Coronavirus Disease (COVID-19)

Visit this website daily for the latest information that AHCA has to share about COVID-19. As concerns arise with the emerging coronavirus, officially named COVID-19, we are working with our state partners, including Arkansas Department of Health and Arkansas Department of Human Services to ensure nursing centers receive necessary guidance to prevent the spread of this disease.

Questions? Email covid19@arhealthcare.com.

Click here for PPE Survey.


Arkansas Updates

ALERT: Requirements for Facilities to Expand Visitation, Activities, and Communal Dining

June 30, 2020

Click here to read full directive for SNFs, ALFs, RCFs, and ICFs. (Updated 7/22/2020)

Click here to access Checklist for Expanding Visitation, Activities, and Communal Dining.

Click here to access sample Visitor Screening Form.


AHCA

DHS

Payments for LTSS direct care workers only continue through June 30. The last day to submit direct care worker forms for payment through June 30 is July 15.

ADH

Click HERE for June 30 directive that was updated July 22 regarding Expansion of Visitation, Activities, and Communal Dining.

Click HERE for Checklist for Expansion of Visitation, Activities, and Communal Dining.

Click HERE for Sample Visitor Screening Form.

CDC

CMS

Department of Labor

Wright Lindsey Jennings Resources

  • 4.3.2020 Webinar Slides
  • Click here to listen to a recording of the 4.3.2020 webinar
  • DOL FFCRA Poster
  • Paycheck Protection Program & Other Business Support
  • Coronavirus Aid, Relief, and Economic Security Act (CARES Act) Summary
  • Question: As an employer, how do I know if my business is under the 500-employee threshold and therefore must provide paid sick leave or expanded family and medical leave?
    • You have fewer than 500 employees if, at the time your employee's leave is to be taken, you employ fewer than 500 full-time and part-time employees within the United States, which includes any State of the United States, the District of Columbia, or any Territory or possession of the United States. In making this determination, you should include employees on leave; temporary employees who are jointly employed by you and another employer (regardless of whether the jointly-employed employees are maintained on only your another employer's payroll); and day laborers supplied by a temporary agency (regardless of whether you are the temporary agency or the client firm if there is a continuing employment relationship). Workers who are independent contractors under the Fair Labor Standards Act (FLSA), rather than employees, are not considered employees for purposes of the 500-employee threshold.
    • Typically, a corporation (including its separate establishments or divisions) is considered to be a single employer and its employees must each be counted towards the 500-employee threshold. Where a corporation has an ownership interest in another corporation, the two corporations are separate employers unless they are joint employers under the FLSA with respect to certain employees. If two entities are found to be joint employers, all of their common employees must be counted in determining whether paid sick leave must be provided under the Emergency Paid Sick Leave Act and expanded family and medical leave must be provided under the Emergency Family and Medical Leave Expansion Act.
    • In general, two or more entities are separate employers unless they meet the integrated employer test under the Family and Medical Leave Act of 1993 (FMLA). If two entities are an integrated employer under the FMLA, then employees of all entities making up the integrated employer will be counted in determining employer coverage for purposes of paid sick leave under the Emergency Paid Sick Leave Act and expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act.

Guidance

Well-Being of Residents & Staff

Visitor / Staff Screenings

Confirmed Cases

Supplies

Signage

Additional Resources