{"id":4841,"date":"2021-11-12T11:24:49","date_gmt":"2021-11-12T10:24:49","guid":{"rendered":"https:\/\/www.eaccfrance.com\/2021\/11\/12\/cross-cultural-communications-2\/"},"modified":"2022-05-04T11:15:23","modified_gmt":"2022-05-04T09:15:23","slug":"cross-cultural-communications-2","status":"publish","type":"post","link":"https:\/\/www.eaccfrance.com\/fr\/cross-cultural-communications-2\/","title":{"rendered":"FAQs regarding OSHA\u2019s Emergency Temporary Standard for Workplace Vaccination Policies"},"content":{"rendered":"<h6 class=\"elementor-heading-title elementor-size-default\"><span class=\"elementor-heading-title elementor-size-small elementor-inline-editing pen\" data-elementor-setting-key=\"title\" data-pen-placeholder=\"Type Here...\"><img decoding=\"async\" class=\"emoji\" role=\"img\" draggable=\"false\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/13.1.0\/svg\/1f1fa-1f1f8.svg\" alt=\"\ud83c\uddfa\ud83c\uddf8\" \/> English \/ Anglais<br \/>\n<\/span><img decoding=\"async\" class=\"emoji\" role=\"img\" draggable=\"false\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/13.1.0\/svg\/1f1eb-1f1f7.svg\" alt=\"\ud83c\uddeb\ud83c\uddf7\" \/> French \/ Fran\u00e7ais<\/h6>\n<p>&nbsp;<\/p>\n<p><em>On November 4, 2021, the U.S. Occupational Safety and Health Administration (OSHA), an agency of the U.S. Department of Labor, issued an emergency temporary standard (ETS) that memorializes and formalizes President Biden&rsquo;s prior directive that all U.S. employers with 100 or more employees must require their workers to be fully vaccinated against COVID-19 or submit to weekly COVID-19 testing. <\/em><\/p>\n<p><em>The below FAQs, compliments of Reed Smith, address some of the more salient questions surrounding the ETS. <\/em><\/p>\n<p><em>There are undeniably more questions than answers at present with respect to the ETS. Therefore, before taking any material workplace action with respect to the ETS, please consult with a Reed Smith employment lawyer. The information contained in this article is current as of November 4, 2021. Please note that this is not legal advice.\u00a0<\/em><\/p>\n<p><strong>Q: To which entities does the ETS apply?<\/strong><\/p>\n<p>A: Generally speaking, the ETS applies to all U.S. employers that employ 100 or more employees at any time while the ETS is in effect.<\/p>\n<p><strong>Q: Are there any workplaces or employees to which the ETS does not apply?<\/strong><\/p>\n<p>A: Yes. The ETS does not apply to the following:<\/p>\n<ul>\n<li>Employers that, at all times while the ETS is in effect, employ less than 100 U.S. employees<\/li>\n<li>Workplaces covered under the Safer Federal Workforce Task Force COVID-19 Workplace Safety: Guidance for Federal Contractors and Subcontractors<\/li>\n<li>Certain settings where any employee provides health care services or health care support services<\/li>\n<li>Employees of covered employers:<\/li>\n<li>Who do not report to a workplace where other individuals, such as co-workers or customers, are present<\/li>\n<li>While working remotely from home<\/li>\n<li>Who work exclusively outdoors Q: Do employees outside the United States count toward the 100-employee threshold?<\/li>\n<\/ul>\n<p>A: No.<\/p>\n<p><strong>Q: Do employees who work remotely count toward the 100-employee threshold?<\/strong><\/p>\n<p>A: Yes, remote employees count toward the 100-employee threshold. However, as noted above, employees are not subject to the requirements of the ETS while working remotely from home.<\/p>\n<p><strong>Q: Do part-time employees and\/or independent contractors count toward the 100-employee threshold?<\/strong><\/p>\n<p>A: Part-time employees count toward the threshold, but independent contractors do not.<\/p>\n<p><strong>Q: Is the 100-employee threshold calculated on a per-location basis or is it based on the total number of employees across all U.S. locations?<\/strong><\/p>\n<p>A: The applicability of this ETS is based on the size of an employer in terms of the total number of U.S. employees rather than on the type or number of workplaces. As OSHA explains, \u201c[i]n determining the number of employees, employers must include all employees across all of their U.S. locations, regardless of employees\u2019 vaccination status or where they perform their work.\u201d An employer with two U.S. locations of 60 employees each (i.e., 120 employees in total), therefore, would be covered by the ETS.<\/p>\n<p><strong>Q: How is the 100-employee threshold calculated for separate but related corporate entities?<\/strong><\/p>\n<p>A: The ETS itself does not clarify whether separate but related entities that have their own distinct employee headcounts, need to aggregate those headcounts for purposes of the ETS\u2019s 100-employee threshold. OSHA does note, however, that \u201ctwo or more related entities may be regarded as a single employer for OSH Act purposes if they handle safety matters as one company, in which case the employees of all entities making up the integrated single employer must be counted.\u201d<\/p>\n<p>Having said that, the ETS does provide detailed guidance on this issue for franchisor-franchisee relationships and businesses that utilize temporary staffing agencies, as follows:<\/p>\n<p><em>In a traditional franchisor-franchisee relationship in which each franchise location is independently owned and operated, the franchisor and franchisees would be separate entities for coverage purposes, such that the franchisor would only count \u201ccorporate\u201d employees, and each franchisee would only count employees of that individual franchise.<\/em><\/p>\n<p><em>In scenarios in which employees of a staffing agency are placed at a host employer location, only the staffing agency would count these jointly employed workers for purposes of the 100-employee threshold for coverage under this ETS. Although the staffing agency and the host employer would normally share responsibility for these workers under the OSH Act, this ETS raises unique concerns in that OSHA has set the threshold for coverage based primarily on administrative capacity for purposes of protecting workers as quickly as possible . . . and the staffing agency would typically handle administrative matters for these workers. Thus, for purposes of the 100-employee threshold, only the staffing agency would count the jointly employed employees. The host employer, however, would still be covered by this ETS if it has 100 or more employees in addition to the employees of the staffing agency. For enforcement purposes, traditional joint employer principles would apply where both employers are covered by the ETS. . . . See also <a href=\"https:\/\/www.osha.gov\/temporaryworkers\/\">https:\/\/www.osha.gov\/temporaryworkers\/<\/a>.<\/em><\/p>\n<p><strong>Q: Does the ETS provide any other examples of how to calculate the 100-employee threshold?<\/strong><\/p>\n<p>A: Yes. On this point, the ETS first notes that the determination as to whether a particular employer is covered by the standard should be made separately from whether individual employees are covered by the standard\u2019s requirements (e.g., some employers may be covered but have no duties with respect to some of their employees under this standard). Some examples from the ETS include:<\/p>\n<ul>\n<li>If an employer has 75 part-time employees and 25 full-time employees, the employer would be within the scope of this ETS because it has 100 employees.<\/li>\n<li>If an employer has 150 employees, 100 of whom work from their homes full-time and 50 of whom work in the office at least part of the time, the employer would be within the scope of this ETS because it has more than 100 employees.<\/li>\n<li>If an employer has 102 employees and only three ever report to an office location, that employer would be covered.<\/li>\n<li>If an employer has 150 employees, and 100 of them perform maintenance work in customers\u2019 homes, primarily working from their company vehicles (i.e., mobile workplaces), and rarely or never report to the main office, that employer would fall within the scope.<\/li>\n<li>If an employer has 200 employees, all of whom are vaccinated, that employer would be covered.<\/li>\n<li>If an employer has 125 employees, and 115 of them work exclusively outdoors, that employer would be covered.<\/li>\n<li>If a single corporation has 50 small locations (e.g., kiosks, concession stands) with at least 100 total employees in its combined locations, that employer would be covered even if some of the locations have no more than one or two employees assigned to work there.<\/li>\n<li>If a host employer has 110 permanent employees and 10 temporary employees from a small staffing agency (with fewer than 100 employees of its own), the host employer would be covered under this ETS and the staffing agency would not be covered.<\/li>\n<li>If a host employer has 110 permanent employees and 10 employees from a large staffing agency (with more than 100 employees of its own), both the host employer and the staffing agency would be covered under this standard, and traditional joint employer principles would apply.<\/li>\n<li>Generally, in a traditional franchisor-franchisee relationship, if the franchisor has more than 100 employees but each individual franchisee has fewer than 100 employees, the franchisor would be covered by this ETS but the individual franchises would not be covered.<\/li>\n<\/ul>\n<p><strong>Q: What time frame should employers use in calculating the 100-employee threshold?<\/strong><\/p>\n<p>A: The ETS expressly states that it \u201ccovers all employers with a total of 100 or more employees at any time [it] is in effect.\u201d (Emphasis added.) This means that employers who meet this minimum threshold as of the effective date of the ETS are covered throughout the effective time of the ETS, even if the employer later falls under the minimum employee threshold. This also means that employers that fall short of 100 employees as of the ETS\u2019s effective date but reach the threshold at any point that the ETS is in effect would become subject to the ETS requirements as of the date they meet this threshold, and they would remain covered for the duration of the ETS, even if the employer later reduces its workforce to less than 100 employees.<\/p>\n<p><strong>Q: What policy does the ETS require covered employers to adopt?<\/strong><\/p>\n<p>A: The ETS requires that all covered employers adopt a written workplace vaccination policy. However, it effectively gives employers two different options from which to choose in this regard.<\/p>\n<p>The first option, for which OSHA expresses a clear preference for employers to adopt, is for covered employers to establish, implement, and enforce a written mandatory vaccination policy, which the ETS defines as follows:<\/p>\n<p><em>An employer policy requiring each employee to be fully vaccinated. To meet this definition, the policy must require: vaccination of all employees, including vaccination of all new employees as soon as practicable, other than those employees<\/em><\/p>\n<ol>\n<li>For whom a vaccine is medically contraindicated;<\/li>\n<li>For whom medical necessity requires a delay in vaccination; or<\/li>\n<li>Who are legally entitled to a reasonable accommodation under federal civil rights laws because they have a disability or sincerely held religious beliefs, practices, or observances that conflict with the vaccination requirement.<\/li>\n<\/ol>\n<p>The second option permits covered employers, in lieu of a mandatory vaccination policy as described above, to instead establish, implement, and enforce a written policy allowing employees to choose to (i) be fully vaccinated against COVID-19 or (ii) provide proof of regular testing for COVID-19 (discussed in more detail below) and wear a face covering in the workplace.<\/p>\n<p><strong>Q: If employers elect to adopt the first option \u2013 i.e., a mandatory vaccination policy \u2013 can employees request reasonable accommodations with respect to such policy?<\/strong><\/p>\n<p>A: Yes. Employees may be entitled to reasonable accommodations for disabilities or sincerely held religious beliefs if the employer elects to adopt a mandatory vaccination policy, so long as the accommodation does not impose an undue hardship on the employer. In this regard, the ETS notes that:<\/p>\n<p><em>Under federal law, including the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964, workers may be entitled to a reasonable accommodation from their employer, absent undue hardship. If the worker requesting a reasonable accommodation cannot be vaccinated and\/or wear a face covering because of a disability, as defined by the ADA, the worker may be entitled to a reasonable accommodation. In addition, if the vaccination, and\/or testing for COVID-19, and\/or wearing a face covering conflicts with a worker\u2019s sincerely held religious belief, practice or observance, the worker may be entitled to a reasonable accommodation. For more information about evaluating requests for reasonable accommodation for disability or sincerely held religious belief, employers should consult the Equal Employment Opportunity Commission\u2019s regulations, guidance, and technical assistance .<\/em><\/p>\n<p><strong>Q: If employers elect to adopt the second option \u2013 i.e., allowing employees to choose between vaccination and testing what are the specific testing requirements for employees who opt for the testing route?<\/strong><\/p>\n<p>A: Under these circumstances, the employer must ensure that each employee who is not fully vaccinated complies with one of the following requirements:<\/p>\n<ul>\n<li>An employee who reports at least once every seven days to a workplace where other individuals, such as co-workers or customers, are present:<\/li>\n<li>Must be tested for COVID-19 at least every seven days<\/li>\n<li>Must provide documentation of their most recent COVID-19 test result to the employer by no later than the seventh day following the date on which the employee last provided a test result<\/li>\n<li>An employee who does not report during a period of seven or more days to a workplace where other individuals, such as co-workers or customers, are present (e.g., if the employee is working remotely for two weeks prior to reporting to a workplace with others):<\/li>\n<li>Must be tested for COVID-19 within seven days prior to returning to the workplace<\/li>\n<li>Must provide documentation of that test result to the employer upon return<\/li>\n<\/ul>\n<p><strong>Q: What does an employer need to do if an employee fails to provide documentation of the COVID-19 test result referenced in the preceding FAQ?<\/strong><\/p>\n<p>A: If an employee does not provide documentation of a COVID-19 test result as required by the ETS, the employer must keep that employee removed from the workplace until the employee provides a negative test result.<\/p>\n<p>On a related point, the employer must maintain a record of each test result provided by each employee under the ETS. These records \u201care considered to be employee medical records and must be maintained as [confidential] and must not be disclosed except as required or authorized by this section or other federal law.\u201d Notably, however, these records are not subject to OSHA\u2019s lengthy retention requirements under 29 CFR 1910.1020 of employment plus 30 years.<\/p>\n<p><strong>Q: Do the testing requirements referenced in the two preceding FAQs apply to employees who test positive for COVID19?<\/strong><\/p>\n<p>A: No. When an employee has received a positive COVID-19 test result, or has been diagnosed with COVID-19 by a licensed healthcare provider, the employer cannot require that employee to undergo COVID-19 testing as required under the ETS for 90 days following the date of their positive test or diagnosis.<\/p>\n<p><strong>Q: Does the ETS require employers to pay for the testing referenced in the three preceding FAQs?<\/strong><\/p>\n<p>A: No. The ETS does not require employers to pay for any cost associated with testing, but it does caution that \u201cemployer payment for testing may be required by other laws, regulations, or collective bargaining agreements or other collectively negotiated agreements.\u201d<\/p>\n<p><strong>Q: I understand that, if employers elect to adopt the approach that allows employees to choose between vaccination and testing, employees who are not fully vaccinated must wear a face covering in the workplace. Are there any exceptions to this?<\/strong><\/p>\n<p>A: The ETS requires that employers ensure that all employees who are not fully vaccinated wear a face covering when indoors and when occupying a vehicle with another person for work purposes, except under the following circumstances:<\/p>\n<ul>\n<li>When an employee is alone in a room with floor to ceiling walls and a closed door.<\/li>\n<li>For a limited time while the employee is eating or drinking at the workplace or for identification purposes in compliance with safety and security requirements.<\/li>\n<li>When an employee is wearing a respirator or facemask, the latter of which the ETS defines as a \u201csurgical, medical procedure, dental, or isolation mask that is FDA-cleared, authorized by an FDA EUA, or offered or distributed as described in an FDA enforcement policy. Facemasks may also be referred to as \u2019medical procedure masks.\u2019\u201d<\/li>\n<li>Where the employer can show that the use of face coverings is infeasible or creates a greater hazard that would excuse compliance with this paragraph (e.g., when it is important to see the employee\u2019s mouth for reasons related to their job duties, when the work requires the use of the employee\u2019s uncovered mouth, or when the use of a face covering presents a risk of serious injury or death to the employee).<\/li>\n<\/ul>\n<p><strong>Q: Does the ETS require employers to pay for the face coverings referenced in the preceding FAQ?<\/strong><\/p>\n<p>A: No. The ETS does not require employers to pay for any cost associated with face covering, but it does caution that \u201cemployer payment for face coverings may be required by other laws, regulations, or collective bargaining agreements or other collectively negotiated agreements.\u201d<\/p>\n<p><strong>Q: How do employers determine an employee\u2019s vaccination status for purposes of the ETS?<\/strong><\/p>\n<p>A: The ETS requires employers to determine the vaccination status of each of their employees, including whether each employee is fully vaccinated. In particular, the ETS provides that \u201c[t]he employer must require each vaccinated employee to provide acceptable proof of vaccination status, including whether they are fully or partially vaccinated.\u201d Acceptable forms of proof include a copy of the COVID-19 Vaccination Record Card and a record of immunization from a health care provider or pharmacy, among other things.<\/p>\n<p>In instances where an employee is unable to produce acceptable proof of vaccination, the employee must submit a signed and dated statement attesting to their vaccination status and other information required by the ETS. An employee who does not submit acceptable proof of vaccination, or the requisite attestation, is to be treated as not fully vaccinated for purposes of the ETS.<\/p>\n<p><strong>Q: Do employers need to maintain a record of their employees\u2019 vaccination status?<\/strong><\/p>\n<p>A: Yes. The ETS provides that \u201c[t]he employer must maintain a record of each employee\u2019s vaccination status and must preserve acceptable proof of vaccination for each employee who is fully or partially vaccinated. The employer must maintain a roster of each employee\u2019s vaccination status. These records and roster \u201care considered to be employee medical records and must be maintained as [confidential] and must not be disclosed except as required or authorized by this section or other federal law.\u201d Notably, however, these records are not subject to OSHA\u2019s lengthy retention requirements under 29 CFR 1910.1020 of employment plus 30 years.<\/p>\n<p><strong>Q: What if an employer ascertained an employee\u2019s vaccination status prior to the ETS taking effect? Do we need to ascertain the employee\u2019s vaccination status again?<\/strong><\/p>\n<p>A: When an employer has ascertained an employee\u2019s vaccination status prior to the effective date of the ETS through another form of attestation or proof, and retained records of that ascertainment, this is sufficient for purposes of the ETS and the employer does not need to ascertain the employee\u2019s vaccination status again.<\/p>\n<p><strong>Q: Do employers need to provide employees with paid time off to get the vaccine?<\/strong><\/p>\n<p>A: Yes. The ETS requires employers to provide (i) a \u201creasonable amount of time\u201d to each employee to obtain each of their primary vaccination dose(s) and (ii) up to four hours of paid time, including travel time, at the employee\u2019s regular rate of pay for this purpose.<\/p>\n<p><strong>Q: Do employers need to provide employees with paid time off to recover from side effects experienced following receipt of a dose of the vaccine?<\/strong><\/p>\n<p>A: Yes. The ETS requires employers to provide \u201creasonable time and paid sick leave\u201d to recover from any side effects experienced following receipt of a dose of the vaccine.<\/p>\n<p><strong>Q: Does the ETS impose any notice requirements on employers?<\/strong><\/p>\n<p>A: Yes. The ETS requires that employers inform their employees, in a language and at a literacy level the employees understand, about:<\/p>\n<ul>\n<li>The requirements of the ETS as well as any employer policies and procedures established to implement the ETS;<\/li>\n<li>COVID-19 vaccine efficacy, safety, and the benefits of being vaccinated, by providing the document, \u201cKey Things to Know About COVID-19 Vaccines\u201d (available at https:\/\/www.cdc.gov\/coronavirus\/2019-ncov\/vaccines\/keythingstoknow.html).<\/li>\n<li>The requirements of 29 CFR 1904.35(b)(1)(iv), which prohibits the employer from discharging or in any manner discriminating against an employee for reporting a work-related injury or illness, and section 11(c) of the OSH Act, which prohibits the employer from discriminating against an employee for exercising rights under, or as a result of actions that are required by, this section. Section 11(c) also protects the employee from retaliation for filing an occupational safety or health complaint, reporting a work-related injury or illness, or otherwise exercising any rights afforded by the OSH Act.<\/li>\n<li>The prohibitions of 18 U.S.C. 1001 and of section 17(g) of the OSH Act, which provide for criminal penalties associated with knowingly supplying false statements or documentation.<\/li>\n<\/ul>\n<p><strong>Q: Does the ETS impose any notice requirements on employees?<\/strong><\/p>\n<p>A: Yes. The ETS provides that, regardless of COVID-19 vaccination status or any COVID-19 testing required under the ETS, all covered employees must promptly notify the employer when they receive a positive COVID-19 test or are diagnosed with COVID-19 by a licensed healthcare provider.<\/p>\n<p><strong>Q: What should an employer do if an employee provides notice of a positive COVID-19 test or diagnosis?<\/strong><\/p>\n<p>A: The ETS provides that employers must immediately remove from the workplace any employee who receives a positive COVID-19 test or is diagnosed with COVID-19 by a licensed healthcare provider and keep the employee removed until the employee:<\/p>\n<ul>\n<li>Receives a negative result on a COVID-19 nucleic acid amplification test (NAAT) following a positive result on a COVID-19 antigen test if the employee chooses to seek a NAAT test for confirmatory testing<\/li>\n<li>Meets the return to work criteria in CDC\u2019s \u201cIsolation Guidance\u201d<\/li>\n<li>Receives a recommendation to return to work from a licensed healthcare provider<\/li>\n<\/ul>\n<p>Notably, however, the ETS does not require employers to provide paid time to any employee for removal as a result of a positive COVID-19 test or diagnosis of COVID-19 (although paid time may be required by other laws, regulations, or collective bargaining agreements or other collectively negotiated agreements).<\/p>\n<p><strong>Q: Does the ETS impose any reporting requirements on employers?<\/strong><\/p>\n<p>A: Yes. Under the ETS, employers must report to OSHA (i) each work-related COVID-19 fatality within eight hours of the employer learning about the fatality and (ii) each work-related COVID-19 in-patient hospitalization within 24 hours of the employer learning about the in-patient hospitalization.<\/p>\n<p><strong>Q: Does the ETS preempt inconsistent state and\/or local requirements?<\/strong><\/p>\n<p>A: Yes. The ETS expressly states that it \u201cpreempt[s] inconsistent state and local requirements relating to these issues, including requirements that ban or limit employers\u2019 authority to require vaccination, face covering, or testing, regardless of the number of employees.\u201d Based on the background information provided throughout the ETS, OSHA clearly intends for courts to interpret this language quite broadly \u2013 i.e., in favor of preemption \u2013 if and when a legal preemption challenge is raised.<\/p>\n<p><strong>Q: Does the ETS supplant collective bargaining agreements?<\/strong><\/p>\n<p>A: No. The ETS expressly states that it \u201cdoes not supplant collective bargaining agreements or other collectively negotiated agreements in effect that may have negotiated terms that exceed the requirements herein.\u201d<\/p>\n<ul>\n<li>Q: Does the ETS apply to federal contractors who are required to adopt a mandatory vaccination policy under President Biden\u2019s other recent executive order?<\/li>\n<\/ul>\n<p>A: No, in most cases. The ETS explains that:<\/p>\n<p><em>Under paragraph (b)(2)(i), this ETS does not apply to workplaces covered by the Safer Federal Workforce Task Force COVID-19 Workplace Safety: Guidance for Federal Contractors and Subcontractors (see Safer Federal Workforce Task Force, September 24, 2021). With limited exceptions, such as where a medical contraindication, disability, or sincerely held religious belief would prevent an employee from complying with certain provisions, those guidelines require covered contractors to ensure that all covered contractor employees (1) are fully vaccinated by December 8, 2021; (2) follow CDC guidelines for masks and physical distancing, including masking and distancing requirements based on the employee\u2019s vaccination status and the level of community transmission of COVID-19 where the workplace is located; and (3) designate a person to coordinate COVID-19 workplace safety efforts at covered workplaces. Because covered contractor employees are already covered by the protections in those guidelines, OSHA has determined that complying with this standard in addition to the federal contractor guidelines is not necessary to protect covered contractor employees from a grave danger posed by COVID-19.<\/em><\/p>\n<p><strong>Q: When are employees considered fully vaccinated for purposes of the ETS?<\/strong><\/p>\n<p>A: Generally speaking, two weeks after receiving the lone dose of a single-dose COVID-19 vaccine or the second dose of a two-dose COVID-19 vaccine. The ETS also notes that, for an employee to be considered fully vaccinated, the second dose of\u00a0any two-dose COVID-19 vaccine series must be received by the employee at least 17 days (21 days with a four-day grace period) after the first dose.<\/p>\n<p><strong>Q: Can employers adopt policies that exceed the minimum requirements set by the ETS?<\/strong><\/p>\n<p>A: Yes.<\/p>\n<p><strong>Q: What is the deadline for compliance with the ETS?<\/strong><\/p>\n<p>A: U.S. employers who are covered by the ETS must comply by December 5, 2021, except with respect to the testing requirements. The deadline for compliance with the testing requirements for employees who are not fully vaccinated is January 4, 2022.<\/p>\n<p><strong>Q: For how long will the ETS remain in effect?<\/strong><\/p>\n<p>A: Under the Occupational Safety and Health Act (OSH Act), an ETS serves as a proposal for a permanent standard, and the Act calls for the permanent standard to be finalized within six months after publication of the ETS.<\/p>\n<p><strong>Key contacts :\u00a0<\/strong><\/p>\n<p>Mark S. Goldstein, Partner, New York &#8211; mgoldstein@reedsmith.com<br \/>\nEmily P. Harbison, Partner, Houston &#8211; eharbison@reedsmith.com<br \/>\nJames A. Holt, Counsel, Pittsburgh &#8211; jholt@reedsmith.com<br \/>\nJohn McDonald, Partner, Princeton &#8211; jmcdonald@reedsmith.com<br \/>\nBenjamin H. Patton, Partner, Houston &#8211; bpatton@reedsmith.com<\/p>\n<p>&nbsp;<\/p>\n<p>________________________________________________________________________________________________________________________________<\/p>\n<p>&nbsp;<\/p>\n<p>Le 4 novembre 2021, l&rsquo;Occupational Safety and Health Administration (OSHA) des \u00c9tats-Unis, une agence du d\u00e9partement am\u00e9ricain du Travail, a publi\u00e9 une norme temporaire d&rsquo;urgence (ETS) qui comm\u00e9more et officialise la directive pr\u00e9alable du pr\u00e9sident Biden selon laquelle tous les employeurs am\u00e9ricains comptant 100 employ\u00e9s ou plus les employ\u00e9s doivent exiger que leurs travailleurs soient enti\u00e8rement vaccin\u00e9s contre le COVID-19 ou se soumettent \u00e0 des tests COVID-19 hebdomadaires.<\/p>\n<p>Les FAQ ci-dessous, compliments de Reed Smith, r\u00e9pondent \u00e0 certaines des questions les plus importantes concernant l&rsquo;ETS.<\/p>\n<p>Il y a ind\u00e9niablement plus de questions que de r\u00e9ponses \u00e0 l&rsquo;heure actuelle concernant l&rsquo;ETS. Par cons\u00e9quent, avant d&rsquo;entreprendre toute action importante sur le lieu de travail concernant l&rsquo;ETS, veuillez consulter un avocat sp\u00e9cialis\u00e9 en droit du travail de Reed Smith. Les informations contenues dans cet article sont \u00e0 jour au 4 novembre 2021. Veuillez noter qu&rsquo;il ne s&rsquo;agit pas d&rsquo;un avis juridique.<\/p>\n<p><strong>Q\u00a0: \u00c0 quelles entit\u00e9s l&rsquo;ETS s&rsquo;applique-t-il\u00a0?<\/strong><\/p>\n<p>R\u00a0: De mani\u00e8re g\u00e9n\u00e9rale, l&rsquo;ETS s&rsquo;applique \u00e0 tous les employeurs am\u00e9ricains qui emploient 100\u00a0employ\u00e9s ou plus \u00e0 tout moment pendant que l&rsquo;ETS est en vigueur.<\/p>\n<p><strong>Q\u00a0: Y a-t-il des lieux de travail ou des employ\u00e9s auxquels l&rsquo;ETS ne s&rsquo;applique pas\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS ne s&rsquo;applique pas aux \u00e9l\u00e9ments suivants\u00a0:<\/p>\n<ul>\n<li>Les employeurs qui, \u00e0 tout moment pendant que l&rsquo;ETS est en vigueur, emploient moins de 100 employ\u00e9s am\u00e9ricains<\/li>\n<li>Lieux de travail couverts par le Safer Federal Workforce Task Force COVID-19 Workplace Safety: Guidance for Federal Contractors and\u00a0Subcontractors<\/li>\n<li>Certains contextes o\u00f9 un employ\u00e9 fournit des services de soins de sant\u00e9 ou des services de soutien aux soins de sant\u00e9<\/li>\n<li>Salari\u00e9s d&#8217;employeurs couverts :<\/li>\n<li>Qui ne se pr\u00e9sentent pas \u00e0 un lieu de travail o\u00f9 d&rsquo;autres personnes, telles que des coll\u00e8gues ou des clients, sont pr\u00e9sentes<\/li>\n<li>En travaillant \u00e0 distance depuis chez soi<\/li>\n<li>Qui travaillent exclusivement \u00e0 l&rsquo;ext\u00e9rieur<\/li>\n<\/ul>\n<p><strong>Q\u00a0: Les employ\u00e9s en dehors des \u00c9tats-Unis sont-ils pris en compte dans le calcul du seuil de 100\u00a0employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R : Non.<\/p>\n<p><strong>Q\u00a0: Les employ\u00e9s qui travaillent \u00e0 distance comptent-ils pour le seuil de 100\u00a0employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R\u00a0: Oui, les employ\u00e9s distants comptent pour le seuil de 100\u00a0employ\u00e9s. Cependant, comme indiqu\u00e9 ci-dessus, les employ\u00e9s ne sont pas soumis aux exigences de l&rsquo;ETS lorsqu&rsquo;ils travaillent \u00e0 distance depuis leur domicile.<\/p>\n<p><strong>Q\u00a0: Les employ\u00e9s \u00e0 temps partiel et\/ou les entrepreneurs ind\u00e9pendants comptent-ils pour le seuil de 100\u00a0employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R : Les employ\u00e9s \u00e0 temps partiel comptent pour le seuil, mais pas les entrepreneurs ind\u00e9pendants.<\/p>\n<p><strong>Q\u00a0: Le seuil de 100\u00a0employ\u00e9s est-il calcul\u00e9 par emplacement ou est-il bas\u00e9 sur le nombre total d&#8217;employ\u00e9s dans tous les emplacements aux \u00c9tats-Unis\u00a0?<\/strong><\/p>\n<p>R : L&rsquo;applicabilit\u00e9 de cet ETS est bas\u00e9e sur la taille d&rsquo;un employeur en termes de nombre total d&#8217;employ\u00e9s am\u00e9ricains plut\u00f4t que sur le type ou le nombre de lieux de travail. Comme l&rsquo;explique l&rsquo;OSHA, \u00ab\u00a0[d]ans la d\u00e9termination du nombre d&#8217;employ\u00e9s, les employeurs doivent inclure tous les employ\u00e9s de tous leurs sites aux \u00c9tats-Unis, quel que soit le statut vaccinal des employ\u00e9s ou l&rsquo;endroit o\u00f9 ils effectuent leur travail\u00a0\u00bb. Un employeur avec deux sites am\u00e9ricains de 60 employ\u00e9s chacun (c&rsquo;est-\u00e0-dire 120 employ\u00e9s au total) serait donc couvert par l&rsquo;ETS.<\/p>\n<p><strong>Q\u00a0: Comment le seuil de 100\u00a0employ\u00e9s est-il calcul\u00e9 pour les personnes morales distinctes mais li\u00e9es\u00a0?<\/strong><\/p>\n<p>R : L&rsquo;ETS lui-m\u00eame ne pr\u00e9cise pas si des entit\u00e9s distinctes mais li\u00e9es qui ont leurs propres effectifs d&#8217;employ\u00e9s distincts doivent agr\u00e9ger ces effectifs aux fins du seuil de 100 employ\u00e9s de l&rsquo;ETS. L&rsquo;OSHA note cependant que \u00ab\u00a0deux ou plusieurs entit\u00e9s li\u00e9es peuvent \u00eatre consid\u00e9r\u00e9es comme un employeur unique aux fins de la loi SST si elles traitent les questions de s\u00e9curit\u00e9 comme une seule entreprise, auquel cas les employ\u00e9s de toutes les entit\u00e9s constituant l&#8217;employeur unique int\u00e9gr\u00e9 doivent \u00eatre compt\u00e9s\u00a0\u00bb. .\u201d<\/p>\n<p>Cela dit, l&rsquo;ETS fournit des conseils d\u00e9taill\u00e9s sur cette question pour les relations franchiseur-franchis\u00e9 et les entreprises qui utilisent des agences de placement temporaire, comme suit\u00a0:<\/p>\n<p>Dans une relation franchiseur-franchis\u00e9 traditionnelle dans laquelle chaque franchise est d\u00e9tenue et exploit\u00e9e de mani\u00e8re ind\u00e9pendante, le franchiseur et les franchis\u00e9s seraient des entit\u00e9s distinctes \u00e0 des fins de couverture, de sorte que le franchiseur ne compterait que les employ\u00e9s \u00ab corporatifs \u00bb, et chaque franchis\u00e9 ne compterait que les employ\u00e9s de cette franchise individuelle.<\/p>\n<p>Dans les sc\u00e9narios dans lesquels les employ\u00e9s d&rsquo;une agence de placement sont plac\u00e9s chez un employeur h\u00f4te, seule l&rsquo;agence de placement compterait ces travailleurs employ\u00e9s conjointement aux fins du seuil de 100 employ\u00e9s pour la couverture en vertu de la pr\u00e9sente STE. Bien que l&rsquo;agence de placement et l&#8217;employeur d&rsquo;accueil partagent normalement la responsabilit\u00e9 de ces travailleurs en vertu de la loi SST, cette STE soul\u00e8ve des pr\u00e9occupations particuli\u00e8res dans la mesure o\u00f9 l&rsquo;OSHA a fix\u00e9 le seuil de couverture en fonction principalement de la capacit\u00e9 administrative afin de prot\u00e9ger les travailleurs le plus rapidement possible . . . et l&rsquo;agence de placement s&rsquo;occuperait g\u00e9n\u00e9ralement des questions administratives pour ces travailleurs. Ainsi, aux fins du seuil de 100 employ\u00e9s, seule l&rsquo;agence de placement compterait les employ\u00e9s employ\u00e9s conjointement. L&#8217;employeur d&rsquo;accueil serait toutefois toujours couvert par cette ETS s&rsquo;il compte 100 salari\u00e9s ou plus en plus des salari\u00e9s de l&rsquo;agence de placement. \u00c0 des fins d&rsquo;ex\u00e9cution, les principes traditionnels de l&#8217;employeur conjoint s&rsquo;appliqueraient lorsque les deux employeurs sont couverts par l&rsquo;ETS. . . . Voir aussi https:\/\/www.osha.gov\/temporaryworkers\/.<\/p>\n<p><strong>Q\u00a0: L&rsquo;ETS fournit-il d&rsquo;autres exemples de calcul du seuil de 100\u00a0employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R : Oui. Sur ce point, l&rsquo;ETS note tout d&rsquo;abord que la d\u00e9termination quant \u00e0 savoir si un employeur particulier est couvert par la norme doit \u00eatre faite s\u00e9par\u00e9ment de la question de savoir si des employ\u00e9s individuels sont couverts par les exigences de la norme (par exemple, certains employeurs peuvent \u00eatre couverts mais n&rsquo;ont aucune obligation \u00e0 l&rsquo;\u00e9gard \u00e0 certains de leurs employ\u00e9s en vertu de cette norme). Voici quelques exemples de l&rsquo;ETS\u00a0:<\/p>\n<ul>\n<li>Si un employeur compte 75 salari\u00e9s \u00e0 temps partiel et 25 salari\u00e9s \u00e0 temps plein, l&#8217;employeur entre dans le champ d&rsquo;application de cette ETS car il compte 100 salari\u00e9s.<\/li>\n<li>Si un employeur emploie 150 salari\u00e9s, dont 100 travaillent depuis leur domicile \u00e0 temps plein et 50 travaillent au bureau au moins une partie du temps, l&#8217;employeur entrerait dans le champ d&rsquo;application de cet ETS car il compte plus de 100 salari\u00e9s.<\/li>\n<li>Si un employeur compte 102 employ\u00e9s et que seulement trois se pr\u00e9sentent \u00e0 un bureau, cet employeur serait couvert.<\/li>\n<li>Si un employeur compte 150 employ\u00e9s et que 100 d&rsquo;entre eux effectuent des travaux d&rsquo;entretien au domicile des clients, travaillant principalement \u00e0 partir de leurs v\u00e9hicules de soci\u00e9t\u00e9 (c&rsquo;est-\u00e0-dire des lieux de travail mobiles) et se pr\u00e9sentent rarement ou jamais au si\u00e8ge social, cet employeur entrerait dans le champ d&rsquo;application.<\/li>\n<li>Si un employeur a 200 employ\u00e9s, qui sont tous vaccin\u00e9s, cet employeur serait couvert.<\/li>\n<li>Si un employeur compte 125 employ\u00e9s et que 115 d&rsquo;entre eux travaillent exclusivement \u00e0 l&rsquo;ext\u00e9rieur, cet employeur serait couvert.<\/li>\n<li>Si une seule soci\u00e9t\u00e9 a 50 petits emplacements (par exemple, des kiosques, des stands de concession) avec au moins 100 employ\u00e9s au total dans ses emplacements combin\u00e9s, cet employeur serait couvert m\u00eame si certains des emplacements n&rsquo;ont pas plus d&rsquo;un ou deux employ\u00e9s affect\u00e9s \u00e0 y travailler .<\/li>\n<li>Si un employeur d&rsquo;accueil a 110 employ\u00e9s permanents et 10 employ\u00e9s temporaires d&rsquo;une petite agence de placement (avec moins de 100 employ\u00e9s), l&#8217;employeur d&rsquo;accueil serait couvert par cette ETS et l&rsquo;agence de placement ne serait pas couverte.<\/li>\n<li>Si un employeur d&rsquo;accueil compte 110 employ\u00e9s permanents et 10 employ\u00e9s d&rsquo;une grande agence de placement (avec plus de 100 employ\u00e9s), l&#8217;employeur d&rsquo;accueil et l&rsquo;agence de placement seraient couverts par cette norme, et les principes traditionnels de l&#8217;employeur conjoint s&rsquo;appliqueraient.<\/li>\n<li>G\u00e9n\u00e9ralement, dans une relation franchiseur-franchis\u00e9 traditionnelle, si le franchiseur a plus de 100 employ\u00e9s mais que chaque franchis\u00e9 individuel a moins de 100 employ\u00e9s, le franchiseur serait couvert par cet ETS mais les franchises individuelles ne seraient pas couvertes.<\/li>\n<\/ul>\n<p><strong>Q\u00a0: Quel d\u00e9lai les employeurs doivent-ils utiliser pour calculer le seuil de 100\u00a0employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R\u00a0: L&rsquo;ETS stipule express\u00e9ment qu&rsquo;il \u00ab\u00a0couvre tous les employeurs ayant un total de 100\u00a0employ\u00e9s ou plus \u00e0 tout moment [qu&rsquo;il] est en vigueur\u00a0\u00bb. (C&rsquo;est nous qui soulignons.) Cela signifie que les employeurs qui atteignent ce seuil minimum \u00e0 la date d&rsquo;entr\u00e9e en vigueur de l&rsquo;ETS sont couverts pendant toute la dur\u00e9e d&rsquo;entr\u00e9e en vigueur de l&rsquo;ETS, m\u00eame si l&#8217;employeur tombe plus tard sous le seuil minimum d&#8217;employ\u00e9s. Cela signifie \u00e9galement que les employeurs qui manquent de 100 employ\u00e9s \u00e0 la date d&rsquo;entr\u00e9e en vigueur de l&rsquo;ETS mais qui atteignent le seuil \u00e0 tout moment o\u00f9 l&rsquo;ETS est en vigueur deviendraient assujettis aux exigences de l&rsquo;ETS \u00e0 compter de la date \u00e0 laquelle ils atteindraient ce seuil, et ils resteraient couverts pendant toute la dur\u00e9e de l&rsquo;ETS, m\u00eame si l&#8217;employeur r\u00e9duit ult\u00e9rieurement ses effectifs \u00e0 moins de 100 salari\u00e9s.<\/p>\n<p><strong>Q\u00a0: Quelle politique l&rsquo;ETS exige-t-il que les employeurs couverts adoptent\u00a0?<\/strong><\/p>\n<p>R : L&rsquo;ETS exige que tous les employeurs couverts adoptent une politique \u00e9crite de vaccination sur le lieu de travail. Cependant, cela donne effectivement aux employeurs deux options diff\u00e9rentes parmi lesquelles choisir \u00e0 cet \u00e9gard.<\/p>\n<p>La premi\u00e8re option, pour laquelle l&rsquo;OSHA exprime une nette pr\u00e9f\u00e9rence pour les employeurs, est que les employeurs couverts \u00e9tablissent, mettent en \u0153uvre et appliquent une politique \u00e9crite de vaccination obligatoire, que l&rsquo;ETS d\u00e9finit comme suit\u00a0:<\/p>\n<p>Une politique de l&#8217;employeur exigeant que chaque employ\u00e9 soit enti\u00e8rement vaccin\u00e9. Pour r\u00e9pondre \u00e0 cette d\u00e9finition, la politique doit exiger : la vaccination de tous les employ\u00e9s, y compris la vaccination de tous les nouveaux employ\u00e9s d\u00e8s que possible, autres que les employ\u00e9s<\/p>\n<ol>\n<li>Pour qui un vaccin est m\u00e9dicalement contre-indiqu\u00e9 ;<\/li>\n<li>Pour qui la n\u00e9cessit\u00e9 m\u00e9dicale impose un d\u00e9lai de vaccination ; ou alors<\/li>\n<li>Qui ont l\u00e9galement droit \u00e0 un am\u00e9nagement raisonnable en vertu des lois f\u00e9d\u00e9rales sur les droits civils parce qu&rsquo;ils ont un handicap ou des croyances, pratiques ou observances religieuses sinc\u00e8res qui entrent en conflit avec l&rsquo;exigence de vaccination.<\/li>\n<\/ol>\n<p>La deuxi\u00e8me option permet aux employeurs couverts, au lieu d&rsquo;une politique de vaccination obligatoire telle que d\u00e9crite ci-dessus, d&rsquo;\u00e9tablir, de mettre en \u0153uvre et d&rsquo;appliquer une politique \u00e9crite permettant aux employ\u00e9s de choisir (i) d&rsquo;\u00eatre enti\u00e8rement vaccin\u00e9s contre le COVID-19 ou (ii) de fournir une preuve de d\u00e9pistage r\u00e9gulier de la COVID-19 (discut\u00e9 plus en d\u00e9tail ci-dessous) et porter un couvre-visage sur le lieu de travail.<\/p>\n<p><strong>Q\u00a0: Si les employeurs choisissent d&rsquo;adopter la premi\u00e8re option &#8211; c&rsquo;est-\u00e0-dire une politique de vaccination obligatoire &#8211; les employ\u00e9s peuvent-ils demander des am\u00e9nagements raisonnables concernant cette politique\u00a0?<\/strong><\/p>\n<p>R : Oui. Les employ\u00e9s peuvent avoir droit \u00e0 des am\u00e9nagements raisonnables en cas de handicap ou de croyances religieuses sinc\u00e8res si l&#8217;employeur choisit d&rsquo;adopter une politique de vaccination obligatoire, \u00e0 condition que l&rsquo;am\u00e9nagement n&rsquo;impose pas de contrainte excessive \u00e0 l&#8217;employeur. A cet \u00e9gard, l&rsquo;ETS note que :<\/p>\n<p>En vertu de la loi f\u00e9d\u00e9rale, y compris l&rsquo;Americans with Disabilities Act (ADA) et le titre VII de la loi sur les droits civils de 1964, les travailleurs peuvent avoir droit \u00e0 un am\u00e9nagement raisonnable de la part de leur employeur, en l&rsquo;absence de difficult\u00e9s excessives. Si le travailleur qui demande un am\u00e9nagement raisonnable ne peut pas \u00eatre vaccin\u00e9 et\/ou porter un couvre-visage en raison d&rsquo;un handicap, tel que d\u00e9fini par l&rsquo;ADA, le travailleur peut avoir droit \u00e0 un am\u00e9nagement raisonnable. De plus, si la vaccination et\/ou le d\u00e9pistage de la COVID-19 et\/ou le port d&rsquo;un couvre-visage entrent en conflit avec les croyances, pratiques ou observances religieuses sinc\u00e8res d&rsquo;un travailleur, le travailleur peut avoir droit \u00e0 un am\u00e9nagement raisonnable. Pour plus d&rsquo;informations sur l&rsquo;\u00e9valuation des demandes d&rsquo;am\u00e9nagement raisonnable en cas de handicap ou de croyance religieuse sinc\u00e8re, les employeurs doivent consulter les r\u00e9glementations, les conseils et l&rsquo;assistance technique de la Commission pour l&rsquo;\u00e9galit\u00e9 des chances en mati\u00e8re d&#8217;emploi .<\/p>\n<p><strong>Q\u00a0: Si les employeurs choisissent d&rsquo;adopter la deuxi\u00e8me option &#8211; c&rsquo;est-\u00e0-dire permettre aux employ\u00e9s de choisir entre la vaccination et le test, quelles sont les exigences sp\u00e9cifiques en mati\u00e8re de test pour les employ\u00e9s qui optent pour la voie du test\u00a0?<\/strong><\/p>\n<p>R : Dans ces circonstances, l&#8217;employeur doit s&rsquo;assurer que chaque employ\u00e9 qui n&rsquo;est pas compl\u00e8tement vaccin\u00e9 respecte l&rsquo;une des exigences suivantes :<\/p>\n<p>Un employ\u00e9 qui se pr\u00e9sente au moins une fois tous les sept jours \u00e0 un lieu de travail o\u00f9 d&rsquo;autres personnes, comme des coll\u00e8gues ou des clients, sont pr\u00e9sents\u00a0:<\/p>\n<ul>\n<li>Doit \u00eatre test\u00e9 pour COVID-19 au moins tous les sept jours<\/li>\n<li>Doit fournir \u00e0 l&#8217;employeur la documentation de son r\u00e9sultat de test COVID-19 le plus r\u00e9cent au plus tard le septi\u00e8me jour suivant la date \u00e0 laquelle l&#8217;employ\u00e9 a fourni un r\u00e9sultat de test pour la derni\u00e8re fois<\/li>\n<li>Un employ\u00e9 qui ne se pr\u00e9sente pas pendant une p\u00e9riode de sept jours ou plus \u00e0 un lieu de travail o\u00f9 d&rsquo;autres personnes, telles que des coll\u00e8gues ou des clients, sont pr\u00e9sents (par exemple, si l&#8217;employ\u00e9 travaille \u00e0 distance pendant deux semaines avant de se pr\u00e9senter \u00e0 un lieu de travail avec autres):<\/li>\n<li>Doit \u00eatre test\u00e9 pour le COVID-19 dans les sept jours avant de retourner au travail<\/li>\n<li>Doit fournir la documentation de ce r\u00e9sultat de test \u00e0 l&#8217;employeur \u00e0 son retour<\/li>\n<\/ul>\n<p><strong>Q\u00a0: Que doit faire un employeur si un employ\u00e9 ne fournit pas la documentation du r\u00e9sultat du test COVID-19 mentionn\u00e9 dans la FAQ pr\u00e9c\u00e9dente\u00a0?<\/strong><\/p>\n<p>R : Si un employ\u00e9 ne fournit pas la documentation d&rsquo;un r\u00e9sultat de test COVID-19 comme l&rsquo;exige l&rsquo;ETS, l&#8217;employeur doit garder cet employ\u00e9 \u00e9loign\u00e9 du lieu de travail jusqu&rsquo;\u00e0 ce que l&#8217;employ\u00e9 fournisse un r\u00e9sultat de test n\u00e9gatif.<\/p>\n<p>Sur un point connexe, l&#8217;employeur doit tenir un registre de chaque r\u00e9sultat de test fourni par chaque employ\u00e9 dans le cadre de l&rsquo;ETS. Ces dossiers \u00ab\u00a0sont consid\u00e9r\u00e9s comme des dossiers m\u00e9dicaux des employ\u00e9s et doivent \u00eatre conserv\u00e9s comme [confidentiels] et ne doivent pas \u00eatre divulgu\u00e9s, sauf si cela est requis ou autoris\u00e9 par le pr\u00e9sent article ou une autre loi f\u00e9d\u00e9rale\u00a0\u00bb. Notamment, cependant, ces dossiers ne sont pas soumis aux longues exigences de conservation de l&rsquo;OSHA en vertu de 29 CFR 1910.1020 d&#8217;emploi plus 30 ans.<\/p>\n<p><strong>Q : Les exigences de test r\u00e9f\u00e9renc\u00e9es dans les deux FAQ pr\u00e9c\u00e9dentes s&rsquo;appliquent-elles aux employ\u00e9s dont le test COVID19 est positif ?<\/strong><\/p>\n<p>R\u00a0: Non. Lorsqu&rsquo;un employ\u00e9 a re\u00e7u un r\u00e9sultat positif au test COVID-19 ou a re\u00e7u un diagnostic de COVID-19 par un fournisseur de soins de sant\u00e9 agr\u00e9\u00e9, l&#8217;employeur ne peut pas exiger que cet employ\u00e9 subisse un test COVID-19 comme l&rsquo;exige l&rsquo;ETS pendant 90\u00a0heures. jours suivant la date de leur test ou diagnostic positif.<\/p>\n<p><strong>Q : L&rsquo;ETS oblige-t-il les employeurs \u00e0 payer pour les tests r\u00e9f\u00e9renc\u00e9s dans les trois FAQ pr\u00e9c\u00e9dentes ?<\/strong><\/p>\n<p>R\u00a0: Non. L&rsquo;ETS n&rsquo;oblige pas les employeurs \u00e0 payer les co\u00fbts associ\u00e9s aux tests, mais elle avertit que \u00ab\u00a0le paiement par l&#8217;employeur pour les tests peut \u00eatre exig\u00e9 par d&rsquo;autres lois, r\u00e9glementations, conventions collectives ou autres accords n\u00e9goci\u00e9s collectivement\u00a0\u00bb.<\/p>\n<p><strong>Q : Je comprends que si les employeurs choisissent d&rsquo;adopter l&rsquo;approche qui permet aux employ\u00e9s de choisir entre la vaccination et le test, les employ\u00e9s qui ne sont pas compl\u00e8tement vaccin\u00e9s doivent porter un couvre-visage sur le lieu de travail. Y a-t-il des exceptions \u00e0 cela ?<\/strong><\/p>\n<p>R : L&rsquo;ETS exige que les employeurs s&rsquo;assurent que tous les employ\u00e9s qui ne sont pas compl\u00e8tement vaccin\u00e9s portent un couvre-visage lorsqu&rsquo;ils sont \u00e0 l&rsquo;int\u00e9rieur et lorsqu&rsquo;ils occupent un v\u00e9hicule avec une autre personne \u00e0 des fins de travail, sauf dans les circonstances suivantes :<\/p>\n<ul>\n<li>Lorsqu&rsquo;un employ\u00e9 est seul dans une pi\u00e8ce avec des murs du sol au plafond et une porte ferm\u00e9e.<\/li>\n<li>Pendant un temps limit\u00e9 pendant que l&#8217;employ\u00e9 mange ou boit sur le lieu de travail ou \u00e0 des fins d&rsquo;identification conform\u00e9ment aux exigences de s\u00e9curit\u00e9 et de s\u00fbret\u00e9.<\/li>\n<li>Lorsqu&rsquo;un employ\u00e9 porte un respirateur ou un masque facial, ce dernier \u00e9tant d\u00e9fini par l&rsquo;ETS comme un \u00ab\u00a0masque chirurgical, de proc\u00e9dure m\u00e9dicale, dentaire ou d&rsquo;isolement qui est autoris\u00e9 par la FDA, autoris\u00e9 par un EUA de la FDA, ou offert ou distribu\u00e9 comme d\u00e9crit dans un Politique d&rsquo;application de la FDA. Les masques faciaux peuvent \u00e9galement \u00eatre appel\u00e9s \u00abmasques de proc\u00e9dure m\u00e9dicale\u00bb.<\/li>\n<li>Lorsque l&#8217;employeur peut d\u00e9montrer que l&rsquo;utilisation de couvre-visage est irr\u00e9alisable ou cr\u00e9e un plus grand danger qui justifierait le respect de ce paragraphe (par exemple, lorsqu&rsquo;il est important de voir la bouche de l&#8217;employ\u00e9 pour des raisons li\u00e9es \u00e0 ses fonctions, lorsque le travail exige la l&rsquo;utilisation de la bouche d\u00e9couverte du salari\u00e9 ou lorsque l&rsquo;utilisation d&rsquo;un couvre-visage pr\u00e9sente un risque de blessure grave ou de mort pour le salari\u00e9).<\/li>\n<\/ul>\n<p><strong>Q\u00a0: L&rsquo;ETS oblige-t-il les employeurs \u00e0 payer pour les couvre-visages mentionn\u00e9s dans la FAQ pr\u00e9c\u00e9dente\u00a0?<\/strong><\/p>\n<p>R : Non. L&rsquo;ETS n&rsquo;oblige pas les employeurs \u00e0 payer les co\u00fbts associ\u00e9s au couvre-visage, mais il avertit que \u00ab\u00a0le paiement par l&#8217;employeur pour les couvre-visages peut \u00eatre exig\u00e9 par d&rsquo;autres lois, r\u00e9glementations, conventions collectives ou autres accords n\u00e9goci\u00e9s collectivement. \u201d<\/p>\n<p><strong>Q\u00a0: Comment les employeurs d\u00e9terminent-ils le statut vaccinal d&rsquo;un employ\u00e9 aux fins de l&rsquo;ETS\u00a0?<\/strong><\/p>\n<p>R\u00a0: L&rsquo;ETS exige que les employeurs d\u00e9terminent le statut vaccinal de chacun de leurs employ\u00e9s, y compris si chaque employ\u00e9 est enti\u00e8rement vaccin\u00e9. En particulier, l&rsquo;ETS pr\u00e9voit que \u00ab\u00a0[l]&#8217;employeur doit exiger de chaque employ\u00e9 vaccin\u00e9 qu&rsquo;il fournisse une preuve acceptable de son statut vaccinal, y compris s&rsquo;il est enti\u00e8rement ou partiellement vaccin\u00e9\u00a0\u00bb. Les formes de preuve acceptables comprennent une copie de la carte de vaccination COVID-19 et un dossier d&rsquo;immunisation d&rsquo;un fournisseur de soins de sant\u00e9 ou d&rsquo;une pharmacie, entre autres.<\/p>\n<p>Dans les cas o\u00f9 un employ\u00e9 n&rsquo;est pas en mesure de produire une preuve acceptable de vaccination, l&#8217;employ\u00e9 doit soumettre une d\u00e9claration sign\u00e9e et dat\u00e9e attestant de son statut vaccinal et d&rsquo;autres informations requises par l&rsquo;ETS. Un employ\u00e9 qui ne pr\u00e9sente pas une preuve acceptable de vaccination, ou l&rsquo;attestation requise, doit \u00eatre trait\u00e9 comme n&rsquo;\u00e9tant pas compl\u00e8tement vaccin\u00e9 aux fins de l&rsquo;ETS.<\/p>\n<p><strong>Q\u00a0: Les employeurs doivent-ils tenir un registre du statut vaccinal de leurs employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS pr\u00e9voit que \u00ab\u00a0[l]&#8217;employeur doit tenir un registre du statut vaccinal de chaque employ\u00e9 et doit conserver une preuve de vaccination acceptable pour chaque employ\u00e9 qui est enti\u00e8rement ou partiellement vaccin\u00e9. L\u2019employeur doit tenir une liste du statut vaccinal de chaque employ\u00e9. Ces dossiers et cette liste \u00ab\u00a0sont consid\u00e9r\u00e9s comme des dossiers m\u00e9dicaux des employ\u00e9s et doivent \u00eatre conserv\u00e9s comme [confidentiels] et ne doivent pas \u00eatre divulgu\u00e9s, sauf si cela est requis ou autoris\u00e9 par le pr\u00e9sent article ou une autre loi f\u00e9d\u00e9rale\u00a0\u00bb. Notamment, cependant, ces dossiers ne sont pas soumis aux longues exigences de conservation de l&rsquo;OSHA en vertu de 29 CFR 1910.1020 d&#8217;emploi plus 30 ans.<\/p>\n<p><strong>Q\u00a0: Que se passe-t-il si un employeur a v\u00e9rifi\u00e9 le statut vaccinal d&rsquo;un employ\u00e9 avant l&rsquo;entr\u00e9e en vigueur de l&rsquo;ETS\u00a0? Devons-nous v\u00e9rifier \u00e0 nouveau le statut vaccinal de l&#8217;employ\u00e9\u00a0?<\/strong><\/p>\n<p>R\u00a0: Lorsqu&rsquo;un employeur a v\u00e9rifi\u00e9 le statut vaccinal d&rsquo;un employ\u00e9 avant la date d&rsquo;entr\u00e9e en vigueur de l&rsquo;ETS au moyen d&rsquo;une autre forme d&rsquo;attestation ou de preuve, et a conserv\u00e9 des enregistrements de cette v\u00e9rification, cela est suffisant aux fins de l&rsquo;ETS et l&#8217;employeur n&rsquo;a pas besoin de s&rsquo;assurer \u00e0 nouveau le statut vaccinal de l&#8217;employ\u00e9.<\/p>\n<p><strong>Q\u00a0: Les employeurs doivent-ils accorder aux employ\u00e9s des cong\u00e9s pay\u00e9s pour se faire vacciner\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS exige que les employeurs accordent (i) un \u00ab\u00a0d\u00e9lai raisonnable\u00a0\u00bb \u00e0 chaque employ\u00e9 pour obtenir chacune de ses doses de primo-vaccination et (ii) jusqu&rsquo;\u00e0 quatre heures de temps r\u00e9mun\u00e9r\u00e9, y compris le temps de d\u00e9placement, au lieu de travail habituel de l&#8217;employ\u00e9. taux de r\u00e9mun\u00e9ration \u00e0 cet effet.<\/p>\n<p><strong>Q\u00a0: Les employeurs doivent-ils accorder aux employ\u00e9s des cong\u00e9s pay\u00e9s pour se remettre des effets secondaires ressentis apr\u00e8s avoir re\u00e7u une dose de vaccin\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS exige des employeurs qu&rsquo;ils accordent \u00ab\u00a0un d\u00e9lai raisonnable et des cong\u00e9s de maladie pay\u00e9s\u00a0\u00bb pour se remettre de tout effet secondaire ressenti apr\u00e8s la r\u00e9ception d&rsquo;une dose de vaccin.<\/p>\n<p><strong>Q\u00a0: L&rsquo;ETS impose-t-il des exigences de pr\u00e9avis aux employeurs\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS exige que les employeurs informent leurs employ\u00e9s, dans une langue et \u00e0 un niveau d&rsquo;alphab\u00e9tisation que les employ\u00e9s comprennent, sur\u00a0:<\/p>\n<p>Les exigences de l&rsquo;ETS ainsi que toutes les politiques et proc\u00e9dures de l&#8217;employeur \u00e9tablies pour mettre en \u0153uvre l&rsquo;ETS\u00a0;<br \/>\nEfficacit\u00e9, s\u00e9curit\u00e9 et avantages du vaccin contre la COVID-19, en fournissant le document \u00ab Key Things to Know About COVID-19 Vaccines \u00bb (disponible sur https:\/\/www.cdc.gov\/coronavirus\/2019-ncov\/ vaccins\/keythingstoknow.html).<br \/>\nLes exigences du 29 CFR 1904.35(b)(1)(iv), qui interdit \u00e0 l&#8217;employeur de licencier ou de discriminer de quelque mani\u00e8re que ce soit un employ\u00e9 pour avoir signal\u00e9 une blessure ou une maladie li\u00e9e au travail, et l&rsquo;article 11(c) de la loi SST , qui interdit \u00e0 l&#8217;employeur de faire preuve de discrimination \u00e0 l&rsquo;encontre d&rsquo;un employ\u00e9 pour l&rsquo;exercice de ses droits en vertu du pr\u00e9sent article ou \u00e0 la suite d&rsquo;actions requises par celui-ci. L&rsquo;article 11 (c) prot\u00e8ge \u00e9galement l&#8217;employ\u00e9 contre les repr\u00e9sailles pour avoir d\u00e9pos\u00e9 une plainte en mati\u00e8re de s\u00e9curit\u00e9 ou de sant\u00e9 au travail, signal\u00e9 une blessure ou une maladie li\u00e9e au travail ou exerc\u00e9 de toute autre mani\u00e8re les droits accord\u00e9s par la loi SST.<br \/>\nLes interdictions de 18 U.S.C. 1001 et de l&rsquo;article 17(g) de la loi SST, qui pr\u00e9voient des sanctions p\u00e9nales associ\u00e9es \u00e0 la fourniture sciemment de fausses d\u00e9clarations ou de faux documents.<\/p>\n<p><strong>Q\u00a0: L&rsquo;ETS impose-t-il des pr\u00e9avis aux employ\u00e9s\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS pr\u00e9voit que, quel que soit le statut de vaccination COVID-19 ou tout test COVID-19 requis en vertu de l&rsquo;ETS, tous les employ\u00e9s couverts doivent informer rapidement l&#8217;employeur lorsqu&rsquo;ils re\u00e7oivent un test COVID-19 positif ou re\u00e7oivent un diagnostic de COVID-19 par un m\u00e9decin agr\u00e9\u00e9. fournisseur de soins de sant\u00e9.<\/p>\n<p><strong>Q\u00a0: Que doit faire un employeur si un employ\u00e9 l&rsquo;avise d&rsquo;un test ou d&rsquo;un diagnostic positif \u00e0 la COVID-19\u00a0?<\/strong><\/p>\n<p>R\u00a0: L&rsquo;ETS pr\u00e9voit que les employeurs doivent imm\u00e9diatement retirer du lieu de travail tout employ\u00e9 qui re\u00e7oit un test COVID-19 positif ou qui re\u00e7oit un diagnostic de COVID-19 par un fournisseur de soins de sant\u00e9 agr\u00e9\u00e9 et garder l&#8217;employ\u00e9 \u00e9loign\u00e9 jusqu&rsquo;\u00e0 ce que l&#8217;employ\u00e9\u00a0:<\/p>\n<p>Re\u00e7oit un r\u00e9sultat n\u00e9gatif sur un test d&rsquo;amplification d&rsquo;acide nucl\u00e9ique COVID-19 (TAAN) suite \u00e0 un r\u00e9sultat positif sur un test d&rsquo;antig\u00e8ne COVID-19 si l&#8217;employ\u00e9 choisit de demander un test TAAN pour un test de confirmation<br \/>\nR\u00e9pond aux crit\u00e8res de retour au travail des \u00abConseils d&rsquo;isolement\u00bb du CDC<br \/>\nRe\u00e7oit une recommandation de retour au travail d&rsquo;un fournisseur de soins de sant\u00e9 agr\u00e9\u00e9<br \/>\nNotamment, cependant, l&rsquo;ETS n&rsquo;oblige pas les employeurs \u00e0 accorder du temps r\u00e9mun\u00e9r\u00e9 \u00e0 tout employ\u00e9 pour le retrait \u00e0 la suite d&rsquo;un test COVID-19 positif ou d&rsquo;un diagnostic de COVID-19 (bien que du temps r\u00e9mun\u00e9r\u00e9 puisse \u00eatre exig\u00e9 par d&rsquo;autres lois, r\u00e9glementations ou conventions collectives). conventions collectives ou autres accords n\u00e9goci\u00e9s collectivement).<\/p>\n<p><strong>Q\u00a0: L&rsquo;ETS impose-t-il des exigences de d\u00e9claration aux employeurs\u00a0?<\/strong><\/p>\n<p>R : Oui. Dans le cadre de l&rsquo;ETS, les employeurs doivent signaler \u00e0 l&rsquo;OSHA (i) chaque d\u00e9c\u00e8s li\u00e9 au travail li\u00e9 au COVID-19 dans les huit heures apr\u00e8s que l&#8217;employeur a appris le d\u00e9c\u00e8s et (ii) chaque hospitalisation li\u00e9e au travail li\u00e9e au COVID-19 dans les 24 heures suivant le d\u00e9c\u00e8s. l&#8217;employeur se renseigne sur l&rsquo;hospitalisation en milieu hospitalier.<\/p>\n<p><strong>Q\u00a0: L&rsquo;ETS pr\u00e9vient-il les exigences nationales et\/ou locales incoh\u00e9rentes\u00a0?<\/strong><\/p>\n<p>R : Oui. L&rsquo;ETS d\u00e9clare express\u00e9ment qu&rsquo;il \u00ab\u00a0pr\u00e9vient les exigences nationales et locales incoh\u00e9rentes relatives \u00e0 ces questions, y compris les exigences qui interdisent ou limitent le pouvoir des employeurs d&rsquo;exiger la vaccination, le port du masque ou des tests, quel que soit le nombre d&#8217;employ\u00e9s\u00a0\u00bb. Sur la base des informations de base fournies tout au long de l&rsquo;ETS, l&rsquo;OSHA a clairement l&rsquo;intention que les tribunaux interpr\u00e8tent ce langage de mani\u00e8re assez large &#8211; c&rsquo;est-\u00e0-dire en faveur de la pr\u00e9emption &#8211; si et quand une contestation l\u00e9gale de la pr\u00e9emption est soulev\u00e9e.<\/p>\n<p><strong>Q\u00a0: L&rsquo;ETS remplace-t-il les conventions collectives\u00a0?<\/strong><\/p>\n<p>R : Non. L&rsquo;ETS stipule express\u00e9ment qu&rsquo;elle \u00ab ne remplace pas les conventions collectives ou autres accords n\u00e9goci\u00e9s collectivement en vigueur qui peuvent avoir des conditions n\u00e9goci\u00e9es qui d\u00e9passent les exigences des pr\u00e9sentes \u00bb.<\/p>\n<p><strong>Q : L&rsquo;ETS s&rsquo;applique-t-il aux entrepreneurs f\u00e9d\u00e9raux qui sont tenus d&rsquo;adopter une politique de vaccination obligatoire en vertu de l&rsquo;autre d\u00e9cret ex\u00e9cutif r\u00e9cent du pr\u00e9sident Biden ?<\/strong><\/p>\n<p>R : Non, dans la plupart des cas. L&rsquo;ETS explique que :<\/p>\n<p>En vertu du paragraphe (b)(2)(i), la pr\u00e9sente ETS ne s&rsquo;applique pas aux lieux de travail couverts par le Safer Federal Workforce Task Force COVID-19 Workplace Safety: Guidance for Federal Contractors and Subcontractors (voir Safer Federal Workforce Task Force, 24 septembre 2021). \u00c0 quelques exceptions pr\u00e8s, par exemple lorsqu&rsquo;une contre-indication m\u00e9dicale, un handicap ou une conviction religieuse sinc\u00e8re emp\u00eacherait un employ\u00e9 de se conformer \u00e0 certaines dispositions, ces directives exigent que les sous-traitants couverts s&rsquo;assurent que tous les employ\u00e9s sous-traitants couverts (1) sont enti\u00e8rement vaccin\u00e9s avant le 8 d\u00e9cembre. 2021\u00a0; (2) suivre les directives du CDC pour les masques et la distance physique, y compris les exigences de masquage et de distance en fonction du statut vaccinal de l&#8217;employ\u00e9 et du niveau de transmission communautaire du COVID-19 l\u00e0 o\u00f9 se trouve le lieu de travail\u00a0; et (3) d\u00e9signer une personne pour coordonner les efforts de s\u00e9curit\u00e9 au travail li\u00e9s \u00e0 la COVID-19 sur les lieux de travail couverts. \u00c9tant donn\u00e9 que les employ\u00e9s des sous-traitants couverts sont d\u00e9j\u00e0 couverts par les protections de ces directives, l&rsquo;OSHA a d\u00e9termin\u00e9 qu&rsquo;il n&rsquo;est pas n\u00e9cessaire de se conformer \u00e0 cette norme en plus des directives des sous-traitants f\u00e9d\u00e9raux pour prot\u00e9ger les employ\u00e9s des sous-traitants couverts contre un grave danger pos\u00e9 par le COVID-19.<\/p>\n<p><strong>Q\u00a0: Quand les employ\u00e9s sont-ils consid\u00e9r\u00e9s comme enti\u00e8rement vaccin\u00e9s aux fins de l&rsquo;ETS\u00a0?<\/strong><\/p>\n<p>R : En r\u00e8gle g\u00e9n\u00e9rale, deux semaines apr\u00e8s avoir re\u00e7u la dose unique d&rsquo;un vaccin COVID-19 \u00e0 dose unique ou la deuxi\u00e8me dose d&rsquo;un vaccin COVID-19 \u00e0 deux doses. L&rsquo;ETS note \u00e9galement que, pour qu&rsquo;un employ\u00e9 soit consid\u00e9r\u00e9 comme compl\u00e8tement vaccin\u00e9, la deuxi\u00e8me dose de toute s\u00e9rie de vaccins COVID-19 \u00e0 deux doses doit \u00eatre re\u00e7ue par l&#8217;employ\u00e9 au moins 17 jours (21 jours avec un d\u00e9lai de gr\u00e2ce de quatre jours) apr\u00e8s la premi\u00e8re dose.<\/p>\n<p><strong>Q\u00a0: Les employeurs peuvent-ils adopter des politiques qui d\u00e9passent les exigences minimales fix\u00e9es par l&rsquo;ETS\u00a0?<\/strong><\/p>\n<p>R : Oui.<\/p>\n<p><strong>Q\u00a0: Quel est le d\u00e9lai de mise en conformit\u00e9 avec l&rsquo;ETS\u00a0?<\/strong><\/p>\n<p>R\u00a0: Les employeurs am\u00e9ricains couverts par l&rsquo;ETS doivent s&rsquo;y conformer d&rsquo;ici le 5\u00a0d\u00e9cembre\u00a02021, sauf en ce qui concerne les exigences en mati\u00e8re de tests. La date limite pour se conformer aux exigences de test pour les employ\u00e9s qui ne sont pas compl\u00e8tement vaccin\u00e9s est le 4 janvier 2022.<\/p>\n<p><strong>Q\u00a0: Combien de temps l&rsquo;ETS restera-t-il en vigueur\u00a0?<\/strong><\/p>\n<p>R : En vertu de la loi sur la s\u00e9curit\u00e9 et la sant\u00e9 au travail (loi SST), une ETS sert de proposition de norme permanente, et la loi exige que la norme permanente soit finalis\u00e9e dans les six mois suivant la publication de l&rsquo;ETS.<\/p>\n<p>Contacts cl\u00e9s :<\/p>\n<p>Mark S. Goldstein, Partner, New York &#8211; mgoldstein@reedsmith.com<br \/>\nEmily P. Harbison, Partner, Houston &#8211; eharbison@reedsmith.com<br \/>\nJames A. Holt, Counsel, Pittsburgh &#8211; jholt@reedsmith.com<br \/>\nJohn McDonald, Partner, Princeton &#8211; jmcdonald@reedsmith.com<br \/>\nBenjamin H. Patton, Partner, Houston &#8211; bpatton@reedsmith.com<\/p>\n","protected":false},"excerpt":{"rendered":"<p>English \/ Anglais French \/ Fran\u00e7ais &nbsp; On November 4, 2021, the U.S. Occupational Safety and Health Administration (OSHA), an agency of the U.S. Department of Labor, issued an emergency temporary standard (ETS) that memorializes and formalizes President Biden&rsquo;s prior directive that all U.S. employers with 100 or more employees must require their workers to [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"rs_blank_template":"","rs_page_bg_color":"#ffffff","slide_template_v7":"","footnotes":""},"categories":[94,96],"tags":[],"class_list":["post-4841","post","type-post","status-publish","format-standard","hentry","category-eacc-news-fr","category-members-news-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - 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