CAL/OSHA Emergency Regulations to Protect Workers from COVID-19 in Effect
Cal/OSHA’s emergency regulations requiring employers to protect workers from hazards related to COVID-19 are now in effect, following their approval on November 30, 2020 by the Office of Administrative Law. These new Temporary Standards apply to most workers in California. Cal/OSHA has posted FAQs and a one-page fact sheet on the regulation, as well as a model COVID-19 prevention program.
NEWS RELEASE, DECEMBER 01, 2020: CAL/OSHA EMERGENCY REGULATIONS
Index of DIR COVID-19 Information
In California, employers are required to take steps to protect their workers from COVID-19. The Department of Industrial Relations has developed these resources to provide employers and workers information on workplace safety requirements, paid sick leave, workers’ compensation and other labor laws.
INDEX OF DIR COVID-19 INFORMATION
CAL/OSHA COVID-19 Online Training
COVID-19 Training course for California Employers & A COVID-19 Training for California Workers are offered through CAL/OSHA
PREVENTING COVID-19 INFECTIONS AT THE WORKPLACE TRAININDS
California: COVID-19 Employer Handbook
The State of California has issued guidelines for all California Employers and specific industries
VIEW THE COVID-19 EMPLOYER PLAYBOOK
Industry Guidance: Responding to COVID-19 in the Workplace for Employers September 18, 2020
CAL/OSHA and CDPH provide guidance for Employers in California with information for specific industries.
STATE COVID-19 GUIDELINES FOR EMPLOYERS
Department of Industrial Relations – FAQs on laws enforced by the California Labor Commissioner’s
FAQs on laws enforced by the California Labor Commissioner’s Office
DEPARTMENT OF INDUSTRIAL RELATIONS
The California Labor & Workforce Development Agency (LWDA)
Guidance for Employers and Workers (in CA):
Benefits for Workers Impacted by COVID-19 (in CA):
Benefits for Workers Impacted by COVID-19 What employees are entitled to may be confusing. This designed is to make it easier to understand what resources may be available
EDD: Coronavirus 2019 (COVID-19) FAQs (for employee):
Employees: Visit Coronavirus 2019 FAQs for answers to specific questions you as an employee may have about COVID-19 and what programs and benefits may be available to you.
EDD: Information regarding COVID-19
Visit Coronavirus 2019 FAQs for answers to specific questions you may have about COVID-19 and what programs and benefits may be available to you
HTTPS://WWW.EDD.CA.GOV/ABOUT_EDD/CORONAVIRUS-2019.HTM
Layoff Alternatives
There are alternatives to layoffs that can help employers keep their employees when there is a lack of work or during a financial hardship.
LAYOFF ALTERNATIVES INFORMATION
EDD: Work Sharing Program (in CA):
The Work Sharing Program helps employees whose hours and wages have been reduced: Work Sharing is a program available to employers who reduce employee hours and wages as an alternative to layoffs.
WORK SHARING THROUGH THE EDD
An alternative to layoffs.
The Work Sharing Program helps employers:
- Minimize or eliminate the need for layoffs.
- Keep trained employees and quickly prepare when business conditions improve.
- Avoid the cost of recruiting, hiring, and training new employees.
The Work Sharing Program helps employees whose hours and wages have been reduced:
- Receive UI benefits.
- Keep their current job.
- Avoid financial hardships.
The Work Sharing program helps employers and employees avoid some of the burdens that accompany a layoff situation. For instance, if employees are retained during a temporary slowdown, employers can quickly gear up when business conditions improve. Employers are then spared the expense of recruiting, hiring and training new employees. In turn, employees are spared the hardship of full unemployment. For employers who must reduce their work force permanently, the Work Sharing program can be used as a means to avoid layoff.Work Sharing is flexible. Employees may be rotated so different employees have reduced hours and wages each week. The flexibility of the Work Sharing program allows the employer to determine which employees will participate in Work Sharing. In addition, the employer determines which week(s) will have hour and wage reductions. A Work Sharing plan is approved for a 12-month period. If the employer continues to require Work Sharing in order to avoid layoffs, an application may be submitted for a subsequent plan. Such a plan may be approved immediately after a prior plan expires if the application is received timely. A Work Sharing plan is not intended to be used for total layoffs during holiday periods. This would be in conflict with Unemployment Insurance Code Section 1279.5, which limits participation in the program to those employers who plan to reduce employees’ hours of work, in lieu of layoff, to stabilize their work force by a sharing of the remaining work. What is Work Sharing? Work Sharing is a program available to employers who reduce employee hours and wages as an alternative to layoffs. Employers may contact the Employment Development Department (EDD) Special Claims Office directly by calling 916-464-3343 for more information. Who may participate in Work Sharing? Any employer who has a reduction in production, services, or other conditions should consider the Work Sharing program for their employees as an alternative to layoffs. California’s Work Sharing program was the first program of its kind in the nation. It offers an alternative to layoffs. For example, in many other states if a business with 100 employees faces a temporary setback and must reduce its work force by 20 percent, the employer has no choice but to lay off 20 employees. Under California’s Work Sharing program, an employer facing the same situation could file a Work Sharing plan with EDD reducing the work week of all employees from five days to four days (a 20 percent reduction). The employees would be eligible to receive 20 percent of their weekly Unemployment Insurance benefits.
Apply For Work Sharing
Employers can apply for the Unemployment Insurance (UI) Work Sharing Program if reduced production, services, or other conditions cause them to seek an alternative to layoffs. Certain Requirements must be met.
