NV OSHA Issues Updated COVID-19 Guidance

Volume: 20 | Issue: 43
June 28, 2021

On June 24, 2021, the Nevada Occupational Safety and Health Administration (NV OSHA) released updated COVID-19 guidance to address the federal OSHA’s guidance and new temporary standard for healthcare issued on June 10.

First, NV OSHA is adopting (without changes) the federal OSHA’s new Emergency Temporary Standard (ETS) for certain healthcare workplaces. The ETS will be effective in Nevada on July 1, 2021, and covered employers must comply with most provisions within 14 days. NV OSHA provides an overview of the ETS and resources for covered employers.

Second, for all other businesses, NV OSHA is providing an updated COVID-19 guidance to replace its May 14 guidance. Employers should carefully review and follow this document as it is different than the guidance provided by the federal OSHA.

For example, NV OSHA requires employers to continue to provide and require face coverings for unvaccinated employees but also requires an employer to conduct a job hazard analysis before allowing vaccinated employees to remove face coverings. The federal OSHA did not impose such a requirement for the vaccinated and instead specifically stated that most employers “no longer need to take steps to protect their fully vaccinated workers who are not otherwise at-risk from COVID-19 exposure.” NV OSHA also requires higher-risk workplaces, “such as manufacturing, meat and poultry processing, high-volume retail and grocery, and seafood processing to conduct a job hazard analysis for each task or procedure that could be affected by the hazard of COVID-19.”  

We encourage all employers to review this new guidance which also addresses social distancing, sanitation, and monitoring requirements. As always, KZA attorneys are available to assist you.

KZA Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.

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