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12 Jul

Atento Masthead Heading-7-1-19

IRVINE, CA — JULY 1, 2019 – Irvine, CA — Don Dressler, a national leader in human resources and risk management solutions, today announced the acquisition of Long Beach, CA-based ATENTO Consulting Services, Inc. by Irvine, CA-based CALWORKSAFETY, effective July 1, 2019.

Two ATENTO founding principles – Ron Paine, MS, ARM, and Laura Pensamiento – are seasoned experts in safety training for the construction industry. Combining the experiences with those of CalWorkSafety broadens the scope of Cal/OSHA compliance, citations defense services along with a wide variety of HR compliance solutions, specifically in Spanish and English: Safety, Risk Control & Human Resources including:

Safety Training Classes include: Hazard Communication (HazCom) Training, First Aid/CPR/AED training, Forklift Safety Training, Sexual Harassment Training (CA Compliant) and Defensive Driving Training.
Construction Specific Classes include: FED OSHA/CAL OSHA Construction 10-Hour Course & Certification, Excavation (including trenching & shoring), Fall Protection, Scaffold training, Qualify Flagger and safety traffic safety training, Construction Equipment Safety Certification, Rigging Safety and Confined Space training.

“Ron and Laura recognized employers with Spanish speaking workforces require hands on consideration developing safety programs that effectively address, overcome, and reconcile cultural difference,” said CalWorkSafety founder Don Dressler. “With 50+ years combined experience, they know what works and have collectively helped employers drastically reduce their losses through aggressive and persistent techniques that address the true causes of lost revenue,” Dressler said.

“We’ve focused on traditional approaches to establishing safety programs, such as engineering safety committees, safety incentive, and safety inspection programs for our clients. These programs aggressively motivate and educate managers on accident prevention,” Ron Paine said.

About Cal Work Safety 

Don Dressler is an experienced labor and employment law attorney and former workers’ compensation insurance company president. Nationally recognized expert on safety and workers’ comp programs and legal issues affecting business owners, Dressler is the architect of For more than 25 years, CalWorkSafety has offered labor law/risk management consulting on: HR, Safety & Cal/OSHA, Labor Law/Discrimination/EOP and Workers’ Comp. CalWorkSafety’s customized Safety package designs significantly reduce worker’s compensation costs and protect employers from non-compliance issues affording effective employee training solutions to southern California companies. A virtual HR Department program offers effective hands-on management, discrimination and harassment claims. For more information on Cal/OSHA compliance related to illness and injury prevention, sexual harassment, discrimination contact Don Dressler at (949) 533-3742, or visit our website.

Train the Trainers Program: Classes start in July!

19 Jun

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   
  • 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.

 CalWorkSafety Consultants Are Here to Help Clients 

Resolve Their Human Resources Training Needs 

Contact Us to Help You Sort Out Your Options

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:
or call: 949-533-3742 today.   
Cal/OSHA Multi-Lingual Employee/Trainer Materials:

Important Notice for Employers: Change In OSHA Record keeping Rule

1 Feb
On January 25, 2019, the Occupational Safety and Health Administration (OSHA) published in the Federal Register its revisions to its electronic record keeping rules. As expected, OSHA eliminated the requirement for employers to electronically submit Forms 300 and 301 to OSHA. The rule, located at 29 C.F.R. Section 1904.41, still requires employers in the following two categories to electronically submit Form 300A (Annual Summary) to OSHA annually:


  1. Establishments with 250 or more employees
  2. Establishments with 20-249 employees in industries designated by OSHA.
Employers need to be aware that the 2018 summary needs to be posted Feb. 1 through April for all establishments with 10 or more employees and those with over 250 employees and with 20 to 249 employees in selected industries need to post on line electronically as well.


CalWorkSafety consultant Edward Li assists employers with compliance issues.


Now is an excellent time to plan a brief safety training for all supervisors and managers and review the company’s OSHA 300 A form, what it means, as well as the obligations of all supervisors and managers for OSHA safety compliance.

Our CalWorkSafety, LLC team is here to help.  We highly recommend that you review our new Leadership Courses Training Flier

This New Law Isn’t Optional!
The CalWorkSafety team offers effective
hands-on support to Employers dealing with
2019 Important New Regulations.
To learn more email:
Call:  949-533-3742

Getting Ready for 2014

18 Dec

With the pressure we all face in these hectic times, thinking about the way we do things, and how to do things more efficiently is important. Take a look at

This document reminds of some basics we might have gotten away from: plan your time; start with the most important; tackle hard problems first.

Hope you have a great 2014 and use your time wisely.

Safe Attitudes Make All the Difference

8 Jan

Chris Kilbourne recently wrote the following article published on the . It did just a great job in capturing important ideas, I wanted to re-post it here:
“When employees have a safe attitude, they have a genuine concern for their own safety and well-being as well as that of co-workers. They feel it is their responsibility to help maintain a safe work environment for all. Good for them, and good for you.
“Safety is our number 1 priority,” say a lot of companies. But when the chips are down and production needs to be increased, safety may suddenly become number 2.
Having a good safety attitude means that both the company and the employees have to make safety a core value. Values don’t change every time priorities do. Values become part of the way you and your workers operate every day on the job. They are part of your organization’s:
• Core
• Culture
• Policies
• Actions
Time and again, award-winning health and safety programs prove to be those in which the employer places a high priority on worker safety, and employees readily participate in activities that advance safety objectives. In other words, everyone from the CEO to the newest, lowest level employee takes safety seriously and always makes it priority number 1.
What It Takes
What does it take to develop good safety attitudes among employees?
1. Encourage employees to think about safety 24/7, not only when they’re at work.
2. Talk about safety all the time. It has to be something people are always discussing, thinking about, and improving.
3. Make sure employees work safely. This job falls largely to your supervisors, who have to have good safety attitudes, too. And you and your staff have to be checking up, monitoring performance, and being visible.
4. Encourage employee participation, suggestions, questions, and even complaints about unsafe conditions.
5. Set an example for your workers. If they see you and your safety staff wearing PPE, following rules, eliminating hazards, and investigating incidents, they’ll follow your lead take safety seriously, too.
6. Provide positive feedback for safe performance and attitudes. People love to be recognized and praised for doing the right thing.
7. Correct reported safety hazards right away. Nothing says that you and management also have a good safety attitude more than demonstrating that you care and are looking out for your workers.”

Supervisors and Safety: The Key Component

1 May

There is no easy answer for safety, but having well trained and involved foremen and supervisors who know about safety and provide leadership, comes close.

Most important is the example the supervisor sets. His following of safe practices and work rules will be the model for everyone else. The work place is where “do as I say not as I do” won’t cut it. Also, while doing his other duties, the supervisor should keep an eye on conditions and safe practices, commenting on employees who follow the safety rules, makes a big impact.

Specific supervisor responsibilities should include:

  • Training new and current employtees on safety
  • Impleementing safety rules and procedures
  • Inspecting for compliance with safe work practices and conditions
  • Reporting accidents and near misses
  • Asking employees for safety suggestions and ideas
  • Evaluating conditions, equipment and personnel for hazards

Don Dressler Consulting has developed a new training program, “Supervising for Safety” to assist employers and supervisors in meeting these needs. Contact us by email to: to learn more about this program.