On May 19th, the Santa Clara County Dept. of Public Health issued an Order which lifts a lot of restrictions. Like prior Orders, compliance with this Order is mandatory and may be quite time consuming. As such we urge businesses to immediately take steps to ensure timely compliance. Here are some of the key takeaways:
- No later than June 1st Employers must determine the vaccination status of all employees (and contractors, etc.). Employers can do this in a variety of ways, including using the self-certification form which can be found on the Department’s website. Employees who confirm that they have not been vaccinated or decline to state whether they are vaccinated must update employers about their vaccination status every two weeks.
- Face coverings are still mandatory in indoor environments.
- Businesses must require that employees notify them of exposure or positive tests under the time requirements set forth in the Order.
- Businesses continue to be obligated to notify authorities of any Covid positive test within 24 hours.
- Businesses with employees who are not fully vaccinated are “strongly” urged to prohibit or limit the travel of such employees and require that they obtain weekly Covid tests.
Also, Cal-OSHA has announced that it will publish updated requirements within the upcoming 45 days. We also anticipate that the CDC and other Federal, State and Local entities will continue to issue updated recommendations in the coming months
The State of California has announced that it intends to issue new regulations and requirements related to social distancing and the lifting of capacity restrictions in mid-June. We urge you to carefully monitor this situation.
You can find more information about this and related Orders at link.
This blog is written as of May 24, 2021. Recommendations and legal requirements are changing rapidly, so please continue to review our legal updates or review postings on relevant government websites.
All blogs on this site are for educational purposes only, do not constitute legal advice or opinion, and should not be applied to your situation, or any specific situation, without consultation with counsel. Strategy Law, LLP does not provide any legal advice concerning any matter discussed in a blog except upon formal engagement including, without limitation, execution of Strategy Law, LLP’s formal legal services agreement, and with respect to specific factual situations. No blog constitutes a guaranty, warranty, or prediction regarding the result of any legal matter discussed in the blog or any representation.