HomeMy WebLinkAbout5.b. Hold discussion regarding Return to Office and CAL OSHA Regulations related to the COVID-19 pandemic response Page 1 of 3
Item 5.b.
,orVIOIN SAN
July 6, 2021
TO: ADMINISTRATION COMMITTEE
FROM: EMILYBARNETT, COMMUNICATIONS AND INTERGOVERNMENTAL
RELATIONS MANAGER
TEJI O'MALLEY, HUMAN RESOURCES AND ORGANIZATIONAL
DEVELOPMENT MANAGER
REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER
SUBJECT: HOLD DISCUSSION REGARDING RETURN TO OFFICE AND CAL OSHA
REGULATIONS RELATED TO THE COVID-19 PANDEMIC RESPONSE
Staff will present information from the attached memo to hold a discussion and gain input from the
Committee.
Strategic Plan Tie-In
GOAL ONE: Customer and Community
Strategy 1—Deliver high-quality customer service
GOAL FOUR: Workforce Development
Strategy 1—Proactively plan for future operational staffing needs, Strategy 2—Foster relationships across all levels of
Central San, Strategy 3—Inspire employee engagement, Strategy 4—Meet or exceed industry safety standards
GOAL SEVEN:Agility and Adaptability
Strategy 1—Maintain a safe working environment for employees and the public during the COVID-19 pandemic
, Strategy 2—Plan ahead for scenarios of direct adverse impacts
ATTACHMENTS:
1. Return to Office/CAL OSHA Regulations Memorandum
July 6, 2021 Regular ADM IN Committee Meeting Agenda Packet- Page 66 of 78
Page 2 of 3
' Attachment 1
CENTRAL CONTRA COSTA
SANITARY DISTRICT
July 6, 2021
TO: ADMINISTRATION COMMITTEE
FROM: EMILY BARNETT, COMMUNICATIONS AND INTERGOVERNMENTAL
RELATIONS MANAGER
TEJI O'MALLEY, HUMAN RESOURCES AND ORGANIZATIONAL
DEVELOPMENT MANAGER
DANEA GEMMELL, PLANNING AND DEVELOPMENT SERVICES
DIVISION MANAGER
SUBJECT: DISCUSS RETURN TO OFFICE AND CAL OSHA REGULATIONS
With the State reopening on June 15, 2021 and the newly adopted CAL OSHA workplace
standards related to COVID-19, Central San is determining its timing and method to return any
remaining remote office-based workers onsite and is seeking Board direction on the proposed
timeline and process.
The following information is a summary of the new CAL OSHA standards and staff is continuing
to analyze the impact of these standards on our worksite and will be updating the District's
COVID-19 Exposure Prevention Plan accordingly.
New CAL OSHA COVID-19 Prevention Emergency Temporary Standards
Effective June 18, 2021, the new standards include the following:
• Fully vaccinated employees do not need to be offered testing or excluded from
work after close contact unless they have COVID-19 symptoms.
• Fully vaccinated employees do not need to wear face coverings except for certain
situations during outbreaks and in settings where CDPH requires all persons to
wear them. Employers must document the vaccination status of fully vaccinated
employees if they do not wear face coverings indoors.
• Employees are not required to wear face coverings when outdoors regardless of
vaccination status except for certain employees during outbreaks.
• Employees are explicitly allowed to wear a face covering without fear of retaliation
from employers.
• Physical distancing requirements have been eliminated except where an employer
determines there is a hazard and for certain employees during major outbreaks.
• Employees who are not fully vaccinated may request respirators for voluntary use
from their employers at no cost and without fear of retaliation from their employers.
• Employees who are not fully vaccinated and exhibit COVID-19 symptoms must be
offered testing by their employer.
• Employer-provided housing and transportation are exempt from the regulations
where all employees are fully vaccinated.
July 6, 2021 Regular ADMIN Committee Meeting Agenda Packet- Page 67 of 78
Page 3 of 3
Return To Office and CAL OSHA Regulations
July 6, 2021
Page 2 of 2
• Employers must review the Interim guidance for Ventilation, Filtration, and Air
Quality in Indoor Environments.
• Employers must evaluate ventilation systems to maximize outdoor air and increase
filtration efficiency, and evaluate the use of additional air cleaning systems.
Requirements from November 2020, that remain in effect include the following:
• Employers must establish, implement, and maintain an effective written COVID-19
Exposure Prevention Plan.
• Employers must provide effective training and instruction to employees on how
COVID-19 is spread, infection prevention techniques, and information regarding
COVI D-1 9-related benefits that affected employees may be entitled to under
applicable federal, state, or local laws.
• Employers must exclude employees who have COVID-19 symptoms and/or are
not fully vaccinated and have had a close contact from the workplace and, if that
close contact is work related, ensure continued wages.
Return to Office Proposed Timeline/Process
Several criteria have been evaluated by staff before proposing the following timeline and
process. These include soliciting feedback from the bargaining units and District
management, the lifting of State/Local health orders, and local schools returning to in-
person instruction in August/September 2021. The following are the details of the
proposed timeline/process:
1. Formally return remaining office-based employees onsite in a phased-in approach
beginning September 13, 2021. The phased-in process would allow employees to
work onsite for 2-3 days/week and at home 2-3 days/week and requires supervisor
approval.
2. Return office-based employees to full-time onsite status on December 13, 2021. Any
exceptions will require a formal request, and those requests must be submitted to
Human Resources and will be considered on a case-by-case basis.
3. Notify employees of the following timelines in July 2021, pending Board approval.
July 2021 SeptemberDecember
21
• • • 1 1
NotificationAp,
Phased • •
Committee Recommendation
A. Return to Office Proposed Timeline/Process
1. Recommend staff recommendation of the proposed Return to Office timeline/process
to the full Board for approval or
2. Provide some other direction to staff on the Return to Office proposed
timeline/process
July 6, 2021 Regular ADMIN Committee Meeting Agenda Packet- Page 68 of 78