The timing of required booster doses has been amended to reflect current CDC recommendations. Upon returning to work, workers shall immediately be provided written instructions to comply with mandatory COVID-19 vaccine, booster and testing requirements as follows. There is frequent contact between staff or workers and highly vulnerable individuals, including elderly, chronically ill, critically ill, medically fragile, and people with disabilities. To ensure consistency of application, for the first offense, the base penalty is at least a. California is currently experiencing the fastest increase in COVID-19 cases during the entire pandemic with 18.3 new cases per 100,000 people per day, with case rates increasing ninefold within two months. A request for religious accommodation may be submitted by the worker in writing via a CDCR Form 2273, Request for Religious Accommodation, or verbally to a supervisor, manager, or EEO Coordinator. For CDCR, requests shall be submitted in accordance with the process outlined above. Unvaccinated/partially vaccinated workers who previously had COVID-19 and received monoclonal antibody treatment shall wait 90 days prior to obtaining a vaccination. Sacramento, CA 95899-7377, For General Public Information: States Embrace Vaccine Mandates Despite Potential Worker Exodus. In the case of certified home health aides and affiliated home care aides, the home health agencies and home care organizations are the employer. By February 1, 2022, health care workers and all employees in high-risk congregate settings, including nursing homes, will be required to get their booster. Please turn on JavaScript and try again. Also, it is more difficult to tell when dark-colored procedure masks get soiled and should be discarded. If progressive discipline is already in process and the worker submits an accommodation request, the process shall pause pending a determination on the request. The HA will initiate a CDCR Form 989, or if an adverse action has not yet been served on the prior CDCR Form 989, contact OIAs Central Intake Unit to add the new allegation(s) to the pending matter, and also provide a written instruction to the worker to comply with mandatory COVID-19 vaccine booster dose and/or twice-weekly testing requirements within seven calendar days. Since the start of the pandemic, CDPH has led with science and data to better understand this disease. Workers shall wear the appropriate mask at all times based on current masking guidelines as posted on the Lifeline COVID-19 page. Will this cause mandatory overtime costs? [1] Workers who provide proof of COVID-19 infection after completion of their primary series [2]may defer booster administration for up to 90 days from date of first positive test or clinical diagnosis, which in some situations, may extend the booster dose requirement beyond March 1st. to Default, Order-of-the-State-Public-Health-Officer-Adult-Care-Facilities-and-Direct-Care-Worker-Vaccine-Requirement, About the Viral and Rickettsial Disease Lab, CDER Information for Health Professionals, Communicable Disease Emergency Response Program, DCDC Information for Local Health Departments, Sexually Transmitted Diseases Control Branch, VRDL Guidelines for Specimen Collection and Submission for Pathologic Testing, State of CaliforniaHealth and Human Services Agency, This State Public Health Officer Order will takeeffect onApril 3, 2023. Facilities and employers may also still consider various screening strategies (point in time testing, serial testing, etc.) All workers who provide services or work in facilities described in subdivision (a) have their first dose of a one-dose regimen or their second dose of a two-dose regimen by September 30, 2021: ii. According to the CDC " getting a COVID-19 vaccination is a safer and more dependable way to build immunity to COVID-19 than getting sick with COVID-19. Eligibility timeframes are outlined in Table A of the, Fully vaccinated workers not yet eligible for boosters shall be in compliance no later than 15 days after the recommended timeframe per Table A of the. The, en Exempt workers must wear a respirator approved by the National Institute of Occupational Safety and Health (NIOSH), such as an N95 filtering facepiece respirator, or surgical mask, at all times while in the facility. Covered facilities and employers should maintain capacity at their worksite or for their covered workers to continue to test as recommended during outbreaks, and in the event it is required again at a future date. To be eligible for a Qualified Medical Reasons exemption the worker must also provide to their employer a written statement signed by a physician, nurse practitioner, or other licensed medical professional practicing under the license of a physician stating that the individual qualifies for the exemption (but the statement should not describe the underlying medical condition or disability) and indicating the probable duration of the worker's inability to receive the vaccine (or if the duration is unknown or permanent, so indicate). Early data also suggest the increased transmissibility of the Omicron variant is two to four times as infectious as the Delta variant, and there is evidence of immune evasion. Program of All-Inclusive Care for the Elderly (PACE) and PACE Centers, viii. vaccination requirements for Adult Care Facilities and Direcerts Cin arore derWorto. (1-833-422-4255). "Employer-Recipient" refers to the person receiving services from IHSS workers, WPCS workers, and independent registered home care aides. Workers may obtain no-cost COVID-19 testing from CDCR/CCHCS testing clinic(s) at their institution/facility. Additionally, given the current hospital census, even a moderate surge in cases and hospitalizations could materially impact California's health care delivery system within certain regions of the state. The CDPH recommends workers who initially received the Moderna or Pfizer vaccine to receive the booster six months after their second dose. COVID-19 vaccination causes a more predictable immune response than infection with the virus that causes COVID-19.Conversely, the level of protection people get from COVID-19 infection alone may vary widely depending on how mild or severe their illness was, the time since their infection, which variant they were infected with, and their age. Additionally, facilities must continue to track workers' vaccination or exemption status to ensure they are complying with these requirements. Pediatric Day Health and Respite Care Facilities, xiv. Hospitals, skilled nursing facilities (SNFs), and the other health care facility types identified in this order are particularly high-risk settings where COVID-19 outbreaks can have severe consequences for vulnerable populations including hospitalization, severe illness, and death. In many of these settings, the consumers and residents are at high risk of severe COVID-19 disease due to underlying health conditions, advanced age, or both. Decrease, Reset All individuals in subdivisions (a) through (e) must have the first dose of a one-dose regimen or the second dose of a two-dose regimen by November 30, 2021. a. Those workers currently eligible for booster doses per the Table above must receive their booster dose by no later than March 1, 2022. This change was necessary because of challenges caused by the Omicron surge that made it difficult for some to obtain their booster doses by the initial deadline. Yes. and based on concerning levels of transmission locally. As we've also seen, the Omicron subvariants have shown immune escape and increased transmissibility, and while unvaccinated individuals still have higher risk of infection, previously infected, vaccinated, and boosted persons have also been infected. It looks like your browser does not have JavaScript enabled. Skilled Nursing facilities must continue to comply with current federal requirements that may require more stringent testing of staff, including QSO-20-38-NH REVISED (cms.gov |PDF) Interim Final Rule (IFC), CMS-3401-IFC, Additional Policy and Regulatory Revisions in Response to the COVID-19 Public Health Emergency related to Long-Term Care (LTC) Facility Testing Requirements or similarrequirements that may be imposed in the future. Progressive discipline shall not be initiated immediately. Testing Overview COVID-19 Antibody Testing Learn about COVID-19 antibodies and CDC recommendations for using COVID-19 antibody tests. Newsom announced health care workers across California will be required to receive a COVID-19. Workers will need a booster within seven months of their second Pfizer or Moderna dose, or within three months of their Johnson & Johnson shot. Single booster dose of Moderna orPfizer-BioNTech COVID-19 vaccine. These workers shall be in compliance no later than 15 days after the expiration of their deferral, or they shall be subject to progressive discipline, up to and including adverse action. Facilities may also still consider various screening testing strategies (point in time testing, serial testing, etc.) This Order is issued pursuant to Health and Safety Code sections 120125, 120140, 120175,120195 and 131080 and other applicable law. WHO COVID-19 Vaccines webpage. Any of the COVID-19 vaccines authorized in the United States may be used for the booster dose, but either Moderna or Pfizer-BioNTech are preferred. By the US Food and Drug Administration (FDA), are listed at the FDA COVID-19 Vaccines webpage. Healthcare personnel staying up to date with COVID-19 vaccinations and boosters remains the most important strategy to prevent serious illness and death from COVID-19. Accordingly, amendments to the original State Public Health Officer Order of August 5, 2021, to make boosters mandatory and to require additional testing of workers eligible for boosters who are not yet boosted, are necessary at this critical time. In addition, the recent emergence of the Omicron variant (it is estimated that approximately 70% of cases sequenced, nationally, are Omicron and rapid increases are occurring globally) further emphasizes the importance of vaccination, boosters, and prevention efforts, including testing, are needed to continue protecting against COVID-19. Note: During a COVID-19 outbreak, all workers may be subject to more frequent and regular intervals of COVID-19 testing regardless of vaccination status. On August 11th and August 24th the Centers for Disease Control (CDC), in updated guidance, also indicated that screening testing is no longer recommended in general community settings, and while screening testing may still be considered in high-risk settings, if implemented it should include all persons, regardless of vaccination status, given recent variants and subvariants with significant immune evasion. Newsom first announced. As we respond to the dramatic increase in cases, all health care workers must be vaccinated to reduce the chance of transmission to vulnerable populations. All workers currently eligible for boosters, who provide services or work in facilities described in subdivision 1(a) must be "fully vaccinated and boosted" for COVID-19 receiving all recommended doses of the primary series of vaccines and a vaccine booster dose pursuant to Table A below. Workers may be exempt from the vaccination requirements under sections (1) and (2) only upon providing the operator of the facility a declination form, signed by the individual, stating either of the following: (1) the worker is declining vaccination based on Religious Beliefs, or (2) the worker is excused from receiving any COVID-19 vaccine due to Qualifying Medical Reasons. Gov. California has seen a dramatic increase in the percentage of Californians that are fully vaccinated and boosted. Since March 2022, healthcare personnel booster rates reached 90%. Facilities covered by this Order are encouraged to provide onsite vaccinations, easy access to nearby vaccinations, use of work time to get vaccinated, and education and outreach on vaccinations, including: a. access to epidemiologists, physicians, and other counselors who can answer questions or concerns related to vaccinations and provide culturally sensitive advice; and. Note: During a COVID-19 outbreak, all workers may be subject to more frequent and regular intervals of COVID-19 testing regardless of vaccination status. On Dec. 2, New Mexico officials issued orders requiring employees under existing vaccine mandates to get booster shots, effective Jan. 17. Workers shall continue reporting to work, wear the appropriate mask at all times based on current masking guidelines as posted on the Lifeline COVID-19 page, and test twice-weekly (with 48-72 hours between each test), until fully-vaccinated/boosted. 10. CDPH continues to assess conditions on an ongoing basis. California must be vigilant to maintain situational awareness through surveillance and be ready to pause or reinstate a higher level of protective mitigation recommendations or requirements. Recent evidence also shows that among healthcare workers, vaccine effectiveness against COVID-19 infection is also decreasing over time without boosters. Additional statewide directed measures are necessary to protect particularly vulnerable populations, and ensure a sufficient, consistent supply of workers in high-risk care settings. The Centers for Medicare & Medicaid Services today released a memorandum and provider-specific guidance on complying with its interim final rule requiring COVID-19 vaccinations for workers in most health care settings, including hospitals and health systems, that participate in the Medicare and Medicaid programs. (1-833-422-4255). In March 2022, California announced the release of the state's SMARTER Plan, the next phase of California's COVID-19 response. These measures can improve vaccination rates in these settings, which ensures that both the individuals being served as well as the workers providing the services, are protected from COVID-19. Unvaccinated persons are more likely to get infected and spread the virus, which is transmitted through the air. Consistent with applicable privacy laws and regulations, the operator of the facility must maintain records of workers' vaccination or exemption status. Since Thanksgiving, the statewide seven-day average case rate has increased by 34% and hospitalizations have increased by 17%. Novavax is not authorized for use as a booster dose at this time, A mix and match series composed of any combination of FDA-approved, FDA-authorized, or WHO-EUL COVID-19 vaccines, Booster dose at least2 months and no more than6 monthsafter getting all recommended doses, Order of the State Public Health Officer Health Care Worker Vaccine Requirement. Standard language for the CDCR Form 989 has been developed to assist HAs and to expedite processing of these requests through the OIA Central Intake Unit process; please consult with the local EEO/HCERO. Workers as defined above shall not be subject to discipline or assignment termination. California has seen a dramatic increase in the percentage of Californians that are fully vaccinated and boosted. For workers who have not initiated vaccination nor submitted an accommodation request by October 14, 2021, disciplinary process may commence on or after October 15, 2021. California must be vigilant to maintain situational awareness through surveillance and be ready to pause or reinstate a higher level of protective mitigation recommendations or requirements. guidance, also indicated that screening testing is no longer recommended in general community settings, and while screening testing may still be considered in high-risk settings, if implemented it should include all persons, irrespective of vaccination status, given the recent variants and subvariants with significant immune evasion. Yes. Documentation of confirmed laboratory results. Workers have a right to file a claim if they believe that they have suffered an injury or illness caused by work, including receiving a vaccination and/or booster for COVID-19. This includes workers serving in residential care or other direct care settings who have the potential for direct or indirect exposure to persons in care or SARS-CoV-2 airborne aerosols. In addition, 88% of Skilled Nursing Facility healthcare personnel have received at least one booster doseand 71% of staff at the California Department of Corrections and Rehabilitation have completed their primary series. The same process outlined above shall be followed. The week begins Monday and ends on Sunday. For the most current testing requirements for the incarcerated, refer to the COVID-19 Interim Guidance. CDPH continues to assess conditions on an ongoing basis. Since March 2022, healthcare personnel booster rates reached 90%. Additionally, given the current hospital census, even a moderate surge in cases and hospitalizations could materially impact California's health care delivery system within certain regions of the state. For CDCR, requests shall be processed in accordance with the underlying contract between CDCR and the contractor.For CDCR volunteers, requests shall be submitted to the Community Resources Manager following the same process as civil service workers. (916) 558-1784, COVID 19 Information Line: Vaccines for Health Care Workers. Conversely, the level of protection people get from COVID-19 infection alone may vary widely depending on how mild or severe their illness was, the time since their infection, which variant they were infected with, and their age. The CDPH has amended its mandatory vaccination requirement for workers in healthcare settings to account for booster shots, as follows: If a healthcare worker became eligible 1 for a booster on or before January 17, 2022, they must receive their booster shot by February 1, 2022. Worker has been continuously off-work from the time the. Masking requirements are subject to change at any time; current guidelines are posted on the COVID-19 response page. Workers with a deferral due to a proven COVID-19 infection must be in compliance no later than 15 days after the expiration of their deferral. All in-home direct care services workers, including registered home care aides and certified home health aides, except for those workers who only provide services to a recipient with whom they live or who are a family member of the recipient for whom they provide services; c. All waiver personal care services (WPCS) providers, as defined by the California Department of Health Care Services, and in-home supportive services (IHSS) providers, as defined by the California Department of Social Services, except for those workers who only provide services to a recipient with whom they live or who are a family member of the recipient for whom they provide services; d. All hospice workers who are providing services in the home or in a licensed facility; and. Based on the appropriate timeframes as specified above, the first step is issuing an LOI to non-compliant workers. Consequently, current vaccine requirements of staff in health care settings are not proving sufficient to prevent transmission of the more transmissible Omicron variant. 9. COVID-19 Response, Facial Coverings, FAQs, Testing, Testing, Vaccination, Note: Unless otherwise specified, the requirements in this FAQ only apply to workers described in Question 1, and are based on the CDPH Order for State And Local Correctional Facilities and Detention Centers Health Care Worker Vaccination Requirement, hereby referred to as CDPH Order.. Vaccine coverage is also high among workers in high-risk settings, and the proportion of unvaccinated workers is low. Procedure and KN95/N95 masks are readily available at each institution/facility and shall be provided to workers when requested. 14. Between that time and the March 1st, 2022, deadline, booster rates for healthcare personnelincreased 47%. Under the new policy, health care workers will be required to get a booster shot by Feb. 1, and be tested twice a week until then, if they haven't already received one. This Order is issued pursuant to Health and Safety Code sections 120125, 120140, 120175,120195 and 131080 and other applicable law. Federal regulations 42 CFR 483.80(d)(3) and 42 CFR 483.460(a)(4)(i) also require that Long-Term Care (LTC) facilities and Intermediate Care Facilities for Individuals with Intellectual Disabilities (ICFs-IID) must offer COVID-19 vaccines to residents, clients, and staff onsite when supplies are available to the facility and in accordance with the CDC and the Advisory Committee on Immunization Practices (ACIP) COVID-19 vaccine schedule, which includes bivalent booster doses. The custody Master Assignment Roster or applicable bid sheet(s) will be marked with a V for all vaccination/booster-required posts. For fully-vaccinated workers not yet eligible for a booster, the disciplinary process may commence on the 16. a. Workers have the option to submit a request for religious or reasonable medical accommodation for the vaccine/booster within 15 calendar days upon their return to work. Covered workers must continue to comply with all required primary series and vaccine booster doses pursuant to Table A below. For registry providers, contractors and applicable retired annuitants, non-compliance may result in their employment/assignment ending. If booster-eligible, obtain vaccine booster dose within 15 calendar days and immediately undergo twice-weekly COVID-19 testing (with 48-72 hours between each test), until boosted. At present 80% of Californians 12 years of age and older have completed their primary series of COVID-19 vaccines, and 48% have received their first booster dose. On December 22, the California Department of Public Health issued an order that requires health care workers working at certain facilities to be fully vaccinated against COVID-19 and to receive boosters by February 1 unless an exemption applies. Introduction to State Public Health Officer Order of September 13, 2022. "Worker" refers to all paid and unpaid individuals who work in indoor settings where (1) care is provided to individuals, or (2) persons in care have access for any purpose. Accordingly, amendments to the State Public Health Officer Order of February 22, 2022 regarding required testing for exempt covered workers are needed at this time, to reflect recent CDC recommendations, the current science of the Omicron subvariants, the increases in community immunity from vaccination and infection, and increases in vaccine coverage of our healthcare workforce. HAs may not put workers out on unpaid leave without the workers agreement.