COVID-19

Vivid Ink COVID-19 Preparedness and Response Plan

Contact: Stu Vosburgh, Owner, Vivid Ink Tattoo & Piercing

vividinkslingers@yahoo.com

517-694-0833

In accordance with Governor Whitmer’s Executive Order 2020-114, Vivid Ink, institutes this COVID-19 Preparedness and Response Plan. This plan is also consistent with recommendations in Guidance on Preparing Workplaces for COVID-19, developed by the Occupational Health and Safety Administration (“OSHA”). This plan was provided to all employees, along with training on these procedures, on June 14, 2020, and posted on the company website www.vividinkslingers.com

Vivid Ink aims to protect its workforce by enacting all appropriate prevention efforts. Vivid Ink will be continually monitoring guidance from local, state, and federal health officials and implementing workplace and Plan modifications where appropriate.

Persons with questions about Vivid Ink’s Plan or procedures are encouraged to contact owner, Stu Vosburgh, via phone at 517-694-0833 and/or email at vividinkslingers@yahoo.com.

  1. Worker Exposure Classification

Vivid Ink has identified that its employees’ “worker exposure” is classified as medium risk by the Occupational Safety and Health Administration’s guidance because they frequently and/or closely interact with the general public. Medium exposure risk jobs include those that require frequent and/or close contact with (i.e., within 6 feet of) people who may be infected with COVID-19, but who are not known or suspected COVID-19 patients. In areas without ongoing community transmission, workers in this risk group may have frequent contact with travelers who may return from international locations with widespread COVID-19 transmission. In areas where there is ongoing community transmission, workers in this category may have contact with the general public (e.g., schools, high-population-density work environments, some high-volume retail settings).

Given this classification, Vivid Ink will implement prevention and control procedures to reduce the risk of exposure to employees and the general public to the extent possible while providing personal care services following guidance for “Steps All Employers Can Take to Reduce Workers’ Risk of Exposure to COVID-19 for jobs classified as medium risk.

  1. Prevention Efforts and Workplace Controls

Vivid Ink has designated one or more worksite supervisors to implement, monitor, and report on the COVID-19 control strategies in this Plan. A supervisor remains on-site at all times when employees are present on site. An on-site employee may be designated to perform the supervisory role in absence of the supervisor.

On June 7 and 14, 2020, training was provided to employees covering:

  1. Workplace infection-control practices.
  2. The proper use of personal protective equipment.
  3. Steps the employee must take to notify the business or operation of any symptoms of COVID-19 or a suspected or confirmed diagnosis of COVID-19.
  4. How to report unsafe working conditions

All Vivid Ink tattoo artists and piercers are performing necessary work that requires them to be on-site. Vivid Ink has adopted infection control measures that are reasonable in light of the work performed and the rate of infection in the surrounding community.

  1. Cleanliness and Social Distancing

For all workers and customers on premises, Vivid Ink abides by the recommended social distancing and other safety measures and establishes the following:

  • Large gatherings of employees and customers will be minimized whenever possible; staff meetings will be held in settings that allow for safe physical distancing;
  • Vivid Ink will keep everyone on the worksite premises at least six feet from one another to the maximum extent possible:
    • Employees will be encouraged to maintain physical distance even when on break, as well as before and after working hours;
    • Employees are required to maintain safe physical distance when reporting to work and leaving work;
    • Employees’ work stations are no fewer than six feet apart;
  • Vivid Ink may utilize staggered work schedules, wherever possible, to limit the number of employees simultaneously working on-site and allow safer physical distancing in the building;
  • Employees’ interactions with the general public are modified to allow for additional physical space between parties:
    • Customers will be notified of Vivid Ink’s COVID-19 Plan procedures when they are called for a reminder of their scheduled appointment;
    • Large posters will be posted on the front door and outside the door to instruct customers on the rules and expectations for entering the building and maintaining safe social distance;
    • Customers will not be allowed to bring additional persons with them to their appointment, unless the customer is a minor child bringing with them a parent or guardian for their service;
    • Customers with appointments will be immediately escorted back to the artist or piercers booth to wait for their appointment to begin to avoid congregating at the front desk or in the waiting area lobby;
    • Customers’ who arrive early, or whose artists is not ready when they arrive will be asked to stay in their vehicle until their artist notifies them that they are ready to see them;
    • The front desk work station will be set up to allow artists and customers to maintain physical distance; floor markings will be used to instruct customers where to stand; plexiglass will be erected to create a barrier between individuals at the front desk.
    • Seating in the waiting area will be marked to limit the occupancy of individuals who can be present while staying six feet away from one another

Vivid Ink will require employees and customers to make proper use of personal protective equipment in accordance with guidance from the CDC and OSHA at all times.

  • Vivid Ink has provided employees with, at a minimum, non-medical grade cloth face coverings for each day of work. Face coverings will be stored and cleaned by employees to ensure a clean face covering each day.
  • Customers will be required to wear a face covering at all times while in the building, except that customers may temporarily remove a face covering when receiving a service that requires its removal. During services that require a customer to remove their face covering or provide services within three feet of another person, employees will be encouraged to wear a face shield or goggles in addition to the cloth face covering.
  • Customers will be provided with disposable face masks if they arrive at the business without a face covering.

Vivid Ink strictly follows standard cleaning procedures required by the local health department and OSHA’s Bloodborne Pathogens standard (29 CFR 1910.1030), including the use of gloves, touchless trash receptacles, alcohol-based cleaner, and disinfecting agents that kill emerging viral pathogens to clean and sanitize work stations for every customer on a daily basis. In addition to standard procedures, Vivid Ink will increase building-wide facility cleaning and disinfection to limit exposure to COVID-19, especially on high-touch surfaces (e.g., door handles), paying special attention to parts, products, and shared equipment (e.g., tools, machinery).

Vivid Ink is instituting the following cleanliness measures:

  • Make cleaning supplies available to employees upon entry into the building, and in all workstations throughout the worksite and provide time for employees to wash hands frequently or to use hand sanitizer.
  • Performing stringent environmental cleaning and disinfection, especially of common areas, including the lobby, front desk, and bathrooms several times per day;
  • Remove items such as games, books, and magazines in waiting areas and other nonessential, shared items that cannot be disinfected;
  • Discontinue self-serve refreshments;
  • Providing hand sanitizer in multiple areas throughout the building; and
  • Adopt protocols to ensure deep cleaning and disinfecting of the entire facility in the event of a positive COVID-19 case in the workplace.

Employees are expected to minimize COVID-19 exposure by:

  • Cleaning work stations before and after each customer is served; and conducting thorough cleaning at the beginning and end of each shift;
  • Avoiding, when possible, the use of other employees’ phones, computers, work stations, or other work tools and equipment unless they have been properly and thoroughly cleaned and sanitized;
  • Frequently washing hands with soap and water for at least 20 seconds;
  • Utilizing hand sanitizer when soap and water are unavailable;
  • Avoiding touching their faces with unwashed hands;
  • Avoiding handshakes or other physical contact;
  • Avoiding close contact with sick people in and out of work, when possible;
  • Practicing respiratory etiquette, including covering coughs and sneezes;
  • Immediately reporting unsafe or unsanitary conditions on Vivid Ink premises to the supervisor;
  1. Procedures to Limit Potential Exposures to COVID-19

Employees are expected to minimize COVID-19 exposure by:

  • Complying with Vivid Ink’s daily screening processes;
  • Seeking medical attention and/or following medical advice if experiencing COVID-19 symptoms; and
  • Complying with self-isolation or quarantine orders, if necessary or obligated by law or public health authority.

Vivid Ink will maintain accurate appointment and walk-in records to aid with contact tracing.

  • Upon entering the building, customers will be required to complete a sign-in sheet documenting their name, phone number, time of entry/exit, and acknowledge they have: 1) no fever or signs of illness; and 2) not been exposed to anyone with known illness.

 

  1. Supplemental Measures Upon Notification of Employee’s COVID-19 Diagnosis and/or Symptoms

Vivid Ink will cooperate with the local public health department if a confirmed case of COVID-19 is identified in the facility. An employee with a COVID-19 diagnosis or who displays symptoms consistent with COVID-19 must be immediately removed from the worksite.

In response to a confirmed diagnosis or display of COVID-19 symptoms, Vivid Ink will:

  • Immediately notify the local public health department, and
  • Within 24 hours, notify any co-workers, contractors, or suppliers who may have come into contact with the person with a confirmed case of COVID-19.
  • Inform all employees with and near whom the diagnosed/symptomatic employee worked of a potential exposure; and
  • Temporarily close the building until completion of deep cleaning of the diagnosed/symptomatic employee’s workstation, as well as those common areas potentially infected by the employee.

All employees who worked in sustained, close proximity to the diagnosed/symptomatic employee are also removed from the worksite for at least 14 days; however, should these exposed employees later develop COVID-19 symptoms and/or receive a confirmed diagnosis, they may not report on-site until all return-to-work requirements are met.

Vivid Ink has less than 10 employees and thus is generally exempt from requirements to complete OSHA OSHA Form 300, as well as a Form 301, “if it is more likely than not that a factor or exposure in the workplace caused or contributed to the illness” 9 https://www.osha.gov/recordkeeping/RKforms.html)

However, if an employee is believed to have infected a coworker and the coworker has suffered a work-related illness that results in an in-patient hospitalization, the required forms will be completed as required.

  1. Risk Mitigation and Response

Risk and exposure determinations are made without regard to employees’ protected characteristics, as defined by local, state, and federal law.

Any health-related information and documentation gathered from employees is maintained confidentially and in compliance with state and federal law. Specifically, medical documentation is stored separate from employees’ personnel documentation.

  1. Employees’ Self-Monitoring

The following employees should not report to work and, upon notification to Vivid Ink, will be removed from their work schedule until they are safe to return to work:

  • Employees who display COVID-19 symptoms, such as fever, cough, shortness of breath, sore throat, new loss of smell or taste, and/or gastrointestinal problems, including nausea, diarrhea, and vomiting, whether or not accompanied by a formal COVID-19 diagnosis;
  • Employees who, in the last 14 days, have had close contact with and/or live with any person having a confirmed COVID-19 diagnosis; and
  • Employees who, in the last 14 days, have had close contact with and/or live with any person displaying COVID-19 symptoms, such as fever, cough, shortness of breath, sore throat, new loss of smell or taste, and/or gastrointestinal problems, including nausea, diarrhea, and vomiting.

Such employees may only resume in-person work upon meeting all return-to-work requirements, defined below in Return to Work Requirements section.

  1. Daily Screenings

To prevent the spread of COVID-19 and reduce the potential risk of exposure, Vivid Ink screens employees on a daily basis. Screenings are required to be completed on hard copy and kept in a file on-site, or on the Michigan Department of Health and Human Services’ COVID-19 compliant MI Symptoms App (www.misymptomapp.state.mi.us). Vivid Ink is registered with Employer Code:

Employees will respond to health screening questions every shift prior to entering the worksite, including at a minimum:

  1. Are you currently suffering from any of the following symptoms – fever, cough, shortness of breath, sore throat, new loss of smell or taste, and/or gastrointestinal problems, including nausea, diarrhea, and vomiting?
    1. If yes, access is denied, and employee is advised to self-isolate/self-quarantine at home, until employee is permitted to return to work as defined below.
  2. Have you lived with, or had close contact with, someone in the last 14 days diagnosed with or displaying the symptoms of COVID-19?
    1. If yes, access is denied, and employee is advised to self-isolate/self-quarantine at home, until at least 14 days after the close contact.
  3. Have you travelled via airplane internationally or domestically in the last 14 days?
    1. If yes, access is denied, and employee is advised to self-isolate/self-quarantine at home, until at least 14 days after the international or domestic travel.

Employees who develop symptoms during their shift must immediately report to the supervisor and/or business owner, Stu Vosburgh and leave the worksite.

  1. Return-to-Work Requirements

Employees who were themselves diagnosed with COVID-19 may only return to work upon confirmation of the cessation of symptoms and contagiousness, proof of which may be acquired via the test-based strategy or the non-test-based strategy.

The test-based strategy is preferred but relies upon the availability of testing supplies and laboratory capacity. Under this strategy, employees may discontinue isolation and return to work upon achieving the following conditions:

  • Resolution of fever without the use of fever-reducing medications;
  • Improvement in respiratory symptoms (e.g., cough, shortness of breath); and
  • Negative results of an FDA Emergency Use Authorized molecular assay for COVID-19 from two consecutive nasopharyngeal swab specimens collected at least 24 hours apart.

Under the non-test-based strategy, employees may discontinue isolation and return to work upon achieving the following conditions:

  • At least 3 days (72 hours) have passed since recovery, defined as resolution of fever without the use of fever-reducing medications;
  • Improvement in respiratory symptoms (e.g., cough, shortness of breath); and
  • At least 7 days have passed since symptoms first appeared.

Employees who came into close contact with, or live with, an individual with a confirmed diagnosis or symptoms may return to work after either 14 days have passed since the last close contact with the diagnosed/symptomatic individual, or the diagnosed/symptomatic individual receives a negative COVID-19 test.

  1. Workplace Flexibilities and Potential Benefits for Employees Affected by COVID-19

Employees may be permitted to utilize unpaid time off for the duration of a COVID-19 infection or while caring for a family member diagnosed with COVID-19.

  1. Executive Order 2020-36

Employees who require leave because of their own COVID-19 diagnosis/symptoms, or because they have had close contact or live with an individual with a COVID-19 diagnosis/symptoms, may be eligible for unpaid leave under Executive Order 2020-36 until permitted thereunder to return to work.

  1. Unemployment Compensation Benefits

Under Executive Order 2020-57, and the federal CARES Act, unemployment compensation benefits are expanded in terms of eligibility, amount, and duration. Employees who are unable to report to work for reasons related to COVID-19 are referred to Michigan Unemployment Insurance Agency information on unemployment compensation benefits. Such reasons include the following:

  • Being under self-isolation or self-quarantine in response to elevated risk from COVID-19 due to being immunocompromised;
  • Displaying at least one of the principal symptoms of COVID-19 (i.e., fever, atypical cough, atypical shortness of breath);
  • Having close contact in the last 14 days with a confirmed COVID-19 diagnosis;
  • Needing to care for someone with a confirmed COVID-19 diagnosis; and
  • Fulfilling a family care responsibility as a result of a government directive (e.g., caring for a child whose school or childcare provider is closed or otherwise unavailable due to COVID-19).
  1. FMLA and ADA

Employees may be entitled to unpaid leave under the Family and Medical Leave Act (“FMLA”) if their absence is related to their own serious health condition or that of a family member. COVID-19 may constitute a serious health condition where “complications arise.”

Vivid Ink is also mindful of its obligations under the Americans with Disabilities Act (“ADA”). Specifically, if an employee requests an accommodation because of a condition that may be complicated by COVID-19 (e.g., cystic fibrosis, emphysema, COPD), then Vivid Ink engages in the interactive process to provide a reasonable accommodation. This may mean allowing the employee to work an alternative schedule.

  1. Plan Updates and Expiration

This Plan responds to the COVID-19 outbreak. As this pandemic progresses, Vivid Ink will update this Plan and its corresponding processes.

This Plan will expire upon conclusion of its need, as determined by Vivid Ink and in accordance with guidance from local, state, and federal health officials.

For More Information

Federal, state, and local government agencies are the best source of information in the event of an infectious disease outbreak, such as COVID-19. Staying informed about the latest developments and recommendations is critical, since specific guidance may change based upon evolving outbreak situations.

Below are several recommended websites to access the most current and accurate information:

  • Occupational Safety and Health Administration website: osha.gov
  • Centers for Disease Control and Prevention website: www. cdc.gov
  • National Institute for Occupational Safety and Health website: www.cdc.gov/niosh