You are no longer required to show proof of COVID-19 vaccination or a negative test at most indoor locations in San Francisco and the city of Berkeley beginning Friday.

This includes businesses serving food and drink, such as restaurants and bars, and places where elevated breathing occurs, such as gyms and fitness studios, public health officials said.

Businesses can opt to be more restrictive than local health guidelines and continue to ask for proof of vaccination or a negative test from staff and clients.

The cities are still requiring that you show proof of vaccination or a negative test at large indoor events of 1,000 people or more.

San Francisco was the first city in the nation to require proof of vaccination before entering indoor businesses, and it’s lifting the mandates as cases and hospitalizations go down. The city’s seven-day average was 110 cases per day on March 1, compared with 1,346 cases per day on Jan 1. The city’s seven-day average was 105 new cases per day on March 3, compared to 1,531 new cases per day a month ago.

“With cases and hospitalizations continuing to fall and our high vaccination rate providing a strong defense against the virus, San Francisco is ready to further reduce COVID-19 restrictions and allow individuals to make their own decisions to protect themselves and their loved ones,” Health officer dr Susan Philip said in a statement released on Wednesday. “The proof of vaccination and testing requirements served their purpose in keeping these spaces as safe as possible for staff and patrons. Rolling it back is part of coming out of crisis mode and learning to live with the virus.”

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United States:

San Francisco Adopts Sick Leave Policy For Domestic Workers – “First Of Its Kind”

January 03, 2022

Sheppard Mullin Richter & Hampton

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On December 14, 2021, the San Francisco Board of Directors unanimously passed a law granting domestic workers paid sick leave – the first of its kind in the United States. The regulation, entitled “Equal Access for Domestic Workers to Paid Sick Leave”, provides “portable” paid sick leave that enables people working for multiple households to purchase and consolidate benefits from, and on, multiple “hiring organizations” To access paid vacation they switch between jobs.

How will this work for domestic workers? According to the regulation, domestic workers are entitled to paid sick leave of at least one hour’s net wage at the regular wage of the domestic worker for every 30 hours worked. Both the hiring agency and the domestic worker are responsible for reporting the number of hours worked and the net wage rate to the “Paid Sick Leave System”. While the entitlement to sickness benefit increases in hourly units, the funds are not transferred from the hiring facility to the domestic worker until the domestic worker applies for the funds. In addition, the hiring agency is responsible for any withholding tax deduction or tax reporting obligations for the contribution at the time of transferring the sick pay.

This ordinance is expected to affect the approximately 10,000 San Francisco domestic workers who work in private households. A “domestic worker” in the sense of the ordinance is any person who is employed by a hirer or who has concluded a contract with a hirer for the provision of work or services in an apartment:

• Taking care of a child; to serve as a companion or the provision of other non-medical care or services to a sick, convalescent, disabled or elderly person;
• Cleaning, cooking, providing food or butler service;
• Gardening;
• personal organization;
• or providing other personal or domestic services at home.

A “domestic worker” also includes a natural person who lives at the personal place of residence of the user company as part of their employment relationship or contract. The ordinance defines a “hiring entity” as any person within the meaning of Section 18 of the California Labor Code, including officers or officers, who, directly or indirectly, or through an agent or other person, including through the services of a temporary employment agency or recruitment agency, or a similar organization that employs, contracts, or hires a domestic worker. Once it goes into effect, the program will be administered by the San Francisco Office of Economic and Workforce Development, which has also been tasked with making it easy to create an app to track performance and transfer funds from a hiring facility to a domestic worker .

The regulation requires a second vote by the board of directors and the signature of the Mayor of London Breed before it comes into force. The regulation is expected to come into force in 2022 when these additional steps are taken. San Francisco domestic workers should consult their employment advisor to ensure they are complying with the ordinance once it goes into effect.

The content of this article is intended to provide general guidance on the subject. Expert advice should be sought regarding your specific circumstances.

POPULAR ARTICLES ON: United States Employment and Workers

The post San Francisco Passes Measure Requiring Sick Go away For Home Employees – “First Of Its Form” – Employment and HR appeared first on Los Gatos News And Events.

Related Practices and Jurisdictions

Thursday December 30th 2021

On December 14, 2021, the San Francisco Board of Directors unanimously passed a law granting domestic workers paid sick leave – the first of its kind in the United States. The ordinance entitled “Equal Access for Domestic Workers to Paid Sick Leave” provides for a “portable” paid sickness benefit that enables people working for multiple households to receive, consolidate, and distribute benefits from multiple “hiring organizations” To access paid vacation they switch between jobs.

How will this work for domestic workers? According to the regulation, domestic workers are entitled to paid sick leave of at least one hour’s net wage at the regular wage of the domestic worker for every 30 hours worked. Both the hiring agency and the domestic worker are responsible for reporting the number of hours worked and the net wage to the “paid sick leave system”. While the entitlement to sickness benefit increases in hourly units, the funds are not transferred from the hiring facility to the domestic worker until the domestic worker applies for the funds. In addition, the hiring institution is responsible for any withholding tax deduction or tax reporting obligations for the contribution at the time of transferring the sick pay.

This ordinance is expected to affect the approximately 10,000 San Francisco domestic workers who work in private households. A “domestic worker” within the meaning of the ordinance is any person who is employed by a hirer or who has concluded a contract with a hirer for the provision of workers or services in a residential building:

• Taking care of a child; to serve as a companion or the provision of other non-medical care or services to a sick, convalescent, disabled or elderly person;

• Cleaning, cooking, providing food or butler service;

• Gardening;

• personal organization;

• or providing other personal or domestic services at home.

A “domestic worker” also includes a natural person who lives at the personal place of residence of the user company as part of their employment relationship or contract. The ordinance defines a “hiring entity” as any person within the meaning of Section 18 of the California Labor Code, including officers or officers, who, directly or indirectly, or through any agent or other person, including through the services of a temporary employment agency or recruitment agency, or a similar organization that employs, contracts, or hires a domestic worker. Once it goes into effect, the program will be administered by the San Francisco Office of Economic and Workforce Development, which has also been tasked with making it easy to create an app to track performance and transfer funds from a hiring facility to a domestic worker .

The regulation requires a second vote by the board of directors and the signature of the Mayor of London Breed before it comes into force. The regulation is expected to come into force in 2022 when these additional steps are taken. San Francisco domestic workers should consult their employment advisor to ensure they are complying with the ordinance once it goes into effect.

Copyright © 2021, Sheppard Mullin Richter & Hampton LLP.National Law Review, Volume XI, Number 364

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On December 14, 2021, the San Francisco Board of Directors unanimously passed a law granting domestic workers paid sick leave – the first of its kind in the United States. The ordinance entitled “Equal Access for Domestic Workers to Paid Sick Leave” provides for a “portable” paid sickness benefit that enables people working for multiple households to receive, consolidate, and distribute benefits from multiple “hiring organizations” To access paid vacation they switch between jobs.

How will this work for domestic workers? According to the regulation, domestic workers are entitled to paid sick leave of at least one hour’s net wage at the regular wage of the domestic worker for every 30 hours worked. Both the hiring agency and the domestic worker are responsible for reporting the number of hours worked and the net wage to the “paid sick leave system”. While the entitlement to sickness benefit increases in hourly units, the funds are not transferred from the hiring facility to the domestic worker until the domestic worker applies for the funds. In addition, the hiring institution is responsible for any withholding tax deduction or tax reporting obligations for the contribution at the time of transferring the sick pay.

This ordinance is expected to affect the approximately 10,000 San Francisco domestic workers who work in private households. A “domestic worker” within the meaning of the ordinance is any person who is employed by a hirer or who has concluded a contract with a hirer for the provision of workers or services in a residential building:

• Taking care of a child; to serve as a companion or the provision of other non-medical care or services to a sick, convalescent, disabled or elderly person;
• Cleaning, cooking, providing food or butler service;
• Gardening;
• personal organization;
• or providing other personal or domestic services at home.

A “domestic worker” also includes a natural person who lives at the personal place of residence of the user company as part of their employment relationship or contract. The ordinance defines a “hiring entity” as any person within the meaning of Section 18 of the California Labor Code, including officers or officers, who, directly or indirectly, or through any agent or other person, including through the services of a temporary employment agency or recruitment agency, or a similar organization that employs, contracts, or hires a domestic worker. Once it goes into effect, the program will be administered by the San Francisco Office of Economic and Workforce Development, which has also been tasked with making it easy to create an app to track performance and transfer funds from a hiring facility to a domestic worker .

The regulation requires a second vote by the board of directors and the signature of the Mayor of London Breed before it comes into force. The regulation is expected to come into force in 2022 when these additional steps are taken. San Francisco domestic workers should consult their employment advisor to ensure they are complying with the ordinance once it goes into effect.

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A law mandating efficient toilets, faucets, and shower heads could reduce annual water use by 16,000 acre-feet.

(Francisco Kjolseth | The Salt Lake Tribune) The eastern finger of Deer Creek Reservoir continues to recede as Main Creek becomes a narrow band of water during extreme drought conditions on Monday, July 12, 2021. An estimated one-third of the reservoir’s capacity is used for toilets in Utah annually.

| Oct. 21, 2021, 11:49 a.m.

| Updated at 4:49 pm

In one year, Utah toilets flow 51,000 acres of water, enough to fill one-third the capacity of Deer Creek Reservoir.

That’s the “eye-opening” statistic that Senator Jani Iwamoto highlighted Tuesday when he proposed a bill that would require more efficient toilets, faucets and shower heads in new home construction, and said annual water use would be reduced by 16,000 acre-feet by 2030 . That’s enough water to supply 30,000 households.

“Utah is the only state in the Colorado Basin that has not implemented a similar standard or allows communities to issue regulations that require these fittings,” said the Democrat in Salt Lake City of the Legislative Water Development Commission. “This is one way of addressing our scarce water supply. And let’s be honest, there is no more water left, so we have to do something with our existing water supply. “

Utah is facing both explosive housing growth and dwindling water supplies due to climate change, she added. Iwamoto’s action would have an impact on installations for new build and renovation of residential bathrooms. Building codes would be amended to set the maximum flow rate for toilets at 1.28 gallons per flush; for faucets at 1.5 gallons per minute; and for shower heads at 2 gallons per minute. These exceed the current standard by 20%.

While highly efficient faucets are generally no more expensive than less efficient ones, their ruling drew opposition from Republican lawmakers such as MP Casey Snider of Paradise, who said he prefers tiered water prices to encourage people to reduce water use.

“I am concerned that the government is telling me what type of toilet I can have in my house,” said Snider. “I’m worried what it can do to the Great Salt Lake.”

Snider argued that reducing the amount of water used in the bathroom will result in less water going into the depleted Great Salt Lake, which takes up most of the purified wastewater from the Wasatch Front.

The commission voted 5 to 4 in favor of the bill, but the move still failed because four members of the Republican House of Representatives voted against it. The vice chairman of the commission, Rep. Joel Ferry, R-Brigham City, voted in favor.

The tepid support for the law frustrated water conservation advocates such as Utah Rivers Council Executive Director Zach Frankel, who witnessed the demise of many water conservation policies.

“This shows how much the water saving in the Statehouse is hostile,” said Frankel on Tuesday. “I sat through almost 10 hours of committee discussion on water today and they didn’t allow a second of public input. That is in part why there is so much basic ignorance about water up here. They refuse to listen and learn to save money. “

Despite failing to get the commission’s official blessing, Iwamoto plans to submit the bill to the Senate at the upcoming session.

“This is a critical time and this change will make a difference,” she said. “As we see in Monroe [in Sevier County], the city council voted to suspend construction because there is no water. It’s a scary time and we need serious solutions. “

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CONTRA COSTA COUNTY (CBS SF) – Citing the Omicron variant, Contra Costa County officials are requiring first responders and homeless shelters to receive a COVID-19 vaccine booster or undergo weekly tests.

The order, which comes into effect January 10, applies to law enforcement agencies, firefighters, emergency medical personnel who work or respond to calls in “high-risk facilities” such as hospitals, prisons, care or community facilities. Workers in homeless shelters are also covered by the requirement, as are rescue workers who transport patients in the facilities mentioned above.

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Workers who have not received a booster by the deadline must undergo a weekly PCR or antigen test.

Contra Costa County’s new booster need comes amid a surge in COVID-19 cases believed to be driven by the fast-spreading variant. Health officials said the average daily number of new cases discovered in the county rose about 156% over the past week to 313 new cases per day.

The first cases of the variant in the district were only confirmed by health authorities a week ago.

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Meanwhile, many residents of the county have not yet received their booster vaccinations, with only 36% of people aged 16 and over receiving the third vaccination.

“The Omicron variant is much more contagious than previous COVID-19 strains,” said Health Officer Dr. Chris Farnitano on Monday in a statement. “Boosting is necessary for the best protection against Omicron infection and transmission. Our hospitals run the risk of being overwhelmed when a large number of our vulnerable residents fall ill. “

Last week the state required all healthcare workers, home care workers, and community care and detention center workers to receive their vaccinations.

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For more information about the booster and upcoming vaccination clinics, visit the Contra Costa Health Services website or call 1-833-829-2626.

The post Contra Costa Requiring Boosters Or Weekly Testing For First Responders, Homeless Shelter Staff Due To Omicron Considerations – CBS San Francisco appeared first on Los Gatos News And Events.

Do all restaurants and bars in the Bay Area check vaccination cards before entering the country?

No, but there are a number of companies that recently decided to require proof of vaccination, which the San Francisco Chronicle’s food division tracked on sfchronicle.com. (SFGATE and the San Francisco Chronicle are both owned by Hearst but operate independently.) Since requirements may be met or missed right now, it is always a good idea to check with the company prior to your arrival or when making a reservation To avoid problems when you get to the door.

How do companies check vaccinations?

It depends on the company, but most have an employee who checks vaccination cards on the doorstep, be it physical or digital. Bars that require proof of vaccination, for example, ask bouncers to check customers’ vaccination status along with ID. Other venues, such as PianoFight in San Francisco, have their cashiers checked for vaccination cards and accept tickets for shows, separate from ID checks. Be ready to show evidence as you approach the entrance.

What do most places accept as proof of vaccination?

Most places don’t require an original vaccination card, and even some of those who previously required physical ID have now relaxed their guidelines and are ready to accept other forms of verification. (Also, getting another physical vaccination card is quite a process. If not strictly necessary, leave the original at home.) To cover your basics, having a photo of your vaccination card on your cell phone is a great first choice begin.

Another way to explore is to visit the state’s digital COVID-19 vaccination log site at myvaccinerecord.cdph.ca.gov for a digital copy of your vaccination card and QR code. The website asks people to enter their name, date of birth and the email or telephone number attached to the vaccination certificate, and to choose a personal four-digit PIN. As soon as your data has been compared with your vaccination record, you will receive a text or email link to view your documents.

As soon as you click on the link and enter your self-selected PIN, you can view your data record, which contains your name, your date of birth, vaccine information (manufacturer name and date of the dose / doses) and the scannable QR code. You have the option of saving the recordings on your smartphone, which can then be shown to companies that accept this as proof of vaccination. However, if you have been vaccinated outside of California, you will not be able to access your records through this portal.

Other suggestions for proof of vaccination go so far as to recommend a photocopy of your vaccination card to take with you, but the options above will most likely work.

Another option that you as a customer can choose if you cannot be vaccinated for medical or other reasons is the question of whether a negative COVID test within the last 72 hours could be sufficient for entry. This can vary from business to business, but it doesn’t hurt to check beforehand that this is the case.

What if the state vaccination center isn’t working? What do i do then?

There have been a few instances where the California Department of Health’s digital vaccine site for people who have been vaccinated is not working properly. There is a troubleshooting system in place in case this happens, but it could take time for the state to fix the problem, the San Francisco Chronicle recently reported. It’s best to log into the California digital vaccination card website before your event in case you have a problem.

However, this does not mean that you will not have access to the bars and restaurants that require a vaccination card. If you’re having trouble getting your digital vaccination cards, contact the venue to see if another form of verification works.

If I am not vaccinated, can I not go to restaurants or bars that require a vaccination card?

Mostly yes, but some places allow unvaccinated guests outside. Call ahead to be on the safe side.

If I am vaccinated and show proof, do I still have to bring a mask?

When vaccinated, you technically don’t need to wear a mask indoors, depending on company rules, although most Bay Area counties now recommend wearing masks in public spaces due to the highly contagious Delta variant. Even if you are sitting in an outdoor bar or restaurant, you may need to put a mask on when using the toilet. (If you are not vaccinated, you must wear a mask in indoor public spaces and shops.) Regardless of the rules, however, it doesn’t hurt to have a mask with you if you need one.

SFGATE news editor Amy Graff contributed to this report.

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July 27, 2021 4:57 pm

The city of Santa Monica is moving towards requiring its city workers to receive the COVID-19 vaccine once it is cleared by the U.S. Food and Drug Administration (FDA). This decision is part of the City of Santa Monica’s commitment to protecting the health of its residents, customers, and employees. The move comes as Los Angeles County sees a sharp surge in cases and other government organizations are rolling out similar guidelines, including Pasadena, San Francisco, New York City, the state of California, and the United States Department of Veterans. As officials, rescue workers, and first responders, this will bring the Santa Monica workforce together with leading medical organizations, cities, and public institutions across the country.

“Just as the city of Santa Monica is often a strong role model in local government, we do everything we can to ensure the well-being of our Santa Monica community and the city’s dedicated people,” said interim city manager John Jalili. “Vaccination is the best way to prevent the spread of COVID-19, and any vaccination will make a measurable difference in our recovery.”

The city will meet with the workers’ organizations representing the city’s diverse workforce to discuss the implications of a mandatory vaccination policy. The city’s leadership will continue to promote the safe, free, and effective vaccine to increase voluntary compliance across the organization. Currently, 59% of the city’s workforce said they had been vaccinated. The city has coordinated seven vaccination clinics for the community and staff since March, and made it easier to schedule hundreds of vaccination appointments for staff.

To make an appointment for a COVID-19 vaccine, visit impfstoffe.gov.

Media contact

Constance Farrell Public Information Officer

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July 27, 2021 4:57 pm

The city of Santa Monica is moving towards requiring its city workers to receive the COVID-19 vaccine once it is cleared by the U.S. Food and Drug Administration (FDA). This decision is part of the City of Santa Monica’s commitment to protecting the health of its residents, customers, and employees. The move comes as Los Angeles County sees a sharp surge in cases and other government organizations are rolling out similar guidelines, including Pasadena, San Francisco, New York City, the state of California, and the United States Department of Veterans. As officials, rescue workers, and first responders, this will bring the Santa Monica workforce together with leading medical organizations, cities, and public institutions across the country.

“Just as the city of Santa Monica is often a strong role model in local government, we do everything we can to ensure the well-being of our Santa Monica community and the city’s dedicated people,” said interim city manager John Jalili. “Vaccination is the best way to prevent the spread of COVID-19, and any vaccination will make a measurable difference in our recovery.”

The city will meet with the workers’ organizations representing the city’s diverse workforce to discuss the implications of a mandatory vaccination policy. The city’s leadership will continue to promote the safe, free, and effective vaccine to increase voluntary compliance across the organization. Currently, 59% of the city’s workforce said they had been vaccinated. The city has coordinated seven vaccination clinics for the community and staff since March, and made it easier to schedule hundreds of vaccination appointments for staff.

To make an appointment for a COVID-19 vaccine, visit impfstoffe.gov.

###

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SAN FRANCISCO (CBS SF / AP) – After more than a year of a COVID-19 hiatus, California officials again began demanding job-search evidence from citizens in order to receive their unemployment benefits.

The job search obligation had been suspended during the months of the pandemic.

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“If you receive regular unemployment benefits, the job-search obligation will be reintroduced for most applicants from July 11th in order to maintain entitlement to benefits,” Labor Department officials wrote on their website. “The requirement applies to the search for a suitable job that is safe for re-entry and which is comparable to your skills, experience, your usual job, your age and your state of health.”

To help with the search, EDD officials have published resources for unemployed applicants.

Here’s what state officials say is appropriate for “reasonable efforts in finding suitable work.”

• Set up an account with CalJOBS, take part in re-employment services, publish a profile on various job search or network sites.
• Let friends, previous employers, or community members know that you’re looking for work. Take part in networking, job fairs or clubs.
• Apply for positions with employers who are reasonably expected to have suitable vacancies with appropriate skills and experience, including government agencies and exams.
• Participate in approved education and training opportunities that facilitate access to employment and do not interfere with taking up decent full-time employment.

Read also: State that requires a job search certificate for unemployment benefit; How will EDD enforce it?

The state created 104,500 jobs in May – the fourth month in a row with six-digit job growth, after 102,000 jobs created in April, 132,400 jobs created in March and 156,100 new jobs in February:

“California continues to lead the country’s economic recovery, adding 104,500 jobs in May, the fourth straight month in six-figure jobs,” Governor Gavin Newsom said in a statement. “Our health-centric approach has saved lives and resulted in one of the lowest case numbers and the most vaccinations in the country – now we are the nationwide leader in health and economic outcomes. We’ve reclaimed more than half the jobs we lost last year, but there’s still a long way to go – that’s why we’re investing in historic tax cuts and grants for small businesses, tax breaks for two-thirds of California families, and rental breaks for those who those most affected by the pandemic. “

Since the pandemic began, California – the nation’s most populous state with nearly 40 million residents – has processed more than 20 million jobless claims and paid out more than $ 128 billion in benefits.

Full coverage of EDD payment system fraud during the COVID-19 pandemic

Typically, the highest money anyone can get from unemployment benefits in California is $ 450 a week. But Congress added an extra $ 300 a week because of the pandemic. This additional money does not expire until September.

However, as coronavirus cases have declined while more people are being vaccinated, employers have indicated they are having a hard time finding work, especially in the service industry.

Kyle Conner, who owns the Alameda Cinema Grill, Alameda Theater, and Cineplex, is one of those small businesses struggling to reopen fully.

“I started closing on Mondays,” he told KPIX 5. “I was always out seven days a week.”

The staff shortage also forced him to shorten his business hours. He has a dozen vacancies.

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“I work with two chefs,” he said. “Before the pandemic, we had five or six. I’m looking for a head chief, two or three line cooks, probably three waiters, bussers, dishwashers, bartenders. Everything.”

Labor experts blamed the labor shortage in part on adding extra money from unemployment benefits to incentivizing people to stay home. And not only the gastronomy, the entire service industry is facing the same challenge.

“We were open seven days a week before the pandemic,” said Julie Pruitt, owner of Acne Specialists of Oakland. “And now we’re only five open because I don’t have enough staff.”

Robert La Come is quite a gamer. At the age of 71, he bought City Forest Catering in San Francisco in the middle of a pandemic when there were no catering events. Now that the customers are finally back, he says the workers are not.

“The problem for me is that people get paid not to work,” he said. “They get this unemployment and that’s what they tell me, ‘Oh, I’m getting unemployment, I can’t work.’ Or: ‘When it’s over, I can work for you.’ “

“Now, starting this week, those who are regularly unemployed and receive the state extension allowance should look for work,” said EDD spokeswoman Loree Levy. “So if you go to certification this week on Sunday, you can say, yes, I was looking for a job.”

Levy said that people who confirm they have looked for work do so under penalty of perjury and that they should keep a record of their efforts in case EDD asks them to provide evidence. However, former EDD director Michael Bernick says people don’t have to prove they are looking for work and he doubts that this will actually be enforced. He says that as long as other factors exist that give people more reasons to stay home, employers might have difficulty hiring.

“I think things won’t really change until September, when the (federal) unemployment benefit subsidy ends,” said Bernick, “and when schools finally reopen and childcare increases and people’s real and imagined health problems decrease. Only when these elements come into play will we see a real return to work. “

Bernick says the pandemic hiatus has given people a chance to rethink whether they want to go back to work and at what price.

That could be a problem for La Come, who said he could hire up to 10 more employees. Heading into the busy holiday catering season, he hopes his kitchen will be full of workers making paychecks again and helping make the big bet he placed on the business pay off.

“I think everyone should pay their way, you know?” He said. “I had to do it. Why shouldn’t you?”

John Ramos contributed to this report.

MORE NEWS: The California EDD requires proof of job search starting July in order to receive benefits

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