New COVID-19 Reporting Obligations for California Employers In Effect
Beginning January 1, the new reporting requirements for COVID-19 exposures went into effect. These new requirements impose obligations for employers to notify employees, as well as employers of subcontracted employees, of COVID-19 exposures and to notify public health officials of outbreaks in the workplace. The new regulation also expands the authority of Cal/OSHA to close down a workplace, or part of a workplace, if the Agency determines that it is unsafe due to COVID-19.
When a workplace exposes workers to the risk of infection from COVID-19 that the Agency feels creates an imminent hazard, Cal/OSHA may prohibit entry or prohibit the operation or process.
- The prohibition must be limited to the immediate area where the hazard exists.
- The employer must post the notice provided by Cal/OSHA in a conspicuous location in the workplace, and the notice may only be removed by Cal/OSHA after a determination that the place of employment, operation, or process is safe.
If an employer receives notice of a potential exposure to an individual who was infected with COVID-19 or was subject to an order to isolate, the employer must take all the following actions within one business day of notice:
- The employer must provide written notice to all employees and contractors who were at the same worksite as the individual during the infectious period that they may have been exposed to COVID-19. “Worksite” includes the building, store, facility, agricultural field, or other location where the individual worked during the infectious period. “Worksite” does not include buildings, floors, or other locations of the employer that the individual did not enter.
- The notice must be given in the same manner that the employer usually communicates with employees regarding employment-related information (such as personal service, email or text) as long as the employer expects that the employees will receive the notice within one business day. The notice must be in English as well as any other language that the majority of the employees understand.
- The employer must provide all employees who may have been exposed with information regarding any COVID-19 benefits to which they may be entitled under federal, state and local laws, such as workers’ compensation or any leaves of absence, and must advise employees of their anti-retaliation and anti-discrimination protections.
- The employer must notify all employees of the disinfection and safety plan the employer intends to implement pursuant to CDC guidelines.
If the employer is notified of three of more laboratory-confirmed cases of COVID-19 among employees who live within different households within a two-week period, the employer must notify its local public health agency within 48 hours of the name, phone number, occupation and worksite of the employees who have COVID-19. The employer must also report the business address and NAICS code of the worksite and must include all other information required in a Cal/OSHA Form 300 incident report. The employer must continue to give notice of any subsequent laboratory-confirmed cases of COVID-19 at the worksite to the local health department. In addition, you must keep records of all the written notifications for three years.
Cal/OSHA does have the authority to issues a citation and a notice of monetary penalty for violations of these provisions. Cal/OSHA may issue a citation for a “serious” violation (one which could cause death or serious physical harm) without giving employers the typical 15-day notice, although the employer has the right to appeal. For more information, see the previous posting on Cal/OSHA’s Emergency Temporary Standard regarding COVID-19 workplace safety standards.
If you have questions, please contact PRINTING United Alliance’s Government Affairs staff at email@example.com.
Marcia Kinter is the Vice President, Government & Regulatory Affairs at PRINTING United Alliance. Ms. Kinter oversees the development of resources for the Association addressing environmental, safety & health, and sustainability issues. She represents the printing industry, as well as their associated supplier base, before federal and state regulatory agencies on environmental, safety and other government issues directly impacting the printing industry.
In 2008, Kinter, in conjunction with colleagues from other printing trade associations, was instrumental in launching the Sustainable Green Printing Partnership program. The SGP Program is a registry system for printing facilities that includes third party verification. The program successfully launched as an independent organization in August 2008.
Kinter is a member of and serves as Secretary for the Academy of Screen Printing Technology. In 2001, Kinter received the William D. Schaeffer Environmental Award for significant advancement of environmental awareness in the graphic arts industry.
Before joining PRINTING United Alliance, Kinter worked for The American Waterways Operators, Inc., the national association for the barge and towing industry.
She holds bachelor’s degree in urban planning from the University of Maryland, College Park, and a master’s degree in public administration from George Mason University.