Additionally, facilities must continue to track workers' vaccination or exemption status to ensure they are complying with these requirements. Workers include, but are not limited to, direct supportive services staff, hospice providers, nurses, nursing assistants, physicians, technicians, therapists, WPCS providers, IHSS providers, registered home care aides, certified home health aides, students and trainees, contractual staff not employed by the residential facility, and persons not directly involved in providing care or services, but who could be exposed to infectious agents that can be transmitted in the care setting (e.g., clerical, clergy, dietary, environmental services, laundry, security, engineering and facilities management, administrative, billing, cosmetology, personal training and volunteer personnel). However, additional statewide facility-directed measures are necessary to protect particularly vulnerable populations, and ensure a sufficient, consistent supply of workers in high-risk health care settings. California Department of Public Health - cdph.ca.gov If progressive discipline is already in process and the worker submits an accommodation request, the process shall pause pending a determination on the request. Based on the emergence of Omicron, additional statewide facility-directed measures are necessary to ensure we maintain adequate staffing levels within our healthcare delivery system. Workers shall not be removed from their assigned posts or positions. In addition, at the federal level, QSO-23-02-ALL (Revised Guidance for Staff Vaccination Requirements) currently requires all Medicare- and Medicaid-certified providers ensure that all applicable staff are vaccinated with COVID19 primary series. If a worker prefers a particular vaccination brand, they should make arrangements to get that vaccination brand timely. Kathy. COVID-19 Response, Facial Coverings, FAQs, Testing, Testing, Vaccination, Note: Unless otherwise specified, the requirements in this FAQ only apply to workers described in Question 1, and are based on the CDPH Order for State And Local Correctional Facilities and Detention Centers Health Care Worker Vaccination Requirement, hereby referred to as CDPH Order.. Progressive discipline shall not be initiated immediately. California is currently experiencing the fastest increase in COVID-19 cases during the entire pandemic with 18.3 new cases per 100,000 people per day, with case rates increasing ninefold within two months. Have submitted a request for religious or reasonable medical accommodation to the vaccine/booster and are pending a determination of the request. Additionally, workers shall wear the appropriate mask at all times based on current masking guidelines as posted on the Lifeline COVID-19 page, and obtain twice-weekly COVID-19 testing (with 48-72 hours between each test), until compliant with the CDPH Order. For fully-vaccinated workers not yet eligible for a booster, the disciplinary process may commence on the 16. Increasing numbers of health care workers are among the new positive cases, despite vaccinations being prioritized for this group when vaccines initially became available. The Centers for Medicare & Medicaid Services today released a memorandum and provider-specific guidance on complying with its interim final rule requiring COVID-19 vaccinations for workers in most health care settings, including hospitals and health systems, that participate in the Medicare and Medicaid programs. Alternatively, workers may select a no-cost community clinic listed on the website myturn.ca.gov, or from their personal health care provider, and follow the process for submitting proof of vaccination/booster outlined in Attachment A of the January 28, 2022, memorandum. Following the approval of an accommodation request, HAs have the ability to remove an LOI. At present, 80% of Californians 12 years of age and older have completed their primary series of COVID-19 vaccines, and 62% have also received at least their first booster dose. As we continue to learn more about post-Omicron infection immunity, hybrid immunity, waning immunity in general, and what new variants may evolve, we will continue to reassess COVID-19 vaccine requirements and recommendations. 4. At present, 80% of Californians 12 years of age and older have completed their primary series of COVID-19 vaccines, and 48% have received their first booster dose. HAs shall initiate corrective or disciplinary action to workers who fail to comply with the instructions and timeframes outlined above. c. "Worker" refers to all paid and unpaid individuals who work in indoor settings where (1) care is provided to patients, or (2) patients have access for any purpose. This includes workers serving in health care or other health care settings who have the potential for direct or indirect exposure to patients or SARS-CoV-2 airborne aerosols. If booster-eligible, obtain vaccine booster dose within 15 calendar days and immediately undergo twice-weekly COVID-19 testing (with 48-72 hours between each test), until boosted. Photo by Julian Mendoza for CalMatters. On December 22, the California Department of Public Health issued an order that requires health care workers working at certain facilities to be fully vaccinated against COVID-19 and to receive boosters by February 1 unless an exemption applies. Unvaccinated persons are more likely to get infected and spread the virus, which is transmitted through the air. Single booster dose of Monderna or Pfizer-BioNTech COVID-19 vaccine. A request for religious accommodation may be submitted by the worker in writing via a CDCR Form 2273, Request for Religious Accommodation, or verbally to a supervisor, manager, or EEO Coordinator. The mandate required them to receive their second dose by Sept. 30.. Assignments shall not be terminated due to non-compliance with the, All unvaccinated, partially vaccinated, or booster-eligible but unboosted registry providers, contractors, and volunteers shall wear the appropriate mask at all times based on current masking guidelines as posted on the Lifeline COVID-19 page, and test twice-weekly (with 48-72 hours between each test) until they are compliant with the. In the interim, all health care staff that have not received their booster must test for COVID-19 twice weekly until they are up to date on their vaccines. Skilled Nursing facilities must continue to comply with current federal requirements that may require more stringent testing of staff, including QSO-20-38-NH REVISED (cms.gov |PDF) Interim Final Rule (IFC), CMS-3401-IFC, Additional Policy and Regulatory Revisions in Response to the COVID-19 Public Health Emergency related to Long-Term Care (LTC) Facility Testing Requirements or similarrequirements that may be imposed in the future. The CDPH recommends workers who initially received the Moderna or Pfizer vaccine to receive the booster six months after their second dose. If not yet eligible for a vaccine booster, obtain booster dose no later than 15 calendar days after the recommended timeframe per Table A of the. New and current registry/contract assignments and onboarding processes have been updated to reflect CDPH order requirements. Accordingly, amendments to the original State Public Health Officer Order of December 22, 2021, are needed at this time, to reflect current science and understandingas it relates to hybrid immunity in those who are fully vaccinated and then become infected. This State Public Health Officer Order will takeeffect onApril 3, 2023. Between that time and the March 1st, 2022, deadline, booster rates for healthcare personnelincreased 47%. Some states mandated boosters for health care workers. Now - Advisory In general, workers shall continue reporting to work, wear the appropriate mask at all times based on current masking guidelines as posted on the Lifeline COVID-19 page, and test twice-weekly (with 48-72 hours between each test), until fully-vaccinated/boosted. Individuals are considered fully- vaccinated for COVID-19 two weeks or more after they have received the second dose in a two-dose series (e.g. Thus CDPH is updating its order requiring health care workers to be fully vaccinated and boosted by March 1, 2022 to allow delay of the March 1, 2022 deadline for receiving a booster for covered workers with proof of a recent infection for up to 90 days from date of infection. Recent outbreaks in health care settings have frequently been traced to unvaccinated staff members. Chemical Dependency Recovery Hospitals, ix. This is a separate process from the religious accommodation process and the filing of a claim, whether internal or external, does not prevent consideration of progressive discipline once the HA determination for religious accommodation has been made. Workers who are newly coming into compliance with the State and Local healthcare worker vaccine requirements must receive their booster dose within 15 days after becoming eligible. For consistency purposes, it is important to use the procedure masks provided by CDCR/CCHCS. Novavax is not authorized for use as a booster dose at this time. The Delta variant is highly transmissible and causes more severe illness. Workers who provide proof of COVID-19 infection shall be in compliance no later than 15 days after the expiration of their deferral. Since the start of the pandemic, CDPH has led with science and data to better understand this disease. Michigan State drops COVID-19 vaccinations and booster requirements for Although COVID-19 vaccination remains effective in preventing severe disease, recent data suggest vaccination becomes less effective over time at preventing infection or milder illness with symptoms, especially in people aged 65 years and older. According to the CDC getting a COVID-19 vaccination is a safer and more dependable way to build immunity to COVID-19 than getting sick with COVID-19. In addition, at the federal level, QSO-23-02-ALL (Revised Guidance for Staff Vaccination Requirements) currently requires all Medicare- and Medicaid-certified providers ensure that all applicable staff are vaccinated with COVID19 primary series. c. For unvaccinated workers: signed declination forms with written health care provider's statement where applicable, as described in section (2) above.

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