In accordance with Executive Order 2020-59, Diehl’s Orchard and Cider Mill, Inc. (“Company”) institutes this COVID-19 Preparedness and Response Plan (“Plan”). 

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

Employees with questions are encouraged to contact Christine Diehl via phone at 248-310-9375 and/or email at ciderman772005@yahoo.com

  1. Prevention Efforts and Workplace Controls 

    1. Cleanliness and Social Distancing

Employees who are able to perform their essential duties remotely may be permitted to work from home in accordance with approved telework arrangements. 

Only critical infrastructure workers performing necessary work are directed to report on-site.  For such workers, Company abides by the recommended social distancing and other safety measures and establishes the following:

  • Large gatherings are minimized whenever possible; staff meetings are postponed, cancelled or held remotely;

  • Employees are encouraged to maintain physical distance even when on break, as well as before and after working hours; 

  • Employees are required to maintain physical distance when reporting to work, clocking in, leaving work, and clocking out;

  • Employees’ work stations are no fewer than six feet apart;

  • Company may utilize flexible work hours, wherever possible, to limit the number of employees simultaneously working on-site;

  • Employees’ interactions with the general public are modified to allow for additional physical space between parties; and 

  • Non-essential travel is postponed or cancelled.  

Company provides employees and customers with, at a minimum, non-medical grade face coverings.  Company requires all employees to wear a non-medical grade face covering or mask while working on the premises unless employee is medically unable to comply with this requirement.  

In addition, Company is instituting the following cleanliness measures: 

  • Where possible, increasing ventilation rates and circulation throughout work sites;

  • Performing routine environmental cleaning and disinfection, especially of common areas; and 

  • Where available, providing hand sanitizer in high-traffic areas. 

Employees are required to minimize COVID-19 exposure by: 

  • Cleaning work stations at the beginning and end of each shift; 

  • Avoiding, when possible, the use of other employees’ phones, desks, offices, or other work tools and equipment; 

  • 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;

  • Practicing respiratory etiquette, including covering coughs and sneezes; 

  • Immediately reporting unsafe or unsanitary conditions on Company premises;

  • Complying with Company’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.

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

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, Company:

  • Informs all employees with and near whom the diagnosed/symptomatic employee worked of a potential exposure;

  • Keeps confidential the identity of the diagnosed/symptomatic employee; and

  • Conducts 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, defined below.   

Company completes an 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.”  If an employee infects a coworker, the coworker has suffered a work-related illness if one of the recording criteria (e.g., medical treatment or days away from work) is met. 

    1. Worker Exposure Classification 

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.  

Given this classification, Company provides the following controls in addition to the above-summarized prevention efforts: installing physical barriers where feasible, limiting exposure to the general public, and minimizing face-to-face contact.    

  1. Identification and Isolation of Sick and/or Exposed Employees

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 must not report to work and, upon notification to Company, will be removed from the regular work schedule:

  • 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.   

    1. Daily Employee Screenings

To prevent the spread of COVID-19 and reduce the potential risk of exposure, Company screens employees and customers on a daily basis.  

Employees are asked the following questions before entering the worksite:

  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 a touchless thermometer is available, temperature checks are performed.  

    2. 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 their supervisor and/or Nick Diehl or Chris Diehl. 

    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. 

Employees are typically required to submit a release to return to work from a healthcare provider; given the current stressors on the healthcare system, Company may accept written statements from employees confirming all the factors supporting their release.   

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

Company is temporarily suspending the assessment of all attendance points for eligible absences.  

In addition, employees may be eligible for paid and unpaid leaves of absence.  

Employees may be permitted to utilize available paid-time off provided under Company policy concurrently with or to supplement any approved leave.   

    1. FFCRA

Employees may qualify  for two different types of paid leave under the Families First Coronavirus Response Act (“FFCRA”).   

Under the Emergency Paid Sick Leave Act (“EPSLA”), employees may seek up to two weeks (i.e., 10 business days) of paid leave for the following reasons:

  1. Subject to a Federal, State, or local quarantine or isolation order related to COVID-19;

  2. Advised to self-quarantine due to concerns related to COVID-19;

  3. Experiencing symptoms of COVID-19 and seeking a medical diagnosis;

  4. Caring for an individual subject to a quarantine or isolation order or advised to self-quarantine due to concerns related to COVID-19;

  5. Caring for a son or daughter whose school or childcare provider is closed or unavailable due to COVID-19 precautions; and

  6. Experiencing any other substantially similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretary of the Treasury and the Secretary of Labor.  (Please note, the Secretary of Health and Human Services has not defined conditions which trigger this subpart under the EPSLA.) 

For full-time employees, two weeks of leave equates to 80 hours; for part-time employees, two weeks of leave equates to a number of hours equivalent to the number of hours usually worked in a two-week period.  

Paid leave for reasons 1, 2, and 3, above, is paid at the employee’s regular rate of pay, capped at $511/day.  Paid leave for reasons 4, 5, and 6, above, is paid at a rate equivalent to two-thirds of an employee’s regular rate of pay or minimum wage, whichever is greater, capped at $200/day.   

Under the Emergency Family and Medical Leave Expansion Act, employees may seek up to twelve weeks of leave to care for a son or daughter whose school or childcare provider is closed or unavailable due to COVID-19 precautions.  The first two weeks of leave, which run concurrently with the EPSLA leave, may be unpaid; the remaining ten weeks of leave are paid at a rate equivalent to two-thirds of an employee’s regular rate of pay or minimum wage, whichever is greater, capped at $200/day.     

    1. Executive Order 2020-36

Employees who require leave beyond the EPSLA 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 Mike Diehl for 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.”  

Company 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 Company engages in the interactive process to provide a reasonable accommodation.  This may mean allowing the employee to work remotely (if reasonable) or work an alternative schedule.

  1. Customer Screening and Requirements

Customers will be screened as follows before entering the premises:

  1. If a touchless thermometer is available, temperature checks are performed.  

    1. If customer’s temperature exceeds 100.4 access is denied, and customer is advised of curbside pickup options.     

  2. Customers will be required to wear a non-medical grade face covering when entering and at all times while on the premises.  If the customer does not have a face covering, one shall be provided by the Company.

    1. If customer refuses to wear a face covering or expresses that he or she is medically unable to wear a face covering access is denied, and customer is advised of curbside pickup options as a reasonable accommodation to the customer.     

  1. Communications and training practices protocol 

This COVID-19 Preparedness Plan was communicated by providing a copy to all workers and by _________Covid Training____ on ______various training dates_________, and necessary training was provided.

Additional communication and training will be ongoing by providing updates to staff and additional raining as necessary. Training will be provided to all workers who did not receive the initial training and prior to initial assignment or reassignment.

Instructions will be communicated to all workers, including employees, temporary workers, staffing and laborpools, independent contractors, subcontractors, vendors and outside technicians and customers, clients, patrons, guests and visitors about protections and protocols, including: 

1) social distancing protocols and practices; 

2) drop-off, pick-up, delivery and general in-store shopping; 

3) practices for hygiene and respiratory etiquette; 

4) requirements regarding the use of masks, face-coverings and/or face-shields by workers and customers, clients, patrons, guests and visitors. 

All workers and customers, clients, patrons, guests and visitors will also be advised not to enter the workplace if they are experiencing symptoms or have contracted COVID-19.

Managers and supervisors are expected to monitor how effective the program has been implemented.

All management and workers are to take an active role and collaborate in carrying out the various aspects of this plan, and update the protections, protocols, work-practices and training as necessary.

This COVID-19 Preparedness Plan has been certified by Diehl’s Orchard and Cider Mill, Inc. management and the plan was posted throughout the workplace and made readily available to employees on ____August 14, 2020_________.  It will be updated as necessary by Michael Diehl and/or Christine Diehl.

Certified by:

_______Michael Diehl______

Michael Diehl, President

 

  • Stay home if you are sick!

 

  • Stay home if you are suffering from a fever or chills, cough, shortness of breath or difficulty breathing ,fatigue, muscle or body aches, headache, diarrhea, new loss of taste or smell, sore throat, congestion or runny nose, nausea or vomiting 

 

  • Stay home if you have lived with, or had close contact with, someone in the last 14 days diagnosed with or displaying the symptoms of COVID-19? Or is you have travelled via airplane internationally or domestically in the last 14 days?

 

  • Routes by which the virus causing COVID-19 is transmitted from person to person.

 

  • Distance that the virus can travel in the air, as well as the time it remains viable in the air and on environmental surfaces.

 

  • The proper use of personal protective equipment,(masks, gloves, etc.) including the proper steps for putting it on and taking it off.

 

  • Appropriate cleaning procedures, including training for cashiers on cleaning between customers. Spray, wipe and let air dry.

  • 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. Tell on-site supervisor. Call Chris @ 248-310-9375.

 

  • How to manage symptomatic customers or those unwilling to put on a mask upon entry or in the store. First, tell a manager or onsite supervisor and have them talk to customer. If no manager is available, ask the customer if they are feeling sick. If they say yes, tell them they have to leave the store or we will have to close the store for all customers. If they say no, express that they are exhibiting signs of sickness and we have to ask them to leave. If they won’t leave we have to close the store for all customers.

  • Report Unsafe Working Conditions to OSHA. Follow the proper protocol. In most cases, OSHA prefers that you tell your employer about your workplace safety concerns first. This will give the employer a chance to address those concerns and perhaps fix them. Some employers are unaware that unsafe working conditions exist at the company. If not addressed, call MIOSHA at 800-866-4674 or file a complaint at https://safetyhealthhazards.apps.lara.state.mi.us/ 

Below is a list of the ways that we are implementing practices and precautions to prevent infection in response to Covid-19.

  • We are wearing masks and all customers must wear masks indoors. 

  • All of our employees go through a health screening every time they come to work.

  • We are doing frequent sanitizing of commonly touched surfaces like door handles, rails, counters, etc.

  • We have designated 2 hours every Tuesday from 9:00-11:00am for at risk customers to shop.

  • We have built a wonderful new OUTDOOR walk up window to order and pick up at.

  • We have installed plexiglass barriers at checkouts and ordering stations.

  • We have a limited store capacity of 32 customers and 25 employees.

  • We have designed our lines with 6 foot distancing markers.

  • We have trained all of our employees on safe workplace habits.

I have read the Diehl’s Orchard and Cider Mill Covid Preparedness Plan and attended Covid-19 Training on

Date_____________________________________________________

 

Signed___________________________________________________

 

Print Name________________________________________________

 

Parent Signature if under 18_________________________________

 

 

 

I have read the Diehl’s Orchard and Cider Mill Covid Preparedness Plan and attended Covid-19 Training on

Date_____________________________________________________

 

Signed___________________________________________________

 

Print Name________________________________________________

 

Parent Signature if under 18_________________________________

Call us:

248-634-8981

August 15 to November 1:

Open Daily, 9 to 6, except 

TUESDAYS: 9:00-11:00am At Risk Customers Only

   11:00-6:00 All Customers

November 2 to 22:

Saturday and Sunday Only, 

12 to 5

Visit us at 1479 Ranch Rd. Holly, MI 484422

DiehlsOrchard.com