This sample addendum to the injury and illness prevention plan has been updated for consistency with the Cal/OSHA nonemergency COVID-19 prevention regulation effective in 2023
This form should be used in tandem with your Mandatory COVID-19 Booster Policy.
Employers may require employees to be vaccinated for COVID-19 as long as they engage in the interactive process with any employee who requests a reasonable accommodation
This recommendation is current as of August 1, 2022.
Employers should continue to evaluate employee health regardless of COVID-19 vaccination status.
Understand best practices regarding employee vaccination, including vaccine policies, employer mandates and employee vaccine reactions.
Covers how employers must pay staff during a COVID-related illness, exposure or quarantine, time off to receive or recover from the COVID-19 vaccine, or to seek a diagnosis.
If you have made the decision to require your employees to receive the COVID-19 Vaccine Booster, you can use the policy addendum below as an addition to your existing vaccination policy.
Use this form to document an employee's request for accommodation from a mandatory vaccine for a sincerely held religious belief.
Use this form to track track employee COVID-19 vaccination status at-a-glance. This form can be used in conjunction with the Self-Certification of Employee Vaccination Status obtained from each employee.
Use this form to obtain verification and proof of vaccine status for each employee's confidential personnel file.
Employers who wish to implement a reduced wage for employee training and other non-productive time may use this template to inform and document the new practice policy.
Use this form to document an employee's request for accommodation from a mandatory vaccine for a medical exemption.