News & Events

Friday, June 25th

TOOLKIT: Employee Vaccination Status Verification Process

To support our clients in navigating the revisions to the Cal/OSHA COVID-19 Prevention Emergency Temporary Standard (ETS), effective June 17, 2021, we have created several tools you can use to establish a process that best suits your business needs. It is important to note that an employer is not compelled to use any specific method of documenting employee vaccination status and is not obligated to require employees to submit proof of being fully vaccinated. Documentation is required for a “fully vaccinated” employee to work without a face covering indoors.  

Employers have two (2) options:

  1. Choose to not ask employees their vaccination status and treat everyone as “unvaccinated” or 
  2. Develop a documentation process and operate based on the vaccination status employees choose to provide to you.

Should you choose to move forward with a documentation process, the provided toolkit is developed to provide a sample framework, allowing employers to make business decisions around COVID-19 prevention measures in their workplace while ensuring the wellbeing of your employees.


The video below provides additional instructions on how best to utilize the documents in the toolkit. 


Friday, June 18th

Changes to the Cal OSHA COVID-19 Emergency Temporary Standards

Following the June 17 vote by the Occupational Safety and Health Standards Board to adopt the revised COVID-19 Prevention Emergency Temporary Standards (ETS), Governor Gavin Newsom signed an executive order to allow the revisions to immediately take effect on June 17. The revised regulations reflect the state’s latest COVID-19 public health guidance.

Here are just some of the key revisions:

  • Fully vaccinated employees do not need to wear face coverings except for certain situations during outbreaks and in settings where CDPH requires all persons to wear them. Employers must document the vaccination status of fully vaccinated employees if they do not wear face coverings indoors. For persons vaccinated outside the United States, a vaccine will be valid if listed for emergency use by the World Health Organization (WHO).
  • Employees are not required to wear face coverings when outdoors regardless of vaccination status except for certain employees during outbreaks.
  • Employees are explicitly allowed to wear a face covering without fear of retaliation from employers.
  • Upon request, employers shall provide respirators for voluntary use in compliance with subsection 5144(c)(2) to all employees who are not fully vaccinated and who are working indoors or in vehicles with more than one person, at no cost and without fear of retaliation from their employers.
  • Physical distancing requirements have been eliminated except where an employer determines there is a hazard and for certain employees during major outbreaks.
  • Fully vaccinated employees do not need to be offered testing or excluded from work after close contact unless they have COVID-19 symptoms. This also extends to employees if they had COVID-19 within the last 90 days and have remained symptom-free.
  • Employees who are not fully vaccinated and exhibit COVID-19 symptoms must be offered testing by their employer.
  • Employees may bring a wage claim to recover unpaid “continued earnings” when excluded from the workplace. The revisions also specify that employees must be paid their regular rate of pay by the next regular pay day.
  • After providing written notice of a COVID-19 case in the workplace, employers will be required to provide “verbal notice” if they reasonably know that an employee has not received the written notice or has limited literacy in the language in which the written notice was provided.
  • Employers must review the Interim guidance for Ventilation, Filtration, and Air Quality in Indoor Environments.
  • Employers must evaluate ventilation systems to maximize outdoor air and increase filtration efficiency and evaluate the use of additional air cleaning systems.
  • Employer-provided housing and transportation are exempt from the regulations where all employees are fully vaccinated.

In addition to the above, other revisions include modifications to key definitions, newly imposed training requirements, and other updates. The revised standard should be reviewed in detail.  

Next steps:

  • Review the revised standard
  • Register and attend a COVID-19 Emergency Temporary Standards (ETS) Update webinar hosted by Cal/OSHA Consultation. 
  • If you haven’t already, carefully determine how you are going to confidentially document vaccination status in the workplace with the help of legal counsel.
  • Evaluate your supply of N95 respirators
    • Businesses seeking assistance to provide N95 respirators for unvaccinated employees as required by the revised Emergency Temporary Standards can find distribution locations for a one month supply of state provided N95 respirators here. Distribution details are still developing. Check back regularly for updates.
    • In addition, Cal/OSHA lists some but not all vendors that sell N95 respirators in large quantities (vendors able to fulfill orders of more than 100,000 units). There are many vendors who have N95s available in smaller quantities.
  • Update your written COVID-19 Prevention Program (CPP), training, and internal procedures.  

We will continue to closely monitor developments and communicate any additional explanation, resources, and tools as they become available. Please reach out to our office for any questions relating to workplace safety or Cal OSHA compliance.


Thursday, June 17th

Congratulations Louise and Welcome Kely!

After more than 22 years of dedicated service, Louise Matheny will be retiring from her role as HR Business Consultant at Morris & Garritano. Louise has been an invaluable member of our team and family, providing education, resources, and a listening ear to our clients and our community. We will miss her greatly but are excited for all the adventures she has yet to come! 

Louise joined Morris & Garritano in 1999, coming from a career in healthcare. At the time the agencyonly had 55 employees and no dedicated HR department, which meant Louise was not only responsible for assisting clients with inquiries but also for managing the internal HR duties of a growing company. Through her employer-education focused approach, her dedicated involvement in our business community, and her engaging charm, Louise quickly became a go-to source for all things HR. 

As any California employer knows, these last few years have been challenging with the revolving door of labor law changes. But through it all, Louise remained dedicated to learning and researching the regulations so that she could inform and educate our clients when they needed us the most. Louise did note, “We have the best clients! They made my job easier because they always want to do the right thing and take care of their employees. It has been a true pleasure.” 

We recognize the value that Louise’s service and proficiency provides to our clients, which is why we made it a priority to find the right HR professional to fill this critical role. We are thrilled to announce that Kely Blackburn has joined the M&G Team as our new HR Business Consultant. 

Kely has built a strong career in Human Resources and Operations providing her with the knowledge and expertise to tackle important HR topics, including employee and labor relations, recruiting, and organizational development. Prior to joining Morris & Garritano, she was responsible for the management of a compensation portfolio for over 3,200 employees along with advising on compliance, HR policies and practices. She is well versed in the HR needs of various industries and remains at the forefront of the ever-changing regulations that the pandemic has brought about. 

Kely is a Central Coast native who is active in our business community, is a member of the American Association of University Women (AAUW) and volunteers with the Kiwanis Club of Pismo Beach. Louise and Kely will be working closely together over the next month to provide you with a seamless transition of services. We have full confidence that Kely will grow and thrive as our HR Business Consultant, ensuring that the education and care you have come to know and love from Louise will continue on. 

Please help us in congratulating Louise on her retirement and welcoming Kely to Morris & Garritano. 

Should you have any questions, please reach out to your Account Manager or email HRConsulting@morrisgarritano.com