DOL Issues New COVID-19 Safety Rule for Healthcare Providers

Burr & Forman
Contact

Burr & Forman

OSHA’s Emergency Temporary Standard imposes new COVID-19 requirements on healthcare providers, most of which go into effect 14 days after publication in the Federal Register.

In January 2021, President Joe Biden issued an Executive Order ordering the Department of Labor (“DOL”) to consider issuing an Emergency Temporary Standard (“ETS”) addressing COVID-19. Despite numerous delays, the final ETS was issued on June 10, 2021, and addresses what employers must do to protect healthcare workers from COVID-19. The DOL also provided some general, non-mandatory guidance for protecting unvaccinated or otherwise at-risk workers in other industries with prolonged close contacts, such as meat processing, manufacturing, seafood, and grocery and high-volume retail. A copy of this guidance can be found here.

Who is a Healthcare Provider?

The ETS applies to “all settings where any employee provides healthcare services or healthcare support services.” The ETS specifically does not apply to the following situations:

  • The provision of first aid by an employee who is not a licensed healthcare provider;
  • The dispensing of prescriptions by pharmacists in retail settings;
  • Non-hospital ambulatory care settings where non-employees are screened for COVID-19 prior to entry and people with suspected or confirmed COVID-19 are not permitted to enter;
  • Well-defined hospital ambulatory care settings if all employees are vaccinated, all non-employees are screened for COVID-19 prior to entry, and people with suspected or confirmed COVID-19 are not permitted to enter;
  • Home healthcare settings if all employees are fully vaccinated, all non-employees are screened for COVID-19 prior to entry, and people with suspected or confirmed COVID-19 are not present;
  • Healthcare support services not performed in a healthcare setting (i.e. off-site laundry, off-site medical billing); or
  • Telehealth services performed outside of a setting where direct patient care occurs.

Key Requirements of the Emergency Temporary Standard

The ETS specifies several requirements for healthcare providers, including:

  • COVID-19 Plan – The employer must develop and implement a COVID-19 plan, which must be written if the employer employs more than ten employees. The plan must designate workplace safety coordinator(s) who are knowledgeable about infection control and the employer’s COVID-19 plan, and it must include a workplace-specific hazard assessment;
  • Patient Screening and Management – The employer must limit and monitor points of entry for settings where direct patient care is provided. The employer must also screen and triage all entrants for symptoms of COVID-19 and develop policies and procedures to ensure that it adheres to CDC guidelines regarding COVID-19;
  • Personal Protective Equipment (“PPE”) – Subject to a few specific exceptions, the employer must provide and ensure that employees wear face masks and other necessary PPE when at work. The employer must also provide and ensure that employees use respirators and other PPE when exposed to people with suspected or confirmed COVID-19 in accordance with CDC guidelines, and the employer must limit aerosol-generating procedures on people with suspected or confirmed COVID-19 to only essential employees;
  • Physical Distancing – Employers must ensure physical distancing of at least six feet from other people when indoors unless distancing is not feasible;
  • Physical Barriers – Employers must install cleanable or disposable barriers at each fixed location in non-patient care areas where employees cannot be more than six feet apart unless barriers are not feasible;
  • Cleaning and Disinfection – Employers must follow standard CDC guidelines and guidelines specified in the ETS for cleaning and disinfecting patient care areas, patient rooms, surfaces, and equipment;
  • Ventilation – Employers must ensure that HVAC systems provide proper COVID-19 ventilation in accordance with CDC guidelines and guidelines specified in the ETS;
  • Health Screening and Medical Management – Employers must screen employees before each workday and shift, require employees to promptly notify the employer when the employee is COVID-19 positive or when the employee exhibits symptoms of COVID-19, remove employees from the workplace when applicable, and notify other employees of COVID-19 exposure in the workplace according to the guidelines in the ETS. The employer may also be required to continue to pay the employee’s normal wages during any quarantine period;
  • Vaccination – The employer must provide reasonable time and paid leave for vaccinations and vaccine side effects;
  • Training – The employer must provide COVID-19 training to employees according to the guidelines in the ETS;
  • Anti-Retaliation – The employer must inform employees of their rights under the ETS and not discriminate or retaliate against employees for exercising those rights; and
  • Recordkeeping and Reporting – Unless exempt due to size, the employer must establish a COVID-19 log of all employee instances of COVID-19 and report all COVID-19 fatalities and hospitalizations to OSHA within the timing guidelines set forth in the ETS.

PPE, physical distancing, and physical barrier requirements do not apply in well-defined areas where there is no reasonable expectation that any person with suspected or confirmed COVID-19 will be present and employees are fully vaccinated.

Employers must comply with all provisions above except physical barriers, ventilation, and training within fourteen days after the final rule is published in the Federal Register. Employers must comply with a physical barrier, ventilation, and training requirements within thirty days after the final rule is published in the Federal Register.

Employers that meet the definition of a “healthcare provider” under the ETS should immediately review the requirements of the ETS to assess compliance. Employers must also be prepared to comply with its relatively short deadline of fourteen days of its effective date.

[View source.]

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Burr & Forman | Attorney Advertising

Written by:

Burr & Forman
Contact
more
less

Burr & Forman on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide
- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.