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

Click here for PPE Survey.

Click here for Assisted Living/RCF Occupancy Survey.

Arkansas Updates


Revised March 13, 2020

"Effective immediately, the Arkansas Department of Health directs all long-term care facilities to prohibit all visitation until further notice unless medically necessary or by law enforcement or other emergency personnel, a representative from the Arkansas Department of Health, a representative from the Arkansas Department of Human Services Office of Long-term Care, or a representative from the U.S. Department of Health and Human Services."

"This prohibition shall begin on March 13, 2020, and remain in effect until further notice."

Please note: A long-term care facility is defined by section 20-10-101(10) of the Arkansas Code and includes nursing homes, residential care facilities, and assisted living facilities. 

Click here to read full directive.

ALERT: Suspension of Rules for the Arkansas Long-Term Care Facility Nursing Assistant Training Program

Revised April 13, 2020

As authorized by the Governor's Executive Order 20-06 and Order 20-16, regarding the public health emergency concerning COVID-19, and power delegated to the Governor by A.C.A. § 12-75-114, the following agency rules are identified as preventing, hindering, or delaying the agency's ability to render maximum assistance to the citizens of this state and are hereby suspended for the duration of the declared public health emergency, unless otherwise state:

  • Sections IV, VII(A)(3), and VII(B), are suspended to the extent that they: (1) Require persons acting as nursing assistants to pass an examination, or (2) Prohibit facilities from employing individuals acting as a nursing assistant for more than 120 days unless the individual passes an examination. 
  • Section IV.B.5 is suspended to the extent that it limits in-class instruction to one (1) instructor for every 24 students.

Prometric has decided to extend the suspension of Nurse Aide testing in the U.S. until May 1st. Prometric will have a better understanding if, and where, testing can resume for all, or select programs, closer to April 30th. Visit Prometric's website for updates.

Use this Model Competency Checklist to document the competency of nursing assistants who are not able to complete their examination within 120 days. This checklist from DHS is based on the current Nursing Assistant Training Program curriculum for all of the knowledge and skills that CNAs would need to have to meet the needs of facility residents under that curriculum.

Documenting competency is required because even though rules relating to nursing assistant examination requirements have been temporarily suspended during this public health emergency, both state and federal rules still require that all nursing assistants become "competent" after 120 days. This means that facilities must still ensure that nursing assistants are able to demonstrate competency in skills and techniques necessary to care for residents' needs.






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.


Well-Being of Residents & Staff

LTC Providers

  • Review infection prevention and control policies and procedures for droplet precautions among residents and staff. 
  • Prepare Staff
  • Restrict all non-essential individuals from visiting your facility for the time being.
    • Explain this to residents' family members and friends.
      • Use our template letter to inform them ahead of time.
      • Use our sample notice in English or Spanish to post at your main entrance or share with visitors who come to the building.
    • Set up/help facilitate alternative forms of communication for residents: video, phone, or other methods.
  • Screen individuals who need to enter the building - including staff - for possible exposure to COVID-19. Use this revised screening toolkit and log
    • Any individual who checks YES to any questions on the screening tool should not be permitted to enter the facility.
    • Any individuals that is permitted to enter should wash their hands and use hand sanitizer upon entrance and throughout their stay.
    • Use this template log for personnel to track employees & temps coming into the facility.
  • Restrict group activities within and outside the building.
    • Cancel trips into the community at-large.
    • Restrict group activities and communal dining within the facility.
    • Cancel activities with outside volunteers (e.g., school bands/choirs, pet therapists).
  • Take stock of your PPE. Complete our PPE Survey.
  • Communicate, communicate, communicate
    • Make sure you have current emergency contact information for family members and loved ones.
    • Keep residents and family members informed about efforts you're taking and any new developments.
    • Contact Rachel Bunch or Cat Hamilton at the Arkansas Health Care Association if you receive media inquiries.

If a staff member shows symptoms: Have them go home immediately.

If a resident shows symptoms: Implement droplet precaution procedure, move them to an isolated room, and contact your Medical Director, ADH, and AHCA.

Visitor / Staff Screenings



Additional Resources