Insight & Commentary on California Workplace Law Issues & Developments
Unless exempt, California employers must post their annual summary of work-related injuries and illnesses in a visible and easily accessible location at each worksite from February 1 through April 30, 2026. Employers must use Cal/OSHA Form 300A for this posting.
Cal/OSHA provides guidance on how to properly complete both the Log of Work-Related Injuries and…
On October 13, 2025, California’s Governor signed Senate Bill (SB) 20, which amends the Labor Code to target occupational exposure to crystalline silica in the artificial stone fabrication industry, introducing new definitions, exposure controls, training, reporting, and enforcement mechanisms. Occupational silicosis is a lung disease caused by respirable dust containing crystalline silica, a mineral…
In light of recent wildfires across Southern California, employers should make sure they are familiar with California’s wildfire smoke standard. Sadly, harmful air quality from wildfire smoke can occur anywhere in the state on short notice, so it is vital that employers prepare early.
With some exceptions, the wildfire smoke standard applies to workplaces…
Last year, California’s Governor signed Senate Bill (SB) 553, which requires most employers to establish, implement, and maintain an effective Workplace Violence Prevention Plan (WVPP). The law is enforceable on July 1, 2024. Cal/OSHA is responsible for enforcing the requirements of SB 553, now codified in California Labor Code Section 6401.9.
Recently, Cal/OSHA…
Unless exempt, California employers are required to post their annual summary of work-related injuries and illnesses, in a visible and easily accessible area at every worksite from February 1st through April 30th. Cal/OSHA’s Form 300A must be used for this posting.
Employers can find an overview regarding completing both the log (…
On January 9, 2024, the California Department of Public Health (CDPH) updated its COVID-19 isolation recommendations to move away from 5 days of isolation and instead focus on clinical symptoms to determine when to end isolation. The guidance now states that those who test positive for COVID-19 should isolate until they have not had a…
Previously, the California Department of Public Health (CDPH) had redefined “close contact’ as someone sharing the same indoor airspace with a person who had COVID-19 for a cumulative total of 15 minutes or more over a 24-hour period. This definition had caused issues for employers in particular who needed to comply with notice requirements. These…
On September 29,2022, California’s Governor Gavin Newsom signed Senate Bill (SB) 1044, which prohibits an employer in the event of an emergency condition from taking or threatening adverse action against any employee for refusing to report to, or leave a workplace or worksite within the affected areas because the employee has a reasonable belief…
On September 29, 2022, California’s Governor signed Assembly Bill (AB) 2693, which amends and extends COVID-19 workplace notice requirements until January 1, 2024.
Under existing law adopted under AB 685, if an employer receives notice of potential exposure to COVID-19, the employer must provide written notice of the potential exposure within one business…
