Cal-Osha HR & Compliance Consulting: Two Topics Employers Hate To Discuss – Why?

A little over a year ago, I spoke at a trade association dinner meeting. After about 20 minutes of talking, one of the group members interrupted me and asked if they could buy a membership.

I told them that it is not association practice for invited speakers to sell their products during the meeting. I said it would be over in about twenty minutes, and if anyone wanted to make an appointment for the next day, they would be happy to do so.

The topic of my conversation that night was Cal-Osha Compliance and HR Consulting. After another five minutes someone else got up and said “look, we just want to buy, we really don’t want to hear anymore.”

Well, I could see that they weren’t going to let me finish, so I asked them what it is that everyone in this room knows except me. They all looked at a man I’ll call Charlie.

I was told that Charlie had been in the auto repair business for over 30 years, but that he no longer had a shop. Silly, I thought he wanted to retire and drive his RV across the country with his girlfriend of 30 years.

I asked the group why Charlie was no longer the owner of his business, and the answer shook me to the core. The group informed me that Cal-Osha came to their store, and when they finished, they fined him more than $ 100,000.00 and he had no money to pay, so he closed his business.

Times Have Changed Cal-Osha Compliance is a must, and not only that, but all employers must also comply with California labor laws. And without a good human resources consultant and a good security consultant, you can forget about being on the right side of the Cal-Osha Compliance street.

I can remember when I started my business in 1997. There really wasn’t much to accomplish. Back then, employers didn’t really need to have an employee handbook. Employers did need to have a formally written Safety Program, along with their State and Federal Publications, but if you had those things, you were pretty good to start.

Ah, those were the days of wine and roses, and easy fulfillment, but how things have changed. The laws have changed so much that you almost have to be a lawyer if you want to comply.

Here are some things to have in place if you are going to be on the right side of the street when it comes to Cal-Osha compliance, and yes, you really do need a good HR consulting firm.

California labor law issues

1. A good manual for employees

2. Training on sexual harassment

3. A good media policy

4. Strong, as in zero tolerance policies against sexual harassment and other illegal policies

5. As of July 1, 2015 You should have the new California Paid Sick Leave Law explained and detailed in your employee handbook.

6. Your “at will” policy should be set up, established, and used in a way that doesn’t cost you a lawsuit, but helps you win one.

There are more but I am not writing a book, but a note. Before we finish with this, let’s also address some of the Cal-Osha compliance issues you should be aware of.

Cal-Osha compliance issues

1. A formally written safety program that meets the eight standards established by Cal-Osha.

2. A formally written Heat Illness Prevention Program, provided you have employees working in temperatures of 90 degrees or higher.

3. Regular safety training topics and if you are under construction that means at least every 10 days.

4. Parodic inspections of your facilities.

5. Make sure all fire extinguishers are marked and marked with the arrow in the center of the meter. Then put your initials on the card on the extinguisher. If this is not done, it is a fine of $ 250.00 per extinguisher.

Not having a heat prevention program can cost you $ 18,000.00. Not having a security program can cost you $ 10,000.00.

Although compliance can be challenging, do not do one of the following.

1. Don’t bury your head in the sand because of all the complexities of complying and staying compliant.

2. And don’t quit simply because you know you are a good employer and are always trying to do the right thing when it comes to your employees.

Today there are thousands of lawyers who advertise on YouTube. Educate employees on how to sue your employer.

So if you think compliance is difficult, try to explain why it is not.