Star Staffing’s Vaccination, Testing, and Face Covering Policy

Purpose:

Vaccination is a vital tool to reduce the presence and severity of COVID-19 cases in the workplace, in communities, and in the nation as a whole. Star Staffing encourages all employees to receive a COVID-19 vaccination to protect themselves and other employees. However, should an employee choose not to be vaccinated, this policy’s sections on testing and face coverings will apply. This policy complies with OSHA’s Emergency Temporary Standard on Vaccination and Testing (29 CFR 1910.501).

Scope:

This COVID-19 Policy on vaccination, testing, and face covering use applies to all employees of Star Staffing, except for employees who do not report to a workplace where other individuals (such as coworkers or customers) are present; employees while working from home; and employees who work exclusively outdoors.

All employees are encouraged to be fully vaccinated. Employees are considered fully vaccinated two weeks after completing primary vaccination with a COVID-19 vaccine with, if applicable, at least the minimum recommended interval between doses. For example, this includes two weeks after a second dose in a two-dose series, such as the Pfizer or Moderna vaccines, two weeks after a single-dose vaccine, such as Johnson & Johnson’s vaccine, or two weeks after the second dose of any combination of two doses of different COVID-19 vaccines as part of one primary vaccination series. Employees who are not fully vaccinated will be required to provide proof of weekly COVID-19 testing and wear a face covering at the workplace.

Some employees may be required to have or obtain a COVID-19 vaccination as a term and condition of employment at Star Staffing, due to their specific job duties (e.g., public facing positions). Employees subject to mandatory vaccination requirements should follow all relevant vaccination procedures in this policy and are not given the choice to choose testing and face covering use in lieu of vaccination.

All employees are required to report their vaccination status and, if vaccinated, provide proof of vaccination. Employees must provide truthful and accurate information about their COVID-19 vaccination status, and, if not fully vaccinated, their testing results. Employees not in compliance with this policy will be subject to discipline.

Failure to comply with any part of this policy could result in exclusion from the workplace, as well as additional disciplinary action up to and including termination of employment.

Employees may request an exception from vaccination requirements (if applicable) if the vaccine is medically contraindicated for them or medical necessity requires a delay in vaccination. Employees also may be legally entitled to a reasonable accommodation if they cannot be vaccinated and/or wear a face covering (as otherwise required by this policy) because of a disability, or if the provisions in this policy for vaccination, and/or testing for COVID-19, and/or wearing a face covering conflict with a sincerely held religious belief, practice, or observance. Requests for exceptions and reasonable accommodations must be initiated by written correspondence to you Star Staffing representative.  All such requests will be handled in accordance with applicable laws and regulations

Procedures:

Overview and General Information

Vaccination

Star Staffing encourages all of its employees to get vaccinated against COVID-19. Any Star Staffing employee that chooses to be vaccinated against COVID-19 must be fully vaccinated by January 28, 2022, employees who are not vaccinated by this date will be required to test weekly starting on February 10, 2022 until they become fully vaccinated. To be fully vaccinated by January 28, 2022, an employee must:

• Obtain the first dose of a two dose vaccine no later than January 7; and the second dose no later than January 28, 2022; or
• Obtain one dose of a single dose vaccine no later than January 28, 2022.

Employees will be considered fully vaccinated two weeks after receiving the requisite number of doses of a COVID-19 vaccine as stated above. An employee will be considered partially vaccinated if they have received only one dose of a two dose vaccine. 

Contact your local Star Staffing branch for information about vaccination sites or contact your medical provider directly.

Testing and Face Coverings

Vaccination Status and Acceptable Forms of Proof of Vaccination

Vaccinated Employees

All vaccinated employees are required to provide proof of COVID-19 vaccination, regardless of where they received vaccination. Proof of vaccination status can be submitted via by email (vaccine@starhr.com), text, or in person to your local Star Staffing branch.

Acceptable proof of vaccination status is:  

1. The record of immunization from a health care provider or pharmacy;
2. A copy of the COVID-19 Vaccination Record Card;
3. A copy of medical records documenting the vaccination;
4. A copy of immunization records from a public health, state, or tribal immunization information system; or
5. A copy of any other official documentation that contains the type of vaccine administered, date(s) of administration, and the name of the health care professional(s) or clinic site(s) administering the vaccine(s).

Proof of vaccination generally should include the employee’s name, the type of vaccine administered, the date(s) of administration, and the name of the health care professional(s) or clinic site(s) that administered the vaccine. In some cases, state immunization records may not include one or more of these data fields, such as clinic site; in those circumstances Star Staffing will still accept the state immunization record as acceptable proof of vaccination.

If an employee is unable to produce one of these acceptable forms of proof of vaccination, despite attempts to do so (e.g., by trying to contact the vaccine administrator or state health department), the employee can provide a signed and dated statement attesting to their vaccination status (fully vaccinated or partially vaccinated); attesting that they have lost and are otherwise unable to produce one of the other forms of acceptable proof; and including the following language:

“I declare (or certify, verify, or state) that this statement about my vaccination status is true and accurate.  I understand that knowingly providing false information regarding my vaccination status on this form may subject me to criminal penalties.” 

An employee who attests to their vaccination status in this way should to the best of their recollection, include in their attestation the type of vaccine administered, the date(s) of administration, and the name of the health care professional(s) or clinic site(s) administering the vaccine.  

All Star Staffing employees must complete an attestation of vaccination status form upon hire. Employees who are vaccinated will be required to provide proof of vaccination prior to their first day of work with Star Staffing. If not completed during the onboarding process, proof of vaccination should be sent to vaccine@starhr.com.

All Employees

All employees, both vaccinated and unvaccinated, must inform Star Staffing of their vaccination status. The following table outlines the requirements for submitting vaccination status documentation.

Supporting COVID-19 Vaccination

An employee may take up to four hours of duty time per dose to travel to the vaccination site, receive a vaccination, and return to work.  This would mean a maximum of eight hours of duty time for employees receiving two doses.  If an employee spends less time getting the vaccine, only the necessary amount of duty time will be granted.  Employees who take longer than four hours to get the vaccine must send Star Staffing an email (to vaccine@starhr.com) documenting the reason for the additional time (e.g., they may need to travel long distances to get the vaccine). Any additional time requested will be granted, if reasonable, but will not be paid; in that situation, the employee can elect to use accrued leave, e.g., sick leave, to cover the additional time. If an employee is vaccinated outside of their approved duty time they will not be compensated.

Employees may utilize up to two workdays of sick leave immediately following each dose if they have side effects from the COVID-19 vaccination that prevent them from working. Employees who have no sick leave will be granted up to two days of additional sick leave immediately following each dose if necessary.

The following procedures apply for requesting and granting duty time to obtain the COVID-19 vaccine or sick leave to recover from side effects:

Employees should email vaccine@starhr.com within 7 days of receiving their vaccine with their request to receive sick pay. Employees may be required to provide documentation supporting their need for time off for these reasons.

Employee Notification of COVID-19 and Removal from the Workplace

Star Staffing will require employees to promptly notify their Star Staffing Representative when they have tested positive for COVID-19 or have been diagnosed with COVID-19 by a licensed healthcare provider. Employees who have tested positive for COVID-19 should not return to the workplace for any reason after receiving a diagnosis of COVID-19 until they have met the return to work criteria detailed below AND have been cleared to return to work by Star Staffing.

Medical Removal from the Workplace & Return to Work Criteria

Star Staffing has also implemented a policy for keeping COVID-19 positive employees from the workplace in certain circumstances. Star Staffing will immediately remove an employee from the workplace if they have received a positive COVID-19 test or have been diagnosed with COVID-19 by a licensed healthcare provider (i.e., immediately send them home or to seek medical care, as appropriate).

 
Star Staffing’s follows Cal OSHA’s guidance for exclusion periods and return to work criteria. Return to work criteria varies based on the following situations:

• Employees Who Test Positive for COVID-19 (applies to all employees regardless of vaccination status or symptoms)
  • Must be excluded from the workplace for at least 5 days
  • If employee has no symptoms or their symptoms are resolving:
    • They can return to work after 5 days if they get a negative test (must be collected on day 5 or later)
    • If they are unable to get tested or choose not to, they can return to work after 10 days
  • If employee has symptoms (but not a fever) that are not resolving, they cannot return to work until symptoms are resolving or until 10 days from their positive test
  • If employee has a fever, they cannot return to work until fever resolves
  • Employees must wear face coverings around others for a total of 10 days after the positive test
• Employees Who Are Exposed to Someone with COVID-19 – Quarantine Required (applies to employees who are unvaccinated, or vaccinated and eligible for a booster* but have not received one yet)
  • Must be excluded from the workplace for at least 5 days after last close contact with COVID case and must test on day 5
  • If employee is asymptomatic:
    • They can return to work after 5 days if they get a negative test (must be collected on day 5 or later)
    • If they are unable to get tested or choose not to, they can return to work after 10 days
  • For asymptomatic vaccinated employees who have not received their booster, they do not have to be excluded from the workplace if they receive a negative test 3-5 days after their last exposure and continue to have no symptoms (many employees likely fall under this category)
  • If an exposed employee tests positive, they follow the requirements above for positive cases
  • If an exposed employee develops symptoms, they must continue to be excluded from work until they get tested and get the results
  • Employees must wear face coverings around others for a total of 10 days after exposure

*Employees are eligible for a booster 6 months after their second dose of Moderna or Pfizer, and 2 months after their first dose of J&J

• Employees Who Are Exposed to Someone with COVID-19 – No Quarantine Required (applies to employees who are boosted and employees who are fully vaccinated but not yet eligible for their booster)
  • These employees do not need to quarantine if they do all of the following:
    • Test on day 5 and receive a negative result
    • Wear face coverings around others for a total of 10 days after exposure
  • If an employee tests positive they must follow the recommendation above for positive cases
  • If employees develop symptoms, they must be excluded from the work until they get tested and get the results

If you are unable to get your employees tested, the rule under the ETS will apply instead. As of January 14, 2022, the rule for vaccinated close contacts under the ETS is that they do not have to quarantine as long as they are asymptomatic and wear a face covering and maintain 6 ft. of distance from others for 14 days after exposure .

COVID-19 Testing

All employees who are not fully vaccinated will be required to comply with this policy for testing.

Employees who report to the workplace at least once every seven days:

(A) must be tested for COVID-19 at least once every seven days; and

(B) must provide documentation of the most recent COVID-19 test result to vaccine@starhr.com no later than the seventh day following the date on which the employee last provided a test result.

Any employee who does not report to the workplace during a period of seven or more days (e.g., if they were teleworking for two weeks prior to reporting to the workplace):

(A) must be tested for COVID-19 within seven days prior to returning to the workplace; and

(B) must provide documentation of that test result to [the supervisor] upon return to the workplace.

If an employee does not provide documentation of a COVID-19 test result as required by this policy, they will be removed from the workplace until they provide a test result.   

Employees who have received a positive COVID-19 test, or have been diagnosed with COVID-19 by a licensed healthcare provider, are not required to undergo COVID-19 testing for 90 days following the date of their positive test or diagnosis.

Employees who are not vaccinated must submit a negative test result prior to start of a new assignment and once every 7 days to vaccine@starhr.com.

Face Coverings

Star Staffing will require all employees to wear a face covering. Face coverings must: (i) completely cover the nose and mouth; (ii) be made with two or more layers of a breathable fabric that is tightly woven (i.e., fabrics that do not let light pass through when held up to a light source); (iii) be secured to the head with ties, ear loops, or elastic bands that go behind the head. If gaiters are worn, they should have two layers of fabric or be folded to make two layers; (iv) fit snugly over the nose, mouth, and chin with no large gaps on the outside of the face; and (v) be a solid piece of material without slits, exhalation valves, visible holes, punctures, or other openings. Acceptable face coverings include clear face coverings or cloth face coverings with a clear plastic panel that, despite the non-cloth material allowing light to pass through, otherwise meet these criteria and which may be used to facilitate communication with people who are deaf or hard-of-hearing or others who need to see a speaker’s mouth or facial expressions to understand speech or sign language respectively. 

Employees must wear face coverings over the nose and mouth when indoors and when occupying a vehicle with another person for work purposes. Policies and procedures for face coverings will be implemented, along with the other provisions required by OSHA’s COVID-19 Vaccination and Testing ETS, as part of a multi-layered infection control approach for unvaccinated workers. 

Employees can choose and obtain their own face covering.  If employees can not obtain a face covering, the worksite can provide one. 

The following are exceptions to Star Staffing’s requirements for face coverings:

1. When an employee is alone in a room with floor to ceiling walls and a closed door.
2. For a limited time, while an employee is eating or drinking at the workplace or for identification purposes in compliance with safety and security requirements.
3. When an employee is wearing a respirator or facemask.
4. Where Star Staffing’s has determined that the use of face coverings is infeasible or creates a greater hazard (e.g., when it is important to see the employee’s mouth for reasons related to their job duties, when the work requires the use of the employee’s uncovered mouth, or when the use of a face covering presents a risk of serious injury or death to the employee).

New Hires:

All new employees are required to comply with the vaccination, testing, and face covering requirements outlined in this policy as soon as practicable and as a condition of employment. Potential candidates for employment will be notified of the requirements of this policy prior to the start of employment.

New employee’s must complete an attestation of vaccination status during their onboarding. Employees who are fully vaccinated will be required to provide proof of vaccination prior to their first day of work. Employees who are not fully vaccinated will be required to provide a negative test within 7 days prior to their first day.

Confidentiality and Privacy:

All medical information collected from individuals, including vaccination information, test results, and any other information obtained as a result of testing, will be treated in accordance with applicable laws and policies on confidentiality and privacy.

Questions:

Please direct any questions regarding this policy to our Human Resources Department at 707-762-4447 or covid@starhr.com.

In California, every employer is required by law to provide a safe and healthful workplace to their employees. In accordance with the California Code of Regulations, Star Staffing has an effective Injury and Illness Prevention Program in writing. 

The purpose of the IIPP is to:

• Reduce worker injuries and health hazards in the workplace.
• Provide a safe and secure workplace.
• Detect and correct safety and security hazards in a timely manner.
• Minimize workers’ compensation claim losses.
• Encourage suggestions and solutions from all employees.
• Comply with the requirements of the Cal/OSHA Injury and Illness Prevention Program (California Code of Regulation Title 8 § 3203).

The successful operation of Star Staffing and its’ employees will depend on how safely each job is performed. There is no job so important – that we cannot take time to work safely. We consider the safety of our employees and staff to be of extreme importance and we expect your participation in making our program effective. 

RESPONSIBILITIES

Star Staffing has appointed the following persons to be responsible for managing the safety effort. All staff and employees will give full support to the Risk Control Manager and work in a joint effort to achieve safety goals and objectives for the enhancement of safety at Star Staffing. The following persons are responsible for managing the Injury and Illness Prevention Program of Star Staffing:

Name                                                              Title

Kenny Shook                                                     Director of Risk Control                                                           

Monica Gonzalez                                               Asst. Branch Manager – Petaluma

Luz Zavala                                                         Branch Manager – Santa Rosa

TBD                                                                   Asst. Branch Manager – Sacramento/Lodi

Kenia Lopez                                                      Asst. Branch Manager – Fairfield

Vanessa Salazar                                                Asst. Branch Manager – Napa

A copy of this IIPP is available in each branch office. 

Director of Risk Control

• Administrator for the Injury & Illness Prevention Program.
• Maintain a comprehensive safety and health program.
• Fully comply with all safety and health laws, rules, and regulations of State, Federal, and Local agencies.
• Be responsible for the proper and complete training of all employees in a timely manner.
• Provide continuing safety training for all personnel.
• Maintain each branch safety bulletin board, in an accessible location where all employees may review safety incentive program details, hazard notifications, and other safety information.

Branch Managers/Assistant Branch Managers

• Provide and enforce the use of appropriate personal protective equipment.
• Ensure that all operations are performed with regard for the safety of all personnel.
• Ensure all Cal/OSHA Safety Orders and “Safety Standards” are always adhered to.
• Be responsible for timely and thorough documentation of all safety related incidents and accidents.

Staff/Employees

• Will give their cooperation in all aspects of safety and health, including compliance with all rules and regulations in a conscientious and consistent manner.
• Properly and accurately report any accident, injury, or security concern, regardless of severity, immediately.
• Observe all housekeeping standards.
• Use all personal protective equipment (PPE) as required.
• Attend required safety meetings.
• Periodically review the Safety Bulletin Board.
• Comply with company Safety Standards.
  
  

COMPLIANCE

Employees who fail to comply with safety rules will be subject to disciplinary action up to and including termination. Violation of safety rules or unsafe acts may result in one or more of the following steps being skipped based on severity of violation.  Account Managers and Regional Managers will follow the normal disciplinary procedures as follows:

1. Verbal counseling – the first step. Must be documented in the employee’s personnel file.
2. Written warning – outlining nature of the offense and necessary corrective action.
3. Suspension without pay – the third step or a separate disciplinary action results from a serious violation.
4. Termination – If an employee is to be terminated, specific and documented communication between the Account Manager/Regional Manager and the employee, as outlined, must have occurred.

Star Staffing also recognizes good safety performance in several ways. Star Safety Employee recognition can be awarded with a nomination from a client/staff when an employee has worked for a period of time without safety violations and positive involvement in workplace safety, safety committee, and recognition and reporting of hazard.  

COMMUNICATION

The following is our system of communication, designed to facilitate a continuous flow of two-way (management, supervisor, and employees) safety and health information in a form that is readily understandable to and between all affected site personnel:

• New employee safety orientation, including a discussion of site-specific safety and health policies and procedures as available.
• Follow-through by supervisor to ensure effectiveness.
• Workplace-specific safety and health training.
• Effective written communication of safety and health concerns between workers and supervisors, including language translation where appropriate.
• Posted and distributed safety information.
• A system for workers to anonymously inform management about workplace hazards without fear of reprisal. This is accommodated by a safety suggestion box and/or safety committee member.
• Other means we use to ensure communication with employees include ongoing one on one discussions, safety topic stuffers on paychecks, quizzes, and various safety postings.

Our organization elects to use a labor/management safety and health committee, meeting the requirements of T8CCR 3203 (7) (c) (1) – (7) to comply with the communication requirements of subsection (a)(3) of T8CCR 3203.

ACCIDENT INVESTIGATION

It is the policy of Star Staffing to carry out a thorough program of accident investigation. Branch Managers and/or Risk Control Manager will be primarily responsible for completing the accident/incident investigation. Accidents/incidents involving fire, death, serious injury, or extensive property damage will be investigated jointly by the Manager and risk Control Manager. 

The primary goal of the accident/incident investigation program is the prevention of future similar accidents/incidents using knowledge derived from the investigation. Additionally, the investigation will be used to prepare reports required by Federal and State law as well as the Workers’ Compensation Insurance Carrier. These reports are critical in establishing the Company’s and the Supervisor’s liability under the law. 

When an employee is injured at work, the Client Supervisor is responsible for calling Star Staffing immediately to notify the company an employee has been injured. The Star Staffing Representative will follow our injury process and provide first aid and/or send employee to seek medical treatment. The following procedures have been found to be effective when investigating accidents/incidents:

1. Go to the scene of the accident at once.
2. Talk with the injured person if possible. Talk to witnesses. Stress getting the facts, not placing blame or responsibility. Ask open ended questions.
3. Listen for clues in the conversations around you. Unsolicited comments often have merit.
4. Encourage people to give their ideas for preventing a similar accident.
5. Study possible causes – unsafe conditions, unsafe practices, etc.
6. Confer with interested persons about possible solutions.
7. Write your accident report giving a complete, accurate account of the accident.
8. Follow up to make sure conditions are corrected. If they cannot be corrected immediately, report this to your supervisor.
9. Publicize corrective action taken so that all may benefit from the experience. This can be done at Safety Committee Meetings.

For the Accident/Incident Investigation Report to be effective, it should contain detailed answers to the following questions:

• What was the employee doing? Explain in detail the activity of the employee at the time of the accident?
• What happened? – Indicate in detail what took place, describe the accident, the type of injury, the part or parts of the body affected and whether the employee was wearing appropriate safety equipment.
• What caused the accident? – Explain in detail the condition, act, malfunction, etc. that caused the accident. Remember that it is possible to have more than one reason or cause for an accident.
• What can be done to prevent a similar accident? – Indicate corrective action to prevent recurrence.

The Accident/Incident paperwork packet, including the Employee Statement, must be submitted to the Risk Control Manager within 24 hours after the accident. 

INFECTION PREVENTION MEASURES

Star Staffing has incorporated the following protocols in to our IIPP and training of employees:

• Actively encourage sick employees to stay home.

• Immediately send employees home or to medical care, as needed, if they have a frequent cough, fever, difficulty breathing, chills, muscle pain, headache, sore throat, or recent loss of taste or smell.
• Ensure employees who are out ill with fever or acute respiratory symptoms do not return to work until both of the following occur:
  • At least three full days pass with no fever (without the use of fever-reducing medications) and no acute respiratory illness symptoms; and
  • At least 10 days pass since the symptoms first appeared.  
• Ensure employees that return to work following an illness promptly report any recurrence of symptoms.
• Encourage employees to telework from home when possible.
• Practice physical distancing by cancelling in-person meetings, using video or telephonic meetings, and maintaining a distance of at least 6 feet between persons at the workplace when possible.
• Provide employees with cloth face covers or encourage employees to use their own face covers for use whenever employees may be in workplaces with other persons. Cloth face coverings are not personal protective equipment (PPE), but combined with physical distancing of at least six feet, they may help prevent infected persons without symptoms from unknowingly spreading COVID-19.
  • Face Coverings
    • Face coverings must:
      • Completely cover the nose and mouth.
      • Be made with two or more layers of a breathable fabric that is tightly woven (i.e., fabrics that do not let light pass through when held up to a light source)
      • Be secured to the head with ties, ear loops, or elastic bands that go behind the head. If gaiters are worn, they should have two layers of fabric or be folded to make two layers.
      • Fit snugly over the nose the nose, mouth, and chin with no large gaps on the outside of the face.
      • Be a solid piece of material without slits, exhalation valves, visible holes, punctures, or other openings.
    • Acceptable face coverings include clear face coverings or cloth coverings with a clear plastic panel that, despite the non-cloth material, allow light to pass through, otherwise meet these criteria and which may be used to facilitate communication with people who are deaf or hard-of-hearing or others who need to see a speaker’s mouth or facial expressions to understand speech or sign language respectively.
    • Employees who are not fully vaccinated must wear face covering over the nose and mouth when indoors and when occupying a vehicle with another person for work purposes. Policies and procedures for face coverings will be implemented, along with other provisions required by OSHA COVID-19 Vaccination and Testing ETS, as part of a multi-layered infection control approach for unvaccinated workers.
    • The following are exceptions to requirements for face coverings:
      • When an employee is alone in a fully enclosed office.
      • For a limited time, while an employee is eating or drinking at the workplace or for identification purposes in compliance with safety and security requirements.
      • When an employee is wearing a respirator or facemask.
      • Where it has been determined that the use of a face covering is infeasible or creates a greater hazard (e.g., when it is important to see employee’s mouth for reasons related to their job duties, when the work requires the use of the employee’s uncovered mouth, or when the use of a face covering presents a risk of serious injury or death to the employee).
• Avoid shared workspaces (desks, offices, and cubicles) and work items (phones, computers, other work tools, and equipment) when possible.
  • If they must be shared, clean and disinfect shared workspaces and work items before and after use.
• Establish procedures to routinely clean and disinfect commonly touched objects and surfaces such as elevator buttons, handrails, copy machines, faucets, and doorknobs. Surfaces should be cleaned with soap and water prior to disinfection. These procedures should include:
  • Using disinfectants that are EPA-approved for use against the virus that causes COVID-19.
  • Providing EPA-registered disposable wipes for employees to wipe down commonly used surfaces before use.
  • Following the manufacturer’s instructions for all cleaning and disinfection products (e.g., safety requirements, PPE, concentration, contact time).
  • Ensuring there are adequate supplies to support cleaning and disinfection practices.
  • Inform employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA). Please see further information on protecting the privacy of persons with COVID-19 from the California Department of Fair Employment and Housing.
  • Temporarily close the general area where the infected employee worked until cleaning is completed.
  • Conduct deep cleaning of the entire general area where the infected employee worked and may have been, including breakrooms, restrooms, and travel areas, with a cleaning agent approved for use by the EPA against coronavirus. It should ideally be performed by a professional cleaning service.
    • Any person cleaning the area should be equipped with the proper PPE for COVID-19 disinfection (disposable gown, gloves, eye protection, mask, or respirator if required) in addition to PPE required for cleaning products. See below for further information on PPE.
• Advise employees to avoid non-essential travel if possible and check CDC’s Traveler’s Health Notices prior to travel.
• Employees who test positive for Covid-19 (applies to all employees regardless of vaccination status or symptoms)
  • Must be excluded from the workplace for at least 5 days
  • If employee has no symptoms or their symptoms are resolving:
    • They can return to work after 5 days if they get a negative test (must be collected on day 5 or later)
    • If they are unable to get tested or choose not to, they can return to work after 10 days
  • If employee has symptoms (but not a fever) that are not resolving, they cannot return to work until symptoms are resolving or until 10 days from positive test
  • If employee has a fever, they cannot return to work until fever resolves
  • Employees must wear face coverings around others for a total of 10 days after positive test
• Employees who are exposed to someone with Covid-19 – Quarantine Required (applies to employees who are unvaccinated, or vaccinated and eligible for a booster* but have not received one yet)
  • Must be excluded from the workplace for at least 5 days after last close contact with Covid case and must test on day 5 or later
  • If employee is asymptomatic:
    • They can return to work after 5 days if they get a negative test (must be collected on day 5 or later)
    • If they are unable to get tested or choose not to, they can return to work after 10 days
  • For asymptomatic vaccinated employees who have not received their booster, they do not have to be excluded from the workplace if they receive a negative test 3-5 days after their last exposure and continue to have no symptoms (many employees fall under this category)
  • If an exposed employee tests positive, they follow the requirements above for positive cases
  • If an exposed employee develops symptoms, they must continue to be excluded from work until they get tested and get the results
  • Employees must wear face coverings around others for a total of 10 days after exposure

*Employees are eligible for a booster 6 months after their second dose of Moderna or Pfizer, and 2 months after their first dose of J&J

• Employees who are exposed to someone with Covid-19 – No Quarantine Required (applies to employees who are boosted and employees who are fully vaccinated but not yet eligible for their booster)
  • These employees do not need to quarantine if they do all the following:
    • Test on day 5 and receive a negative result
    • Wear face covering around others for a total of 10 days following exposure
  • If an employee test positive they must follow the recommendation above for positive cases
  • If employees develop symptoms, they must be excluded from work until they get tested and get the results
  • If you are unable to get your employees tested, the rule under the ETS will apply instead. As of January 14, 2022, the rule for vaccinated close contacts under the ETS is that they do not have to quarantine if they are asymptomatic and wear a face covering and maintain 6 ft. of distance from others for 14 days after exposure

For employers in industries such as retail sales or service industries, to protect those employees with frequent contact with the public, arrange work and implement measures that account for the possibility that the public is a possible contamination source, including:

• Conduct even more frequent cleaning and disinfection of surfaces touched by the public such as credit card machines, touch screens, shopping carts and doors.
• Protect cashiers and other workers who have frequent interaction with the public with engineering controls such as Plexiglas screens or other physical barriers, or spatial barriers of at least six feet, if feasible.
• If exposures to the public cannot be eliminated with engineering controls, require, or encourage customers to wear face coverings, which are mandatory in some jurisdictions.
• Schedule work to allow frequent hand washing by employees handling items (cash, credit cards, merchandise, etc.) touched by members of the public.  Notably, Executive Order N-51-20 requires that employees working in food facilities (as defined by the California Retail Food Code) must be permitted to wash their hands every 30 minutes and additionally, as needed.
• Enforce physical distancing by limiting the number of customers in retail space.
• Ask customers to take precautions such as only touching items they intend to purchase and provide hand sanitizer stations.
• Provide workers handling items touched by the public with PPE (i.e., disposable gloves).

Provide Employee Training

Provide training in a language that is readily understandable by all employees on the following topics:

• General description of COVID-19, symptoms, when to seek medical attention, how to prevent its spread, and the employer’s procedures for preventing its spread at the workplace.
• How an infected person can spread COVID-19 to others even if they are not sick.
• How to prevent the spread of COVID-19 by using cloth face covers, including:
  • CDC guidelines that everyone should use cloth face covers when around other persons.
  • How cloth face covers can help protect persons around the user when combined with physical distancing and frequent hand washing.
  • Information that cloth face covers are not protective equipment and do not protect the person wearing a cloth face cover from COVID-19.
  • Instructions on washing and sanitizing hands before and after using face coverings, which should be washed after each shift.
• Cough and sneeze etiquette.
• Washing hands with soap and water for at least 20 seconds, after interacting with other persons and after contacting shared surfaces or objects. As noted above, Executive Order N-51-20 requires that employees working in food facilities (as defined by the California Retail Food Code) must be permitted to wash their hands every 30 minutes and additionally, as needed.
• Avoiding touching eyes, nose, and mouth with unwashed hands.
• Avoiding sharing personal items with co-workers (i.e., dishes, cups, utensils, towels.
• Providing tissues, no-touch disposal trash cans and hand sanitizer for use by employees.
• Safely using cleaners and disinfectants, which includes:
  • The hazards of the cleaners and disinfectants used at the worksite.
  • Wearing PPE (such as gloves).
  • Ensuring cleaners and disinfectants are used in a manner that does not endanger employees.

• Washing Facilities
• Regardless of COVID-19 risk, all employers must provide washing facilities that have an adequate supply of suitable cleansing agents, water, and single-use towels or blowers (title 8 sections 1527, 3366, 3457and 4).
• Personal Protective Equipment (PPE)
• Title 8 section 3380Personal Protective Devices requires employers to conduct a hazard assessment to determine if any PPE is needed to protect employees from hazards that are present or are likely to be present in the workplace, including health hazards. Employers must select and provide employees with properly fitting and sanitary PPE that will effectively protect them against these hazards. Employers must also ensure the appropriate PPE is provided to and used by employees who use cleaners and disinfectants.
• Current CDC guidelines do not recommend that the public wear respirators or masks to protect against COVID-19. Consistent with CDC guidelines and considering current respirator and surgical mask shortages and their prioritization for health care workers, Cal/OSHA is not recommending respirators or masks for most workers currently.

HAZARD EVALUATION

Chemical manufacturers and importers are required to review the available scientific evidence concerning the hazards of the chemicals they produce, then report the information to employers who purchase their product. In most cases, Star Staffing will choose to rely on the evaluations performed by our suppliers.

We will consider any chemicals listed in one of the following sources to be hazardous.

29 CFR 1910, Subpart Z, Toxic and Hazardous Substances, Occupational Safety and Health Administration (OSHA),

Those hazardous substances prepared pursuant to Labor Code Section 6382.

LABELS & OTHER FORMS OF WARNING

We will make certain that containers are adequately labeled to identify the hazardous chemicals contained therein and will show hazard warnings appropriate for employee protection. The warnings will utilize a combination of words, pictures, and symbols which will convey the hazards of the chemical(s) in the container. The labels will be legible and prominently displayed. 

Our training program will include instruction on how to read and interpret label information. 

SAFETY DATA SHEETS

The Risk Control Manager of Star Staffing is responsible for obtaining or developing an SDS for each chemical used in the workplace. Each SDS will include the specific chemical identity of the chemical involved and the common names. 

Each data sheet will provide information on the physical and chemical characteristics of the chemical; known acute and chronic health effects and related health information; exposure limits; whether the chemical is considered to be a carcinogen; precautionary measures; emergency and first aid procedures; and the identification of the organization responsible for preparing the sheet. 

Each branch will have a SDS book that is readily available to employees. The Risk Control Manager will retain a master file for all branches. 

Our employee training program will include instruction on how to reach and interpret information on a SDS, and how employees can obtain and use the available hazard information. 

TRAINING AND INSTRUCTION

All workers, including management, supervisors, and lead personnel shall have training and instruction on general and job-specific safety and health practices. Training and instruction shall be provided as follows:

• When the IIPP is first established
• To all new workers
• To all workers given new job assignments for which awareness training has not previously provided
• Whenever new substances, processes, procedures, or equipment are introduced to the workplace and represent a new hazard
• Whenever we become aware of a new or previously unrecognized hazard
• To supervisors to familiarize them with the safety and health hazards to which workers under their immediate direction and control may be exposed
• To all workers with respect to hazards associated with each employee’s job assignment

This training will include (but is no limited to):

• Explanation of our IIPP, emergency action plan and fire prevention plan, and measures for reporting any unsafe conditions, work practices, injuries and when additional instruction is needed.
• Availability of toilet, handwashing, and drinking water facilities.
• Provisions for medical services and first aid, including emergency procedures.
• Proper housekeeping, such as keeping stairways and isles clear, work areas neat and orderly, and promptly cleaning up spills.
• Prohibiting horseplay, scuffling, or other acts that adversely influence safety.
• Proper storage to prevent stacking goods in an unstable manner.
• Storing materials and goods against doors, exits, fire extinguishing equipment and electrical panels.

Where applicable our training may also include:

• Prevention of musculoskeletal disorders, including proper lifting techniques.
• Printed handouts and/or related safe work practices.
• Use of appropriate clothing, including gloves, footwear, and personal protective equipment.
• Information about chemical hazards to which employees could be exposed and other hazard communication program information.
• Proper food and beverage storage to prevent them from becoming contaminated.

Employees may receive re-training based on observations that they don’t understand or are not following safety and health procedures. Re-training may also occur when there are changes/updates in policies.

In addition, we provide codes of safe work practices to all workers regarding potential hazards unique to their job assignment, to the extent that such information was not already covered in other training.

HAZARDOUS CORRECTION

Unsafe or unhealthy work conditions, practices or procedures at our work facilities shall be corrected in a timely manner based on the severity of the hazards, and according to the following procedures:

• When observed or discovered.
• When an imminent hazard exists, which cannot be immediately abated without endangering employee(s) and/or property, we will remove all exposed workers from the area except those necessary to correct the existing condition. Workers necessary to correct the hazardous condition shall be provided with the necessary protection; and
• All such actions taken and dates they are completed shall be documented as noted in our Hazard Abatement section of the Safety Manual.

INSPECTIONS

Before starting with a new client, a Worksite Evaluation may be conducted by the Account Manager using the most recent version of the form.

Inspections are a fact-finding process, not fault-finding. We use inspections to identify any potential hazards that can adversely affect safety and health. When identified, potentially hazardous conditions will be discussed immediately with client, and we will initiate corrective action. 

Managers and Staffing Specialists are responsible for visiting their clients and conducting Safety Observations as established by the Risk Control Manager using the Safety Observation form.  Safety Observations are to be documented for each employee observed in the process in effect at the time of the observation.

Account Managers are responsible for visiting their clients and conducting periodic Safety Inspections. Inspections need to be completed using the appropriate inspection form and submitted for review by the company Risk Control Manager. 

EMPLOYEE SUGGESTIONS

Employees are encouraged to share any suggestions they have regarding safety by either speaking with their Star Staffing Representative, complete a Safety Suggestion Slip at the Front Desk in the nearest Star Staffing office, or go online and complete the Safety Suggestion Contact Us Form online at www.starhr.com. 

All suggestions will be collected and reported to the company Risk Control Manager. All suggestions will be recorded and followed up by the Risk Control Manager or their designee. 

RECORDKEEPING

Our organization has taken the following steps to implement and maintain our IIPP: 

• An annual review is completed by a third-party consulting firm starting in 2013,
• Internal reviews and updates of the IIPP and Safety Manual are completed by company Risk Control Manager on a periodic basis.

Our organization has ten or more employees and keeps records as follows:

• Records of scheduled and periodic inspections including the person(s) conducting the inspection, the workplace hazards (i.e., unsafe conditions and work practices that have been identified) and the action(s) taken to correct the identified unsafe conditions and work practices, are recorded on the Quarterly Inspections/Walkthroughs* and the Hazard Abatement Records and the Star Staffing Investigation Forms*. These records are maintained for at least one (1) year.

Documentation of safety and health training for each worker, including the worker’s name or other identifier, training dates, type(s) of training, and training providers are recorded on the Safety Meeting Training and Instruction Record. This documentation is maintained for at least one (1) year.

[X], EXCEPTION 2 – Our organization retains training records for the term of employment of employees who work for us for less than one (1) year. These records are provided to the employee(s) upon termination of their employment.