COVID-19 Response Center

The changes caused by COVID-19 are happening daily, and sometimes hourly. If you have questions about how to keep your small business and employees healthy, we’re here to help.

Resources and action items

map of Fort Wayne and surrounding communities

Whether it’s vaccine information or tips to keep your workplace healthy (and open), we have the reliable info you need from local experts you can trust. Check out our selection of webinars.

containers of covid-19 vaccines

Get the most up-to-date information from the Allen County Department of Health and the Indiana State Department of Health. To learn about legal/HR considerations, download the white paper from Gibson.

State grants
If your business was affected by the pandemic, you may be eligible for a grant of up to $50,000 from the State of Indiana. In the hospitality or entertainment industry? Indiana has a grant specifically for you.

county map of indiana

Indiana dashboard
Stay up to date on positivity rates and other key metrics with Indiana’s COVID-19 dashboard–you can track the numbers statewide and by county.

man standing on a sidewalk wearing a surgical face mask

Masks and more
Face masks, hand sanitizer, and other PPE items are key tools for a healthy reopening. Our spreadsheet can help you shop local to acquire these items.

the martin luther king jr bridge leading to downtown fort wayne with fall foliage lining Clinton Street

Allen County Department of Health
COVID-19 resources to keep individuals and businesses healthy, from local public health leaders.

mural in new haven, indiana, spelling out "welcome home"

Local financial resources
Local assistance programs are offered through Brightpoint, Northeast Indiana Community Development Corporation, New Haven Revolving Loan Fund, NewAllen Alliance, and other partners.

exterior view of the united states capitol building

Stimulus help for businesses
From the Paycheck Protection Program to the Restaurant Revitalization Fund to Shuttered Venue Operators Grants, help is available.


What steps can my business take to minimize risk of transmission?

The CDC offers guidance and strategies for businesses. Also, you can watch an industry-specific webinar offered by GFW Inc. and local health experts, outlining procedures to help keep customers and employees healthy.

Repeatedly, creatively, and aggressively encourage employees and others to take the same steps they should be taking to avoid the seasonal flu. For the annual influenza, SARS, avian flu, swine flu, and now the COVID-19 coronavirus, the best way to prevent infection is to avoid exposure. The messages you can share with your employees are:

  • Wash your hands often with soap and water for at least 20 seconds. If soap and water are not available, use an alcohol-based hand sanitizer.
  • Avoid touching your eyes, nose, and mouth with unwashed hands.
  • Avoid close contact with others, especially those who are sick.
  • Refrain from shaking hands with others for the time being.
  • Cover your cough or sneeze with a tissue, then throw the tissue in the trash.
  • Clean and disinfect frequently touched objects and surfaces.
  • Perhaps the most important message you can give to employees: stay home when you are sick.

Common hygiene practices are the foundation for avoiding the spread of germs. See this poster from SHRM.

As an employer, additional steps to consider include:

  • Ensuring that employees have ample facilities to wash their hands, including tepid water and soap, and that third-party cleaning/custodial schedules are accelerated.
  • Evaluating your remote work capacities and policies. Consider teleconference or other remote work tools in lieu of meeting in person if available.
  • Considering staggering employee starting and departing times, along with lunch and break periods, to minimize overcrowding in common areas such as elevators, break rooms, etc.
  • Having a single point of contact for employees for all concerns that arise relating to health and safety.
  • Following updates from the CDC and the World Health Organization (WHO) regarding additional precautions.

You may reference OSHA’s Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace for additional information.

What if an employee appears to be sick?

Recommended strategies for employers are available from the Centers for Disease Control and Prevention. These strategies include:

  • Actively encouraging sick employees to stay home.
    • Employees who have symptoms of acute respiratory illness are recommended to stay home and not come to work until they are free of fever (100.4° F [37.8° C] or greater using an oral thermometer), signs of a fever, and any other symptoms for at least 24 hours, without the use of fever-reducing or other symptom-altering medicines (e.g. cough suppressants). Employees should notify their supervisor and stay home if they are sick.
    • Ensure that your sick leave policies are flexible and consistent with public health guidance and that employees are aware of these policies.
    • Talk with companies that provide your business with contract or temporary employees about the importance of sick employees staying home and encourage them to develop non-punitive leave policies.
    • Do not require a healthcare provider’s note for employees who are sick with acute respiratory illness to validate their illness or to return to work, as healthcare provider offices and medical facilities may be extremely busy and not able to provide such documentation in a timely way.
    • Maintain flexible policies that permit employees to stay home to care for a sick family member. Employers should be aware that more employees may need to stay at home to care for sick children or other sick family members than is usual.
  • Separating sick employees:
    • CDC recommends that employees who appear to have acute respiratory illness symptoms (i.e. cough, shortness of breath) upon arrival to work or become sick during the day should be separated from other employees and be sent home immediately. Sick employees should cover their noses and mouths with a tissue when coughing or sneezing (or an elbow or shoulder if no tissue is available).
  • Emphasizing staying home when sick, respiratory etiquette, and hand hygiene by all employees:
    • Place posters that encourage staying home when sick, cough and sneeze etiquette, and hand hygiene at the entrance to your workplace and in other workplace areas where they are likely to be seen.
    • Provide tissues and no-touch disposal receptacles for use by employees.
    • Instruct employees to clean their hands often with an alcohol-based hand sanitizer that contains at least 60-95% alcohol, or wash their hands with soap and water for at least 20 seconds. Soap and water should be used preferentially if hands are visibly dirty.
    • Provide soap and water and alcohol-based hand rubs in the workplace. Ensure that adequate supplies are maintained. Place hand rubs in multiple locations or in conference rooms to encourage hand hygiene.
    • Visit the coughing and sneezing etiquette and clean hands webpage for more information.
  • Performing routine environmental cleaning:
    • Routinely clean all frequently touched surfaces in the workplace, such as workstations, countertops, and doorknobs. Use the cleaning agents that are usually used in these areas and follow the directions on the label.
    • No additional disinfection beyond routine cleaning is recommended at this time. Provide disposable wipes so that commonly used surfaces (for example, doorknobs, keyboards, remote controls, desks) can be wiped down by employees before each use.
  • Advising employees before traveling to take certain steps:
    • Check the CDC’s Traveler’s Health Notices for the latest guidance and recommendations for each country to which you will travel. CDC website.
    • Advise employees to check themselves for symptoms of acute respiratory illness before starting travel and notify their supervisor and stay home if they are sick.
    • Ensure employees who become sick while traveling or on temporary assignment understand that they should notify their supervisor and should promptly call a healthcare provider for advice if needed.
    • If outside the United States, sick employees should follow your company’s policy for obtaining medical care or contact a healthcare provider or overseas medical assistance company to assist them with finding an appropriate healthcare provider in that country. A U.S. consular officer can help locate healthcare services. However, U.S. embassies, consulates, and military facilities do not have the legal authority, capability, and resources to evacuate or give medicines, vaccines, or medical care to private U.S. citizens overseas.
  • Assessing the situation if showing symptoms, or being exposed to, COVID-19:
    • Employees who are well but who have a sick family member at home with COVID-19 should notify their supervisor and refer to CDC guidance for how to conduct a risk assessment of their potential exposure.
    • If an employee is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA). Employees exposed to a co-worker with confirmed COVID-19 should refer to CDC guidance for how to conduct a risk assessment of their potential exposure.

Can we ask employees to stay home or leave work if they exhibit symptoms of COVID-19 or the flu?

According to CDC guidance, individuals who have had close contact with a person diagnosed with COVID-19 should self-quarantine, unless they are fully vaccinated and are showing no symptoms of COVID-19. Employers can require an employee who has been exposed to the virus to stay at home.

When should we exclude workers or visitors from the workspace?

Employees should stay home or go home if they have symptoms of coronavirus infection. Though well-meaning staff members often resist taking sick days, instead dragging themselves into work, their dedication may lead to infecting others. Given the threat this epidemic presents, managers shouldn’t hesitate to send employees who present with COVID-19 symptoms home. Likewise, employees or visitors who are symptomatic or at high risk for COVID-19 should be kept separate from staff and helped with arrangements to leave the workplace and obtain medical evaluation while minimizing their public exposure. For example, they should avoid public places and public transportation, and, ideally, should stay six feet away from others unless they are fully vaccinated or wearing a mask.

If COVID-19 becomes widespread in the community, companies can check temperatures using hand-held thermal scanners and consider excluding staff or visitors with temperatures over 100.4 F. Temperature is not an exceptionally accurate way to assess risk, though, as some with the coronavirus will be contagious but have no fever, and others will have higher temperatures not related to this virus. Thus, an elevated temperature in combination with respiratory symptoms is the best indicator of possible infection.

For more, see the CDC’s “Guidance for Risk Assessment” and separate guidance for healthcare settings.

Should we revise our benefits policies in cases where employees are barred from the worksite (or we close it)?

The likelihood that increasing numbers of employees will be unable to work either because they are sick or must care for others means that companies should review their paid time off and sick leave policies. Policies that give employees confidence that they will not be penalized and can afford to take sick leave are an important tool in encouraging self-reporting and reducing potential exposure.

Most firms will treat COVID-19 in their policies as they would any other illness, and sick leave or short-term disability insurance would be applicable. However, exclusion from the workplace might not be covered by disability policies, and prolonged absence could last longer than available sick leave. A Harvard Business Review (HBR) survey found that more than 90% of employers in China paid their workers in full and maintained full benefits during furloughs. Companies should clarify their policies on this and communicate about these with employees. Most will want to offer protections to their workforce to the extent this is financially feasible. (HBR)

How can we maximize employees' ability to work remotely?

While many jobs (retail, manufacturing, health care) require people to be physically present, work, including meetings, that can be done remotely should be encouraged if coming to work or traveling risks exposure to the virus. Videoconferencing, for instance, is a good alternative to face-to-face meetings.

Free conference call services:

You can find best practices for a teleworking program in this article from the Society of HR Management.

How can my company share real-time public health communication with employees?

Dangerous rumors and worker fears can spread as quickly as a virus. It is imperative for companies to be able to reach all workers, including those not at the worksite, with regular, internally coordinated, factual updates about infection control, symptoms, and company policy regarding remote work and circumstances in which employees might be excluded from or allowed to return to the workplace. These communications should come from or be vetted by your emergency response team, and they should be carefully coordinated to avoid inconsistent policies being communicated by different managers or functions. This requires organizations to maintain current phone/text and email contact information for all employees and test organization-wide communication periodically. If you don’t have a current, universal contact capability already, now is a good time to create this.

Should my company revise its policies around international and domestic business travel?

The CDC offers guidelines for safe travel. Procedures vary depending on individuals’ circumstances and vaccination status.

Companies should check with the CDC Travel Health Notices and the State Department Travel Advisories to determine what business travel should be canceled or postponed.

Employees should be especially careful not to travel if they feel unwell, as they might face quarantine on return if they have a fever even without significant risk of coronavirus infection.

Should my company postpone or cancel scheduled conferences or meetings?

If you have any questions about best practices, contact your local health department. Many employers are cancelling all but the most essential business travel. See the Society for HR Management’s article, Coronavirus Impacts Business Travel.

There is mounting evidence that social distancing can slow the spread of COVID-19 and potentially save lives. If you have a meeting, consider offering virtual options for those who have chronic health conditions or are immunocompromised. Provide room to allow attendees to sit or stand at least six feet away from others. Assure that proper handwashing facilities (and/or hand sanitizers) are readily available.

Are there additional workplace safety guidelines I should follow?

The Occupational Safety and Health Administration (OSHA) offers its online “Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace,” outlining steps employers can take to help protect their workforce.

How can I get up-to-date health information?

How do I get in contact with the local and state health department?

Allen County Department of Health
200 E. Berry St., Suite 360, Fort Wayne, IN 46802
P: 260-449-7561
COVID-19 hotline: 260-449-4499
General information:
COVID-19 information:

Indiana State Department of Health
2 N Meridian St, Indianapolis, IN 46204
Indiana COVID-19 Call Center: 877.826.0011
General information:
COVID-19 information:

Are loans or other types of financial support available for small businesses?

Yes, and large portions of these loans may be forgivable if used for designated expenses like payroll costs, utilities, etc.

Federal Loans

As a starting point, download our one-sheet overview of the most relevant loans available from the U.S. Small Business Administration. You can also watch a webinar featuring local experts from the tax/accounting, legal, and HR benefits fields (presentation slides are here).

There are three main options available from the SBA:

  • Paycheck Protection Program Loans – Created by federal stimulus legislation, you can access these loans by contacting your business lender. Browse the SBA website to find out the information you’ll need to apply for a PPP loan, and for loan forgiveness.
  • Economic Injury Disaster Loans (EIDLs) – The SBA is offering these low-interest federal disaster loans for working capital to Indiana small businesses that suffer substantial economic injury as a result of COVID-19. To apply for a loan, visit the SBA application page here. If you need help, you can call the SBA’s Disaster Customer Service Center at 800-659-2955 or email Individuals who are deaf or hard of hearing can call 800-877-8339. You can learn more from the U.S. Chamber of Commerce.
  • Traditional SBA 7(a) Loans – The SBA continues to offer its full line of loans for small businesses, including Standard 7(a), 7(a) Small Loan, SBA Express, Export Express, Export Working Capital, International Trade, Preferred Lenders, Veterans Advantage, and CAPLines. Contact your business lender to learn more.

Local Loans

In addition to federal assistance programs, local programs are offered specifically for:

Tax Credits

There are also tax credits available for businesses as part of the federal stimulus package. Learn more from the U.S. Chamber of Commerce about the Employee Retention Tax Credit.


Indiana Small Business Restart Grants are available through Dec. 31, 2021. Visit to find out more and apply.

Indiana Hospitality & Entertainment Grants are available through Dec. 31, 2021. Learn more and apply.

Shuttered Venue Operators (SVO) Grants are ready for applications. Learn more from the SBA.

Restaurant Revitalization Fund grants are ready for applications. Learn more from the SBA.

Cross-program eligibility

If you’ve already received assistance, are you eligible for more? Find out with this cross-program eligibility chart from the SBA.

Does my business insurance cover income losses due to COVID-19?

To determine if your business would qualify for a business interruption claim, check with your business insurance agent or policy. While coverage differs, policies may cover losses on a limited basis if they include a clause known as ‘interruption by communicable disease.’ Your agent will be able to tell you what your specific policy entails.

What unemployment compensation resources are available for my impacted employees?

Individuals can file for unemployment insurance through the Indiana Department of Workforce Development at

What childcare resources are available for my impacted employees?

If your employees have a sudden need for a caretaker, you can share this search tool that provides an interactive map of local childcare options.

Families who need help finding or paying for care can also contact Brighter Futures Indiana staff at 1-800-299-1627 and a referral specialist can support them in their search. Every community has a Child Care Resource and Referral Agency (CCR&R) who can connect parents with local child care options and provide referrals for support. In Allen County, the local CCR&R is The Child Care Resource Network, available by phone at 1-800-932-3302.

If your employees need help with meals for their school-age children, you can get information from the local school corporations:

What resources are available to help my impacted employees in a job search?

Northeast Indiana Works has a list of local employers who are hiring, and LinkedIn is maintaining a list of large U.S. employers who are hiring.

There’s also a free, employer-to-employer online portal for companies with approximately 100 jobs to fill or 100 available workers to place. It is available globally and across all industries. Check it out here.

Online job seeker resources and career development tips are available from WorkOne Northeast, and the Indiana Career Connect Job Board is available as a tool during the job search process.

For more information, contact:

WorkOne Northeast

What support can our employees receive from utility companies?

Providers of essential utility services such as gas and electric, broadband, telecom, water and wastewater services are prohibited from discontinuing service to any customer during the public health emergency.

What other help can I pass along to my employees?

Applications for the Supplemental Nutrition Assistance Program (SNAP), Temporary Assistance for Needy Families (TANF), or health coverage (Medicaid) can be submitted online at

In addition, Indiana 2-1-1 is a free, confidential service that helps Hoosiers across Indiana find the local resources they need, like food, clothing, healthcare, housing and utility assistance, and more–and it’s available 24/7. Dial 2-1-1 to connect with a navigator, or visit

Is there payment relief for the rental of our physical workspace and its utilities?

SBA loans administered through the Paycheck Protection Program and Economic Injury Disaster Loan program may be used for certain fixed debts like rent and utilities. Download this one-sheet summary to learn about the available options and how you can apply for assistance. When used correctly, large portions of these loans are forgivable.

Utility providers like Indiana Michigan Power are also offering payment assistance plans and other programs for small businesses.

In the meantime, reach out to your business contractors as needed. In many communities across the US, there is a sense of collaboration with many novel short-term solutions. These are unprecedented times, and our community is taking unprecedented measures to look out for small businesses and their employees.

What are Indiana's COVID-19 business recommendations and mandates at this time?

Please visit for the most up-to-date information from the State of Indiana.

The CDC offers reopening guidelines to help you create a plan that fits your business.

I'd like to watch a webinar about healthy reopening procedures. Do you have those?

Yes. We produced a series of industry-specific webinars featuring physicians and business leaders from Parkview Health and the Allen County Department of Health, sharing tips for a healthy return to work. You can watch the recordings and download the slides at

I'm looking for step-by-step guidance on procedures to implement. Can you point me toward those?

Yes. The Central Indiana Corporate Partnership is offering “Safe Return to Work” playbooks for the following sectors:

I want to post signs around my business to promote healthy habits. Do you have those?

Yes. We designed a PDF sign encouraging guests and customers to wear a mask, maintain a distance when possible, and avoid touching their faces with unwashed hands. Download it here.

The state of Indiana provides a “Mask Up Hoosiers” sign for businesses here.

You can also find a variety of signs from the CDC.

I have business-related health/safety questions that aren't answered here. What can I do?

Parkview Health has launched a Business Connect service, where you can look up best practices and ask your question to health experts. Estimated response time is 24 hours. Check out the service at

I want to schedule a vaccination appointment. Where can I do that?

Visit to find a vaccination site and register for your appointment.

I have questions about how COVID-19 vaccines will be rolled out and vaccine safety. Where can I find answers?

Get the most up-to-date vaccine information from the Allen County Department of Health and the Indiana State Department of Health. If you have questions about whether you should get the vaccine, consult your physician.

Can my business mandate the vaccine for employees? What employment laws should I know about?

This white paper from Gibson covers many of the HR and legal issues surrounding COVID-19 vaccines.