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  • By: Moss Bollinger
  • Published: July 19, 2021
Close-up of gray spheres with red and yellow spikes, representing coronavirus particles on a blurred background- Moss Bollinger LLP

While many Americans have received the COVID-19 vaccine, the pandemic and its effects have not completely vanished from life as we (now) know it. Some government bodies are still imposing restrictions to help protect public health and mitigate these continuing devastating effects. Santa Clara County’s Public Health Officer recently issued a new order to guide on June 21, 2021, for employers and residents as the State of California and Santa Clara County begin to reopen and resume some pretense of normalcy.

The June Order eliminates the directive to work (telework) from home. The order also removes current requirements for capacity restrictions. However, it does not remove the requirements for masks to be worn indoors. It is still recommended that employee lunchrooms and breakrooms remain closed as the County is still discouraging workers from eating together indoors.

Employers were required to obtain the vaccination status of all their employees who work in Santa Clara County by June 1, 2021. Of course, employers are also encouraged to obtain the vaccination status of any employee, regardless of what county he or she works.

All unvaccinated employees or those who “decline to state” their status and are therefore presumed to be unvaccinated must update their vaccination status every two weeks. All businesses and other entities must keep adequate records to indicate their completion of at least two rounds of ascertainment.

The June Order also requires both individuals and businesses to continue following public health orders and state laws related to COVID-19, including regulations from Cal/OSHA as all these requirements remain in effect.

California’s Paid Sick Leave and other voluntary FFCRA provisions related to the pandemic also remain in effect. COVID Paid Sick Leave provides paid sick leave for California workers. The Families First Coronavirus Response Act (FFCRA), extended to September 30, 2021, continues to help employees reduce the negative financial effects of the COVID-19 pandemic. The FFCRA has also expanded the reasons that employees may take Paid Sick Leave in California.

If your employer has violated California labor and employment laws, the experienced employment law attorneys at Moss Bollinger can help you determine if your rights have been violated. If so, we can help make your employer pay for any unlawful conduct. Moss Bollinger is dedicated to protecting and asserting the rights of California employees. Call (310) 982-2291 today for a free consultation or contact us online.

Moss Bollinger LLP - Sherman Oaks, CA

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