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Train the Trainers Program: Classes start in July!

19 Jun
June-News-CWS-Con-Con-Train

Important CalWorkSafety News Alert:

Effective Immediately

California employers with five or more employees are required to provide sexual harassment prevention training to all employees before January 1, 2020. The minimum count of 5 (five) employees includes seasonal and temporary hires as well as independent contractors.

Training must take place within six months of hire or promotion and every two years thereafter. Under the new law, beginning January 1, 2020, seasonal and temporary employees or employees hired to work less than 6 (six) months, must be trained within 30 calendar days after hire or within 100 hours worked, whichever is earlier.

To meet these requirements on a timely and regular basis, why not train your in-house Human Resources Professional to perform your 1-Hour Employee Harassment Training?

We provide a comprehensive Train the Trainer program for your Human Resources Professional. Your Human Resources Professional will be provided with in-depth training and all the tools and materials necessary to conduct your own 1-hour sexual harassment prevention training for your existing workforce as well as new-hires.

Our First Class Is Scheduled For:

  • Date: July 9, 2019
  • Time: 9:00 am – 11:30 am
  • Where: 16755 Von Karman Avenue, Suite 200, Irvine, California
  • Class Fee: $300.00   
  • * ONLY 10 SEATS ARE AVAILABLE FOR THIS FIRST CLASS
  • Please RSVP as soon as possible

*NOTE: This course is intended for Human Resources Professionals who are “Qualified” to be trainers on this topic. In the State of California, a “Qualified” Human Resources Professional must have at least two years of practical experience: advising employers or employees about discrimination, retaliation, and sexual harassment prevention; responding to sexual harassment or other discrimination complaints; investigating sexual harassment complaints; or in designing or conducting training on discrimination, retaliation, and sexual harassment prevention.

Retainer clients may apply July “unused” hours towards the total amount of the class at their hourly rate. Depending on response, subsequent classes may be scheduled.

Contact cwilliams4work@outlook.com
 CalWorkSafety Consultants Are Here to Help Clients 

Resolve Their Human Resources Training Needs 

Contact Us to Help You Sort Out Your Options
949-533-3742

2019 Sexual Harassment Prevention

31 May
May-Train the Trainers
As an ongoing service to our clients, CalWorkSafety provides extensive training courses. Given the latest changes in California and federal sexual harassment laws, our goal is to ensure that you understand what these laws entail regarding employee training. IT ISN’T OPTIONAL.
The latest CA and federal sexual discrimination, harassment and retaliation laws have changed. Employers are now required  to “take reasonable steps to prevent and correct wrongful (harassing, discriminatory, retaliatory) behavior in the workplace.”
This means that all CA employers with 5+ employees are nowrequired to provide at least two hours of sexual harassment prevention training by the end of 2019, and every two years thereafter. This training must also be provided in a classroom setting, through interactive E-learning, or via live webinar.
Our trainers/educators are experts in harassment training based on gender identity, gender expression, and sexual orientation, as well as practical examples of such harassment. CA employees must also be trained during calendar year 2019. Employees who were trained in 2018 or before must be retrained.
Toolkit Content: Sexual Harassment Abusive
Conduct Prevention Training
  1. Power Point Presentation
  2. Sexual Harassment Prevention Brochure
  3. Sexual Harassment Prevention Poster
  4. Model Sexual Harassment Prevention Policy (optional)
  5. Workplace Harassment Investigation Guide
  6. Certificate and Sign-In Sheet
  7. Quiz and Answer Key
To ensure that our clients remain compliant, we’ve designed a comprehensive new Tool Kit – “Sexual Harassment Prevention Training Course” that defines who is affected, what is required, how to meet compliance deadlines … including all aspects of the training tools for 2019 and beyond.
Your Effective Anti-Harassment Program Includes:
  • A clear written policy that is distributed to employees and discussed at meetings on a regular basis (for example, every six months).
  • Buy in from the top. This means that management is a role model of appropriate workplace behavior, understands the policies.
  • Training for supervisors and managers (two-hour training is mandated under two laws commonly referred to as AB 1825 and AB 2053), as well as a one-hour training for employees.
  • Specialized training for complaint handlers.
  • Policies & procedures for responding to and investigating complaints
  • Prompt, thorough and fair investigations of complaints.
  • Prompt and fair remedial action.
So, let’s get you signed up. Contact us today to begin
the “Sexual Harassment Training Compliance Race”
for your company. Email: dondressler1@gmail.com
or call: 949-533-3742 today.   
Cal/OSHA Multi-Lingual Employee/Trainer Materials:

Form 300A Summary Posting Ends Soon But Don’t Toss Them Yet …

1 May
May-Keep Form 300A Summaries.png
April 30 was the last day employers have to post the 2018 Cal/OSHA.

This means that on May 1, employers can take down the notice.

The annual, mandatory posting is displayed from February 1 to April 30. However, employers can’t dispose of the Form 300A once the notice is taken down.

Even After the Posting Period Ends …
Employers Must Retain Form 300A Summaries for Five Years

Form 300A  is a summary form – and separate from Form 300 Log of Work-Related Injuries and Illnesses (Form 300). Employers use the Form 300 to record and classify all work-related injuries, illnesses and fatalities, as well as detailed information about those events.
Just like Form 300A, the recordkeeping rules also apply to Form 300.Which means you must have 5 years worth of these records and be able to furnish them within four (4) hours’ notice to a Cal/OSHA inspector upon request. (That means 2014, 2015, 2016, 2017 and 2018 records).

Heat Illness Prevention

25 Apr

April-Consultant-Masthead-Humberto

When it comes to preventing heat illness, employers with outdoor workers should not wait until it gets hot to review their procedures and ensure their training is effective. Workers should know the signs and symptoms of heat illness and what to do in case someone gets sick. Doing so helps prevent serious and fatal heat illnesses while working outdoors.

Heat illness is a serious hazard for people who work outdoors. Cal/OSHA’s investigates heat-related incidents and complaints of hazards at outdoor worksites in industries such as agriculture, landscaping and construction. These investigations ensure compliance with the Heat Illness Prevention Standard and the Injury and Illness Prevention Standard, which require employers to take the following basic precautions:

  1. Train all employees and supervisors on heat illness prevention – before they start work.
  2. Provide enough fresh water so that each employee can drink at least 1 quart per hour, or four 8-ounce glasses of water per hour and encourage them to do so.
  3. Provide access to shade and encourage employees to take a cool-down rest in the shade for at least 5 minutes. They should not wait until they feel sick to cool down. Shade structures must be in place upon request or when temperatures exceed 80 degrees Fahrenheit.
  4. Closely observe all employees during a heat wave and any employee newly assigned to a high heat area. Lighter work, frequent breaks or shorter hours help employees who have not been working in high temperatures adapt to the new conditions.
  5. Develop and implement written procedures for complying with the Cal/OSHA heat illness prevention standard, including plans on how to handle medical emergencies and steps to take if someone shows signs or symptoms of heat illness. This includes how to direct emergency responders to the work site if an employee experiences heat illness.

CalWorkSafety conducts training and assists with writing the required Heat Illness Prevention Plan, required at each out door work site to ensure compliance with the heat illness prevention standard and that outdoor workers have access to the water, rest and shade that keeps them healthy.

The most frequent heat-related violation that Cal/OSHA cites during enforcement inspections is failure to have an effective written heat illness prevention plan specific to the worksite. Serious heat-related violations are often related to inadequate access to water and shade, and to a lack of supervisor and employee training. Failure to have a copy of the Heat Illness Prevention Plan at the work site prompts citation.

Additional information about heat illness prevention are posted on Cal/OSHA’s Heat Illness Prevention page. Cal/OSHA also has extensive multilingual materials for employers, workers and trainers on its Water. Rest. Shade. public awareness campaign website.

Cal/OSHA Multi-Lingual Employee/Trainer Materials: Water/Rest Shade
Learn More About: Heat Illness
Helpful Guide: Quick Card

As of April 1st Employers Must Post New or Updated Notices & Pamphlets

11 Apr
April-Ca Update Notice
California employers covered by either the California Family Rights Act (CFRA) or the New Parent Leave Act (NPLA) are required and must be posted  – new Family Care and Medical Leave and Pregnancy Disability Leave.

Previously
, the notice was named the Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability notice, and only employers covered by the CFRA – employers with 50 or more employees – had to post it.

Now
, employers with 20 to 49 employees must post the new notice in their workplaces and employers with 50 or more employees must update their existing notice.

The new 2019 all-in-one California and Federal Labor Law poster  includes all 18 state & federal employment notices every California employer must post, including the new Family Care and Medical Leave and Pregnancy Disability Leave notice. If any mandatory updates occur in 2019, employers will automatically receive a replacement poster at no additional cost.


Revised Pamphlets
The Employment Development Department (EDD) has updated two pamphlets that employers are required to give to employees at certain times: California Paid Family Leave and Disability Insurance Provisions. Employers must provide these pamphlets to new employees and to employees either taking a covered leave of absence or a non-work-related disability leave.

Both pamphlets have a new revision date of March 2019 and contain an additional paragraph offering participants in those programs the option of a debit card or check to receive their funds. Employers should always use the most current version of these pamphlets.

 
The CalWorkSafety Consultants Are Here to Help Clients
With all Questions or Concerns About These New Notices.
Contact Us to Help You Sort Out Your Options

 

Hiring: I-9 Rule Compliance Concerns

27 Mar

An increase in Form I-9 Audits amplifies 2019 U.S. employers’ hiring compliance concerns.

ICE is fully committed to ensuring that employers comply with I-9 employment eligibility verification requirements, which prove employees are legally allowed to work in the country. Violations can result in severe penalties for the employer and, in the case of undocumented workers, arrest or deportation of the employee.

 

Important Statistics

  • ICE inspections and audits have skyrocketed during the past two years, resulting in an unprecedented number of fines and arrests. Fines can range from $110 to $1,100 for errors such as not completing a form, but they increase dramatically for knowingly or continuing to employ unauthorized workers – up to $14,050 for each violation.
  • From 10-1-17 through 7-20-18, ICE and its Homeland Security Investigations arm conducted 6,093 investigations, made 675 criminal and 984 administrative worksite-related arrests.
  • In fiscal year 2017, companies were ordered to pay a total of $97.6 million in judicial forfeitures, fines and restitutions in addition to nearly $8 million in civil fines.
  • ICE’s intensified focus on enforcement is an attempt to create a culture of compliance among employers and deter illegal employment.
Anyone involved in hiring new employees should be prepared for an audit. In fact, you should conduct an internal I-9 audit to make sure everything is in line before ICE comes knocking. Doing so ensures you’ll be able to produce the documents ICE requests within the required timeframe; if you receive a Notice of Inspection (NOI) from ICE, you’ll be required to produce all I-9 forms and supporting documentation within three days.
  • Note: Audits are different from an ICE raid, in which agents show up at your business unannounced with a criminal search warrant. Either way, it’s important to be proactive and have documentation on all employees. CalWorkSafetyConsultants are available to conduct an I-9 Audit for your firm as part of our services.  We can also train your team to perform these audits – and we strongly recommend an audit be performed at least once a year.

I-9 Compliance Maintenance

  1. Designate a member of your HR team as the point person to become an expert on the employee eligibility verification process. This includes creating a process for accurate completion of the I-9 form and responsibility for maintaining it. If you’re a one-person shop, schedule time on a regular basis to educate yourself on proper procedure and to make sure paperwork is completed accurately.
  2. Train any employee who might handle I-9 forms on how to complete them properly as well as all anti-discrimination practices. HR professionals can look to the U.S. Citizenship and Immigration Services’ employer handbookfor assistance.
  3. Develop a system to track the immigration status of employees and make certain re-verification is completed on time. You can do this manually … just realize that it is time consuming and labor intensive. If an employee fails to submit completed paperwork accurately or on time, it can mean your company is non-compliant. Thus, using an automated system lets you enter I-9 information, provide employment authorization confirmation while also alerting you to any potential shortcomings.
  4. For businesses with remote employees, remember that work authorization documents must be reviewed in person. A scan or photocopy that’s emailed won’t work. You need to make sure any new hires who telecommute are aware of this policy and both of you are prepared to complete the I-9 process properly.
  5. It’s also crucial that you or your point person knows howto correct errors or omissions and what to do with incomplete or outdated I-9s.

Employer Takeaways

  • Be ready for an audit at any time.
  • If you receive a NOI, you’ll have only three days to produce the necessary paperwork.
  • It’s much easier to stay ahead of the game by verifying compliance with every new hire and re-verifying – as required – than to play catch-up during those three days.
  • You NEVER want to put your company at risk for any penalties, fines or physical removal of employees.
Employers are now under intense scrutiny to ensure employees are working legally and that company practices are compliant. Compliance failure can threaten the growth of a business and sometimes its very existence.

 

Cal/OSHA March Compliance Obligation Looms!

27 Feb

2019 Fed OSHA Filing Obligation Looms

Employer’s compliance deadline to electronically
submit OSHA Form 300A data is March 2, 2019.
CalWorkSafety’s consultants stand ready to assist with your company’s Record Keeping & Notice to Cal/OSHA compliance reports … both are Federal OSHA obligations.

CalWorkSafety, LLC Consultants Assist
You In Preparing for OSHA Compliance
To Prevent Citations & Fines Amounting to $12,000+
We Visit Your Operation …
Audit Your OSHA Injury Records …
Roll It into Your Retainer Agreement with Us!

To Schedule Your OSHA Records Audit
email: dondressler1@hotmail.com
http://www.calworksafety.com