On Friday May 15th, in consultation with the U.S. Department of the Treasury, the Small Business Administration (SBA) released an application for Paycheck Protection Program (PPP) loan forgiveness. The application includes detailed instructions on how to complete the form as well as how to calculate forgiveness amount. The SBA is also expected to issue additional regulations and guidance soon, to further assist borrowers as they complete their applications, and to provide lenders with guidance on their responsibilities.
Included on the form and in the instructions are several measures to reduce compliance burdens and simplify the process for borrowers, including:
- Options for borrowers to calculate payroll costs using an “alternative payroll covered period” that aligns with borrowers’ regular payroll cycles
- Flexibility to include eligible payroll and non-payroll expenses paid or incurred during the eight-week period after receiving their PPP loan
- Step-by-step instructions on how to perform the calculations required by the CARES Act to confirm eligibility for loan forgiveness
- Borrower-friendly implementation of statutory exemptions from loan forgiveness reduction based on rehiring by June 30
- Addition of a new exemption from the loan forgiveness reduction for borrowers who have made a good-faith, written offer to rehire workers that was declined
To apply for forgiveness of a PPP loan, the borrower must complete the application as directed in the instructions, and submit it to the lender that is servicing the loan at the conclusion of the eight week covered period, which begins on the date of disbursement on the loan. Download the Paycheck Protection Program Loan Forgiveness Application and instructions here.
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About Emplicity:
Since 1995, Emplicity has provided a smarter, more secure, and integrated platform of employer services to its 300 business clients and their 8,500 employees. As a Professional Employer Organization, or PEO, the California-based HR outsourcing firm simplifies the compliance, administration, and support businesses need in the areas of employee benefits, payroll, and human resources technology.
NOTICE: Emplicity provides HR advice and recommendations. Information provided by Emplicity is not intended as a substitute for employment law counsel. At no time will Emplicity have the authority or right to make decisions on behalf of its clients.
