OSHA Issues “Stronger” Guidance on COVID-19 in the Workplace

Ruder Ware

The Occupational Safety and Health Administration (OSHA) has issued a new, “stronger” Guidance on identifying and preventing coronavirus exposure risks in the workplace.  Although this is labeled a “Guidance” and OSHA says that it is advisory, employers are cautioned that they can be at risk for standard OSHA penalties under the General Duty Clause if reasonable efforts are not made to minimize COVID-19 risks in the workplace, including efforts consistent with recommendations in the Guidance.  And, it is possible that the elements listed in this Guidance, or something similar, could be required in the near future.

The bulk of the Guidance deals with encouraging employers to implement COVID-19 prevention programs. On his second day in office, President Biden ordered OSHA to consider whether an emergency temporary standard on COVID-19 is necessary and, if so, to issue it by March 15, 2021.  So, the distinct possibility exists that workplace prevention programs will be required if OSHA issues the emergency standard.

The new Guidance emphasizes that workers receiving the coronavirus vaccine “must” continue to follow safe practices, such as face coverings and social distancing.  This is “because at this time, there is not evidence that COVID-19 vaccines prevent transmission of the virus from person-to-person,” and more information is needed about vaccine protection before changing these recommendations.

The Guidance recommends that prevention programs contain 16 elements:

  1. Assign a workplace COVID-19 coordinator
  2. Identify how and where employees may be exposed
  3. Identify measures that will limit the spread of the virus, including providing face coverings to employees at no charge
  4. Consider protections for higher risk workers
  5. Establish an effective communication system
  6. Educate and train on policies and procedures
  7. Instruct infected employees to stay home
  8. Minimize negative impacts of quarantine and isolation on workers
  9. Isolate workers with symptoms at work
  10. Enhance cleaning and disinfection after infected people have been on the premises
  11. Provide guidance on screening and testing
  12. Record and report COVID-19 infections and deaths
  13. Protect employees from retaliation for reporting and complaining about COVID-19-related hazards
  14. Make the COVID-19 vaccine available to all eligible employees at no charge
  15. Don’t distinguish between vaccinated and non-vaccinated employees (recognizing that vaccinated employees must still follow safe practices)
  16. Follow applicable individual OSHA standards that remain in effect (e.g. standards relating to respiratory protection, bloodborne pathogens, sanitation, etc.).

While there is at this time no OSHA standard specific to COVID-19, the Guidance refers in several places to the General Duty Clause, which requires employers “to provide a safe and healthful workplace that is free from recognized hazards that can cause serious physical harm or death.”  This very general statement of law can be, and has been, used by OSHA to cite employers for failing to maintain reasonable COVID-19 protection measures.

The new Guidance can be accessed via OSHA’s site..

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.

© Ruder Ware | Attorney Advertising

Written by:

Ruder Ware

Ruder Ware 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.