Effective at noon on March 24, 2020, Massachusetts will become the latest state to close non-essential businesses in the effort to slow the spread of COVID-19.  As covered here previously, Connecticut and New York issued substantially similar executive orders in days immediately prior.  The Massachusetts order identifies “essential” businesses, orders the closing of non-essential businesses and organizations, and prohibits gatherings of more than ten people, with limited exceptions.  The order will remain in effect until April 7, 2020, but will likely be extended at a later date.

Massachusetts essential services are comprehensively set forth here.  The order also affirmatively encourages non-essential business to “continue operations remotely” where possible, and specifically encourages food and beverage establishments to offer take-out and delivery services, so long as social distancing can be maintained.

The essential services guidance is subject to amendment, but appears to be much more detailed than New York or Connecticut’s materially substantially similar orders.  Each state’s respective order appears to be based upon advisory federal guidance.  We urge you to review the Massachusetts list in full to assess whether your services, or the services you are seeking, are essential.  Several categories of services are deemed essential and summarized as follows:

  • Healthcare, Public Health, and Human Services: In addition to the front-line medical personnel battling COVID-19, the order explicitly deems essential many classes of services that support them, including but not limited to, blood donors, hospital administrators and support staff, workers in non-COVID-19-related in-patient and out-patient facilities, pharmacy employees, workers who support economically disadvantaged populations, and mortuary workers.
  • Law Enforcement, Public Safety, and First Responders: Police and Fire Departments, Emergency Medical Technicians, 911 operators, and various employees that support those functions.
  • Food and Agriculture: In addition to employees at supermarkets and restaurants, all manner of workers who impact the food supply chain, including food manufacturers, farm workers, workers supporting seafood and fishermen, food testing lab employees, and animal agriculture employees, are essential.
  • Energy: Workers related to electricity, petroleum, natural and propane gas, and steam are deemed essential.
  • Transportation and Logistics: Services related to ground, air, rail, and water transit are essential. Amongst the essential explicitly included are (1) rental car operators, and (2) automotive repair shops, (3) mass transit workers, and (4) public and private postal and shipping workers.
  • Public Works: Includes workers that support public works systems including roads, bridge and sewers, as well as “plumbers, electricians, exterminators, inspectors and other service providers” that may fix problems at your residence.
  • Communications: Employees that support communications infrastructure, the media, and customer support staff are amongst the essential.
  • Information Technology: Workers who provide public or private information technology services, and support staff required for them, including janitorial personnel, are essential.
  • Other Community Based Essential Functions and Government Operations: This broad category contains varied services including weather forecasters, educators, hotel workers, critical government workers, workers in sober homes, pet supply stores, laundromats, and places of worship. If you do not see your business function listed elsewhere, check this category carefully.
  • Critical Manufacturing: “Workers necessary for the manufacturing of materials and products needed for medical supply chains including personal protective equipment and hygiene products, transportation, energy, communications, food and agriculture, chemical manufacturing, nuclear facilities, the operation of dams, water and wastewater treatment, emergency services, and the defense industrial base.”
  • Hazardous Materials: Nuclear facility and other hazardous materials workers are essential.
  • Financial Services: Workers essential to financial systems and consumer access to money.
  • Chemical: Workers supporting the chemical and industrial gas supply chains.
  • Defense Industrial Base: Workers who support the federal government and military.

If not listed, business may request an essential designation through the following link: https://www.mass.gov/forms/essential-service-designation-request. Related questions can be submitted to covid19.biz@mass.gov.

Murtha attorneys are available (remotely) to help you and your business make sense of Massachusetts’ guidance during these trying times.

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Photo of Patricia E. Reilly Patricia E. Reilly

Patricia E. Reilly, a partner at Murtha Cullina, serves as chair of  the firm’s Labor & Employment practice and co-chair of the Education practice.

She litigates employment, wage and hour, and restrictive covenant cases in state and federal courts. She also appears before…

Patricia E. Reilly, a partner at Murtha Cullina, serves as chair of  the firm’s Labor & Employment practice and co-chair of the Education practice.

She litigates employment, wage and hour, and restrictive covenant cases in state and federal courts. She also appears before the Connecticut Commission on Human Rights and Opportunities, the EEOC, the Connecticut Department of Labor, and the U.S. Department of Labor. Whether resolving a matter pre-litigation or litigating a case to trial, Tricia uses her first-rate strategic litigation skills to advocate for her clients’ interests. She works closely with her clients to ensure that the litigation is executed with the highest degree of skill and professionalism.

In addition to maintaining a thriving litigation practice, Tricia advises clients on a wide range of employment law matters, including sexual harassment and discrimination avoidance; disability and pregnancy accommodation; FMLA; wage and hour compliance; and trade secrets and restrictive covenants. She also provides training and presents on labor and employment issues, particularly sexual harassment prevention.  Tricia represents clients in a wide range of industries and sectors, including education (colleges, universities and independent schools), health care, financial services, retail, food and beverage, transportation services, energy, and manufacturing.

Tricia is listed as a leading Labor and Employment Lawyer in Chambers USA. In addition, she is listed in Best Lawyers in America®. In 2017 and 2020, Best Lawyers in America® recognized her as “Lawyer of the Year” for New Haven, Litigation – Labor and Employment, and in 2020 Best Lawyers also recognized her as “Lawyer of the Year” for New Haven Employment Law – Management.  In 2019 and 2020, Super Lawyers listed Tricia among the Top 25 Women Attorneys in Connecticut.

Photo of Salvatore G. Gangemi Salvatore G. Gangemi

Salvatore G. Gangemi, a partner at Murtha Cullina, is a veteran labor and employment lawyer with nearly 30 years of litigation and counseling experience.

Employers from across the industry spectrum, including established companies in the senior living and health care fields; manufacturing, construction…

Salvatore G. Gangemi, a partner at Murtha Cullina, is a veteran labor and employment lawyer with nearly 30 years of litigation and counseling experience.

Employers from across the industry spectrum, including established companies in the senior living and health care fields; manufacturing, construction, retail and service firms; and emerging companies, seek Sal’s legal counsel to navigate today’s complex local, state and federal employment laws. His practice includes resolving disputes; advocating in courts and before administrative agencies; counseling on employment-related issues arising from acquisitions; and guiding clients in both long-range strategy and day-to-day administration of their workplaces and employees.

At the federal level, Sal brings extensive experience in OSHA investigations, audits and proceedings; the Fair Labor Standards Act (FLSA); Title VII discrimination matters; the Age Discrimination in Employment Act (ADEA); the Americans with Disabilities Act (ADA); and the Family Medical Leave Act (FMLA). He is also well-versed in state and local employment regulations.

Sal regularly represents clients in matters before the Equal Employment Opportunity Commission (EEOC), the U.S. Department of Labor and other federal agencies. On the state level, he appears before the New York State Division of Human Rights; the New York City Commission on Human Rights; the Connecticut Commission on Human Rights and Opportunities; the Connecticut Department of Labor; and the New York State Department of Labor. He has litigated cases involving misappropriation of trade secrets, restrictive covenants, breach of employment contract, fiduciary duty and other work-related common law claims.

Clients rely on Sal’s advice on routine human resources matters that arise in their businesses, including requests for reasonable accommodation for those with disabilities, family and medical leave issues, hiring and termination, and wage and hour concerns. Known for his proactive approach to identifying issues before they escalate, he conducts compliance training on sexual harassment prevention and other topics, performs worker classification practice and policy audits, and drafts employment policies and agreements. Sal shares his knowledge of the ever-evolving employment law landscape by speaking at events, conducting continuing legal education seminars and writing articles for a variety of publications.