On Friday, March 20, 2020, Secretary of the Treasury Steve Mnuchin released a statement that the federal tax filing deadline has moved in response to the ongoing coronavirus (COVID-19) pandemic. The new deadline of July 15, 2020 corresponds with the tax payment deadline previously rescheduled earlier this week.
The IRS has yet to release official guidance relating to the extension, but reports are that it should be published soon.
WHAT DOES THIS MEAN FOR YOU?
Due to the extenuating circumstances surrounding COVID-19, our office has instituted limited hours (9:00-4:00) in which we are open to the public. Most of our employees are currently working remotely as the firm has the technology necessary for efficient remote working.
In many ways, the work we do for you will not be impacted. However, we are moving forward with the following policies in place:
We are discouraging in-person meetings, as we can interact with clients via remote video conferencing, telephone and email.
Any in-person meetings should occur by appointment only.
Information can be sent via your RBG CCH Axcess portal, secure email or, as a suggested last resort, dropping the information off at our front desk. If you do not have a portal but would like one, please let a member of your service team know.
We will be continuing to work through tax returns but anticipate many returns will be delivered after the traditional due date. If you have any concerns, please discuss with a member of your service team.
We are still awaiting guidance from states as to whether they will conform to the new federal due dates.
WE’RE HERE TO HELP
We understand that this situation can be extremely frustrating. We empathize with what you are feeling as we all navigate this pandemic situation together. Please know we are doing all that we can to complete work in an accurate and efficient manner.
If you have any questions regarding the latest update regarding the federal tax filing deadline, or simply want to chat about your current situation, please do not hesitate to contact our office. 
What Does Paid Sick Leave Mean for My Organization?
On Wednesday, March 18, President Trump enacted a coronavirus emergency relief package, the Families First Coronavirus Response Act. The legislation includes relief for American workers required to take time off work because of the coronavirus, the Emergency Paid Leave Act of 2020. In order to help employers manage the cost of paid sick leave, the aid package also includes new tax credits designed to offset the financial burden.
The bill establishes payroll tax credits that are refundable through 2020 for employers with workers who take leave under the new paid leave programs (sick leave and/or family leave). The credit is equal to up to 10 days of leave wages per employee who goes on leave. For reference, here are the limits on sick leave and family leave included in the legislation:
Sick leave guidelines:
Eligible full-time workers who are sick or quarantined can receive wages equaling their full pay, up to $511/day (with a maximum of $5,110).
Eligible full-time workers who are caring for an ill family member or child whose school or daycare has closed can receive wages equaling two-thirds of their regular pay, up to $200/day (with a maximum of $2,000).
Eligible part-time workers can receive sick leave equal to the average number of hours they work in a two-week period.
Family leave guidelines:
Eligible workers who are caring for a child whose school or daycare has closed can receive two-thirds of their regular salary, up to $200/ day (with a maximum of $10,000)
The new tax credit comes in the form of a refund on an employer’s Social Security payroll tax. The credit has the same limitations as the leave for workers: $511 per day for workers who take leave due to sickness (maximum of $5,110) or quarantine and $200 per day for workers who take leave to care for another person (maximum of $2,000). Like the number of sick leave days, the tax credit is limited to 10 sick days per worker.
Additionally, the new legislation includes payroll tax credits for both the group health plan costs for workers on sick or family leave and the Medicare payroll tax on sick and family leave wages.
Employers who pay sick leave and family leave wages can expect to be reimbursed via a payroll tax credit for the entire amount. In the event that the tax credit exceeds what the employer owes in taxes, they will be given a refund for the remaining amount. 
Many small businesses are reeling from the impact of the COVID-19 pandemic. RBG is here to help. We have gathered a list of helpful resources for small businesses to turn to during this unprecedented time.
Interim Guidance for Businesses and Employers – Strategies for employers to use now, future planning considerations, tips for creating an Infectious Disease Outbreak Response Plan, and additional links to resources.
Guidance on Preparing Workplaces for COVID-19 – An in-depth document from the Occupational Safety and Health Administration (OSHA) offering insights on how COVID-19 will likely impact workplaces, directions for reducing workplace exposure risk, and more.
Small Business Guidance & Loan Resources – Assembled by the U.S. Small Business Administration (SBA), this webpage offers a wide variety of helpful information, including:
The Economic Injury Disaster Loan Program – The SBA works with small businesses and non-profits that have been severely impacted by disasters, including the COVID-19 outbreak. The program provides low interest working capital loans.
Do I Qualify for Paid Sick Leave Under the New Coronavirus Act?
On Wednesday, March 18, President Trump enacted a coronavirus emergency relief package, the Families First Coronavirus Response Act. The legislation includes relief for American workers required to take time off work because of the coronavirus, the Emergency Paid Leave Act of 2020.
The act includes both paid leave benefits for American workers and tax credits for American employers, to offset the financial burden. Additionally, self-employed taxpayers are eligible for the tax credit.
Paid Sick Leave Eligibility
The new legislation mandates paid leave for many American workers. Private employers with fewer than 500 workers and public employers are now required to provide paid sick leave to workers who are affected by the coronavirus. A worker must have been employed at the company for at least thirty days prior to being impacted by coronavirus in order to qualify.
To be eligible for paid sick leave under this act, a worker must meet one or more of the following criteria:
They have been ordered to self-quarantine or isolate by a federal, state, or local authority.
They have been warned to self-quarantine or isolate by a healthcare provider.
They are currently seeking a medical diagnosis for coronavirus symptoms they are experiencing.
They are caring for someone who qualifies under either criterion 1 or 2, above.
They are caring for a child whose school, daycare, or other childcare provider is unavailable as a result of coronavirus concerns.
Additionally, to receive paid sick leave, an eligible worker must take 14 or more days of leave (due to one of the circumstances listed above) in a one-month period.
Paid Sick Leave Details
Full-time workers qualify for up to 80 hours (two weeks) of sick leave. Those who are sick or quarantined qualify for full pay, up to $511 per day (maxing out at $5,110). Those who are on leave to care for another person are eligible for two-thirds of their normal pay, up to $200 per day (maxing out at $2,000). Part-time employees are eligible for sick leave equal to the average number of hours they work in a two-week period.
Additionally, the new legislation enhances the Family and Medical Leave Act (FMLA) that governs employee absences in order to care for minor children. In the event that a worker’s child cannot go to school or daycare as a result of coronavirus closures, the worker qualifies to receive two-thirds of their regular salary, up to $200 per day (maxing out at $10,000). This aid only becomes available after the worker has already been on leave for 10 days.
Please note: these paid sick leave provisions are not permanent. This legislation expires on December 31, 2020.
Tax Credit Details
In order to help employers pay for the sick leave as outlined above, the legislation outlines a new payroll tax credit. Employers will be reimbursed for the full amount of sick leave coverage. The credit has the same limitations as the leave for workers: $511 per day for workers who take leave due to sickness or quarantine and $200 per day for workers who take leave to care for another person.
The U.S. Small Business Administration (SBA), which has been a resource for small business owners and entrepreneurs in the U.S. since 1953, recently released a list of disaster-relief measures in response to the COVID-19 pandemic.
Per the Coronavirus Preparedness and Response Supplemental Appropriations Act, which was enacted by the President on March 6th, the SBA has the authority to issue Economic Injury Disaster Loan declarations for states and territories whose Governor requests it. This declaration makes loans available to small businesses and private non-profits in specific areas that are suffering substantial economic injury due to COVID-19. The goal of the loans is to help alleviate economic injury. The Governors of states and territories will need to coordinate with the SBA’s Office of Disaster Assistance in order to submit their requests.
Interest rates for the loans are as follows:
Entity Type
Interest Rate
Small Business*
3.75%
Non-profit
2.75%
 
*Please note: Only small businesses without access to credit from any other source are eligible. Small businesses that have access to other sources of credit are not eligible.
Further details about the SBA’s Economic Injury Disaster Loan program include the following:
The program will offer up to $2 million in assistance.
The loans can be used to pay a variety of obligations, including fixed debts, payroll, accounts payable, and other bills.
The program offers long-term repayments with a maximum of 30 years.
Loan repayment terms will be determined on a case-by-case basis.
Charting New Territory: Business Strategy During the COVID-19 Outbreak
As the COVID-19 pandemic continues to unfold, business owners are facing a lot of uncertainty. It is not possible to know with confidence how events will continue to evolve over the next days, weeks, and months. However, there are some key steps that business owners can take to strive to mitigate damages and put themselves in the best possible position during this unprecedented time.
1.      Stay Home
Do your part to lessen the spread of COVID-19. This is nothing new, but it certainly bears repeating. As much as possible, limit contact with people outside of your home. If it is possible, work remotely, and have your employees do the same. Lead by example and encourage your team members to followthe COVID-19 protocols outlined by the Centers for Disease Control (CDC).
2.      Stay Informed
It might be tempting to shelter at home and check out of current events, but this is not a good strategy. Rather, you should try to review news on all levels—local, state, national, and world-wide. Compile a list of one or two reputable resources for each category and visit them online each day. Staying informed will help you as you consider what your strategy should be moving forward.
3.      Stay Alert
Focus your attention on developing strategies for maintaining the continuity of your business. Work with your teammates to develop plans for various contingencies that might play out over the next few weeks and months. Consider reaching out to your bank to establish or renew a line of credit to have available in the event that you might need it.
4.      Stay Focused on Your Clients
If your business can function with a remote team, then keep working! Be proactive about finding ways to go the extra mile for your clients. Put yourself in their shoes—what could you be doing for them that would be beneficial? How can you adjust your traditional practices to best meet the evolving needs of your customers and community?
5.      Stay in Contact with Your CPA
Now more than ever, you need good business advice. Do not hesitate to reach out to your accounting advisor in order to determine if they have any suggestions for you. We are partners in this together and our firm is committed to guiding you through these unprecedented times.
8 Areas Where Small Businesses Should Anticipate Disruption
For more than six decades, the U.S. Small Business Administration (SBA) has been a resource for small business owners and entrepreneurs in the U.S. In response to the COVID-19 pandemic, the bureau createda resource page dedicated to helping small businesses learn to establish safe, secure, and healthy practices in the face of the outbreak.
The SBA enumerates areas in which small business owners should anticipate encountering difficulties during this time:
Capital – Dealing with the COVID-19 outbreak will put a financial strain on small businesses. Shifting demand will have a big impact on revenue, inventory, and payroll. Business owners should strive to get out ahead by exploring various options for accessing capital. 
Workforce – The workforce will be impacted by both illness and business closures (both temporary and permanent). Workplace safety will be key for businesses that remain open.
Inventory and Supply Chain – Rapidly changing demand will be difficult to meet. Suppliers’ inability to meet demand may impact your ability to keep inventory in stock.
Cleanliness – In order to protect customers and employees alike, small businesses will need to implement new COVID-19 remediation and cleaning practices.
Insurance Coverage – Businesses should review their insurance policies to determine coverage.
Ability to Operate – It is possible that restrictions preventing some small businesses from operating will be imposed.
Communication – Keeping open lines of communication with customers and clients is key during times of disaster.
Preparedness – Small business owners should create contingency plans for dealing with the various possible scenarios.
Maintaining Your Mental Health During the Coronavirus Pandemic
There is a lot of scary stuff happening right now. Many are struggling to maintain good mental health in light of the Coronavirus pandemic. For some, the mental strain is exacerbated by the fact that so many are practicing social distancing.
So how can you maintain or strengthen your mental health in the midst of these dire circumstances? A recent article from BBC News offers the following tips: 
 1. Take a step back from the news РWhile staying informed is important, it is just as vital to take some time away from the anxiety-inducing newsfeed. Consider limiting the daily amount of time that you spend reading about Coronavirus developments. Additionally, be sure that when you do turn to the news, you are only consulting reputable sources-there is a lot of misinformation being shared online. 
 2. Take a break from social media РOnce again, be careful about what you are allowing headspace for. Consider stepping away from social media or taking steps to reduce any triggers that you have by unfriending or unfollowing. 
 3. Be cautious about germs, but not overly cautious РYou should follow the guidelines of the CDC and the President in washing your hands regularly. That said, do not wash your hands excessively. 
4. Maintain connections РSocial distancing and self-quarantining make it more difficult to connect with your loved ones. However, technology offers many avenues for maintaining closeness despite physical distance. Consider setting up regular phone calls or video chats, or even writing letters. 
5. Set yourself up for long-term success – Unfortunately, this pandemic is not projected to come to a quick end. In order to avoid getting burnt out, remember to think about the long term. Strive to stick to a routine that includes getting sleep, eating well, and exercising regularly.
Working from home has become the new norm, at least while we all take extra precautions during this time. This is made possible by the advent of technologies that make working closely with people who are physically removed feasible. 
While there are many advantages to virtual workforces, this arrangement also comes with its own set of challenges and difficulties. Today we want to examine some helpful productivity tips for working from home, as well as take a look at the key elements of a successful virtual workforce. 
Productivity Tips for the Virtual Office 
For some, working from home comes easily; for others, it is a big challenge to remain focused and productive. Here are some tips for maintaining productivity in a virtual work environment: 
Set your work hours. Start at the same time every day and work a set number of hours
Set clear boundaries. If you have family or roommates in your home during the day, make sure they understand that during work hours, you are in the office and working. Ask them to do their best not to interrupt you while you’re working.
Have a designated workspace. If you have a home office, or even just a desk, use it just for work. This helps to keep the boundaries between work and home life distinct
Avoid blurring the lines between work life and home life. If you’re not careful it can feel like you’re always at work.
Use music to help you stay focused. Find a style that doesn’t distract you. For most people, this is music without any words. Try classical music, or music from video games, which is designed specifically to keep listeners alert and focused, without being obstructive. 
Key Elements of a Successful Virtual Workforce 
1. Communication
It is no surprise that communication is number one on this list. Communication is a key component of any workforce, virtual or not. But it is especially important for people who don’t work in the same physical location. Knowing this, successful virtual teams make a strong commitment to communicating well. Their leaders make sure that the expectation is firm: when it comes to communicating, clarity and discipline are required. 
In addition to managing expectations when it comes to communication, many virtual teams schedule time for non-virtual meetings in order to create or strengthen an effective foundation for their teamwork. This can look like an in-person meeting at the inception of your virtual team, or it could be regularly scheduled get-togethers. If in-person meetings are simply not possible (maybe your team works internationally), then some sort of virtual team building might help bridge the gap. 
2. Transparency
To achieve success with a virtual workforce, transparency is also important. Team members, especially leaders, should be sure to express the rationale behind their actions and decisions. Regular status updates and clear assignments of responsibilities also help. This type of transparency fosters trust and strengthens team unity. 
3. Autonomy & Trust
Trust is difficult, but important. It is an essential foundation for effective teamwork. If the members of a virtual workforce don’t feel like their leaders trust them, the team will not function well. The best method for establishing trust within a remote team is to be vocal about the culture of trust you expect. The baseline assumption should be to trust your team: trust them to do their work and fulfill the requirements of their job. Unless a team member proves untrustworthy, they should be trusted. 
4. Clearly Defined Roles 
Clarity of roles from the outset can prevent a plethora of problems down the road. Be upfront and clear about who is responsible for what during every stage of a project. Everyone should be aware of the tasks, processes, and goals that their role entails. Make sure that your team feels comfortable asking questions in order to clarify their roles. 
On top of setting clear role expectations, successful virtual teams perform post-project reviews. These discussions don’t have to be long or involved, but they should take place. Together, colleagues can assess and discuss what went well, what went poorly, and what they should do differently in the future. 
5. Technology
Lastly, technology has a huge impact on the performance of virtual teams. Successful teams employ good communication technologies in order to support their team’s efforts. Common technologies include shared workspace programs, multi-point video conferencing, instant messaging systems, and more. There are a ton of options out there. Be sure to do thorough research to find the systems that will best serve your virtual team. 
Establishing and maintaining a successful virtual team is no easy matter, but it is a worthwhile endeavor. Be sure to perform regular self-evaluations to determine what is working and what is not. Don’t be afraid to switch things up if something isn’t working well. Ask for feedback from your team. If you stick to the key items enumerated above, a successful virtual workforce is well within your grasp. 
The novel coronavirus (COVID-19) continues to affect each and every one of us.
RBG’s number one priority is the health and safety of our people, clients and communities. While we focus on our collective well-being, RBG is committed to maintaining our quality of service during this time of uncertainty. With these goals in mind, RBG believes that certain precautions are necessary.
Client In-Office and Client On-Site Visits
Knowing that “social distancing” is the most effective way to stop the spread of COVID-19, we encourage alternatives to in-person meetings, especially for those people who are at higher risk. When one-on-one meetings or on-site client visits are necessary, we will work closely with you to ensure the proper precautions are taken.
Due to the extenuating circumstances surrounding COVID-19, our office has instituted limited hours (9:00-4:00) in which we are open to the public. Most of our employees are currently working remotely as the firm has the technology necessary for efficient remote working.
In many ways, the work we do for you will not be impacted. However, we are moving forward with the following policies in place:
We are discouraging in-person meetings, as we can interact with clients via remote video conferencing, telephone and email.   
Any in-person meetings should occur by appointment only.
Information can be sent via your RBG CCH Axcess portal, secure email or, as a suggested last resort, dropping the information off at our front desk. If you do not have a portal but would like one, please let a member of your service team know.
We will be continuing to work through tax returns but anticipate many returns will be delivered after the traditional due date. If you have any concerns, please discuss with a member of your service team.
We're Here to Help 
While we are in unprecedented times, rest assured RBG has helped many of our clients navigate the unknowns throughout our 104-year history. As such, we are prepared to help our clients and friends navigate the COVID-19 event in any way we can.
We have posted numerous blogs with relevant information regarding legislation driven by COVID-19, and will continue updating that as changes occur as a resource for our clients. 
If you have any questions, please, do not hesitate to contact our office. 
