On Oct. 1, 2019, the Occupational Safety and Health Administration began using a new OSHA Weighting System (OWS) for the 2020 fiscal year, creating OSHA inspection changes. The administration had used its previous weighting system since the 2015 fiscal year.
OSHA hopes that the OWS will encourage the appropriate allocation of resources to support its approach of balancing safety and health in the workplace. The new system is intended to develop and support a management system that focuses enforcement activities on areas where OSHA’s efforts can be most impactful.
OSHA Inspection Changes and Adjustments
The OWS comes with several
adjustments and adaptions compared with its predecessor, including additional
enforcement initiatives, such as site-specific targeting. The new system also
encourages the agency’s field staff to conduct compliance-assistance
activities.
Previously, OSHA inspections were weighted heavily based on the amount of time that they took to conduct. With the OWS, OSHA is hoping to make time less of a factor when weighting the potential impact of an inspection while emphasizing other factors that have an effect on overall workplace safety and health.
The new OSHA Inspection Changes have been formulated based on a working group’s recommendations and evaluation of existing criteria.
What has Changed?
The previous weighting system
measured inspections using enforcement units. The OWS will continue to tally
enforcement units, but will do so based on different factors, such as agency
priorities and the impact of inspections. OSHA hopes that the OWS will further
its goal of taking a balanced approach toward workplace health and safety and
will properly incorporate the three major work elements performed by its field
agents: enforcement activity, essential enforcement support functions and
compliance-assistance efforts.
“Moving forward, inspections will be weighted based on a combination of factors, such as if the inspection targets a highly hazardous workplace, if it is conducted as part of a strategic hazard emphasis program or by the complexity of the inspection.”
According to OSHA, the changes in how inspections will be weighted under the OWS will make it impossible to fairly compare total enforcement units moving forward to numbers from past years. For example, the new system gives additional weight to programmed inspections targeting what the agency calls the “fatal four/focus four,” which refers to the leading causes of workplace fatalities: Falls, struck-by object, electrocutions and caught-in/between.
Under the previous system, the 2016-18 fiscal years consisted of 40,199,
38,692 and 38,760 total enforcement units respectively. If applied to the new
system, those numbers would have all been over 60,000. OSHA does plan to apply
the OWS retroactively for past years and compare both methods in order to
assess the performance and appropriateness of the new system.
OSHA Inspection Changes Moving Forward
Moving forward, OSHA inspections will be weighted based on a combination of factors, such as if the inspection targets a highly hazardous workplace, if it is conducted as part of a strategic hazard emphasis program or by the complexity of the inspection.
Overall, OSHA’s goal for the OWS is to put an emphasis on enforcement
and compliance assistance in order for the agency and its agents to be able to
be proactive in promoting safety and health in the workplace, rather than being
reactive to incidents after they have occurred.
Click here to read OSHA’s official press release regarding the OWS. For additional information from the agency, click here.
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!
The Employers’ Liability Component of Workers’ Compensation Insurance
As an employer, it’s your responsibility to ensure your workers remain both safe and healthy on the job. However, accidents are common even in otherwise safe industries, making workers’ compensation insurance coverage a must. These policies have two main parts—Part One: Workers’ Compensation Insurance and Part Two: Employers’ Liability Insurance.
GDI Insurance Agency, Inc. will examine Part Two, giving you a better sense of what’s covered under your policy.
Employers’ Liability Insurance and What It Covers
The main purpose of workers’ compensation insurance is to ensure that injured workers receive medical care and benefits when they are injured on the job and unable to work (Part One). However, employees may still sue your organization for damages if they feel your negligence caused the injury in the first place. That’s where Part Two of workers’ compensation insurance comes in.
Part Two, which is often referred to as employers’ liability insurance, protects your organization should employees file a lawsuit following an on-the-job accident that isn’t subject to state statutory benefits. This component of workers’ compensation insurance pays for attorney’s fees, court costs, and settlements or judgments.
Employers’ liability coverage can be especially useful following a variety of claims, including:
Third-party action—If an employee is injured
at work, they may not sue you directly. However, they could sue a third party
who could then file their own lawsuit against you. For instance, if an employee
hurts themselves on a piece of machinery, they could sue the equipment
manufacturer. That manufacturer could then sue you if they feel your negligence
led to the accident.
Loss of consortium—In the event that an
employee is injured, a spouse may file a lawsuit for injuries that result in a
loss of a family relationship. For instance, should an employee be severely
injured or killed on the job, employers’ liability coverage can provide a level
of protection.
Dual-capacity suit—These types of lawsuits
occur when an employer and employee have more than one relationship. One common
example of this is when an employee is injured by a product that the employer
manufacturers. In this case, the organization could be held liable as both an
employer and a manufacturer.
Consequential body injury—These types of claims refer
to consequential damages linked to the initial accident. For instance, a spouse
may sue your organization should the injury to their loved one negatively
impact their own health (e.g., elevated blood pressure).
Not all workers’ compensation policies include employers’ liability coverage automatically. As such, it’s important to speak with a qualified insurance broker who can help you better understand your coverage and identify any gaps.
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 employers’ liability insurance quote!
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.
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.
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.
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 hotel insurance quote!
5 Steps to Lower Your California Warehouse Workers Comp Insurance Costs
Is your California warehousing business burdened by rising workers’ compensation insurance costs? If so, you are not alone. Others in the industry have attempted to reduce warehouse workers comp insurance costs and spending by controlling internal activities, but we have a different approach. Our five-step plan helps you establish a safety program that is both compliant with Occupational Safety and Health Administration (OSHA) standards and designed to stimulate continuous improvement, helping you spend fewer workers’ comp dollars through a holistic approach that protects your bottom line. Contact GDI Insurance Agency, Inc. today 209-634-2929.
5-step Approach
Our five-step approach leads to a well-rounded safety program that produces a safe work environment, achieves OSHA compliance, reduces accidents and ultimately reduces warehouse workers comp insurance costs. It includes the following:
Providing training to develop safety competence in all employees
Auditing the safety program on a regular basis to promote continuous improvement
Step 1: Develop an OSHA-Compliant Safety Program
Aside from being a requirement for employers, OSHA standards provide a good pathway to incident reductions. Many accidents stem from poorly developed or implemented OSHA programs: slips or trips from not keeping walking and working surfaces clear, struck-by-vehicle injuries due to inattentive forklift driving and improper lockout/tag out procedures all can result in serious injury or death.
Many of the OSHA standards require some type of written program to be developed and then communicated to employees. Experience shows that companies with thoroughly developed, OSHA-compliant programs have fewer accidents, more productive employees and lower workers’ compensation costs.
Step 2: Integrate Program 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 key participants, good execution of that plan based on developed competencies and a culture that inspires and rewards people to do their best.
As with any business initiative, the success of your safety program depends on putting supervisors in the best position to succeed. If your front line supervisors understand the program and are motivated to make it work, the program succeeds; if not, the program is an endless drain on resources and energies. Providing supervisors with knowledge and skills through training is critical to the success of any 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 reactive. Accident investigations provide an excellent source of information on real or potential issues present in the workplace.
Step 3: Investigate All Accidents
Warehouse workers comp insurance is designed to recompense employees for injuries or illnesses that arise from or out of the course of employment. This should not come as a surprise, but increasing claims drive up 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 cite facts; accident investigations go deeper to uncover the root cause of an accident and make improvements to prevent its reoccurrence. Businesses that are able to curb rising workers’ compensation costs have an effective accident investigation process that digs 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 workplace 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 this is shortsighted.If your emphasis is only on incidents that must be recorded on the OSHA 300 log, you close your eyes to the biggest accident category: first aid-only incidents. Many companies get upset about 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 incidents go unnoticed. 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 determine the root cause,and remedial actions are identified and integrated into the daily operation.
Step 4: Provide Safety-Competence Training
Training plays a significant role in safety and in reducing 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 the safety program into their specific areas of responsibility. All employees must know what is expected of them when it comes to implementing safe work procedures.
Step 5:Audit Program for Continuous Improvement
Once the
programs are developed and implemented, they must be reviewed on a regular
basis to make sure they are still relevant and effective.
Gain Rewards
These five steps might require a significant change in how you manage your safety program, but if your California workers’ compensation insurance rates are high, it may be time to make the leap:
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 reduces the threat of OSHA fines.
A competency-based safety program reduces accidents, therefore decreasing overall 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 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.
Partner With Warehouse Workers Comp Insurance Experts
At GDI Insurance Agency, Inc., we are committed to helping you establish a strong safety program that minimizes your warehouse workers comp insurance exposures. Contact us today at 209-634-2929 to learn more about our OSHA compliance and safety program resources.
Building a comprehensive safety culture is the best way to reduce illnesses and injuries, and their associated costs. But creating such a culture is not an overnight process or “flavor of the month” program. Instead, it is a multi-year, top management commitment that results in an organization with low accident rates, low turnover, low absenteeism and high productivity. This is a big-picture, long-term project. GDI Insurance Agency, Inc. has a full set of tools for your business to build a safe workplace. Contact us today 1-888-991-2929.
A robust safety culture has the following characteristics:
At the highest organizational level, there is a well-articulated commitment to safety. This translates into organization-wide values, beliefs, and behavioral norms.
Employees’ base compensation ties directly to their commitment to the safety culture. This commitment is assessed in regular performance reviews.
Safety takes precedence over everything else, even production and efficiency. Employees who err on the side of safety should be rewarded, even if a later review suggests that the additional safety measures or concerns were unnecessary.
Communication about safety occurs across all levels of the organization in a consistently open, unedited, and honest manner. If problems or errors are identified, they are eagerly communicated, recorded, and analyzed without anyone being “persecuted.”
Unsafe acts—the main cause of accidents—are rare.
Employees continuously learn and identify opportunities for process improvements that will decrease the likelihood of an accident.
The following sections explore in more detail some of the key components of a successful safety culture.
Why Bench Marking is Important for a Safe Workplace
It is difficult to just guess the quality of your safety culture. Therefore, it is important to benchmark where you are now, both in subjective terms and in objective, analytical measurements. By combining an analytical tracking system with a periodic, subjective culture survey, you can better understand the impact your efforts to improve the safety culture are having over time.
Hiring to Avoid Workplace Injuries
Due to preexisting medical conditions or limitations, some potential job candidates may be more prone to workplace injury.
It is a common misconception that the Americans with Disabilities Act (ADA) prevents you from asking any medical questions during the hiring process. However, according to the Department of Labor, there are actually three stages of employment: pre-employment, post-offer, but pre-placement (after the conditional offer of employment) and finally, employment. During the first and third stages, it is true that you cannot ask any medical questions. However, during the second phase (after a conditional offer of employment is extended) you can ask the applicant to fill out a medical questionnaire and/or take a medical exam. If, in medical opinion, the applicant is unfit for the job, you can withdraw the offer. It’s that simple. To avoid hiring your next workers’ compensation claim, there are two key processes you need to implement.
The Conditional Offer of Employment
The ADA says that employers cannot require a job applicant to provide medical information or undergo a medical exam until a conditional offer of employment is made. When a conditional offer is made you are essentially hiring the candidate. The only way an offer may be withdrawn prior to the effective date of employment is if, in medical opinion, the candidate will be unable to perform the job duties safely with reasonable accommodations.
The Medical Questionnaire/Exam
After you extend a conditional offer of employment, it is time to perform a medical screening of the candidate. If information emerges from the screening that indicates that the candidate will not be able to perform the job duties safely even with reasonable accommodations, then and only then can you withdraw the offer of employment.
Stay Out of Trouble with OSHA
OSHA most often shows up at your workplace in response to an employee complaint or serious accident. The best way to be prepared is to be in compliance. Not only does OSHA compliance help you avoid costly fines, it also ensures that safe work practices are being encouraged. Fortunately, some of the most common OSHA violations are also the easiest to address.
Postings
OSHA requires that employers display certain posters and notices in the workplace. Not all employers need to post every notice—some apply only to very specific industries or situations—but you need to know which notices you are required to post and do so.
Recordkeeping
OSHA also requires certain employers to track workplace injuries and illnesses, and report them periodically.
HAZCOM
OSHA’s Hazard Communication Standard states that employees must be made aware of all chemicals used in their workplace, the hazards they present and instruction for safe handling. This is accomplished with labels, safety data sheets (SDS), and employee information and training.
In addition to the three key areas of frequent OSHA violations, there is an easy way for you to identify the top violations in your specific industry. OSHA provides a searchable database of the most frequent OSHA violations by company size and Standard Industrial Classification (SIC) code.
Promoting the Health of Your Workers
As an employer, you bear many of the direct costs (such as medical claims) and the indirect costs (such as absenteeism and lowered productivity) of diseases, disorders and conditions that afflict your employees.
Research shows that you can avoid or reduce many of these costs by providing early behavioral and/or clinical interventions for your employees. Clinical preventive services include screenings and immunizations, as well as follow-up care. Behavioral interventions can include counseling and health promotion programs such as smoking cessation, weight management and physical activity initiatives.
Beyond what it does for them in their personal lives, improving your employees’ health has two fundamental and practical benefits for the health of your business.
Increased productivity
It is a simple fact that employees in good health are much more likely to be performing at optimal levels than employees in poor health.
Reduced health care costs
Employees with poor health use more health care resources and generate more claim costs than their healthy peers. Overall, you can expect to save about $3.50 in health care costs for every dollar you invest in effective health promotion.
Implementing a wellness program does not have to be an overwhelming task. In fact, you are more likely to have a successful program if you focus on a few key areas that are of interest to most employees and where results can be significant.
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.
With our headquarters in Turlock, CA plus locations across the heart of California’s Central Valley 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 business insurance quote!
What Are California Employer OSHA Responsibilities?
Navigating California Employer OSHA responsibilities and workplace safety laws and regulations can be overwhelming. You can download our California Employer OSHA Workplace Safety Regulation Manual here!You can use this guide to become familiar with the basics. It will help you build a foundation of knowledge on state expectations for mitigating on-the-job hazards.
By knowing California employer OSHA laws, you can effectively reduce your risk of liability. Though this manual covers many areas, it is not meant to be exhaustive or construed as legal advice. It also may not address all compliance issues with federal, state and local laws. Use the California Workplace Safety Regulations Guide as a reference, but contact GDI Insurance Agency, Inc. at 209-634-2929 or legal counsel to discuss compliance requirements or to ask questions about material covered here.
What Do I Need To Report Under OSHA Regulations?
Occupational illness (any abnormal condition or disorder caused by exposure to environmental factors associated with employment, including acute and chronic illnesses or diseases caused by inhalation, absorption, ingestion or direct contact) and occupational injury (serious injury, illness or death of an employee occurring in his or her place of employment or in direct connection with employment) must be reported under California Employer OSHA regulations.
California Employer OSHA defines “serious injury or illness” as any injury or illness occurring in a place of employment or in connection with any employment that results in:
Inpatient hospitalization for more than 24 hours (for other than medical observation);
An employee suffering a loss of any member of the body;
An employee suffering any serious degree of permanent disfigurement;
Death;
Days away from work;
Restricted work or transfer to another job;
Medical treatment beyond first aid; or
Loss of consciousness.
You must also consider a case to meet the general recording criteria if it involves a significant injury or illness diagnosed by a physician or other licensed health care professional even if it does not result in death, days away from work, restricted work or job transfer, medical treatment beyond first aid or loss of consciousness.
Who must file the report?
According to California statute, both employers and attending physicians must report occupational illnesses or injuries to Cal/OSHA. By regulation, reporting duties fall on the employer.
Where should the report be sent?
By statute, reports go to the Division of Labor Statistics and Research section of the Department of Industrial Relations for uninsured employers, and directly to the insurer where applicable for those that are insured. However, by regulation, reports go to the closest Division of Occupational Safety and Health office.
What is the reporting timeframe?
For a significant injury, physicians must file a report with the employer, and the employer must report recordable incidents to the Department of Industrial Relations within five days of receipt of physician’s report.
Employers must immediately report to the nearest District Office of the Division of Occupational Safety and Health any serious injury/illness or death of an employee occurring in a place of employment or in connection with any employment. “Immediately” means as soon as practically possible but not longer than eight hours after the employer knows or with diligent inquiry would have known of the death or serious injury/illness. If the employer can demonstrate that exigent circumstances exist, the time frame for the report may be extended to 24 hours after the incident.
Every workers’ compensation insurer must conduct a review, including a written report as specified below, of the workplace injury and illness prevention program (IIPP)of each of its insureds with an experience modification of 2.0 or greater within six months of the beginning of the initial insurance policy term.
The review must determine whether the insured has implemented all of the required components of the IIPP and evaluate their effectiveness. The training component of the IIPP must be evaluated to determine whether training is provided to line employees, supervisors and upper level management, and effectively imparts the information and skills each of these groups needs to ensure that all of the insured’s specific health and safety issues are fully addressed. The reviewer must also prepare a detailed written report specifying the findings of the review and all recommended changes deemed necessary to make the IIPP effective. The reviewer must be, or work under the direction of, a licensed California professional engineer, certified safety professional or a certified industrial hygienist.
Are there other notable reporting requirements unique to California?
California statute states that physicians attending to injured or ill employees must file a report with the employer or, if insured, with the insurer.
What Are California Employer OSHA Recordkeeping Requirements
Are employers required to keep record of all incidents resulting in occupational injury and/or illness? Yes
OSHA 300 Form required where applicable?
*Cal/OSHA Form 300 may be used instead of federal form? Yes*
OSHA 300A Form required where applicable?
*Cal/OSHA Form 300A may be used instead of federal form? Yes*
What are the Cal/OSHA requirements for determining whether an injury is recordable
Requirements are the same as the federal standards.
How long do employers have to keep these records?
Length of recordkeeping standards are the same as the federal standards.
Are there other notable recordkeeping requirements unique to California?
If employees, employee representatives or former employees want current or filed copies of any Cal/OSHA records, the employer must provide them by the next business day. If records for multi-establishment firms are stored in a central location, the employer must provide the phone number and address of the location where the documents are stored. There must be a staff member available during normal business hours to provide copies of the documents stored in the central location.
California OSHA Notice Posting Requirements
What workplace posters must employers in California post?
In addition to federal posting requirements and industry-specific requirements from the Industrial Welfare Commission, California employers must display the following workplace posters:
Industrial Welfare Commission (IWC) Wage Orders
State Minimum Wage
Payday Notice
Safety and Health Protection on the Job
Emergency Phone Numbers
Notice to Employees – Injuries Caused by Work
Notice of Workers’ Compensation Carrier and Coverage
Prevailing Wage Rate Determinations (public works awarding bodies and contractors only)
Access to Medical and Exposure Records (employers using hazardous or toxic substances only)
Operating Rules for Industrial Trucks (only employers operating forklifts and other industrial trucks or tow tractors)
What signage is required in areas where smoking is prohibited by law?
Entrances of smoke-free buildings must have a sign reading “No Smoking” or “Smoking is prohibited except in designated areas.”
Do employers have to post their citations illustrating violation of Cal/OSHA or other state labor laws?
California employers are required to post Cal/OSHA orders to take action, and they also must post citations and notices indicating an inspection occurred and resulted in no violations. These postings must remain for three days or until violations are corrected, whichever is longer.
Are there any other notable posting requirements unique to California?
Employers must post a sign at the location where any asbestos-related work is to take place stating “Danger – Asbestos. Cancer and Lung Hazard. Keep Out.” Employers in certain additional industries may have special posting requirements.
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.
With locations across the heart of California’s Central Valley 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 business insurance quote!
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The technical storage or access that is used exclusively for statistical purposes.The technical storage or access that is used exclusively for anonymous statistical purposes. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.
Marketing
The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.
