Updated on 03/19/2020, 4:50 PM EST

AmeriLife wants to reiterate that the safety and well-being of its associates is our highest priority during the coronavirus pandemic. The company – and its affiliates – are taking the necessary precautions to prevent the spread of the illness, including reinforcing personal hygiene best practices, propping open doors to common areas that don’t need to be closed for security reasons, disinfecting common areas frequently and encouraging social distancing measures at the workplace. These actions are important steps in minimizing the risk of exposure and the transfer of germs.

The Leadership Team continues to monitor the outbreak, and will err on the side of caution by sending associates home if any work environment is considered unsafe.

With the coronavirus outbreak, AmeriLife also wants to be sensitive to employees whose lives were disrupted by the illness.

The HR Department has received questions concerning hourly employees who were unable to work in response to the virus, but who were without any available PTO and delayed in getting set-up to work remote.

Full-time and part-time employees who were unable to work this pay period (this week and last week) due to response to the coronavirus will be paid as if they worked their regular schedules and will not need to make up that borrowed PTO balance.

Examples will include workers who could have worked from home due any of the following reasons, but couldn’t due to equipment delays:

  • Workers who had no alternatives for childcare due to school closures
  • Workers caring for a sick or elderly family members
  • Workers who were required to self-quarantine after being exposed to someone with the coronavirus or traveling to a place where they were potentially exposed
  • Employees who were out this week and last week for previously scheduled PTO or called in sick for any reasons other than the coronavirus, will be charged appropriate PTO.
  • Starting on Monday, March 23, employees will be charged PTO (up to 40 hours may be borrowed) or required to take unpaid time off if they are unable to report to work or work remote, if remote work accommodations have been approved based on the employee’s individual circumstances.

NOTE: Work-from-home accommodations are not a company obligation and will not be available for all associates, though we will make every accommodation possible on a case-by-case basis. Remote work approvals are based on various considerations and must be approved by Executive Leadership. There is no assurance that individuals will be able to work-from-home, thus individuals should plan to take the required PTO or unpaid leave in the event they are unable to report to work.

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