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

Form to document employee refusal of recommended or required flu vaccination.

Use these measures provided by Cal/OSHA & the CA Dept of Public Health.

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. 

Use this form to document an employee's request for accommodation from a mandatory vaccine for a sincerely held religious belief.

AB 685, which became effective Jan. 1, 2021, added Section 6409.6 to the California Labor Code requiring employers to notify employees of a potential worksite exposure to COVID-19 and to notify the local public health agency should an outbreak occur on the worksite. AB 2693, effective Jan. 1, 2023, amended the law to permit alternative notification to employees. It extends the notification requirement to Jan. 1, 2024.

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.