Local and State Employment Legislation Update: COVID-19 Regulations | SmithAmundsen LLC

Below are some of the most recent updates to various state COVID-19 regulations.


  • Cal/OSHA has updated its Model Covid-19 Prevention Program (CPP) to reflect changes since the third re-enactment of the Covid-19 Emergency Temporary Standards. The model program, which aims to help employers create a written CPP for their individual workplace, incorporates new requirements for masks, respirators and testing. The agency also updated its Covid-19 Temporary Emergency Standards FAQs document to reflect and explain these changes from the third re-enactment.
  • The California Department of Public Health has updated its tips include fully vaccinated and eligible for booster (but unvaccinated) people on the list of people recommended for quarantine or exclusion from work in high-risk settings. These guidelines do not apply to healthcare personnel in facilities covered by AFL 21-08.8, who are authorized to follow the quarantine guidelines for residents of skilled nursing facilities specified in AFL 22-13 .
  • A federal district court has found that a “mild” case of COVID-19, where symptoms included minor fatigue, body aches, headaches and coughing – with no residual effects – does not fall under the definition of COVID-19. a disability protected by California Fair Employment Practices Law. Roman v. Hertz Loc. Corp Edition.No. 20cv2462-BEN (AGS), 2022 BL 169039 (SD Cal. May 16, 2022).


  • The State of Illinois has reinstated its COVID-19 orders via Executive Decree No. 2022-13– also known as COVID-19 Executive Order No. 106. Some or all of the following COVID-19 related Executive Orders have been extended:
    • No. 2022-12 (background checks for healthcare workers);
    • 2020-23 (certified professionals engaged in disaster response);
    • No. 2020-30 (electronic filings for the State Human Rights Commission);
    • No. 2021-18 (mitigation measures);
    • Nos. 2021-22 and 2021-28 (vaccination and testing requirements);
    • n° 2021-31 (suspensive requirements for social workers); and
    • Nos. 2022-06 and 2022-11 (face covering requirements).


The Frontline Workers Compensation Act requires employers in a frontline sector to notify their employees by June 23, 2022, in a form approved by the Commissioner of the Department of Labor and Industry, advising all current workers who may be eligible for the compensation for front-line workers about the help potentially available to them and instructions on how to apply for benefits.


The Washington Department of Labor and Industries has extended its emergency regulations, effective April 6, 2022 through August 4, 2022. The amendment sets out employer reporting and notification requirements for workplace COVID-19 outbreaks, and adds outbreak notification requirements for certain workplaces. health care previously exempt from requirements. The regulations on the voluntary use of PPE have also been extended.

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