The Ultimate Guide to Coronavirus Relief for Small Businesses

For small business owners who are seeing their profits and sales plummeting, at this very moment, the future might look bleak. What can you do to survive through stormy economic times? Keep going… but how?

Since many small businesses also come with very passionate owners, it’s safe to say that many of you won’t give up. We suggest focusing some of your drive and energy in other areas, namely relief offered to small businesses!

Unfortunately, there is no set playbook to follow to that will make everything better right away.  What you can do is use this guide that we’ve put together to help give you just the financial boost you need to stay on track! Here is our list – Read through and see what applies to your company and how it can help – Be sure to read through to the end to see how Hire Up Staffing can help:

1. Coronavirus small business loans 

The U.S. Small Business Administration (SBA) has created a relief plan to help small businesses affected by coronavirus through affordable loan options. The disaster assistance loans for small businesses program will offer interest rates of 3.75% for small businesses without credit available elsewhere, and interest rates of 2.75% for nonprofits. The SBA offers long-term repayment options on these loans of up to 30 years. Businesses with credit available elsewhere are not eligible for these loans.

To find out if these loan options are available in your region and your business is eligible, visit the disaster loan assistance application page.

2. Leniency from credit card companies

Many credit card companies have released statements announcing that they’ll be giving COVID-19 relief for small businesses too. They’re doing this by waiving service fees for 30 days, or offering other types of disaster relief assistance for small businesses. For example, Citibank recently announced that they’ll waive monthly service fees and fees incurred for early CD withdrawal.

Be sure to check with your bank or credit card company to find out if they are offering any special services during the COVID-19 pandemic. During times of crisis, many lenders and credit card companies are willing to negotiate on payment timelines and fees.

See this list of banks helping customers who are impacted by the coronavirus.

3. State and local resources

COVID-19 relief for businesses varies across different states, cities, and counties. For example, Washington State is offering no-interest loans for businesses that are enduring economic hardship due to the coronavirus pandemic. Meanwhile, New York City has launched the city’s Employee Retention Grant Program to help retain employees as businesses face decreased revenue.

Check with your state’s chamber of commerce to find out what financial assistance options exist in your area for your small business.

4. Coronavirus help for small business through crowdfunding

Fundraising for coronavirus expenses can be a lifeline when your business is struggling during the COVID-19 outbreak. While grants, loans, and stimulus measures can help greatly, it can take weeks—and even months—to receive that type of assistance. But with crowdfunding, you’re able to receive emergency financial assistance immediately.

Many people who are financially secure are now looking to help those affected by COVID-19—and crowdfunding gives them a way to easily do that. Your customers want to show their support and lend a hand to their favorite local business, but they may not know how. With online fundraising, loyal customers have an actionable way to step up and help you when you and your business need it most.

You can use crowdfunding to pay for any of these expenses and more during this period of COVID-19 closure:

  • Your monthly rent or mortgage payment
  • Health insurance for your employees
  • Paid sick time for your employees who are affected by COVID-19
  • Crisis pay for employees who aren’t sick but are out of work
  • Employees who need time off to care for their children
  • Any other operational expenses you’re struggling to pay

If your business has already started a GoFundMe and you have questions about how to set up withdrawal to your business bank account, please take a look at our article on business and organization withdrawals

Receive a $500 grant through GoFundMe’s Small Business Relief Fund

GoFundMe has partnered with Yelp and Intuit QuickBooks to help small business owners receive the financial support they need to keep their businesses thriving throughout the coronavirus pandemic—and long after. Through the Small Business Relief Fund, qualifying businesses that have raised at least $500 on GoFundMe can receive a matching $500 grant. To find out if you’re eligible and learn about the process, read the Small Business Initiative FAQs.

Real businesses that have started successful fundraisers

Below are just two examples of small businesses that turned to online fundraising during a personal financial crisis.


After making the decision to close through the end of March, the owners of the Hideout Tavern in Chicago, Illinois knew their staff would be hurting financially. They launched a virtual tip jar fundraiser as a way to support their staff during COVID-19, and their customers and supporters donated over $24,000 in just five days.


Warp and Weft, a comfort food restaurant in Lowell, Massachusetts, had to close its doors because of COVID-19. To offset their weekly expenses of over $10,000, the owners started a GoFundMe that raised over $6,000 in just two days from local supporters.

5. Tax payment extension

To help those affected by the pandemic, the Internal Revenue Service (IRS) is providing small business relief for coronavirus. The IRS announced that it was giving both individuals and businesses a 90-day extension to pay tax fees. Now individuals can delay making tax payments up to $1 million, and businesses can delay making payments up to $10 million. Everyone will still need to file their taxes by April 15, 2020, but won’t need to pay on owed taxes until July 15.

6. Upcoming federal assistance

The U.S. Chamber of Commerce wrote a letter to government leaders requesting legislation that would allow employers to forego paying payroll taxes for March, April, and May. In the recent letter to Congress, the U.S. Chamber also called on lawmakers for the expansion of loan programs for small businesses with fewer than 500 employees, as well as the creation of credit facilities that could provide loans and loan guarantees to businesses with more than 500 employees. The timeline for this legislation isn’t certain, so keep an eye on the U.S. Chamber’s website and news sources to find out the latest.

7. Coronavirus business grants through private companies

Amazon’s Neighborhood Small Business Relief Fund

Amazon has pledged $5 million through a small business relief fund to help small businesses in need in the Seattle area. Businesses are eligible for grants if they have fewer than 50 employees or less than $7 million in annual revenue. Amazon reviews all applications and disburses funds as quickly as possible.

Facebook’s Small Business Grant Program

Facebook is making $100 in cash grants and ad credits available to small businesses in over 30 countries. The grant money can be used to cover operational costs, take care of employees, pay rent, and more. Facebook says it will start taking applications in the coming weeks, and businesses can sign up for updates on their grant page.

8. Families First Coronavirus Response Act

There are small business relief bills in the works currently that haven’t passed yet, but for now there are many efforts focused towards the individual. One thing to remember is that you have to take the necessary steps needed to keep your business afloat. Some of these decisions may be difficult and we understand what you are going through, but we offer the suggestion to not feel bad. Many companies are forced into a position of having to let staff go and cut budgets temporarily, in order to minimize some of the losses that all Americans are going to see shortly. Everyone is in the same boat as you right now and I don’t think anyone expects businesses to deplete their savings to where you may not have a business anymore just to keep employees working who may not have a lot to do.

Whatever you decide, know that the government is offering stimulus packages to US citizens to leave them close to where they would be if still employed by you. It is better that you save your business, than lose it and have a thriving company that people can return to. If you have still some work that needs to be done, but not enough for a full time staff member, consider using a temporary service like Hire Up! We offer availability with temporary staffing to help fill in the work gaps while making staff and budget adjustments to keep things going strong.

9. The Senate Stimulus Package (In progress now, but not yet passed)

Treasury Secretary Steve Mnuchin told reporters at the Coronavirus Task Force briefing Wednesday that small business retention loans would cover roughly 50% of private payroll, making loans that would supply eight weeks of salaries, as long as they keep workers employed, and overhead. The loans would be forgiven at the end of the eight-week period if the businesses keep their employees. This bill has not yet been signed but it looks like it’s in the works and is yet another relief effort to keep your business alive!


We are here for you!

Though the coronavirus pandemic leaves a lot of uncertainty in our future, rest assured that your customers and supporters want to help you survive. WE WANT TO HELP YOU SURVIVE!! The very best thing we can do for our economy right now is to keep business going.

Hire Up Staffing is here to help with all that we can… with that said are offering free HR and Staffing consultations. We are helping essential businesses who are short staffed due to COVID-19 find qualified temporary employees. If you are interested in setting up a consultation or finding an employee find the location nearest you in the links below. Simply click the link and schedule an interview.

Fresno –

Visalia –

Bakersfield –

Northern CA –

Executive Direct Hire Team (Nationwide) –

Article source:

Introducing our Modesto EOTM for March – Lauren!

Our client is so happy to have Lauren on her team. She’s been a wonderful asset to the team and our client will be converting her to a full-time permanent employee soon.

-Hire Up Recruiter

Happy March everyone!! We are so excited to announce this month’s EOTM for the entire Modesto area. Lauren is an Accounting Payable Specialist for one of our top clients. She’s done amazing in her placement and is on her path to getting hired internally – that’s right… for a permanent position. We are so excited to have Lauren represent Hire Up Staffing in the field. Thank you for all of your hard work!


Q: How long have you worked with Hire Up Staffing?

A: I have worked with Hire Up Staffing since October 2019. I was offered a temp-to-hire position within a few weeks!

Q: Tell us something about your experience with Hire Up.

A: The staff is wonderfully informative and genuinely care about their clients. They listen to the needs of clients and find placements that suit those needs.

Q: Tell us a bit about your placement.

A: I was placed in a position that suited my schedule and experience. I am able to bring my knowledge to my workplace and thrive in my position. The company they selected for me is close to home and a wonderful place to work!

Q: What do you love about your job?

A: I love being able to utilize my vast experience, The people I work with are amazing and it’s nice to wake up and look forward to going to work.

Q: A little fun blurb about you!

A: “A day without laughter is a day wasted” –Charlie Chaplin

Staffing Is In HIGH Demand Hire Up has reacted quick to keep up! COVID-19 Healthcare

With the spread of the Coronavirus we have found that the demand for medical workers is on it’s way up! In an article recently published by CNBC, the number of job openings in pharmaceuticals, and healthcare have tripled in the U.S. as a direct response to the virus. When searching specifically for the keywords “COVID-19” on Glassdoor, we found that job postings increased from 100 to 300 in a one week period.

It’s trying times for everyone currently, with the worry over the Coronavirus pandemic, and we’re all working to stay positive and figuring out how to handle the situation. One thing is for sure, however… panicking isn’t going to help anyone, and neither is being super reactive in the way we handle things from a business standpoint, either. We need to keep a level head and handle things as best as possible, especially those in the medical industry. 

The stats below show us the first real numbers on the trajectory of the COVID-19 and California is at the top of that list. 

Coronavirus-Related Job Openings by State

RankStateJob Openings(3/7/20)Job Openings(2/29/20)% Share
5New York2498%

Source: Glassdoor

Here is what we know

The highest Coronavirus-related job opening on Glassdoor Currently is a Registered Nurse. That number has increased from 23-76 openings in just a week. Organizations and employers are increasing hiring in order to respond to this public health crisis, and it’s likely that the demand for workers to help address the outbreak will continue to rise rapidly as the situation evolves. Some expect that the increase in demand will last for up to 6 months or more. Other trending positions are Medical Assistant, Traveling RN, & Respiratory Therapist. 

What to do

Hire Up Staffing & our sister company Hire Up Healthcare is well prepared for this and we are ready to partner with you. We are leaders in the Healthcare Staffing industry and have been now for a decade. We are well equipped to fill any position and as many positions as you have open. We have an abundance of skilled and qualified candidates that are ready to work for your organization.

Benefits to you

We are able to fill staffing gaps quickly and with quality professionals. This can improve the overall work environment in times like these. We help by reducing common staff problems such as last-minute scheduling changes, overtime, forced floating.

  • Quality candidates and more to choose from
  • Easy and seamless process start to finish
  • Fill positions quickly and with little effort on your part
  • Team up with a partner who genuinely cares about your company
  • Guaranteed placements
  • We provide excellent benefits to all of our employees so that you don’t have to worry about it.
  • We find the best of the best to work with you so they are ready to hit the ground running, making the on-boarding simple.

Hire Up Staffing & Hire Up Healthcare Safety through COVID-19

While most places are closing, we’ve been ahead of the times for a while and are able to work remotely through all of this. Our entire office is paperless and can work virtually! We as a company are working hard to keep our entire team safe by limiting our face-to-face interactions and taking other precautionary measures. All of our interviews and meetings are now being held in a virtual setting. With that said, we are all still working and helping our clients find great teams. We want you to know that we are here for you through all of this! 

Let’s hop on a call today to see how we can help your business in these trying times. We are here for you! Simply click the scheduling link below that is nearest to you and we’ll set up a virtual meeting.

Fresno –

Visalia –

Bakersfield –

Northern CA –

Executive Direct Hire Team (Nationwide) –

Congrats to our Visalia EOTM for March!

It is that time of month again… time to recognize our shining stars. Out of all the employees we have placed in the entire Visalia area, we chose Julia, a Sales Program Coordinator working for one of our top clients. She has done an amazing job for our client and we wanted to show here how much we all appreciate her. Our team went out and dropped off some goodies and an official Hire Up Employee of the Month certificate. THANK YOU JULIA!


Q: How long have you worked with Hire Up Staffing?

A: I have been with Hire Up for 3 months now!

Q: Tell us something about your experience with Hire Up.

A: All the staff is amazing and helpful!

Q: Tell us a bit about your placement.

A: I am the Sales Program Coordinator and will handing food safety.

Q: What do you love about your job?

A: The people I work with are great and it’s really something that interests me.

Q: A little fun blurb about you!

A: I love working out and having a great time with my friends and family.

Congrats to our Bakersfield March EOTM!!

We love working with candidates who have drive. They are very easy to place in their ideal positions. Mayra is a perfect example of this! She is quickly excelling in her placement and her direct supervisor couldn’t be happier with her work.

– Hire Up Recruiter

We’d like to take a second to introduce our Bakersfield Employee of the Month for March – Ladies and Gentleman…. here’s Mayra! She is a Medical Assistant for one of our top placements. She started out in her placement doing a different job and quickly was bumped up to become a Medical Assistant! All of her hard work and dedication shines bright. Thank you so much for all that you do Mayra, we appreciate you.


Q: How long have you worked with Hire Up Staffing?

A: 4 months now!

Q: Tell us something about your experience with Hire Up.

A: My recruiter is amazing and is very prompt to respond to any of my questions or emails.

Q: Tell us a bit about your placement.

A: I started off doing registration and was quickly offered a role as a Medical Assistant.

Q: What do you love about your job?

A: I love what I do, I enjoy helping people.

Q: A little fun blurb about you!

A: I am a jokester and enjoy making people laugh.

Congrats to our Fresno EOTM – Bousone!

We are so happy to have such a great extended Hire Up team member represent our company in the field. Thank you Bousone!

– Hire Up Recruiter

We are so excited to Spring forward into the new season with Bousone on our team! He has proven to be such a great employee and representative of Hire Up Staffing. He works as a Shop Associate and is highly valued in his placement. We are proud to honor him with this Hire Up Employee of the Month award for March 2020!


Q: How long have you worked with Hire Up Staffing?

A: I have been with Hire Up since December 2019

Q: Tell us something about your experience with Hire Up.

A: The staff is professional, patient, and courteous!

Q: Tell us a bit about your placement.

A: I was placed with a company that offered a position that was ideal with fit perfectly for me. It allowed me to work within the office, warehouse floor and out in the field in delivery and event set up.

Q: What do you love about your job?

A: I love the fact that I have the opportunity to meet new people and visit new locations.

Q: A little fun blurb about you!

A: I enjoy working and am delighted to around different types of people all the time.

5 Updates to California Employment Laws For 2020

With each passing year employers are subject to new laws that regulate the way they operate their business. 

It can be difficult to keep up with these laws and understand how they apply to their business.

To help you understand the law changes for 2020 and what’s coming in 2021, we’ve compiled a comprehensive blog post based on the a through and informative presentation made by local attorney Susan Hatmaker

Susan handles labor and employment law and litigation. She counsels and trains employers about employment compliance on state and federal law. She also provides representation of school districts in charter school law and related matters. More information on her and her firm can be found at the end of this article. 

There is plenty to learn in the following article, so let’s dive right in. 

#1 – SB 188 Discrimination – Hairstyles

SB 188 amends the definition of race under the California Fair Employment and Housing Act (FEHA) to include traits historically associated with race including, but not limited to, hair texture and protective hairstyles. It’s known as the Creating a Respectful and Open Workplace for Natural Hair (CROWN) Act. 

What Hairstyles Are Included?

Protective hairstyles include, but are not limited to, hairstyles such as: 

  • Braids 
  • Locks 
  • Afros
  • and Twists 

SB 188 specifically addresses that hair remains a rampant source of racial discrimination with serious economic and health consequences. 

It also states that dress code and grooming practices that prohibit natural hair have a disparate impact on individuals as these policies are more likely to deter these applicants and burden or punish certain employees. 

Therefore, must review and appropriately revise dress and grooming policies to ensure they are in compliance and do not discriminate against hair texture and/or protective hairstyles. 

Company Tip: Consider writing a gender neutral dress code policy that doesn’t interfere with any specific styles related to any culture or race. 

#2 – SB 142 Lactation Accommodation Lactation Accommodation

SB 142 revises the lactation accommodation requirements for employers. 

  • Employers must provide a reasonable amount of break time to accommodate an employee each time the employee has need to express breast milk. 
  • Employers must provide the employee with the use of a room or other location to express breast milk in private.
  • If a multipurpose room is used, the use of the room for lactation use must take precedence over other uses when needed for lactation. 

Under SB 142, the lactation room/location cannot be a bathroom and must be in close proximity to the employee’s work area, shielded from view, and free from intrusion while the employee is expressing milk.

Employers must also provide access to a sink with running water; and refrigerator suitable for storing milk in close proximity to the employee’s workspace. 

The lactation room/location must also comply with all of the following: 

  • Be safe, clean, and free of hazardous materials. 
  • Contain a surface to place a breast pump and personal items. 
  • Contain a place to sit. 
  • Have access to electricity or alternative devices, including, but not limited to, extension cords or charging stations, needed to operate an electric or battery-powered breast pump. 

Employers can comply with SB 142 by designating a lactation location that is temporary, due to operational, financial, or space limitations. Temporary spaces cannot be a bathroom and must be otherwise compliant with the lactation room requirements.

Employers with less than 50 employees may be exempt from a lactation requirement if they can show the requirement imposes an undue hardship by causing significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer’s business. 

Denial of reasonable break time or adequate space to express breast milk violates Labor Code section 226.7 and the aggrieved employee may file a complaint with the Labor Commissioner.

Employers are also prohibited from discharging, discriminating or retaliating against an employee for exercising or attempting to exercise any lactation right and the aggrieved employee may file a complaint with the Labor Commissioner. 55 Lactation Accommodation. 

Employers must implement a policy regarding lactation accommodation that includes the following:

  • A statement about an employee’s right to request lactation accommodation
  • The process by which the employee requests lactation accommodation
  • The employer’s obligation to respond to the lactation accommodation request
  •  A statement about an employee’s right to file a complaint with the Labor Commissioner for any violation

Policy must be included in the handbook or policies made available to employees and distributed to new employees upon hire and whenever they ask about or request New Parent Leave. 

Company Tip: Start thinking about the decor and privacy around a location that can be used for lactation and include this in your company benefits as a selling point in working at your organization. 

#3 –  AB 1804 Occupational Injuries and Illness Reporting Reporting 

AB 1804 requires employers to immediately report serious occupational injury, illness or death to the Division of Occupational Safety and Health (DOSH) by telephone or through an online mechanism established for this purpose. Until this online mechanism is available, employers are permitted to make the report by telephone or email. 

Company Tip: Remember if an ambulance is called, you should report it! The ambulances are the easiest way for OSHA to find that a company wasn’t in compliance with this new law. 

#4 – AB 547 Sexual Violence and Harassment Prevention Training for Janitorial Workers 

AB 547 requires the DLSE to issue 2 types of registrations for employers of janitorial workers; One for registrants without employees; and one for registrants with employees.

AB 547 also prohibits the DLSE from approving a registration if the employer does not include in their written application the name of any subcontractor or franchise servicing contracts affiliated with branch locations and the name of any subcontractor on franchise servicing the contracts. 

AB 547 requires the DLSE to create a training advisory committee that compiles a list of qualified trainers that employers are required to use for the biennial in-person sexual violence and harassment prevention training for janitorial workers. 

The list will be on the DLSE’s website by January 1, 2021.

Under AB 547, employers must document and certify compliance with the training requirements on a form specified by the DLSE. 

Company Tip: Inquire about the Hire Up training classes that we offer through our HR division!

#5 – AB 1355 Revisions to the California Consumer Privacy Act

The California Consumer Privacy Act (CCPA) grants consumers, which includes job applicants and employees, rights regarding their personal information held by businesses, including the right to request disclosure of the specific personal information the business has collected regarding the consumer within 45 days. 

Companies are subject to the CCPA if they: 

  • Do business in California
  • Collect the personal information of consumers, including job applicants and employees


  • Have annual gross revenue over $25 million; or annually receive, sell or share personal information about more than 50,000 or more California residents or households or 50,000 devices
  • or derive 50% or more of their annual revenue from selling personal information about consumers.

AB 1355 will extend the deadline for compliance with portions of the CCPA to January 1, 2021. 

However, as of January 1, 2020, employers subject to the CCPA must disclose to job applicants and employees the categories of personal information it collects about them and the purposes for which the information will be used.

Such employers are then prohibited from using any personal information about job applicants and employees for any purpose that is not listed on this required disclosure. 

Company Tip: Write a policy about this early and have a practice of transparency. If you need help in writing the policy, inquire about the HR division options to help you create one for your organization. 

Final Notes

That wraps up the list of the top 5 new laws and law updates that become effective this year and next.

Remember, this article is for informational purposes only. All rights are reserved. Nothing stated in this article is intended to imply that the results of any current or future cases are guaranteed or may be predicted. There is no substitute for legal advice. The law is frequently changing. 

The material contained herein is a compilation of materials from separate and unique sources and is the sole property of Hatmaker Law Group. These materials are not intended to replace legal counsel or serve as legal advice on specific facts. Instead, the information provided should be used to identify issues and obtain basic information concerning labor, employment, and human resources concerns. 

To the fullest extent permitted by law, any reproduction of these materials in any form or incorporation of its contents into any information retrieval system or any use without the express written consent of Hatmaker Law Group is prohibited. Please direct all inquiries to Laura Dakin, Office Manager, Hatmaker Law Group, 7522 N. Colonial, Ste. 105, Fresno, CA 93711, (559) 374-0077.

Hey Fresno – We’ve Got Another EOTM to Share with You!

Jamie has been wonderful to work with and we are very happy to have her represent Hire Up Staffing out in the field.

-Hire Up Staffing Recruiter

Introducing Jamie – our Employee of the Month for February! She is a Bookkeeper for one of our top clients! When choosing our EOTMs we search high and low for the best of the best. We not only try to find the employees who are performing well in their placement, but we also look for people who go above and beyond, people who are team players, who love what they do, and who work hard. Jamie checks off all these boxes and this award is well deserved. Thank you Jamie for doing such a great job!

Introducing our Modesto EOTM for February!

She is doing an INCREDIBLE job. We are very sad to see her go but we don’t have an opening to consider her for internally. She is such a good employee, she got hired internally in another site!


Happy February everyone!! We are so excited to announce this month’s EOTM for the entire Modesto area. Nancy is a Medical assistant for one of our top clients. She’s done amazing in her placement and just got hired internally – that’s right… for a permanent position. We are so excited to have Nancy represent Hire Up Staffing in the field. Thank you for all of your hard work!


Q: How long have you worked with Hire Up Staffing?

A: I have been with Hire Up for the past 3 months.

Q: Tell us something about your experience with Hire Up.

A: I really appreciate the communication I have with Hire Up Staffing. They answer all my questions or requests when needed!

Q: Tell us a bit about your placement.

A: My assignment is very hands on, my partners are very helpful and make sure that I have what I need to do my job and advance my skills.

Q: What do you love about your job?

A: I really appreciate my job, the new things I have learned and the fact that the team see’ growth within me!

Q: A little fun blurb about you!

A: I like to workout and eat right, but dislike any type of veggies!

Attention Bakersfield – We’ve got another EOTM to share with you!

We are so excited to have Breanne representing Hire Up Staffing for one of our top clients! Great job!

Hire Up Staffing Supervisor

We can’t believe that February is already half way gone! We thought it was the perfect time to share our Bakersfield EOTM with you for this month – She’s smart, hard working, great at what she does, and extremely reliable. We value her presence and contribution in her placement and are SO excited to have such a wonderful employee represent our company in the field. Breanne, THANK YOU FOR ALL THAT YOU DO!


Q: How long have you worked with Hire Up Staffing?

A: I have worked for Hire Up for a few months now!

Q: Tell us something about your experience with Hire Up.

A: My experience has been great. They were able to find me a job very quick.

Q: Tell us a bit about your placement.

A: I am a Resident Manager.

Q: What do you love about your job?

A: I love that I get to help people in need. I also love that I get to interact with customers regularly.

Q: A little fun blurb about you!

A: I am a very positive person and I LOVE COFFEE!