California Labor &
Employment Law Blog
Cal/OSHA Voted To Approve Revised ETS Standards Bringing More Comfort to The Workplace
Jun 18, 2021

Cal/OSHA Voted To Approve Revised ETS Standards Bringing More Comfort to The Workplace

Topics: COVID-19, OSHA Issues

Yesterday, the Cal/OSHA standards board approved the revised Emergency Temporary Standards, posted on Friday, June 11.  While the ETS were approved without revision and will take effect Monday, June 21, Governor Newsom has indicated that he will issue an executive order to make them effective immediately.  Fully-vaccinated employees, those at least two weeks after their final vaccine dose of an authorized vaccine, who provide proof of their vaccination status, are allowed to work without a face mask in most workplaces.  Further, fully-vaccinated employees will not be required to quarantine after a close contact, provided they do not have symptoms of COVID-19.  Employers need to document which employees are fully-vaccinated by requesting a copy of the employee’s vaccination card or by having an employee self-attest to their full-vaccination status.  The revised regulations do not state how to maintain the information, but an employer should maintain a copy of proof of vaccination or the employer’s record of vaccination status in the event of any future inquiry from Cal/OSHA.  DFEH FAQ.  Employees who refuse to provide such information or who refuse to vaccinate must continue to wear face masks at work (unless working alone in a room or if a disability prevents them from wearing a mask or a shield, in which case they may be excluded from the workplace) and must quarantine after close contact with someone who tests positive for COVID-19.  An employer must provide respirators (1) to any unvaccinated employee who works with others indoors or in a vehicle and who requests one and (2) where there is a major outbreak, to any employees in the exposed group for voluntary use.  The respirator must be the right size, and the employee must receive basic instruction on how to get a good “seal,” or fit.  Employers must continue to have a written COVID-19 prevention plan, provide effective training on how to avoid exposure and the efficacy of the vaccines; offer COVID testing after potential exposure and report outbreaks.  For a complete recap of the revised ETS, review this blog.

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

> visit primary site

About the Editor in Chief

Sacramento Office Managing Partner and Chair of CDF’s Traditional Labor Law Practice Group. Mark has been practicing labor and employment law in California for thirty years. His practice has a special emphasis on the representation of California employers in union-management relations and handling federal and state court litigation and administrative matters triggered by all types of employment-related disputes. He is also adept at providing creative and practical legal advice to help minimize the risks inherent in employing workers in California. He recently named “Sacramento Lawyer of the Year” in Employment Law-Management for 2021 by Best Lawyers®.
> Full Bio   > Email   Call 916.361.0991

CDF Labor Law LLP © 2021

Editorial Board About CDF What We Do Contact Us Attorney Advertising Disclaimer Privacy Policy Cookie Policy