Penalties Hiked for OSHA Violations in California

| posted in Blog

New penalties for workplace safety infractions in California took effect on Sept. 14, nearly doubling the maximum fines that Cal/OSHA can levy on employers who are cited. California was required to increase its penalties in response to penalty hikes implemented by Fed-OSHA last year. The new penalties, which apply to all citations issued on or after Sept. 14, are as follows: • General and regulatory violations, including posting and recordkeeping violations: Maximum penalty has increased to $12,471, from $7,000. • Willful and repeat violations: Maximum penalty has risen to $124,709, from $70,000. • Willful and repeat violations: Minimum penalty has…
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OSHA Gets Tough on Audits and Penalties, May Affect Employers Earlier than Expected

| posted in Blog

Those higher fines that federal OSHA plans on implementing Aug. 1, can actually start applying to any workplace safety violations that were cited in inspections as early as February of this year. That’s because OSHA can take as long as six months after an inspection to issue citations and the penalties it proposes for the employer. This sobering news comes as OSHA finalizes new regulations regarding electronic reporting of injuries and has started conducting more probing investigations than it has in the past. Under the federal budget for 2016, fines for the most common violations – serious and other-than-serious –…
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The Delicate Subject of Cash in Lieu of Coverage

| posted in Blog, Newsletter

What if you hire a new employee, who rejects your offer of health benefits because they want to stay on their spouse’s plan and they ask for a higher rate of pay instead? The “employer shared responsibility” requirement of the Affordable Care Act bars employers – with the threat of a $36,500 penalty – from giving an employee cash with which to purchase health insurance on their own. But how about if you are just increasing their pay based on the fact that you are not shelling out a higher amount for the employer portion of their premium? Employment law…
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