Workplace Safety

Goal & Issue Summaries

Goal

Advocate cost-effective and practical safety and health regulations while protecting the competitive position of California employers. Work to ensure that any new rules are feasible, based on sound science and assist the regulated community in its compliance efforts.

Issue Summaries

Heat Illness Prevention in Indoor Workplaces

California employers take the safety and health of their employees very seriously. CalChamber supports workplace safety policies that ensure new rules are feasible, based on sound science and assist the regulated community in its compliance efforts while protecting employees. CalChamber will continue to advocate for sound policy regarding heat illness prevention for indoor workplaces, and continue to oppose policies that are unnecessarily complex and burdensome for employers.California employers take the safety and health of their employees very seriously. CalChamber supports workplace safety policies that ensure new rules are feasible, based on sound science and assist the regulated community in its compliance efforts while protecting employees. Heat Illness Prevention in Indoor Workplaces

Medical Marijuana in the Workplace

The CalChamber continues to support the right of an employer to maintain a safe workplace by enforcing zero-tolerance drug use policies through drug testing, including pre-employment testing.

The CalChamber opposes legislation that incentivizes or creates new employment litigation, or adds new protected classes or activities (such as marijuana use) to the Labor Code, Fair Employment and Housing Act, or Civil Code.

As such, the CalChamber opposes legislation that creates an opportunity for litigation or undermines employers’ ability to maintain a safe and drug-free work environment. Medical Marijuana in the Workplace

Reacting to #MeToo Movement

Because 2018 was such an expansive year for the enactment of sexual harassment and discrimination prevention-related laws, any additional attempts to create new legislation regarding sexual harassment and discrimination prevention would be premature. Employers and employees need time to understand and implement these additional, extensive requirements to determine if additional requirements are needed.

Moreover, the Fair Employment and Housing Council needs time to update and implement regulations in order to provide further guidance to the employer community because the ambiguities in some of these newly enacted laws have employers uncertain about compliance. Reacting to #MeToo Movement

Workplace Violence Prevention

California employers take the safety and health of their employees very seriously. CalChamber supports workplace safety policies that ensure new rules are feasible, based on sound science and assist the regulated community in its compliance efforts while protecting employees.

New requirements to prevent workplace violence should be meaningful and not unnecessarily burdensome, complex or costly. Any new requirements should enhance worker safety and be drafted so that employers can comply. Low-risk industries should not be subject to the same requirements as high-risk industries.

The CalChamber will continue to advocate for sound policy regarding workplace violence prevention, and continue to oppose policies that are unnecessarily complex and burdensome for employers. Workplace Violence Prevention

Regulations

Indoor Heat Illness

Coalition Comments on February 22, 2017 Discussion Draft (April 4, 2017)

Hotel Housekeeping Safety

Coalition Comments on February 23, 2016 Discussion Draft (March 22, 2016)

Major Victories

Prevented passage in 2018 of proposal creating unworkable requirements for providing hotel worker panic buttons (AB 1761).

Led coalition that stopped in 2016 a job killer bill exposing employers to a private right of action related to their Injury and Illness Prevention Program (AB 2895).

Backed 2016 veto of proposal creating uncertainty and potential delays for employers seeking variances from conveyance safety standards by creating expansive new notification requirements from employers to individuals who are not employees of the employer and who may not be known to the employer, in order to solve a narrow concern with variance applications for elevators (AB 1050).

Recent News

Workplace Safety Bills

Coalition

Subcommittee

Staff Contact

Robert MoutrieRobert Moutrie
Policy Advocate
Occupational Safety, Tourism, Unemployment Insurance, Immigration