No SHUT DOWN Order for All Employers!

20 Mar

Attention Orange County Businesses…

NO “SHUT DOWN” Order for All Employers!

Businesses Restrictions Have Been Placed on Restaurants and Bars

Less than six hours after ordering non-essential businesses to close, the OC Health Officer clarified its OC Health Officer Initial Order – March 17, 2020. For details please refer to the attached documents:

“Today’s order from County Health Officer Dr. Nichole Quick is NOT an
order to shelter in place. It is not a lockdown. It is important for all
Orange County businesses to remain open while practicing social
distancing consistent with the Governor’s guidance. However, following
State guidelines, all bars and other establishments that serve alcohol
and do not serve food shall close. All restaurants and other business
establishments that serve food shall close all onsite dining. Pickup,
delivery and drive thru services may remain open. It is important
for all Orange County residents to read the order in its entirety.”
Unfortunately, the order as issued caused wide-spread confusion.
To provide additional clarity requested by Orange County residents and businesses, the County will be issuing an amended Health Officer’s Order.
Watch Our Updates to Stay Informed on  
The Latest State and County Laws & Orders
Our Consultants Are on Standby to Help You!
Contact:
 
Contact Corrine Judisch at cjudisch07@gmail.com or 562-900-1763

Cal/OSHA Interim COVID-19 Guidelines

11 Mar
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California’s Division of Occupational Safety and Health (Cal/OSHA) notified California employers of its new interim guidelines for general industry employers on the 2019 Coronavirus Disease (COVID-19). Cal/OSHA also issued updated guidance for healthcare facilities about the efficient use of respirator supplies.

The Standard Requires Employers to Protect Workers at Healthcare Facilities & Other Services Operations:
  • Hospitals and long-term health care facilities, as well as, in clinics, home health care, hospices, medical offices, medical outreach services, medical transport and emergency medical services, outpatient medical facilities, and skilled nursing facilities.
  • Diagnostic laboratories, police services, and public health services that are reasonably anticipated to expose employees to an aerosol transmissible disease.
  • Correctional facilities, drug treatment programs, and homeless shelters.
  • Any other locations when Cal/OSHA informs employers in writing that they must comply with the ATD Standard.
In depth details define Specific Requirements Listed Below. To Read The Complete Report … Click Here.
  • Healthcare Facilities Take These Steps
  • Healthcare Worker Protections
  • Written Workplace Exposure/Protection Control Plan & Procedure
  • Training Required
  • Additional Employer Requirements
  CalWorkSafety & HR, LLC  Helps companies prepare for Cal/OSHA
compliance, training, inspections, citations or written plans.  
Contact us today and speak to one of our Consultants:
Call: 949-533-3742

March is Ladder Safety Month – Every Step Matters!

28 Feb
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March Is Ladder Safety Month
Every Step Matters!  
Are You Putting the Right Foot Forward?
Every year over 100 people die in ladder-related accidents, and thousands suffer disabling injuries. Raise awareness of ladder safety and to decrease the number of ladder-related injuries and fatalities view OSHA Information on Ladder Safety.
National Ladder Safety Month is the only movement dedicated exclusively to the promotion of ladder safety – whether agriculture, general industry, construction, or mobile ladder stands … at home or at work.
National Safety Goals:
  • Provide safety training on use of ladders – emphasizing the three-point
    contact rule (one hand and two feet or two hands and one foot on the
    ladder at all times.
  • Lower the ladder-related safety citations on OSHA’s Top 10 “Citations List”
  • Decrease number of ladder-related injuries and fatalities
  • Inspect ladders regularly and properly dispose of old, damaged or obsolete ladders
Every Step Matters:
Ladder hazards can be eliminated or substantially reduced by following good safety practices. Do you have the training material you need to comply with OSHA and ensure the best and safest workplace?

Contact CalWorkSafety, LLC for help in OSHA compliance, safety standards and defense of citations.

CalWorkSafetyHelps companies prepare for Cal/OSHA
compliance, training, inspections, citations or written plans.  
Contact us today and speak to one of our Consultants:
Call: 949-533-3742

Form I-9 Employment Eligibility Verification Update

11 Feb

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Important Update – Form I-9 Now Available

Employers: Prepare for I-9 Instructions
I-9 Employment Eligibility Verification
I-9 Forms verify the identity and employment authorization of individuals hired for employment in the US. All U.S. employers must properly complete Form I-9 for every individual they hire for employment – both citizens and noncitizens.
The Process: Employees and employers (or employer designee) must
complete the form. Employees present their employer with acceptable documents evidencing identity and employment authorization. Employers
then verify the employment eligibility/identity document(s) submitted and
record the document information on the Form I-9. Employers are required
to retain Form I-9 and make it available for inspection by authorized
government officers.
USCIS Changes to the I-9 Form & Instructions:

1. Form:
Revised the Country of Issuance field in Section (1) and the Issuing Authority field (when selecting a foreign passport) in Section (2) to add Eswatini and Macedonia, North per those countries’ recent name changes. (Note: This change is only visible when completing the fillable Form I-9 on a computer.)

2. Instructions:
  • Clarified who can act as an authorized representative on behalf of an employer
  • Updated USCIS website addresses
  • Provided clarifications on acceptable documents for Form I-9
  • Updated the process for requesting paper Forms I-9
  • Updated the DHS Privacy Notice
With a 10/21/19 revision date, the new version can be used starting (1/31/20) – or the employer may continue to use the 07/17/17 N version until April 30, 2020. However, beginning May 1, 2020, employers may only use the new form.

Penalties exist for using an outdated form. Remember: you don‘t need to update forms for existing employees, just use the new form I-9 for new hires after today. If you use an electronic vendor for your I-9s – whether a stand-alone product or included in your HRIS – observe the coming days and weeks to ensure that the form has been updated and is included in your software!

  • One common question is about authorized representatives for Section (2) completion (in the case of remote workers). The rule itself is no different, but the USCIS has clarified the instructions as follows:
“You may designate an authorized representative to act on your behalf to
complete Section 2. An authorized representative can be any person you
designate to complete and sign Form I-9 on your behalf. You are liable
for any violations in connection with the form or the verification process,
including any violations of the employer sanctions laws committed by the
person designated to act on your behalf.”
  • The USCIS has also clarified that you don‘t need to fill in “N/A” for unused fields in Section (2).
  • A helpful tool in the instructions is found on 8-11 where there are abbreviations listed for each possible document.
To Download the new Form I-9 click HERE
 For questions about I-9 revisions, visit: https://www.uscis.gov/i-9

or contact Wendy Garcia for additional clarification.
    CalWorkSafety Helps companies prepare for Cal/OSHA
compliance, training, inspections, citations or written plans.
Contact us today and speak to one of our Consultants:
Call: 949-533-3742
Or email: dondressler1@hotmail.com 

 

Coronavirus: Employers – Don’t Panic, But Be Prepared

6 Feb

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Employers Important Update
Employers Must Make Decisions on
Current Information About This Virus
The rapidly developing outbreak of novel Corona virus (nCoV-2019) in central China is sparking fears of a widespread health threat, a pandemic even, but right now there are as many questions as there are answers. Some cities around the world have declared a crisis and closed schools and non-essential businesses.
Preventive Steps
There is no specific or preventative treatment for nCoV-2019. Infected persons “should receive supportive care to help relieve symptoms,” CDC says. Authorities are urging individuals to practice these preventive steps, which is wise considering we’re still in the flu season:
  • Washing your hands with soap and water for at least 20 seconds, or at least use a hand sanitizer;
  • Avoid touching your eyes, nose, and mouth with unwashed hands;
  • Avoid close contact with people who are sick;
  • Avoid “presenteeism” – going to work when you are sick. If you are ill, stay home;
  • Cover your cough or sneeze with a tissue, then throw it away; and
  • Frequently clean and disinfect touched objects and surfaces.
  • Surgical masks can help prevent infecting others if you are ill but will not prevent you from inhaling germs.

Click Here to learn about the latest information and what you can do for your employees:

If you have questions about this important news contact CalWorkSafety

at: 949-533-3742 and speak with one of our consultants.
CalWorkSafety Helps companies prepare for Cal/OSHA
compliance, training, inspections, citations or written plans.
Contact us today and speak to one of our Consultants:
Call: 949-533-3742 or email:

Completing/Filing Revised Cal-OSHA Form 300A Now Mandatory

30 Jan

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As Of 2-1-20 … Cal/OSHA’s Form 300A Is Now Mandatory to California Employers

California employers should know that Cal/OSHA’s injury/illness reporting requirements have been revised starting on 2-1-20. Employers who meet the requirements for keeping of work-related injuries and illnesses records must post the OSHA Form 300A from February 1 to April 30 yearly. All medical treatment beyond first aid must be reported to OSHA. Employers must also document significant work-related injuries and illnesses diagnosed by a licensed healthcare professional.

March 2, 2020 is the deadline for filing OSHA Form 300A 2019 reports of injury and illness data. If you employ more than ten workers considered to be partially exempt, it also involves an OSHA Form 300A. Now required on all submissions is your Employer Identification Numbers (EIN). These reports include:

Work-related death and every work-related injury or
illness that involves loss of consciousness, restricted work
activity, or job transfer, days away from work, or
medical treatment beyond first aid.

 

New Cal/OSHA Rule Changes That Are Effective Now:
  • OSHA Form 300 requires the supervisor to document the injured employee’s name, job title, and case number.
  • Supervisors must describe the case by listing the date of injury or illness, location of occurrence, and the specific area of the body affected. The log  also asks for the outcome, including days away from work, job transfer, or other recordable cases.
  • Beyond each individual case, employers must also prepare a summary of all work-related injuries and illnesses (reported on Form 300A).
    • In this section, the number of cases, days away from work, and injury or illness are combined into a grand total.
    • The employer then lists their information and provides a signature for OSHA’s internal use.
  • Not to be overlooked, the last page of the report is OSHA’s Form 301 (employer’s form that describes the workplace injury or illness). Each injury or illness that is recorded on OSHA Form 300 or its equivalent must also be recorded on a Form 301 or its equivalent (*a form is considered equivalent if it contains all the information asked on Form 301).
  • Note that larger firms are also required to file online with U.S. Dept. of Labor.
Our CalWorkSafety team helps companies with preparation and filing of your OSHA Form 300 and 300A reports and gives you confidence that they are on time and accurate. If you have questions about this important new regulation contact CalWorkSafety 949-533-3742 and speak with one of our consultants about your questions or concerns.
CalWorkSafety Helps companies prepare for Cal/OSHA
compliance, training, inspections, citations or written plans.
Contact us today and speak to one of our Consultants:
Call: 949-533-3742 or email:

Announcing Two New Employer Tools to Help Employees Prevent/Resolve Employee Performance or Injury Issues

14 Jan

Jan 20 BOTTOMLINE- New Employer Solutions

In working with a number of clients, we have seen problems caused by employees claiming a work injury due to pain and not recovering – increasing the cost of workers’ comp claims. We have also seen employees with “stress” claims or behavior which causes problems for the work force or even indicate potential workers’ comp. claims.

We are very pleased to announce two additional programs now available to our clients to help with employee performance or injury/illness issues. These innovative programs assist you to successfully prevent or resolve employee performance or injury issues by helping you effectively deal with physical, emotional, or behavioral complications. And – as an incentive for you to use this program, our firm CalWorkSafety LLC – will pay for the first office visit under either our Next Level Chiropractic Program, or Mental Health and Cognitive Behavior Therapy provided by Kinsugi Mind Spa in Laguna Hills, CA.

All CalWorkSafety Existing Clients Can Take Advantage of These New Programs for Their Employees:

chiropractor

Next Level Chiropractic Program:

Treatment for pain, strains and sprains and other muscular-skeletal concerns. The pain experienced may be long-standing and accumulated wear and tear of life and very often is not caused by a work injury. But the pain still affects job performance.   The main Chiropractic office is in Irvine but there   are participating offices throughout the LA area.
  • Evaluate – understand – help – find issues
    causing pain
  • Often it is discovered that it is work related
    injury but not Worker’s Comp status

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Fitness for Duty:

A Mental Health assistance evaluation and therapy:
  • Cognitive Behavioral Training – Seek therapy designed to:
    • Help identify and evaluate stress and/or behavioral issues
    • Help determine the origin of behavioral issues which may not be workplace based
    • Can often get employee back to work (after 3-4 sessions)

These services are not part of a workers’ compensation claim, and our providers are not Primary Treating Physicians – which means there is no report to your workers’ compensation insurer or CA Dept. of Work Comp. And, since this isn’t Worker’s Comp treatment, it has no impact on XMOD. Retainer clients will not be charged for the initial visit; but if follow-up visits are needed, the employer must decide if they will provide and pay for such additional services.

The goal is to benefit employers by helping employees return to work and do their job. Companies which have used a resource such as this have found it lowered the cost of a workers’ compensation claim where behavior, attitude or stress is involved, by 50%.

Help identify and solve employee problems without going through Workers’ comp, experience minimal hassle and provide employees help – whether physical, emotional, or behavioral. These services can also be very important in dealing with the interactive process required by FEHA and ADA for accommodation of disabilities.

Give us a call to learn more … let’s get started.