Corona City Council
December 7, 2022

Policy Statement Foreword
The management of MV Transportation, Inc. recognizes that the health and safety of our employees is of paramount importance to the successful operation of our business.

Employees have a right to expect a safe and healthy working environment and safe job methods and practices. For that reason, MV holds safety and health as our highest value.

MV managers and supervisors are responsible for maintaining healthy and safe working conditions and for the implementation of MV’s Injury and Illness Prevention Program (IIPP) in their respective departments.

Employees are expected to follow safe work practices and procedures and adhere to all safety rules. All employees must take an active role in protecting themselves and fellow workers. Employees are expected to detect and report unsafe conditions, practices, and behaviors in the workplace.

Every effort will be made to provide adequate training to MV personnel. However, if there is ever any doubt about how to do a job or task safely, it is the responsibility of the employee to ask a knowledgeable, qualified person for assistance before resuming work.

MV personnel are expected to assist management in accident prevention activities. Any potentially unsafe conditions and all on-the-job injuries must be reported promptly to the injured employee’s manager or supervisor.

Note: The references herein to “MV” or “MV Transportation” describe MV Transportation, Inc., to include all its subsidiaries, joint ventures, partnerships, and affiliates.

Table of Contents

1.1. Objectives ..................................................................................................................................... 3

1.2. Safety Policy.................................................................................................................................. 3

1.3. Work Conditions ............................................................................................................................ 4

2. Safety Roles and Responsibilities ....................................................................................................... 5

2.1. Safety Director ............................................................................................................................... 5

2.2. Safety Manager ............................................................................................................................. 5

2.3. Supervisory/Lead Personnel ......................................................................................................... 5

3. Participation and Compliance .............................................................................................................. 6

3.1. Employee Agreement to Participate .............................................................................................. 6

3.2. Compliance ................................................................................................................................... 7

3.3. Consequence of Non-Participation ................................................................................................ 7

4. Safety Training and Communication ................................................................................................... 8

4.1. Overview ....................................................................................................................................... 8

4.2. Training ......................................................................................................................................... 8

4.3. Communication ............................................................................................................................. 9

4.4. Workplace Inspections .................................................................................................................. 9

4.5. Abatement of Unsafe Conditions ................................................................................................. 10

5. Incident Investigation ......................................................................................................................... 11

5.1. Incident Investigation .................................................................................................................. 11

5.2. Reporting an Injury Incident......................................................................................................... 11

5.3. Procedure .................................................................................................................................... 11

6. Record Keeping ................................................................................................................................... 13

6.1. Scheduled Inspections ................................................................................................................ 13

6.2. Safety and Health Training .......................................................................................................... 13

6.3. Injury or Illness Report ................................................................................................................ 13

7. COVID-19 Health and Safety Preparedness Plan ............................................................................. 14

7.1. Maintain Safe Behavioral Practices ............................................................................................. 15

7.2. Sanitary Measures in the Workplace ........................................................................................... 16

7.3. Hygiene and Infection Control ..................................................................................................... 19

7.4. Use and Availability of PPE ......................................................................................................... 21

7.5. Culture of Mental Health Safety ................................................................................................... 25

7.6. Acknowledgement Forms ............................................................................................................ 27

Overview

1.1. Objectives
The objective of the safety policy/program and administrative procedure is to prevent accidents, reduce personal injury and occupational illness, and comply with all safety and health standards. Through employee training, education and participation in this program, MV hopes to develop and maintain employee awareness, health, and safety.

Program Objectives:
 To provide employees with a safe environment in which to work through the identification and elimination of hazards;
 To ensure that supervisors accept their basic responsibilities for the safety of employees and guarantee the consistent enforcement of safety requirements by all levels of management at all locations
 To make a concerted effort to instill safety awareness in every employee  To provide employees with the knowledge of safe and effective method of performing their job through ongoing instruction and training  To adhere to all local, state and federal safety codes, recognizing that these are considered only minimal safety requirements in many instances  To make certain each employee understands and accepts that individual safety responsibility is a condition of employment.

1.2. Safety Policy
Local, state and federal laws, as well as company policy, make the health and safety of MV personnel the first consideration of our business. To be successful in this endeavor, all employees on every level shall adopt positive attitudes towards injury and illness prevention. We must also cooperate in all safety and health matters, not only between management and employees, but also between each employee and his or her respective coworker. Only through such efforts can our safety program be successful. Our ultimate goal is zero accidents.

1.3. Work Conditions
It is the responsibility of all personnel to be watchful of conditions in all work areas that can produce or lead to injuries. MV employees will never be required to do a job that is known to be unsafe, or harmful to one’s health or safety. Cooperation in detecting potential hazards, reporting dangerous conditions and limiting workplace risks is the duty of every employee. Employees must inform their supervisor immediately of any situation that is beyond their ability or authority to correct. MV employees will not be disciplined or suffer any retaliation for reporting, in good faith, a safety violation or potential hazard.

2. Safety Roles and Responsibilities

2.1. Safety Director
Under the authority of MV’s Board of Directors and the chief operating officer (COO), the general manager is responsible for overall management and administration of the IIPP.

All levels of management are expected to fully support the safety director and ensure that all safety practices and procedures are uniformly and fairly enforced.

2.2. Safety Manager
The Safety Manager or General Manager has the authority and responsibility to develop and implement the IIPP at his/her division.

2.3. Supervisory/Lead Personnel
Each Supervisor is responsible for implementing the IIPP in his/her work area, and for answering employee questions about the IIPP. Supervisors must keep a current copy of the IIPP available to employees upon request.

In addition, supervisors have full responsibility in providing employees with an understanding of the safe and effective methods of performing their job through continuing instruction and training as well as ensuring they adhere to all local, state and federal safety codes. A supervisor’s failure to provide employees under their direction with the proper training will result in disciplinary action and may be grounds for dismissal.

3. Participation and Compliance

3.1. Employee Agreement to Participate
A safe and healthy workplace is among MV’s highest priorities. All personnel are expected to use safe work practices at all times. While MV cannot anticipate every workplace hazard, the following general principals should serve as a guide for MV personnel:
 Always be safety conscious.
 Know the safety procedures and responsibilities related to your job.  Discuss safety situations with your supervisor and/or the safety manager.  Attend all required safety training and safety meetings.  Read all posters and warnings.
 Listen to instructions carefully.
 Use safe workplace practices.
 Participate in accident investigations as requested.
 Accept responsibility for the safety of yourself and others.  Maintain all required documentation.

As a condition of employment with MV, employees must read and understand this IIPP and know where to find an updated copy. It is the employee’s responsibility to ask a supervisor or the safety manager for assistance and further explanation should any provisions of the IIPP be unclear.

Employees who follow safe and healthy work practices will have this fact recognized and documented on their performance reviews. Employees who are unaware of correct safety and health procedures will be trained or retrained as described in Section 4.0.

Willful violation of safe work practices may result in disciplinary action in accordance with company policies.

3.2. Compliance
Managers and supervisors are obligated to ensure all safety and health policies are clearly communicated and understood by MV personnel.

To ensure compliance, MV shall:
 Conduct safety orientations for new employees.
 Recognize employees that perform above and beyond MV safety policies.  Promptly distribution or post updates and notices, via written or electronic means (e.g. bulletin boards, newsletter, etc.).
 Conduct periodic safety meetings (once a month)
 Provide formal and informal training.
 Encourage employee reporting of unsafe conditions.
 Discipline personnel for failure to comply with safety policies.

3.3. Consequence of Non-Participation
Personnel who purposefully or willfully fail to comply with the established policies and procedures outlined in this IIPP, will be subject to disciplinary action, up to and including termination.

4. Safety Training and Communication

4.1. Overview
In order to maintain a safe and healthy work environment as well as complying with local, state, and federal safety codes, MV requires all personnel receive general and job specific safety training and emergency information. Directors and managers are responsible for ensuring supervisors are fully trained and knowledgeable with safety and health hazards to which employees under their immediate direction and control may be exposed.

4.2. Training
Supervisors are responsible for ensuring all personnel under their direction receive training on general workplace safety as well as safety issues specific to their job. This includes safety orientation for new employees and any additional training needed for job specific hazards. Employees must complete this training before they can work unsupervised.

Training and educational information will be provided when:
 There have been significant revisions to the IIPP.
 Employees are initially hired.
 Employees are given a new job assignment where training has not been received.  New substances, processes, procedures or equipment are introduced to the workplace and represent a new hazard.
 An employee is found in violation of MV policies and procedures.  A new hazard has been discovered.
 As needed, for any reason deemed necessary.

Training topics may include, but are not limited to, the following subjects:
 Contents of the IIPP.
 Names of MV safety and health personnel and site safety responsibilities.  Safe work practices for job specific assignments.
 Fire prevention and protection measures and location of portable fire extinguishers, sprinkler systems, and smoke and/or fire alarms.
 Chemical and physical hazard identification in specific work areas.

 Emergency procedures and locations of first aid supplies and other emergency equipment.
 Disaster preparedness and response, including building evacuation procedures.  Back care, body mechanics, and proper lifting techniques.  Hazard communication, including training on safety data sheets (SDS), chemicals hazards, and container labeling.
 Proper housekeeping.
 Chemical spill reporting procedures.

The Safety Manager, Supervisor, and/or his/her designee shall conduct monthly safety meetings on topics of interest which are relevant to their employee’s work activities.

Employees will be given an opportunity to ask questions and to raise any safety concerns. These meeting will also provide an opportunity to review the specific causes and corrective actions for any occupational injury, illness, or near misses that have occurred in the prior months.

4.3. Communication
MV values open communication between management and personnel on all matters pertaining to safety and health. The system of communication consists of:
 Workplace safety and health training.
 Posted, or distributed safety-related informational material.  A system for employees to anonymously inform management about workplace hazards.
 When necessary, provide translation to effectively communicate safety and health concerns.
 Hazard identification and abatement.

4.4. Workplace Inspections
Supervisors will review work operations daily for compliance with safe work practices and standard operating procedures. At least monthly, each supervisor or his/her designee will conduct more in-depth inspections to identify workplace hazards and unsafe conditions or work practices.

Additional inspections will take place when:
 The IIPP is initially established.

 When occupational injuries or illness has occurred.
 Workplace conditions warrant an inspection.
 Whenever a supervisor is made aware of a new or previously unrecognized hazard.

A record of the inspection and discrepancies found shall be maintained by the safety manager and a follow-up action plan shall be established to ensure that corrective measures are taken. The safety manager will also conduct periodic walkthroughs at his/her division.

4.5. Abatement of Unsafe Conditions
Whenever an unsafe or unhealthy condition, practice, or procedure is observed, discovered, or reported, the safety manager or his/her designee will take appropriate corrective measures in a timely manner based upon the severity of the hazard.

Inspection findings will be prepared in writing and maintained by the Safety Manager.

Employees will be informed of the hazard and interim protective measures taken until the hazard is corrected. If the hazard cannot be immediately abated, all personnel shall be removed from the affected area. Access to the area will be controlled until the safety of personnel can be assured.

5. Incident Investigation

5.1. Incident Investigation
The first response, by a supervisor to an incident, is to begin an incident investigation immediately and submit a preliminary report to the general manager within 24 hours.

The focus must be to place priority on learning as much as possible about what happened and to identify means to prevent similar occurrences in the future.

The incident investigation shall detail such things as:
 The reported injury/illness.
 Close Calls----- these are safety related incidents which could have resulted in an injury/illness (e.g. chemical spills, fires, equipment left running, water leaks around electrical equipment, slip/trip/fall hazards not marked).  Underlying causes of the incident.

5.2. Reporting an Injury Incident
Every work-related injury requiring more than a band-aid, no matter how minor, must be reported to the supervisor and the safety manager.
 Employees are responsible for reporting all illnesses, injuries, exposures incidents, property damage, near misses, and hazardous situations immediately or before the end of their shift.
 Participating in the incident investigation.
 Completing the appropriate forms and contact information.

5.3. Procedure
The following procedure for documenting the illness and injury investigation is as follows:
 Use an unbiased approach to finding the cause of the injury.  Develop an analysis of what happened, how it happened, and how it could have been prevented.

 Visit the scene of the incident as soon as possible (when it is safe to do so) to obtain important details from witnesses while those detail are fresh in their minds.  If possible, interview the injured worker at the scene.  All interviews should be conducted as privately as possible. Interview witnesses one at a time. Talk with anyone who has knowledge of the injury/illness even if they did not actually witness it.
 Consider taking statements in cases where facts are unclear or there is disagreement about the facts.
 Document details graphically. Use sketches, diagrams and photos as needed and take measurements when appropriate.
 If a third party or defective product contributed to the injury, save any evidence. It could be critical to the recovery of claims costs.

Serious injuries, illnesses, or death of an employee must be reported to the regional vice president within 8 hours. Serious injury or illness means an injury or illness which requires; inpatient hospitalization for more than 24 hours for other than observation, a loss of any member of the body, or any serious degree of permanent disfigurement.

6. Record Keeping

6.1. Scheduled Inspections
The Safety Manager will maintain records of formal inspections for at least three years.

These records will include at least the work location, date of inspection, inspector’s name, and description of any hazards or unsafe condition identified and corrective actions implemented.

6.2. Safety and Health Training
Documentation of safety meetings and training is the responsibility of the safety manager and/or his/her designee. Training must be documented using written sign-up sheets that show at least the date of training, the names of personnel in attendance, topics discussed, and the instructor’s signature. Copies of any written training materials will be retained to document specific training content. This documentation will be retained for at least three years.

6.3. Injury or Illness Report
The purpose of the safety program is to limit the incidence of error and carelessness through awareness. Record keeping and review of accident/injury records is one way to maintain awareness and avoid a recurrence of a similar event.

Basic records that shall be maintained:
 Employers Report of Occupational Injury or Illness.
 Annual Log and Summary Report of Occupational Injuries and Illness.

The responsibility of completing these records shall be that of the safety manager or his/her designee. All reports must be maintained for no less than 5 years.

7. COVID-19 Health and Safety Preparedness Plan
MV Transportation is committed to providing a safe and healthy workplace for all employees, customers, clients, and business partners. To ensure we have a safe and healthy workplace, MV Transportation has developed the following COVID-19 Health and Safety Preparedness Plan in response to the COVID-19 pandemic. All employees are responsible for implementing this plan. Our goal is to mitigate the potential for transmission of COVID-19 in our workplaces and communities, and that requires full cooperation among our workforce.

Only through this cooperative effort can we establish and maintain the safety and health of all persons in our workplaces.

MV’s COVID-19 Health and Safety Preparedness Plan follows the guidance published by the Centers for Disease Control and Prevention (CDC), Occupational Safety and Health Administration (OSHA), as well as industry guidance applicable to our business from the Federal Transit Administration (FTA) and American Public Transportation Association (APTA).

This plan addresses:
 Everyday preventative safety precautions;
 Ensuring sick employees stay home and prompt identification and isolation of sick persons;
 Physical distancing – Employees must be at least six-feet apart;  Worker hygiene and source controls;
 Workplace cleaning and disinfection protocol; and
 Communications and training practices and protocol.

This plan provides guidance for personal hygiene skills and habits that should be followed at home and in the workplace. Remember, safety is everyone’s job!

7.1. Maintain Safe Behavioral Practices
It is imperative that we all take self-responsibility during this pandemic. Everyone has a role in making sure our communities are as safe as possible – at work and at home.

1. Stay home if you are sick. Inform your supervisor if you have a sick family member at home with COVID-19.

2. Practice 6 feet physical distancing in every situation possible.

3. Avoid social gatherings outside of work where more than 10 people are gathered, including postponing travel plans.

4. Facial coverings or face masks are required. Follow protocols on proper way to wear and dispose of masks.
a. Facial coverings and masks should properly cover your nose and mouth. b. Stay informed from the CDC on the importance of your facial coverings and masks.

5. When possible, use phone, email or Microsoft Teams instead of face-to-face interactions.

6. Do not shake hands – consider the use of other noncontact methods of greeting.

7. Regularly wash your hands with soap and water for 20 seconds or apply hand sanitizer containing at least 60% alcohol immediately after coming into contact with another person.

8. If wearing gloves, wash your hands immediately after taking them off. Follow protocols on proper way to wear and dispose of gloves.

9. Avoid touching your nose, mouth and eyes.
 Cover coughs and sneezes with a tissue or elbow, and immediately wash hands or apply hand sanitizer.
 Cough etiquette is a series of actions to take if you are coughing or sneezing, which are designed to reduce the spread of respiratory illness to others.  Sneeze blow your nose, or cough into a disposable tissue, and discard the tissue immediately into a bin.
 Practice routine cleaning and disinfection of frequently touched surfaces, following the directions on the cleaning product’s label.
 Limit the use of shared tools and schedule regular decontamination should sharing occur (i.e. tools in the shop, pens at check-in, etc.).  Avoid using other employees’ phones, desks, offices, or other work tools and equipment, when possible. If necessary, clean and disinfect them before and after use.
 Report any safety concerns or hazards to your supervisor or manager.

Please review the following sections for a more in-depth overview of precautions to take to maintain a safe and healthy workplace.

7.2. Sanitary Measures in the Workplace
Performing Cleaning and Disinfection
The virus that causes COVID-19 can be killed if you use the right products. EPA has compiled a list of disinfectant products that can be used against COVID-19, including ready-to-use sprays, concentrates, and wipes. Each product has been shown to be effective against viruses that are harder to kill than viruses like the one that causes COVID-19.

MV Transportation has procured Zep Spirit II, Triton, Lemonex III, and D-7 for cleaning and disinfecting. These are an EPA approved product against COVID-19. The current cleaning protocols have been enhanced to include deep cleaning on a more regular basis using the EPA approved products.

Additionally, Lysol Disinfecting Wipes are included as an effective disinfecting measure in between the deeper cleans.

According to the CDC, “Cleaning refers to the removal of germs, dirt, and impurities from surfaces. It does not kill germs, but by removing them, it lowers their numbers and the risk of spreading infection. Disinfecting refers to using chemicals, for example, EPAregistered disinfectants, to kill germs on surfaces. This process does not necessarily clean dirty surfaces or remove germs, but by killing germs on a surface after cleaning, it can further lower the risk of spreading infection. If surfaces are dirty, they should be cleaned using a detergent or soap and water prior to disinfection.”  Consider the type of surface; is it a hard surface or a soft surface? Ensure the product instructions are followed and all surfaces are receiving cleaning / disinfecting. Prioritize disinfecting frequently touched surfaces.  Wear disposable gloves to clean and disinfect. Additional PPE may be needed based on setting and product. Please read the product instructions and/or Safety Data Sheet (SDS) prior to using.
 First, perform routine cleaning with soap and water to remove germs and dirt from surfaces.
 If surfaces are visibly dirty, they should be cleaned using a detergent or soap and water prior to disinfection.

 Then, disinfect using an EPA-approved disinfectant. Disinfectants will kill germs on surfaces.
 Contact time with the surface or object should not be brief. Follow the instructions on the label, which will recommend keeping surface wet for a period of time to ensure sufficient time to kill the virus (i.e. at least 30 seconds prior to wiping dry).  Frequently touched surfaces in the workplace will be disinfected using an EPAapproved product against COVID-19.  When possible, avoid using other workers’ phones, desks, offices, or other work tools and equipment. If necessary, clean and disinfect them before and after use.  Store and use disinfectants in a responsible and appropriate manner according to the label. Do not mix bleach or other cleaning and disinfection products together.  Gloves and other disposable PPE used during cleaning and disinfecting should be removed and thrown away.
 After removing gloves, wash hands with soap and water for at least 20 seconds, or use a hand sanitizer with at least 60% alcohol if soap and water are unavailable.

The CDC guidelines on cleaning and disinfecting are summarized above. More in-depth detail can be found on their website: https://www.cdc.gov/coronavirus/2019- ncov/community/disinfecting-building- facility.html
All locations will receive the enhanced cleaning protocol and will ensure accountability by recording cleaning on a schedule and log. Additionally, all employees should clean their area routinely throughout their shift, using sanitizing wipes.

Finally, MV Transportation has developed a set of protocols to decontaminate the workplace if an employee becomes ill with COVID-19, consistent with the CDC standards.

Using Sanitizing Wipes
Wipes will allow you to keep your workspaces clean in-between deeper cleanings.  Read and follow the instructions on the label.
 Keep the following tips in mind:
 Do not reuse wipes to wipe down multiple surfaces. This can transfer germs from the used wipe to other surfaces. To prevent this, use one wipe for each surface and then throw it out.
 These wipes should not, under any circumstances, be thought of as a substitute for other hygienic practices like proper hand-washing.  Sanitize your hands after wiping down a surface.
 Store sanitizing wipes at room temperature and securely close covers so they do not dry out.

Frequently Touched Surfaces
There are several high-touch areas in the facility or office that need to be frequently wiped down and cleaned.

Prioritize disinfecting these frequently touched surfaces. Examples of frequently touched surfaces and objects that will need routine disinfection include, but are not limited to:

Tables Countertops Phones Faucets and Sinks
Doorknobs Handles /
Handrails
Keyboards Electronics
Light switches Desks Restroom
Surfaces
Elevator Buttons
Steering
wheels

 Before and after a staff member changes shifts, wipe down the entire workstation, including the PC, keyboard, phone, desk, etc.
 Any shared tool or object should be wiped down before and after using it.  Operators are encouraged to avoid touching surfaces often touched by passengers, but to disinfect before and after when needed, and then sanitize their hands.
 Operators will have access to disposable sanitizing wipes to use on any surface with which they have regular contact. Surfaces should be wiped regularly, after each stop if possible.
 Clean your frequently touched surfaces routinely throughout your day.

Everyone needs to take personal responsibility for helping disinfect and clean their work areas throughout the day.

Clean Desk Policy
In an effort to maintain optimal workplace cleanliness, all employees are to follow a clean desk policy.
 To avoid cross contamination, please limit the amount of personal items brought into the workplace to the essential items needed to be productive for the workday. No bringing in pastries or other community food items.  Limit the outside items brought into the workplace.
 Upon entering the workplace, disinfect your surface area and frequently touched objects.
 Plan first thing in the morning and keep just the things you need for your workday on your desk.

 Maintain a supply of PPE at your desk for personal use, including tissues, hand sanitizer, sanitizing wipes, and a facial covering.  All sensitive and confidential paperwork must be removed from the desk and locked in a drawer or filing cabinet.
 Pick up at the end of the day and disinfect your workspace at the end of your shift.

7.3. Hygiene and Infection Control
Feeling Sick or Symptomatic
Employees are to be informed of and encouraged to self-monitor for signs and symptoms of COVID-19. Employees who feel ill or are exhibiting symptoms of COVID-19 should not report to work. Symptoms of COVID-19 can be found on CDC at https://www.cdc.gov/coronavirus/2019-ncov/symptoms- testing/symptoms.html If an employee begins feeling ill while in the workplace, they are to isolate from others, send a notification to their supervisor, and immediately leave the workplace. The employee is encouraged to immediately seek medical care. The employee will be contacted by their supervisor with further instructions.

MV Transportation has developed a set of protocols that includes contact tracing guidelines to communicate with others that may have been potentially exposed if they were in close contact with the sick employee, according to CDC guidelines.

If any employee has tested positive for COVID-19 or been diagnosed as COVID-19 positive by a healthcare provider within the last 14 days, they will not be permitted to enter the workplace and will be asked to isolate at home.

If an employee has been in close contact with anyone who has been diagnosed as infected with, or is being screened or monitored for, COVID-19, or who has been advised by a health care professional to quarantine within the last 14 days, they will not be permitted to enter the workplace and will be asked to self-quarantine.

MV Transportation will maintain confidentiality of screening information, which are designed only for COVID-19 related purposes while it remains a direct threat and/or we continue to be in a state of emergency. This is in an effort to maintain a safe environment as we focus on the health and well-being of our employees and the community.

Hand Hygiene
Proper hand hygiene is an important infection control measure. MV Transportation will ensure that handwashing and/or hand sanitizing stations are readily available and stocked.

Employees are to wash hands regularly with soap and water for at least 20 seconds. If soap and water are not readily available, use an alcohol-based hand sanitizer containing at least 60% alcohol.

Wash hands with soap and water or use hand sanitizer before and after wearing gloves.

And whether you wear gloves or not, avoid touching your eyes, nose and mouth to limit possible exposure to germs.

Employees are instructed to wash their hands for at least 20 seconds with soap and water frequently throughout the day, but especially at the beginning and end of their shift, prior to any mealtimes, and after using the restroom. All employees and non-employees are required to wash or sanitize their hands prior to or immediately upon entering the workplace.

Key times to clean / disinfect hands in general include:
 Before, during, and after preparing food
 Before eating food
 After using the toilet
 After blowing your nose, coughing, or sneezing
Additional times to clean / disinfect hands on the job include:
 Before and after work shifts
 Before and after work breaks
 After touching frequently touched surfaces
 Before and after wearing gloves
 Before and after providing care for another person who needs assistance  After putting on, touching, or removing cloth face coverings  Avoid touching your eyes, nose, or mouth.

Practice good personal health hygiene, including washing your clothes and your safety vest. Signs and posters are posted in the following areas to reinforce these safety precautions:
 At the office entrance
 In the bathrooms
 Near sinks or faucets
 In the breakrooms
Hand Sanitizer
There are important differences between washing hands with soap and water and using hand sanitizer. Soap and water work to remove all types of germs from hands, while sanitizer acts by killing certain germs on the skin.

 DO NOT use hand sanitizer if your hands are visibly dirty or greasy. If a handwashing station is available, wash your hands with soap and water instead.  When using hand sanitizer, use an alcohol-based hand sanitizer that contains at least 60% alcohol.
 Put enough sanitizer on your hands to cover all surfaces.  Rub your hands together until they feel dry (this should take around 20 seconds).  Do NOT rinse or wipe off the hand sanitizer before it’s dry; it may not work well against germs.
“Electronic Hygiene”
For electronics such as cell phones, tablets, MDTs, touch screens, remote controls, and keyboards, employees are to practice safety precautions and to wipe these down frequently to disinfect and sanitize.

Instructions:
 Follow the manufacturer’s instructions for all cleaning and disinfection products.  If no manufacturer guidance is available, consider the use of alcohol-based wipes or sprays containing at least 70% alcohol to disinfect touch screens.  Wipe the surfaces prior to use and when you are done using them at the end of the shift.
 Wipe the surfaces down after anyone else touches them.  Dry the surfaces thoroughly to avoid pooling of liquids.  Clean your hands as frequently as possible and sanitize your hands before and after touching new surfaces.
 If you have a timeclock, please reference the Coronavirus Response website for guideline on cleaning your timeclocks.

This includes the following:
 Your PC or laptop
 Your phone
 The printer
 Any other electronics

7.4. Use and Availability of PPE
Availability of PPE in the Workplace
MV Transportation will provide employees the recommended protective supplies and ensure the availability of hand sanitizer and approved cleaning products.  Face masks, gloves, hand sanitizer, and sanitizing wipes will be available to employees and are to be used during employee shift

 Hand Sanitizer is strategically placed throughout facility and “Sanitary Stations” are available at high-touch areas
 Routine cleaning of frequently touched surfaces is to be practiced by all employees If an employee is running low on PPE, they are to contact their supervisor.

Proper Use and Disposal of Gloves and Masks
If you are using gloves and masks for additional protection, please be sure to follow the proper usage and disposal of gloves and masks. Employees are to follow universal precautions, like what is taught through Bloodborne Pathogen training.

Gloves
 Wash and/or sanitize hands before and after using gloves  Ensure glove removal does not cause additional contamination of hands.  Gloves can be removed using more than one technique (i.e. glove-in-glove or bird beak).
 Change gloves throughout the day to avoid cross-contamination.  After removing PPE, wash your hands with soap and water for at least 20 seconds or use hand-sanitizer (with at least 60% alcohol).

Masks
 Facial coverings are to be worn in all areas of the business.  Wash and/or sanitize hands before and after using a facial covering.  Do not touch the front of the respirator, facemask or facial covering.

Facial coverings should cover your nose and mouth and be snug against your face.  Carefully untie (or unhook from the ears) and pull away from face without touching the front.
 For disposable masks, dispose of it in a safe and secure manner.  Cloth masks and gloves should be washed and dried as frequently as possible, with detergent and the warmest water possible, in accordance with CDC guidelines for cleaning and disinfecting soft (porous) surfaces.  After removing PPE, wash your hands with soap and water for at least 20 seconds or use hand-sanitizer (with at least 60% alcohol).

Work uniforms worn during cleaning and disinfecting should be laundered afterwards. Clean your hands after handling laundry by washing your hands with soap and water or using an alcohol-based hand sanitizer with at least 60% alcohol if soap and water are not available.

Reference the Coronavirus Response website for more in-depth safety procedures for both gloves and masks.

7.5 Physical Considerations and Office Layout
Physical distancing of at least six feet is to now be implemented and maintained throughout the workplace through both engineering and administrative controls. Per CDC recommendations, no congregating should occur. Therefore, there are practices that MV Transportation has adopted to promote a safe physical environment for employees.

The following actions have been implemented:
 Workspace seating adheres to 6 feet separation, including spacing out staff members into every other cubicle and installing barriers or partitions where possible or necessary
 Workspaces have been reconfigured that takes physical distancing into account, including all common areas
 Visual cues and signage are placed throughout the workplace to encourage proper physical distancing
 Tape markings showing acceptable physical distancing placed where lines might form  Traffic patterns have been evaluated for physical distancing bottlenecks a. Entrance and exit doors identified
b. Directional signage “one-way” floor markings implemented where possible while maintaining compliance with safety code
c. Capacity limits established or rooms / spaces closed when necessary d. Small conference rooms have been closed or a capacity limit has been established
e. Desks, tables, and chairs in congregation-prone areas have been removed (including in the breakroom)
Breakrooms / Lounges
As previously stated, we need to limit the use of shared objects and avoid congregating. This includes
the breakroom.
 Employees are encouraged to bring their own lunchbox with an icepack.  Seats and/or tables are removed in the breakroom to help avoid congregating and to provide additional personal space to achieve 6 feet distance.  Employees are to stagger their meal and rest breaks to avoid congregating.  Limit surface contact by removing or shutting down (where possible) the following:
o Microwaves, Coffee Pots, Popcorn Machines, Water Cooler, Refrigerators, Ice Machines, Sinks

o Drinking fountains are closed until further notice; employees are encouraged to use bottle filling stations, sinks, or employees bringing water from home.
 A “sanitary station” is set up within the breakroom and employees are to clean / disinfect the frequently touched surfaces before and after use.  Exceptions for the refrigerator use includes medical purposes and split shifts.  No food is to be stored in the fridge overnight.
 Signage is posted on the refrigerator instructing on the sanitary protocol.  If the breakroom needs to be accessed, capacity limits are established at no more than 1 or 2 people in breakroom at any given time (depending on square footage of space).

Restrooms
 Our workplaces follow our Facility Cleaning policy for thorough cleaning in areas where we perform the cleaning.
 Restrooms are receiving a more frequent cleaning protocol.  Restrooms are checked regularly to ensure they are stocked with hand soap and paper towels.
 Capacity limits are established at no more than 1 or 2 people in restroom at any given time to allow for 6 feet physical distancing.
 A hand hygiene awareness poster is visible in the restrooms near the sinks.  Employees are to wash their hands and re-sanitize prior to returning to their desk.

No Visitor Policy
Until further notice, employees are not to have visitors or business partners visit us at our workplace. The use of phone, email or Microsoft Teams should be leveraged instead of face-to-face interactions.

How can I achieve physical distancing in meetings, training, or conversations? There are certain things that will still need to occur in our daily operations. To the extent possible, the use of phone, email or Microsoft Teams should be leveraged instead of face-toface interactions.

However, these are ways to achieve Physical Distancing during a mandatory interaction:
 Post a sign on the door to ask employees to knock and wait for directions rather than just walking into the office
 Find a larger space where you can talk and keep distance.  Everyone is to wear a facial covering and have recently washed their hands.

 Stagger seating in conference and training rooms to maintain a 6 feet distance.  Have individual writing utensils rather than using shared items.

7.5. Culture of Mental Health Safety
While it is not the responsibility of an employer or supervisor to diagnose mental health conditions, MV Transportation is committed to promoting a culture of mental health safety as we continue to navigate through this pandemic. Leadership, supervisors and other managers have an essential role in promoting a culture of wellness.

Assess Internal Resources
MV Transportation is committed to communicate the “how” of navigating healthcare benefits and Employee Assistance Program (EAP) services – for employees in distress or employees who have not used these benefits before, not knowing how to navigate resources is a barrier to accessing them.

Employees are encouraged to take advantage of our EAP, LifeWorks. LifeWorks is a total wellbeing solution offering support for your mental, physical, social and financial well-being. The invitation code is MVT-Employee ID, for example MVT-222333.

Employees are encouraged to contact their Human Resources representative if they have any questions about this program.

Connecting Employees to Mental Health Resources
An educated workforce can better protect themselves from the impacts of mental health and stress related to COVID-19. MV Transportation is committed to providing resources from the National Safety Council that includes tips on managing stress and taking care of mental health during a pandemic.

Here are a few tips to help promote positive mental health:
 Take care of your mental health and be aware of signs of stress. Take deep breaths, stretch, or meditate. Try to eat healthy, well-balanced meals, exercise regularly and get plenty of
o sleep. Even 1 minute of practicing mindfulness will help you calm your mind.  Utilize resources at your disposal. Take advantage of the EAP, LifeWorks.  Be aware of signs of stress in your family members. Not all children and teens respond to stress in the same way. Talk to your child to reassure them, try to keep up with regular routines, and be a role model to them. The CDC has put together other recommendations to help children cope.

 Kindness and patience go a long way. We are all adjusting to this new normal and each person adjusts differently. Make time to talk and be supportive of your teammates, friends, and family current needs and concerns.

It is important to recognize how mental health can affect worker safety. Even if no actual illness is diagnosed, it’s easy to imagine how a worker’s mental state might affect his or her ability to make good
decisions and recognize potential hazards.

7.6. Acknowledgement Forms

RECEIPT AND ACKNOWLEDGEMENT OF POLICY AND TRAINING

INJURY AND ILLNESS PREVENTION PROGRAM
I _________________________________ confirm that I have received a copy of the document titled: “Injury and Illness Prevention Program” and understand its provisions.

I further confirm that I have received training pursuant to this Program.

Signed: ___________________________________________________ Title: _____________________________________________________ Date: _____________________________________________________ MV Transportation, Inc.

E M P L O Y E E A C C I D E N T / I N J U R Y R E P O R T ( C O M P L E T E A L L B L A N K S )
Date of Accident/Injury: / / Time of Accident/ Injury: AM/PM Name of Employee:

Home Address: City: State: Zip:

Home Phone: ( ) -
Date of Birth: / / Date of Hire: / / Sex:  Male  Female Occupation/Position:

Accident/Injury Reported to: Date Accident/Injury Reported: / Location name where incident occurred:

Address where incident occurred:

Describe how the incident happened (how, why, where, what):

Type of Injury (cut, sprain, bruise, fracture, etc.):

Which part of body injured (be specific):

Are there any safety issues that contributed to this accident/injury? If so, please detail:

List all witnesses to this Accident/Injury:

List all prior Accident/ injuries sustained at work and outside of work in the last 10 years (list dates):

I, employee, the undersigned, certify that the above is a true and correct statement of fact and that I made such statements of my own free will. I understand that any payments to me or anyone else for expenses in connection with my accident and resulting injury is not an admission of liability on the part of employer.

Employee Signature Date Signed Translated by (if necessary)

Supervisor Signature Date Signed

VIDEO EVIDENCE CHAIN OF CUSTODY POLICY
Video Chain of Custody Policy
The procedure for establishing chain of custody which start with the accident/incident investigation process.

Which Is defined by the process of maintaining and documenting the handling of the video cartridges once it is removed from City of Corona Transportation Service (CCTS) vehicle for reviewing.

Date Time
Vehicle
Number
Video Serial
Number Reason for Video Removal Accident / Incident Claim # Signature

City of Corona Transit Service, Safety Hazard, Accident, Incident Reporting Form Reporter’s name (leave blank if anonymous):

Phone Number (leave blank if anonymous):

REPORTABLE SAFTEY HAZARD, ACCIDENT, or INCIDENT (Check all that apply)

1. Accident / Incident / Passenger 4. Bus Stop Issue

2. Safety Hazard 5. ADA / Accessible Equipment

3. Route Issue 6. Other:

IF AVAILABLE PROVIDE FOLLOWING INFORMATION APPLICABLE TO THE ABOVE ISSUE INCIDENT DATE: INCIDENT TIME: AM ☐ PM ☐
LOCATION: ROUTE / SERVICE:

Blue Line ☐, Red Line ☐, Dial-A-Ride ☐
VEHICLE # OTHER INFO:

DID VEHICLE EQUIPMENT FAIL TO OPERATE PROPERLY? YES NO
(IF YES, EXPLAIN BELOW IN COMMENTS/DESCRIPTION)
DOES THIS INCIDENT INVOLVE OTHER INDIVIDUALS? YES NO
(IF YES, EXPLAIN BELOW IN COMMENTS/DESCRIPTION)
ENTER COMMENTS/DESCRIPTION BELOW (if needed attach separate sheet):

TO BE REVIEWED/COMPLETED BY CITY OF CORONA STAFF AFTER RECEIPT OF THE CITY OF CORONA

SAFETY, HAZARD, ACCIDENT, INCIDENT FORM
City Staff Name: Date:

Title: Phone #
Reviewed with Contractor: Yes No Date:

Contractor Staff Name:

Title: Phone #:

If regarding an accident, follow up on following information:

Was accident preventable)? Yes No
(IF YES, EXPLAIN ACTION TAKEN UNDER FINDINGS)
Were necessary Drug & Alcohol tests performed? Yes No
Was the Agency vehicle totaled? Yes No
Estimated Cost of Bus Damage: $ Bus Funding Source:
# of parties involved: # of persons transported for medical treatment:

Follow-up with individual reporting if contact information provided on form? Yes No FINDINGS:

Safety Committee Members City of Corona Transit Service Team members in creating and maintaining a safe work
environment for fellow employees and helping with system safety and security at City of Corona Transit Service
MV Transportation Staff
Class of Member Members Alternates
Management Catherine Wynne Britney Pimentel
Dispatcher Cynthia Wilkerson
Road Supervisor Veronica Ramirez
DAR David Espinoza Brevyn Chenault
Corona Cruiser Glenda Dubriel Keturah Nick
Maintenance Dept Alex Sierra
City of Corona Staff Safety Committee
Title Member Alternate
Safety Manger
Transit
Program Manager Sudesh Paul Cynthia Lara
1 The City of Corona
COVID-19 Prevention
Program (CPP)
1 CITY OF CORONA
COVID-19 PREVENTION PROGRAM (CPP)
I. PURPOSE:

The City of Corona is committed to provide employees a healthy and safe workplace as required under the California Occupational Safety and Health Act (Labor Code §§ 6300, et seq.). As an employer, the City of Corona is required to establish and implement an effective written COVID-19 Prevention Program (CPP) pursuant to the Emergency Temporary Standards in place for COVID-19 (California Code of Regulations (CCR), Title 8, section 3205(c).

Nothing in this CPP precludes the City from complying with federal, state, or local laws or guidance that recommends or requires measures that are more prescriptive and/or restrictive than are provided herein.

II. SCOPE
This CPP applies to all City employees, volunteers, and subcontracted employees reporting to work at a City facility and is designed to control employees’ exposures to the SARS-CoV-2 virus (COVID-19) that may occur in our workplace. This CPP does not apply to employees who are teleworking.

III. AUTHORITY AND RESPONSIBILITY
The City of Corona Occupational Health and Safety Manager has overall authority and responsibility for implementing the provisions of this CPP in our workplace. In addition, all Department managers and supervisors are responsible for implementing and maintaining the CPP 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.

IV. DEFINITIONS:
x “COVID-19” means coronavirus disease, an infectious disease caused by the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2). 1 2
Summary of Comments on Memo=TCWD=2012 Person.

Iss.=Redlines on Board Memo (3-20-12).doc
Page: 2
Number: 1 Author: Author Date: 1/10/2022 1:28:00 PM
Removing hyperlink, no longer available.

Number: 2 Author: Author Date: 1/10/2022 1:36:00 PM
Need to specify “paid and/or unpaid”?
2 x “COVID-19 case” means a person who either: (1) Has a positive “COVID19 test” as defined in this section; (2) Is subject to COVID-19-related order to isolate issued by a local or state health official; or (3) Has died due to COVID-19, in the determination of a local health department or per inclusion in the COVID-19 statistics of a county. A person is no longer a “COVID-19 case” when a licensed health care professional determines that the person does not have COVID-19, in accordance with recommendations made by the California Department of Public Health (CDPH) or the local health department pursuant to authority granted under the Health and Safety Code or title 17, California Code of Regulations to CDPH or the local health department.
“Close contact COVID-19 exposure” means being within six (6) feet of a COVID19 case for a cumulative total of 15 minutes or greater in any 24-hour period within or overlapping with the “high-risk exposure period” as defined here. This definition applies regardless of the person’s vaccination status. “COVID-19 hazard” means exposure to potentially infectious material that may contain SARS-CoV-2, the virus that causes COVID-19. Potentially infectious materials include airborne droplets, small particle aerosols, and airborne droplet nuclei, which most commonly result from a person or persons exhaling, talking or vocalizing, coughing, sneezing, or procedures performed on persons which may aerosolize saliva or respiratory tract fluids, among other things. This also includes objects or surfaces that may be contaminated with SARS-CoV-2. “COVID-19 symptoms” means one of the following: (1) fever of 100.4 degrees Fahrenheit or higher or chills; (2) cough; (3) shortness of breath or difficulty breathing; (4) fatigue; (5) muscle or body aches; (6) headache; (7) new loss of taste or smell; (8) sore throat; (9) congestion or runny nose; (10) nausea or vomiting; or (11) diarrhea, unless a licensed health care professional determines the person’s symptoms were caused by a known condition other than COVID-19. “COVID-19 test” means a viral test for SARS-CoV-2 that is both: (1) Approved by the United States Food and Drug Administration (FDA) or has an Emergency Use Authorization from the FDA to diagnose current infection with the SARSCoV-2 virus; and (2) Administered in accordance with the FDA approval or the FDA Emergency Use Authorization as applicable.
“Exposed workplace” means any work location, working area, or common area at work used or accessed by a COVID-19 case during the high-risk period, including bathrooms, walkways, hallways, aisles, break or eating areas, and waiting areas.

The exposed workplace does not include buildings or facilities not entered by a COVID-19 case. Effective January 1, 2021, the “exposed workplace” also 3 includes but is not limited to the “worksite” of the COVID-19 case as defined by Labor Code section 6409.6(d)(5).
“Face covering” means a tightly woven fabric or non-woven material with no visible holes or openings, which covers the nose and mouth. “High-risk exposure period” means the following time period: (1) For persons who develop COVID-19 symptoms: from two (2) days before they first develop symptoms until ten (10) days after symptoms first appeared, and 24 hours have passed with no fever, without the use of fever-reducing medications, and symptoms have improved; or (2) For persons who test positive who never develop COVID-19 symptoms: from two (2) days before until ten (10) days after the specimen for their first positive test for COVID-19 was collected.

V. PROGRAM
A. SYSTEM FOR COMMUNICATING WITH EMPLOYEES

1. Reporting COVID-19 Symptoms, Possible COVID-19 Close Contact Exposures, and Possible COVID-19 Hazards at
Worksites and Facilities
The City policy requires that employees immediately report to their manager or supervisor or to the Department of Human Resources any of the following: (1) the employee’s presentation of COVID-19 symptoms; (2) the employee’s possible COVID19 close contact exposures; (3) possible COVID-19 hazards at the City’s worksites or facilities. The employee shall be asked to fill out the “COVID-19 Employee Exposure Questionnaire” located on the City Intranet.

The City will not discriminate or retaliate against any employee who makes such a report.

2. Accommodations Process for Employees with Medical or Other Conditions that put them at Increased Risk of Severe COVID-19 Illness
The City policy provides for an accommodation process for employees who have a medical or other condition identified by the Centers for Disease Control and Prevention (“CDC”) or the employees’ health care provider as placing or potentially placing the employees at increased risk of severe COVID-19 illness.

The CDC identifies the following medical conditions and other conditions as placing or potentially placing individuals at an increased risk of severe COVID-19 illness.

The CDC guidance provides that adults of any age with the following conditions are at increased risk of severe illness from the virus that causes COVID-19:

1. Cancer
4 2. Chronic kidney disease

3. COPD (chronic obstructive pulmonary disease)

4. Heart conditions, such as heart failure, coronary artery disease, or cardiomyopathies

5. Immunocompromised state (weakened immune system) from solid organ transplant

6. Obesity (body mass index [BMI] of 30 kg/m2 or higher but < 40 kg/m2)

7. 6HYHUH2EHVLW\
%0,•NJP

8. Pregnancy

9. Sickle cell disease

10. Smoking

11. Type 2 diabetes mellitus
The CDC guidance also provides that adults of any age with the following conditions might be at an increased risk for severe illness from the virus that causes COVID-19:

1. Asthma (moderate-to-severe)

2. Cerebrovascular disease (affects blood vessels and blood supply to the brain)

3. Cystic fibrosis

4. Hypertension or high blood pressure

5. Immunocompromised state (weakened immune system) from blood or bone marrow transplant, immune deficiencies, HIV, use of corticosteroids, or use of other immune weakening medicines

6. Neurologic conditions, such as dementia

7. Liver disease

8. Overweight (BMI > 25 kg/m2, but < 30 kg/m2)

9. Pulmonary fibrosis (having damaged or scarred lung tissues)

10. Thalassemia (a type of blood disorder)

11. Type 1 diabetes mellitus
The City will periodically review the following web address in order to account for any additional medical conditions and other conditions that the CDC has identified as 5 placing or potentially placing individuals at an increased risk of severe COVID-19:
https://www.cdc.gov/coronavirus/2019-ncov/need-extra-precautions/people-withmedical-conditions.html City employees are encouraged to review the list of medical conditions and other condition provided above in order to determine whether they have such a condition or seek advise from their health care provider.

To request an accommodation under the City policy, employees may make a request with their manager or supervisor or the Department of Human Resources.

3. COVID-19 Testing
The City possesses authority to require that employees who report to work at City worksites or facilities be tested for COVID-19.

Where the City requires that employees be tested, the City will inform employees why the reason that testing is required.

The City will also inform employees of the possible consequences of a positive COVID19 test, which may include, but is not limited to, a requirement that employees not report to a City worksite or facility during the high-risk exposure period and satisfying the minimum criteria to return to work.

Where the City requires testing, the City has adopted policies and procedures that ensure the confidentiality of employees and comply with the Confidentiality of Medical Information Act (“CMIA”). Specifically, the City will keep confidential all personal identifying information of COVID-19 cases or persons with COVID-19 symptoms unless expressly authorized by the employee to disclose such information or as other permitted or required under the law.

4. COVID-19 Hazards
The City will notify employees and subcontracted employees of any potential COVID-19 exposure at a worksite or facility where a COVID-19 case and employees were present on the same day. The City will notify employees of such potential exposures within one (1) business day, in a way that does not reveal any personal identifying information of the COVID-19 case.

The City will also notify employees of cleaning and disinfecting measures being undertaken in order to ensure the health and safety of the City worksite or facility where the potential exposure occurred.

B. IDENTIFICATION AND EVALUATION OF COVID-19 HAZARDS AT

CITY WORKSITES AND FACILITIES

1. Screening City Employees for COVID-19 Symptoms
6 The City possesses authority to require that employees self-screen for COVID-19 symptoms.

City policy provides that employees will self-screen for COVID-19 symptoms prior to starting normal work duties at a worksite or facility.

2. Responding to City Employees with COVID-19 Symptoms
Should an employee display COVID-19 symptom during a self-screen, the City will instruct the employee to return to their home or place of residence and not report to work until such time as the employee satisfies the minimum criteria to return to work.

The employee will be advised of any leaves to which they may be entitled during this self-quarantine period.

Further, the City has adopted policies and procedures that ensure the confidentiality of employees and comply with the CMIA and will not disclose to other employees the fact that the employees presented COVID-19 symptoms.

3. The City’s Response to COVID-19 Cases
In the event that City employees test positive for COVID-19 or are diagnosed with COVID-19 by a health care provider, the City will instruct the employees to return to their home or place of residence and not report to work until such time as they satisfy the minimum criteria to return to work.

The City will advise employees of any leaves to which they may be entitled during this self-isolation period.

The City will comply with all reporting and recording obligations as required under the law, including, but not limited to, reporting the COVID-19 case to the following individuals and institutions as required based on the individual circumstances: (1) the local health department; (2) Cal/OSHA; (3) employees who were present at a City worksite or facility when the COVID-19 case was present; (4) the employee organizations that represent employees at the City worksite or facility; (4) the employers of subcontracted employees who were present at the City worksite or facility; and (5) the City workers’ compensation plan administrator.

If possible, the City will interview the COVID-19 cases to ascertain the nature and circumstances of any contact that the employees may have had with other employees during the high-risk exposure period. If the City determines that there were any close contact COVID-19 exposures, the City will instruct those employees to return or remain at their home or place of residence and not report to work until such time as the employees satisfy the minimum criteria to return to work.

The City has adopted policies and procedures that ensure the confidentiality of employees and comply with the CMIA. Specifically, the City will not disclose to other 7 employees, except for those who need to know, the fact that the employees tested positive for or were diagnosed with COVID-19. Further, the City will keep confidential all personal identifying information of COVID-19 cases or persons unless expressly authorized by the employees to disclose such information or as other permitted or required under the law.

4. Workplace-Specific Identification of COVID-19 Hazards The City conducted a workplace-specific assessment of interactions, areas, activities, processes, equipment, and materials that could potentially expose employees to COVID-19 hazards. The City continues to conduct workplace-specific assessments to identify and address the ongoing changing elements to interactions, areas, activities, processes, equipment, and materials that could potentially expose employees to COVID-19 hazards.

As part of this process, the City identified places and times when employees and individuals congregate or come in contact with one another, regardless of whether employees are performing an assigned work task or not, including, for example, during meetings or trainings, in and around entrances, bathrooms, hallways, aisles, walkways, elevators, break or eating areas, cool-down areas, and waiting areas.

As part of this process, the City identified potential workplace exposure to all persons at City worksites and facilities, including employees, employees of other entities, members of the public, customers or clients, and independent contractors. The City considered how employees and other persons enter, leave, and travel through City worksites and facilities, in addition to addressing employees’ fixed workspaces or workstations.

As part of this process, the City treats all persons, regardless of symptoms or negative COVID-19 test results, as potentially infectious.

5. Maximization of Outdoor Air and Air Filtration
The City will Identify and evaluate how to maximize ventilation with outdoor air; the highest level of filtration efficiency compatible with the existing ventilation system; and whether the use of portable or mounted HEPA filtration units, or other air cleaning systems, would reduce the risk of COVID-19 transmission. Review applicable orders and guidance from the State of California and local health departments related to COVID-19 hazards and prevention, including the “Cal/OSHA-CDPH Interim Guidance for Ventilation, Filtrations, and Air Quality in Indoor Environments” and information specific to your industry, location, and operations. We maximize the quantity of outside air provided to the extent feasible, except when the United States Environmental Protection Agency (EPA) Air Quality Index is greater than 100 for any pollutant or if 8 opening windows or maximizing outdoor air by other means would cause a hazard to employees, for instance from excessive heat or cold.

6. Compliance with Applicable State and Local Health Orders The City monitors applicable orders and guidance from the State of California and the local health department related to COVID-19 hazards and prevention, including information of general application and information specific to the City location and operations.

The City fully and faithfully complies with all applicable orders and guidance from the State of California and the local health department.

7. Evaluation of Existing COVID-19 Prevention Controls and Adoption of Additional Controls
Periodically, the City will evaluate existing COVID-19 prevention controls at the workplace and assess whether there is a need for different and/or additional controls.

This includes evaluation of controls related to the correction of COVID-19 hazards, physical distancing, face coverings, engineering controls, administrative controls and personal protective equipment (PPE).

8. Periodic Inspections
The City will conduct periodic inspections of worksites and facilities as needed to identify unhealthy conditions, work practices, and work procedures related to COVID-19 and to ensure compliance with the City COVID-19 policies and procedures.

C. INVESTIGATING AND RESPONDING TO COVID-19 CASES IN CITY

WORKSITES AND FACILITIES

1. Procedure to Investigate COVID-19 Cases
The City has a procedure for investigating COVID-19 cases in the workplace. As provided below, the procedure provides for the following: (1) the verification of COVID19 case status; (2) receiving information regarding COVID-19 test results; (3) receiving information regarding the presentation of COVID-19 symptoms; and (4) identifying and recording all COVID-19 cases.

2. Response to COVID-19 Cases
As provided above at Section IV.B.3., in the event that employees test positive for COVID-19 or are diagnosed with COVID-19 by a health care provider, the City will instruct the employees to remain at or return to their home or place of residence and not 9 report to work until such time as the employees satisfy the minimum criteria to return to work.
a. Contact Tracing
If possible, the City will interview the COVID-19 cases in order to ascertain the following information: (1) the date on which the employees tested positive, if asymptomatic, or the date on which the employees first presented COVID-19 symptoms, if symptomatic; (2) the COVID-19 cases recent work history, including the day and time they were last present at a worksite or facility; and (3) the nature and circumstances of the COVID-19 cases’ contact with other employees during the high-risk exposure period, including whether there were any close contact COVID-19 exposure. Contact the Safety Division at 951-279-3645 with Contact Tracing questions you may have.

If the City determines that there were any close contact COVID-19 exposures, they will instruct those employees to remain at their home or place of residence and not report to work until such time as the employees satisfy the minimum criteria to return to work. b. Reporting the Potential Exposure to Other Employees
The City will comply with all reporting and recording obligations as required under the law, including, but not limited to, reporting the COVID-19 case to the following individuals and institutions as required based on the individual circumstances: (1) employees or volunteers who were present at a worksite or facility when the COVID-19 case was present; and (2) subcontracted employees who were present at the worksite or facility.
c. Free COVID-19 Testing for Close Contact Exposures
The City will provide COVID-19 testing at no cost to employees during their working hours to all employees who had potential close contact COVID-19 exposure at a worksite or facility.
d. Leave and Compensation Benefits for Close Contact
Exposures
The City will provide these employees with information regarding COVID-19-related benefits to which the employees may be entitled under applicable federal, state, or local laws. This includes any benefits available under workers’ compensation law, the federal Families First Coronavirus Response Act (FFCRA), Labor Code sections 248.1 and 248.5, Labor Code sections 3212.86 through 3212.88, local governmental requirements, the City’s own leave policies, and leave guaranteed by contract.

The City will continue to provide and will maintain these employees’ earnings, seniority, and all other employee rights and benefits, including the employees’ right to their former job status, as if the employees had not been removed from their jobs. 10 The City may require that these employees use employer-provided employee sick leave benefits for this purpose and consider benefit payments from public sources in determining how to maintain earnings, rights, and benefits, where permitted by law and when not covered by workers’ compensation.
e. Investigation to Determine Whether Workplace
Conditions Contributed to COVID-19 Exposure
The City will conduct an investigation in order to determine whether any workplace conditions could have contributed to the risk of COVID-19 exposure and what could be done to reduce exposure to COVID-19 hazards.

3. Confidential Medical Information
The City will protect the confidentiality of the COVID-19 cases and will not disclose to other employees the fact that the employees tested positive for or were diagnosed with COVID-19.

The City will keep confidential all personal identifying information of COVID-19 cases unless expressly authorized by the employees to disclose such information or as other permitted or required under the law.

D. CORRECTION OF COVID-19 HAZARDS AT CITY WORKSITES AND

FACILITIES
The City will implement effective policies and/or procedures for correcting unsafe or unhealthy conditions, work practices, policies and procedures in a timely manner based on the severity of the hazard.

This includes, but is not limited to, implementing controls and/or policies and procedures in response to the evaluations conducted related to the identification and evaluation of COVID-19 hazards and investigating and responding to COVID-19 cases in the workplace. This also includes implementing controls related to physical distancing, face coverings, engineering controls, administrative controls, and personal protective equipment (PPE).

E. TRAINING AND INSTRUCTION OF CITY OF CORONA EMPLOYEES

1. COVID-19 Symptoms
The City provided employees training and instruction on the COVID-19 symptoms, including advising employees of COVID-19 symptoms, which include the following: (1) fever of 100.4 degrees Fahrenheit or higher or chills; (2) cough; (3) shortness of breath or difficulty breathing; (4) fatigue; (5) muscle or body aches; (6) headache; (7) new loss of taste or smell; (8) sore throat; (9) congestion or runny nose; (10) nausea or vomiting; or (11) diarrhea, unless a licensed health care professional determines the person’s symptoms were caused by a known condition other than COVID-19. 11 The City monitors and adheres to guidance by the CDC concerning COVID-19 symptoms, including guidance provided at the following web address:
https://www.cdc.gov/coronavirus/2019-ncov/symptoms-testing/symptoms.html The City will advise employees in the event that the CDC makes any changes to its guidance concerning such symptoms.

The City provided employees instruction on the importance of not coming to work and obtaining a COVID-19 test if the employees have COVID-19 symptoms.

2. City COVID-19 Policies and Procedures
The City provides regular updates to employees on the City’s policies and procedures to prevent COVID-19 hazards at City worksites and facilities and to protect City employees.

3. COVID-19 Related Benefits
The City advised employees of the leaves to which the employees may be entitled under applicable federal, state, or local laws. This includes any benefits available under workers’ compensation law, the FFCRA, Labor Code sections 248.1 and 248.5, Labor Code sections 3212.86 through 3212.88, the City’s own leave policies, and leave guaranteed by contract.

Further, when employees require leave or are directed not to report to work the City will advise the employees of the leaves to which the employees may be entitled for that specific reason.

4. Spread and Transmission of the Virus that Causes COVID-19 The City advised employees that COVID-19 is an infectious disease that can be spread through the air when an infectious person talks or vocalizes, sneezes, coughs, or exhales; that COVID-19 may be transmitted when a person touches a contaminated object and then touches their eyes, nose, or mouth, although that is less common; and that an infectious person may have no symptoms.

The City further advised employees of the fact that particles containing the virus can travel more than six (6) feet, especially indoors, so physical distancing must be combined with other controls, including face coverings and hand hygiene, including hand washing, in order to be effective.

5. Methods and Importance of Physical Distancing, Face
Coverings, and Hand Hygiene
12 The City advised employees of the methods and importance of physical distancing, face coverings, and hand hygiene, including hand washing.

Specifically, the City trained and instructed employees on 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, and that hand sanitizer does not work if the hands are soiled.

Further, the City has provided training and instructions to employees on the proper use of face coverings and the fact that face coverings are not respiratory protective equipment. Here is the link to the CDC site for proper selection and use of a face cover. https://www.cdc.gov/coronavirus/2019-ncov/prevent-getting-sick/about-facecoverings.html F. PHYSICAL DISTANCING
The City requires that all employees be separated from other persons by at least six (6) feet, except where the City can demonstrate that six (6) feet of separation is not possible and where there is momentary exposure while persons are in movement.

The City has adopted several methods by which it increases physical distancing including, but not limited to, the following: (1) providing employees the opportunity to temporarily telework or engage in other temporary remote work arrangements; (2) reducing the number of persons in an area at one time, including visitors; (3) posting visual cues such as signs and floor markings to indicate where employees and others should be located or their direction and path of travel; (4) adopting staggered arrival, departure, work, and break times; and (5) adjusting work processes or procedures, such as reducing production speed, to allow greater distance between employees.

When it is not possible for employees to maintain a distance of at least six (6) feet, the City requires individuals to be as far apart as possible.

G. FACE COVERINGS

1. Face Covering Requirement
The City provides face coverings to employees and requires that such face coverings are worn by employees and individuals at City worksites and facilities.

City policy adheres to orders and guidance provided by the CDPH and the local health department, including as provided at the following web address:
https://www.cdph.ca.gov/Programs/CID/DCDC/Pages/COVID-19/guidance-for-facecoverings.aspx The City’s Covid-19 Prevention Plan on the use of face coverings ensures that they are worn over the nose and mouth when indoors, when outdoors and less than six (6) feet 13 away from another person, and where required by orders from the CDPH or local health department.

The City’s policy requires that face coverings be clean and undamaged. The City’s policy allows for face shields to be used to supplement, and not supplant face coverings.

The City’s policy provides for the following exceptions to the face coverings requirement:

1. When an employee is alone in a room.

2. While eating and drinking at the workplace, provided employees are at least six (6) feet apart and outside air supply to the area, if indoors, has been maximized to the extent possible.

3. Employees wearing respiratory protection in accordance with section 5144 or other title 8 safety orders (8 C.C.R. 5144 is available at the following web address: https://www.dir.ca.gov/title8/5144.html).

4. Employees who cannot wear face coverings due to a medical or mental health condition or disability, or who are hearing-impaired or communicating with a hearing-impaired person.

5. Specific tasks which cannot feasibly be performed with a face covering.

This exception is limited to the time period in which such tasks are actually being performed, and the unmasked employee shall be at least six (6) feet away from all other persons unless unmasked employees are tested at least twice weekly for COVID-19.

2. Required Use of Effective Non-Restrictive Alternative for Employees Exempted from Face Covering Requirement
The City’s policy requires that employees who exempted from wearing face coverings due to a medical condition, mental health condition, or disability wear an effective nonrestrictive alternative, such as a face shield with a drape on the bottom, if their condition or disability permits it.

3. Physical Distancing Required If Employee Is Not Wearing Face Covering or Non-Restrictive Alternative
1 Page: 14
Number: 1 Author: Author Date: 1/4/2021 9:00:00 PM
Where is the adopted policy that states these requirements? Is this a safety policy? 14 The City’s policy requires that any employees not wearing a face covering, face shield with a drape or other effective alternative, or respiratory protection, for any reason, shall be at least six (6) feet apart from all other persons unless the unmasked employees are tested at least twice (2x) weekly for COVID-19.

However, the City does not use COVID-19 testing as an alternative to face coverings when face coverings are otherwise required by this section.

4. Prohibition on Preventing Employees from Wearing Face Covering
The City does not prevent any employee from wearing a face covering when wearing a face covering is not required by this section, unless not wearing a face covering would create a safety hazard, such as interfering with the safe operation of equipment.

5. Communication to Non-Employees Regarding Face Covering Requirement
The City posts signage to inform non-employees that the City requires the use of face coverings at City worksites and facilities.

6. Policies to Reduce COVID-19 Hazards Originating from Persons Not Wearing Face Coverings
The City has developed COVID-19 policies and procedures to minimize employees’ exposure to COVID-19 hazards originating from any person not wearing a face covering, including a member of the public.

These policies include requiring that employees and non-employees wear face coverings at City worksites and facilities, that employees wear face coverings at other times, maintain physical distance from person not wearing a face covering, and observe proper hand hygiene.

H. OTHER ENGINEERING CONTROLS, ADMINISTRATIVE CONTROLS

AND PERSONAL PROTECTIVE EQUIPMENT (PPE)

1. Installation of Solid Partitions Between Workstations Where Physical Distancing is Not Possible
At fixed work locations where it is not possible to maintain the physical distancing requirement at all times, the employer shall install cleanable solid partitions that effectively reduce aerosol transmission between the employees and other persons.

2. Maximization of Outdoor Air
As provided above at Section IV.B.5., for indoor worksites and facilities, the City evaluates how to maximize the quantity of outdoor air.
15 Further, for City worksites and facilities with mechanical or natural ventilation, or both, the City has maximized the quantity of outside air provided to the extent feasible, except when the United States Environmental Protection Agency (“EPA”) Air Quality Index is greater than 100 for any pollutant or if opening windows or letting in outdoor air by other means would cause a hazard to employees, for instance from excessive heat or cold.

3. Cleaning and Disinfecting Procedures
The City’s cleaning and disinfecting policy requires the following:

1. Identifying and regularly cleaning and disinfecting frequently touched surfaces and objects, such as doorknobs, elevator buttons, equipment, tools, handrails, handles, controls, bathroom surfaces, and steering wheels. The City will inform employees and authorized employee representatives of cleaning and disinfection protocols, including the planned frequency and scope of regular cleaning and disinfection.

2. Prohibiting the sharing of personal protective equipment and to the extent feasible, items that employees come in regular physical contact with such as phones, headsets, desks, keyboards, writing materials, instruments, and tools. When it is not feasible to prevent sharing, sharing will be minimized, and such items and equipment shall be disinfected between uses by different people. Sharing of vehicles will be minimized to the extent feasible, and high touch points (steering wheel, door handles, seatbelt buckles, armrests, shifter, etc.) shall be disinfected between users.

3. Cleaning and disinfection of areas, material, and equipment used by a COVID-19 case during the high-risk exposure period.

Further, the City requires that cleaning and disinfecting must be done in a manner that does not create a hazard to employees or subcontracted employees.

4. Evaluation of Handwashing Facilities
To protect employees, the City evaluated its handwashing facilities in order to determine the need for additional facilities, encourage and allow time for employee handwashing, and provide employees with an effective hand sanitizer.

The City encourages employees to wash their hands for at least 20 seconds each time. 16 The City provides hand sanitizers approved by the CDC.

5. Personal Protective Equipment (PPE)
City policy provides for PPE.

The City evaluates the need for PPE, such as gloves, goggles, and face shields, to prevent exposure to COVID-19 hazards and provide such PPE as needed.

In accordance with applicable law, the City evaluates the need for respiratory protection when the physical distancing requirements, as provided herein, are not feasible or are not maintained.

In accordance with applicable law, the City will provide and ensure use of respirators in accordance when deemed necessary by Cal/OSHA through the Issuance of Order to Take Special Action.
17 I. IN ACCORDANCE WITH APPLICABLE LAW, THE CITY WILL

PROVIDE AND ENSURE USE OF EYE PROTECTION AND

RESPIRATORY PROTECTION WHEN EMPLOYEES ARE EXPOSED

TO PROCEDURES THAT MAY AEROSOLIZE POTENTIALLY

INFECTIOUS MATERIAL SUCH AS SALIVA OR RESPIRATORY
TRACT FLUIDS.REPORTING, RECORDKEEPING AND ACCESS

1. Reporting COVID-19 Cases to the Local Health Department In accordance with applicable law, the City will report information about COVID-19 cases at the workplace to the local health department.

Further, the City will provide any related information requested by the local health department.

2. Reporting Serious COVID-19 Illnesses and Deaths to Cal/OSHA In accordance with applicable law, the City will immediately report to Cal/OSHA any serious COVID-19-related illnesses or deaths of employees occurring at a City worksite or facility or in connection with any employment.

Further, in accordance with applicable law, the City will record any serious work-related COVID-19-related illnesses or deaths.

3. Maintenance of Records Related to the Adoption of the CPP In accordance with applicable law, the City will maintain records of the steps taken to implement this CPP.

4. Availability of the CPP for Inspection
The City will make this written CPP available to employees and employee organizations at City worksites or facilities.

Further, the City will make this written CPP available to Cal/OSHA representatives immediately upon request.

5. Records Related to COVID-19 Cases
The City DICO will keep record of and track all COVID-19 cases with the following information: (1) employee’s name; (2) contact information; (3) occupation; (4) location where the employee worked: (5) the date of the last day at the workplace; and (6) the date of a positive COVID-19 test.
18 In accordance with the Confidentiality of Medical Information Act (CMIA) and applicable law, the City will keep the employees’ medical information confidential.

In accordance with the CMIA and applicable law, the City will make this information available to employees and employee organizations with personal identifying information removed. The City will also make this information available as otherwise required by law.

J. EXCLUSION OF COVID-19 CASES

1. Exclusion of COVID-19 Cases from City Worksites and
Facilities
The City will ensure that COVID-19 cases are excluded from the workplace until the individual satisfies the minimum return to work criteria provided for in Section IV.K.

2. Exclusion of Employees with Close Contact COVID-19
Exposures from City Worksites and Facilities
The City will exclude employees with close contact COVID-19 exposure from the workplace for 14 days after the last known close contact COVID-19 exposure.

3. Provision of Benefits to City Employees Excluded from Work as a Result of a Positive COVID-19 Test or Diagnosis or a Close Contact COVID-19 Exposure
a. Employees Who Are Able to Temporarily Telework
During Isolation or Quarantine Period
The City will allow employees who are able to temporarily telework, and are able and available to work, to telework during the isolation or quarantine period. The City will provide these employees their normal compensation for the work that they perform for the City during the isolation or quarantine period.
b. Employees Who Are Unable to Temporarily Telework
During Isolation or Quarantine Period
The provision of benefits described below does not apply to either: (1) employees who the City can demonstrate that the close contact COVID-19 exposure was not workrelated; and (2) employees who are unable to work for reasons other than protecting employees and non-employees at City worksites and facilities from possible COVID-19 transmission. Such employees may still use paid annual leave for the purpose of receiving compensation during the isolation or quarantine period if they elect to do so. 19 For other employees, the City will require that employees who are unable to telework temporarily but are otherwise able and available to work use paid annual leave to receive compensation during the isolation or quarantine period. Employees retain their entitlement to elect not to use other earned or accrued paid leave during this time. The City may provide such employees who are unable to telework, but who do not have any annual leave available, paid administrative leave in order to receive compensation during the isolation or quarantine period.

For all employees who are subject to an isolation or quarantine because of a COVID-19 case or a close contact COVID-19 exposure, the City will maintain the employees’ seniority and all other employee rights and benefits, including the employees’ right to their former job status, during the isolation or quarantine period.

The City may consider benefit payments from public sources, including under the FFCRA and Labor Code section 248.1 (until December 31, 2020 or longer if FFCRA leave and/or Labor Code section 248.1 leave is extended), in determining how to maintain earnings, rights and benefits, where permitted by law and when not covered by workers’ compensation.

4. Adherence with Laws, Policies, and/or Agreements Providing Excluded Employees Greater Protections
The obligations set forth in this section do not limit any other applicable law, City policy, or collective bargaining agreement that provides employees with greater protections or benefits.

5. Provision of Information Concerning Benefits to Excluded Employees
At the time of exclusion, the City will provide the excluded employees the information on benefits to which the employees may be entitled under applicable federal, state, or local laws.

This includes any benefits available under workers’ compensation law, the FFCRA, Labor Code sections 248.1 and 248.5, Labor Code sections 3212.86 through 3212.88, [any applicable local governmental requirements], the City’s own leave policies, and leave guaranteed by contract.

K. RETURN TO WORK CRITERIA

1. Minimum Criteria to Return to Work for Symptomatic COVID-19 Cases
City policy requires that COVID-19 cases with COVID-19 symptoms remain at their home or place of residence and not report to any worksite or facility until they satisfy each of the following conditions:
20 1. At least 24 hours have passed since a fever of 100.4 or higher has resolved without the use of fever-reducing medications.

2. COVID-19 symptoms have improved; and

3. At least 10 days have passed since COVID-19 symptoms first appeared.

2. Minimum Criteria to Return to Work for Asymptomatic COVID19 Cases City policy requires that COVID-19 cases who tested positive but never developed COVID-19 symptoms not report to any City worksite or facility until a minimum of 10 days have passed since the date of specimen collection of their first positive COVID-19 test.

3. COVID-19 Testing Not Required in Order to Return to Work In accordance with CDC guidance concerning symptom-based strategies for the discontinuation of isolation, the City does not require employees submit to a COVID-19 test, or produce a negative COVID-19 test result, in order to return to work.

4. Minimum Criteria to Return to Work for Employees Directed to Self-Quarantine or Isolate by a State or Local Health Official If employees are subject to an isolation or quarantine order issued by a state or local health official, City policy requires that the employees not report to any City worksite or facility until the period of isolation or quarantine is completed or the order is lifted.

If the order did not specify a definite isolation or quarantine period, then the period shall be 10 days from the time the order to isolate was effective, or 14 days from the time the order to quarantine was effective.

5. Allowance by Cal/OSHA for an Employee to Return to Work If there are no violations of state or local health officer orders for isolation or quarantine, Cal/OSHA may, upon request, allow employees to return to work on the basis that the removal of employees would create undue risk to a community’s health and safety.

In such cases, the City will develop, implement, and maintain effective control measures to prevent transmission in the workplace including providing isolation for the employees at the City worksite or facility and, if isolation is not possible, the use of respiratory protection in the workplace.