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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. EAST LANSING - Michigan State University is dropping a COVID-19 vaccine and booster mandate for students and staff a little more than a year after introducing the requirement at the height of . Workers shall wear the appropriate mask at all times based on current masking guidelines as posted on the Lifeline COVID-19 page. Consistent with applicable privacy laws and regulations, an employer must maintain records of workers' vaccination or exemption status. In fact, recent data suggests that viral load is roughly 1,000 times higher in people infected with the Delta variant than those infected with the original coronavirus strain, according to a recent study. 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. 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. Those workers currentlyeligible for booster doses per the Table above must receive their booster dose by no later than March 1, 2022. 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, troduction to State Public Health Officer Order of September 13, 2022, en Vaccines for children 5-11 years of age have been available since October 2021. Skilled Nursing Facilities (including Subacute Facilities), vi. To be eligible for a Qualified Medical Reasons exemption the worker must also provide to their employer or employer-recipient 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). Individuals employed by these entities are not considered workers at CDCR prisons. 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. If not yet eligible for a vaccine booster, obtain booster dose no later than 15 calendar days after the recommended timeframe per Table A of the. Workers shall be held accountable based on the CDPH order timeframes, and no disciplinary action shall be pursued prior to the workers booster eligibility date as specified in Table A of the CDPH order. 2. Following the approval of an accommodation request, HAs have the ability to remove an LOI. Further, the settings in this order share several features. The timing of required booster doses has been amended to reflect current CDC recommendations. Workers may also consider continuing routine diagnostic screening testing if they have underlying immunocompromising conditions (e.g., organ transplantation, cancer treatment), due to the greater risks such individuals face if they contract COVID-19. All CDCR/CCHCS civil service workers, registry providers, contractors, and volunteers who: No, workers who are not subject to the CDPH Order are not required to be vaccinated/boosted. Yes, workers who previously had COVID-19 need to get tested twice-weekly if they are subject to the CDPH Order and are unvaccinated, partially-vaccinated, or booster-eligible but unboosted. Booster-eligible but unboosted. 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. All COVID-19 vaccines that are currently authorized for emergency use can be found at the following links: a. 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. Since the start of the pandemic, the California Department of Public Health (CDPH) has led with science and data to better understand COVID-19. 15. Novavax is not authorized for use as a booster dose at this time. Workers who provide proof of COVID-19 infection after completion of their primary series 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 . b. b. Two-dose vaccines include: Pfizer-BioNTech,Moderna, or Novavaxor vaccines authorized by the World Health Organization. Healthcare workers include physicians, nurses, emergency medical personnel, dental professionals and students, medical and nursing students, laboratory technicians, pharmacists, hospital volunteers, and administrative staff. 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. Nothing in this Order limits otherwise applicable requirements related to Personal Protective Equipment, personnel training, and infection control policies and practices. Photo by Julian Mendoza for CalMatters. The Centers for Disease Control and Prevention recommends boosters within specified timeframes; however, for purposes of compliance monitoring with the CDPH order, boosters are required pursuant to the timeframe specified in Table A of the CDPH order. Espaol, - Decrease, Reset Fully-vaccinated workers who are not yet eligible for a booster are only required to test when they become eligible for a booster and remain unboosted. Boosters have been available in California since September 2021. Returning workers who are unvaccinated, partially vaccinated, or unboosted shall be informed of the vaccination clinic schedule and provided written instructions to comply with mandatory COVID-19 vaccine, booster and testing requirements. Positions with the California COVID Health Corps The CDC Clinician Call Center is available to clinicians who have COVID-19 clinical management questions. Employers and workers subject to the requirement under section (1) must maintain records pursuant to the CDPH Guidance for Vaccine Records Guidelines & Standards with the following information: (1) full name and date of birth; (2) vaccine manufacturer; and (3) date of vaccine administration (for first dose and, if applicable, second dose). Alternatively, workers may select another no-cost community clinic listed on the website myturn.ca.gov, or from their personal health care provider, and follow the process for submitting proof of vaccination/booster outlined in Attachment A of the January 28, 2022, memorandum. b. For registry providers, contractors and applicable retired annuitants, non-compliance may result in their employment/assignment ending. Since the start of the pandemic, the California Department of Public Health (CDPH) has led with science and data to better understand COVID-19. The CDPH recommends workers who initially received the Moderna or Pfizer vaccine to receive the booster six months after their second dose. 4. Accordingly, amendments to the original State Public Health Officer Order of December 22, 2021, are needed at this time, to reflect current science and understanding as it relates to hybrid immunity in those who are fully vaccinated and then become infected. 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. 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, which are needed to continue protecting against COVID-19. This includes workers serving in health care or other health care settings who have the potential for direct or indirect exposure to patients or SARS-CoV-2 airborne aerosols. All non-custody institution workers vaccination/booster status will be verified by management if required to work in a vaccination/booster-required post. Single booster dose of Moderna orPfizer-BioNTech COVID-19 vaccine. 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. All workers currently eligible for boosters, who provide services or work in indoor settings described in section (4) must be "fully vaccinated and boosted" for COVID-19 by receiving all recommended doses of the primary series of vaccines and a vaccine booster dose pursuant to Table A below. 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. Once a determination on the religious accommodation request is made, HAs shall notify the Direct Care Contracts Section (DCCS), the provider/contractor, and the network contractor (if applicable). 14. Increasing evidence shows that a combination of infection after completing the primary series of vaccination can build strong hybrid immunity. Reset Thus CDPH is updating its order requiring health care workers to be fully vaccinated and boosted by March 1, 2022 to allow delay of the March 1, 2022 deadline for receiving a booster for covered workers with proof of a recent infection for up to 90 days from date of infection. In fact, recent data suggests that viral load is roughly 1,000 times higher in people infected with the Delta variant than those infected with the original coronavirus strain, according to a recent study. LA County COVID-19 Data and Reports LA County Daily COVID-19 Data webpage 1. Adult Care Facilities and Direct Care Worker Vaccine Requirement. Decrease, Reset The facility must provide such records to the local or state Public Health Officer or their designee promptly upon request, and in any event no later than the next business day after receiving the request. 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. Yes, if not fully vaccinated. The Delta variant is currently the most common variant causing new infections in California. Since the start of the pandemic, the California Department of Public Health (CDPH) has led with science and data to better understand this disease. In many of these settings, the patients are at high risk of severe COVID-19 disease due to underlying health conditions, advanced age, or both. Adult and senior care facilities, and settings within which direct care and services are provided, as identified in this order, are high-risk settings where COVID-19 transmission and outbreaks can have severe consequences for vulnerable populations resulting in hospitalization, severe illness, and death. "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. HAs shall initiate corrective or disciplinary action to workers who fail to comply with the instructions and timeframes outlined above. Clinics & Doctor Offices (including behavioral health, surgical), xiii. 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. b. Consequently, although COVID-19 remains with us, I am rescinding the August 5, 2021 State Public Health Officer Order effective April 3, 2023.. No. vaccination requirements for Adult Care Facilities and Direcerts Cin arore derWorto. Covered facilities should maintain capacity at their worksite, to continue to test as recommended during outbreaks and in the event it is required again at a future date. 11. In March 2022, California announced the release of the state's SMARTER Plan, the next phase of California's COVID-19 response. Please turn on JavaScript and try again. The employer must provide such records to the local or state Public Health Officer, the California Department of Social Services, or their designee promptly upon request, and in any event no later than the next business day after receiving the request. Individuals are considered fully- vaccinated for COVID-19 two weeks or more after they have received the second dose in a two-dose series (e.g. For booster-eligible workers who remain unboosted and did not submit an accommodation request by March 1, 2022, disciplinary process may commence on or after March 2, 2022. Staff working at or visiting Headquarters, Regional, and Field Office locations shall follow current non-institutional masking guidelines. 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. In addition, Healthcare Workers must receive a booster dose of the COVID-19 vaccination by March 1, 2022 or 15 days after becoming eligible (whichever date is . California's hospital and health care delivery system is strained. 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. Additional statewide directed measures are necessary to protect particularly vulnerable populations, and ensure a sufficient, consistent supply of workers in high-risk care settings. There is frequent contact between staff or workers and highly vulnerable individuals, including elderly, chronically ill, critically ill, medically fragile, and people with disabilities. 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. Fully vaccinated workers who are not yet eligible for a booster are only required to test when they become booster eligible but remain unboosted. Nothing in this Order limits otherwise applicable requirements related to Personal Protective Equipment, personnel training, and infection control policies and practices. Workers may also consider routine diagnostic screening testing if they have underlying immunocompromising conditions (e.g., organ transplantation, cancer treatment), due to the greater risks such individuals face if they contract COVID-19: a. 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. If upon the workers return to work, the worker is subjected to the CDPH Order: Yes. Thanks to vaccinations and to measures taken since March 2020, California's health care system is currently able to address the increase in cases and hospitalizations. 10. In the interim, all health care staff that have not received their booster must test for COVID-19 twice weekly until they are up to date on their vaccines. 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. The, en Workers who initially received the Johnson & Johnson vaccine are recommended to receive the booster two months after their initial dose. Work at California Health Care Facility (CHCF), California Medical Facility (CMF), and regularly assigned to work in Central California Womens Facilitys (CCWF) SNF. Recent outbreaks in health care settings have frequently been traced to unvaccinated staff members. For fully-vaccinated workers not yet eligible for a booster, the disciplinary process may commence on the 16. Two-dose vaccines include: Pfizer-BioNTech,Moderna or Novavaxor vaccines authorized by the World Health Organization. X-ray Machine Registration Family Health Breastfeeding Genetic Disease Screening Mental Health Nutrition and Physical Activity Pregnancy and Reproductive Health Women, Infants and Children Personal Health and Prevention Cannabis (Marijuana) Immunizations Nutrition Quit Smoking Sexually Transmitted Disease Testing Health and Safety 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. 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. Fully vaccinated workers who provide proof of COVID-19 infection may defer booster administration for up to 90 days from date of their first positive test or clinical diagnosis. 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. Non-compliant civil service workers subject to the. California's path forward will be predicated on individual, smarter actions that will collectively yield better outcomes for our neighborhoods, communities, and state. 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. ii. Workers include, but are not limited to, nurses, nursing assistants, physicians, technicians, therapists, phlebotomists, pharmacists, students and trainees, contractual staff not employed by the health care facility, and persons not directly involved in patient care, but who could be exposed to infectious agents that can be transmitted in the health care setting (e.g., clerical, dietary, environmental services, laundry, security, engineering and facilities management, administrative, billing, and volunteer personnel). Documentation of a previous diagnosis from a healthcare provider. 2 min read. Yes, progressive discipline shall be paused pending determination on an accommodation request, and will recommence if the request is denied and worker remains non-compliant. The top industry settings are adult and senior care facilities and in-home direct care settings (22%) where increasing numbers of workers are among the new positive cases and recent outbreaks in these types of settings have frequently been traced to unvaccinated individuals. 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. Vaccines for children 5-11 years of age have been available since October 2021. Please turn on JavaScript and try again. Workers not yet eligible for boosters must be in compliance no later than 15 days after the recommended timeframe above for receiving the booster dose.