Cal/OSHA Adopts New Workplace COVID-19 Standards, Providing Relief for Vaccinated Employees

On June 17, 2021, following a dizzying series of events, the California Occupational Safety and Health Administration voted to adopt new emergency temporary standards for COVID-19, revising employer obligations designed to curb the spread of COVID-19 in the workplace. In addition to bringing face coverings and social distancing requirements into alignment with federal guidance issued by the Centers for Disease Control and Prevention and a recent order by the California Department of Public Health, the new standards update what is required of employers in creating mandatory COVID-19 prevention programs, including investigating and responding to COVID-19 in the workplace and providing engineering and administrative controls.

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OSHA Issues Comprehensive COVID-19 Guidance Differentiating Between Vaccinated and Unvaccinated Employees

On June 10, 2021, OSHA updated its Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace for employers in nonhealthcare settings. The guidance provides employers with a road map of key approaches for addressing COVID-19 workplace risks in a manner that is consistent with current CDC guidance, and with different standards for fully vaccinated versus unvaccinated employees.

To read the full text of this Duane Morris Alert, please visit the firm website.

EEOC’s Updated Guidance on COVID-19 Vaccines in the Workplace Impacts Employer Approaches for Compliance with CDC Guidance and State and Local Requirements

On May 28, 2021, the Equal Employment Opportunity Commission updated its guidance on workplace COVID-19 vaccination issues under the federal EEO laws. The updated guidance is important for employers to consider in light of the recent CDC guidance relaxing restrictions for vaccinated persons, but not unvaccinated persons, and state and local workplace safety requirements that make a similar distinction.

To read the full text of this Duane Morris Alert, please visit the firm website.

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The opinions expressed on this blog are those of the author and are not to be construed as legal advice.

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