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20 Jennifer L. Hall Subject:Response from Grandma's House to Appeal Attachments:GHH_Response to Appeal-2232 E. Olmstead Way (FINAL).pdf From: Je'net Kreitner <jkreitner@grandmashouseofhope.org> Sent: Wednesday, January 06, 2021 6:42 PM To: Joanne Hwang <JHwang@anaheim.net> Cc: Taylor Montano <taylor@grandmashouseofhope.org>; Mitch Cherness < ; Steven Savran <steven@grandmashouseofhope.org>; Ann Levine < Subject: Response from Grandma's House to Appeal Hi Joanne, I hope you are well and had as fulfilling a holiday as possible this year. Here is our formal response to the appeal of 2232 E Olmstead. I have also attached a supporting document outlining our Injury Illness Protection Plan and our COVID Protection Plan. (IIPP/CPP) Please let me know if you have any questions or need any additional information or clarification. Did I read correctly that the City Council meets only audibly? Is there a Zoom still? Please send me the appropriate information on how to join the meeting on Jan 12 and if we should arrive at 5pm or later. THANK YOU for all your assistance on this project. Joanne! I certainly never thought it would be this difficult. Happy New Year! JE'NET KREITNER Founder, Chief Executive Officer | GRANDMA'S HOUSE OF HOPE (o) 714.558.8600 ext. 100 |(c) l jenet@grandmashouseofhope.org Connect with us LinkedIn | Twitter | YouTube | www.grandmashouseofhope.org | Instagram Information contained in this message and any attachments is intended only for the addressee(s). If you believe that you have CONFIDENTIALITY NOTICE: received this message in error, please notify the sender immediately by return electronic mail and please delete the original without further review, disclosure, or copying. 1 RESPONSE TO APPEAL Subject: CONDITIONAL USE PERMIT NO. 2020-06074 (DEV2020-00109) Location: 2232 East Olmstead Way, Anaheim Response to Appeal: Grandma's House of Hope (GHH), an Orange County -based nonprofit organization, has requested approval of a Conditional Use Permit (CUP) to increase the number of residents in an existing transitional housing facility from six residents as permitted by right to 13 residents within the five bedroom, 2,340 square foot single family residence located at 2232 East Olmstead Way. GHH's transitional housing program is an instrumental component to achieving our mission of Empowering the Invisible Populations of Orange County. This housing site — coupled with GHH's robust supportive services — would provide a supportive, nurturing and peaceful environment to help men recover from past trauma, secure employment and income, build skills and self-sufficiency and successfully transition into permanent housing. The Planning Commission heard GHH's CUP request at its meeting on 11/9/2020 and granted the CUP. This decision was appealed by Dr. and Mrs. James Kline and Mr. and Dr. Michelle Priest on 11/18/2020. GHH requests that the Planning Commission's decision to grant the CUP be upheld. GHH offers the following responses to the rebuttals raised in the appeal: Condition #2: That the proposed use will not adversely affect the adjoining land uses, or the growth and development of the area in which it is proposed to be located. Rebuttal from Appeal: Disclosure that a transitional dwelling for 13 unrelated men within a small cul-de-sac of a tight knit group of single and multi -generational families will deter potential buyers, and also result in a decrease in property value in the area. GHH's Response to Rebuttal: GHH takes great pride in how we run each of our housing sites. In utilizing single family homes for our housing program, we recognize how imperative it is for the home to be well maintained and safely and peacefully operated in order to contribute to a beautiful and harmonious community. Currently, GHH operates 12 housing sites, 11 of which are in the City of Anaheim. At each site, we establish Housing Agreements with our participants covering topics such as curfew, sobriety, guests, house meetings, productivity, cleanliness, smoking, chores, privacy, confidentiality, respectfulness, attitude and behavior to ensure that a positive housing environment is maintained and the health, safety and well-being of all participants, GHH staff and neighbors are preserved. The Housing Agreements are complemented by a Good Neighbor Policy that clearly dictates that, to ensure peaceful relations with our neighbors, "all housing program participants will refrain from engaging in excessively loud, profane, or obnoxious behavior that would unduly interfere with a neighbor's use and enjoyment of their dwelling unit." If an issue were ever to arise with a neighbor, each house has a live-in Community Leader who can field any concerns and work with GHH's Housing Program Manager, Director of Housing and CEO to resolve them. In our 16 years of operating housing programs in Orange County, we have maintained positive relationships with our neighbors and helped to foster tranquil communities. This kind of harmonious environment is particularly important for the health and healing of our participants, the vast majority of whom have endured serious trauma and abuse. We also know from past experience that operation of our housing sites in residential communities does not bring down property values. We have obtained CUPS on five homes in Anaheim and the property values of these homes have kept pace with — and in several cases far exceeded — the average increases in home sales prices in Anaheim since the CUPS were granted. In fact, according to Zillow, the home values for four of our five properties with CUPS have risen at higher rates (between 9 and 53 percentage points) since the CUPS were granted than the average home values in the overall Anaheim neighborhoods they are in (Southwest Anaheim, Northeast Anaheim and The Colony) and the city of Anaheim as a whole. Just as an example, our oldest CUP exists at our Legacy Campus property located in The Colony neighborhood of Anaheim. The CUP was granted in April 2011. Based on tax assessments, the property has increased in value by 117% since 2011. Similarly, a nearby home (3 blocks away) sold for 129% more than its April 2011 value. Both of these are significantly higher rates of increase than the average increase in home values of 69% in The Colony and 69% in the entire city of Anaheim during the same time period. Due to the care that GHH takes with its housing sites, program participants and relationships with neighbors and our strong history of helping to preserve and strengthen the value of the homes we occupy as well as the surrounding neighborhoods, we believe the appellants' assertion regarding Condition 92 is without merit. Condition #3: That the size and shape of the site proposed for the use is adequate to allow the full development of the proposed use, in a manner not detrimental to either the particular area or health and safety. Rebuttal from Appeal: Residential overcrowding as defined by California is > 1.0 persons per room. Severe overcrowding is > 1.5 persons per room. The subject property contains eight rooms (5 bedrooms, a dining room, a living room and a family room). The proposed increase in residents equates to 1.625 persons per room resulting in a several overcrowded dwelling unit. According to the US Department of Housing and Urban Development, "residential crowding has been linked to an increased risk of infection from communicable diseases, a higher prevalence of respiratory ailments, and greater vulnerability to homelessness among the poor". The size of the site does not allow for full development, and is detrimental to the health and progress of participants. GHH's Response to Rebuttal: A CUP that allows for 13 residents within the 2232 E. Olmstead Way residence would not result in overcrowding, based on current laws and regulations. Appellants' statement that residential overcrowding as defined by California is > 1.0 persons per room is inaccurate. Currently, occupancy limits are based on what is "reasonable."' As a starting place, California's Department of Fair Employment and Housing uses a formula -based approach to initially assess "reasonableness. "California's approach is known as the "two plus one" formula, which permits two people to occupy each bedroom, with one additional person in the living space. The formula is based on a 1998 adoption of the "Keating" by the U.S. Department of Housing and Urban Development.2 This presumption of what is "reasonable" is further impacted by factors such as: • the size of each bedroom, • the size and configuration of the residence, • other physical limitations such as the capacity of the building systems, • state and local laws California Health and Safety Code §17922 says that the state of California will follow the building standards set by the Uniform Housing Code. Section 503(b) of the Uniform Housing Code sets the minimum size for a dwelling. Each dwelling must have at least one room measuring at least 120 square feet; and all other habitable rooms excluding kitchens must be at least 70 square feet. The minimum dwelling size determines the maximum occupancy rate. Two people can occupy a minimum -sized dwelling. For each additional occupant, the minimum must increase by 50 square feet. The Uniform Housing Code acknowledges that certain dwellings may be configured to allow a third person to comfortably sleep in non - bedroom space. The Olmstead property has five bedrooms with the following square footage: • Master bedroom on 1St floor: 205.46 ft2 (17.0625 ft x 12.0417 ft) • Bedroom 91 on 2nd floor: 133.93 ft2 (12.2917 ft x 10.8958 ft) • Bedroom 92 on 2nd floor: 135.31 ft2 (14.10417 ft x 9.59375 ft) • Bedroom 93 on 2nd floor: 120.03 ft2 (12.10417 ft x 9.9167 ft) • Bedroom 94 on 2nd floor: 108.05 ft2 (10.8958 ft x 9.9167 ft) Based on the Uniform Housing Code and the square footage of the five bedrooms within the Olmstead property, 13 residents would be reasonable occupancy. In fact, the property would actually sustain up to 14 residents (three in the master bedroom on the first floor, three in each of the bedrooms 91-3 on second floor, and two in bedroom 94 on the second floor), though GHH is only requesting that 13 be permitted by this CUP. GHH agrees that it is important to prevent overcrowding. In fact, this is one of the reasons we believe that our approach to transitional housing is so critical. We solely utilize single family ' California Department of Consumer Affairs, "California Tenants: A Guide to Residential Tenants' and Landlords' Rights and Responsibilities," July 2012, footnotes 25-26 (haps://www.courts.ca.gov/documents/Califomia-Tenants- Guide. d ; California Rental Housing Association, "Rental Property Owner and Managers' Guide to California's New Laws for 2017, 12/6/2016 (https:Hcal-rha.org/rental-property-owner-and-managers-guide-to-califomias-new- laws-for-2017/) z National Multifamily Housing Council and National Apartment Association, "Fair Housing: Familial Status and Occupancy," March 2016 (hl!ps://www.nmhc.org/uploadedFiles/Articles/Extemal_Re source s/Fair%20Housing%20 White%20Paper%202016- 03%20FINAL.pdD. homes to provide transitional housing to women and men who are experiencing homelessness. We seek out properties like the Olmstead house that have ample square footage and amenities to safely and peacefully house the residents. We then foster a familial atmosphere within our housing community. A live-in Community Leader facilitates weekly house meetings and works with our direct service staff to organize workshops, trainings, activities that will build participants' skills while also building connections between them. In addition to receiving support from the Community Leader and GHH staff, the participants provide support, encouragement and accountability to one another. Based on our strong track record and success rate in operating similarly sized housing sites with CUPS with a comparable number of participants, we can confidently say that this is an optimal structure and composition for our housing program and its participants. Condition #4: That the traffic generated by the proposed use will not impose an undue burden upon the streets and highways designed and improved to carry the traffic in the area. Rebuttal from Appeal: The long term state -licensed facility at 2208 E Olmstead has six ADA compliant passenger vans arriving in the morning and evening. These oversized vehicles have to make a 3 -point turn at the end of the cul-de-sac in order to exit the neighborhood. Our neighborhood has only one entrance%xit. In doing so, their backup alarms beep loudly early in the morning and around dinner time, every evening. Added to these non -neighborhood vehicles are the number of rideshares utilized by the current 6 participants at 2232 E. Olmstead Way. The constant flow and presence of medical, Lyft, Uber and other drivers speeding down the cul-de-sac has necessitated several "slow down "signs and has prevented neighborhood children from playing outside unsupervised. Doubling the amount ofparticipants will exacerbate the situation. In contrast to the Findings and Analysis Report, the facility next door located at 2238 E Olmstead Way, the unpermitted sober living home, has NOT vacated the property as of Wednesday, November 18, 2020. GHH's Response to Rebuttal: Grandma's House of Hope cannot respond to the concerns of the other two properties in this rebuttal, only for 2232 E Olmstead. We also do not have any control over the manner of which an Uber or Lyft driver follows traffic law and abides by speed limits. What we can do is have our participants get picked up from these passenger services at the bus stop or on another street so they do not come into the cull de sac whenever possible. However, if a participant has a disability that prohibits them from walking the distance to the pick-up site, we cannot and will not ask them to follow this suggested protocol. We will also make exceptions when participants are coming home from work at a late hour in the dark and feel unsafe. When COVID19 is no longer an issue, our standard practice has always been to get picked up and dropped off at the nearest bus stop, whether they use public transportation or another travel option. Condition #5: That the granting of the conditional use permit under the conditions imposed, if any, will not be detrimental to the health and safety of the citizens of the City ofAnaheim. Rebuttal from Appeal: During the time of Orange County being in the purple tier for COVID- 19 status, neighbors have witnessed participants of 2232 E Olmstead Way not wearing masks - on the street, when opening the door and from view in the backyard. The composition of this neighborhood includes more than 50% of residents who are elderly, and are at a higher risk for severe illness from COVID-19. Increasing the number of unrelated adults, in a single dwelling, will result in severe overcrowding, which is linked to an increase in health risks as mentioned above. Further, the tier requires unrelated members in a home to wear a mask at all times. This in turn is detrimental to the health of the citizens in this neighborhood, where over 50% of the population is aged 65 and older. Our neighbors cannot afford to be exposed to CO VID-19 by the revolving door ofparticipants. Further, the participants of 2232 E Olmstead Way have created a sense offear in our children and elderly. They rarely acknowledge the residents when outside and do not engage in polite banter and greetings. This has created unrest and undue anxiety -increasing the number of participants would only exacerbate this and create more dread and negativity. GHH's Response to Rebuttal: Grandma's House of Hope has instituted an array of additional health and safety protocols in response to the COVID-19 pandemic. As a result of all of our extra precautions, we did not have a single participant test positive for COVID-19 from March 2020 -Nov 19,2020 in any of our 12 housing locations, though we have housed more than 300 men and women entering from homelessness this year. As of today, Jan 6,2021, there have been NO positive cases at this location! This is a testament to our carefully and thoughtfully constructed model which ensures that there is not overcrowding in any of our housing sites. We have attached a copy of our IIPP/CPP intensive Policies and Procedures to ensure our participants and staff a safe environment with all safety protocols strictly followed. There are only a few men at this location (currently 4 plus the Community Leader) and they have formed their own "bubble". They interact as a family, just as you might. Therefore, in the home they may not wear a mask at all times. When a new participant arrives, they wear masks all the time for 14 days. Masks are worn at all times when staff are there. Participants have also been instructed to wear masks when outside the home at all times. Men who are not working may only leave the property for 2 hours a day and for essential reasons, such as grocery shopping or Doctor appointments. When in a high tier county level, they are also restricted from visiting with family off site and from leaving the area. We regularly remind participants of their responsibility to follow our safety protocols and they are required to sign agreements to that affect. If they do not comply, they are asked to leave our program in order to keep all of the other participants and staff safe. In response to the complaint that our participants are not friendly enough and do not engage in polite banner and greetings, it is not our practice to tell our participants exactly how to interact with the public, other than to expect them to be respectful. They have not felt welcomed by the neighbors and have all experienced trauma and rejection in their lives. They are concerned they might say the wrong thing so they say nothing. I hope this will change in the near future with love and acceptance. We have fostered good will in all other neighborhoods where we exist. In the past, many of our neighbors have come out in support of our new CUP applications, whether in Planning Commission or at City Council. It is unfortunate we could not invite them to these proceedings due to COVID19. If this CUP appeal results in upholding the approval of the Planning Commission, it will be our first priority to begin taking appropriate steps to win over this neighborhood as we have in the past. We are good neighbors, and it is in our best interest to get along with one another and respect each other's concerns. As the Founder and CEO of GHH, I am happy to provide my personal cell phone 9 to anyone in the neighborhood that requests it. COVID-19 Prevention Program (CPP) for Grandma's House of Hope This CPP is designed to control exposures to the SARS-Co V-2 virus that may occur in our workplace. Date: Updated Dec 21, 2020 CAL/OSHA Title 8, CCR Section 3202 and Section 3205 requires every California employer to provide and maintain an effective Injury and Illness Prevention Plan (IIPP) and COVID Prevention Plan (CPP). This COVID-19 Prevention Plan amends and incorporates the applicable provisions of the Company's Injury and Illness Prevention Program ("IIPP"). As it pertains to the COVID-19 infection and its potential impact in the Company's workplaces, the Company IIPP is amended and supplemented by the Company's COVID-19 Prevention Plan. Safety Policy Statement and Responsibility It is the policy of Grandma's House of Hope to consider COVID prevention (including injury and illness that arise from an exposure) equally as important as the operations, customer service and administration of GHH as a whole. This Prevention Plan outlines the company's policies and procedures to maintain a safe and healthy work environment for all employees. ie'net Krietner, Chief Executive Officer, has overall authority and responsibility for implementing the provisions of this Injury & Illness Prevention Plan (IIPP) and COVID Prevention Plan (CPP) in our workplace. These two documents will be combined. In addition, all managers and supervisors are responsible for implementing and maintaining the CPP/IIPP in their assigned work areas and for ensuring employees receive answers to questions about the program in a language they understand. All employees are responsible for using safe work practices, following all directives, policies, and procedures, and assisting in maintaining a safe work environment. (Insert signature of company Owner/Officer here.) Je'net Kreitner, Chief Executive Officer Date Manager and Supervisor Safety Responsibilities • Set the proper example for safe behavior and never act unsafely or violate a safety rule or an established safe work practice. • Be continuously vigilant of unsafe conditions that could contribute to an injury or COVID exposure and take corrective action to eliminate or control unsafe conditions or work practices immediately. • Make certain all injuries, no matter how minor, are treated immediately and complete an Incident Report for Human Resources within 24 hours. • Make certain employees are furnished with the appropriate computer workstation equipment and Personal Protective Equipment (PPE). • Enforce corrective actions when employees fail to follow safety rules. Documentation of the employee's failure to comply with safe rules is essential to the safety program. Repetitive offenses will be documented and may lead to termination. Identification and Evaluation of COVID-19/Injury & Illness Hazards Unsafe or unhealthy work conditions, practices or procedures shall be corrected in a timely manner based on the severity of the hazards. We will implement the following in our workplace: • Conduct workplace -specific evaluations using the Appendix A: Identification of COVID-19 Hazards form during every work shift. (This only applies to those that congregate or come in contact with other GHH Team members during their paid shift) • Evaluate employees' potential workplace exposures to all persons at, or who may enter, our workplace. • Review applicable orders and general and industry -specific guidance from the State of California, Cal/OSHA, CDC (Centers for Disease Control and Prevention) and the local health department related to COVID-19 hazards and prevention. • Evaluate existing COVID-19 prevention controls in our workplace and the need for different or additional controls. • Conduct periodic inspections using the Appendix B: COVID-19 Inspections form and Appendix E: Standard Injury & Illness Prevention Inspection Worksheet as needed to identify unhealthy conditions, work practices, and work procedures related to COVID-19 and to ensure compliance with our COVID-19 policies and procedures. Employee participation Employees and their authorized employees' representatives are required to participate in the identification and evaluation of COVID-19 hazards by: • Conducting workplace -specific evaluations using the Appendix A: Identification of COVID-19 Hazards form during every work shift. • Conduct periodic inspections using the Appendix B: COVID-19 Inspections form as needed to identify unhealthy conditions, work practices, and work procedures related to COVID-19 and to ensure compliance with our COVID-19 policies and procedures. • We require all staff to document what GHH locations they visited during their work shift. This log must be kept daily. • We require all management to document the number of staff and their identity, that are present at each shift per location daily. Employee screening We screen our employees by: • Complete self -temperature check upon arrival to workplace, this will also include non-GHH staff, including volunteers, interns, and visitors. Ask the employee or non-GHH staff to confirm that their temperature is less than 100.4 degree Fahrenheit and confirm. This must be documented by each individual staff member and not by a fellow employee. This process may be monitored in a manner that reflects GHH's social distancing policy. • All staff are responsible for reporting signs of illness or COVID related symptoms whether it be their own or others to their immediate Supervisor and Human Resources. • Ensure that every employee and participant is wearing a face covering and are social distancing six feet apart. Staff is required to wear a face mask covering at all times and wear them properly (over their nose and mouth). This includes all breaks including meals, meetings, and appointments with participants. Correction of COVID-19 and Injury Hazards Unsafe or unhealthy work conditions, practices or procedures will be documented on the Appendix B: COVID-19 Inspections form, and corrected in a timely manner based on the severity of the hazards, as follows: • The severity of the hazard will be assessed and corrected immediately or within that 8 -hour shift. • Staff are encouraged to continually assess potential hazards and report them to Management. • Management will follow up to ensure the hazard has been corrected. Accident Investigation/Hazardous Substance Exposure The employee's immediate supervisor or other management member will investigate any incident resulting in bodily injury or illness, exposure to hazardous substance, or property damage. Facts gathered from the investigation will be documented on the Appendix F: Accident Investigation Report. A completed copy of the Accident Investigation form, along with suggested corrective actions, will be sent to the Safety Coordinator. Procedures for investigating workplace accidents and hazardous substance exposures include: Interviewing injured workers and witnesses. 2. Examining the workplace for factors associated with the accident/exposure. 3. Determining the cause of the accident/exposure; 4. Taking corrective action to prevent the accident/exposure from recurring; and 5. Record these findings and actions taken. 6. Report these findings to Human Resources. Each manager will be responsible for ensuring unsafe conditions are corrected, and if necessary, employees are retrained to prevent recurrence of the accident. Control of COVID-19 Hazards Physical Distancing GHH requires that employees maintain a practice of maintaining at least six feet of physical distancing at all times by: • Eliminating the need for some workers to be in the workplace — (Admin Staff will work remotely) • The Admin Office will only have 3 - 6 employees inside the office when possible and no more than three employees when the County is in a purple tier or higher. Everyone will remain six feet apart and wear a face covering when others are present in their workspace. • Staff members who work in a private office are not required to wear a face mask when no one else is present. • Only one visitor is allowed inside the main office at a time; the visitors must remain six feet apart and are required to wear a face mask. • Social Distancing signs are located at every worksite. • Floor markings are placed inside appropriate worksites to indicate where employees and others should be located or their direction and path of travel. • Staff may have a staggered arrival, departure, work, and break time schedule to avoid too much contact. • All house meetings will be held outside and six feet apart from each other. • All counseling sessions are canceled unless held on video conference while in purple tier or higher. • Individuals will be kept as far apart as possible when there are situations where six feet of physical distancing cannot be achieved. These situations should be rare and solutions should be considered to eliminate these occurrences. Face Coverings We provide clean, undamaged face coverings and ensure they are properly worn by employees over the nose and mouth when indoors, and outdoors, and where required by orders from the California Department of Public Health (CDPH) or local health department. Disposable face coverings will be provided from a sanitized storage area and are provided when employees or visitors do not have access to them. Washable face coverings are provided also by donation and are distributed to staff when received. They are instructed to wash thoroughly before use. The following are exceptions to the use of face masks in our workplace: • When an employee is alone in a room. • While eating and drinking at the workplace, provided employees are at least six feet apart and outside air supply to the area, if indoors, has been maximized to the extent possible. • Employees who cannot wear face masks due to a medical or mental health condition or disability. Must provide written documentation from a health care provider. Alternatives will be considered on a case-by-case basis. • Face shields can be worn, as long as they are worn with a face mask as well. Engineering controls, Administrative Controls We implement the following measures for situations where we cannot maintain at least six feet between individuals. For instance, when we have to render aid to a participant who may have fallen or is having a seizure, etc.: • Provide immediate aid as necessary to ensure the safety of the participant. • Immediately wash your face, hands, and any other areas that may have had contact with the participant. • Change your clothing if possible. • Disinfectant the area of incident. We maximize, to the extent feasible, the quantity of outside air for our buildings with mechanical or natural ventilation systems by: • Keeping doors and windows open when possible or when weather allows. • Ensure ventilation filters are replaced regularly. Cleaning and disinfecting We implement the following cleaning and disinfection measures for frequently touched surfaces: • Common -used workspaces are required to be sanitized and wiped down immediately after use by the staff member that utilized the space. (i.e., if you use the coffee maker, you must wipe it down before leaving the area or after using the printer, you must wipe down the areas you touched. If you are only picking your printing documents, you are not required to wipe down the area.) • Once leaving your workstation during your lunch break or at the end of the day, you must wipe down and sanitize your space. • Staff are encouraged to remove and wash clothing immediately after a work shift. Should we have a COVID-19 case in our workplace, we will implement the following procedures: • Depending on the situation, management will decide whether to clean and disinfect the workspace of the staff member or the entire work location .Unless there is an outbreak, staff will be expected to complete this process, as daily cleaning/disinfection is already an expectation. • HR will interact with the staff member who tested positive for the virus to explain their benefits and work restrictions. • GHH workers compensation provider will be notified within 24 hours of our knowledge of a positive case. • We will notify every staff member that could've been potentially exposed to the virus through a close contact with the affected parties and explain the appropriate procedures within three business days. • In the case of an outbreak, GHH management will inform the Public Health Department. Personal protective equipment (PPE) used to control employees' exposure to COVI D-19 You may wear your own PPE equipment, if it complies with CDC standards. We will evaluate the need for PPE (such as gloves, goggles, face masks, and face shields) as required by CCR Title 8, section 3380, and GHH will provide such PPE as needed. Ask your Supervisor for supplies as needed. PPE must not be shared, e.g., gloves, goggles, face masks, and face shields. Items that employees come in regular physical contact with, such as phones, headsets, desks, keyboards, writing materials, instruments and tools must also not be shared, to the extent feasible. Where there must be sharing, the items will be disinfected between uses by: • The last employee that touched a shared item, is responsible for disinfecting it before the next use. Sharing of vehicles will be minimized to the extent feasible, and high -touch points: • Steering wheel, door handles, seatbelt buckles, armrests, shifter, etc. will be disinfected between users. • Social distancing is rarely possible within the same vehicle; therefore, we must NOT share a ride with another employee to go to lunch or on your way to a meeting. If you feel that you can remain six feet away from another employee inside your car, you may request permission from your Supervisor who will verify that safety protocols may be followed. If so, a document granting approval will be filed in your personnel file. (i.e. Carpooling) • The only allowable ride share option is if the vehicle has 3 rows of seating and the driver and passenger are in the front and the last row of seating, with some windows open. Masks must be worn. Hand sanitizing In order to implement effective hand sanitizing procedures, we: • Require everyone to wash their hands immediately when entering a housing shelter or workspace. • Require employees to hand sanitize after they touch a common workspace. • Encourage and allow time for employee handwashing for at least 20 seconds throughout their shift (ideally every 1-2 hours ). • Provide employees with an effective, safe hand sanitizer. Investigating and Responding to COVID-19 Cases This will be accomplished by using the Appendix C: Investigating COVID-19 Cases form. Employees who believe they have had a potential COVID-19 exposure in our workplace; • Employee should not come into work if they have been exposed to a co-worker who tested positive for COVID-19 and self -quarantine for 10 days. A quarantine will prevent the spread of the disease that can occur before a person knows they are sick or if they are infected with the virus without having symptoms. • Employee is required to be tested as advised by HR and report test results upon receipt. It is typically advised to wait 3-4 days after your last exposure from a COVID positive co-worker. The period of time that a person is contagious is typically 10 days but can be longer if symptoms continue. • We recommend that you follow your health provider's guidance and self -quarantine, check your temperature twice a day and continue to self -monitor for signs and symptoms of COVID-19, including fever or chills, cough, shortness of breath or difficulty breathing, fatigue, muscle or body aches, headache, new loss of taste or smell, sore throat, congestion or runny nose, nausea or vomiting or diarrhea. Should you exhibit any such signs or symptoms, we recommend that you seek medical advice. Additionally, you must promptly notify the CEO or HR, if you begin to experience any COVID-19 signs or symptoms. • If you are experiencing symptoms, we recommend that you take care of yourself and use this time to fully recover. • If you are asymptomatic, you may work remotely from home, if applicable, and if your Supervisor approves. • If you are required to self -quarantine by GHH, due to a possible exposure to COVID19,you may use your Families First Coronavirus Response Act (FFCRA) paid two-week leave while you get tested and wait for results. If you have already used your two-week FFCRA benefit, and continue to have close contact with others, you can choose to use your accrued Personal Time Off (PTO) for a required self -quarantine or you may file for unemployment, should you decide to do so for COVID related reasons (If you strictly follow our protocols, you should be safe from repeated close contact related quarantines .The only excuse close contact would be to render aid in an emergency. • If you test positive for COVID-19, you have an additional ten weeks of FFCRA available for use through GHH. If your illness continues, it is recommended that you apply for SSDI (Temporary Disability) or Unemployment/COVID related Benefits. • If you test negative and are asymptomatic, you may be allowed to return back to work following your 10 -day quarantine following discussion with HR; this will depend on when you took your test. (Recommended 3-4 days after exposure). • In the case of any close contact at work, you must complete and SIR (Significant Incident Report) and turn it into your supervisor. Employees who believe they have had a potential COVID-19 exposure through an outside source; • Employee should not come into work if they have been exposed to a spouse, partner, friend, family member, etc. who has tested positive for COVID-19 or has been exposed to a person who has a positive COVID test. Employee is required to self -quarantine for 10 days. A quarantine will prevent the spread of the disease that can occur before a person knows they are sick or if they are infected with the virus without having symptoms. • Employee is required to be tested as advised by HR and report test results upon receipt. It is typically advised to wait 3-4 days after your last exposure from a COVID positive person or person who has been exposed to a positive COVID individual. The period of time that a person is contagious is typically 10 days but can be longer if symptoms continue. • We recommend that you follow your health provider's guidance and self -quarantine, check your temperature twice a day and continue to self -monitor for signs and symptoms of COVID-19, including fever or chills, cough, shortness of breath or difficulty breathing, fatigue, muscle or body aches, headache, new loss of taste or smell, sore throat, congestion or runny nose, nausea or vomiting or diarrhea. Should you exhibit any such signs or symptoms, we recommend that you seek medical advice. Additionally, you must promptly notify the CEO or HR, if you begin to experience any COVID-19 signs or symptoms. • If you are experiencing symptoms, we recommend that you take care of yourself and use this time to fully recover. • If you are asymptomatic, you may work remotely from home, if applicable and if your Supervisor approves. • You may use your Families First Coronavirus Response Act (FFCRA) paid two-week leave if you are required by GHH to self -quarantine. If you have already used your two-week FFCRA benefit, you can choose to use your accrued Personal Time Off (PTO) for a required self -quarantine or you may file for unemployment, should you decide to do so for COVID related reasons (If you strictly follow our protocols outside of work, you should be safe from repeated close contacts but of course, only you can decide what you do outside of work.) • If you test positive for COVID-19, you have an additional ten weeks of FFCRA available for use through GHH. If your illness continues, it is recommended that you apply for SSDI (Temporary Disability) or Unemployment/COVID related Benefits. • If you test negative and are asymptomatic, you may be allowed to return back to work following a 10 - day quarantine starting the day of your last exposure to the outside positive source. If that source tests negative, you may return to work immediately after a discussion and approval from HR. System for Communicating Our goal is to ensure that we have effective two-way communication with our employees, in a form they can readily understand, and that it includes the following information: • Who employees should report COVID-19 symptoms you have observed of others and possible safety hazards to, and how: You must report these observations of COVID-19 symptoms and safety hazards to Human Resources by email or telephone (Please keep in mind that reporting your observations is critical to the safety of all team members and your report will be kept confidential): • Je'net Kreitner via email or (714) 457-3187 • Barbara Curtis via email barbara(a�grandmashouseofhope.org or (562) 256-5470 Safety communication with employees will occur at the following times: New worker orientation including a discussion of safety and health policies and procedures. Review of our IIPP/CPP Program. Virtual Safety Prevention Training programs. Regularly scheduled safety meetings. Posted or distributed safety information. A system for workers to anonymously inform management about workplace hazards. • Employees can report symptoms and hazards without fear of reprisal. • Our procedures or policies for accommodating employees with medical or other conditions that put them at increased risk of injuries or illnesses are dealt with at a case-by-case basis. How employees can access COVID-19 testing: • Medical Provider • Free COVID Testing Sites or Free Clinics These resources are readily available through Human Resources. • In the event we are required to provide testing because of a workplace outbreak, we will communicate the plan for providing testing and inform affected employees of the reason for the testing and the possible consequences of a positive test. • Information about COVID-19 hazards that employees may be exposed to including outside individuals in contact with our workplace. • COVID-19 policies and procedures are provided to all employees who must read and sign that they have read the document and agree to our policies. • GHH has an open-door policy. HR and Management are here to provide you support. If you are more comfortable going directly to the CEO, you may do so. Safety/COVID Training All team members, including managers and Supervisors, we will be trained on general and job -specific safety and health practices. We will provide effective training and instruction that includes: • Injury & Illness and COVID Prevention Training to all new employees during the onboarding process. • Ongoing training whenever new safety hazards or COVID policies change. • Ongoing training for Supervisors to familiarize themselves with the safety and health hazards to which workers under their immediate direction and control may be exposed. • Ongoing training for employees on how to prevent work related injuries. • Information regarding COVID-19-related benefits to which the employee may be entitled under applicable federal, state, or local laws. • Continuing education regarding COVID-19 including: • COVID-19 is an infectious disease that can be spread through the air. • COVID-19 may be transmitted when a person touches a contaminated object and then touches their eyes, nose, or mouth. • An infectious person may have no symptoms. • Methods of physical distancing of at least six feet and the importance of combining physical distancing with the wearing of face masks. Particles containing the virus can travel more than six feet, especially indoors, so physical distancing must be combined with other controls, including face masks and consistent hygiene, such as sanitizing workstations and using gloves. • The importance of frequent hand washing with soap and water for at least 20 seconds and using hand sanitizer when employees do not have immediate access to a sink or hand washing facility. • Keep in mind that hand sanitizer does not work if the hands are soiled. • Proper use of face masks and that they must be worn at all times if you are not in a private office by yourself. • The importance of not coming to work if the employee is experiencing COVID-19 related symptoms. • The procedure you must take when arriving to and from work including self -temperature checks and sanitizing your workspace. Appendix D: COVID-19 Training Roster will be used to document this training. General workplace safety and health practices include, but are not limited to, the following: • Implementation and maintenance of the IIP/CPP Program. • Emergency action and fire prevention plan. • Provisions for medical services and first aid including emergency procedures. • Prevention of potential musculoskeletal injuries, including proper lifting techniques. • Proper housekeeping, such as keeping work areas neat and orderly, and promptly cleaning up spills. • Prohibiting horseplay, scuffling, or other acts that tend to adversely influence safety. • Proper storage to prevent stacking goods/PPE in an unstable manner and storing goods against doors, exits, fire extinguishing equipment and electrical panels. • Proper storage of incoming donations at the Main Office and Donation Center. • Proper reporting of hazards and accidents to supervisors immediately. • Hazard communication, including worker awareness of potential chemical hazards, and proper labeling of containers. • Proper storage and handling of toxic and hazardous substances including prohibiting eating or storing food and beverages in areas where they can become contaminated. • Eating lunch or snacks, and drinking liquids must only occur at a six foot distance from other employees as this requires removing your face mask. Exclusion of COVID-19 Cases Where we have a COVID-19 case in our workplace, we will limit transmission by: • Ensuring that COVID-19 cases are excluded from the workplace until our return -to -work requirements are met. • Excluding employees with COVID-19 exposure from the workplace for 10 days after the last contact known with COVID-19 positive source. • Continuing and maintaining an employee's earnings, seniority, and all other employee rights and benefits whenever we have demonstrated that the COVID-19 exposure is confirmed. • Providing employees at the time of exclusion with information on available benefits, these resources are readily available through Human Resources. Reporting, Recordkeeping, and Access We have taken the following steps to implement and maintain our IIP/CCP Program: • We require our employees to inform our CEO and HR Department immediately in the case they are exposed to, or have tested positive for, COVID-19. If an employee is injured on the job, they are required to notify their Supervisor/Manager as soon as possible and prepare an SIR report so that we can notify worker's compensation insurance carrier. • If an injury or illness develops gradually, our employees are required to report it as soon as you learn or believe it was caused by your job. Reporting promptly helps avoid problems and delays in receiving benefits, including medical care and worker's compensation. (If you do not report your injury within 30 days, you could lose your right to receive workers' compensation benefits.) • Employees are required to keep records of injury or COVID related hazard inspections, including any unsafe conditions and work practices that have been identified, and share them with their supervisors and/or HR. Leadership must document the action taken to correct the identified unsafe conditions and work practices. Employees are recommended to use Appendix A: Identification of COVID-19 Hazards. • Documentation of safety and health training for each worker, including the worker's name or other identifier, training dates, type(s) of training, and training providers are recorded on a worker training and instruction form or Appendix D: COVID-19 Training Roster. o Inspection records and training documentation will be retained for one year. • Management will report detailed information about COVID-19 cases at our workplace to the local health department immediately in the case of an outbreak and provide any related information requested to the local health department. • Management will report immediately to Cal/OSHA and Workers Compensation carrier any COVID-19- related serious illnesses or death, of an employee occurring in our place of employment as defined under CCR Title 8 section 330(h). • Management will maintain records of the steps taken to implement our written COVID-19 Prevention Program in accordance with CCR Title 8 section 3203(b). • Management will make our written COVID-19 Prevention Program available at the workplace to employees, authorized employee representatives, and to representatives of Cal/OSHA immediately upon request. • Management will use the Appendix C: Investigating COVID-19 Cases form to keep a record of and track all COVID-19 cases. Return -to -Work Criteria • COVID-19 exposures and positive test results will not return to work until all the following have occurred: o Employee has quarantined for 10 days and remains asymptomatic to COVID related symptoms. 0 24 hours have passed since a fever of 100.4 or higher has resolved without the use of fever - reducing medications. • COVID-19 cases who tested positive but never developed COVID-19 symptoms will not return to work until a minimum of 10 days have passed since the date of their first positive COVID-19 test. • COVID-19 exposures who test negative with no symptoms will be allowed to return to work after they have received proof of their negative test results and have received approval from HR. • COVID-19 exposures who test negative but have flu-like symptoms may return to work when they feel well enough to do so and have received permission from HR. • A person with a positive test may continue to test positive for three to four months. If you no longer have symptoms and you have quarantined for a minimum of 10 days without symptoms, you may return to work. If an order to isolate or quarantine an employee is issued by a local or state health official, the employee will not return to work until the period of isolation or quarantine is completed or the order is lifted. If no period was specified, then the period will be 10 days from the time the order to isolate was effective. Employee Acknowledgement I understand the company's safety rules. I agree to abide by these rules when performing my work tasks. I will report any unsafe conditions I observe to my supervisor or manager or I will use the anonymous safety suggestion process. I will immediately report any work injury I sustain to a supervisor or manager. I understand that failure to fulfill these responsibilities may result in disciplinary action up to and including termination. I acknowledge that I have received the following material: Grandma's House of Hope IIP/CCP Plan Safety Policy & Compliance Statement (Attached) General Safety Rules (Attached) Employee's Signature Retain the signed acknowledgement in the employee's personnel file. Date Appendix A: Identification of COVID-19 Hazards All persons, regardless of symptoms or negative COVID-19 test results, will be considered potentially infectious. Particular attention will be paid to areas where people may congregate or come in contact with one another, regardless of whether employees are performing an assigned work task or not. For example: meetings. entrances, bathrooms, hallways, aisles, walkways, elevators, break or eating areas, cool -down areas, and waiting areas. Evaluation of potential workplace exposure will be to all persons at the workplace or who may enter the workplace, including coworkers, employees of other entities, members of the public, participants, interns, volunteers and independent contractors. We will consider how employees and other persons enter, leave, and travel through the workplace, in addition to addressing fixed work locations. Person conducting the evaluation: [enter name(s)] Date: enter date] Name(s) of employee and authorized employee representative that participated: [enter name(s)] Interaction, area, activity, work task, process, equipment and material that potentially exposes employees to COVID-19 hazards Places and times Potential for COVID-19 exposures and employees affected, including members of the public and employees of other employers Existing and/or additional COVID-19 prevention controls, including barriers, partitions and ventilation Appendix B: COVID-19 Inspections Date: [enter date] Name of person conducting the inspection: [enter names' Work location evaluated: [enter information] Exposure Controls Status Person Assigned to Correct Date Corrected Administrative Physical distancing Surface cleaning and disinfection (frequently enough and adequate supplies) Hand washing facilities (adequate numbers and supplies) Disinfecting and hand sanitizing solutions being used according to manufacturer instructions Replace ventilation filters Open Doors/Windows if weather permits PPE (not shared, available and being worn) Face masks (cleaned sufficiently often) Gloves Face shields/goggles Respiratory protection (if applicable) Hand sanitizer Appendix C: Investigating COVID-19 Cases All personal identifying information of COVID-19 cases or symptoms will be kept confidential. All COVID-19 testing or related medical services provided by us will be provided in a manner that ensures the confidentiality of employees, with the exception of unredacted information on COVID-19 cases that will be provided immediately upon request to the local health department, CDPH, Cal/OSHA, the National Institute for Occupational Safety and Health (NIOSH), or as otherwise required by law. All employees' medical records will also be kept confidential and not disclosed or reported without the employee's express written consent to any person within or outside the workplace, with the following exceptions: (1) Unredacted medical records provided to the local health department, CDPH, Cal/OSHA, NIOSH, or as otherwise required by law immediately upon request; and (2) Records that do not contain individually identifiable medical information or from which individually identifiable medical information has been removed. Date: [enter date] Name of person conducting the investigation: [enter name(s)] Employee (or non- Occupation (if non- employee*) name: employee, why they were in the workplace): Location where employee worked (or Date investigation was non-employee was initiated: present in the workplace): Was COVID-19 test Name(s) of staff offered? involved in the investigation: Date and time the Date of the positive or COVID-19 case was last negative test and/or present in the diagnosis: workplace: Information received Date the case first had regarding COVID-19 one or more COVID-19 test results and onset symptoms: of symptoms (attach documentation): Results of the evaluation of the COVID-19 case and all locations at the workplace that may have been visited by the COVID-19 case during the high-risk exposure period, and who may have been exposed (attach additional information): Notice given (within one business day, in a way that does not reveal any personal identifying information of the COVID-19 case) of the potential COVID-19 exposure to: Date: All employees who may have had COVID- 19 exposure and their Names of employees that authorized were notified: representatives. Date: Independent contractors and other employers present at the workplace during Names of individuals that the high-risk exposure were notified: period. What were the What could be done workplace conditions to reduce exposure that could have to COVID-19? contributed to the risk of COVID-19 exposure? Was local health department Date: notified/Workers Compensation carrier? *Should an employer be made aware of a non-employee infection source COVID-19 status. Appendix D: COVID-19 Training Roster Date: [enter date] Person that conducted the training: [enter name(s)] Employee Name Signature Appendix E: Standard Injury & Illness Prevention Inspection Worksheet Inspector: Date : This worksheet is provided as a guide to help you identify conditions or work practices that could contribute to employee injury. Look for unsafe work practices and behaviors. Remember, 80% of all accidents are caused by employees doing something they should not be doing - failing to use correct tools, removing or not replacing guards, taking shortcuts, or failing to follow standard operating procedures. Use the Injury Probability column to prioritize when items need to be corrected: L -low; M -moderate; H -high. Indicate Correction Action: 1 - Correct immediately 2 - Correct within 48 hours 3 - Correct within 2 weeks 4 - Abatement plan Material Handling: Employees trained in proper lifting methods ❑ Equipment provided for heavy or awkward loads ❑ Rest breaks from repetitive motion tasks ❑ Machinery and Equipment: Moving parts guarded ❑ Electrical cords in good condition ❑ Equipment grounded or double insulated ❑ Hand Tools: Inspected before each use ❑ Only used for intended purpose ❑ Damaged tools repaired and replaced promptly ❑ Employees aware of the hazards caused by faulty or damaged hand tools Ll Ladders: Proper type for intended use ❑ Maintained in good condition ❑ Ladders located where needed ❑ Non -slip safety feet provided on ladders ❑ Employees instructed to face ladder when ascending or descending Employee prohibited from using ladders that are broken, damaged, etc. Metal ladders clearly marked not to be used around electrical equipment Ladder inspected for damage before and after use J Personal Protective Equipment: Equipment in use where needed ❑ Properly stored and maintained ❑ Employees trained in usage ❑ Necessity of PPE formally evaluated Fire Protection: Fire extinguishers serviced and accessible ❑ Employees instructed in use of extinguishers ❑ Employees instructed in fire emergency procedures ❑ Injury Probability Corrective Action Fire Protection: (continued) Employees aware of the fire hazards of the materials And processes to which they are exposed Electrical: At least 30" clearance around control panels ❑ Extension cords in good repair ❑ Portable electrical tools and equipment grounded or double insulated ❑ Hazardous Substances Communication: List of hazardous substances used in the workplace ❑ Employee training program for hazardous substances in place at the workplace ❑ Written Hazard Communication Program in place and ❑ Employees trained in "Right To Know" Transporting Employees and Materials Employees who operate vehicles have operators licenses ❑ System in place to qualify drivers MVR ❑ Formal fleet safety program in effect ❑ Instruction on safe transport of employees and equipment ❑ Computer Workstations: Operators take periodic breaks from computer ❑ Operators sit up straight and well back in chair ❑ Feet flat on floor or on footrest ❑ Keyboard position keeps wrists straight ❑ Top of monitor at eye level Ergonomics Sufficient rest breaks to relieve stress and fatigue Tools, instruments and machinery shaped, positioned and handled so tasks can be done comfortably ❑ Minimal prolonged raising of arms ❑ Work done using the larger muscles of the body ❑ Work done without twisting or overly bending the ❑ lower back. Housekeeping: Walkways and aisles clear of obstructions ❑ Employee work areas clean and orderly ❑ Restrooms are clean and orderly ❑ Spilled material and liquids cleaned up immediately ❑ Covered metal waste can used for oily soaked waste ❑ n Injury Probability Corrective Action Appendix F: Accident Incident Report INCIDENT REPORT wxa�'v Grandma's House of Hope cHOUSE OF HOPE Incident Date: Incident Time: ❑ Incident Location: ❑Campus ❑Dorothy House ❑Harmony House ❑Hope Harbor ❑HWEEC ❑Grandpa's House ❑ Mitch Manor ❑Victory House ❑ Serenity House ❑Sonya's Sanctuary ❑St. James Place ❑ Admin Office ❑ St. Charles ❑ Healing Haven El Other: Description of Incident: Action(s) Taken: e Was medical attention required or requested? e What was the result? e Did the client refuse medical attention? If applicable, detail the consequences being assigned and to whom. Signature of Person Completing this Report: Date Signed: Printed Name: Contact Phone Number: Client/Employee Signature: Date Signed: (Employee/Client signed file copy) Printed Name: Additional Consideration #1 Multiple COVID-19 Infections and COVID-19 Outbreaks [This section will need to be added to your CPP if your workplace is identified by a local health department as the location of a COVID-19 outbreak, or there are three or more COVID-19 cases in your workplace within a 14 -day period. Reference section 3205.1 for details.] This section of CPP will stay in effect until there are no new COVID-19 cases detected in our workplace for a 14 -day period. COVID-19 testing We will provide COVID-19 testing to all employees in our exposed workplace except for employees who were not present during the period of an outbreak identified by a local health department or the relevant 14 -day period. COVID-19 testing will be provided at no cost to employees during employees' working hours. COVID-19 testing consists of the following: o All employees in our exposed workplace will be immediately tested and then tested again one week later. Negative COVID-19 test results of employees with COVID-19 exposure will not impact the duration of any quarantine period required by, or orders issued by, the local health department. o After the first two COVID-19 tests, we will continue to provide COVID-19 testing of employees who remain at the workplace at least once per week, or more frequently if recommended by the local health department, until there are no new COVID-19 cases detected in our workplace for a 14 -day period. o We will provide additional testing when deemed necessary by Cal/OSHA. Exclusion of COVID-19 cases We will ensure COVID-19 cases and employees who had COVID-19 exposure are excluded from the workplace in accordance with our CPP Exclusion of COVID-19 Cases and Return to Work Criteria requirements, and local health officer orders if applicable. Investigation of workplace COVID-19 illness We will immediately investigate and determine possible workplace -related factors that contributed to the COVID-19 outbreak in accordance with our CPP Investigating and Responding to COVID-19 Cases. COVID-19 investigation, review and hazard correction In addition to our CPP Identification and Evaluation of COVID-19 Hazards and Correction of COVID-19 Hazards, we will immediately perform a review of potentially relevant COVID-19 policies, procedures, and controls and implement changes as needed to prevent further spread of COVID-19. The investigation and review will be documented and include: • Investigation of new or unabated COVID-19 hazards including: o Our leave policies and practices and whether employees are discouraged from remaining home when sick. o Our COVID-19 testing policies. o Insufficient outdoor air. o Insufficient air filtration. o Lack of physical distancing. Updating the review: o Every thirty days that the outbreak continues. o In response to new information or to new or previously unrecognized COVID-19 hazards. o When otherwise necessary. Implementing changes to reduce the transmission of COVID-19 based on the investigation and review. We will consider: o Moving indoor tasks outdoors or having them performed remotely. o Increasing outdoor air supply when work is done indoors. o Improving air filtration. o Increasing physical distancing as much as possible. o Respiratory protection. o [describe other applicable controls]. Notifications to the local health department Immediately, but no longer than 48 hours after learning of three or more COVID-19 cases in our workplace, we will contact the local health department for guidance on preventing the further spread of COVID-19 within the workplace. We will provide to the local health department the total number of COVID-19 cases and for each COVID-19 case, the name, contact information, occupation, workplace location, business address, the hospitalization and/or fatality status, and North American Industry Classification System code of the workplace of the COVID-19 case, and any other information requested by the local health department. We will continue to give notice to the local health department of any subsequent COVID-19 cases at our workplace. Additional Consideration #2 Major COVID-19 Outbreaks [This section will need to be added to your CPP should your workplace experience 20 or more COVID-19 cases within a 30 -day period. Reference section 3205.2 for details.] This section of CPP will stay in effect until there are no new COVID-19 cases detected in our workplace for a 14 -day period. COVID-19 testing We will provide twice a week COVID-19 testing, or more frequently if recommended by the local health department, to all employees present at our exposed workplace during the relevant 30 -day period(s) and who remain at the workplace. COVID-19 testing will be provided at no cost to employees during employees' working hours. Exclusion of COVID-19 cases We will ensure COVID-19 cases and employees with COVID-19 exposure are excluded from the workplace in accordance with our CPP Exclusion of COVID-19 Cases and Return to Work Criteria, and any relevant local health department orders. Investigation of workplace COVID-19 illnesses We will comply with the requirements of our CPP Investigating and Responding to COVID-19 Cases. COVID-19 hazard correction In addition to the requirements of our CPP Correction of COVID-19 Hazards, we will take the following actions: • In buildings or structures with mechanical ventilation, we will filter recirculated air with Minimum Efficiency Reporting Value (MERV) 13 or higher efficiency filters if compatible with the ventilation system. If MERV-13 or higher filters are not compatible with the ventilation system, we will use filters with the highest compatible filtering efficiency. We will also evaluate whether portable or mounted High Efficiency Particulate Air (HEPA) filtration units, or other air cleaning systems would reduce the risk of transmission and implement their use to the degree feasible. • We will determine the need for a respiratory protection program or changes to an existing respiratory protection program under CCR Title 8 section 5144 to address COVID-19 hazards. • We will evaluate whether to halt some or all operations at our workplace until COVID-19 hazards have been corrected • Implement any other control measures deemed necessary by Cal/OSHA. Notifications to the local health department We will comply with the requirements of our Multiple COVID-19 Infections and COVID-19 Outbreaks - Notifications to the Local Health Department. Additional Consideration #3 COVID-19 Prevention in Employer -Provided Housing [This section will need to be added to your CPP if you have workers in employer-provided housing. Reference section 3205.3 for details. Employer-provided housing is any place or area of land, any portion of any housing accommodation, or property upon which a housing accommodation is located, consisting of: living quarters, dwelling, boardinghouse, tent, bunkhouse, maintenance -of - way car, mobile home, manufactured home, recreational vehicle, travel trailer, or other housing accommodations. Employer- provided housing includes a "labor camp" as that term is used in title 8 of the California Code of Regulations or other regulations or codes. The employer-provided housing may be maintained in one or more buildings or one or more sites, including hotels and motels, and the premises upon which they are situated, or the area set aside and provided for parking of mobile homes or camping. Employer-provided housing is housing that is arranged for or provided by an employer, other person, or entity to workers, and in some cases to workers and persons in their households, in connection with the worker's employment, whether or not rent or fees are paid or collected. This section does not apply to housing provided for the purpose of emergency response, including firefighting, rescue, and evacuation, and support activities directly aiding response such as utilities, communications, and medical operations, if: o The employer is a government entity; or o The housing is provided temporarily by a private employer and is necessary to conduct the emergency response operations. The requirements below for Physical distancing and controls, Face coverings, Cleaning and disinfecting, Screening, and Isolation of COVID-19 cases and persons with COVID-19 exposure do not apply to occupants, such as family members, who maintained a household together prior to residing in employer-provided housing, but only when no other persons outside the household are present.] Assignment of housing units We will ensure that shared housing unit assignments are prioritized in the following order: Residents who usually maintain a household together outside of work, such as family members, will be housed in the same housing unit without other persons. Residents who work in the same crew or work together at the same worksite will be housed in the same housing unit without other persons. Employees who do not usually maintain a common household, work crew, or worksite will be housed in the same housing unit only when no other housing alternatives are possible. Physical distancing and controls We will ensure: • The premises are of sufficient size and layout to permit at least six feet of physical distancing between residents in housing units, common areas, and other areas of the premises. • Beds are spaced at least six feet apart in all directions and positioned to maximize the distance between sleepers' heads. For beds positioned next to each other, i.e., side by side, the beds will be arranged so that the head of one bed is next to the foot of the next bed. For beds positioned across from each other, i.e., end to end, the beds will be arranged so that the foot of one bed is closest to the foot of the next bed. Bunk beds will not be used. • Maximization of the quantity and supply of outdoor air and increase filtration efficiency to the highest level compatible with the existing ventilation system in housing units. Face coverings We will provide face coverings to all residents and provide information to residents on when they should be used in accordance with state or local health officer orders or guidance. Cleaning and disinfection We will ensure that: • Housing units, kitchens, bathrooms, and common areas are effectively cleaned and disinfected at least once a day to prevent the spread of COVID-19. Cleaning and disinfecting shall be done in a manner that protects the privacy of residents. • Unwashed dishes, drinking glasses, cups, eating utensils, and similar items are not shared. Screening We will encourage residents to report COVID-19 symptoms to [enter name of individual, position, or office]. COVID-19 testing We will establish, implement, and maintain effective policies and procedures for COVID-19 testing of occupants who had a COVID-19 exposure, who have COVID-19 symptoms, or as recommended by the local health department. Isolation of COVID-19 cases and persons with COVID-19 exposure We will: • Effectively isolate COVID-19 exposed residents from all other occupants. Effective isolation will include providing COVID-19 exposed residents with a private bathroom, sleeping area, and cooking and eating facility. • Effectively isolate COVID-19 cases from all occupants who are not COVID-19 cases. Effective isolation will include housing COVID-19 cases only with other COVID-19 cases, and providing COVID-19 case occupants with a sleeping area, bathroom, and cooking and eating facility that is not shared by non-COVID-19-case occupants. • Keep confidential any personal identifying information regarding COVID-19 cases and persons with COVID-19 symptoms, in accordance with our CPP Investigating and Responding to COVID-19 Cases. • End isolation in accordance with our CPP Exclusion of COVID-19 Cases and Return to Work Criteria, and any applicable local or state health officer orders. Additional Consideration #4 COVID-19 Prevention in Employer -Provided Transportation to and from Work [This section will need to be added to your CPP if there is employer-provided motor vehicle transportation to and from work, which is any transportation of an employee, during the course and scope of employment, provided, arranged for, or secured by an employer including ride -share vans or shuttle vehicles, car-pools, and private charter buses, regardless of the travel distance or duration involved. Reference section 3205.4 for details. This section does not apply: • If the driver and all passengers are from the same household outside of work, such as family members. • To employer-provided transportation when necessary for emergency response, including firefighting, rescue, and evacuation, and support activities directly aiding response such as utilities, communications and medical operations.] Assignment of transportation We will prioritize shared transportation assignments in the following order: Employees residing in the same housing unit will be transported in the same vehicle. Employees working in the same crew or worksite will be transported in the same vehicle. Employees who do not share the same household, work crew or worksite will be transported in the same vehicle only when no other transportation alternatives are possible. Physical distancing and face coverings We will ensure that the: • Physical distancing and face covering requirements of our CPP Physical Distancing and Face Coverings are followed for employees waiting for transportation. • Vehicle operator and any passengers are separated by at least three feet in all directions during the operation of the vehicle, regardless of the vehicle's normal capacity. Vehicle operator and any passengers are provided and wear a face covering in the vehicle as required by our CPP Face Coverings. Screening We will develop, implement, and maintain effective procedures for screening and excluding drivers and riders with COVID-19 symptoms prior to boarding shared transportation. Cleaning and disinfecting We will ensure that: All high -contact surfaces (door handles, seatbelt buckles, armrests, etc.) used by passengers are cleaned and disinfected before each trip. All high -contact surfaces used by drivers, such as the steering wheel, armrests, seatbelt buckles, door handles and shifter, are cleaned and disinfected between different drivers. We provide sanitizing materials, training on how to use them properly, and ensure they are kept in adequate supply. Ventilation We will ensure that vehicle windows are kept open, and the ventilation system set to maximize outdoor air and not set to recirculate air. Windows do not have to be kept open if one or more of the following conditions exist: • The vehicle has functioning air conditioning in use and the outside temperature is greater than 90 degrees Fahrenheit. • The vehicle has functioning heating in use and the outside temperature is less than 60 degrees Fahrenheit. • Protection is needed from weather conditions, such as rain or snow. • The vehicle has a cabin air filter in use and the U.S. EPA Air Quality Index for any pollutant is greater than 100. Hand hygiene We will provide hand sanitizer in each vehicle and ensure that all drivers and riders sanitize their hands before entering and exiting the vehicle. Hand sanitizers with methyl alcohol are prohibited. General Safety Rules 1. Employees shall report all unsafe conditions and equipment to a supervisor or safety coordinator. 2. Employees shall immediately report all injuries and illnesses to a supervisor or safety coordinator. 3. All exits shall be kept unblocked, well lighted and unlocked during work hours. 4. In the event of a fire, follow the Fire Evacuation Procedure. 5. Upon hearing a fire alarm, stop work and proceed to the nearest exit. Gather at the designated location outside the building. 6. Keep stairways clear at all times. Areas under stairways that are exit routes should not be used to store combustibles. 7. Do not store materials and equipment against doors or exits or fire extinguisher stations. 8. Keep aisles clear at all times 9. Maintain work areas in a neat, orderly manner. Throw trash and refuse into proper waste containers. 10. Wipe up all spills promptly. 11. All cords crossing into walk areas must be taped down or inserted through rubber protectors to prevent tripping hazards. 12. Never stack unstable material on top of file cabinets or other high places. 13. Never leave desk or cabinet drawers open. Use care when opening and closing drawers to avoid pinching fingers. 14. Do not leave keys in file cabinet locks. 15. Do not open more than one file cabinet drawer at a time, particularly the top two drawers on tall cabinets. 16. Always use the correct lifting technique. Never attempt to lift or push an object that is heavy. Get assistance from a fellow employee to move a heavy object or get a material handling aid like a dolly or forklift. 17. When carrying objects do not obstruct your vision and watch for obstructions or loose material. 18. Plug all electrical equipment into appropriate wall receptacles or into an extension of only one cord of similar size and capacity. 19. Three pronged plugs should be used where needed to ensure continuity of ground. 20. Keep appliances such as coffee pots or microwave ovens in working order and inspect them for signs of wear, heat or frayed cords. 21. Fans used in work areas should be guarded and guards must not allow fingers to be inserted through the mesh into the fan blades. 22. Use equipment such as scissors or staplers for their intended purposes only, do not misuse them as hammers, pry bars, or screwdrivers. Misuse can cause damage to the equipment and possible injury to the user. 23. Store cleaning supplies away from edible items. 24. Keep solutions that may be poisonous or not intended for consumption in well -labeled containers. Safety Policy & Compliance Statement The safety and health of our employees is this company's most important business consideration. No employee will be required to do a job that they consider unsafe. The company will comply with all applicable CAL/OSHA workplace safety and health requirements and maintain occupational safety and health standards that equal or exceed the best practices in the industry. The company will establish a safety committee, consisting of management and employees, whose responsibility will be identifying hazards and unsafe work practices, removing obstacles to accident prevention, and helping evaluate the company's effort to achieve an accident -and -injury -free workplace. The company pledges to do the following: • Strive to achieve the goal of zero accidents and injuries. • Provide mechanical, physical, and PPE safeguards wherever they are necessary. • Conduct routine safety and health inspections to find and eliminate unsafe working conditions, control health hazards, and comply with all applicable CAL/OSHA safety and health requirements. • Train all employees in safe work practices and procedures. • Provide employees with necessary personal protective equipment and train them to use and care for it properly. • Enforce company safety and health rules and require employees to follow the rules as a condition of employment. • Investigate accidents to determine the cause and prevent similar accidents. Managers, supervisors, and all other employees share responsibility for a safe and healthful workplace. • Management is accountable for preventing workplace injuries and illnesses. • Management will consider all employee suggestions for achieving a safer, healthier workplace. • Management also will keep informed about workplace safety -and -health hazards and regularly review the company's safety and health program. • Supervisors are responsible for supervising and training workers in safe work practices. • Supervisors must enforce company rules and ensure that employees follow safe practices during their work. Employees are expected to participate in safety and health program activities including, immediately reporting hazards, unsafe work practices, and accidents to supervisors or a safety committee representative, wearing required personal protective equipment, and, participating in and supporting safety committee activities. Business owner's signature: Date: