CAL/OSHA Updates its FAQs on its COVID-19 Emergency Temporary Standard

In an earlier post, PRINTING United Alliance provided information on Cal/OSHA’s Emergency Temporary Standard regarding COVID-19 workplace safety standards.  Under the emergency standard, employers must “[e]xclude from the workplace employees who test positive for COVID-19 and employees with COVID-19 exposure.” The standards define “COVID-19 exposure” as “being within six feet of a COVID-19 case for a cumulative total of 15 minutes or greater in any 24-hour period.” If the positive test or exposure is work-related, the standards require the employer to continue an excluded employee’s pay and benefits until the employee satisfies the return-to-work criteria.

The updated FAQ document provides clarification on the issue of exclusion pay:

  • The employer must provide exclusion pay only if the employee otherwise is “able and available to work.” According to the FAQs, “if an employee is unable to work because of his or her COVID-19 symptoms, then he or she would not be eligible for exclusion pay and benefits.… The employee, however, may be eligible for Workers’ Compensation or State Disability Insurance benefits.”
  • Similarly, according to the FAQs, an employer need not provide exclusion pay if the employee is unable to work for “reasons other than protecting persons at the workplace from possible COVID-19 transmission.” These reasons may include “a business closure, caring for a family member, disability, or vacation.”
  • The FAQs emphasize that if an employee claims a workplace exposure, “[the] employer should take any reports seriously and should investigate any evidence of an exposure.”
  • The FAQs do not provide targeted guidance to employers as to how to rebut the statutory presumption that a COVID-19 injury is work-related. The FAQs simply state that employers should “conduct [] comparable investigations and produc[e] comparable evidence to show it is more likely than not that an employee’s COVID-19 exposure did not occur in the workplace.”
  • Cal/OSHA will enforce exclusion pay by issuing citations and requiring abatement.
  • Cal/OSHA does not consider “employee[s] receiving workers’ compensation temporary disability benefits for wages lost during the period in which they are excluded from the workplace to be ‘able and available to work.’” An employee cannot receive temporary disability benefits and exclusion pay.

For more information or questions regarding this issue, please contact PRINTING United Alliance’s Government Affairs staff at

Also Tagged: First to Know, FP Advocacy, GP Advocacy, IPDAA Advocacy, SM Advocacy