SBA programs under the Coronavirus Aid, Relief, and Economic Security (CARES) Act

By Andrea Budano and Natalia Curto

The Coronavirus Aid, Relief, and Economic Security (CARES) Act is arguably the largest economic relief bill in recent U.S. history, allocating $2.2 trillion to individuals and businesses affected by COVID-19. The CARES Act programs specifically addressing small businesses are the SBA 7(a) Paycheck Protection Program (“PPP”) and the SBA Economic Injury Disaster Loan (“EIDL”) grant allocating more than $360 billion to small business owners and entrepreneurs through the Small Business Administration.  

Please find below a short guide to these SBA managed financial aids.

The Paycheck Protection Program 

The Paycheck Protection Program (“PPP”) provides 100% federally guaranteed loans and forgivable loans to small businesses to pay their employees during the COVID-19 crisis.

Who is eligible?

  • Small business with fewer than 500 employees (full-time, part-time, and any other status);
  • Small business that otherwise meets the SBA’s size standards;
  • Sole proprietors, independent contractor, self-employed individuals who regularly carry on any trade or business ;
  • Tribal business concern that meets the SBA size standard; 
  • A 501(c)(19) Veterans Organization that meets the SBA size standard.

To qualify an applicant must have been in operation on February 15, 2020 and have been paying employees at that time.

What kind of aid is available?

Loans which can be up to 2.5 x the borrower’s average monthly payroll costs (up to $100,000 on the amount of an individual employee’s compensation), to cover business expenses for an 8-week period between February 15, 2020 and June 30, 2020. Business expenses can include payroll costs, rents, mortgage interest, and utilities. PPP loans cannot exceed $10 million, will have a maturity of 2 years and an interest rate of .5%.

SBA will forgive a PPP loan if all employees are kept on the payroll for eight weeks and the money is used to cover payroll costs, and most mortgage interest, rent, and utility costs over the 8 week period after the loan is made and employee and compensation levels are maintained.

Additionally, the following requirements must be met:

  • No more than 25% of the forgiven amount may be for non-payroll costs. 
  • The loan forgiveness cannot exceed the principal. 
  • The amount of loan forgiveness is reduced if there is a reduction in the number of employees or a reduction greater than 25% in wages paid to employees. 
  • A decrease of employees or wages occurring between February 15, 2020 and April 26, 2020 shall not reduce the amount of loan forgiveness if by June 30, 2020 the borrower re-hires the employees that were previously laid off.

SBA Economic Injury Disaster Loan Program (“EIDL”)

Who is eligible?

Small businesses with 500 or fewer employees (or an industry size standard above 500 set by the SBA) affected by COVID-19. 

What kind of aid is available?

Low-interest working capital loans of up to $2 million with an interest rate of 3.75% for small businesses and 2.75% for nonprofits. Loan repayment terms vary by applicant, up to a maximum of 30 years. EIDL loans can cover accounts payable, debts, payroll and other bills that cannot be paid due to the COVID-19. Small business can apply for both a PPP and an EIDL loan, but cannot use them toward the same expenses.

Small Business Debt Relief Program

Who is eligible?

Small businesses with 500 or fewer employees (or an industry size standard above 500 set by the SBA) affected by COVID-19. 

What kind of aid is available?

Under the Small Business Debt Relief Program the SBA will cover all loan payments on non-EIDL loans, including principal, interest, and fees, for six months. This relief will also be available to new borrowers who take out loans within six months of the President signing the bill into law.

Eligible business can apply for SBA relief programs starting from April 3. Here‘s a guide on the SBA relief programs under CARES Act

Employment Law Update: Families First Coronavirus Response Act

The Families First Coronavirus Response Act (“FFCRA”), effective on April 1, 2020 through December 31, 2020, applies to leave taken for reasons related to COVID-19, between April 1, 2020, and December 31, 2020.  FFCRA pertain to private employers with fewer than 500 employees and certain public sector employers, and the benefits will apply to employees who have been employed for at least 30 days. 

Under FFCRA, employees are entitled to: up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave at regular (100%) rate, up to $511/day ($5,110 in total) if employee: (1) is subject to a COVID-19 related federal, state, or local quarantine or isolation order; or (2) has been advised by a health care provider to self-quarantine related to COVID-19; or (3) is suffering from COVID-19 related symptoms and seeking a medical diagnosis; (4) up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave at 2/3 pay, up to $200/day ($2,000 in total) if employee is caring for a relative in the situation described at (1) or to (2); or (5) up to 12 weeks of paid sick leave and expanded family and medical leave at 2/3 pay, up to $200/day ($12,000 in total) if employee 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) up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave at 2/3 pay, up to $200/day ($2,000 in total) if employee is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.

Employers must post (or email to employees) a notice from the U.S. Department of Labor. The poster may be downloaded at this link: https://www.dol.gov/sites/dolgov/files/WHD/posters/FFCRA_Poster_WH1422_Non-Federal.pdf

The FFCRA allows the U.S. Department of Labor to issue regulations to exclude emergency responders and/or businesses with less than 50 employees where the requirements “would jeopardize the viability of the business as a going concern.” The U.S. Department of Labor, however, has not yet issued regulations.  But the guidelines on the Department of Labor’s website provide that “[s]mall businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern.”

Finally, employers are required to reinstate employees to the same (or equivalent) job position, if the employee took a paid emergency or sick leave under FFCRA.  Under certain conditions, an exception is provided for employers with fewer than 25 employees.  In the event, the employer with less than 25 employees must eliminate the employee’s position because of an economic downturn caused by the public health emergency, the employer must make a reasonable effort to restore the employee to an equivalent position at the end of the leave.  In the event, no equivalent position is available within 12 months following the leave, the employer must make reasonable efforts to contact former employee if another position equivalent to the last becomes available.

Contracts in the time of COVID-19: issues arising from contractual nonperformance due to the coronavirus pandemic

By Andrea Budano

The worldwide spread of the coronavirus (“COVID-19”) pandemic is heavily affecting human lives and businesses alike. 

Before the World Health Organization (“WHO”) officially declared a pandemic, and at an increased pace afterwards, COVID-19 has been and still is disrupting global businesses, supply chains and the workforce.  National, state, and local governments have been forced to adopt sudden and incrementally restrictive measures to contain the spread of the virus, such as travel limitations and travel bans, “stay-at-home” orders, and closures of all locations where people congregate in numbers greater than 10.  In some countries, governments have forced closures of nonessential business and production facilities.  Even those companies allowed to continue manufacturing essential goods have experienced severe disruptions, such as adapting to workforce reduction to diminish close contacts between employees or complying with more stringent safety requirements for the protection of customers’ personnel, for example when onsite assembly or construction work is required.  The combined effect of these measures has caused entire industry sectors and their supply chains to critically slow-down, if not completely halt.

As a result of this unimaginable global turmoil, contracting parties have been inquiring about ways to excuse contractual nonperformance, including the possibility of claiming that the outbreak of COVID-19 would constitute a force majeure event to current contracts and may affect future contracts.

Can COVID-19 qualify as a force majeure event?

A proper answer may depend on a series of factors: including, but not limited to, governing law, whether an agreement included a force majeure clause, when the parties entered into the agreement, and the nature of the commercial relation between the parties, etc.  

Every contract should be initially reviewed to see if it includes a force majeure clause.  If the contract contains a force majeure clause, then the party suffering from the force majeure event may be relieved from performing its duties under the contract or allowed to terminate it. Force majeure is generally defined as an event that cannot be predicted and is beyond the parties’ control. The term includes both natural disasters, such as earthquakes, floods, tornadoes and hurricanes (the “Acts of God”), and human actions, such as wars, riots, strikes, and terrorist attacks. In order to qualify as force majeure, an event must be beyond the control of the parties, unforeseeable, and prevent a party’s performance, not simply make it more difficult or costly. Based on the language of the force majeure clause, in order to be excused, a party must show that COVID-19 is a direct cause of its nonperformance. 

If a contract includes a force majeure provision, does the clause specifically mention the possibility of a pandemic? Does it need to?

The outbreak of a worldwide pandemic with the characteristics of COVID-19 is such an unexpected and unique event, that it is unlikely the parties expressly referenced it in the force majeure clause.  However, some Courts (most notably, New York Courts) are quite literal when interpreting force majeure clauses, strictly adhering to the boundaries set by the definition of force majeure provided by the parties. Therefore, a force majeure clause, which does not specifically mention the risk of pandemic or does not include certain customary “catch-all” language to extend to unspecified circumstances, may not be sufficient to excuse the nonperforming party.

What are the remedies available in case of a force majeure event? Can its effects be mitigated?

Parties should read force majeure clauses carefully to determine the applicable notice period and the manner the force majeure event should be communicated to the other party.   The specific remedies available to the nonperforming party will depend on the express language of the force majeure clause.  In general, a party suffering from the force majeure event may be entitled to an extension of the agreed contractual time to perform under the contract or to suspend performance.  However, if the duration of the force majeure continues for an unreasonable period, then the other party may be allowed to terminate the contract.  As the widespread disruption brought by COVID-19 took the world by surprise, parties to commercial agreements are, in fact, trying – whenever possible – to renegotiate terms, mostly to extend the timeline of delivery or performance and/or reschedule payments. 

Is there a stop date beyond which the parties might be prevented from claiming COVID-19 as a force majeureevent?

In order to qualify as force majeure, an event must be unforeseeable by the parties.  While the risk of pandemic was arguably known over the previous months, the World Health Organization officially declared COVID-19 a pandemic on March 11, 2020.  A party, who entered into a contract after that date, would not be able to claim COVID-19 as unforeseeable event and request to be excused for nonperformance of the contract.  To avoid any uncertainty interpreting the parties’ intentions in contracts entered after March 11, it may be useful to explicitly indicate to what extent force majeure events will include – or not include – the effects of the COVID-19 pandemic.

What if the contract does not include a force majeure provision?

If a contract does not include a force majeure clause or if a force majeure clause does not cover the risk of pandemic, a party’s nonperformance in connection with an unforeseen event may still be excused.  The parties may seek enforcement or excusal using specific provisions of the Uniform Commercial Code (“UCC”), United Nations Convention on Contracts for the International Sale of Goods (“CISG”) or the common law principle of “impracticability.” 

Under the UCC, the seller[1] (or the lessor or supplier if the transaction is a lease[2] is not in breach of his contractual duties, provided that nonperformance was caused by an event, “the non-occurrence of which was a basic assumption on which the contract was made”[3], or if the seller has complied “in good faith with a foreign or domestic government regulation or order”[4], whether such regulation or order later proves to be invalid.  For instance, a presidential executive order requiring a factory plant to shut down in order to limit the spread of COVID-19 would likely excuse the seller.  However, the contract must have been made before the occurrence of an unforeseen event.  Therefore, seller’s nonperformance occurring after March 11, 2020 would not be excused because government intervention is a foreseeable reaction to the WHO official declaration of the coronavirus pandemic.

While the UCC deals exclusively with seller’s nonperformance, the approach adopted by CISG – the default framework governing international contracts for the sale of goods, unless the parties have expressly agreed to a different governing law – is similar to a force majeure clause.  As in a force majeure clause, a party claiming exemption should prove (1) nonperformance was due to an impediment beyond its control, (2) such impediment was not reasonably foreseeable at the time in which the contract was entered into, or (3) it should not be reasonably expected that the party claiming exemption should avoid or overcome the impediment’s consequences.[5]  Also note that CISG applies to a party’s nonperformance caused by “the failure by a third person whom he has engaged to perform the whole or a part of the contract.”[6]  This may apply to those circumstances in which COVID-19 disrupts the supply chain causing party’s nonperformance.  

If neither UCC nor CISG provisions can be applied to a contract, contractual duties may be discharged under the common law doctrine of impracticability. The party wishing to invoke impracticability must prove the following elements: (1) an event has occurred that the parties assumed would not happen; (2) continued performance is not commercially practicable; and (3) the party asserting the defense did not expressly or impliedly agree to performance in spite of impracticability.[7]

Could COVID-19 excuse the performance of a loan or M&A agreement?

Material adverse change or material adverse effect (“MAC”) provisions have been routinely added to most loan and M&A agreements, especially after the downturn in the economy caused by the September 11, 2001, terrorist attacks.  In general, MAC provisions afford lenders or buyers the possibility to terminate the envisioned transaction, between signing and closing, as a result of any effect or change that would be materially adverse to the borrower or target of an acquisition. While this is not an in-depth analysis of the application of MAC provisions, in short, a party arguing the case for a MAC, must prove that COVID-19 caused an effect or change that was materially adverse on a borrower’s or target’s business, assets, condition (financial or otherwise), results or operations.[8] Under Delaware law, the bar is very high for a buyer invoking MAC to terminate its obligation to close a deal, as MAC provisions should be interpreted “from the longer-term perspective of a reasonable acquirer”[9] and a “short-term hiccup in earnings should not suffice.”[10] Although certain industry sectors, such as the aviation industry, have already been heavily affected, it might still be too early to determine the long term effects of COVID-19 on the borrower’s or target’s business. However, it should be noted MAC “can have occurred without the effect on the target’s business being felt yet”[11] if a party can prove that an adverse effect is reasonably expected.[12] As a result, parties to a loan or M&A agreement are expected to engage in protracted negotiations in the upcoming weeks, even if COVID-19 has not yet caused an immediate decline of the borrower’s or target company’s business.

Conclusion 

No one could or can foresee the unfolding of events in connection with the evolution of the COVID-19 pandemic. It is also not possible to predict the reaction and further measures that governments around the world will implement.  In view of the current situation’s extreme uncertainty, it may be necessary to review current executed agreements and in-house contract templates as well as discuss and implement risk mitigation strategies for future contracts.


[1] UCC2-615.

[2] UCC2A-405.

[3] UCC2-615.

[4] Id.

[5] CISG, Art. 79.

[6] Id.

[7] 47 CRS Proppants LLC v. Preferred Resin Holding Co. (Del. Super. 2016).

[8] Osram Sylvania Inc. v. Townsend Ventures, LLC (Del. Ch. 2013).

[9] Akorn, Inc. v. Fresenius Kabi AG (Del. Ch. 2018).

[10] Id.

[11] Lou R. Kling & Eileen T. Nugent, Negotiated Acquisitions of Companies, Subsidiaries and Divisions (2018 ed.), § 11.04[9], at 11-60 n.102 cited in Akorn, Inc. v. Fresenius Kabi AG (Del. Ch. 2018).

[12] Frontier Oil Corp. v. Holly Corp. (Del. Ch. 2005) cited in Akorn, Inc. v. Fresenius Kabi AG (Del. Ch. 2018).