COVID-19 Information and Updates
During this novel coronavirus pandemic, we understand the concern and frustration everyone is facing. We are committed to keeping employees and customers safe. Please remind your staff to stay home if they are feeling sick and to sanitize the store as outlined by 7-Eleven.
We will get through these very difficult and trying times together. Please feel free to reach with any questions you may have.
As confirmed with SEI, per CEO Joe DePinto’s email last week regarding closing stores that franchisees have the choice to remain open or close their store between the hours of 12am-5am. Please coordinate with your Field Consultant as this will be a store by store scenario.
Franchisee options:
- Remain open
- Close store for 1-5 hours between 12am-5am and keep an employee on duty to receive shipments and clean/sanitize store
- Close completely store if you have a staffing problem
If you choose to close and lock your store with no employees and a break-in occurs broken windows are covered by 7-Eleven and any stolen merchandise is covered by insurance.
Information from John Barbot
If a store closes, the policy will cover all inventory for burglary, riots, vandalism, plane crash, fires. The policy will pay at cost. The maximum payment is the limit on the policy. It is important if a store closes that it be locked.
If the burglary results in a fire and the store is closed, the net loss of income coverage will kick in until the store re-opens and will continue 90 days. The amount is “actual loss sustained”.
If there is damage to the window or door, this will be picked up by 7-eleven’s insurance policy.
Since cigarettes & lottery tickets are the items most wanted, please have franchisees secure these products. Let’s make it harder for the thief to find.
If a store installs a central station alarm, there is a credit applied by the insurance company. The franchisee will have to let us know so we can inform the insurance company.
Store Closures:
https://www.7-eleven.com/info/coronavirus-store-updates
Additional Resources:
7-Eleven’s response to COVID-19
Sanitizing Worksheet (excel)
Store Emergency Closure Checklist
Employee Rights
Paid Sick Leave and Expanded Family and Medical Leave under the Families First Coronavirus Response Act
The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020.
PAID LEAVE ENTITLEMENTS Generally, employers covered under the Act must provide employees: Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or Federal minimum wage, paid at: • 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total; • 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total; and • Up to 10 weeks more of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5 below for up to $200 daily and $12,000 total. A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period.
ELIGIBLE EMPLOYEES In general, employees of private sector employers with fewer than 500 employees, and certain public sector employers, are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Employees who have been employed for at least 30 days prior to their leave request may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below.
QUALIFYING REASONS FOR LEAVE RELATED TO COVID-19 An employee is entitled to take leave related to COVID-19 if the employee is unable to work, including unable to telework, because the employee:
- Is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
- has been advised by a health care provider to self-quarantine related to COVID-19;
- is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
- is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
- Is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or
- Is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.
ENFORCEMENT The U.S. Department of Labor’s Wage and Hour Division (WHD) has the authority to investigate and enforce compliance with the FFCRA. Employers may not discharge, discipline, or otherwise discriminate against any employee who lawfully takes paid sick leave or expanded family and medical leave under the FFCRA, files a complaint, or institutes a proceeding under or related to this Act. Employers in violation of the provisions of the FFCRA will be subject to penalties and enforcement by WHD. 5. is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or 6. is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.
For additional information or to file a complaint: 1-866-487-9243
TTY: 1-877-889-5627 dol.gov/agencies/whd
