confirmed positive case. If someone goes home from the site, the area where that person worked should be immediately disinfected.
• Create at least 6 feet of space between workers by staging/staggering crews. Modify work schedules to stagger work, provide alternating workdays or extra shifts to reduce the total number of employees on a job site at any given time.
• Workers working near or with others in close quarters, such as confined space work, should wear a NIOSH-approved respirator certified as N95 or higher implemented under a full respiratory protection program.
• Identify choke points where workers are forced to stand together, such as hallways, hoists and elevators, break areas, and buses, and control them so social distancing is maintained.
• Minimize interactions when picking up or delivering equipment or materials. Organize the placement of materials to minimize movement on the worksite.
• Provide soap and running water whenever possible on all job sites for frequent handwashing. Provide alcohol-based hand sanitizers with greater than 60% ethanol or 70% isopropanol as a backup only if providing running water is impossible. Disclose reasons why running water is not possible to workers.
Workers should be encouraged to leave their workstations to wash their hands before and after going to the bathroom, before eating, and after coughing, sneezing, or blowing their nose.
• Clean and disinfect high-touch surfaces on job sites and in offices—such as shared tools, machines, vehicles and other equipment, handrails, doorknobs, and portable toilets—frequently, per CDC guidelines:
• Make disinfectants available to workers throughout the worksite and ensure supplies are frequently replenished.
• If you work in healthcare facilities, train your workers in Infection Control Risk Assessment (ICRA). For information on CPWR’s ICRA training program, visit:

Special guidance for older workers and people with underlying health conditions:
• Older adults and those with underlying health conditions like heart disease, diabetes, and lung disease and those with compromised immune systems (such as lupus, rheumatoid arthritis, cancer therapy) are more at risk of becoming very sick from COVID-19.

CDC has additional recommendations for these individuals here:

Additional links from our federal government partners:
• CDC:
• CDC for Employers about getting their businesses ready:

Please be aware that people are vulnerable in these uncertain times. If a colleague or coworker needs mental health or substance use care, they should contact their member assistance program, employee assistance program, or the National Suicide Prevention Lifeline1-800-273-TALK (8255)