The COVID Project
The record
- Jurisdiction
- Vermont
- Level
- State
- Authority
- 29 U.S.C. sec. 667; 21 V.S.A. secs. 201, 223, 224
- Issued
- 2017-06-08 June 8, 2017
- Effective
- standing; in force throughout March 2020 to September 2021 (read as 2017-06-08)
- End
- standing (read as 2021-09-30)
- In force
- Standing since June 8, 2017 (a statutory duty; in force throughout the six quarters)
- Quarters
- 2020 Q22020 Q32020 Q42021 Q12021 Q22021 Q3
2020 Q22020 Q32020 Q42021 Q12021 Q22021 Q3
- Limitation types
- Workplace rulesStanding duty
- Addressees
- Character
- workplace duty
- Collection
- Standing duties: Vermont DUT-VT
Operative words
Any employer that willfully or repeatedly violates the requirements of this Code... may be assessed a civil penalty of not more than $126,749.00 for each violation, but not less than $5,000.00 for each willful violation. (2) Any employer that has received a citation for a serious violation... shall be assessed a civil penalty of up to $12,675.00 for each violation.
Penalty
willful or repeated: up to $126,749 per violation, not less than $5,000 per willful violation; serious: up to $12,675 per violation; other: up to $12,675 per violation; failure to correct: up to $12,675 per day; willful violation causing death: fine up to $126,749 or imprisonment up to one year; amounts adjusted each January 1 by the CPI
What it required
Every employer to comply with the VOSHA Code, its standards, rules and orders (including the general duty of sec. 223, the Commissioner of Health's orders under 18 V.S.A. sec. 1418 and the COVID-19 Healthcare ETS adopted in July 2021), on pain of civil penalties assessed by the Review Board, adjusted annually for inflation, and criminal penalties for willful violations causing death and for false statements.
Retrieval noteCurrent text rendered September 29, 2026; no amendment after 2017, so the text is the text in force in 2020-2021 (the dollar figures shown are the statutory base amounts, adjusted annually under subsection (c)). Subsection (a) directs the Review Board to 'follow to the degree practicable the federal procedures' and to consider 'the size of the business... the gravity of the violation, the good faith of the employer, and the history of previous violations'.