COVID-19 Outbreak (Update: More than 2.9M cases and 132,313 deaths in US)

These are the guidelines as I understand them, at least for the State of Texas.

Employers May Need to Obtain Face Coverings for Their Employees
Employers should be making and documenting good-faith efforts to secure face coverings as a required element of doing business. The CDC's website includes do-it-yourself (DIY) options for making one's own face covering using materials such as T-shirts, bandanas and hair ties, and numerous similar tutorials can be found online. Employers should consider providing employees with such instructions and materials (at the employer's expense) as an interim measure while they continue to source more standard face coverings. In such cases, the employer should determine with the help of counsel whether the employee's time spent making face coverings is compensable.
Employees Who Want to Use Their Own Face Coverings
When the employer is having difficulty sourcing face coverings or employees prefer to use their own, employers must make sure that the employee-sourced face coverings meet the CDC's recommendations and that they are cleaned regularly and correctly. Given the proliferation of novelty masks and materials, employees should be cautioned that DIY face coverings must be workplace-appropriate and employers should issue guidelines on the material used and prohibit use of offensive images, messages or content.
Training Employees on Proper Use, Storage and Cleaning of Face Coverings
Employers should provide employees with instructions and, if possible, training on how to wear, maintain, clean, store and remove their face coverings in accordance with federal, state and local laws. Employees must securely cover their noses and mouths, should not reverse their face covering, should not touch, move or remove their face coverings unnecessarily in the workplace, should not share their face coverings with others, and must keep them clean in the manner required by the orders at issue. Employees should be trained to avoid touching their eyes, nose and mouth when removing their face covering and to wash their hands thoroughly immediately after removing.
Employers that decide to provide employees with single-use face coverings must provide a sufficient supply to enable employees to replace them as needed, which may be more than once a day. Employers should also instruct and train employees to properly and safely discard single-use face coverings into trash receptacles after each use.
Responding to an Employee Who Fails to Bring a Face Covering to Work
Face coverings are considered personal protective equipment (PPE). Therefore, an employee who fails to bring an approved face covering to work should not be permitted to work on-site until they are able to obtain an approved face covering.
Responding to an Employee Who Objects to Wearing a Face Covering for Medical Reasons
The initial training process by the employer should include identification of any medical issues that could interfere with wearing face coverings. Medical issues that might be raised include claustrophobia, asthma, chronic obstructive pulmonary disease (COPD) and other conditions. Employers are advised to engage in the interactive process with employees who claim they cannot wear a mask for medical reasons as required by the ADA. An employee who cannot breathe through a face covering should not be required to wear one but may need to be temporarily removed from positions that require close interaction with other employees, customers or third parties. These employees may require leave or other accommodation.
Responding to an Employee Who Declines to Wear a Face Covering for Non-Medical Reasons
The employer should analyze an employee's non-medical objections to wearing a face mask and engage in an interactive process under Title VII if the employee raises an objection that is or may be based on religious grounds. The employer will want to reevaluate preexisting grooming or dress requirements that conflict or interfere with prescribed face coverings.
There have been reports of certain employees raising bias concerns, such as where people of color wearing face coverings are wrongly suspected of criminal intent and activity. Employers should take steps to minimize this risk. Options include sourcing face coverings that clearly look like protective masks and posting notices to customers to make it clear that employees are required to wear face coverings.
Individuals who simply decline to wear face coverings but do not raise a medical or otherwise protected objection should not be permitted to work and may be disciplined for not following work requirements. This is an issue that should be addressed in new policies to be rolled out to employees as workplaces reopen and should be included in training.
Penalties for Non-Compliance
Gov. Abbott's April 27 executive order states that individuals are encouraged to wear appropriate face coverings, but that "no jurisdiction can impose a civil or criminal penalty for failure to wear a face covering." As such, the governor's order appears to supersede the portion of any local order that imposes fines or penalties for people found violating the face mask mandate.
It should be noted that Texas businesses can require customers to wear face coverings on the business premises, and that customers who refuse to wear a face covering and refuse to leave the premises may be subject to a criminal trespass warning or arrest. Businesses who adopt this policy are encouraged to contact local law enforcement officials for assistance in enforcing the policy, if necessary.