May 21st Update on C-19 Resources for you and your family
May has already been full of interesting news. The most exciting for me is that we appear to be on...
California Governor Gavin Newsom recently signed two bills into law: SB1159 and AB685 and both laws remain in effect from 09/17/20-01/01/23. Please review this information carefully as these obligations carry severe administrative penalties (up to $10,000) for failure to comply.
When an employer with five or more employees “knows or reasonably should know” that an employee tests positive for COVID-19, the employer must inform their workers’ compensation carrier. The obligation applies even if the employee does not make an allegation that the infection resulted from workplace exposure.
Positive tests after September 17, 2020, must be reported to your current worker’s compensation carrier within 3 business days. Positive tests between July 6, 2020-September 16, 2020, must be reported to your current worker’s compensation carrier within 30 days (some carriers noting October 29, 2020 as deadline).
All of the following must be reported in either scenario:
Effective January 1, 2021 all CA employers must notify their employees who may have been exposed to COVID-19 at the worksite within 1 business day. The following must be included in the notice:
Ensure employees understand the following COVID-19 related items to prevent workplace exposure and reporting requirements. Also ensure employees understand all COVID-19 benefits they are eligible for.
Final takeaways from these updates are to ensure your workplace safety protocols follow the CDC, state and local guidelines. These include hygiene practices, social distancing, face covering requirements and cleaning protocols.
Ensure your employees understand the importance of not coming in to work when they are feeling sick, have tested positive for COVID-19, have been exposed to someone who has tested positive for COVID-19 or reasonably knows they may be infected.
Ensure your supervisors and managers understand their reporting obligations so that you mitigate risk for failure to comply. Consult with your legal counsel and worker’s compensation administrators on how to best implement compliance procedures quickly.