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California’s Department of Public Health Updates COVID Guidance

15 Jan

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Update Applicable to:  Effective date
  All employers and multi-state businesses with at least 1 worker in the state of California.    See details below

What happened?

On January 9, 2024, the California Department of Public Health (CDPH) updated it is COVID-19 isolation guidance, 

What are the details?

The California Department of Public Health (CDPH) updated its definition and protocol for what they considered an “infectious period,” moving away from a standard five days of isolation (for COVID cases) to focus on clinical symptoms to determine when to end isolation.

The California Division of Occupational Health and Safety (Cal/OSHA) COVID regulations (in effect until 2025), incorporate the CDPH’s definition of infectious period and its guidance for isolation. This means that the revised CDPH guidance applies to workplaces covered by Cal/OSHA’s COVID-19 regulation.

The order expresses that all people should wear a mask according to the recommendations of When and Why to Wear a Mask by the CDPH.

The updated topics are:

Business Considerations

  • Update your policies to meet the new definitions.
  • It is recommended that, for a possible case, wearing a mask and getting tested are good policies to implement.
  • Follow the recommendations and regulations in the Workplace Settings here: link.

Resources

Source References

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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