The Occupational Safety and Health (OSH) Act of 1970 requires certain employers to prepare and maintain records of work-related injuries and illnesses. Below is a brief overview of the requirements surrounding the types of injuries and illnesses that should be recorded on this log.
A work related injury is defined as an injury or illness that occurs at work, or any place an employee is present as a condition of their employment. This includes preexisting conditions which become significantly aggravated due to the conditions of employment as well.
The types of injuries and illness require to record are as follows:
Injuries or illnesses resulting in,
Continue reading “OSHA Occupational Employee Injury or Illness Log”
According to the Cal Labor Laws‘ website, here are the Bills signed into Law for 2019.
AB 3109 (Disclosure of Sexual Harassment): This bill makes void and unenforceable any provision in a contract or settlement agreement that prevents a party to the contract from testifying about criminal conduct or sexual harassment in an administrative, legislative, or judicial proceeding.
SB 224 (Sexual Harassment): This bill amends section 51.9 of the Civil Code to expand the types of relationships that can be subject to a claim for sexual harassment to include lobbyists, elected officials, directors, producers, and investors. This statute generally applies to work relationships where one person holds himself out as being able to help someone establish a business or professional relationship directly or with a third party.
SB 820 (Settlement of Sexual Harassment Claims): This new law prohibits provisions in settlement agreements entered into after January 1, 2019 that prevent disclosure of factual information pertaining to claims of sexual assault, sexual harassment, gender discrimination or related retaliation that have been filed in court or before an administrative agency. The new law does not prohibit a provision that prevents the parties to the agreement from disclosing the amount of the settlement. Additionally, at the claimant’ request, the settlement agreement may include a provision that limits the disclosure of the claimant’s identity or of facts that would lead to the discovery of the claimant’s identity. Continue reading “Employment Related Laws for 2019”
As you may have heard, on September 30, 2018, California Governor Jerry Brown signed into law SB 1343 which expands the existing mandatory harassment prevention training obligations for employers. This new law requires that California employers provide harassment prevention training for all employees.
- Who: Any employer with 5 or more employees must train all employees (not just supervisors). The definition of “employee” now includes all seasonal and temporary employees.
- Deadline: All relevant employees must be trained by January 1, 2020 (which means training needs to happen in 2019).
- Frequency: Every 2 years.
- Content: Required training topics were established in 2007 by AB 1825 and subsequent FEHA regulations. This is now augmented by another law enacted on September 30th, 2018 (SB 1300) which authorizes employers to include bystander intervention training (but does not mandate it).
- Duration: At least 2 hours of training for supervisors, at least 1 hour for employees.
- Record retention: Again, as established by AB 1825 and FEHA regulations, employers are required to keep records of completed training including details of the attendees, training methods used, copies of questions asked and responses given, etc.
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On September 29, 2016, Governor Brown signed a bill that directs Cal/OSHA to create a regulation protecting employees of indoor workplaces from heat illness. Section 6720 was added to SB 1167 requiring that a proposed rule be submitted to Cal/OSHA Standards Board by January 1, 2019. The standard would apply to all indoor work areas where the temperature equals or exceeds 80 degrees Fahrenheit when employees are present. Continue reading “Proposed OSHA Rule for California Indoor Heat Illness Protection due January 1, 2019”
Sometimes we wait too long to fix a potential problem. Most of the time it’s after an accident has already happened. We think to ourselves “gosh, I knew I should’ve done something sooner.” Now your employee and their family is hurt, your company takes a hit, an accident investigation takes place, and you’re left to pick up the pieces.
The frustrating part is we see the problem; we ignore it too.
It would take too much time to fix, or too much money, or my employees wont be happy with the change.
Continue reading “Accident Investigation & Prevention”
Topic: Accident Investigation Forms
The Occupational Safety and Health (OSH) Act of 1970 requires certain employers to prepare and maintain records of work related injuries and illnesses. In fulfillment of this requirement, Continue reading “Employer Responsibilities – Accident Investigations”
Today the Wall Street Journal, namely Harriet Torry, reported “the number of U.S. deaths at work from unintentional drug and alcohol overdoses jumped more than 30% in 2016, according to new government data, showing that the nation’s struggle with a deadly opioid epidemic is migrating to the workplace.
Continue reading “Drugs in the Workplace”
Don’t wait till you smell smoke to ask, what should I do in the event of a fire?
Fire Safety is an important part of being prepared. It’s not enough to know where the exits are, what items to grab on the way out, or when and how to help others. Fire preparedness includes preemptive measures as well!
Some preliminary questions to consider are:
Do you have a fire alarm?How would employee communication work in the event of an emergency? Where is the safety rendezvous point?
Continue reading “Fire Safety.”
Why do I need to provide training for my forklift operators?
Each type of forklift presents different operating hazards based on the way they lift, and amount of weight they can support. In addition, type of workplace can introduce many hazards, including putting the pedestrians in danger. Some commons accidents include: Continue reading “Forklift Training”
What would happen today, if there was an accident at your workplace? Would employees and management know what to do? Would the injured person get the best possible care?
When an accident happens, a First Aid Program that meets the requirements of the law and is tailored to the type and size of the workplace can literally make the difference between life and death, or between recovery and permanent disablement. Continue reading “First Aid Ready!”