On March 21, 2020, both the City and County of St. Louis announced “Stay at Home” Orders that will go into effect on March 23, 2020. The Orders place a number of restrictions on businesses and individuals, generally requiring non-essential or non-exempt businesses to cease all but a few so-called Minimum Business Operations. And while “essential” businesses can continue to operate, they must comply with specified “Social Distancing Requirements.” The attorneys at Thompson Coburn can help you make sense of the Orders and how they will affect your business’s operations going forward. Toward that end, we provide this basic overview.
The Orders require business that are not “essential” to cease all but Minimum Basic Operations. Minimum Basic Operations include all work by employees from their homes as well as the activities necessary to:
Each Order then goes on to list “essential” businesses that may continue to operate independent of these minimum operations. Unfortunately, the lists are not the same. The County Order lists 40 categories of essential businesses; the City Order lists 25. Not surprisingly, both lists include healthcare operations, grocery stores and food production as essential businesses. A non-exhaustive list of the other “essential” businesses include:
The City Order states that the City’s Director of Health & Hospitals/Health Commissioner may make other exceptions.
The County Order also requires essential businesses to comply with Social Distancing Requirements (i.e., six-foot distance between individuals, hand washing for 20 seconds, regularly cleaning high touch surfaces, not shaking hands, etc.) whenever possible.
Our Labor & Employment attorneys have been hard at work this past week dealing with employment issues associated with similar shut down orders and are available to discuss strategies and protocols to deal with these orders and effects associated with this unique emergency, including benefits, furloughs, plant closing notices, reductions in wages and the new paid sick leave/family and medical leave benefits. We can also assist in drafting communications to employees and, if needed, documentation that employees performing essential businesses services can carry with them in the event that their activities are questioned. We are available to assist you with these challenging issues. Please contact any of our attorneys listed on our website.
Click here to subscribe to News & Insights from Thompson Coburn related to our practices as well as the latest on COVID-19 issues.
Although we would like to hear from you, we cannot represent you until we know that doing so will not create a conflict of interest. Also, we cannot treat unsolicited information as confidential. Accordingly, please do not send us any information about any matter that may involve you until you receive a written statement from us that we represent you (an â€˜engagement letterâ€™).
By clicking the â€˜ACCEPTâ€™ button, you agree that we may review any information you transmit to us. You recognize that our review of your information, even if you submitted it in a good faith effort to retain us, and, further, even if you consider it confidential, does not preclude us from representing another client directly adverse to you, even in a matter where that information could and will be used against you. Please click the â€˜ACCEPTâ€™ button if you understand and accept the foregoing statement and wish to proceed.