►
Description
Join Santa Clara County Public Health officials as they conduct a community forum to discuss the new Santa Clara County Health Order, vaccines updates, the latest workplace OSHA requirements, and resources in our County.
Recorded June 9, 2021.
The City of Cupertino would like to express its thanks to the County of Santa Clara for the use of their video materials during the COVID-19 pandemic.
For more information regarding the impact of the COVID-19 outbreak in Cupertino, please visit https://www.cupertino.org/coronavirus
B
Good
afternoon
my
name
is
corina
public
information
officer
for
the
santa
clara
county
emergency
operations
center.
We're
happy
to
be
back
at
our
community
forum
here
in
conversation
with
the
county.
We
have
an
amazing
guest
coming
up,
but
before
that,
I'm
going
to
give
an
update
as
to
where
our
country
county
currently
stands
with
covet
19
and
vaccines.
B
B
However,
within
our
hispanic
and
latino
community,
it
should
be
noted
that
only
55.1
percent
of
of
our
community
has
been
vaccinated,
even
though,
as
an
entire
county,
we
we
do
have
a
large
number.
We
still
have
not
vaccinated
and
if
you
can
see
on
the
chart
here
where
it
breaks
it
down
on
the
demographics,
our
community
continues
to
be
the
lowest
number.
B
That's
been
vaccinated
next
slide,
please,
and
so
just
a
reminder
that
all
individuals
in
our
county,
ages,
12
and
older
are
currently
eligible
for
a
vaccine,
and
actually,
I
did
say
within
our
county,
we
are
opening
it
up
to
all
individuals
in
ages.
12
and
older
are
eligible
for
a
vaccine,
so
just
a
reminder
to
visit
scc
freebacks.org
to
make
an
appointment,
or
you
can
also
call
211
to
schedule
your
appointments
next
slide,
and
so
these
are
the
locations.
This
week
with
multiple
drop-in
days,
we
have
the
fairgrounds
expo
hall.
B
We
have
eastridge
mall
with
the
times
and
dates
there.
We
have
emmanuel
baptist
church
and
we
have
connexion
and
before
we
go
to
the
next
slide,
I
do
want
to
highlight
that
some
of
our
sites
on
this
page,
even
though
we're
we
will
continue
to
provide
vaccines
at
the
fairgrounds,
the
times
may
change,
and
so
please
make
a
note
there
and
locations.
Maybe
so
just
take
a
note
there
fairgrounds
gate
d
and
then
the
specific
times
and
dates,
and
then
emmanuel
baptist
church
will
continue.
B
B
And
then
we
have
the
mexican
heritage,
plaza:
gilroy,
high
school,
overfelt,
high
school
and
valley
health
center
of
east
valley.
I
do
want
to
highlight
on
this
page
that
gilroy
high
school
will
be
closing
on
july.
8Th
is
a
date
that
I
have
so
I
do
want
to
highlight
that
if
you
live
in
gilroy-
and
that
is
the
closest
place
to
you-
and
if
you
haven't
gotten
your
appointment
yet
or
haven't
gotten
vaccinated,
please
make
sure
to
go
this
week.
B
We
are
shifting
those
to
go
to
the
fairgrounds
and,
like
I
mentioned,
on
gilroy
high
school,
that
will
close
on
july
8th
and
those
who
plan
to
get
the
second
dose
or
those
who
still
need
a
second
dose
after
that
date
we'll
be
going
to
vhc
in
gilroy
and
then
mountain
view,
the
community
center.
We
don't
have
a
closing
date
so,
but
there
is
a
plan
there
to
send
anyone
getting
the
second
dose
at
vhc
and
sunnyvale,
but
please
take
a
note
of
that.
If
you
haven't
haven't
made
your
appointment.
B
And
just
a
reminder
to
continue
to
follow
these
core
principles
to
stay
safe,
get
vaccinated,
stay
masked,
maintaining
six
feet,
distance
from
others
avoid
crowds
stay
outdoors,
get
tested,
especially
if
you
are
a
frontline
worker
or
exposed
to
the
public,
so
just
reminders
to
continue
to
be
safe.
Next
slide.
Please-
and
I
do
want
to
highlight
a
special
event
that
we
have
going
on
tomorrow
at
the
paypal
park,
which
is
where
the
earthquakes
play.
B
B
There
will
be
food
activities
for
the
entire
family,
so
tomorrow
night
between
4
and
7
30
take
your
family,
get
some
goodies,
get
an
autograph
get
to
know
these
amazing
players
that
are
here
currently
in
san
jose
and
also
get
your
vaccine,
and
so
some
people
have
asked.
If
I
already
have
my
vaccine,
can
I
go
so?
Yes,
you
can
come
and
to
be
able
to
be
a
part
of
this.
B
B
Make
sure
that
those
of
you
who
don't
have
a
vaccine
yet
get
it,
and
if
all
of
you
have
it
bring
a
friend
who
maybe
hasn't
gotten
the
vaccine,
bring
their
family
to
and
make
it
a
big
family
event
and
get
your
vaccines,
especially
now
that
we've
opened
it
up
to
the
12
and
older
next
slide.
Please-
and
so
I
just
want
to
highlight.
B
But
we
are
san
jose,
strong
and
we'll
continue
to
move
forward
supporting
one
another,
and
so
I
I
did
want
to
highlight
some
of
the
things
that
were
going
to
be
focused
on
that
day
that
weren't
today
and
so
in-
regards
to
the
yellow
tier.
Some
people
still
might
not
understand
where
we've
been
where
we're
going.
We
also
know
that
there's
gonna
be
some
possible
changes.
What
we
hear
as
of
june
15th
that
the
governor
will
be
highlighting,
and
so
we
just
did
not
want
to
miss
this
day.
B
I
know
some
of
you
were
asking.
Well,
what's
the
update's
going
to
be?
If
you
know
we
hear
the
june
15th,
we
want
to
make
sure
that
we
mark
this
day,
since
we
promise
our
community
that
we
are
having
our
community
forums
every
other
week
with
at
least
the
updates
that
we
have
up
until
now.
So
in
regards
to
the
yellow
tier
that
we
entered
as
you
all
know,
and
have
been
on
for
some
time
now,
the
changes
include
maximizing.
Telework
is
no
longer
required
by
businesses.
B
B
B
And
also
some
of
the
changes
include
requiring
employers
to
collect
information
about
their
employees.
Vaccination
status
employees
will
choose
from
the
following
options.
I
am
fully
vaccinated.
I
receive
my
second
dose
of
pfizer
or
moderna
vaccine
or
my
single
dose
of
johnson
johnson
vaccine.
Less
than
two
weeks
ago,
I
received
my
first
dose
of
medorna
or
pfizer,
and
my
second
appointment
is
scheduled
or
I
have
not
yet
been
vaccinated,
but
I
have
already
scheduled
an
appointment
to
receive
my
first
dose
of
vaccine.
B
B
B
We
wanted
to
highlight
some
of
the
resources
that
might
be
helpful
to
you
and
or
your
family,
so
the
covert
support
line,
808
7770
and
that's
for
any
questions
regarding
covid,
I'm
going
to
highlight
just
a
few
on
here.
The
mental
health
services
number
the
1-800-704-0900
also
the
crisis
hotline
24
7.
B
Thank
you
next
and
just
reminders
of
phone
numbers
to
make
your
appointment
to
get
your
vaccination.
Any
questions
regarding
covid
call
center
211
or
you
can
call
408
9700,
and
you
will
get
a
help
in
any
language
that
we
provide
here
and
then
also
again
for
those
of
you
who
prefer
to
text.
You
can
text
the
message
covert19
to
211211
for
any
questions.
You
might
have
next
slide
great.
Thank
you!
So
much
and
now,
as
I
mentioned,
we
have
an
amazing
guest
who's
been
with
us
before.
B
Some
of
you
who
have
joined
us
in
the
past
will
remember
her.
We
have
ruth
silverton
and
she
is
the
employment
law
supervising
attorney
at
step
forward
foundation
and
the
katherine
and
george
alexander
community
law
center
at
santa
clara
university
school
of
law.
She
also
supervises
the
santa
clara
county
office
of
labor
standards
enforcement,
legal
advice
line.
B
C
Thank
you
so
much
next
slide,
so
I
am
going
to
talk
a
little
bit
about
the
laws
around
vaccination
and
I'm
I've
organized
it.
So
I'm
going
to
talk
about
the
osha
standards
and
the
standards
that
the
eoc
and
dfeh
have
now.
The
eoc
is
the
agency,
the
federal
agency,
which
is
charged
with
enforcement
of
discrimination
laws
and
the
dfeh
is
the
state
agency
that
is
charged
with
enforcement
of
discrimination
laws.
So
osha
came
out
with
a
revised
emergency
temporary
standard.
C
If
you're
indoors
and
you're
fully
vaccinated
without
covid19
symptoms,
you
don't
need
to
wear
face
coverings
in
a
room
where
everyone
is
fully
vaccinated
and
doesn't
show
symptoms.
However,
if
there's
a
mixture
of
vaccinated
and
unvaccinated
people,
everybody
has
to
wear
a
mask
outdoors.
If
you're
fully
vaccinated
without
symptoms,
you
don't
have
to
wear
a
mask.
C
However,
if
you're
not
fully
vaccinated
and
you're
outdoors,
you
have
to
wear
a
mask
and
you
have
to
stay
six
feet
apart
next
slide.
Please
so
employers
can
eliminate
physical,
distancing
and
barriers
for
workers
indoors
and
outdoors
at
mega
events,
but
they
have
to
provide
n95,
masks
or
respirators
to
everybody,
who's
unvaccinated
for
voluntary
use
and
after
july,
31st
there's
no
more
barriers,
but
employers
must
provide
all
unvaccinated
workers
with
n95s
for
voluntary
use.
Next
slide.
C
The
prevention
trainings
must
include
information
on
how
that
how
the
vaccine
is
effective
and
protects
against
transmissions
and
serious
illness
and
fully
vaccinated
workers
who
don't
have
covet
symptoms
no
longer
need
to
be
excluded
from
the
workplace.
In
other
words,
you
don't
have
to
quarantine
if
you're
fully
vaccinated-
and
you
don't
have
symptoms
even
if
you've
been
in
close
contact.
C
C
C
So
if
you
object
to
the
vaccine
on
the
basis
that
you
have
a
disability
that
prevents
you
from
being
vaccinated,
the
employer
has
to
have
a
dialogue
with
you
legally.
It's
called
enter
into
or
engage
in
the
interactive
process.
Basically
talk
to
you
have
a
dialogue
with
you
and
accommodate
you
and
those
accommodations.
These
are
just
some
examples:
working
from
home
or
implementing
safeguards
at
the
work
site.
So
that
you
won't
endanger
other
employees,
so
the
next
slide
deals
with
that
religious
accommodation
that
I
talked
about.
C
So
basically,
if
you
don't
have
a
disability
or
sincerely
held
belief
or
practice,
the
employer
does
not
have
to
accommodate
you
at
all,
and
employers
can
discipline.
You
use
reasonable
discipline,
airy
policies
and
practices
if
you
resist
getting
or
you
won't
get
vaccinated
and
the
reason
is
unrelated
to
disability
or
you're,
sincerely
held
religious
belief
and
practice.
But
this
is
very
important.
C
The
employer
cannot
discipline
you
because
you
request
an
accommodation.
So
let's
say
you
request
an
accommodation
and
you
go.
You
say
my
religion,
you
know,
prohibits
it
or
I
am
disabled
and
you
need
to
accommodate
me
even
if
it's
later
determined
that
no,
those
aren't
good
reasons
in
your
particular
case.
You
can't
be
disciplined
for
asking
for
an
accommodation,
so
that's
really
important.
C
C
If
they
have
a
mandatory
program,
let's
say
they
require
you
to
have
vaccinations
to
work.
They
can
ask
certain
pre-vaccination
screening,
questions
that
can
elicit
information,
but
they
have
to
be
job-related
and
consistent
with
business
necessity.
They
can't
just
ask
you
a
lot
of
invasive
questions,
but
you
know
they
could
ask
whether
you
know
you
have
a
fever
or
you
know
something
like
that
about
your
symptoms,
and
this
is
also
very
important.
C
They
have
to
keep
any
records
of
vaccination
confidential
because
they're
confidential
medical
records,
so
the
next
laws
we
have
to
look
at
are
the
federal
laws
which
are
the
ada
americans,
with
disability
act
and
the
genetic
information
non-discrimination
act
that
has
to
do
with
some
genetic
conditions
or
something
about
your
genetic
makeup
that
the
employer
might
use
to
discriminate
against
you.
So
what
does
the
eeoc
say
about
inquiries
about
vaccination?
C
C
C
I
can't
this
can't
happen
because
of
hipaa,
so
hip-hop
does
hip-hop
prohibit
the
employer
from
asking
about
my
vaccine
status.
That's
the
question
that
I've
had
asked.
Hipaa
only
applies
to
health
care
providers.
It
does
not
apply
to
employers,
it
doesn't
apply
to
your
restaurants,
grocery
stores,
friends,
anything
it's
just
health
care
providers.
Hipaa
only
applies
to
specific
health
related
entities
such
as
insurance
providers,
health
care,
clearing
houses
and
health
care
providers.
They
are
not
allowed
to
disclose
your
medical
information.
C
That
means
that,
even
if
your
friend
favorite
restaurant
grocery
store,
were
to
publicly
share
private
details
about
your
health,
they
would
not
be
violating
hipaa.
There
may
be
some
other
laws,
but
not
hipaa,
but
under
the
americans
with
disabilities
act.
The
employer
cannot
share
your
health
information,
so
they're
right
that
the
employer
can't
share
your
health
information,
but
it
is
not
because
of
hipaa.
C
C
So
there
was
this,
may
18
2021
directive
health
order
that
came
out
and
it
does
allow
employers,
and
we
could
see
that
this
is
consistent
with
state
and
federal
law
to
determine
the
vaccination
status
of
employees
and
it's
not
just
employees.
It's
contractors,
interns,
volunteers,
even
gig
workers
who
work
on
site.
C
So
as
of
january
1st,
the
employer
in
our
county
was
allowed
to
ask
that
question
and
the
employers
may
keep
a
record
reflecting
each
person's
vaccination
status
and
simply
document
the
employer's
review
of
either
the
vaccine
card,
or
you
saw
the
certification
earlier
with
the
questions
on
it
or
that
form,
but
they
are.
There
also
is
confidentiality
here,
not
because
of
hipaa,
but
it
is
in
this
law
too,
as
well
as
the
ada
that
employers
must
treat
this
information
confidentially
and
they
have
to
keep
these
these
records.
C
As
you
heard,
things
are
in
flux,
it
may
change
by
june
15th
and
there,
as
you
also
heard,
employers
are
no
longer
required
to
maximize
telework
or
submit
social
distancing
protocols
and
there's
no
mandatory
directive
on
capacity
limitations.
Now
employees
who
decline
next
slide
to
provide
vaccination
status,
no
one's
forcing
you
so
far
to
get
a
vaccine
according
to
this
directive.
C
If
you
decline
to
provide
your
status,
let's
say
you
don't
want
to
tell
them.
If
you
don't
want
to
tell
them,
then
you
are
presumed
to
be
unvaccinated
and
that's
true.
According
to
these
other
laws
too,
if
you're
not
going
to
tell
them
or
show
them,
then
you're
presumed
to
be
unvaccinated
and
under
this
law
or
this
order,
employers
must
ask
workers
who
were
unvaccinated
or
who
declined
to
disclose
their
status
for
an
updated
status.
Every
14
days
june,
15,
29
july
31st
and
document
their
status
and
imp
now
people
are
were
asking.
C
Is
this
only
for
workers
that
are
working
on
site?
What,
if
you
are
still
teleworking
or
working
remotely
well,
this
directive
does
require
people
who
work
on
site
to
disclose
their
vaccination
status,
but
it
strongly
encourages
determining
the
vaccination
status
of
people,
everyone,
even
people
who
are
working
remotely.
It
doesn't
mandate
it,
but
it
says
we
strongly
recommend
and
businesses
that
fail
to
comply
are
subject
to.
Enforcement
may
be
required
to
pay
fines
up
to
five
thousand
dollars
per
violation
per
week,
so
next
slide
unvaccinated
workers.
C
All
employers
must
provide
information
on
how
to
get
vaccinated
to
all
personnel,
not
vaccinated,
even
if
you're
remote
working
on
site
remote
and
if
you're
not
fully
vaccinated
and
you're
in
close
contact
to
a
confirmed
case,
you
can
be
ex
you,
you
must
must
be
so
if
you're
not
vaccinated
and
you're.
In
close
contact
to
someone
who
has
covid,
you
must
be
excluded
from
the
workplace.
In
other
words,
you
must
quarantine
for
the
duration
of
the
applicable
quarantine
or
isolation
periods.
C
So,
basically,
if
you
aren't
fully
vaccinated,
in
other
words,
let's
say
you
just
had
one
vaccine
and
it
was
moderna
or
pfizer.
You
didn't
get
the
second
one,
if
you're
in
close
contact,
which
is
six
feet,
distance
for
over
15
minutes
for
and
the
person
you
were
in
close
contact
with
has
covered.
Then
you
have
to
be
excluded
from
the
workplace.
C
So
I'm
now
pivoting
to
the
sick.
Leave
next
slide,
so
we
still
have
in
effect
and
the
supplemental
state,
sick
leave
policy
and
that
was
enacted
march
29th.
So
if
you
are,
if
there's
26
or
more
employees
where
you
work,
then-
and
you
can't
work
because
of
illness
or
exposure
to
covid
or
vaccination
and
recovery-
and
I
do
want
to
point
out
that
it's
not
anticipatory-
in
other
words,
I'm
getting
my
vac
second
vaccine,
everyone
else
gets
sick,
I'm
sure
I'll
get
sick.
So
I'm
asking
for
the
day
off.
C
No,
you
have
to
actually
have
a
fever
chills.
You
know
whatever,
whatever
symptoms
make
it,
so
you
can't
work,
but
you
do
get
pay
for
vaccination
and
recovery
also,
if
you're
caring
for
family
members
who
were
who
have
covid
or
if
the
school
is
closed
or
there's
a
quarantine
because
of
covet
exposure
on
the
premises.
C
C
So
if
you
took
off
work
because
of
of
any
of
these
reasons
between
january
1st
and
and
march
29th,
even
you
are
still
covered
after
march
29th
you're
covered
obviously
before
that
you're
still
covered,
and
they
cannot
force
you
to
take
your
sick
days
or
vacation
or
any
sick
leave.
You
have
so
if
you
used
it,
you
can,
you
know,
get
that
back.
So
that's
really
really
important
and
the
next
is
california
paid,
sick
leave
and
the
san
jose.
C
So
everybody
most
people
know
we
all
get
three
days
paid
sick
leave
per
year.
You
accrue
it
one
hour
at
a
time
up
to
one
hour,
I'm
sorry
for
each
30
hours,
you
work
so
each
every
time
you
work
30
hours.
You
get
one
hour
of
sick
pay
up
to
three.
You
can
accumulate
another
three
and
then,
but
you
have
to
use
it
the
next
year.
C
Sometimes
the
employer
can
just
give
it
to
you
up
front
if
they
choose
to
do
that,
they
could
do
it
or
you
could.
You
could
accrue
it
or
accumulate
it
or
have
it
at
this
one
hour
for
each
30
hours.
You
work
now
check
your
pay
stub,
because
there's
big
penalties
if
the
employer
does
not
put
on
the
pay
stub
how
how
many
hours
you
have
used
have
left
of
your
sick
leave
of
this
sick
pay.
Also
that
supplemental
pay.
C
C
C
If
you
have
symptoms
and
are
seeking
a
diagnosis
or
you
have
to
stay
home
to
take
care
of
a
child
because
the
school
is
closed,
so
next
slide.
So
even
though
osha
has
revised
some
of
its
its
directives
and
rules,
it
still
has
they
call
it.
Exclusion
pay
it's.
Basically,
if
you
need
to
quarantine,
that's
what
it
means.
So
the
first
question
is:
must
an
employer
pay
an
employee
while
the
employee
must
quarantine
and
has
no
symptoms?
C
C
Well,
you
can
you
get
your
number
from
workers
comp,
you
know
the
claim
number
and
then
you
apply
for
state
disability,
while
they're
trying
to
figure
out
what
they're
going
to
do
about
that
objection
by
the
employer
that
you
didn't
get
it
at
work
and
you
can
get
state
disability.
So
there's
a
question
on
the
state
disability
forum:
did
you
get
you
know?
Is
this
work
related,
you're,
gonna,
say
yes
and
then
there'll
be
a
pop
up,
which
will
ask
you
what
your
claim
number
is
for
workers
comp?
C
Normally,
if
you
say
it's
work
related
and
you
didn't
apply
for
workers
comp,
you
won't
get
state
disability.
You
need
to
have
that
number.
Okay.
So
then
there's
another
law
that
was
in
effect
because
employers
weren't
telling
and
next
slide
employees
when
they
were
exposed
to
covid
they
weren't
telling
them
what
sanitation
measures
they
were
using.
So
this
law
got
signed
by
the
governor
and
it
says
the
employer.
C
If
the
employer
receives
notice
of
a
potential
exposure
to
covid,
they
have
to
tell
the
employees
within
one
business
day,
because
people
were
hearing
it
from
word
by
word
of
mouth.
Also,
the
employer
is
supposed
to
tell
you
about
the
benefits
and
options.
In
other
words,
the
you
know:
the
supplemental,
sick
pay
state
disability,
whatever
you
could
get
while
you're
out
of
work,
there's
also
laws
sick
leave
laws
too.
I
mean
disability
laws.
Let's
say
you
have
long
covid.
C
C
But
even
if
you
haven't
worked
there
a
year,
you
could
still
get
the
time
off
as
a
reasonable
accommodation
under
the
disability
laws.
And
then
you
can
get
state
disability,
so
the
employer
needs
to
inform
you
of
all
of
your
benefits
and
options,
and
also
the
employer
has
to
tell
you
about
their
disinfection
and
safety
plan.
C
So
the
next
slide-
and
I
think
hopefully
all
of
you
know
this-
the
county
will
provide
transportation
to
and
from
a
hotel
pay
for
a
motel
or
a
hotel,
provide
three
meals
a
day,
laundry
and
pay.
If
you
can't
quarantine
at
home
and
that's
for
lower
income
people
and
also,
let's
say
you-
can
stay
home
they'll
shop
for
your
groceries,
provide
cleaning
supplies.
C
So
the
next
slide
is
our
legal
advice
line.
So
we
have
an
advice
line
and
it
is
in
a
number
of
languages,
so
you
would
call
this
is
for
both
employers
and
employees.
We
do
get
employers
calling
with
questions
employees
and
we're
all
employment
law
attorneys
and
line.
One
is
me,
that's
english
line.
Two
is
spanish
you're
going
to
be
hearing
from
daniel
menendez
at
four
o'clock,
the
pr
a
presentation
in
spanish
and
he's
on
the
spanish
line,
as
well
as
another
attorney
hector?
C
C
So
that's
our
legal
advice
line
and
we
we
answer
any
workplace,
related
questions,
any
legal
questions
regarding
your
rights
at
work,
if
you're
an
employee
and
your
obligations
at
work.
If
you
you
know
in
the
workplace,
if
you're
an
employer
and
we're
always
happy
to
speak
with
you,
I
do
want
to
say
we
also
file
public
health
complaints
and
those
complaints
can
be
anonymous.
C
So
if
you,
if
you
don't
feel
comfortable,
you
have
actually
three
options:
one
is
anonymous,
the
other
is
private,
and
what
that
means
is
that
you
leave
your
email
address.
Only
the
county
will
know
that
they're
not
going
to
share
it
with
the
employer,
but
they
will
tell
you
when
they've
concluded
the
investigation
or
any
other
information
that
they're
there,
they
they're
able
to
provide
to
you
and
then
the
last
one
is
open.
C
B
B
You
can
always
rewind
this
video
later
and
jot
down
that
number
or
write
it
down
now
and
or
let
anybody
that
might
need
the
service
and
resource
no,
and
so
now
we're
gonna
move
over
to
our
q
a
session
and
just
want
to
remind
our
public
our
audience
that
if
you
have
any
questions
for
ruth
you
know
remember
she
is
an
attorney.
She
is
here
to
answer
questions,
and
so,
let's
take
advantage
of
this
time
with
her
we're
blessed
to
have
her
here,
answering
any
questions.
B
B
So
thank
you
for
tuning
in
kathleen
and
then
we
have
david
sampson
again,
who,
understandably,
you
know,
states
that
children
shouldn't
have
to
stay
home.
You
know
so
such
a
difficult
time
right.
You
know
for
those
of
us
who
have
children
who
are
not
even
of
age
to
be
vaccinated,
and
so
thank
you
for
tuning
in
as
a
parent.
B
I
can
relate
to
to
you
and
then
we
have
girish
narong
who
asks
about
data
regarding
the
percentage
of
people
who
are
contracting,
coveted
and
hospitalized
in
spite
of
having
vaccine.
So
I
don't
have
that
off
hand
with
me,
but
I
will
look
into
that
and
at
our
next
community
forum,
hopefully
have
an
update
with
you
regarding
data
on
that.
B
Thank
you
for
your
question
and
being
here
and
then
we
have
ken
who
also
has
his
thoughts
around
not
very
clear,
but
I'm
assuming
some
of
the
presentation
that
was
done
today.
Thank
you,
ken
for
tuning
in
we
have
girish
narong,
who
says,
are
employers
exempt
from
lawsuits
if
employee
contracts
covered
that
can
be
traced
to
the
facility,
so
ruth
we're
gonna,
I'm
gonna
repeat
the
question
this
one's,
for
you
are
employers
exempt
from
lawsuits
if
employees
contract
covid
that
can
be
traced
to
their
facility.
C
Workers
compensation
covers
any
injury
or
illness
from
work,
so
the
employer
he
could
file
a
workers
comp
claim
they
couldn't
sue
in
court.
If
there's
a
third
party,
they
can
always
sue
the
third
party,
but
with
covet,
if
they
just
caught
it
from
work,
they
could
file
a
workers
comp
claim.
In
certain
cases,
workers
comp
has
a
presumption
of
certain
workers,
health
care
workers
that
they
did
catch
it
at
work
with
others,
there's
more
proof,
it's
more
difficult
and,
as
I
said,
employers
pay
into
workers
comp.
C
If
they
don't
have
workers
comp,
they
can
get
in
trouble
and
have
big
penalties,
but
there's
also
an
uninsured
fund
as
well.
If
an
employer
doesn't
carry
workers
comp,
it's
also
a
crime
not
to,
but
it
would
be
just
you
know
they
pay
their
comp
premiums,
they
pay
them
just
like
they
pay
into
unemployment.
They
pay
into
workers,
comp
employees,
pay
into
state
disability
and
paid
family
leave,
but
they
pay
into
that.
C
And
if
there
were
a
claim
you
know,
then
their
workers
comp
carrier
would
handle
it,
but
there's
no
exemption
for
employers.
If
people
contracted
on
the
facility,
I
think
you're
you
might
be
thinking
about
these
vaccine
manufacturers
and
whether
you
know,
if
there's
some
injury
if
they
can
be
sued,
but
that's
different.
That's
that's
not
the
same
as
workplace.
B
B
So
I'm
going
to
go
on
to
john
voucher's
comment
here
in
a
business
where
customers
are
present,
do
all
employees
need
to
wear
a
mask
because
the
vaccination
status
of
customers
cannot
be
determined,
and
so
I
don't
know
ruth
that's
an
answer
that
you
know,
or
I
know
things
are
going
to
change
so,
do
you
have
a
definite
answer
for
now?
If
not,
we
can
come
back
with
an
answer
to
john.
C
I
think
I
think
that's
a
good
question.
All
of
these
laws
right
now
deal
with
whether
all
of
the
employees
have
been
vaccinated.
The
county
you
still
have
to
wear
masks.
The
osha
rule
is
that
if
all
of
the
employees
are
vaccinated,
you
don't,
but
I
certainly
think
that
it
would
be
wise
to
wear
a
mask.
If
you
don't
know
the
status
of
the
customers.
B
Absolutely
thank
you.
Thank
you,
john.
For
joining
us.
We
have
john
lee
who
also
joined
us.
Thank
you.
We
have
eric
sanch,
who
stated
good
presentation,
ruth
as
you
were
presenting
so
just
wanted
to
highlight
that
honor
your
time
here.
Thank
you
and
we
have
micah
williams,
who
appears
to
be
for
the
max
and
again
I
want
to
focus
on
honor
ruth's
time
here.
So
I
want
to
focus
on
questions
to
her
chris
giannatto.
B
Will
santa
clara
county
be
fully
open
on
june
15th
and
I
think
that's
a
question
we
all
have
right.
You
don't
know
yes,
so
we
will
be
getting
a
director
from
the
governor
from
the
state
and
yeah.
We
will
see
what
happens
on
june.
15Th,
that's
a
magic
date
that
we're
all
waiting
on.
Thank
you,
chris.
For
joining
us,
we
have
my
dfam,
who
stated
great
presentation
roots
over
top.
C
I
do
want
to
say
that
mai
is
a
wonderful
attorney
and
someone.
I
I
deeply
respect
and
she
we
partner
with
va
bank
and
also
with
my
fan
and
her
office,
to
to
hold
clinics,
at
least
before
covid,
in
the
community,
for
vietnamese
americans
and
and
she
does
great
work
she's
an
excellent
attorney.
They
have
immigration
and
family
law.
B
Awesome,
thank
you
mike
for
your
work
and
thank
you
ruth
for
giving
that
shout
very
important
shout
out,
and
then
we
have
mary
jensen
who
stayed
our
children
under
11
and
are
not
vaccinated.
Yet
how
do
we
keep
them
safe
and
for
some
of
us
that
are
parents
of
children
under
11?
I
think
there
was
a
suggestion
you
know
on
top,
but
really,
I
think
you
know
as
just
wearing
my
parent
hat
right,
which
is
part
of
the
reason
why
I
will
continue
to
wear
my
mask.
B
You
know
and
hopefully
do
my
best
to
encourage
those
folks
around
me,
especially
my
family.
I
spend
time
with
to
get
vaccinated
so
that
we
can
be
safe,
but
that's
a
very
good
question.
I'm
gonna
also
take
it
back
to
our
management
and
see,
if
there's
some
sort
of
guidance
that
we
can
come
back
with
on
behalf
of
the
santa
clara
county,
and
then
we
have
thank
you,
mary
for
joining
us,
laura
martino
who
states
as
a
sole
proprietor
leasing
a
space
in
a
salon.
C
C
C
I
I
don't
see
any
changes
in
the
employer's
right
to
mandate,
vaccines
with
the
two
exceptions,
disability
and
religion,
but
in
terms
of
you
know
whether
if
everybody
is
vaccinated
or
unvaccinated,
when
you
will
be
wearing
masks
that
may
be
maybe
different.
I
know
with
osha
what
they
thought
was.
It
would
be
just
too
difficult
to
determine
who's
vaccinated,
who
isn't?
C
And
so,
if
anybody
is
vaccinate
is
unvaccinated,
everybody
should
wear
masks
other
rules,
the
county
one
is,
everyone,
should
wear
masks,
but
that
may
very
well
change
on
june
15th.
So
I'm
happy
to
send
updates
after
june
15th
and
I'm
hoping
we
have
a
little
more
certainty
for
a
longer
period
of
time,
but
we're
all
dealing
with
a
very
fluctuating
situation.
B
C
Well,
the
employer
will
know
and
hr
will
know
and
they'll
be
allowed
to.
You
know
say
everybody
should
wear
me.
Everybody
must
wear,
masks,
they're,
not
disclosing
who
specifically
is
unvaccinated
or
vaccinated,
but
they
will
tell
you
and,
as
a
matter
of
fact,
if
anybody
is
unvaccinated
according
to
the
osha
rule,
then
everybody
has
to
wear
masks
all
the
time
and
until
june
15th
everybody
has
to
wear
masks
anyway.
C
B
Mm-Hmm,
yes,
and
we
have
tbrl
who's,
saying:
how
are
you
gonna
control
people
that
are
not
vaccinated
and
wearing
masks?
I
think
you
mentioned
it.
I
think
we've
also
talked
about
it
as
a
county.
There's
protocols
in
place
for
those
who
who
are
not
vaccinated
and
the
employer
will
then
be
following
up
on
on
that
right.
The
employers
will
have
a
protocol
for
those
that
are
not
vaccinated
and
a
different
one
for
those
that
are
vaccinated.
C
B
And
we're
doing
pretty
good,
we
have
about
three
and
a
half
minutes
left
and
we
have,
I
think,
just
two
questions
left.
So
here
we
go.
Shel
lynn,
dobbins
asks.
What
about
restaurants?
Do
guests
have
to
wear
masks
inside
the
restaurant
still
do
employees
if
they
are
vaccinated,
have
to
wear
a
mask?
Is
it
up
to
the
owner.
B
Great
so
with
that,
I'm
going
to
end
with
these
next
two
comments,
but
before
I
do
that
ruth,
I
want
to
thank
you
so
much
for
your
time
for
your
expertise
for
being
a
leader
in
our
county
and
providing
us
with
such
important
information
today.
So
we
do
have
eva
chow,
who
says
thanks
for
having
a
question
and
answer
session.
This
is
great
to
clarify
any
misconceptions,
and
then
we
have
tr
trey
nguyen
who
states
ruth
is
awesome.
So
on
that
note,
I'm
going
to
end
today.
B
You
try
and
thank
you
all
who
joined
us
today
and
those
who
provided
questions,
comments
and
ruth
for
answering
all
of
them.
We
were
able
to
get
through
all
of
them.
So
thank
you
again
and
we
hope
to
see
you
here
again
to
be
able
to
inform
our
community
with
the
most
updated
information
in
the
near
future.
With
that,
I
don't
know
if
you
have
any
closing
comments
to
close
us
out
today,.