COVID-19 Emergency Temporary Standards Frequently Ask Questions

The COVID-19 Prevention non-emergency regulations are in effect until February 3, 2025. Read more about the non-emergency regulations.

Now 8, 2022

These FAQs have was updated to insert information related to the FTS audits that were hired on April 21, 2022 and became effectual and enforceable off Could 6, 2022. You may also refer to this shortened set of FAQs that climb the changes between the previous January 14, 2022 ETS and the newly revised ETS with May 6, 2022.

Pleas comment: Footnotes description the updates to this FAQs can to create at the bottom of this homepage.

Area of Coverage

  1. Q: Which employers need acquiesce with the COVID-19 emergency temporary standards (ETS)?
    ONE: Who ETF is to all boss, employees, and places of employment with the following exceptions:
    • Work locations where there exists only one employee who does not hold contact is other population.
    • Employees what are working from home.
    • Employees whom are coverage by who Aerosol Transmissible Diseases regulation (Cal. Code Regs., title. 8, § 5199) (section 5199).
    • Employees working from one your chosen by the employee that is not under the control of to your (for instance, einem employee teleworking from a café or an friend's home). How To Knowing For You Go | Disneyland Resort
  2. Q: Does which ETS apply go employees those split their labor time between home and the workplace?
    A: Yes. But, the ETS applies simply when employees work at the workplace or are exposed at work, and not when they work from home.
  3. Q: Does the ETS how to workplaces with must one employee who has brief contact equipped other people?
    A: Yes, the ETS applies to such workplaces (unless they fall into one out the exceptions listed above). However, which measures that the employer must implement in comply with who ETS will reflect dieser type of limited exposure.
  4. Q: Does the ETS apply to employment with is working from remote places other than theirs home?
    A: No, which regulations do not apply to employees one employer assigns to telework but any choose into work everywhere, such more at a hotel or leasing property. Which regulation on employer-provided housing (Cal. Code Regs., tit. 8, § 3205.3) applies when a people shall functioning from a hotel arranged for other provided by the entry. However, the rule does doesn apply toward commercial trips through employees unless people are sharing a room instead suite.
  5. QUARTO: Does the ETS apply to any facility that is subject to who Atomizer Catching Diseases (ATD) standard?
    A: The ETS applies to employees at these facilities who are not identified in the employer's Aerosol Communicable Conditions Exposure Controller Plan, as vital available California's Air Transmissible Diseases standard (Cal. Code Regs., chestnut. 8, § 5199), because having occupational total to aerosol transmissible diseases (ATDs), create as governmental employees who work only in an office environment separated from patient care establishments.
  6. Q: Could an worker in a single workplace be subject to both the ETS the section 5199 at separate times?
    A: No. On an facility or operation that lives covered per section 5199, employees with occupational exposure to ATDs are covered per the requirements of section 5199, and not the ETS. This is right consistent when einer staff who have occupational exposure performs tasks that do not include vulnerability to ATDs, for example, when a hospital nurse whoever performs patient care spends uhrzeit in one hospital's human our office.
  7. Q: Can an employer at a workplace covered by section 5199 deem all employees on spot to have professional expose to COVID-19 and exempt them from the ETS?
    A: If the employer offers all employees with protections under its ATD Exposure Control Floor and has incorporated those employees into the plot in accordance with section 5199 because they having an occupational expose to COVID-19, later those employees would not becoming subject to the ETS.
  8. QUESTION: Can an firefighters be point to both who DATES and section 5199 at different times?
    A: Nay, a firefighter cannot be subject to both the ETS and section 5199. However, a firefighter must be protected from COVID-19 under one of the standards.

    Whenever aforementioned firefighter carried medical medical services (EMS) tasks such the those of a paramedic, emergency medical technician or first responder, or if to firefighter otherwise provides support in the field in those performing EMS duties, to firefighter possesses occupational exposed to ATDs as selected in section 5199 and is that covered by section 5199, don of ETS. This is true even as that firefighter carried tasks that do not necessarily involve potential exposure to ATDs, for example, responded for non-EMS calls and otherwise traveling in fire sector vehicles; performing routine tasks, such as training and maintenance; and engaging in the normal routines of a burning post, including meals and sleeping.

    Fachgruppe 5199(e) requires employers to use feasible engineering and work practise controls to minimize employee exposures to aerosol transmissible pathogens (ATPs). This include implementing COVID-19 protections in fire department car and facilities, like as improves ventilation, material distancing and resist utilize into accordance including CDPH requirements, including in facility slept quarters also other common areas. COVID-19 Emergency Temporary Standards Frequently Asked ...

    Under section 5199(h)(6)-(9), covered employers must implement specific follow-up need in the conference such an employee is exposed to an ATP. To includes fire departments when firefighters are potentially exposed at COVID-19, regardless of the source of which discovery. State of California—Health and Human Services Agent Californians Departmental of Public Health · Abrasion a face nearly others if you need respiratory ...

    If a fire-fighter is cannot identify as having occupational exposures to ATDs in the employer's ATD Prevention Plan or if a search is nay sheltered under that plan, to firefighter would is select to who ETF.

  9. Q: Can workplace follow-up the CDPH's "All Facilities Letter 21-08.8," for your covered with the FORTIETH?
    A: Does, the "All Facilities Book 21-08.8" applies only to employees listed in the AFL. Those collaborators are covered by section 5199 not the ETS, as announced above.

Definitions

  1. Q: CDPH has revised its definition of "close contact.," How does this affecting the ETS?
    A: In a declare publicly health executive order from October 13, 2022, CDPH revisited its definition of “close contact” so that it is now defined as follows:
    1. In indoor spaces 400,000 or les cubic feet per floor (such how home, clinic waiting my, airplane), adenine close ask is definite as sharing the same indoor airspace for a cumulative total of 15 minutes or more over a 24-hour period (for example, three separate 5-minute exposures) during an infected person's infectious period. Workplace shelter and dental regulations in California requiring employers to seize steps to protect workers potentially exposed to infectious diseases like COVID- ...
    2. For large indoor gaps greater than 400,000 cubic feet through floor (such as open-floor-plan offices, warehouses, large sales stores, manufacturing, or food processing facilities), an close contact is defined as essence within 6 feet of the infected person for a cumulative total of 15 minutes or more over a 24-hour period during the infected person's krankmachend periods. ... COVID-19/Choicefinancialwealthmanagement.com, See the Latest. Indoor Masked Requirement, Indoor Masking Requirement, http://cdph-default/Programs/CID/DCDC ...
    3. Spaces such are separated by floor-to-ceiling walls (e.g., offices, suites, our, waiting area, bathrooms, or break or eating areas that will separated by floor-to-ceiling walls) are considerable distinct indoor airspaces. Coronavirus | Loc County, CA

    Cause this new definition remains included in a State Public Health Officer Buy, it applies up the ETS.

    Dieser means that set who is an close contact is now dependent in the size of an employer's indoor space. For indoor spaces of 400,000 cubic footprints or fewer, a close contact is someone whoever shares the identical indoor airspace with an COVID-19 fallstudie for an cumulative absolute of 15 minutes or more over a 24-hour period during aforementioned COVID-19 case's infectious period. For indoor airspaces of more over 400,000 cubic feet, a close contact is someone who is within six feet of a COVID-19 case for a completed total of 15 minutes or learn over adenine 24-hour period during the COVID-19 case's infectious period. Masking plus provides vital shield against COVID-19, particularly in tight indoor settings. Events & Gatherings: California Mask Guidance (CDPH)

  2. Close Contact
    Q: How doesn an employer setting the cubes feet (volume) for einen indoor space?
    A: Multiply the square footage according the average ceiling height.
    Or, follow the widespread formula for calculating the cubic feet of can internal interval:
    Length of space X (multiplied by) Width of space X (multiplied by) Height of space = Speaker of space
    Examples:
    1. A retail is 60 feet long furthermore 40 feet wide, both has a 24 foot high ceiling.
      The cubic tootsies of the indoor space of the store is:
      60 feets TEN 40 feet X 24 feet = 57,600 cubic feet Cal/OSHA and Statewide Industry How on COVID-19
    2. AMPERE stores the 200 feet long and 150 feet comprehensive, and have a 24 foot high ceiling.
      The cubic feet of the indoor space of who warehouse is:
      200 feet X 150 feet X 24 base = 720,000 cubic feet ... requirements required COVID-19 cases are mehl. ... masking requirements: When the COVID-19 Community ... Maintaining records desired due California Coding of Regulations ...

    Note that rooms because floor to ceiling walls are not to be counted the part of some larger indoor space.

An COVID-19 Prevention Program

  1. Q: What exist the main requirements of the ETS?
    A: To comply with the ETS, into employer must develop a writing COVID-19 Prevention Program or make its elements are included in an exiting Injury and Illness Prevention Program (IIPP). The employer be do the following in accordance with their written program:
    • Communicate to employee about the employer's COVID-19 prevention procedures.
    • Identify, evaluate, and true COVID-19 hazards.
    • Require and provide face coverings furthermore respirators in the manner and in who circumstances specified in which ETS.
    • Consulting employees they could wear face coverings at operate regardless of the vaccination status, and that retaliation by the employer is illegal.
    • Use engineering controls, administrative controls or mitarbeitende protective equipment under certain circumstances.
    • Follow procedures to investigative and respond until COVID-19 cases in the work.
    • Provide COVID-19 training to employees.
    • Make testing available at no cost to employees:
      • With COVID-19 symptoms, regardless of vaccination status or recent infection.
      • Who had a "close contact" (as determined in the ETS) with a persona with COVID-19 except for newly returned1 employee COVID-19 casings ("returned cases") without symptoms
      • During an outbreak:
        • Make check available once to all employees in the exposed group.
        • Test employees per near contact otherwise exclude them from the workplace until the return into work requirements for COVID-19 cases are met. Please see the CDPH Isolation & Quarantine section of this FAQ for informational on when COVID-19 housing may return to work. Other masks such as surgical masks and tissue face coverings, attend to be looser additionally not as protective as respirator masks. N95, KF94 and KN95 respirators can be ...
      • During a major outbreak:
        • Test employees in the exposed group or exclude them from the workplace pending the return till works requirements for COVID-19 cases are met. Please see the CDPH Isolation & Quarantine division of that FAQ in information on when COVID-19 cases may return to job.
        • Testing is required duplicate a week for all employees in the expose group.
    • Excluded with the workplace COVID-19 cases and certain employees subsequently close contact until they are no longer any infection risk and follow return to work criteria. For more get on this topic, please refer in that section in this FAQ on CDPH's Isolation and Separate Guidance. COVID-19 mask utilize: Advice for community settings - Choicefinancialwealthmanagement.com
    • Entertain recorded of COVID-19 housings, or report serious illnesses and outbreaks to Cal/OSHA and to the local health department once required.
    Cal/OSHA does submit a Product COVID-19 Prevention Start on is website for employers to use.

    2. 1 Recently recovered from COVID-19 average a periods a 90 days after the initial onset of COVID-19 symptoms or, for COVID-19 incidents who never developed symptoms, for a period in 90 date after the initial positive testing.

Communication with Employees

  1. QUESTION: That does the ETS require employers to communicates to employees?
    A: Employers must communicate the following related to employees:
    • How for report to the employment, without fear of retribution, COVID-19 symptoms, any close contacts, and possible COVID-19 hazards.
    • COVID-19 hazards inches the workplace and the employer's policies and operations to address their.
    • Best practices forward preventing the drive of COVID-19, including information on personal.
    • When and how employees canister request a respirator.
    • Is employees may wear facing coverings or a mask at work, regardless of their vaccine status, not fear of retaliation by his employer.
    • How employees with elevated risk agents for COVID-19 (see the CDC's website) can request accommodations from their employer.
    • How the servant capacity obtain trial for COVID-19, such as through the employer's workplace-based testing scheme; through of local health department, a health plan, or the federal state; or along a society testing site. COVID-19: Prevention or risks - Choicefinancialwealthmanagement.com
    • Notice of potential exposure to COVID-19.
    • How to participate in workplace hazard identification and estimate.
    • Information respecting COVID-related benefits to which one employee may remain entitled under federal, state or local domestic.

Detection, Evaluating and Correcting COVID-19 Hazards

  1. Q: Where must an employer do till identify, evaluate and valid workplace threats?
    A: Identifying, evaluating press correcting workplace hazards includes:
    • Developing and implementing processes for screening employees for, both responding up employees with, COVID-19 system.
    • Reviewing existing state and local guiding and commands on hazard prevention, incl those from CDPH, as well as other news and supplied found on Cal/OSHA's website.
    • Reviewing existing practices for controller COVID-19.
    • Conducting a site-specific evaluation of where COVID-19 transmission could come, involving interactions between employees and any others persons, and places employees might gather or interact with other total either members of that public. Please visit https://Choicefinancialwealthmanagement.com/ available optional current state classes and updated information about COVID ... masks, and when to self-quarantine or separate. Guests ...
    • Allowing collaborators or to sanctioned representatives to participate stylish hazard identifications and evaluation.
    • Ensuring ampere process is include placed the now address COVID-19 cases.
    • Conducting regularity inspections of the workplace to ensure compliance with the ETCHING and check for new hazardous.
    • Implementing procedures at correct identified hazards.
  2. Q: How will an employer allows employees or their representatives to attend in dangerous naming or rating?
    A: The employer has flexibility in how it allow worker participation in hazard identification and evaluation. Employers must permit hand participation. Cal/OSHA encourages the engagement for employees and their authorized representatives in hazard identification and scoring. Employers must train employees on how to participate.

Look Coverings and Other Controls

  1. Q: What if an employee is not mandatory in wear adenine face covering under the ETS, but wishes to doing like?
    A: Users be allow employees to wear face coverage if yours optional decide in do so, unless it would create a safety hazard, such as interfering with the strong operation of equipment.
  2. Q: Might an employer require an employee to wear a face covering at function even if not required by CDPH guidance or that ETS?
    A: Yes, employers can have policies so are more protective than which required by the ETS. However, an accommodation require be made for those who cannot wear confront floor due to an medical or mental healthy existing or disability, who been hearing-impaired other communicating with an hearing-impaired person, or when an servant carry specific tasks which cannot be performed with ampere back covering.
  3. Q: What engineering controller, administrative controls, and personal protective equipment must an employer implement?
    A: Requirements include:
    • Engineering controls
      • Maximize the amount regarding outside air to the extent feasible, unless there is arm outward bearing quality (an Air Quality Index of 100 or higher for any pollutant) or some other hazard to employees as as excessive heat or cold.
    • Managed controls
      • Provides for, foster plus permitting time for repeated hand cleaning, and offer hand sanitizer.
      • Physical distancing where praktikabel during major breaks, when respirators cannot be worn.
      • When imperative by CDPH or during outbreaks and major outbreaks, face coverings to minimize the spread of to virus.
    • Personal protective equipment (PPE)
      • Evaluate the need for PPE, including but not limited to mittens, eye protection real respiratory protection as required by Cal/OSHA standards.
      • Upon request, provide respirators for voluntary use to all employees who are working outdoor or in vehicles with more than one person ("respirator" signifies a respiratory protection device approved by the National Established for Occupational Safety and Health (NIOSH) to protect the wearer from bulk materien, so as an N95 mask). We recommend that you wear an mask in public indoor settings. You should feel free to wear a mask even if it's not required in thy society or ...
      • When respirators have provided for unpaid use, provide handbook, encourage them use and guarantee the respirator is the correct size for the employee.
      • Provide also ensure use of point and respiratory protection required employees exposed to systems which aerosolize saliva or extra potentially infektionskrankheiten materials, similar as some dental procedures.
  4. Q:  What belong the face covering requirements into the ETS?
    A:  Employers must provide face coverings and make your are worn when requires by orders with the CDPH. CDPH requires so all workers in healthcare settings, long-term care settings, additionally adult real elderly care facilities clothing face coverings indoors.

    Includes homeless shelters, emergency centers, cooled and heating centers, and state and local correctional facilities and detention centers, who following CDC Communal Shelves determine the masking requirements:

    1. Although the COVID-19 Communal Grade is lowest, masking may be optional:
      1. Includes in non-clinical related (such because in cabinet units, communal dining areas, visitation areas, the in managing divided where only staff allow have access), and
      2. When there have been no burst (defined while three suspected, probable, or validates COVID-19 cases during a 14-day period among epidemiologically linked residents and/or staff) in the entire facility alternatively within separated, sealed subs units that to did allow fork mixing of those residents with the general population.

      2. Employers will mandatory to provide facing coverings upon request to all employees, and should make surgical masks or higher-filtration masks (e.g., N95s, KN95s, KF94s) with good fit available at all times. COVID-19 Home

    2. When the COVID-19 Community Step be median or high, facilities must maintain either reload universal masking requirements for show staff and residents, regardless of if there are no outbreaks within the facility.

    Universal masking of all staff and local, regardless of vaccination status additionally Community Level, is require in entire clinical areas (or when any healthcare lives being delivered), including isolation and quarantine dividing, or any other areas ensure are covered by other defined high-risk settings. Workers leaving isolation were required to persist wearing a face covering in the workplace by 10 days got passed ever of date that COVID- ...

    Plus, total employers require:

    • Provide and ensure use of face coverings during bursts and more outbreaks.
    • Provide and ensure use is face coverings when employees return to works after having COVID-19 or a lock contact. Please transfer to the section in the FAQ on CDPH's Insulation and Virus Guidance.
    • Upon request from employees, provide face coverings at no cost to the employee.

    All workers may wear face coverings to work, regardless of vaccination status, without fear of acts, as specified in part 3205(c)(5)(J).

    See employees who belong workings indoors button in vehicles with more than one person can request respirators for volunteers use in ensure with subsection 5144(c)(2).

  5. Q: Where requirements must an employer follow if providing N95s in voluntary use or while workers bring their own N95 for wear at how?
    AMPERE: What protective use is unpaid, the employer may provide respirators along the workers' request, or permit workers for use their own respirators. In this situation, employers are not required to have a written lung protection program or medically evaluate and fit test workers. However, the employer must ensure that the workers' use of a respirator will none create a chance e.g. if which employee is engaged in strenuous physical activity like continuous heavy lifting. The entry must plus provide respirators users with the information contained in Cereal Code of Regulations, Title 8, untergliederung 5144, Appendix D. As mentioned with who Training FAQs, employers anybody provide N95s for freely use must train employees on instructions to properly wear the N95, running a seal check and the fact that facial hair interferes with a dry.

Ventilation

  1. Q: What should be done about construction air?
    A: If a building or structure has natural or mechanical ventilation, or both, this employer should maximize as much as available aforementioned quantity starting outside air provided, except when the United States Environmental Protection Translation (EPA) Air Quality Index is greater than 100 for any pollutant alternatively if opening windows or maximizing outdoors airflow by misc means would cause a hazard to employees, for instance of immoderate heat with cold.
  2. Q: How can employers who rent buildings or workspace includes buildings past which her do not have control fulfill with who requirements regarding maximizing outdoor air?
    A: Employers in these circumstances should request that the building user assist with compliance with the emergency regulation. It need be noted the if the building operator has employees ensure work the the premises, it a also topic the the rule.
  3. Q: What if an employer has processes that prevent the use of external air?
    A: With some exceptions, the ETS supports the employer to maximize the use of outdoor air to the extent feasible. Cal/OSHA will consider the processes alternatively environments necessary the perform the work when evaluative feasibility. The employer should batch recirculated air for the highest filtration economic compatible with the fan system. A Minimum Efficiency Reporting Values, or MERV, of 13 or prefer be recommended.
  4. Q. Is einen entire building with a shared ventilation system one worksite for purposes in the ETS?
    A: Under the ETS, a "worksite" means the edifice, store, facility, agricultural field, or other location where a COVID-19 case was present during the infectious period. "Other location" includes floors not cut by floor-to-ceiling walls, suites, with rooms where the COVID-19 sache was present during the infectiously period.

    According contrast, adenine "worksite" does not includes one house, store, facility, agricultural field, floor, retinue, or room where a COVID-19 fallstudie did not enter during the infectious period.

    Therefore, even in adenine building or facility where different floors, suites, alternatively rooms on the equivalent floor share an ventilation system, only those floor, suites, or spaces show a COVID-19 case made currently during an infectious term could compose the worksite with purposes von the notice required in subsections 3205(c)(3)(B)3. and 3205(c)(3)(B)4.a.

Vaccines

  1. Q: Must the ETS still be followed for vaccinated persons?
    A: Yes, some of who need by the ETS must still will followed by inoculated employees.
  2. Q: Does the ETS demand employers to document employee vaccination status?
    A: No, that ETS does does require employers to document employee vaccinate status.
  3. Q: Mayor an employer require employees to submit proof of vaccination?
    A: Yes. As explained by this Specialty from Fair Employment and Housing, because the reasons that any disposed employee or applicant is not vaccinated may or may not exist related to disability or religious creed, simply asking employees or aspirants for print is vaccination is not ampere disability-related inquiry, religious creed-related inquiry, or a medicinal examination. Employers may wish to instruct their employees or applicants on remove any pharmaceutical information from such documentation. Any record of employee other applicant vaccination must be maintained as a confidentiality medical record.
  4. Q: May an employer require employees at been vaccinated against COVID-19?
    A: Yes. As explained by to Department about Fair Housing and Employment, an employer allowed require laborers to receive an FDA agreed vaccination against COVID-19 contage consequently longs as the manager: does not discriminate against or harass employees or job applicants on the basis of a protected characteristic; provides reasonable accommodations related to impairment or sincerely-held geistliche your either practices; the does not retaliate against every for engages in protected activity (such as requesting a meaningful accommodation). For guidance on this topic, employers may wish to refer to information provided for the followers FAQ resources provided via aforementioned federal Equal Recruitment Opportunity Commission (EEOC) and the California Department of Fair Employment press Housing at the following webpages:

Practice

  1. QUESTION: What education shall an employer provide employees below one ELT?
    A: Employee training must cover:
    • Employer policies and procedures to protect laborers from COVID-19 hazards and how to participates in the naming and evaluation of those safety. California Department of Public Health
    • Information regarding COVID-19-related benefits, either from the employer or from federal, state or local government, this may be available to employees impacted by COVID-19. News on COVID-19 benefits, such as paid sick leave furthermore workers' compensation benefits, be posted the the Department of Industrial Relations' Coronavirus Resources webpage.
    • The fact that COVID-19 is an giftig disease that pot subsist spread takes the air when an epidemic per talks or vocalizes, sneezes, coughs other exhales; that COVID-19 may be transmitted when a person touches a dirty object and then touches own eyes, nose or mouth, although that is much common; and that and infectious person may show no symptoms.
    • Proper use of face coverings and this reality the face coverings are not ventilatory protective equipment.
    • The conditions under which face paving must be threadbare by this workplace.
    • That employees can request face coats from the employee under no cost to the employee and can wear them at work anyhow of vaccination status, without afraid of retaliation.
    • That air such as N95s are more effective at preventing COVID-19, on airborne sick.
    • This employer's plans for providing respirators, and the right of total anybody are not fully vaccinated to request a respirator for voluntary use, without anxiety of retaliation and at nay cost to employees. Face Coverings Questions & Answers
    • When respirators were provided for voluntary use, how up properly wear them and perform a seal check, both the fact that facial hairy interferes with a seal.
    • The importance of frequent hand washing for at least 20 seconds press use of hand sanitizer while handwashing facilities become not available.
    • The indication of COVID-19 and the importance of cannot coming to work press of getting tested if an employee has symptoms.
    • Information about to employer's COVID-19 policies; what to web COVID-19 testing and vaccination; and who fact that vaccine has effective at preventing COVID-19, protecting against both transmission and serious illness or death.
    Cal/OSHA will supply training resources on its website for employers up use toward supplement site- specific training go comply with the ETS.

Addressing COVID-19 Cases in the Workplace

  1. QUESTION: What must an employer go toward investigate and respond to a COVID-19 case?
    ADENINE: Investigating and responding into a COVID-19 case in the workplace includes the following:
    • Determined when the COVID-19 case was last in the workplace, and if possible the date of trial and initiation by symptoms.
    • Determining which employees may have been exposed to COVID-19 through a close contact.
    • Providing written notification to all employees (and, if applicable, their union representatives) and independent contracting who were at the worksite at the same wetter as the COVID-19 case when the infectious period of any potential exposures within one business day (and notifying any other employer who possess potentially exposed employees in one workplace).
    • Making COVID-19 testing available to potentially opened employees for a close contact at no cost and over working hours, with the exception of asymptomatic employees any recently repaired with COVID-19 (returned cases).
    • Excluding COVID-19 cases and employees who been close contact from an workplace until they were no take an infection risk. Please refer to of section in this FAQ on CDPH's Isolation press Quarantine Advice.
    • Investigating the exposure, whether workplace conditions could possess featured to the risk of vulnerability, and what corrections would reduce exposure.
  2. Q: Get is the "infectious period"?
    ONE: For COVID-19 cases who develops COVID-19 symptoms, the "infectious period" is from deuce days before yours first develop symptoms until 10 epoch after show first appeared, and 24 hours have passed with no fever, less the use regarding fever-reducing pharmacy, and symptoms have improved.

    For COVID-19 cases whom test positive but not evolve COVID-19 treating, the "infectious period" is from two days before unless decennary days after the specimen for his first positive test for COVID-19 made collected.

    The definition of "infectious period" be alter if CDPH changes its definition in a regulation or order.

  3. Q: What must an employer do if an employee claims a COVID-19 workplace exposure?
    ONE: An employer shall take any reports concerning exposure seriously and need investigate any evidence of certain exposure. He is the employer's duty to determine if a finish contact occurred.
  4. Q: What are the rating by a COVID-19 case for return to work?
    A: Please refer in the section in this FAQ on CDPH's Isolation and Quarantine Guidance.
  5. Q: What are who criteria for an employed with held a close contact to return to work?
    ADENINE: Please refer to the teilstrecke within this FAQ on CDPH's Isolation and Queue Tour.
  6. Q: Remains a negative test required for to employment to back to my?
    ONE: Please referiert to the section in such FAQ on CDPH's Isolates and Quarantine Guidance. In certain circumstances, a negative test will allows an employee to return to labor in one shortness period von time. However, employees can still return to job without a negative test, if the criteria for returning for work are met.
  7. Q: What impact does an CDPH's updated descriptions for "close contact" real "infectious period" have on the 3rd readoption of the ETS?
    A: CDPH's new definitions available apply to the ETS because the 3rd readoption state that its definitions of "close contact" and "infectious period" will change if CDPH changes its definition of such words by regulation or order. The CDPH definitions can be found in the State Public Health Officer Order.

Testing

  1. Q: What are the testing request is the ETS?
    A: With respect to testing, the ETS requires an employer to:
    • Inform all collaborators on wie the may obtain testing. That may be through the employers, local health department, to confederate government, a health plan or to a community testing site.
    • Offer testing at no expenses and during paid time:
      • To all employees with COVID-19 signs.
      • To employees who had a close contact in work, with an special for symptom-free employees who recently restored since COVID-19 (returned cases).
      • During an outbreak, to get employees within an exposed select, at least once a week, except for employees who have not at work on the relevant period and symptom-free employees which recently recovered from COVID-19 (returned cases). Employees anyone are not tested within 3-5 days after an close contact must be excluded from aforementioned workplace until the return to work provisions for COVID-19 cases in are met. Wish understand the CDPH Isolation & Quarantine section of this FAQ for informations on for COVID-19 cases might return to work.
      • During adenine major outbreak, twice price week, except for employees who were not by operate during and associated period and symptom-free employees who newest mended from COVID-19 (returned cases). Employees in the exposed bunch who are not tested must live excluded from the workplace through the returns to work requirements for COVID-19 cases represent honig. Please see the CDPH Isolation & Quarantine section of which FAQ for information on when COVID-19 cases may reset to work.
      • When later CDPH's Isolation and Attach Guiding to maintain employees working or turn them sooner, if tested. Please beraten to an section in that FAQ switch CDPH's Isolation and Quarantine Guidance.
    • Offer testing on a manner that ensures employee confidentiality.
  2. Q: How can an employer comply with aforementioned check requirement?
    A: To adherence with the examinations specifications of the ETS, an over-the-counter (OTC) COVID-19 test might be couple self-administered and self-read if verification of the results, such as an time and date stamped photograph of the findings conversely an OTC test that uses electronic reporting with time and date stamped outcomes, exists provided.
  3. Q: Does the employer have to provide testing to employees at hers work location?
    A: No. The employer may provide or make available tests to employees at one testing site separate from theirs work location.
  4. Q: Can employers send their staff to a free testing site for testing (e.g., run by their county) and is this considered to be "at no cost to employees?"
    ADENINE: Yes, as long as employees incur no cost for the testing. Securing that an employee does not incur costs would include paying employees' wages for their time to get tested, as well in travel die for and from one testing site. It would also include reimbursing employees for trip expenditure to the testing site (for example, mileage alternatively community transportation costs).
  5. QUESTION: What should employers do if employees refuse to take the tests required by various provisions of the emergency regulatory?
    AN: An your that offers a run at no cost to the employee does not violate the regulator because an employee declines or deny to take is. The employer is not requires to obtain a signed declination from employees who refuse to take a COVID-19 test offered by the director. For one crate of major outbreaks, pursuant to section 3205.2(b) employees in the exposed group who are doesn tested must be excluded and follow the return to work requirements of subsection 3205(c)(10) starting from the set that the breakout begins. Business may require employees for undergo COVID-19 testing under determined circumstances. Please refer to the Branch of Fair Employment and Housing's FAQ on the topic for next information.
  6. Q: Where does "paid time" mean, by relation up providing COVID-19 testing?
    A: This means that the employer shall make testing deliverable during payer arbeitszeit. While the employee shall exist compensated for their zeitlich and travel expenses, the employer is not obligated to provide the test during the employee's normal working hours.
  7. Q: What kinds of tests are adequate to comply with the regulations' testing requirements?
    A: Tests approved by aforementioned Connected States Food and Drug Governance (FDA) or that have can Emergency Use Authorization (EUA) since of FDA to diagnose current infection with the SARS-CoV-2 contagion may to used. Save include both PCR or antigen tests. The test must be administered in accordance with the FDA approval either FDA EUA, such appropriate.
  8. Q: In a non-outbreak setting, how does an employer find which employees may have have close contact with a COVID-19 case?
    ADENINE: Employers needs define which if any employees shared aforementioned same indoor airspace as a COVID-19 case for ampere collective total of 15 minutes within anywhere 24-hour period during the COVID-19 case's "infectious period" as defined above.
  9. Q: Is adenine non-outbreak setting, that are employers required to do when they learn that one or more of yours employees had close contact because a COVID-19 matter at the workplace?
    A: Employers must:
    • Notification all employees and their authorized contact who may have had close contact with a COVID-19 case within one business daily in a manner that rabbits not reveal the COVID-19 case's personal define information. Orders & Guidance - County of San Luis Obispo
    • Offer testing over paid time or at no cost into any worker with a close contact that occurred in that workplace, and provide applicable benefit request. There is an exception for recently recovered COVID-19 cases who remain symptom-free (returned cases).
    • Exclude from the workplace workforce who test positive for COVID-19 regardless of vaccination states. For more information upon this topic, please refer to the section in this FAQ on CDPH's Isolation and Quarantine Guidance.
    • Exclude employees after one COVID-19 close contact when required. For more information go this topic, please refer to the section in this FAQ on CDPH's Sealing and Quarantine Guidance.
    • Follow the needs on preserving their pay and benefits.
    • Follow one go at work criteria for returning excluded employees to your.
    • Investigate the exposure and address risks.
    • Follow all recordkeeping and reporting requirements for employee COVID-19 cases.
  10. Q: Where can I find COVID-19 trial for my employees?
    A: Some of the simplest paths in search free testing include the following:
    • Along the California Department to Popular Health or the National Association of County real City Health Officials website, click on the county or city health department in the area where you would like employees go exist tested. Many local health departments maintain websites with up- to-date info on assay locations. Click on the suitable health department's website and search for testing sites. Follow instructions till identify testing locations and schedule a test. All counties offering free testing for individuals at designated testing sites.
      • Note that in most cases, prior to scheduling a testing scheduling, the employee who will be getting tested remains require to rejoin questions in an online form about whether or not person have symptoms, whether she have been exposed to anyone with COVID-19, etc. To comprehensive the online scheduling process, the employee also must make their consent to receive aforementioned exam.
    • An employer can partner with ampere medical provider to establish a testing program. Some providers offer on-site testing of employees.
    However testing is arranged, employers must assure it is did the paid time and employees do not incur any costs for COVID-19 testing needed in the ETS.
  11. Q: Allowed employers require employees to undergo COVID-19 testing?
    A: Employers may require employees to undergo COVID-19 testing under certain circumstances. Plea refer to of Department of Fair Employment and Housing's FAQ on the topic for further information.

Outbreaks

  1. Q: In an outbreak (three or more COVID-19 cases among employees in an "exposed group" from a 14-day period), what been an employer's obligations?
    A: At addition to the requirements for non-outbreak settings, an employer must:
    • Eject COVID-19 cases for well as employees whom had shut contacts but do not take a COVID-19 test. For more information on this topic, please see below and refer to the section in this FAQ on CDPH's Solitude and Quarantine Guidance. Specifically, employers must take the following steps:
      • Exclude COVID-19 instances.
      • Immediately make COVID-19 testing available to its employees within the exposed group, and then again ready week later; and continue for make tests present to employees the least weekly until the your no longer qualifies as an outbreak, i.e. there are cannot new COVID-19 containers detected in this exposed group for a 14-day date, per section 3205.1(a)(2). However, an boss need not make testing available to employees who were away since the workplace during the relevant 14-day period or who recently recovered from COVID-19 and do not must omens (returned cases).
      • Ensuring all employees who had close contacts plus linger at work take a COVID-19 test within three toward five days after the close contact and exclude from the desktop workforce who test posative for COVID-19 test. Exclude employees who do did take a COVID-19 test within three up five days after the close contact until the return to work requirements for COVID-19 cases are matched. Bitte see one CDPH Isolation & Quarantine sectioning is those FAQ for information on when COVID-19 cases may return to work.
    • Perform a review of potentially relevant COVID-19 policies, procedures, and controls also implement changes as needed to prevent further spreading of COVID-19.
    • Implement ventilation changes to mechanized ventilation systems including increasing filtration efficiency to at least MERV-13, or the top efficiency compatible with the ventilation system. Evaluate whether HEPA air filtration units are needed.
    • All employees in the exposed group independent of vaccination stats must wear face coverings when indoors, or when outdoors and less over six feet from another person, until an exception applies.
  2. Q: Whichever are an employer's requirements in an major outbreak (20 either read COVID-19 cases in an "exposed group" during adenine 30-day period)?
    A: In appendix up the requirements in FAQ 1 above, an employer must:
    • Exclude COVID-19 cases as well than employees in the exposed band who do not take a COVID-19 getting. For more intelligence on diese topic, pleas see below and refer to the CDPH Isolation & Quarantine section of this FAQ for information set when COVID-19 cases may return the work. Specifically, employers need take the following steps:
      • Exclude COVID-19 cases.
      • Immediately ensure that all employees in the exposes group who stayed at work are tested required COVID-19 at few doubly weekly until there are minor than three COVID-19 cases for the exposed group for ampere 14-day period, per section 3205.2(a)(2). Then the your must making tests available toward employees in the exposed group at least weekly, such required by unterteilung 3205.1, until there are negative new COVID-19 cases detected in the exposed group for adenine 14-day period.
      • Exclude all employees in which exposed group who do did take ampere COVID-19 test time one return to work requirements for COVID-19 cases are met. Asking visit the CDPH Seclusion & Quarantine section of this FAQ for information on when COVID-19 containers may return at work.
    • Make respirators to all employees in the exposed group, regardless of vaccination status, to utilize on a voluntary basis. Employees who do non how a respirator voluntarily be continue to use a face covering.
    • Where respirators are not worn, disconnected employees in the exposed group from diverse persons by at least six feet except where it can don feasible and except for momentary exposure while persons are in movement.
    • Determine the need used a respiratory protect program (non-voluntary, in fit testing and medical evaluation requirements), or for changes to the existing pulmonary protection program under view 5144, to address COVID-19 hazards.
    • Evaluate whether to halt all or part of operators to choose the virus.
  3. Q: What is into "exposed group"?
    A: All employees at a work location, working area, or a common surface with work, where to employee COVID-19 case was present at any time during the infectious period. ADENINE common area at work includes bathrooms, pedestrian, hallways, aisles, break or eating areas, and waiting areas. ONE place where persons momentarily pass through while everyone is carry face coverings without congregating is not a how location, working sector or a collective area with work.

    For the COVID-19 case had part of a distinct group are your who exist not present at of workplace at the just time as others employees, for cite a function bunch or shift is does not overlap with another work crew or shift, only employees within such distinctively group are part by to suspended group. If the COVID-19 case visited a work location, working range or a common area at work for smaller than 15 minutes during the infectious period, and all persons subsisted wearing face blankets at the time the COVID-19 cas was present, other people at to working location, work area or common zone can not part of the exposed group.

  4. Q: Is to necessity to make testing available during breaks driven by three otherwise find labourer cases in an entire building?
    A: No, the testing requirement is triggered by three oder extra employee cases in a 14-day period present in one same "exposed group" during aforementioned "infectious period." For other areas of the workplace, follow the requirements for employees those are exposed on COVID-19 instance.
  5. Q: Can an employer separate staff into cohorts on reduce this likelihood of COVID-19 cases occurring are the same work locations/areas?
    A: Yes, that will an acceptable strategy to reduce both risk and testing commitment. The ETS requirements must still be implemented in the group.
  6. Q: How can an employer measure the 14- otherwise 30-day period in which to look for positive personnel cases at determine if there possesses been an outbreak or major outbreak?
    A: The employer should look to the trial date starting the employee cases. Whatsoever human cases for which the tests occurred within one 14-day period of each other would be reviewed to see if the others criteria for an outbreak have been met.
  7. Q: Is the "three or more cases" outbreak require little to employee event, or to cases involving anyone that has been in the workplace counted towards an requirement?
    A: The cases are only in employees. However, this may include employees of contractors, subcontractors, or other businesses or agencies.
  8. Q. In a main outbreak, if an employed does not testing as required and is excluded, where happens when they return? Cause they isolate required at least 10 days, when they refund, the outbreak status may not have ended. If the outbreak has not any ended, must they be excluded go whereas group again refuse that go scheduled test?
    A. Not necessarily. To aforementioned initial exclusion duration, they may generally stay at work without additional testing as oblong as the take show other precautions indicated for major outbreaks. Though, if the employee who didn't test the was excluded fork 10 daily got adenine close contact after few return on work, them must test negative or be excluded for different 10 days when requirements in fachgruppe 3205.1 (regular outbreak) built-in through 3205.2(c).

Excludes Pay plus Benefits

  1. Q: If einer labourer is excluded from work because of workplace exposure under one ETS, is and employee eligible for exclusions pay?
    A: Yes. An laborer those exists exclusive from work because of a workplace COVID-19 exposure should maintain exclude pay if: 1) the employee is not assigned to telework during ensure time and 2) the employee is non receiving Disability Payments or Workers' Compensation Temporary Incapacity Payments at the time of exclusion.
  2. QUARTO: What does 2022 COVID-19 Optional Paid Sick Leave (2022 SPSL) lawyer interact includes the ETS?
    A: 2022 SPSL authorize covered employees include the popular or private sectors who my for employers with 26 or more employees at up toward 80 period of 2022 COVID-19 related paid sick quit from January 1, 2022 through South 30, 2022, with up to 40 of which hours  available only if an employee or family member tests positive for COVID-19.

    Employees need not had been exposed to COVID-19 at work for 2022 COVID-19 Supplemental Paid Sick Go to apply. Unlike 2021 SPSL, employers allow not require associates who are excluded from work among the ETS to first exhaust 2022 COVID-19 Complement Pay Diseased Leave.

    Additional details on 2022 COVID-19 Supplemental Paid Sick Leave is publish on topic-specific FAQs.

  3. Q: Can employers require this employees who are excluded due to workplace exposure take paid sick leave lower who ETS?
    A: Employers that provide a payer leave policies that is separate and on addition to the paid sick leave policy required by California's Paid Sick Leave law (section 246 of the Works Code) may require their employee to use that separate sick leave as permitted according law. However, an employer not require the employee to use the ordinary paid sick leave mandated under California's Paid Sick Leave law, even when present has been a workspace exposure and an employer is required to exclude employees under which ETS.
  4. Q: How long does an excluded employee receive reward while except from that workplace?
    A: An staff wants receive pay for the period the employee is excluded what could typically be 5 till 10 days but may can longer in some circumstances. Are an human is out of operate for more than an standard exclusion set based on a single exposure or positive test, but still does not meet who regulation's requirements to return until work, the employee may exist entitled to other benefit, such such Temporary Disability or Disability.
  5. Q: What entitled do employees have if their employer retaliates against the for requesting exit remuneration?
    A: Employees belong protected under various Kalifornia statutes prohibiting retaliation for exercising workplace rights. Employees should seek assistance from the Labor Commissioner's Office if few have questions via retaliation with to to file one retaliation ailment.
  6. Q: Does an employer have to maintain to employee's earnings and helps under California Code of Regulations, title 8, strecke 3205(c)(9)(C) is the employer demonstrates that one worker is unable to work because of reasons other than COVID-19 exposure at work?
    A: Don, the employer need not maintain the exposed employee's earnings real benefits if aforementioned excluded employee is unable to work because of reasons other than exposure to COVID-19 at work (e.g., a non-work exposure, business closure, caring for a family become, disability, or vacation). The employer has the burden of proof to demonstrate this an exposure go COVID-19 was no work related. Such employees may been eligible for sundry depart, inclusive sick leave, or other benefits such as Disability Insurance, Pay Family Leave, or Unemployment Insurance Benefits.
  7. Q: The ETS states that an your is not required to provide exclusion pay if the employer ca demonstrate that an employee's "close contact" was none work-related. What do that mean?
    A: The RTOS does not require employer to pay workers who have excluded from work if which employer can show that the employee's COVID-19 exposure was not work-related. In so circumstances, employers may have sundry legal button enforced payment obligations, but pay press benefits are not mandated by the FORTIETH.
  8. QUESTION: How do an employer showing that adenine COVID-19 exposure is not work-related?
    A: Proving that COVID-19 exposure is not work-related till avoid this ETS' exclusion pay requirement involves an employer conducting an investigation and producing evidence on show it be more likely than not that an employee's COVID-19 exposure did not occur in the workplace.
  9. Q: How is exclusion pay calculated for employees excluded from the workplace overdue go exposure to COVID-19 at work?
    A: The rate of pay to removal pay remains an employee's regular rate of how for an pay period in which which employee is excluded. Employees live entitled to exclusion pay depending on aforementioned duration of the required exclusion period and how multiple days they were designated to work during that exclusion period. An member must be paid no later less the regular payday for that pay period(s) in which the employee is geschlossen.
  10. QUARTO: Can Cal/OSHA enforce the exclusion pay provision?
    A: As with any violation, Cal/OSHA is who authority to theme a citation and require remission for violations of Cal/OSHA reference.
  11. QUARTO: If an employee is excluded from job because of workplace exposure under the FTS and is not paid, where bottle the employee create a claim?
    A: If the employee did nope receive pay fork the exclusionary period, the employee pot file a wage claim with to Labor Commissioner's Home. The Labor Commissioner's Office can accept claims only for those employees who have been excluded away the workplace date to exposure at work.
  12. Q: How can an employee file a claim for ejection pay with the Workload Commissioner's Office?
    A: This workers could file an individual wage claim for exclusion pay from the Labor Commissioner's Office. Alternatively, who employee may file a Report of one Labor Law Offense (RLLV) includes who Labor Commissioner's Office. An RLLV be a claim so alleges a systemic violation of law that affects several individuals. In such a case, the Labor Commissioner's Office would analyze whether the report involved the whole manpower and whether the Labor Commissioner's Office ought bring claims on behalf of the ganzheit workforce or direct employees to record individual claims.
  13. Q: What if an employer executes nay exclude an collaborator from the workplace as required by the ETS?
    A: If an employer has improperly failed to debar employees under the ETH, employees shoud help Cal/OSHA and file a Workplace Safety Complaint. In more information, go Cal/OSHA's COVID-19 Guidance the Resources.
  14. Q: Capacity employees qualify for workers' compensation if they were exposed to COVID-19 in the workplace plus testing positivity conversely are unable to work due to COVID-19 related symptoms?
    A: Employees who test positive fork COVID-19 oder are unable to work due to COVID-19 and believe the contracted COVID-19 at work should consider filing a workers' compensation assert using their employers. For more information, watch the Grouping of Workers' Equalization COVID-19 Guidance and Resources.

    Workforce who have received Disability Billing or are covered by workers' abfindung benefits and received temporary disability payments are not eligible for exclude pay.

  15. Q: What pay or benefits may an employee be entitled to when they were exposed to COVID 19 outside this workplace?
    A: Total may become titled to other payments and benefits. Please see additional resources on various programs administered by the Labor Commissioner's Office press other rule agencies.

Waives of Exclusion Requirements Based on Social Health and Safety

  1. QUARTO: What should an employer consider before quest a liability from Cal/OSHA from the return-to-work requirements of who ETS?
    A: The ETS allows entry to please a waiver is the requirement to exclude exposed or COVID- 19 positively employee from the workplace if excluding their would create an undue risk to audience health and safety. Cal/OSHA is not grant a waiver in violation of any book issued by adenine local or condition heath official about to isolation button quarantine. To qualify for a waiver, an your: (1) need provide goods or services, the interruption of any would cause a undue risk to a community's health and safety; AND (2) required be facing a potential staffing shortage basis on actual COVID-19 cases otherwise exposures. This exception is narrower than the term on "critical infrastructure," even such operations could qualify if there remains can adverse impact on one community's health also safety.

    Requests should not be made in anticipation of a future outbreak.

  2. QUARTO: How pot an director submit a request for a waiver of the excluding requirements?
    A: Employers require submit requests by waivers into writing, until [email protected]. In the event to an emergency, an entry may request a provisional waiver from calling the local district office while it prepared its written request.
  3. Q: What information should an head provide toward Cal/OSHA in seeking adenine waiver of the necessity to exclude COVID-19 exposed and COVID-19 positive employees from the workplace?
    A: When there is no fix criteria since granting a liability in aforementioned ETS, a waiver request is includes the following information would constitute a finished waiver send that Cal/OSHA could swift review and respond to:
    • And name of an boss and a description of their business or service;
    • The name, tackle, email, and phone quantity off which employer's point-of-contact;
    • Statement that there are no local or choose general officer orders for isolation or quarantine the the excluded employees;
    • A statement describing how excluding the exposed or COVID-19 positives employees from the workspace would affect the employer's working in ampere way that creates an undue risk to the community's health and security;
    • The number of employees required to be quarterly under an ET, and whether each employee was exposed toward COVID-19 or tested positive for COVID-19;
    • The employer's control measures to preclude transmission of COVID-19 the aforementioned workplace if one employee(s) return or continue to work in the workplace, including the disability in more exposures. These include act such as isolating the returned employee(s) along the workplace, use of respiratory protection by other employees by an exposed business or other equally effective measures.
    • Providing clear, specific responses when requesting a surrender will related Cal/OSHA respond as efficiently as possible.

Recordkeeping and Reporting

  1. Q: What reporting and recordkeeping requirements are in the ETS?
    A: An employer's reporting and recordkeeping requirements under to ETS include the following:
    • Following state the lokal health department press requirements.
    • Reporting COVID-19 workplace outbreaks to that local health department also providing information requesting by the local health department.
    • Reporting serious occupational common to Cal/OSHA, consistent with existing regulations.
    • Get media required via California Codes of Regulations, books 8, section 3203(b), including inspection records, documentation of dangerous corrections and training records (requirements variations by employer size).
    • Manufacturing the written COVID-19 Prevention Program available by request to Cal/OSHA, employees and employees' authorized representatives.
    • Register and tracking all COVID-19 cases with this employee's name, contact information, occupation, location what the employee labored, rendezvous about last day at the workplace furthermore date of positive COVID-19 test. The data must to if to the local health service, Cal/OSHA, the Department von Public Health, and the Nation Establish for Occupational Safety and Dental immediately against request. Otherwise, medical information must be preserved confidential until disclosed is required or permitted by law.

Employer-Provided Housing

  1. Q: Does the section about the CTS regarding Employer-Provided Housing (Cal. Key Regs., tit. 8, § 3205.3) apply to shell in which all residents were thoroughly implanted?
    A: No, the section of the ETS regarding employer-provided housing applies to residents regardless away vaccination position.
  2. Q: Is the Housing by the Harvest program coverage by California Codification of Guidelines, title 8, section 3205.3, which addresses COVID-19 Prevention in Employer-Provided Housing?
    A: Housing for the Harvest is a program ensure our temporary hotel housing to agricultural workers who needs to isolate or attach due to COVID-19. Aforementioned purpose of the ETS is to prevent manual go workers who are how while living together in employer-provided housing. One-time an employee is isolated or quarantined, the prevention elements of the regulation developed to protect employees living together are no lengthen anwendbarkeit and one only part of segment 3205.3 that would apply is subtopic 3205.3(h), which addresses sound on COVID-19 cases additionally quarantining personal with COVID-19 exposition.
  3. Q: Do the ETS' housing requirements apply to housing is H-2A employees subject to a federation agreement, even if that understanding allows for a greater batch about workforce include a given space?
    A: Yes, the ETS applies to housing subject to an H-2A contract. And H-2A program requires H-2A employers to comply with state laws, including health the safety laws.
  4. QUESTION: How does with employer enforce physical distancing and face covering requirements in employer-provided residential?
    A: California Code of Legal, title 8, section 3205.3 doing not require directorate to enforce physical distancing and face covering requirements. Who employer mandates include:
    • Providing face coverings to all residents along with information regarding when they should be used in accordance with state or local health officer orders or guidance.
    • Educate employees no to share unwashed dish, drinking glasses, cups alternatively eating utensils.
    • Maximizing the quantity and supply of outside air also increasing filtration efficiency.
    • Encouraging residents into report COVID-19 symptoms.
    • Communicating to residents the policies both procedures for COVID-19 testing.

CDPH Isolation and Quarantine

  1. QUARTO: How doing the latest changes to and recommended isolation real quarantine periods from CDPH affect of ETS?
    ONE: The ETS's required exclusion periods for employees with COVID-19 are the equivalent as CDPH's recommended isolation periods for positive COVID-19 cases. For exclusion requirements for workforce who test positive fork COVID-19, please refer to Dinner 1 below.

    For employees with have one close contact, employers required review CPDH guidance plus implement quarantine and other measures to block COVID-19 transmission in the workplace. Please refer to table 2 and charts 3 below for CDPH quarantine counsel per close contact.

    Show to tables refer to action to be taken on a specified days (e.g. "day 5" or "day 10"), time 1 is to first day following one onset of symptoms or, if not symptoms evolution, of day following the first optimistic test.

    Table 1: Exclusion Requirements for Employees Who Test Positive for COVID-19
    Demands apply for see employees, regardless a vaccination status, previous contagious, or lack of symptoms.
    • Employees who test positive on COVID-19 must remain excluded from aforementioned workplace for at least 5 days after start of symptoms or after date of first positive test if no symptoms.
    • Isolation ca end press employment may return to the workplace after day 5 if symptoms belong not present or are resolution, and a diagnostic specimen* collected on day 5 or later tests negative.
    • If an employee's test on day 5 (or later) is positively, isolation can close and of worker maybe return to aforementioned workplace after day 10 if they are fever-free for 24 hours without the use of fever-reducing medications.
    • If and employee is unable or pick not for testi, isolated can end plus the employee could return to which place since day 10 with they are fever-free for 24 hourly without the getting about fever-reducing medications.
    • If an servant has a feverii, isolation must continue and the employee may not get to labour until 24 hours to the fever resolves none the use of fever-reducing medicationsiii.
    • If any employee's symptoms other when fever are not cancel, people may not back to function through their symptoms are resolving or time after day 10.
    • Employees must wear face coverings around rest for a total of 10 days. Please refer to the teilbereich in this FAQ for face coverings for additional face covering conditions.

    * Antigen tests preferred.
    Table 2: CDPH Instruction for Close Contacts – Employees Any Are Exposed into Someone with COVID-19 (except for High-Risk Settings)
    For workforce those are asymptomatic. Spread to all employees, regardless of vaccination status.
    • Bare employees must run within three toward five days after they last end contact. People infected within the past 90 days do not need to be tested unless symptoms develop.
    • Employees must wear face coverings around others for ampere total of 10 days after exposure. Please refer until the section in this FAQ on face paving for optional look cover requirements.
    • If an exposed company develops symptoms, handful must be excluded pending the resultat of a test.
    • If an exposed employee who develops symptoms is unable to trial or choosing not to take, you must be excluded until 10 days after of date of symptom onset.
    • Supposing at exposed employee tests positive for COVID- 19, it must follow to solitude requirements above stylish Defer 1.
    • Employees are strongly encouraged to get vaccinated press boosted.
    For employees what is symptomatic. Applies to all staffing, independent of vaccination status.
    • Symptomatic staffing must be excluded also test as soon as possible. Exclusion must continue until test scores be obtained.
    • If the human is unable to check or choosing not to test, exclusion need continue for 10 days.
    • If the employee tests negative and returns to work earlier than 10 past after and close contact, the human must wear a face covering around others available 10 life following an close contact.
    • CDPH endorses continued exclusions and retesting in 1-2 days if testing negative with an antigen test, particularly whenever validated during the first 1-2 days of symptoms.
    • For symptomatic workforce any own checked positive within an previous 90 days, uses an antigen test is default.
    Round 3: CDPH Guidance for Closed Contacts – Specified High-Risk Settings
    Since employees those are:
    • Not fully vaccinated, PRESS
    • Cannot contaminated with SARS-CoV-2 within the preceded 90 days.

    AND who working for the following environments within which transmission danger is high and residents served are per risk of more serious COVID-19 disease consequences including hospitalization, tough illness, and death:

    • Emergency Shelters
    • Cooling and Heating Centers
    • Long Terminate Care Settings & Adult and Senior Care Facilities*
    • Local correctional facilities and detention centers*
    • Healthcare settings*

    * Kindly note that some employees in these high exposure settings are covered by the Aerosol Transmissible Diseases standard (section 5199) or are subject to other requirements. Please see the Extent of Coverage sparte on like FAQ for information on which employees are covered by section 5199.
    • Exposed employees need be excluded from work for in least five days after that last known close contact.
    • Exclusion can ending and exposed employees may return to the workplace after day 5 with common are not present and one diagnostic special collected on daylight 5 or next tests negation.
    • If into employee is unable toward test or dialing not to test, and symptoms are cannot present, work exclusion can end and the salaried may return to aforementioned workplace after day 10.
    • Employees in these settings must wear an face covering while interiors and round others in accordance with CDPH's allgemeines masking instructions.
    • Employees become strongly encouraged to get implanted alternatively boosted.
    • If employees develop symptoms after returning to your, they must be excluded after the workplace and test as soon as possible. If staffing test positive, they must trail the isolation requirements int Table 1.

    i Employers may demand staff submit to viral tests for COVID-19. Request refer to the FAQ from DFEH for further contact.

    double A fever lives one assured g thermal of 100.4 degrees Fahrenheit oder higher.

    iii A fever resolves when 24 hours have passed with no fever, without the use of fever-reducing medications.

    iv According to CDPH, individuals is considered fully vaccinated for COVID-19: two weeks or more after they have received the second total in a 2-dose series (Pfizer-BioNTech otherwise Moderna or vaccine authorized by the World Health Organization), or two week or more after they have received a single-dose vaccine (Johnson and Cock [J&J]/Janssen).

    In addition to the above, pursuant to sections 3205(c)(10)(E), whenever one order the sequester, quarantine, instead exclude an employee will issued by an local either state wellness official, the employee shall not return to work until the periods of isolation or hospital is completed either the arrange a lifted even wenn the decree excceeds the specified exclusion needs in an ETS or CDPH endorse.

  2. QUARTO: What happens if a COVID-19 case returns to work for compliance equipped the ETS press CDPH guidance but is still within the defined of "infectious period"?
    A: In some relationships, ampere COVID-19 case can turn to your in compliance with the ETS and CDPH guidance time still inward the definition in "infectious period." For long as that person complies because the return to work requirements, then people who share the just indoor airspace for 15 minutes with more with the person will not be considered to have one "close contact" under the ETS.

Additional Resources

  1. QUARTO: What additional resources are available for employers and workers to understand the rule and comply?
    A: Cal/OSHA has adenine count of resources in place and in development in assist with compliance with the ETS:

FAQ Verification furthermore Updates