![]() ![]() If the employee is able to wear a mask and practice social distancing, the employer must also provide them with information regarding precautions recommended by the California Department of Public Heath (CDPH). Cal osha mask guidance free#These same requirements apply to naturally immune employees, i.e., those that had COVID-19 and have returned to work and remained symptom free for 90 days after the initial onset of COVID-19. If an employee cannot meet the face covering and social distancing requirements they must be excluded as an unvaccinated employee would: for up to 14 days since the date of the last known close contact. As a reminder, close contact means being within 6 feet of a COVID-19 case for a cumulative 15 minutes over a 24 hour period. ![]() The revised ETS states that fully vaccinated employees must still be excluded after a close contact unless they wear an approved face covering and maintain social distancing for 14 days following the exposure. (These changes to the ETS were approved by the Occupational Safety and Health Standards Board of California’s Division of Occupational Safety and Health (Cal/OSHA).) Cal osha mask guidance update#Employers should look to update their COVID-19 protocols to ensure they maintain compliance before the revisions become effective on January 14. A summary of the changes follows with the most significant changes appearing first. Most significantly under the updated ETS, fully vaccinated workers may still have to be excluded from the workplace after a close contact. These changes will be in effect for at least 90 days and may be later readopted or amended. ![]() On December 16th important revisions of the COVID-19 Emergency Temporary Standard (ETS) were adopted to take effect on January 14, 2022. Significant Revisions to Cal/OSHA ETS Approved and Further Guidance on the California Mask Mandate This guidance clarifies that the mask requirement should be interpreted more liberally to include nearly all indoor settings. However, accommodations must be made for those who cannot wear face coverings due to a medical or mental health condition or disability, who are hearing-impaired or communicating with a hearing-impaired person, and when an employee performs specific tasks which cannot be performed with a face covering.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |