Employee Training to Combat Human Trafficking

by GDI Insurance | Business Insurance, Commercial Property, Hotel / Hospitality, Human Resources, Safety Tips

Employee Training to Combat Human Trafficking

California has enacted two laws that require certain employers in the hospitality and transit industries to provide employee training to combat human trafficking

The new laws, known as SB 970 and AB 2034, went into effect on Jan. 1, 2019, but give subject employers until Jan. 1, 2020 or 2021 to provide the initial training. Subject employers include hotels, motels, intercity passenger rail stations, light rail stations and bus stations.

Under existing law, these and other employers must also post notices about human trafficking in multiple languages.

Highlights of Training to Combat Human Trafficking

Two new California laws require certain employers to provide training on human trafficking to their employees.
The new training requirements apply to hotels, motels and employers that operate intercity rail or bus stations.
These and many other employers, businesses and establishments must also post notices on human trafficking.

Important Dates

January 1, 2020

Training deadline for hotel and motel employees who were hired prior to July 1, 2019 (others must be trained within six months of hire).

January 1, 2021

Training deadline for intercity rail and bus station employees.

What Are Your Action Steps?

Hotels and motels in California should become familiar with SB 970, ensure that their existing employees receive the required training by Jan. 1, 2020, and ensure that any new employees receive the training within in six months of hire.

Employers who operate rail or bus stations in California should become familiar with AB 2034 and ensure that their employees receive the required training by Jan. 1, 2021.

Training Requirements for Hotel and Motel Employees to Combat Human Trafficking

As of Jan. 1, 2019, every hotel and motel (other than bed-and-breakfast inns) that has five or more employees in California must provide classroom or other interactive training and education regarding human trafficking awareness. This training is required for all employees who are likely to interact or come into contact with victims of human trafficking. These include any employees who have recurring interactions with the public, such as those who work in a reception area, perform housekeeping duties, help customers in moving their possessions or drive customers.

Any such, employees who were hired before July 1, 2019, must receive the required training by Jan. 1, 2020. Those hired after July 1, 2019, must receive the training within six months of hire. Each of these employees must also repeat the training at least once every two years.

Training to Combat Human Trafficking Program Requirements

The human trafficking awareness training and education program for hotel and motel employees must be at least 20 minutes long and include, at minimum, the following:

The definition of human trafficking and commercial exploitation of children;

Guidance on how to identify individuals who are most at risk for human trafficking;

The difference between labor and sex trafficking specific to the hotel sector;

Guidance on the role of hospitality employees in reporting and responding to this issue; and

The contact information of appropriate agencies, including, but not limited to, the National Human Trafficking Hotline toll-free telephone number (1-888-373-7888) and text line (233733), and the telephone numbers of the appropriate local law enforcement agencies.

The program may also include materials and information provided by the California Department of Justice, the Blue Campaign of the federal Department of Homeland Security, and private nonprofit organizations that represent the interests of victims of human trafficking.

Enforcement

If a hotel or motel fails to comply with these new training requirements, the California Department of Fair Employment and Housing may seek a court order requiring compliance.

Training Requirements for Intercity Rail and Bus Station Employees

On or before Jan. 1, 2021, every business or other establishment that operates an intercity passenger-rail station, an intercity light-rail station or a bus station in California (regardless of the number of employees) must provide training on how to recognize the signs of human trafficking and how to report those signs to the appropriate law enforcement agency. This training is required for all employees who may interact with or come into contact with a victim of human trafficking or are likely to receive, in the course of their employment, a report from another employee about suspected human trafficking. Each of these employees, whether existing or new, must receive the required training on or before Jan. 1, 2021.

Program Requirements

The training program for intercity passenger- or light-rail and bus station employees must be at least 20 minutes long and include, at minimum, the following:

The definition of human trafficking, including sex trafficking and labor trafficking;

Myths and misconceptions about human trafficking;

Physical and mental signs to be aware of that may indicate that human trafficking is occurring;

Guidance on how to identify individuals who are most at risk for human trafficking;

Guidance on how to report human trafficking, including, but not limited to, the national hotline (1-888-373-7888 and text line 233733) and contact information for local law enforcement agencies that an employee may use to make a confidential report; and

Protocols for reporting human trafficking when on the job.

The training program may also include information and material utilized in training Santa Clara County Valley Transit Authority employees, the California Department of Justice and private nonprofit organizations that represent the interests of human trafficking victims.

Enforcement

An intercity rail or bus station that fails to comply with the new training requirements may be subject to civil penalties of $500 for a first offense and $1,000 for each subsequent offense.

Posting Requirements for Various Employers

Since 2013, California law has required various businesses and other establishments to post a notice regarding human trafficking in a conspicuous place near the public entrance of the establishment or in another conspicuous location in clear view of the public and employees, where similar notices are customarily posted. As of Jan. 1, 2018, this requirement applies to all:

On-sale general public premises licensees under the California Alcoholic Beverage Control Act;
Adult or sexually oriented businesses;
Primary airports (as defined by federal law);
Intercity passenger rail or light rail stations;
Bus stations;
Truck stops (defined as privately owned and operated facilities that that provide food, fuel, shower or other sanitary facilities, and lawful overnight truck parking);
Emergency rooms within general acute care hospitals;
Urgent care centers;
Farm labor contractors;
Privately operated job recruitment centers;
Roadside rest areas;
Certain businesses or establishments that offer massage or bodywork services for compensation; and
Hotels, motels and bed-and-breakfast inns (other than personal residences).

These employers may use the California Department of Justice’s model notice or another notice that meets the requirements outlined in the law. Specifically, the law requires each notice to be at least 8 ½ inches by 11 inches in size and written in a 16-point font and to include the following statement:

If you or someone you know is being forced to engage in any activity and cannot leave—whether it is commercial sex, housework, farm work, construction, factory, retail, or restaurant work, or any other activity—text 233-733 (Be Free) or call the National Human Trafficking Hotline at 1-888-373-7888 or the California Coalition to Abolish Slavery and Trafficking (CAST) at 1-888-KEY-2-FRE(EDOM) or 1-888-539-2373 to access help and services.

Victims of slavery and human trafficking are protected under United States and California law. The hotlines are: available 24 hours a day, 7 days a week, toll-free, operated by a nonprofit nongovernmental organization, anonymous and confidential, accessible in more than 160 languages, and able to provide help, referral to services, training, and general information.

Finally, the notice must be posted not only in English, but also in Spanish and, if applicable, one other language that is the most widely spoken language in the county where the establishment is located and for which translation is mandated by the federal Voting Rights Act.

Enforcement

An entity that fails to post the notice as required may be subject to civil penalties of $500 for a first offense and $1,000 for each subsequent offense.

California’s Leader in Insurance and Risk Management

As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.

We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!

Control Hotel Workers Compensation Insurance Costs

by GDI Insurance | Hotel / Hospitality, Risk Management, Safety Tips, Workers Compensation

Control Hotel Workers Compensation Insurance Costs

Has your hospitality business had an increase in hotel workers compensation insurance costs as a result of workplace accidents? If so, it’s time to take a closer look at your safety program.

The key to spending fewer dollars is more than just stopping a few accidents; it is having a sound safety program designed to continuously improve. A safety program that is compliant with Occupational Safety and Health Administration (OSHA) standards for those in the hospitality, entertainment and recreation industry can yield significant savings for by reducing injuries and illnesses, saving workers’ compensation dollars over the long run.

Contact GDI Insurance Agency, Inc. for your comprehensive hotel insurance quote. We provide a full range of tools to reduce your hotel workers compensation insurance costs. 209-634-2929

Building a Solid OSHA Program for Hotels

There are five entry-level steps can take to have a well-rounded safety program that produces a safe work environment, achieves OSHA compliance, reduces accidents and ultimately reduces hotel workers compensation insurance costs.

Develop the various programs required by the OSHA standards.
Integrate those programs into daily operations.
Investigate all injuries and illnesses.
Provide training to develop safety competence in all employees.
Audit your programs and your work areas on a regular basis to stimulate continuous improvement.

Develop Hotel Workers Compensation Programs Required by OSHA Standards

Aside from being a requirement for businesses engaged in hospitality services or the entertainment and recreation industry, OSHA standards provide a good pathway to incident reductions. A hefty number of accidents stem from poorly developed, trained or implemented OSHA programs: slips or trips may come from poor housekeeping standards, burns and scalds from lax kitchen safety guidelines, and not following proper use of hazardous materials, such as cleaning products, can result in preventable illness and injury.

Many of the OSHA standards require some type of written program be developed and then communicated to all employees. Experience shows that companies with thoroughly developed, OSHA-compliant programs have fewer accidents, more productive employees and lower workers’ compensation costs.

Integrate Programs into Daily Operations

Policies alone won’t get results; the program must move from paper to practice to succeed. Putting a policy into practice requires a strategic plan clearly communicated to everyone, good execution of that plan based on developed competencies, and a culture that inspires and rewards people to do their best.

When developing your safety initiative, there must be an emphasis on your supervisors and helping them succeed. If your management team knows the safety program and wants to make it happen, the program succeeds; if not, it will be an endless drain on resources and energies. Providing supervisors with knowledge and skills through training is critical to the success of your safety program.

A solid OSHA program integrated into the daily operation and led by competent supervisors is just the beginning. Successful safety programs focus on being proactive instead of being reactive. Accident investigations provide an excellent source of information on real or potential issues present in the workplace.

Contact GDI Insurance Agency, Inc. for your comprehensive hotel insurance quote. We provide a full range of tools to reduce your hotel workers compensation insurance costs. 209-634-2929

Investigate All Injuries and Illnesses

Hotel workers compensation insurance is designed to recompense employees for injuries or illnesses that arise from or out of the course of employment – the more injuries you have, the higher your workers’ compensation costs. To reduce those costs, you must reduce your accidents. And the ability to reduce accidents is significantly enhanced when accidents are fully investigated instead of simply being reported.

Accident reports are historical records only citing facts, while accident investigations go deeper to find the root cause and make improvements. Businesses that stop rising workers’ compensation costs have an effective accident investigation process that flushes out the root cause of the problem. Unless the root cause is discovered, recommendations for improvement will remain fruitless. Again, training proves beneficial because a supervisor skilled in incident analysis is a better problem solver for all types of production-related issues, not just safety.

All accidents should be investigated to find out what went wrong and why. Some may suggest investigating every accident is a bit over the top and that only those that incur significant costs are worthy of scrutiny. But if your emphasis is only on those incidents that have to be recorded on the OSHA 300 log, you close your eyes to the biggest accident category: first aid-only incidents. Many companies focus on recordables or lost time accidents because of the significant costs involved, but they don’t realize that the small costs and high numbers of first aid-only incidents really add up.

Statistics show that for every 100 accidents, 10 will be recordable and one a lost-time incident. If you investigate only recordables or lost time accidents, 89 go unnoticed. Would you consider a quality program that allows an 89 percent failure rate successful? Reducing serious accidents means you must reduce your overall rate of all accidents – including first aid-only incidents. That only happens when every incident is fully investigated to find the root cause, and corrective actions are identified and integrated into your daily operations.

Training and Auditing for Continuous Improvement

The final steps focus on training and auditing your program for continuous improvement. Training plays a significant role in safety and in reducing hotel workers’ compensation insurance costs. The goal of training is to develop competent people who have the knowledge, skill and understanding to perform assigned job responsibilities. Competence, more than anything else, will improve all aspects of your business and drive down costs. Supervisors must have the knowledge and ability to integrate every safety program into their specific areas of responsibility. Every employee must know what is expected of them when it comes to implementing safe work procedures. Once the programs are developed and implemented, they must be reviewed on a regular basis to make sure they are still relevant and effective.

This might require a significant change in how you manage your safety program, but if your workers’ compensation rates are high, it may be time to make this leap.

Tangible Benefits

Studies indicate there is a return on investment and that companies see direct bottom-line benefits with a properly designed, implemented and integrated safety program.
A competency-based safety program is compliant with OSHA requirements and therefore reduces the threat of OSHA fines.
A competency-based safety program lowers accidents, and fewer accidents lower workers’ compensation costs. When incidents do occur, a competency-based safety program fully evaluates the issue and finds the root cause to prevent reoccurrence and provides a workplace that is free from recognized hazards.
A safer workplace creates better morale and improves employee retention. Auditing keeps your programs fresh and effective, and drives continuous improvement.
A competency-based program produces people who are fully engaged in every aspect of their job and are satisfied and fulfilled producing high-quality goods and services.

How Can We Assist You?

At GDI Insurance Agency, Inc., we are committed to helping you establish a strong safety program that minimizes your workers’ compensation exposures. Contact us today at 209-634-2929 to learn more about our OSHA compliance and safety program resources.

California’s Leader in Insurance and Risk Management

As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.