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One of the best things about the Human Resources profession is that it is so broad. To me, that means I get to think about so many different things and find unexpected relationships between them.
So I was thinking about safety, since we all had to determine if those OSHA requirements applied to us. From there, I was reading a message from Lisha about COVID regulations, and then my thoughts led me to wanting to make sure that the people who depend on me feel secure. What does all of that mean? A few things might need your attention.
First, California now has a Nonemergency COVID regulation. This replaced the Emergency Temporary Standards and will be in effect until February 2025. This is a bit of a relief because we won’t have to keep checking back to see if a new ETS is coming along.
One of the important changes is that employers no longer need to maintain a separate COVID Prevention Plan (CPP), but can incorporate COVID as a hazard in their Injury and Illness Prevention Plan (IIPP). Who needs an IIPP? All California employers need a written plan, but some smaller employers may have different record keeping requirements.
A complete safety program also includes an Emergency Action Plan (EAP). This plan is required for all California employers, but small employers (less than 10 employees) don’t need to have a written plan. While it may be tempting to avoid the paperwork, the Emergency Action Plan can pull double duty as part of a Business Continuity Plan. As a business leader, when you think of your responsibility to your employees, your community and your customers, you want to do all you can to keep the business going during an emergency, so taking the time to create an Emergency Action Plan can be a very good to ensure the security of the people who depend on you.
There are plenty of templates for all the required elements of a safety plan. In some ways they are really easy to complete – just fill in some blanks or check some boxes. We encourage you, though, to be thoughtful about your safety program and really make it work for you. Your Affogato HR Consultant can help.
Jonna, Lisa, Lisha, Suzanne and Karen
The above/attached information is not a legal advice. It should not be considered as a legal opinion as to which laws apply or as to how any law applies to a particular situation. Companies or individuals should seek advice of Counsel with regards to their situation.
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