HomeMy WebLinkAbout12.02.20 FW_ SYASL COVID-19 Update
From:Ring, Brian
To:Alpert, Bruce;Bennett, Robin;Clerk of the Board;Connelly, Bill;Cook, Holly;Lambert, Steve;Lucero, Debra;
McCracken, Shari;Paulsen, Shaina;Pickett, Andy;Ring, Brian;Ritter, Tami;Rodas, Amalia;Sweeney, Kathleen;
Teeter, Doug
Cc:Snyder, Ashley;Pickett, Andy
Subject:FW: SYASL COVID-19 Update
Date:Wednesday, December 2, 2020 4:09:07 PM
Attachments:SYASL COVID-19 Update 12.2.20.pdf
Good afternoon Board –
Please see the attached from our State lobbyist. As you will see, the concern at the State level with
regard to COVID and the lack of available ICU beds has worsened in the last two days…making the
potential of another “shelter at home” type of State order more likely.
Brian Ring
Assistant Chief Administrative Officer
Administration
25 County Center Drive, Oroville, CA 95965
T:
From: SYASL County Info <SYASLCountyInfo@SYASLpartners.com>
Sent: Wednesday, December 2, 2020 3:44 PM
To: SYASL County Info <SYASLCountyInfo@SYASLpartners.com>
Subject: SYASL COVID-19 Update
ATTENTION: This message originated from outside Butte County. Please exercise judgment before opening
..
attachments, clicking on links, or replying.
To: County Administrative Officers and Interested Parties
From: Paul J. Yoder and Karen Lange
Date: December 2, 2020
RE: SYASL COVID-19 Update
Please find attached our daily SYASL COVID-19 update.
-Paul and Karen
COVID-19 Updates
www.covid19.ca.gov
December 2, 2020
Impending Stay-at-Home Orders
We are expecting another shelter-at-home type order that will impact essential businesses.
completely clear about application statewide. As counties know already, the lack of capacity in ICUs is
driving this likely order. Last week, the estimate was that this surge would hit ICU maximum capacity by
December 29. Based on the latest information coming from the healthcare community in the last two
days, the ICU hospital bed capacity will be reached by December 17, if not sooner. As soon as any
information is available regarding what this will actually look like, we will relay it to you. Based on the
information we have been able to obtain today, non-essential businesses will be impacted. With the
height of holiday shopping co-occurring and retailers needing this holiday season to assist in recovery
from the earlier closures, the Administration is working on what could be done to mitigate the harm
while also instituting measures to dramatically reduce the spread and lessen the surge of new
cases. There is no clear timeline for the length of the shutdown it will end or be adjusted based on
hospital capacity improving.
Newsom Administration - Resources / Mutual Aid / Executive Orders
Governor Newsom did not provide a press briefing today. You may view covid19.ca.gov for the latest
updates.
Please check the California Department of Public Health website here for the latest guidance
documents.
Workplace Rules for COVID-19
The Sacramento Bee published an article today outlining the rules the State has put in place aimed at
reducing the spread of COVID-19 in workplaces. The article includes information from Cal-OHSA,
including a one-pager. View here.
Urban Counties of California
You may view SYASL staff notes from todayhere.
A Conversation with Cabinet Secretary Ana Matosantos
As part of its Speaker Series, on December 10, PPIC will host Cabinet Secretary Ana Matosantos for a
wide--being and strategies to advance an
equitable recovery in 2021 and beyond. For free registration, view here.
Legislative / Budget News
-19 here page for updates.
The LAO has been releasing a series of reports regarding Federal actions affecting California related to
developments around COVID-19. View here.
California Department of Industrial Relations
Division of Occupational Safety & Health
Cal/OSHA COVID-19 Emergency Temporary Standards
What Employers Need to Know
November 30, 2020
California approved emergency temporary Cal/OSHA standards on COVID-19 infection prevention on
November 30, 2020. These new temporary standards apply to most workers in California not covered by
standard.
Requirements for employers covered by the COVID-19 Prevention standard
Establish, implement, and maintain an effective written COVID-19 Prevention Program that includes:
o Identifying and evaluating employee exposures to COVID-19 health hazards.
o Implementing effective policies and procedures to correct unsafe and unhealthy conditions (such
as safe physical distancing, modifying the workplace and staggering work schedules).
o Providing and ensuring workers wear face coverings to prevent exposure in the workplace.
Provide effective training and instruction to employees on how COVID-19 is spread, infection
prevention techniques, and information regarding COVID-19-related benefits that affected employees
may be entitled to under applicable federal, state, or local laws.
Cal/OSHA has developed a COVID-19 Model Prevention Program
to assist employers with developing their own written program
When there are multiple COVID-19 infections and COVID-19 outbreaks
Employers must follow the requirements for testing and notifying public health departments of workplace
outbreaks (three or more cases in a workplace in a 14-day period) and major outbreaks (20 or more cases
within a 30-day period).
COVID-19 testing for employees who might have been exposed
Requires employers to offer COVID-19 testing at no cost to their employees during their working hours
who had potential COVID-19 exposure in the workplace and provide them with the information on benefits.
tification requirements to the local health department
A new requirement that obligates employers to contact the local health department immediately but no
longer than 48 hours after learning of three or more COVID-19 cases to obtain guidance on preventing the
further spread of COVID-19 within their workplace.
Recordkeeping and reporting COVID-19 cases
Employers must maintain a record of and track all COVID-19 cases, while ensuring medical information
remains confidential. These records must be made available to employees, authorized employee
representatives, or as otherwise required by law, with personal identifying information removed. When a
COVID-19-related serious illness (e.g., COVID-19 illness requiring inpatient hospitalization) or death occurs,
the employer must report this immediately to the nearest Cal/OSHA enforcement district office.
This guidance document is an overview. For the full requirements, see
title 8 sections 3205, 3205.1, 3205.2, 3205.3, 3205.4
For assistance with developing a COVID-19 Prevention Program, employers may contact
Cal/OSHA Consultation Services at 1-800-963-9424 or at InfoCons@dir.ca.gov
For Consultation information, publications, access the following link or copy the site address:
DOSHConsultation www.dir.ca.gov/dosh/consultation.html
STATE OF CALIFORNIA GAVIN NEWSOM, Governor
DEPARTMENT OF INDUSTRIAL RELATIONS
Occupational Safety and Health Standards Board
2520 Venture Oaks Way, Suite 350
Sacramento, CA 95833
Tel: (916) 274-5721 Fax: (916) 274-5743
NOTICE OF PROPOSED EMERGENCY ACTION
BY THE OCCUPATIONAL SAFETY AND HEALTH STANDARDS BOARD
REGARDING PROPOSED CHANGES TO
CALIFORNIA CODE OF REGULATIONS, TITLE 8,
NEW SECTIONS3205; 3205.1; 3205.2; 3205.3; and 3205.4
COVID-19PREVENTION
NOTICE IS HEREBY GIVEN that the Occupational Safety and Health Standards Board (Board)
is proposing to take the action described in the Informative Digest as included in the Finding of
Emergency. The emergency filing will adopt new sections 3205; 3205.1; 3205.2; 3205.3; and
3205.4, COVID-19 Prevention, under the California Code of Regulations, Title 8, Division 1,
Chapter 4, of the General Industry Safety Orders (GISO).
Government Code Section 11346.1(a)(2) requires that, at least five (5) working days prior to
submission of the proposed emergency action to the Office of Administrative Law (OAL), the
adopting agency provide a notice of the proposed emergency action to every person who has
filed a request for notice of regulatory action with the agency. After submission of the proposed
emergency regulation to OAL, OAL shall allow interested persons five (5) calendar days to
submit comments on the proposed emergency regulation as set forth in Government Code
Section 11349.6(b). For further information on the emergency rulemaking process, access the
OAL website at: www.oal.ca.govor contact the OAL reference attorney: (916) 323-6815 /
staff@oal.ca.gov.
This proposed emergency action to adopt new sections 3205; 3205.1;3205.2; 3205.3; and 3205.4
of the GISO has been placed on the agenda of the November 2020 Board Meeting:
November 19, 2020 at 10:00 a.m.
The physical meeting location has been cancelled. Remote attendance options below:
Video Conference:www.webex.com(meeting information 268 984 996)
Teleconference: (844) 992-4726 (access code 268 984 996, attendee ID #)
Live video/audio stream(English/Spanish): https://videobookcase.com/california/oshsb/
Prior to any action by the Board to adopt the proposal, the public will be given an opportunity to
comment on the proposal. You are advised, however, that comments made at this Board
meeting or submitted to the Board in writing regarding this proposal will NOT be
forwarded to OAL; therefore, such comments directed to the Board are NOT comments
submitted to OAL in accordance with Government Code Section 11349.6.
Notice of Proposed Emergency Action
New Sections3205through3205.4,COVID-19Prevention
Page 2of 2
If this emergency proposal is adopted by the Board, the proposalwill be submitted to OAL.
Upon submission, OAL will have ten (10) calendar days within which to review and make a
decision on the proposed emergency regulation. If approved, OAL will file the emergency
regulation with the Secretary of State, and the emergency regulation will become effective for
1
180 days, with possible extensions. Within the 180-day effective period, the Board may proceed
with a regular rulemaking action, including a public comment period.
Attached to this Notice are: (1) the specific new language proposed to be adopted, and (2) the
Finding of Emergency required by Government Code Section 11346.1(b). You may also review
www.dir.ca.gov/oshsb/emergencyregulations.html.
If you have any questions regarding this proposed emergency action, please contact Christina
Shupe, Executive Officer, at (916) 274-5721.
OCCUPATIONAL SAFETY AND HEALTH
STANDARDS BOARD
---------------------------------------------------------------
DAVE THOMAS, Chairman
1
-40-20, the timelines for filing, refiling, certification and/or
review of regulations and emergency regulations are extended for a period of 60 calendar days. These timelines are
further extended for 60 daysby Executive Order N-66-20.
STANDARDS PRESENTATION Page 1of 21
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CALIFORNIA OCCUPATIONAL SAFETY AND HEALTH STANDARDS BOARD
TITLE 8, DIVISION 1, CHAPTER 4
Subchapter 7. General Industry Safety Orders
Amend Section 3205 to read:
§ 3205. COVID-19 Prevention.
(a) Scope.
(1) This section applies to all employees and places of employment, with the following
exceptions:
(A) Places of employment with one employee who does not have contact with other
persons.
(B)Employees working from home.
(C)Employees when covered by section 5199.
(2) Nothing in this sectionis intended to limit more protective or stringent state or local health
department mandates or guidance.
(b)Definitions.The following definitions apply to this section and to sections 3205.1 through
3205.4.
-infectious disease caused by the severe acute
respiratory syndrome coronavirus 2 (SARS-CoV-2).
-
(1) Has a-
(2) Is subject toCOVID-19-related order to isolate issuedby a local or state health official;
or
(3) Has dieddue to COVID-19, in the determination of a local health department or per
inclusion in the COVID-19 statistics of a county.
-e
professional determines that the person does not have COVID-19, in accordance with
recommendations made by the California Department of Public Health (CDPH) or the local
health department pursuant to authority granted under the Health and Safety Code or title
17, California Code of Regulations to CDPH or the local health department.
--19case for a cumulative
total of 15 minutes or greater in any 24--risk
coverings.
OSHSB-98(2/98)
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-
SARS-CoV-2, the virus that causes COVID-19. Potentially infectious materials include
airborne droplets, small particle aerosols, and airborne droplet nuclei, which most commonly
result from apersonor personsexhaling, talking or vocalizing, coughing, sneezing, or
procedures performed on persons which may aerosolize saliva or respiratory tract fluids,
among other things. This also includes objects or surfaces that may be contaminated with
SARS-CoV-2.
-
shortness of breath or difficulty breathing, fatigue, muscle or body aches, headache, new loss
of taste or smell, sore throat, congestion or runny nose, nausea or vomiting, or diarrhea, unless
alicensed health care professional
known condition other than COVID-19.
--CoV-2 that is:
(1) Approved by the United States Food and Drug Administration (FDA) or has an
Emergency Use Authorization from the FDA to diagnose current infection with the
SARS-CoV-2 virus; and
(2) Administered in accordance with the FDA approval or the FDA Emergency Use
Authorization as applicable.
or accessed by a COVID-19 case during the high-risk period, including bathrooms, walkways,
hallways, aisles, break or eating areas, and waiting areas. The exposed workplace does not
include buildings or facilities not entered by a COVID-19 case.
ncludes but is not limited to the
-19 case as defined by Labor Code section 6409.6(d)(5).
-woven material with no visible holes or
openings, which covers the nose and mouth.
High-riskexposuremeansthefollowingtimeperiod:
(1)ForpersonswhodevelopCOVID-19symptoms:fromtwodaysbeforetheyfirst
developsymptomsuntil10daysaftersymptomsfirstappeared,and24hourshave
passedwithnofever,withouttheuseoffever-reducingmedications,andsymptoms
haveimproved;or
(2)ForpersonswhotestpositivewhoneverdevelopCOVID-19symptoms:fromtwodays
beforeuntiltendaysafterthespecimenfortheirfirstpositivetestforCOVID-19was
collected.
(c)Written COVID-19 Prevention Program. Employers shall establish, implement, and maintain
an effective, written COVID-19 Prevention Program, which may be integrated into the
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employer's Injury and Illness Program required by section 3203, or be maintained in a
separate document. The written elements of a COVID-19 Prevention Program shall include:
(1) System for communicating. The employer shall do all of the following in a form readily
understandable by employees:
(A) Ask employees to report to the employer, without fear of reprisal, COVID-19
symptoms, possible COVID-19 exposures, and possible COVID-19 hazards at the
workplace.
(B) Describe procedures or policies for accommodating employees with medical or other
conditions that put them at increased risk of severe COVID-19 illness.
(C) Provide information about access to COVID-19 testing. If testing is required under this
section, section 3205.1, or section 3205.2, the employer shall inform affected
employees of the reason for the COVID-19 testing and the possible consequences of a
positive test.
(D) In accordance with subsection (c)(3)(B)3., communicate information about COVID-19
-19 policies and procedures to employees and to
other employers, persons, and entities within or in co
workplace.
NOTE: See subsections (c)(3)(C) and (c)(3)(D) for confidentiality requirements for
COVID-19 cases.
(2) Identification and evaluation of COVID-19 hazards.
(A) The employer shall allow for employee and authorized employee representative
participation in the identification and evaluation of COVID-19 hazards.
(B) The employer shall develop and implement a process for screening employees for and
responding to employees with COVID-19 symptoms. The employer may ask
employees to evaluate their own symptoms before reporting to work. If the employer
conducts screening at the workplace, the employer shall ensure that face coverings are
used during screening by both screeners and employees and, if temperatures are
measured, that non-contact thermometers are used.
(C) The employer shall develop COVID-19 policies and procedures to respond effectively
and immediately to individuals at the workplace who are a COVID-19caseto prevent
or reduce the risk of transmission of COVID-19 in the workplace.
(D) The employer shall conduct a workplace-specific identification of all interactions,
areas, activities, processes, equipment, and materials that could potentially expose
employees to COVID-19 hazards. Employers shall treat all persons, regardless of
symptoms or negative COVID-19 test results, as potentially infectious.
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1. This shall include identification of places and times when people may congregate or
come in contact with one another, regardless of whether employees are performing
an assigned work task or not, for instance during meetings or trainings and including
in and around entrances, bathrooms, hallways, aisles, walkways, elevators, break or
eating areas, cool-downareas, and waiting areas.
persons at the workplace or who may enter the workplace, including coworkers,
employees of other entities, members of the public, customers or clients, and
independent contractors. Employers shall consider how employees and other
persons enter, leave, and travel through the workplace, in addition to addressing
fixed work locations.
(E) For indoor locations, the employer shall evaluate how to maximizethequantity of
outdoor air andwhether it is possible to increase filtration efficiency to the highest
level compatible with the existing ventilation system.
(F) The employer shall review applicable orders and guidance from the State of California
and the local health department related to COVID-19 hazards and prevention, including
location, and operations.
(G) The employer shall evaluate existing COVID-19 preventioncontrols at the workplace
and the need for different or additional controls. This includes evaluation of controls in
subsections (c)(4), and (c)(6) through (c)(8).
(H) The employer shall conduct periodic inspections as needed to identify unhealthy
conditions, work practices, and work procedures related to COVID-19 and to ensure
-19 policies and procedures.
(3) Investigating and responding to COVID-19 cases in the workplace.
(A) Employers shall have an effective procedure to investigate COVID-19cases in the
workplace. This includes procedures for verifying COVID-19 case status, receiving
information regarding COVID-19 test results and onset of COVID-19 symptoms, and
identifying and recording COVID-19 cases.
(B) The employer shall take the following actions when there has been a COVID-19case
at the place of employment:
1. Determine the day and time the COVID-19 case was last present and, to the extent
possible, the date of the positive COVID-19 test(s) and/or diagnosis, and the date the
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COVID-19 case first had one or more COVID-19symptoms, if any were
experienced.
2. Determine who may have had a COVID-19 exposure. This requires an evaluation of
the activities of the COVID-19 case and all locations at the workplace which may
have been visited by the COVID-19 case during the high-risk exposure period.
Note: See subsection (c)(10) for exclusion requirements for employees with COVID-
19 exposure.
3. Give notice of the potential COVID-19 exposure, within one business day, in a way
that does not reveal any personal identifying information of the COVID-19 case, to
the following:
a. All employees who may have had COVID-19exposure and their authorized
representatives.
b.Independent contractors and other employers present at the workplace during the
high-riskexposure period.
4. Offer COVID-19 testing at no costto employeesduring their working hours to all
employees who had potential COVID-19 exposure in the workplace and provide them
with the information on benefits described in subsections (c)(5)(B) and (c)(10)(C).
5.Investigate whether any workplace conditions could have contributed to the risk of
COVID-19 exposure and what could be done to reduceexposure to COVID-19
hazards.
(C) Personal identifying information of COVID-19 cases or persons with COVID-19
symptoms shall be kept confidential. All COVID-19 testing or related medical services
provided by the employer under this section and sections 3205.1 through 3205.4 shall
be provided in a manner that ensures the confidentiality of employees.
EXCEPTION to subsection (c)(3)(C): Unredacted information on COVID-19 cases
shall be provided to the local health department, CDPH, the Division, the National
Institute for Occupational Safety and Health (NIOSH), or as otherwise required by law
immediately upon request.
(D) The employer shall ensure that all employee medical records required by this section
and sections 3205.1 through 3205.4 are kept confidential and are not disclosed or
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reported without the employee's express written consent to any person within or
outside the workplace.
EXCEPTION 1 to subsection (c)(3)(D): Unredacted medical records shall be provided
to the local health department, CDPH, the Division, NIOSH, or as otherwise required
by law immediately upon request.
EXCEPTION 2 to subsection (c)(3)(D): This provision does not apply to records that
do not contain individually identifiable medical information or from which individually
identifiablemedical information has been removed.
(4) Correction of COVID-19 hazards.Employers shall implement effective policies and/or
procedures for correcting unsafe or unhealthy conditions, work practices, policies and
procedures in a timely manner based on the severity of the hazard. This includes, but is
not limited to, implementing controls and/or policies and procedures in response to the
evaluations conducted under subsections (c)(2) and (c)(3)and implementing the controls
required by subsection (c)(6) through (c)(8).
(5) Training and instruction. The employer shall provide effective training and instruction to
employees that includes the following:
-19 policies and procedures to protect employees from
COVID-19 hazards.
(B) Information regarding COVID-19-related benefits to which the employee may be
entitled under applicable federal, state, or local laws. This includes any benefits
law, the federal Families First Coronavirus
Response Act,Labor Code sections 248.1 and 248.5, Labor Code sections 3212.86
and leave guaranteed by contract.
(C) The fact that COVID-19 is an infectious disease that can be spread through the air
when an infectious person talks or vocalizes, sneezes, coughs, or exhales; that COVID-
19 may be transmitted when a person touches a contaminated object and then touches
their eyes, nose, or mouth, although that is less common; and that an infectious person
may have no symptoms.
(D) Methods of physical distancing of at least six feet and the importance of combining
physical distancing with the wearing of face coverings.
(E) The fact that particles containing the virus can travel more than six feet, especially
indoors, so physical distancing must be combined with other controls, including face
coverings and hand hygiene, to be effective.
OSHSB-98(2/98)
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(F) The importance of frequent hand washing with soap and water for at least 20 seconds
and using hand sanitizer when employees do not have immediate access to a sink or
hand washing facility, and that hand sanitizer does not work if the hands are soiled.
(G) Proper use of face coverings and the fact that face coverings are not respiratory
protective equipment.
(H) COVID-19 symptoms, and the importance of not coming to work and obtaining a
COVID-19 test if the employee has COVID-19 symptoms.
(6) Physical distancing.
(A) All employees shall be separated from other persons by at least six feet, except where
an employer can demonstrate that six feet of separation is not possible, and except for
momentary exposure while persons are in movement. Methods of physical distancing
include: telework or other remote work arrangements; reducing the number of persons
in an area at one time, including visitors; visual cues such as signs and floor markings
to indicate where employees and others should be located or their direction and path of
travel; staggered arrival, departure, work, and break times; and adjusted work processes
or procedures, such as reducing production speed, to allow greater distance between
employees.
(B) When it is not possibleto maintain a distance of at least six feet, individuals shall be as
far apart as possible.
(7) Face coverings.
(A) Employers shall provide face coverings and ensure they are worn by employees over
the nose and mouth when indoors, when outdoors and less than six feet away from
another person, and where required by orders from the CDPH or local health
department. Employers shall ensure face coverings are clean and undamaged. Face
shields are not a replacement for face coverings, although they may be worn together
for additional protection. The following are exceptions to the face coverings
requirement:
1. When an employee is alone in a room.
2. While eating and drinking at the workplace, provided employees are at least six feet
apart and outside air supply to the area, if indoors, has been maximized to the extent
possible.
3. Employees wearing respiratory protection in accordance withsection 5144 or other
title 8 safety orders.
4. Employees who cannot wear face coverings due to a medical or mental health
condition or disability, or who are hearing-impaired or communicating with a
hearing-impaired person.
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5. Specific tasks which cannot feasibly be performed with a face covering. This
exception is limited to the time period in which such tasks are actually being
performed, and the unmasked employee shall be at least six feet away from all other
persons unless unmasked employees aretested at least twice weekly for COVID-19.
NOTE: CDPH has issued guidance for employers that identifies examples when
wearing a face covering is likely not feasible.
(B) Employees exempted from wearing face coverings due to a medical condition, mental
health condition, or disability shall wear an effective non-restrictive alternative, such as
a face shield with a drape on the bottom, if their condition or disability permits it.
(C) Any employee not wearing a face covering, face shield with a drape or other effective
alternative, or respiratory protection, for any reason, shall be at least six feet apart from
all other persons unless the unmasked employee is tested at least twice weekly for
COVID-19. Employers may not use COVID-19 testing as an alternative to face
coverings when face coverings are otherwise required by this section.
(D) No employer shall prevent any employee from wearing a face covering when not
required by this section, unless it would create a safety hazard, such as interfering with
the safe operation of equipment.
(E) Employers shall implement measures to communicate to non-employees the face
coverings requirements on their premises.
(F) The employer shall develop COVID-19 policies and procedures to minimize employee
exposure to COVID-19 hazards originating from any person not wearing a face
covering, including a member of the public.
(8) Other engineering controls, administrative controls, and personal protective equipment.
(A) At fixed work locations where it is not possible to maintain the physical distancing
requirement at all times, the employer shall install cleanable solid partitions that
effectively reduce aerosol transmission between the employee and other persons.
(B) For buildings with mechanical or natural ventilation, or both, employers shall
maximize the quantity of outside air provided to the extent feasible, except when the
United States Environmental Protection Agency (EPA) Air Quality Index is greater
than 100 for any pollutant or if opening windows or letting in outdoor air by other
means would cause a hazard to employees, for instance from excessive heat or cold.
(C) Employers shall implement cleaning and disinfecting procedures, which require:
1.Identifying and regularly cleaning and disinfecting frequently touched surfaces and
objects, such as doorknobs, elevator buttons, equipment, tools, handrails, handles,
controls, bathroom surfaces, and steering wheels. The employer shall inform
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employees and authorized employee representatives of cleaning and disinfection
protocols, including the planned frequency and scope of regular cleaning and
disinfection.
2. Prohibiting the sharing of personal protective equipment and to the extent feasible,
items that employees come in regular physical contactwithsuch as phones, headsets,
desks, keyboards, writing materials, instruments, and tools. When it is not feasible to
prevent sharing, sharing shall be minimized and such items and equipment shall be
disinfected between uses by different people. Sharing of vehicles shall be minimized
to the extent feasible, and high touch points (steering wheel, door handles, seatbelt
buckles, armrests, shifter, etc.) shall be disinfected between users.
3. Cleaning and disinfection of areas, material, and equipment used by a COVID-19
case during the high-risk exposure period.
NOTE: Cleaning and disinfecting must be done in a manner that does not create a
hazard to employees. See Group 2 and Group 16 of the General Industry Safety Orders
for further information.
(D) To protect employees from COVID-19 hazards, the employer shall evaluate its
handwashing facilities, determine the need for additional facilities, encourage and
allow time for employee handwashing, and provide employees with an effective hand
sanitizer. Employers shall encourage employees to wash their hands for at least 20
seconds each time. Provision or use of hand sanitizers with methyl alcohol is
prohibited.
(E) Personal protective equipment.
1. Employers shall evaluate the need for personal protective equipment toprevent
exposure to COVID-19 hazards, such as gloves, goggles, and face shields, and
provide such personal protective equipment as needed.
2. Employers shall evaluate the need for respiratory protection in accordance with
section 5144 when the physical distancing requirements in subsection (c)(6) are not
feasible or are not maintained.
3.Employers shall provide and ensure use of respirators in accordance with section
5144 when deemed necessary by the Division through the Issuance of Order to Take
Special Action, in accordance with title 8 section 332.3.
4. Employers shall provide and ensure use of eye protection and respiratory protection
in accordance with section 5144 when employees are exposed to procedures that
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may aerosolize potentially infectious material such as saliva or respiratory tract
fluids.
NOTE: Examples of work covered by subsection (c)(8)(E)4. include, but are not
limited to, certain dental procedures and outpatient medical specialties not covered
by section 5199.
(9) Reporting, recordkeeping, and access.
(A) The employer shall report information about COVID-19 cases at the workplace to the
local health department whenever required by law, and shall provide any related
information requested by the local health department.
(B) The employershall report immediately to the Division any COVID-19-related serious
illnesses or death, as defined under section 330(h), of an employee occurring in a place
of employment or in connection with any employment.
(C) The employer shall maintain records of the steps taken to implement the written
COVID-19 Prevention Program in accordance with section 3203(b).
(D) The written COVID-19 Prevention Program shall be made available at the workplace
to employees, authorized employee representatives, and to representativesof the
Division immediately upon request.
(E) The employer shall keep a record of and track all COVID-19 cases with the
worked, the date of the last day at the workplace,and the date of a positive COVID-19
test. Medical information shall be kept confidential in accordance with subsections
(c)(3)(C) and (c)(3)(D). The information shall be made available to employees,
authorized employee representatives, or as otherwise required by law, with personal
identifying information removed.
Note: Subsection (c)(9)(E) does not alter the right of employees or their
-Related Injuries and
Illnesses (Log 300), without redaction, or to request and obtain information as
otherwise allowed by law.
(10) Exclusion of COVID-19 cases. The purpose of this subsection is to limit transmission of
COVID-19 in the workplace.
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(A)Employers shall ensure that COVID-19 cases are excluded from the workplace until
the return to work requirements of subsection (c)(11) are met.
(B) Employers shall exclude employees with COVID-19 exposure from the workplace for
14 days after the last known COVID-19exposure to a COVID-19case.
(C) For employees excluded from work under subsection (c)(10) and otherwise able and
seniority, and all other employee rights and benefits, including the employee's right to
their former job status, as if the employee had not been removed from their job.
Employers may use employer-provided employee sick leave benefits for this purpose
and consider benefit payments from public sources in determining how to maintain
earnings, rights and benefits, where permitted by law and when not covered by
EXCEPTION 1:Subsection (c)(10)(C) does not applyto any period of time during
which the employee is unable to work for reasons other than protecting persons at the
workplace from possible COVID-19 transmission.
EXCEPTION 2: Subsection (c)(10)(C) does not apply where the employer
demonstrates that the COVID-19 exposure is not work related.
(D) Subsection (c)(10) does not limit any other applicable law, employer policy, or
collective bargaining agreement that provides for greater protections.
(E) At the time of exclusion, the employer shall provide the employee the information on
benefits described in subsections (c)(5)(B) and (c)(10)(C).
EXCEPTION to subsection (c)(10): Employees who have not been excluded or isolated by
the local health department need not be excluded by the employer, if they are temporarily
reassigned to work where they do not have contact with other persons until the return to work
requirements of subsection (c)(11) are met.
(11) Return to work criteria.
(A) COVID-19 cases with COVID-19 symptoms shall not return to work until:
1. At least 24 hours have passed since a fever of 100.4 or higher has resolved without
the use of fever-reducing medications;
2. COVID-19 symptoms have improved; and
3. At least 10 days have passed since COVID-19symptoms first appeared.
(B) COVID-19cases who tested positive but never developed COVID-19 symptoms shall
not return to work until a minimum of 10 days have passed since the date of specimen
collection of their first positive COVID-19 test.
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(C) A negative COVID-19 test shall not be required for an employee to return to work.
(D) If an order to isolate or quarantine an employee is issued by a local or state health
official, the employee shall not return to work until the period of isolation or quarantine
is completed or the order is lifted. If no period was specified, then the period shall be
10 days from the time the order to isolate was effective, or 14 days from the time the
order toquarantine was effective.
(E) If there are no violations of local or state health officer orders for isolation or
quarantine, the Division may, upon request, allow employees to return to work on the
basis that the removal of an employee would create undue
and safety. In such cases, the employer shall develop, implement, and maintain
effective control measures to prevent transmission in the workplace including
providing isolation for the employee at the workplace and, if isolation is not possible,
the use of respiratory protection in the workplace.
Note: Authority cited: Section 142.3, Labor Code. Reference: Sections 142.3 and 144.6, Labor
Code.
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Add new section 3205.1 to read:
§ 3205.1. Multiple COVID-19Infections and COVID-19Outbreaks.
(a) Scope.
(1) This section applies to a place of employment covered by section 3205 if it has been
identified by a local health department as the location of a COVID-19 outbreak or when
there are three or more COVID-19cases in an exposed workplace within a 14-day period.
(2) This section shall apply until there are no new COVID-19 cases detected in a workplace
for a 14-day period.
(b) COVID-19 testing.
(1) The employer shall provide COVID-19 testing to all employees at the exposed workplace
except for employees who were not present during the period of an outbreak identified by
a local health department or the relevant 14-day period(s) under subsection (a), as
applicable. COVID-19 testing shall be provided at no cost to employees during
employ
(2) COVID-19 testing shall consist of the following:
(A) Immediately upon being covered by this section, all employees in the exposed
workplace shall be tested and thentestedagain one week later. Negative COVID-19
test results of employees with COVID-19 exposure shall not impact the duration of any
quarantine period required by,or orders issued by,the local health department.
(B) After the first two COVID-19 tests required by (b)(2)(A), employers shall provide
continuous COVID-19 testing of employees who remain at the workplace at least once
per week, or more frequently if recommended by the local health department, until this
section no longer applies pursuant to subsection (a)(2).
(C) Employers shall provide additional testing when deemed necessary by the Division
through the Issuance of Order to Take Special Action, in accordance with title 8 section
332.3.
(c) Exclusion of COVID-19 cases.Employers shall ensure COVID-19 cases and employees who
had COVID-19exposure are excluded from the workplace in accordance with subsections
3205(c)(10) and (c)(11) and local health officer orders if applicable.
(d) Investigation of workplace COVID-19 illness. The employer shall immediately investigate
and determine possible workplace related factors that contributed to the COVID-19 outbreak
in accordance with subsection 3205(c)(3).
(e) COVID-19Investigation, review and hazard correction.In addition to the requirements of
subsection3205(c)(2) and3205(c)(4),the employer shall immediately perform a review of
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potentially relevant COVID-19 policies, procedures, and controls and implement changes as
needed to prevent further spread of COVID-19. The investigation and review shall be
documented and include:
(1) Investigation of new or unabated COVID-19 hazards including the employer's leave
policies and practices and whether employees are discouraged from remaining home when
-19 testing policies; insufficient outdoor air; insufficient air
filtration; and lack of physical distancing.
(2) The review shall be updated every thirty days that the outbreak continues, in response to
new information or to new or previously unrecognized COVID-19 hazards, or when
otherwise necessary.
(3) The employer shall implement changes to reducethe transmission of COVID-19 based on
the investigation and review required by subsections (e)(1) and (e)(2). The employer shall
consider moving indoor tasks outdoors or having them performed remotely, increasing
outdoor air supply when work is done indoors, improving air filtration, increasing
physical distancing as much as possible, respiratory protection, and other applicable
controls.
(f) Notifications to the local health department.
(1) The employer shall contactthe local health department immediately but no longer than 48
hours after the employer knows, or with diligent inquiry would have known, of three or
more COVID-19cases for guidance on preventing the further spread of COVID-19within
the workplace.
(2) The employer shall provide to the localhealth department the total number of COVID-19
cases and for each COVID-19 case, the name, contact information, occupation, workplace
location, business address, the hospitalization and/or fatality status,and North American
Industry Classification Systemcode of the workplace of the COVID-19 case, and any
other information requested by the local health department.The employer shall continue
to give notice to the local health department of any subsequent COVID-19cases at the
workplace.
(3) Effective January 1, 2021, the employer shall provide all information to the local health
department required by Labor Code section 6409.6.
Note: Authority cited: Section 142.3, Labor Code. Reference: Sections 142.3 and 144.6, Labor
Code.
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Add new section 3205.2 to read:
§ 3205.2. Major COVID-19 Outbreaks.
(a) Scope.
(1) This section applies to any place of employment covered by section 3205 when there are
20 or more COVID-19 cases in an exposed workplace within a 30-day period.
(2) This section shall apply until there are no new COVID-19 cases detected in a workplace
for a 14-day period.
(b) COVID-19 testing.Employers shall provide twice a week COVID-19 testing, or more
frequently if recommended by the local health department, to all employees present at the
exposed workplace during the relevant 30-day period(s) and who remain at the workplace.
COVID-
hours.
(c) Exclusion of COVID-19 cases.Employers shall ensure COVID-19 cases and employees with
COVID-19 exposure are excluded from the workplace in accordance with subsections
3205(c)(10) and (c)(11) and any relevant local health department orders.
(d)Investigation of workplace COVID-19 illnesses.Theemployer shall comply with the
requirements of subsection 3205(c)(3).
(e)COVID-19 hazard correction.In addition to the requirements of subsection 3205(c)(4), the
employer shall take the following actions:
(1) In buildings or structures with mechanical ventilation, employers shall filter recirculated
air with Minimum Efficiency Reporting Value (MERV) 13 or higher efficiency filters if
compatible with the ventilation system. If MERV-13 or higher filters are not compatible
with the ventilation system, employers shall use filters with the highest compatible
filtering efficiency. Employers shall also evaluate whether portable or mounted High
Efficiency Particulate Air (HEPA) filtration units, or other air cleaning systems would
reduce the risk of transmission and shall implement their use tothe degree feasible.
ΛЋΜ The employer shall determine the need for a respiratory protection program or changes to
an existing respiratory protection program under section 5144 to address COVID-19
hazards.
ΛЌΜ The employer shall evaluate whether to halt some or all operations at the workplace until
COVID-19 hazards have been corrected.
ΛЍΜ Any other control measures deemed necessary by the Division through the Issuance of
Order to Take Special Action, in accordance with title 8 section 332.3.
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(f) Notifications to the local health department.Employers shall comply with the requirements of
section 3205.1(f).
Note: Authority cited: Section 142.3, Labor Code. Reference: Sections 142.3 and 144.6, Labor
Code.
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Add new section 3205.3 to read:
§ 3205.3. COVID-19 Prevention in Employer-Provided Housing.
(a) Scope.This section applies to employer-provided housing. Employer-provided housing is any
place or area of land, any portion of any housing accommodation, or property upon which a
housing accommodation is located, consisting of: living quarters, dwelling, boardinghouse,
tent, bunkhouse, maintenance-of-way car, mobile home, manufactured home, recreational
vehicle, travel trailer, or other housing accommodations. Employer-provided housing includes
title 8 of the California Code of Regulationsor other
regulations or codes. The employer-provided housingmay be maintained in one or more
buildings or one or more sites, including hotels and motels, and the premises upon which they
are situated, or the area set aside and provided for parking of mobile homes or camping.
Employer-provided housing is housing that is arranged for or provided by an employer, other
person, or entity to workers, and in some cases to workers and persons in their households, in
connection with the workersemployment,whether or not rent or fees are paid or collected.
The following exceptions apply:
(1) This section does not apply to housing provided for the purpose of emergency response,
including firefighting, rescue, and evacuation, and support activities directly aiding
response such as utilities, communications, and medical operations, if:
(A) The employer is a government entity; or
(B) The housing is provided temporarily by a private employer and is necessary to conduct
the emergency response operations.
(2) Subsections (c), (d), (e), (f), and (h) do not apply to occupants who maintained a
household together prior to residing in employer-provided housing, such as family
members, when no other persons outside the household are present.
(b) Assignment of housing units. Employers shall ensure that shared housing unit assignments
are prioritized in the following order:
(1) Residents who usually maintain a household together outside of work, such as family
members, shall be housed in the same housing unit without other persons.
(2) Residents who work in the same crew or work together at the same worksite shall be
housed in the same housing unit without other persons.
(3) Employees who do not usually maintain a common household, work crew, or worksite
shall be housed in the same housing unit only when no other housing alternatives are
possible.
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(c) Physical distancing and controls.Employers shall:
(1) Ensure the premises are of sufficient size and layout to permit at least six feet of physical
distancing between residents in housing units, common areas, and other areas of the
premises.
(2) Ensure beds are spaced at least six feet apart in all directions and positioned to maximize
side, the beds shall be arranged so that the head of one bed is next to the foot of the next
bed. For beds positioned across from each other, i.e. end to end, the beds shall be arranged
so that the foot of one bed is closest to the foot of the next bed. Bunk beds shall not be
used.
(3) In housing units, maximize the quantity and supply of outdoor air and increase filtration
efficiency to the highest level compatible with the existing ventilation system.
(d) Face coverings.Employers shall provide face coverings to all residents and provide
information to residents on when they should be used in accordance with state or local health
officer orders or guidance.
(e) Cleaning and disinfecting.
(1) Employers shall ensure that housing units, kitchens, bathrooms, and common areas are
effectively cleaned and disinfected at leastonce a day to prevent the spread of COVID-19.
Cleaning and disinfecting shall be done in a manner that protects the privacy of residents.
(2) Employers shall ensure that unwashed dishes,drinking glasses, cups, eating utensils, and
similar items are not shared.
(f) Screening.The employer shall encourage residents to report COVID-19 symptomsto the
employer.
(g) COVID-19 testing.The employer shall establish, implement,and maintain effective policies
and procedures for COVID-19 testing of occupants who had a COVID-19 exposure, who
have COVID-19 symptoms, or as recommended by the local health department.
(h) Isolation of COVID-19 cases and persons with COVID-19 exposure.
(1)Employers shall effectively isolate COVID-19 exposed residents from all other occupants.
Effective isolation shall include providing COVID-19 exposed residents with a private
bathroom, sleeping area,and cooking and eating facility.
(2)Employers shall effectively isolate COVID-19 cases from all occupants who are not
COVID-19 cases. Effective isolation shall include housing COVID-19 cases only with
other COVID-19cases, and providing COVID-19case occupants with a sleeping area,
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bathroom, and cooking and eatingfacility that is not shared by non-COVID-19 case
occupants.
(3)Personal identifying information regarding COVID-19 cases and persons with COVID-19
symptoms shall be kept confidential in accordance with subsections 3205(c)(3)(C) and
3205(c)(3)(D).
(4)Employers shall end isolation in accordance with subsections 3205(c)(10) and (c)(11) and
any applicable local or state health officer orders.
Note: Authority cited: Section 142.3, Labor Code, Section 1708, Health and Safety Code.
Reference: Sections 142.3 and 144.6,Labor Code.
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Add new section 3205.4 to read:
§ 3205.4. COVID-19 Prevention in Employer-Provided Transportation to and from Work.
(a) Scope.This section applies to employer-provided motor vehicle transportation to and from
work, which is any transportation of an employee, during the course and scope of
employment, provided, arranged for, or secured by an employer including ride-share vans or
shuttle vehicles, car-pools, and private charter buses, regardless of the travel distance or
duration involved. Subsections (b) through (g) apply to employer-provided transportation.
The following exceptions apply:
(1) This section does not apply if the driver and all passengers are from the same household
outside of work, such as family members.
(2) This section does not apply to employer-provided transportation when necessary for
emergency response, including firefighting, rescue, and evacuation, and support activities
directly aiding response such as utilities, communications, and medical operations.
(b) Assignment of transportation.Employers shall prioritize shared transportation assignments in
the following order:
(1) Employees residing in the same housing unit shall be transported in the same vehicle.
(2) Employees working in the same crew or worksite shall be transported in the same vehicle.
(3) Employees who do not share the same household, work crew or worksite shall be
transported in the same vehicle only when no other transportation alternatives are possible.
(c) Physical distancing and face coverings.Employers shall ensure that:
(1) Physical distancing and face covering requirements of subsection 3205(c)(6) and (c)(7) are
followed for employeeswaiting for transportation.
(2) The vehicle operator and any passengers are separated by at least three feet in all
directions during the operation of the vehicle, regardless of the vehicle's normal capacity.
(3) The vehicle operator and any passengers are provided and wear a face covering in the
vehicle as required by subsection 3205(c)(7).
(d) Screening.Employers shall develop, implement, and maintain effective procedures for
screening and excluding drivers and riders with COVID-19 symptoms prior to boarding
shared transportation.
(e) Cleaning and disinfecting.Employers shall ensure that:
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(1) All high-contact surfaces (door handles, seatbelt buckles, armrests, etc.) used by
passengers are cleaned and disinfected before each trip.
(2) All high-contact surfaces used by drivers, such as the steering wheel, armrests, seatbelt
buckles, door handles and shifter, shall be cleaned and disinfected between different
drivers.
(3) Employers shall provide sanitizing materials and ensure they are kept in adequate supply.
(f) Ventilation.Employers shall ensure that vehicle windows are kept open, and the ventilation
system set to maximize outdoor air and not set to recirculate air.Windows do not have to be
kept open if one or more of the following conditions exist:
(1) The vehicle has functioning air conditioning in use and the outside temperature is greater
than 90 degrees Fahrenheit.
(2) The vehicle has functioning heating in use and the outside temperature is less than 60
degrees Fahrenheit.
(3) Protection is needed from weather conditions, such as rain or snow.
(4) The vehicle has a cabin air filter in use and the U.S. EPA Air Quality Index for any
pollutant is greater than 100.
(g) Hand hygiene.Employers shall provide hand sanitizer in each vehicle and ensure that all
drivers and riders sanitize their hands before entering and exiting the vehicle. Hand sanitizers
with methyl alcohol are prohibited.
Note: Authority cited: Section 142.3, Labor Code. Reference: Sections 142.3 and 144.6, Labor
Code.
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UCC meeting, December 2, 2020
UCC Board Meeting this afternoon. Members will want to talk about COVID response and
anything that we might be hearing might be announced. No action on Chair or Vice Chair this
meeting. That will happen at the January meeting. Big issue will be the advocacy priorities for
the next legislative session. Thanks to those who participated in the key staff meeting. May
want to make some adjustments to the priorities depending on what comes out in the January
budget.
Have been in regular contact with CSAC who has been in ongoing convo with the
Administration. There will not be an announcement today regarding a new stay at home order.
Call with DOF and CDTFA re: small business programs. UCC will send out details shortly on the
new grant program. Admin still working on trying to figure out whether the new stay at home
order will last for three weeks or longer. ICU capacity will exceed capacity by December 17.
Admin trying to build excess ICU capacity but the issue is staffing as well as skilled nursing
facility challenges.
call with CalChamber. Retailers mad that Admin shutting down during
the busiest time of the year.
Michelle Gibbons w/CHEAC: Vaccine planning/funding: Very limited vaccines coming in now.
Pfizer vaccine has very strict storage requirements. Moderna vaccine does not have the same
restrictions. CA will receive over 300,000 doses and those will go to health care workers. Then
will look at skilled nursing facilities and some first responders. Then will stratify essential
workers. Immediate work is focusing on local health departments. Vaccines will likely be
distributed by hospitals. State has distributed $10m for vaccine distribution. Vaccine people will
have to have clinical training. Smaller jurisdictions are setting up pods. Could use other entities
like school of public health, but need to have clinical staff due to the fact that this is a new
vaccine and needs an observation period. Have tapped public health schools to work on
cine rollout
given other things that are happening such as increased testing. 2 big funding areas: 1)ongoing
COVID response and 2) health infrastructure. One challenge is that we are very dependent on
current activities. CDPH is expecting a third round of vaccine funding. Public health may not be
fully fleshed out in the January budget. May not have all the info they need to make a big
budget commitment in January budget but that it is a priority. Two COVID relief bills in
Congress. Both are a billion dollars. No local relief, but does include some $ for COVID
reimbursement. Hope something may move during the lame duck period. Also hearing that this
needs to get done by this weekend, but unclear whether that will actually happen. Vaccine
discussions: lots of entities want to distribute or administer vaccines. Legislative staff are asking
about community health centers administering vaccines, for example.
Will there be a one-pager of UCC COVID priorities? That could be shared with delegation
members. UCC working on meet and greets after December 7 and that is a good document to
be shared at that meeting.
Next UCC meeting is December 18 and then will take a break until January.
Congrats to Martha Guerrero for her election as Mayor West Sacramento.
Kiley letter. Has asked the AG saying that there is a conflict with US Constitution. Says that
interim appt to US Senate seat cannot run for the election to fill that seat.
Atkins and Rendon will both participate in the next IGA meeting in January.
Chair and committee assignments will start to dribble out after the organizational session on
.
-ΐΘ
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"9 *%/.' 0!2+
DECEMBER 02, 2020 05:00 AM
More than eight months into the pandemic, California officially has rules in place aimed at
stemming the spread of COVID-19 at workplaces.
The emergency rules will be in effect at least until late May. The standards board of Cal-OSHA
may extend the period and could also work to make those rules permanent.
the new rules.
WHAT DOES MY EMPLOYER NEED TO DO TO PREVENT THE SPREAD OF THE
CORONAVIRUS?
Masks: Your employer must provide face coverings and ensure you and your co-workers wear
them over the nose and mouth when indoors, or outdoors and less than six feet away from
another person. Some exceptions apply.
Anyone not wearing a face covering, face shield with a drape or other effective alternative must
be at least six feet apart from others unless the employee is tested at least twice a week.
Physical Distancing: Workers should be separated from others by at least six feet if possible, by
taking measures such as letting people work remotely or staggering work schedules.
e, workers must be separated as far apart as possible.
Others: Employers must regularly disinfect frequently touched surfaces such as doorknobs and
prevent or minimize sharing of items such as phones, desks and tools. Employees must be given
time to wash their hands.
Employers also must maximize the amount of outside air coming into the workplace, unless the
air quality index is above 100 or the weather is too hot or cold.
Training: -19 policies and
procedures, as well as COVID-19-related benefits such as worker
WHAT DOES MY EMPLOYER NEED TO DO IF SOMEONE AT MY WORKPLACE
TESTS POSITIVE FOR COVID-19?
Your employer must determine who may have had been within six feet of that person for at least
15 minutes in any 24-hour period within or overlapping with the high-risk exposure period.
The high-risk exposure period starts two days before the person developed symptoms and ends
10 days after symptoms first appeared, as long as the person spent a whole day with no fever. For
those without symptoms, the period is defined as two days before and ten days after they got
tested for COVID-19.
If your employer determines you may have been exposed to COVID-19, you must be notified
within one business day. Your employer must offer COVID-19 testing at no cost to you during
working hours.
An outbreak is defined as when a workplace has three or more COVID-19 cases within a 14-day
period. The workplace is defined as any working area used or accessed by those who tested
positive during their high-risk exposure period.
agency said in its FAQ page.
A major outbreak is defined as when a workplace has 20 or more COVID-19 cases within a 30-
day period. In either case, the outbreak is considered over when there are no new COVID-19
cases detected in a workplace for 14 days.
Your employer must notify the local health department no later than 48 hours after it finds out
or with diligent inquiry would have known about the outbreak. They must investigate their
COVID-19 policies and implement changes as necessary.
In an outbreak, all employees who were at the workplace during the outbreak must be tested
immediately, then again a week later at no cost. Employees who remain at the workplace must be
tested at least once per week until the outbreak ends.
In a major outbreak, all employees who were at the workplace during the outbreak must be tested
at least twice a week. Employers must evaluate whether they need to stop some or all of their
operations.
I WAS EXPOSED TO OR TESTED POSITIVE FOR COVID-19. WILL I STILL GET
PAID? WHEN CAN I RETURN TO WORK?
posed to COVID-19, your employer must keep you out of the workplace for 14 days
after your last known exposure.
If you tested positive for COVID-19 with no symptoms, your employer needs to keep you out of
the workplace for 10 days since you got tested. If
without a fever of 100.4 or higher. Some exceptions apply.
other rights and benefits, through methods such as company-provided sick leave or government-
-19
exposure is not work-related.
WILL THE NEW RULES APPLY TO ME?
Those working at hospitals, skilled nursing facilities and other healthcare workplaces are also
exempt, because they are covered by separate rules that have been in place even before the
pandemic.
HOW CAN I MAKE SURE MY EMPLOYER FOLLOWS THE RULES?
You can call Cal-. You can also e-mail your district office. Find contact
information for your district office at Cal-
Cal-OSHA recommends gathering as much information as possible before you call. For instance,
what rule is your employer not following, and for how long? How many people may be exposed
You can submit a complaint to Cal-OSHA anonymously.
If you are an employer, Cal-OSHA provides free consultation to help you follow the rules. Visit
for more information.
Of note: Starting Jan. 1, Cal-OSHA can shut down an entire worksite or a specific area that
exposes workers to an imminent hazard related to COVID-19.
HOW ARE THOSE RULES DIFFERENT FROM THE GUIDANCE ISSUED BY THE
STATE THIS YEAR?
Cal-
Parker also said having those official rules in place will strengthen hi
them.
citations we have, there are still levels of uncertainty that would be clarified without doubt by
id before the new standards were approved.
WHERE CAN I LEARN MORE ABOUT THE RULES?
The complete set of rules is available here. You can also get more resource from Cal-
website, as well as the Cal-OSHA is also scheduling industry-
specific webinars.
Cal-OSHA also has a one-pager on what employers should know.
https://www.sacbee.com/news/politics-government/capitol-alert/article247509495.html