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Paints & Ice Cream CHRISTMAS (for kids) at Leatherby’s - Arden!

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Please join us for Paints & Ice Cream (for KIDS) at Leatherby’s (Arden), for a fun Christmas themed painting and ice cream for the kiddo’s.

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Description

From event page:

Every Saturday, we have a public tour of the Maidu Museum's Historic Site Trail. Free with museum admission. Drop-in's welcome; please call ahead if you have a group of 10 or larger and plan to attend the tour.

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Maidu Museum Trail Tour | Macaroni KID Roseville-Rocklin-Lincoln

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From event page: Every Saturday, we have a public tour of the Maidu Museum's Historic Site Trail. Free with museum admission. Drop-in's welcome; please call ahead if you have a group of 10 or larger and plan to attend the tour.

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Santas Enchanted Workshop is nestled in the Foothills of the Sierra Mountains, just 15 min. up HW 50 from Folsom Ca. Offering your children a personal one hour visit with Santa in his beautiful cottage workshop.

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Kids Christmas Pageant - Community Covenant Church Rocklin

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We will have our kids pageant after church on December 18th.There will be more details to follow, including a possible "dress rehearsal" at a senior home in Rocklin on December 17!

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We are happy to offer a make up class due to illness or weather, however we do not offer refunds. Please let us know if you will not be able to attend so we may offer your spot to families on the waitlist.

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Tuesday Toddler Playgroup - Tot Art in the Park - Sawyer

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Toddler Playgroup @ Rachel's Backyard is a safe fun space for little kids to play. Messy is the name of the game here. Let your kid explore and leave the mess for us to clean up. Rachel is so kindly sharing her amazing Tahoe Park backyard.

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The RT-PCR test is processed at a high-complexity laboratory and is generally much more accurate than the Antigen test. The RT-PCR test recognizes the virus DNA itself, whereas the Antigen test recognizes the protein made by the virus. As such, the RT-PCR test is able to recognize the virus at a much earlier stage after exposure, whereas the Rapid Antigen test detects the presence of the virus at a later stage.

For patients that don't have any symptoms and were exposed, we generally recommend the RT-PCR test.

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The RT-PCR test is processed at a high-complexity laboratory and is generally much more accurate than the Antigen test. The RT-PCR test recognizes the virus DNA itself, whereas the Antigen test recognizes the protein made by the virus.

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For more information on COVID-19, visit the State of California’s dedicated site at covid19.ca.gov.

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The Wage and Hour Division provides information on common issues employers and employees face when responding to COVID-19, and its effects on wages and hours worked under the Fair Labor Standards Act (FLSA), job-protected leave under the Family and Medical Leave Act (FMLA), and paid sick leave and expanded family and medical leave under the Families First Coronavirus Response Act (FFCRA).

FFCRA will help the United States combat and defeat COVID-19 by giving all American businesses with fewer than 500 employees funds to provide employees with paid leave, either for the employee's own health needs or to care for family members. The legislation will ensure that workers are not forced to choose between their paychecks and the public health measures needed to combat the virus while at the same time reimbursing businesses.

Fact Sheets

Questions and Answers

Posters

Field Assistance Bulletin
WHD Response to COVID-19
For further information about Coronavirus, please visit the HHS's Centers for Disease Control and Prevention.

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The Wage and Hour Division provides information on common issues employers and employees face when responding to COVID-19, and its effects on wages and hours worked under the Fair Labor Standards Act (FLSA), job-protected leave under the Family and Medical Leave Act (FMLA), and paid sick leave and expanded family and medical leave under the Families First Coronavirus Response Act (FFCRA).

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Control and Prevention

Given the evolving nature of the pandemic, OSHA is in the process of reviewing and updating this document. These materials may no longer represent current OSHA recommendations and guidance. For the most up-to-date information, consult Protecting Workers Guidance.

Measures for protecting workers from exposure to and infection with SARS-CoV-2, the virus that causes Coronavirus Disease 2019 (COVID-19), depends on exposure risk. That risk varies based on the type of work being performed, the potential for interaction (prolonged or otherwise) with people, and contamination of the work environment. Employers should adopt infection prevention and control strategies based on a thorough workplace hazard assessment, using appropriate combinations of engineering and administrative controls, safe work practices, and personal protective equipment (PPE) to prevent worker exposures. Some OSHA standards that apply to preventing occupational exposure to SARS-CoV-2 also require employers to train workers on elements of infection prevention and control, including PPE.

The general guidance below is meant to inform all U.S. workers and employers, but does not alter compliance responsibilities for any particular industry. Depending on where their operations fall in OSHA's exposure risk pyramid, workers and employers should also consult additional, specific guidance for those at either lower (i.e., caution) or increased (i.e., medium, high, or very high) risk of exposure. The exposure risk pyramid and a workplace hazard assessment, can help workers and employers identify exposure risk levels commonly associated with various sectors.

All employers should remain alert to and informed about changing outbreak conditions, including as they relate to community spread of the virus and testing availability, and implement infection prevention and control measures accordingly.

For the most up-to-date information on OSHA's guidance see Protecting Workers: Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace.

Interim General Guidance for All Workers and Employers

For all workers, regardless of specific exposure risks, it is always a good practice to:

Wear cloth face coverings, at a minimum, at all times when around coworkers or the general public. If a respirator, such as an N95 respirator or better, is needed for conducting work activities, then that respirator should be used, and the worker should use their cloth face covering when they are not using the respirator (such as during breaks or while commuting).

Frequently wash your hands with soap and water for at least 20 seconds. When soap and running water are not immediately available, use an alcohol-based hand sanitizer with at least 60% ethanol or 70% isopropanol as active ingredients and rub hands together until they are dry. Always wash hands that are visibly soiled.

Avoid touching your eyes, nose, or mouth with unwashed hands.

Practice good respiratory etiquette, including covering coughs and sneezes or coughing/sneezing into your elbow/upper sleeve.

Avoid close contact (within 6 feet for a total of 15 minutes or more over a 24-hour period) with people who are visibly sick and practice physical distancing with coworkers and the public.

Stay home if sick.

Recognize personal risk factors. According to the U.S. Centers for Disease Control and Prevention (CDC), certain people, including older adults and those with underlying conditions such as heart or lung disease, chronic kidney disease requiring dialysis, liver disease, diabetes, immune deficiencies, or obesity, are at higher risk for developing more serious complications from COVID-19.

The CDC has also developed interim COVID-19 guidance for businesses and employers. The interim guidance is intended to help prevent workplace exposure to acute respiratory illnesses, including COVID-19. The guidance also addresses considerations that may help employers as community transmission of SARS-CoV-2 evolves. The guidance is intended for non-healthcare settings. Healthcare workers and employers should consult guidance specific to them, including the information below and on the CDC coronavirus webpage. Additional guidance from the Equal Employment Opportunity Commission (EEOC) and other federal agencies may be relevant to both workers and employers.

Interim Guidance for Job Tasks Associated with Lower Exposure Risk

Workers whose jobs do not require contact with people known to have or suspected of having COVID-19, nor frequent close contact with (within 6 feet for a total of 15 minutes or more over a 24-hour period) the general public or other workers, are at lower risk of occupational exposure.

As the Hazard Recognition page explains, workers' job duties affect their level of occupational risk and such risk may change as workers conduct different tasks or circumstances change.

Employers and workers in operations associated with a lower risk of exposure should remain aware of evolving trends in community transmission. Changes in community transmission, or work activities that move employees into higher risk categories, may warrant additional precautions in some workplaces or for some workers.

Employers should monitor public health communications about COVID-19 recommendations, ensure that workers have access to that information, and collaborate with workers to designate effective means of communicating important COVID-19 information. Frequently check the OSHA and CDC COVID-19 websites for updates.

Interim Guidance for Job Tasks Associated with Increased Risk of Exposure to SARS-CoV-2

Certain workers are likely to perform job duties that involve medium, high, or very high occupational exposure risks in areas with community transmission of SARS-CoV-2. Many critical sectors depend on these workers to continue their operations. Examples of workers in these exposure risk groups include, but are not limited to, those in healthcare, emergency response, meat and poultry processing, retail stores (e.g., grocery stores, pharmacies), childcare and schools, and other critical infrastructure or essential operations. These workers and their employers should remain aware of the evolving community transmission risk.

As the Hazard Recognition page explains, workers' job duties affect their level of occupational risk. Employers should assess the hazards to which their workers may be exposed; evaluate the risk of exposure; and, select, implement, and ensure workers use controls to prevent exposure. Control measures may include a combination of engineering and administrative controls, safe work practices, and PPE.

All employers should consider developing COVID-19 response plans that use the hierarchy of controls and other tools to address protecting workers who remain in, or will return to, their workplaces during the COVID-19 public health emergency-including as outbreak conditions evolve. This section provides general information about protecting workers whose job tasks are associated with medium, high, and very high risk of exposure to SARS-CoV-2 during the COVID-19 pandemic and is intended to be used in tandem with other industry-specific resources linked above. In addition to considerations discussed in those resources, COVID-19 response plans may need to address:
Worker Screening
Screening workers for COVID-19 signs and/or symptoms (such as through temperature checks) is a strategy that employers may choose to implement as part of their efforts to maintain or resume operations and reopen physical work sites. Employers may consider developing and implementing a screening and monitoring strategy aimed at preventing the introduction of SARS-CoV-2 into the work site.* Those who may be infected with SARS-CoV-2 may not show any signs or symptoms, thus screening and monitoring may have limitations. The complexity of screening will depend on the type of work site and the risk of a COVID-19 outbreak among staff, but, if implemented, should include:

Protocols for screening workers before entry into the workplace (which may entail asking workers to take their own temperatures or otherwise perform self-screening measures before reporting to work).

Criteria for the exclusion of sick workers (including asymptomatic workers who have tested positive for SARS-CoV-2 and have not yet been cleared to discontinue isolation).

Criteria for return to work of exposed and recovered employees (those who have had signs or symptoms of COVID-19 but have gotten better).

Because people infected with SARS-CoV-2 can spread the virus even if they do not have signs/symptoms of infection, screening may play a part in a comprehensive program to monitor worker health during the pandemic but may have limited utility on its own. In many workplaces, screening efforts are likely to be most beneficial when conducted at home by individual workers. Employers' temperature screening plans may rely on workers self-monitoring, rather than employers directly measuring, temperatures. Consider implementing such programs in conjunction with sick leave policies that encourage sick workers, including those whose self-monitoring efforts reveal a fever, to stay at home. The Families First Coronavirus Response Act requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19, eligible for 100% reimbursement through employer tax credits.

* Protocols for worker screening must be applied equally, without discrimination based on race, national origin, sex, age, disability, or other protected characteristics.

If employers choose to implement on-site screening or monitoring programs, they may need to be coordinated, as appropriate, with local public health authorities and occupational medicine and health and safety professionals.

Employers implementing on-site screening programs may need to plan for:

Providing verbal screening in appropriate languages to determine whether workers have had new or unexpected symptoms of COVID-19 in the past 24 hours.

Checking temperatures of workers at the start of each shift to identify anyone with a fever of 100.4°F or greater (or reported feelings of feverishness).

Measures for testing workers for SARS-CoV-2 and responding to positive test results.

Prohibiting employees from remaining in the workplace if they have a fever of 100.4°F or greater (or report feelings of feverishness), or if screening or testing results indicate that the worker is suspected of having or known to have COVID-19. In such an event:

Encourage workers to self-isolate and contact a healthcare provider;

Provide information on the employer's return-to-work policies and procedures; and

Inform human resources, employer health unit (if applicable), bargaining unit representation (if applicable), and supervisor (so the worker can be moved off schedule during illness and a replacement can be assigned, if needed).

Conduct contact tracing to identify and inform coworkers or others that may have had exposure.

Measures to ensure worker privacy and confidentiality during any screening.

Regardless of how employers ultimately decide to implement temperature checks or other health screening measures, they should act cautiously on results. Employers should not presume that individuals who do not have a fever or other symptoms of COVID-19 do not have the virus.

Similarly, because of the limitations of current testing capabilities, employers who implement workplace testing strategies should act cautiously on COVID-19 test results. Employers should not presume that individuals who test negative for SARS-CoV-2 infection (i.e., COVID-19) present no hazard to others in the workplace.

Employers should ensure that screening protocols are consistent with other labor and disability laws, and with collective bargaining agreements where applicable.

Employers should continue to implement universal cloth face coverings, basic hygiene, physical distancing, workplace controls, flexibilities (e.g. sick leave, telework), and employee training described in this and other OSHA and CDC guidance in ways that reflect the risk of community spread of SARS-CoV-2 from the geographical area where the workplace is located.
Identify and Isolate Suspected Cases
In workplaces where exposure to SARS-CoV-2 may occur, prompt identification and isolation of potentially infectious individuals is a critical step in protecting workers, visitors, and others at the work site.

Wherever feasible, keep infectious people out of the workplace, including through the use of a system for employees to report if they are sick or have symptoms of COVID-19 or through the use of screening measures, as described above.

If a worker develops signs or symptoms of COVID-19 at the workplace, send the person home or to seek medical care. (Similarly, consider asking customers and visitors who develop signs and/or symptoms of COVID-19 at the workplace to leave to avoid infecting others.)

If the person cannot immediately leave the workplace, isolate the individual in a location away from workers, customers, and other visitors and with a closed door (e.g., in a single occupancy restroom), if possible, until they can go home or leave to seek medical care.

Implement the Hierarchy of Controls
Employers' COVID-19 response plans should utilize the hierarchy of controls, which generally labels and prioritizes controls in the following order from most to least effective: elimination/substitution, engineering controls, administrative controls and safe work practices, and PPE.

Efforts to exclude potentially infectious individuals from the workplace are consistent with the aim of eliminating the hazard.

Engineering controls typically require a physical change to the workplace to isolate workers from a hazard. Examples of engineering controls that employers may find useful for protecting workers from SARS-CoV-2 include:

Installing plexiglass, stainless steel, or other barriers between workers, such as on assembly lines, or between workers and customers, such as at points of sale.

Using rope and stanchion systems to keep customers/visitors from queueing within 6 feet of work areas.

Adjusting ventilation systems to introduce additional outside air and/or increase air exchange to introduce fresh air. Consult a qualified technician if necessary.

Modifying physical workspaces to increase the distance between employees.

Administrative controls and safe work practices change policies and procedures for how workers perform job duties to ensure work activities are conducted safely. Examples of administrative controls that employers may find useful for protecting workers from SARS-CoV-2 include:

Limiting the number of workers assigned to a particular shift in a facility and ensuring workstations are spaced at least 6 feet apart.

Posting signage, in languages the workers understand, to remind workers, customers, and visitors to maintain a distance of at least 6 feet between one another and to practice regular hand hygiene.

Providing training and information in languages the workers understand.

Increasing the frequency of cleaning and disinfection within the work site.

Encouraging or permitting workers to wear cloth face coverings, if appropriate, to help contain potentially infectious respiratory droplets.

PPE protects workers from hazards when engineering and administrative controls are insufficient on their own. The types of PPE that workers may need for protection from exposures to SARS-CoV-2 in areas with community transmission will vary based on work activities, exposure risks, and the results of the employer's hazard assessment. The Additional Considerations for PPE section provides additional details about PPE selection and use for all employers whose workers have increased risk of exposure to SARS-CoV-2 during the pandemic. Because of PPE supply chain concerns during the COVID-19 pandemic, employers should consider whether operations that require PPE can be delayed either until PPE is not needed (e.g., because the COVID-19 hazard diminishes) or until PPE supply chains stabilize. Employers should consider accommodations for religious exercise for those employees who, for instance, have or cannot trim facial hair due to religious belief, or provide reasonable modifications for persons with disabilities.
Additional Considerations for PPE
Interim guidance for specific types of workers and employers includes recommended PPE ensembles for various types of activities that workers may perform. In general:

PPE may be needed when engineering and administrative controls are insufficient to protect workers from exposure to SARS-CoV-2 or other workplace hazards and essential work operations must continue.

PPE should be selected based on the results of an employer's hazard assessment and workers' specific job duties.

PPE ensembles should reflect the types of exposures identified in an employer's hazard assessment. Most workers' exposure to SARS-CoV-2 is likely to be through the contact or droplet routes, although some workers, including those in healthcare, postmortem care, and laboratories, may have exposure to aerosols for which higher level PPE (including N95 respirator with an assigned protection factor of 10 or better) is needed.

When disposable gloves are used, workers should typically use a single pair of nitrile exam gloves (unless other gloving protocols are necessary for the work setting or task). Change gloves if they become torn or visibly contaminated with blood or body fluids.

When both face and eye protection are needed, use surgical masks and either goggles or face shields.

Personal eyeglasses are not considered adequate eye protection.

Cloth face coverings are not acceptable substitutes for PPE intended to prevent worker exposure to droplets or other splashes or sprays of liquids.

If workers need respirators, they must be used in the context of a comprehensive respiratory protection program that meets the requirements of OSHA's Respiratory Protection standard (29 CFR 1910.134) and includes medical exams, fit testing, and training.

Surgical masks are not respirators and do not provide the same level of protection to workers as properly-fitted respirators. Cloth face coverings are also not acceptable substitutes for respirators.

An OSHA poster (available in 16 languages) and video (Spanish) provide information about how to properly wear and dispose of filtering facepiece respirators.

If there are shortages of PPE items, such as respirators or gowns, they should be prioritized for high-hazard activities.

Workers need respiratory protection when performing or while present for aerosol-generating procedures, including cardiopulmonary resuscitation (CPR) and intubation.

Workers must be protected against exposure to human blood, body fluids, other potentially infectious materials as well as hazardous chemicals and contaminated environmental surfaces.

CDC provides strategies for optimizing the supply of PPE, including guidance on extended use and limited reuse of N95 filtering facepiece respirators (FFRs) and methods for decontaminating and reusing disposable filtering facepiece respirators during crises.

After removing PPE, always wash hands with soap and water, if available, for at least 20 seconds. Ensure that hand hygiene facilities (e.g., sink or alcohol-based hand sanitizer) are readily available at the point of use (e.g., at or adjacent to the PPE removal area).

Employers should establish, and ensure workers follow, standard operating procedures for cleaning (including laundering) PPE and items such as uniforms or laboratory coats, as well as for maintaining, storing, and disposing of PPE. When PPE is contaminated with human blood, body fluids, or other potentially infectious materials, employers must follow applicable requirements of the Bloodborne Pathogens standard (29 CFR 1910.1030) with respect to laundering. OSHA's Enforcement Procedures for the Occupational Exposure to Bloodborne Pathogens (CPL 02-02-069) provide additional information.

Employers in all sectors may experience shortages of PPE, including gowns, face shields, face masks, and respirators, as a result of the COVID-19 pandemic. Although employers are always responsible for complying with OSHA's PPE standards (in general industry, 29 CFR 1910 Subpart I, and, in construction, 29 CFR 1926 Subpart E), including the Respiratory Protection standard ( 29 CFR 1910.134), whenever they apply, OSHA is providing temporary enforcement flexibility for certain requirements under these and other health standards.

See the Enforcement Memoranda section of the Standards page for further information.
Additional Considerations for Environmental Cleaning and Disinfection
When people touch a surface or object contaminated with SARS-CoV-2, the virus that causes COVID-19, and then touch their own eyes, noses, or mouths, they may expose themselves to the virus.

Early information from the CDC, the National Institutes of Health, and other study partners suggests that SARS-CoV-2 can survive on certain types of surfaces, such as plastic and stainless steel, for 2-3 days. However, because the transmissibility of SARS-CoV-2 from contaminated environmental surfaces and objects is still not fully understood, employers should carefully evaluate whether or not work areas occupied by people suspected to have the virus may have been contaminated and whether or not they need to be disinfected in response.

The CDC provides instructions for environmental cleaning and disinfection for various types of workplaces, including:

Employers operating workplaces during the COVID-19 pandemic should continue routine cleaning and other housekeeping practices in any facilities that remain open to workers or others. Employers who need to clean and disinfect environments potentially contaminated with SARS-CoV-2 should use EPA-registered disinfectants with label claims to be effective against SARS-CoV-2. Routine cleaning and disinfection procedures (e.g., using cleaners and water to pre-clean surfaces before applying an EPA-registered disinfectant to frequently touched surfaces or objects for appropriate contact times as indicated on the product's label) are appropriate for SARS-CoV-2, including in patient care areas in healthcare settings in which aerosol-generating procedures are performed.

Workers who conduct cleaning tasks must be protected from exposure to hazardous chemicals used in these tasks. In these cases, the PPE (in general industry, 29 CFR 1910 Subpart I, and, in construction, 29 CFR 1926 Subpart E) and Hazard Communication ( 29 CFR 1910.1200) standards may apply, and workers may need appropriate PPE to prevent exposure to the chemicals. If workers need respirators, they must be used in the context of a comprehensive respiratory protection program that meets the requirements of OSHA's Respiratory Protection standard ( 29 CFR 1910.134) and includes medical exams, fit testing, and training.

Cleaning chemicals' Safety Data Sheets and other manufacturer instructions can provide additional guidance about whether workers need PPE to use the chemicals safely.

Do not use compressed air or water sprays to clean potentially contaminated surfaces, as these techniques may aerosolize infectious material. More information about protecting environmental services workers is included in the worker-specific section, below.
Additional Considerations for Worker Training
Train all workers with occupational exposure to SARS-CoV-2 (as described in this document) about the sources of exposure to the virus, the hazards associated with that exposure, and appropriate workplace protocols in place to prevent or reduce the likelihood of exposure. Training should include information about how to isolate individuals with suspected or confirmed COVID-19 or other infectious diseases, and how to report possible cases. Training must be offered during scheduled work times and at no cost to the employee.

Workers required to use PPE must be trained. This training includes when to use PPE; what PPE is necessary; how to properly don (put on), use, and doff (take off) PPE; how to properly dispose of or disinfect, inspect for damage, and maintain PPE; and the limitations of PPE. Applicable standards include the PPE ( 29 CFR 1910.132), Eye and Face Protection ( 29 CFR 1910.133), Hand Protection ( 29 CFR 1910.138), and Respiratory Protection ( 29 CFR 1910.134) standards. OSHA's website offers a variety of training videos about respiratory protection.

When the potential exists for exposure to human blood, certain body fluids, or other potentially infectious materials, workers must receive the training required by the Bloodborne Pathogens (BBP) standard ( 29 CFR 1910.1030), including information about how to recognize tasks that may involve exposure and the methods, such as engineering controls, work practices, and PPE, to reduce exposure. Further information on OSHA's BBP training regulations and policies is available for employers and workers on the OSHA Bloodborne Pathogens and Needlestick Prevention Safety and Health Topics page.

OSHA's Training and Reference Materials Library contains training and reference materials developed by the OSHA Directorate of Training and Education as well as links to other related sites. The materials listed for Bloodborne Pathogens, PPE, Respiratory Protection, and SARS may provide additional material for employers to use in preparing training for their workers.

OSHA's Personal Protective Equipment Safety and Health Topics page also provides information on training in the use of PPE.
Additional Considerations for Workers with Increased Susceptibility for SARS-CoV-2 Infection or Complications
Consider offering workers who may be at increased susceptibility for SARS-CoV-2 infection or complications from COVID-19 adjustments to their work responsibilities or locations to minimize exposure. Other flexibilities, if feasible, can help prevent potential exposures among workers who have heart or lung disease, chronic kidney disease requiring dialysis, liver disease, diabetes, severe obesity, or immunocompromising health conditions. Employers should be cognizant of the requirements of the Americans with Disabilities Act, the Rehabilitation Act, and the Age Discrimination in Employment Act. The EEOC has issued guidance about COVID-19 and equal employment opportunity laws.
Additional Considerations for Return-to-Work Planning
OSHA's guidance on returning to work assists employers in reopening non-essential businesses and their employees returning to work during the evolving coronavirus pandemic. The CDC has issued specific guidelines for returning to work, including after recovering from COVID-19 or having exposure to someone who has COVID-19, for certain sectors (e.g., healthcare and other critical infrastructure). Return to work guidance for non-healthcare workers may be based on criteria for ending home isolation. The American Industrial Hygiene Association (AIHA) and the National Safety Council (NSC) also provide recommendations to help employers and workers safely return to work.

Note that 29 CFR 1910.1020 may apply to temperature records. Employers should evaluate the burdens and benefits of maintaining temperature records or asking workers to complete written questionnaires, as both will qualify as medical records if made or maintained by a physician, nurse, or other health care personnel, or technician. If employers do not record workers' temperatures, or if workers' temperatures are recorded but not made or maintained by a physician, nurse, or other health care personnel or technician, the mere taking of a temperature would not amount to a record that must be retained.

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COVID-19 - Control and Prevention | Occupational Safety and Health Administration

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Given the evolving nature of the pandemic, OSHA is in the process of reviewing and updating this document. These materials may no longer represent current OSHA recommendations and guidance. For the most up-to-date information, consult Protecting Workers Guidance. Measures for protecting workers from exposure to and infection with SARS-CoV-2, the virus that causes Coronavirus Disease 2019 (COVID-19), depends on exposure risk.

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California has rules to keep workplaces safe from COVID-19.

On this page:

Temporary workplace standards for COVID-19

Physical distancing and capacity limits for businesses and activities are over. Guidance for specific industries has ended. Yet, employers are still responsible for maintaining safe environments for employees and customers.

Employers must follow workplace safety and health regulations to protect workers. That includes protecting workers from COVID-19.

Follow the California Division of Occupational Health and Safety (Cal/OSHA) COVID-19 Prevention Emergency Temporary Standards (ETS) to keep your workplace safe. They cover:

Visit Safer At Work to learn more about COVID-19 workplace safety.

Masking at work

Masks are recommended for everyone indoors.

Workers must wear masks indoors in certain sectors. This includes healthcare and long-term care settings.

Workers must wear masks during outbreaks. Workers must also wear masks when returning to work after having COVID-19 or a close contact.

Employers must provide workers with masks upon request and at no cost to workers.

Find details about masking at work in the face coverings section of the Cal/OSHA FAQs.

Returning to work after COVID-19

Employers must ensure workers meet the criteria in the COVID-19 Prevention ETS before they return to work and that workers follow the CDPH-recommended isolation periods. Find details in the isolation and quarantine section of the Cal/OSHA FAQs. The following guidelines do not apply to workers in certain high-risk settings such as healthcare.

Workers exposed to someone with COVID-19 and have symptoms

If you were exposed to someone with COVID-19 and you have COVID-19 symptoms, you can return to work when all of these are true:

You get a negative result from a COVID-19 test at least 5 days after the start of symptoms or first positive test result.

You wear a well-fitting mask around others for 10 days, especially when indoors.

Otherwise, you cannot return to work until all of these are true:

At least 10 days have passed since your symptoms began.

This applies to everyone, regardless of vaccination status. It also applies to people who had a previous infection.

Workers exposed to someone with COVID-19, and do not have symptoms

If you were exposed to someone with COVID-19, but you do not have symptoms, you must get tested on Day 3 to Day 5.

You can continue to go to work if all of these are true:

If you do not get tested on Day 3 to Day 5 due to lack of tests, you must be excluded from work for 10 days after your last exposure.

This applies to everyone, regardless of vaccination status. Persons infected within the prior 90 days do not need to be tested unless symptoms develop.

Workers that test positive for COVID-19, but do not have symptoms

If you do not have symptoms, but you test positive for COVID-19, you can return to work when all of these are true:

Otherwise, you cannot return to work for at least 10 days after you first tested positive. This applies to everyone, regardless of vaccination status. It also applies to those who have had a previous infection.

Exclusion pay

Employers must provide you with exclusion pay:

When you're excluded from the workplace due to exposure that occurred at work.

For the days you would have worked during the exclusion period.

That is the same as your regular rate of pay.

To you no later than the regular payday for the pay period.

You're not eligible for exclusion pay if you:

Employers cannot require you to use your standard accrued paid sick leave. This is true even when you've been exposed to someone with COVID-19 at work and your employer must exclude you.

Read the exclusion pay and benefits section of the Cal/OSHA FAQs to learn more.

Consider filing a workers' compensation claim if you:

Were exposed to COVID-19 in the workplace and test positive

Are unable to work due to COVID-19 symptoms

Paid sick leave

Learn about paid sick leave and other options.

If your employer does not follow workplace safety

Employers must exclude certain workers who were exposed to someone with COVID-19 from the workplace. If your employer fails to exclude exposed workers, file a workplace safety complaint.

File a wage claim for exclusion pay if you:

Were excluded from work due to a work-related exposure to COVID-19, and

Did not receive pay while excluded.

You can also file a report of a labor law violation if this affects a group of workers.

You're protected by California laws that prohibit retaliation for exercising workplace rights. If your employer retaliates because you requested exclusion pay, file a retaliation complaint. Contact the California Labor Commissioner's Office for help.

Employers may require workers to be vaccinated

An employer can require their employees to receive a COVID-19 vaccine as long as the employer:

Learn more about workplace safety and civil rights in the Department of Fair Employment and Housing's FAQs.

Find details about reasonable accommodations in the U.S. Equal Employment Opportunity (EEO) Commission's information about COVID-19 and EEO laws.

Request proof of vaccination

Employers requiring proof of COVID-19 vaccination status for employees or patrons should follow the CDPH Vaccine Record Guidelines and Standards:

Help employees get vaccinated

Employers can assist their employees by:

Coordinating vaccination events with provider partners.

Hosting a mobile or pop-up clinic.

Helping employees book appointments.

Providing employees with educational resources.

Learn more in the Employer Vaccination Toolkit.

Requirements for K-12 schools and state offices

As of September 17, 2022, unvaccinated staff are no longer required to do weekly screening testing for COVID-19.

Schools should continue to follow state and local guidance to help prevent the spread of COVID-19. Visit schools.covid19.ca.gov for more information.

State employees working on-site must verify that they are fully vaccinated, or get tested regularly for COVID-19 and wear a mask.

Requirements for healthcare facilities and congregate settings

For details about vaccination requirements in certain settings, see:

Stay informed

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California has rules to keep workplaces safe from COVID-19. On this page: Physical distancing and capacity limits for businesses and activities are over. Guidance for specific industries has ended. Yet, employers are still responsible for maintaining safe environments for employees and customers. Employers must follow workplace safety and health regulations to protect workers.

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FAQs on Laws Enforced by the California Labor Commissioner’s Office

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Yes. If the employee has paid sick leave available, the employer must provide such leave and compensate the employee under California paid sick leave laws.

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The COVID-19 pandemic is a scary and uncertain time for all, but particularly for employees who are grappling with illness, layoffs/reduced hours, school closures, or unsafe working conditions. Answers to commonly asked questions regarding the COVID-19 health crisis are below. If you believe your employer may be violating (or has violated) the law, our attorneys are here to listen to your experiences and explain your options.

1. What are my rights if I am sick with COVID-19?

You can take any paid sick days you have accrued. Most employees in California are entitled to at least three days of paid sick leave, and several California cities (including San Francisco, Oakland, Berkeley, Emeryville, Los Angeles and San Diego) have local laws that mandate additional paid sick time.

Whether or not you have accrued sick leave, a new federal law-the Families First Coronavirus Response Act (FFCRA)-allows most employees who work for employers with less than 500 employees to take up to two weeks of emergency paid sick leave. An employee may take emergency sick leave under the FFCRA because of any of the following:

A federal, state or local quarantine order related to COVID-19;

Advice from a healthcare provider to self-quarantine due to concerns related to COVID-19;

Having symptoms of COVID-19 and seeking medical diagnosis;

Caring for an individual subject to a quarantine order or advice to quarantine;

Caring for a child whose school or child-care provider has closed due to COVID-19; or

Other conditions that the Federal government may specify later.

Paid sick leave benefits under the FFCRA cannot exceed $511/day or $5,110 total. If employers already have other sick leave policies in place, an employer must provide the FFCRA sick leave on top of, or in addition to, the existing leave.

If you are not eligible for a paid sick leave under the FFCRA (for instance, because your employer has more than 500 employees), you may be still be eligible for an unpaid leave under the Family Medical Leave Act or California Family Rights Act. Certain employees who work for employers with at least 50 employees within 75 miles of the employee's worksite, and who have a serious health condition, are eligible for up to twelve weeks of unpaid job-protected leave under the California Family Rights Act or Family Medical Leave Act. To qualify, you must have worked for your employer for at least one year and have worked 1,250 hours in the last calendar year.

If you have run out of paid sick leave and are still unable to work due to medical quarantine or illness related to COVID-19 (certified by a medical professional), you may be eligible for State Disability Insurance. Information about how to file a claim can be found . Benefit amounts are approximately 60-70 percent of wages and range from $50 to $1,300 per week. You can use the Disability Insurance Calculator to help estimate your potential benefit amount.

2. What are my rights if I need to care for a family member who is sick with COVID-19?

Ifyou have to miss work to care for a seriously ill family member, you may be eligible to receive Paid Family Leave. A qualifying family member includes any child, parent, parent-in-law, spouse, domestic partner, sibling, grandparent or grandchild. Paid Family Leave typically provides 60% to 70% of your pay for up to six weeks. Information about how to file a claim for Paid Family Leave is available . You will need a healthcare provider to certify your family member's health condition.

If you work for an employer who employs less than 500 people, under the Families First Coronavirus Response Act ("FFCRA"), you are also entitled to two weeks of paid sick leave at your regular rate of pay (up to certain limits) to care for an individual who is subject to a quarantine order or who has been advised by a medical professional to quarantine. In addition, as is described in more detail in Question No. 3 (below), most employees whose companies are covered under the FFCRA are entitled to an additional ten weeks of leave at two-thirds their regular rate of pay (up to certain limits) if they are unable to work due to childcare needs related to coronavirus. Under certain circumstances, small businesses of under 50 employees may be exempt from these requirements.

If you are not eligible for a paid leave under the FFCRA (for instance, because your employer employs more than 500 people), and your family member has a serious health condition, you may be entitled to take job-protected leave under the California Family Rights Act or Family Medical Leave Act. For more information about the eligibility requirements under these laws, see Question No. 1, above.
3. What are my rights if I need to stay home to care for my children due to a loss of childcare or school closures?
The Families First Coronavirus Response Act ("FFCRA")-which applies to employers with less than 500 employees-permits employees to take two weeks of emergency sick leave to care for a child whose school has closed or whose childcare is unavailable due to coronavirus. In addition, employees may be entitled to an additional ten weeks of leave at two-thirds of the employee's regular rate of pay (up to a maximum of $200 per day or $10,000 total) if the employee is unable to work because of childcare needs related to coronavirus. Both types of leave may be taken intermittently in any increment if your employer allows it - for example, your employer can agree to a recurring leave of several hours a day for qualifying childcare. Under certain circumstances, small businesses of under 50 employees may be exempt from these requirements.

Under California Labor Code § 230.8, employers with 25 or more employees working at the same location must allow employees to take up to 40 hours of leave per year for childcare, school closures or other school or care-related emergencies. Employees are required to use any existing vacation or personal days during this leave. If none are available, a leave under California Labor Code § 230.8 is unpaid.

You may be working from home while juggling taking care of children. As an employee, you are not protected from performance criticisms or work assignments merely because you have childcare responsibilities. Some, but perhaps not all, employers have implemented formal and informal policies to allow for the fact that people are doing their best to work from home under difficult conditions. If you feel that you have been discriminated against on the basis of a protected class under California's civil rights laws, including on the basis of gender (including sex, or sex stereotyping), physical or mental disability, or medical condition, contact our attorneys here .Additional categories protected under California law include:race, religious creed, color, national origin, ancestry, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status. See California Government Code § 12940(a).More information on discrimination and protected classes is available .

4. What if I have been laid off/fired, forced to take an unpaid leave, or had my hours cut due to the COVID-19 pandemic?

If you were laid off or had your work hours reduced due to COVID-19, you can file a claim for Unemployment Insurance benefits with the California Employment Development Department ("EDD"). Information about how to apply for Unemployment Insurance benefits is available . Your benefits can range from $40 to $450 per week, for 13 to 26 weeks. Use the Unemployment Insurance Calculator to help estimate your potential weekly benefit amount.

If you have exhausted your unemployment insurance, or are ineligible for unemployment ( e.g., because you are an independent contractor), you may be eligible for Disaster Unemployment Assistance. More information about Disaster Unemployment Assistance is available . In addition, the newly-enacted CARES Act expands unemployment benefits for gig workers, freelancers, and independent contractors. Because this law is new, it is not yet clear how eligibility will be determined. The Department of Labor has indicated it will publish guidelines for the states on how to expand unemployment benefits for these individuals.

5. What are my rights if I feel my work environment is unsafe?

Under the California Occupational Safety & Health Act (Cal/OSHA), employers are required to provide a safe working environment. If an employee has a reasonable belief that going to work will lead to imminent danger to their life, and the employer refuses to fix the safety concern, the employee can refuse to go to work. However, the worker can only refuse to work if (1) there is not enough time to report the safety issues to the authorities, and (2) there are not any reasonable alternatives to complete the work without safety risks. If these requirements are met, the employer cannot fire or otherwise retaliate against the employee for refusing to work. It is currently unknown whether COVID-19 meets the definition of "imminent danger."

Similarly, California Labor Code § 6311 states that an employee may not be fired or retaliated against if they refuse to perform work that violates "any occupational safety or health standard" if the violation would create "a real and apparent hazard." It is currently unknown whether COVID-19 meets the definition of "a real and apparent hazard."

If your work can be completed remotely, ask if you can work from home. There is no federal or California law that gives employees the right to work from home, but your employer may permit it during the current health crisis.

If you have a disability that makes you more vulnerable to COVID-19, you may be able to seek accommodations such as telecommuting that can help to keep you safe from contracting the virus. For more information about coronavirus-related accommodations for disabled employees, see Question No. 11, below.

Finally, if you feel you are in imminent danger, or your employer has violated a safety/health standard and created a real and apparent hazard, you can refuse to report to work - but you risk losing your job if the requirements detailed above are not met.

6. I feel that I am covered by the California "shelter in place" order, but my employer is still insisting that I come into work. What can I do?

7. Can my employer ask me to stay home or leave work if I exhibit symptoms of COVID-19.

Yes. Your employer can ask whether you are experiencing COVID-19 symptoms. Your employer can also take your temperature for the limited purpose of evaluating whether you pose a risk to others in the workplace as a result of the COVID-19 pandemic. If you have symptoms associated with COVID-19 (including a fever, cough, sore throat or shortness of breath), your employer can ask to stay home from or to leave work.

If you have been asked to stay home from or leave work due to illness, you may be eligible for the sick leave and other benefits described in Question No. 1, above.

8. What rights do I have if I am required to work from home?

Reimbursement of Business Expenses

If you are an employee working in California and your employer is requiring you to work from home, your employer must reimburse you for your reasonable and necessary home office expenses. This can include a portion of your expenses associated with your phone (cell phone or landline), home internet plan, personal computer, fax machine, and teleconferencing equipment and software.

These reimbursable expenses may not include home office expenses which are for your convenience, such as higher speed internet or computer monitors. Depending on the nature of your work, you may or may not be able to seek reimbursement for printers, ink, and paper costs.

Your employer may have a procedure for reimbursing you for a reasonable portion of your personal cell phone and internet bills, as well as other equipment or hardware necessary for you to work at home. You should clear any expenses with your employer before you purchase new equipment or software.

Additionally, you must be sure to follow your employer's data security procedures, which may relate to things like using the employer's VPN, saving documents to secure locations, and/or password-protecting files. If you have any questions about this, you should ask your employer for their policies.

If you work outside of California (even if you work for a California-based employer), the laws that apply to you may be different. Some other states also require employers to reimburse reasonable business expenses. You should consult an attorney if you have questions.Additionally, under the federal Fair Labor Standards Act ("FLSA"), you cannot be required to outlay business expenses if doing so would reduce your earnings below minimum wage (currently set at $7.25 per hour). Accordingly, if paying for business expenses that are necessary for you to work from home would put you below minimum wage, your employer is required to reimburse you to bring you back up to minimum wage.

Wage and Hour Laws Still Apply

If you are an hourly, non-exempt employee, the laws regarding wage and hour and meal and rest breaks still apply. You are entitled to compensation for every hour worked and, where applicable, overtime pay. You are also entitled to meal and rest breaks in accordance with California law. You and your employer should be keeping track of your timesheets and hours worked, even though you are not on site.

9. Can my employer prohibit me from traveling?

No, your employer cannot prohibit you from traveling for personal reasons on your personal time. Your employer can request that you inform it if you are planning to or have traveled to areas or countries considered by health authorities to be high-risk for exposure to COVID-19.

Your employer may also prevent you from working at the office for reasons of health and safety, including if you have recently traveled to a high-risk area.

10. What are my rights if I am being discriminated against at work because of my race, ethnicity or national origin?

Both state and federal law prohibit discrimination in employment on the basis of race, ethnicity, or national origin. This includes the perception, even if incorrect, that you are of a particular group. Troubling reports of discrimination against individuals due to their affiliation or perceived affiliation with the area of origin of the COVID-19 virus are on the rise.

Discrimination at work can come in many forms. Negative employment actions can include being fired, demoted, denied promotion or advancement, failure to hire, being forced to quit, being denied equal compensation, reduction in hours, and other unfair or unequal treatment.Such employment actions, if based on an individual's perceived or actual race, ethnicity, or national origin, are unlawful. You should contact a lawyer if you feel you have been discriminated against on the basis of a protected class. You can contact our attorneys . More information on discrimination is available .

11. If I have a disability that makes me more vulnerable to COVID-19, is my employer required to provide reasonable accommodations related to coronavirus?

If your employer has five or more employees, it is required to provide reasonable accommodations for a disabled employee under California law unless doing so would impose an undue burden on the employer. If you have a disability such as a compromised immune system, your employer may be required to provide you with reasonable accommodations.

Working from home or changing your schedule are common accommodations, depending on the nature of your work. Unpaid leave may also be a reasonable accommodation. For more information regarding reasonable accomodations, including the limited information an employer may inquire about in order to verify your disability, Legal Aid at Work has a helpful .

12. What if I have been retaliated against for exercising the rights detailed above?

Retaliation against an employee for exercising their rights to medical leave, disability accomodations, or rights to pay for hours worked and reimbursement for business expenses is unlawful. Similarly, an employer may not retaliate against an employee for seeking protection under the civil rights laws, including making a claim of discrimination on the basis of a protected class. The California Labor Code also outlaws retaliation against any employee who protests, opposes, or reports conduct that they reasonably believe violates the law, including the new COVID-19 related laws.

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Rights of California Employees in The COVID-19 Pandemic - San Francisco Employment Lawyers

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Rights of California Employees in The COVID-19 Pandemic The COVID-19 pandemic is a scary and uncertain time for all, but particularly for employees who are grappling with illness, layoffs/reduced hours, school closures, or unsafe working conditions. Answers to commonly asked questions regarding the COVID-19 health crisis are below.

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Buckling up is the single most effective thing you can do to protect yourself and your passengers in a crash. It is extremely important to make sure all children riding in your car be properly secured before every trip.

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By: Judy Schaechter, MD, MBA, FAAP

Did you know that roughly a third of U.S. homes with children have guns? In fact, an estimated 4.6 million kids live with unlocked, loaded guns. That's a scary statistic when you think about the fact that even young toddlers are capable of finding unlocked guns in the home, and they are strong enough to pull the trigger.

As a parent, you may not realize what a serious risk a gun in the home is, especially for children.

Firearms are now the leading cause of death for U.S. children and teens under the age of 18. And the reality is that having firearms in the home increases the risk of unintentional shootings, suicide and homicide. Read on to learn how to keep your child safe.

Unintentional shootings & gun injuries

Unintentional shootings happen to children of all ages. In homes with guns, the likelihood of accidental death by shooting is four times higher.

Between 2015 and 2022, there were at least 2,802 unintentional shootings by children age 17 and younger. These resulted in 1,083 deaths and 1,815 nonfatal gun injuries, nearly all among other kids. And at least 895 preschoolers and toddlers managed to find a gun and unintentionally shoot themselves of someone else during this time.

Suicide risk with guns in the home

Kids and adolescents are at an increased risk for suicide when there is a gun in the home too. Suicide rates in this population are four times higher than for kids who live in homes without guns. In the past decade, 40% of the suicides committed by kids and teens involved guns. Nine out of 10 of these suicides were with guns that the victims accessed at their own homes or from a relative's home.

Guns, kids & homicides

The risk of homicide is three times higher when there are guns in the home. Not only that, but 58% of shooting deaths in children and teens are homicides.

The most effective way to keep kids safe

The American Academy of Pediatrics (AAP) advises that the safest home for a child is one without guns. The most effective way to prevent unintentional gun injuries, suicide and homicide to children and adolescents, research shows, is the absence of guns from homes and communities.

What to do if you do keep a gun in your home

If you decide to keep guns in the home, be aware that many studies show that teaching kids about gun safety, or to not touch a firearm if they find one, is not enough. You can reduce the chances of children being injured, however, by following important safety rules:

Safe gun storage

All guns in your home should be locked and unloaded, with ammunition locked separately. Make sure children and teens can't access the keys or combinations to lock boxes or gun safes. And remember not to keep loaded, unlocked guns in the car, or anywhere else on your property, either.

Safety steps when using firearms

When using a gun for hunting or target practice, keep the safety catch in place until you are ready to fire it. Before setting the gun down, always unload it. As much as a child may want to take a turn shooting, this is not a good idea. No matter how much instruction you may give about how to safely shoot a gun, children are not capable or responsible enough to handle a potentially lethal weapon.

How to keep your kids safe in other homes

More than a third of all unintentional shootings of children take place in the homes of their friends, neighbors or relatives. That's why it is also important to make sure your kids are safe when they spend time where other people live.

Here's how to help ensure your children and their playmates do not come across an unsecured gun while they play:

Add this question to your playdate checklist.

Even if you don't have guns in your own home, ask about guns and safe storage at the other homes they visit. Just as you'd ask about pets, allergies, supervision and other safety issues before your child visits another home, add one more important question: "Is there an unlocked gun in your house?" If there is, reconsider allowing your child to play there or talk to them about keeping the guns unloaded and locked.

Talk with your children about guns.

Remind your kids that if they ever come across a gun, they must stay away from it and tell you immediately.

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Guns in the media

Make sure your children understand that gun violence they may see on TV, in movies, and in video games they play at home or friends' homes is not real. They need to be told-and probably reminded again and again-that in real life, children are killed and hurt badly by guns. Although the popular media often romanticize gun use, children need to learn that these weapons can be extremely dangerous.

More information

About Dr. Schaechter:

Judy Schaechter, MD, MBA, FAAP, is a Professor of Public Health Sciences at the University of Miami Miller School of Medicine and past president of the national Injury Free Coalition for Kids. She is a past member of the American Academy of Pediatrics Council on Injury, Violence and Poison Prevention Executive Committee.

American Academy of Pediatrics Council on Injury, Violence and Poison Prevention (Copyright © 2021)

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gun; handguns; firearms; education; students; home; death; injury; accident; suicide; violence; safety; prevention; guns in the home; gun safety; how to store guns in the home safely; landing_gc;

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Did you know that roughly a third of U.S. homes with children have guns? In fact, an estimated 4.6 million kids live with unlocked, loaded guns. That's a scary statistic when you think about the fact that even young toddlers are capable of finding unlocked guns in the home, and they are strong enough to pull the trigger.

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Car seat Safety ChecksIs Your Car Seat Installed Correctly?Find a Car Seat StationPOOL SAFETYSafe and Cool in the PoolPOOL SAFETY PROGRAMBIKE SAFETYWear a Helmet, Every RideBIKE SAFETY TIPS Previous Next Safety News WHERE'S BABY?A car can heat up 19 degrees in just 10 minutes. To prevent tragedy, we must ACT.

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Kids Swimming Lessons in Roseville | SafeSplash

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SafeSplash Roseville approaches each swimming lesson with skill, care, passion and individual attention. Great for toddlers, children & teens!

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Roseville and Rocklin affordable things to do !!!

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Roseville and Rocklin affordable things to do !!!

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Recreation and Entertainment on a Tight Budget

Roseville, Calif- Having a great time can get expensive. It doesn't always have to be. If you're looking to cut back or have a growing family, it's time to get a little creative when planning your fun.

We've prepared our list of Top 10 Free Things To Do (or almost free!) in Roseville and Rocklin.

Top 10 Free Things To Do

1: Explore the Trails
Roseville and Rocklin maintain a growing network of paved and unpaved trails. As suburban sprawl expands so does this fun maze of trails that help keep neighborhoods and parks connected. Explore on bike or by foot during Spring for beautiful displays of wildflowers, vernal ponds and roaring creeks. Popular home for turkeys, owls, rabbits, squirrels, deer and snakes.

2. Music
Sometimes you just want to listen to some music and chill out without your wallet taking a beating. Toss a couple water bottles and snacks into your pack and check out the plethora a free music opportunities around town. Free music happens regularly during the warmer months in dowtown, local parks and shopping plazas. Fun, inexpensive and nearby!

3.Movies
Grab the young ones for free movies at local parks. Mingle with neighbors, invite friends and let the kids have a ball. Bring a blanket and popcorn.

4. Library
It's 2016 and libraries are cooler than ever! It's still fun to explore aisle after aisle of books in a quiet and relaxed setting. Now with a wealth of entertainment videos and music to check out, there's something for everyone. Look into free programs for the little ones.

5. Model Home Tours
You may not be looking to move, but model home tours can be a great idea starter for your next project. If you're planning a move in the future, touring new homes and neighborhoods just might help jumpstart the planning process. There are numerous new developments around town.

6. Take a History Tour
Gain a greater appreciation of your community by learning a little bit of history. Self guided tours in Rocklin & Roseville are a breeze. Contact the local Historical Society for details.

7. Go to the Park
Sure, it's the most obvious suggestion and perhaps one that is also most overlooked. There's something restorative about spending a few hours at a local park. Play, unwind, enjoy!

8. Catch a Sporting Event
From the competitive to the recreational, indoor to outdoor, South Placer sporting events are on the rise. Sit back and watch the competition heat up at local fields, high schools sports and aquatic centers as the next generation of superstars take the field.

9. Photography
You don't need to be Ansel Adams to capture life that surrounds you. Grab your camera or smartphone, try something different while having fun. Make memories and share the best moments on social media.

10. Plan a Meal Together
Try something completely new. Scour the Internet for a unique dish, head to the local farmers market or grocer and spend some time together preparing for mealtime. Throw on some tunes, open a bottle of... and enjoy!

BONUS

11. Have a Yard Sale
Stay home and compile all the stuff you no longer want or need and have a yard sale. Congratulations! You've just completed 11 Things To Do for Free.
Take some of that extra cash you just earned and spend it at one of the small, locally owned businesses in your neighborhood. View Our Local Events Calendar

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Roseville & Rocklin: Top 10 Free Things To Do

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Roseville, Calif- Having a great time can get expensive. It doesn't always have to be. If you're looking to cut back or have a growing family, it's time to get a little creative when planning your fun. We've prepared our list of Top 10 Free Things To Do (or almost free!)

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Placer County Food Bank will be delivering boxes of food (perishable and shelf-stable) to 500 families in Roseville on Saturday, December 17 th . All interested applicants must complete the form below and send it back to the Placer Food Bank in order to get on the 2022 food box delivery list by December 9th. Must live in the Roseville/Granite Bay area. Click for form to mail in or email.

Local Housing Trust Project Status:The City has made tentative funding commitments with the developers listed on the City of Roseville Affordable Housing Pipeline report to bring new affordable units to our community. The list of developers have been informed they can submit a full application once the HTF receives notice of a State Local Housing Trust Fund award.

Affordable Housing Opportunities

Roseville's Housing Division strives to increase the City's affordable housing availability, including both affordable rental and affordable purchase units provided under the City's inclusionary requirements and in city-partnered development.

Click here or on the links below for more information about current developments:

Belle Maison by Lennar Homes Each affordable home has 3 bedrooms, 2 baths, a 2 bay garage and has 1,438 sq ft of living space. Fourteen homes will be sold to middle-income qualified households. These homes are priced at $419,990. For an application and more information,click here

Roseville Housing Authority (RHA) released an RFP for the Project-Based Voucher (PBV) Program in August of 2021. The PBV program is designed to conform to the Project-Based Voucher Program Final Rule published on October 13, 2005 at 24 CFR Part 983. RHA can accept additional applications and supporting documentation for substantially rehabilitated or new construction units through July 31, 2024. Information must be emailed to [email protected] with the subject line PBV Application Response.

Download the Project Based Voucher Application.

View the RFP for Project Based Vouchers.

Affordable Housing Parcels for Future Development
The City of Roseville General Plan includes an affordable housing goal which requires 10% of all housing units developed to be affordable to households at very low, low and middle (moderate) income households. A list of vacant parcels obligated for future affordable housing development is attached here. Click here for Specific Plan Development Agreement information.

Contact the Housing Division with any further questions at 916-774-5270.

Mission and Vision of Roseville Housing:

The mission of the Roseville Housing Division is to serve the citizens of Roseville by:

Providing affordable housing opportunities in a safe environment.

Revitalizing and maintaining neighborhoods.

Forming effective partnerships to maximize social and economic opportunities.

The mission shall be accomplished by a fiscally responsible, creative organization committed to excellence in public service.
Statistics:

3,316 affordable units developed in the Roseville Affordable Housing Program.

$5,979,207 deployed into Roseville last budget year through housing, low-income community investment and service programs.

1,284 individuals assisted currently by the Roseville Housing Authority.

1,559 individuals assisted last year by city-assisted housing and services programs.

Customer Quotes:
"Having a stable home has helped me to become an "able" parent. Because of that stability my daughter recently graduated with high honors." Christine S.

"City Staff are extremely accommodating and responsive." Leslie B., Director of Placer Independent Resources Services (PIRS)

"Roseville Housing Authority has brought me to a place where I am now almost able to buy a home. I got all my ducks in a row and right now I have a house in escrow." Roy C.

"I want to personally thank you for your professional attention to my case over the years, for I will miss you, yet, at the same time I am very happy to be free from any and all government assistance. To stand on my own two feet is AWESOME!" Mary M.

See the 302(c)(4) plan here

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Placer County Food Bank will be delivering boxes of food (perishable and shelf-stable) to 500 families in Roseville on Saturday, December 17 th . All interested applicants must complete the form below and send it back to the Placer Food Bank in order to get on the 2022 food box delivery list by December 9th.

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Affordable Housing programs support 112 income based apartments in Roseville where households pay rent based on how much they earn.

There are 1,997 affordable apartments in Roseville that offer reduced rents to low-income households.

Affordable Housing Near Roseville

View affordable apartments and waiting lists in cities near Roseville

Public Housing Agencies Serving Roseville, California

Public Housing Agencies operate federally assisted affordable housing programs at local levels on behalf of HUD. Notably, housing agencies are responsible for managing Section 8 Housing Choice Voucher, Public Housing, and Project-Based Voucher waiting lists within their jurisdiction.
Go to the California Public Housing and Low-Income Apartments Waiting Lists page for openings near Roseville.

Roseville, California Affordable Housing Data

Income Based Apartments in Roseville, California

Roseville features 112 income based apartments. Tenants of income based apartments typically pay no more than 30% of their income towards rent and utilities.

Low Rent Apartments in Roseville, California

There are 1,997 rent subsidized apartments that do not provide direct rental assistance but remain affordable to low income households in Roseville.

Housing Choice Vouchers in Roseville, California

On average, Section 8 Housing Choice vouchers pay Roseville landlords $700 per month towards rent. The average voucher holder contributes $400 towards rent in Roseville.

The maximum amount a voucher would pay on behalf of a low-income tenant in Roseville, California for a two-bedroom apartment is between $1,580 and $1,932.

2023 Roseville, California Fair Market Rents and Housing Choice Voucher Payment Standards

Fair Market Rents can be used to better understand the average housing costs of an area. Fair Market Rents are used by HUD to establish payment and rent standards for federal rental assistance programs like the Section 8 Housing Choice Voucher Program.

Studio

One BR

Two BR

Three BR

Four BR

Roseville, California Fair Market Rent

$1,277

$1,400

$1,756

$2,496

$2,907

Roseville, California Payment Standard Range

$1,149 to $1,405

$1,260 to $1,540

$1,580 to $1,932

$2,246 to $2,746

$2,616 to $3,198

Sourced from federal housing data and AffordableHousingOnline.com research.
Roseville, CA Affordable Housing Snapshot

Total Affordable Apartment Properties

18

Total Low Income Apartments

2,109

Total Housing Units with Rental Assistance

112

Percentage of Housing Units Occupied By Renters

35.76%

Average Renter Household Size

2.59

Average Household Size

2.69

Median Household Income

$75,867 ±$1,599

Median Rent

$1,310 ±$30

Percentage Of Renters Overburdened

50.6% ± 2.92pp

Total Population

126,327

Population and Household Demographics

Roseville is a city in Placer County, California with a population of 126,327. There are 46,547 households in the city with an average household size of 2.69 persons. 35.76% of households in Roseville are renters.

Income and Rent Overburden in Roseville

The median gross income for households in Roseville is $75,867 a year, or $6,322 a month. The median rent for the city is $1,310 a month.

Households who pay more than thirty percent of their gross income are considered to be Rent Overburdened. In Roseville, a household making less than $4,367 a month would be considered overburdened when renting an apartment at or above the median rent. 50.6% of households who rent are overburdened in Roseville.

Area Median Income In Roseville

Affordable housing program eligibility is always determined by one's income. Each household's income is compared to the incomes of all other households in the area. This is accomplished through a statistic established by the government called the Area Median Income, most often referred to as AMI. The AMI is calculated and published each year by HUD.

HUD often uses an area larger than a city to determine the AMI because HUD anticipates those searching for housing will look beyond individual cities during their housing search. For Roseville, the AMI is calculated from all households within Placer County.

In Roseville, HUD calculates the Area Median Income for a family of four as $102,200

Most affordable housing programs determine eligibility based on the percent of AMI a given household's income is. Among the programs that determine eligibility based on the AMI are Section 8, HOME, LIHTC, Section 515, 202 and 811.

Rental Assistance in Roseville

Rental assistance is a type of housing subsidy that pays for a portion of a renter's monthly housing costs, including rent and tenant paid utilities. This housing assistance can come in the form of Section 8 Housing Choice Vouchers, project-based Section 8 contracts, public housing, USDA Rental Assistance (in Section 515 properties) as well as HUD Section 202 and 811 properties for elderly and disabled households.

Income Qualifications for HUD Rental Assistance in Roseville

1 Person

2 Person

3 Person

4 Person

5 Person

6 Person

7 Person

8 Person

30% AMI Income Limits
Renters earning up to 30% of the Roseville AMI may qualify for rental assistance programs that target Extremely Low Income households.

$21,300

$24,350

$27,400

$30,400

$32,850

$37,190

$41,910

$46,630

50% AMI Income Limits
Renters earning up to 50% of the Roseville AMI may qualify for rental assistance programs that target Very Low Income households.

$35,500

$40,550

$45,600

$50,650

$54,750

$58,800

$62,850

$66,900

80% AMI Income Limits
Renters earning up to 80% of the Roseville AMI may qualify for rental assistance programs that target Low Income households.

$56,750

$64,850

$72,950

$81,050

$87,550

$94,050

$100,550

$107,000

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Low Income Apartments in Roseville, California

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Affordable Housing programs support 112 income based apartments in Roseville where households pay rent based on how much they earn. There are 1,997 affordable apartments in Roseville that offer reduced rents to low-income households. View affordable apartments and waiting lists in cities near Roseville Public Housing Agencies operate federally assisted affordable housing programs at local levels on behalf of HUD.

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Public Power Coloring Pages

Build and Blast Fog Clog
Fats, oils and grease (FOG) make big clogs in our sewer. Making your own clog can be fun... just keep it out of your pipes! Once you've made your clog, try using different tools to unclog it just like our wastewater workers do.

Build a TP Vactor Truck
Create fun toys from toilet paper, paper towels or gift wrap cardboard tubes instead of throwing them away. Add extras to make your truck similar to our trucks: a vactor hose, a sprayer, a dumping bed or a robot trash can arm.

World Oceans Day Plastic Alternatives Guide
If many of us act together, we can reduce the amount of plastic in the ocean and show the world that we demand less disposable plastic in our everyday lives. Use this guide to find plastic alternatives.

World Oceans Day Plastic Upcycle Crafts
Upcycling plastic helps reduce the amount that can end up in the environment and may help us avoid purchasing new plastic products. The more we can refuse single-use plastic and reuse what is already out there, the more sustainable our future will be. Together we can prevent plastic pollution!

Egg Carton Flower Wreath
1 - 2 hour hands-on activity
What is a common household item you might find in your trash? An egg carton! Americans today eat nearly 290 eggs per person each year. One way to make your egg consumption more environmentally friendly is to buy them in recycled paper or molded pulp cartons. Then repurpose some of those egg cartons into a beautiful wreath! Great gift idea for Mother's Day!

Bottle Cap Flower Garden Art
30 - 45 minute hands-on activity
Gather up some old bottle caps. (We won't judge what kind of beverages they come from!) Repurpose items that would normally be thrown in the trash to make some creative garden art. Perfect gift for Mother's Day!

FOG Jar Decoration
10 - 20 minute hands-on activity
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Upcycled Cereal Box Organizer
30 - 45 minute hands-on activity
Spring cleaning? How about making an organizer out of cereal boxes to store magazines, papers and other clutter? You can organize your home and keep trash out of the landfill. It's a win-win!
10 - 15 minute hands-on activity
With some old paper and a little creativity, you can have some fun making a handy bookmark to hold your spot when reading. Bonus: you're reducing waste too!

Earth Day Tips and Activities
10 minute - 1 hour hands-on activities
Protecting the earth is like protecting your own home. Each of us can make a difference by committing to learn more about our environment and how to care for it. Click the link to find activities and ideas on how you can make a difference all year long.

National Geographic's Earth Day
15 minute - 1 hour online games and activities
Discover games, videos, cool pics from 50 years ago, actions kids can take and activities to help you and your family celebrate Earth Day every day.

Utility BINGO Game
20 minute game
B-I-N-G-O! Print out this BINGO game and cut out each set. Challenge your family to see who can cross off five squares in a row - up, down or diagonal - first. Can you cross off all the squares?

Upcycled Greeting Card
30 minute hands-on activity
Got old magazines or school work? Perfect! Follow these instructions to make an upcycled greeting card. You can reduce waste while letting your loved ones know you're thinking of them.

Luci Creative Future Exhibit Designers
45 minute hands-on activity
Five super fun at-home make-a-museum activities for children. Create different exhibits to show off your cool collections or art projects.

Pacific Science Center Curiosity at Home
30 minute online interactive site
Ignite your curiosity with streaming live science shows, hands-on STEM activities, tutorials and interviews. These educational activities and resources are meant to inspire and excite people of all ages about science.

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Public Power Coloring Pages Build and Blast Fog Clog Fats, oils and grease (FOG) make big clogs in our sewer. Making your own clog can be fun... just keep it out of your pipes! Once you've made your clog, try using different tools to unclog it just like our wastewater workers do.

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health insurance counseling and advocacy program

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Check out a list of nonprofit and other community-based organizations providing resources to residents of Placer County.

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Community Resources / Community Resources

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Board Policies and Administrative Regulations