Recent CAL/OSHA and OSHA COVID Mandates
How Is Your Business Required to Comply?
On March 11, 2020, the World Health Organization (WHO) declared COVID-19 a global pandemic and for many, that day changed the trajectory of businesses everywhere! As non-essential businesses were forced to shut down, those that remained open endured many restrictive and costly requirements from County and State governments, while those businesses that eagerly awaited re-opening, had many compliance obstacles to face. Fast forward (or what seems to many, a SLOW forward) of 607 days, COVID-19 continues to severely impact employers, employees, and communities around the globe.
In recent days, the Occupational Safety and Health Administration (OSHA) released an ETS obligating private employers with 100 or more employees to require vaccination or weekly testing and masking for their unvaccinated employees. These requirements, expected to take effect no later than December 5, 2021, with the exception of weekly testing to be required beginning January 4, 2022, have been temporarily blocked by the U.S. Appeals Court. With that said, employers across the U.S. may be mandated to implement a written Vaccination Policy, document employees’ vaccination status, and many other parameters pending the outcome of recent litigation.
On June 15, 2021, California fully reopened and the more restrictive mandates, such as social distancing and mask directives were either eliminated or largely reduced for the majority of businesses, while others remained in effect. For employers in CA, the mask mandate for employees was less restrictive for vaccinated employees and per CAL/OSHA ETS, required certain parameters to be met in order to ease the previous mandated standards.
Throughout the uncharted waters of the pandemic, there have been evolving challenges for businesses that continue to mount and unfold. SDHRC understands the reform and changes that businesses have faced and commits to being a valuable resource in the quest to remain HR compliant. Whether you have 2 employees or 500+ employees, there are many factors to consider and mandates to uphold, including but not limited to having an Injury, Illness and Prevention Plan, COVID Prevention Plan, requiring daily screening of employees, along with exclusion pay for employees due to COVID-19 related reasons and much more. OSHA and CAL/OSHA expect that all businesses are educated, informed, and actively comply with all mandates to ensure the health and safety of all workers. The effort and due diligence to comply is not optional and can be costly. To learn more about your obligations and responsibilities, contact SDHRC and we will be happy to work with you to develop a plan of action and ease the compliance burdens that weigh heavily on your business.
About the Author
Marsi Harris, “Madre of HR”
Marsi is an HR Consultant who has been with SDHRC for over 2 years but has over 17 years of experience in talent management, organizational development, compensation analysis, and HR compliance. In the free time that Marsi does have, she enjoys traveling and enjoying time with her family.