FLORES’ Post

🚀 California workplaces are preparing for a significant shift in safety protocols with the implementation of Senate Bill 553! 📅 Effective July 1, 2024, employers must establish, implement, and maintain these plans, covering hazard identification, emergency response, and employee involvement. Annual reviews and record-keeping ensure ongoing compliance, while tailored training sessions guarantee readiness to tackle evolving safety challenges. 📌 This law requires comprehensive workplace violence prevention plans, ushering in a new era of security and well-being for employees. 📝 From mandatory training sessions to stringent record-keeping requirements, SB 553 aims to create violence-free environments where everyone can thrive. ⚠️ Employers failing to comply risk citations and penalties, highlighting the importance of integrating these plans into existing injury prevention programs. 🤝 Starting January 1, 2025, collective bargaining representatives gain enhanced rights, further reinforcing California's commitment to workplace safety. 📞 Don't navigate these changes alone! Contact the Law Office of Catherine Chukwueke for expert guidance on compliance and navigating California employment law. #employmentlaw #californialaw #employmentattorney #employmentlawyer #businesslawyer #businessattorney #businesssupport #businesstips #business #compliance https://lnkd.in/g7gAeDY4

If you’re a business owner or safety leader in California—Senate Bill 553 is a new law that expands on existing regulations to help employers prevent and prepare for #workplaceviolence. The law aims to tackle increasing violence in #California and rising mass shootings. AlertMedia's data confirms this trend, highlighting workplace violence as a prevalent issue nationwide, with 1 in 4 workers having encountered such incidents. 😔 Our team compiled a comprehensive guide outlining the bill's provisions, exemptions, and steps for ensuring compliance for your business. 👇🏼 See it at the link below and follow AlertMedia for additional safety resources. #WorkplaceSafety #SB553

📢 Attention California Employers! 📢 Are you ready for the new workplace violence prevention law effective July 1st? This law applies to the majority of CA employers! Join Guardian HR’s free webinar on Thursday, June 27th at 2 PM PT to get all the insights you need! Our experts will walk you through the new regulations, provide practical steps for compliance, and answer all your questions. Don’t miss out on this crucial information! Register now and ensure your business is prepared and compliant. Click the link to sign up today! https://lnkd.in/gjscZ8cq #WorkplaceSafety #HRCompliance #CaliforniaLaw #GuardianHR #Webinar #BusinessPreparedness #EmployeeSafety #HRTraining #StayCompliant

This is an interesting read and was published on the DW Fox Tucker Lawyers website. More commonly, the individuals that are prosecuted for breaches of work health and safety laws are going to be those who meet the definition of being an “officer”. Individuals who are accountable under section 27 of the Work Health and Safety Act 2011 (Cth) (and the various state and territory iterations of this legislation) for exercising due diligence to ensure the Person Conducting the Business or Undertaking (PCBU) meets its obligations. https://lnkd.in/gXgM6PNr

Webinar Alert! Last chance to sign up - #SB553 Compliance is an important task that #California employers are working on. We'll talk about our #FAQs and take a deeper dive on the topic of #workplaceviolence #ODWorkplacesafety #Ogletree #workplacesafety #calosha https://lnkd.in/enJkj-xu

Interesting case to watch as it will set a legal precedent under the tough health and safety law following the Pike River mine disaster. The prosecutors acknowledged the case was the first of its kind in which a large corporate chief executive had faced health and safety charges for "not exercising their influence and control". It will test Parliament's "express intention" in its Health and Safety at Work Act 2015 to promote accountability of officers in senior leadership positions - "especially those at a distance from day-to-day operational and safety decision-making because of their seniority". https://lnkd.in/gWjXfZyZ.

Let me give it to you straight up: law firms are not set up to help you with this. They're designed to help you in the event of non-compliance, if and when a problem occurs. Here, the potential for serious fines and imprisonment means that the defense work is valuable, to you and to them, too. The prevention work, not so much (for the law firms). Law firms and legal advisors have a role to play, of course, but with regard to compliance management and the design of compliance systems, it's limited. The work that needs to be done involves the design, build-out and operation of a system for addressing the risks not only of prosecution, but rather the fundamental issues of health and safety. Compliance in this area requires addressing culture as well as conduct and it's important that evidence of the same be generated and managed, as well, not only for the regulators or your defense case in the event of an accident, but also for continuous improvement. There's no "Safe Harbor" but neither is this a "Strict Liability" regime, and a well-functioning management system goes a long way towards effectively managing risks as well as providing you with evidence that "shows your work." Most companies elect to pursue ISO 45001: 2018 (Occupational Health and Safety Management Systems, Requirements with Guidance for Use) in order to build a system for managing these risks, including with regard to prosecution under Korea's SAPA (Serious Accidents Punishment Act). Ask your law firms to help with the legal aspects of the management system standard, such as Sections 4.1, 6.1.1 and 6.1.3, but the design, build-out and operations of the management and compliance systems are jobs for the in-house team, in cooperation with many other parts of the organization, especially the workers. Finally, if you don't have an in-house capacity for compliance, now would be a very good time to create one. See also: https://lnkd.in/gB4DRcVW and https://lnkd.in/gUfz5tAe https://lnkd.in/g9vRKawW

Time is running out to meet California’s Workplace Violence Law, which takes effect on July 1, 2024. Are you ready? Join the SHRM webinar, “Comply with California’s July 1 Workplace Violence Deadline” to learn about what you as an employer need to do to finalize your prevention plans and training to comply with the state mandate. Traliant attorneys Elissa Rossi and Bailey Whitsitt (she/her) will explain the nuances of the law, how to meet its stringent standards and answer your questions. Whether you are just beginning or fine tuning your efforts to comply with the required hazard assessment, prevention plan implementation and employee training, this webinar is essential for all CA employers racing against the clock to meet the upcoming deadline.  Register here: https://bit.ly/4bn3KnS #California #WorkplaceViolence #Webinar #SHRM #EmploymentLaw

A pair of recent Supreme Court decisions are likely to have a significant effect on #OSHA and other federal safety agencies. However, the court also denied a challenge to OSHA’s authority to regulate #workplace #safety. How do you think this ruling will impact OSHA's ability to enforce safety standards, and what might this mean for both employers and employees in terms of #workplacesafety? Will we see a shift in how safety #regulations are developed and implemented? Would love to hear your thoughts. https://lnkd.in/dTfRhPbZ #AICC #NARFA #workerscompensation #safetytips #safetyculture #workerscomp #claimsmanagement #losscontrol #hazards #legislation #legal #supremecourt #federal

OSHA is turning up the heat on heat stress enforcement. Here is a great article from Fisher Phillip Law Firm on what employers should be doing to prepare for the finalized Heat Stress Rule. Please feel free to reach out to your local HUB risk consultant to assist you in this endeavor. #HUBRiskServices #riskmanagement #heatstress