{"id":1153,"date":"2021-09-30T16:36:54","date_gmt":"2021-09-30T20:36:54","guid":{"rendered":"https:\/\/caloshadefensereport.com\/?p=1153"},"modified":"2026-03-20T09:24:05","modified_gmt":"2026-03-20T16:24:05","slug":"newsom-signs-bill-vastly-expanding-cal-oshas-enforcement-authority","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/calosha-defense-report\/newsom-signs-bill-vastly-expanding-cal-oshas-enforcement-authority\/","title":{"rendered":"Newsom Signs Bill Vastly Expanding Cal\/OSHA\u2019s Enforcement Authority"},"content":{"rendered":"

By Fred Walter<\/a> and Andrew J. Sommer<\/a><\/p>\n

California Governor Newsom has just signed Senate Bill 606<\/a> authored by Senator Lorena Gonzalez (D-Long Beach), broadly expanding Cal\/OSHA\u2019s enforcement authority and the penalty amounts employers may be assessed.\u00a0 This new law targets employers with multiple work sites in California, recognizing violations on an enterprise-wide basis resulting from a written policy or procedure or otherwise a pattern of violations.\u00a0 SB 606 also empowers Cal\/OSHA to levy penalties for each violation and each employee deemed exposed to an alleged hazard where there is a finding an employer \u201cwillfully and egregiously\u201d violated a safety order.\u00a0 Lastly, the California Division of Occupational Safety and Health, also known as Cal\/OSHA, is empowered to seek permanent injunctions in civil court against employers who are deemed in violation of the new law.\u00a0 SB 606 will take effect January 1, 2022.<\/p>\n

\"Capture<\/a>SB 606 leaves little room for California employers to make an honest mistake or to be presumed by Cal\/OSHA as acting in good faith. \u00a0The new law is likely to foster a radical change in the way Cal\/OSHA interacts with employers and weaken employers\u2019 appeal rights.\u00a0 It is certain that the penalties assessed for citations will increase as will the number of appeals filed with the Cal\/OSHA Appeals Board.\u00a0 It is therefore crucial that employers, large and small, understand these regulatory changes and take steps now to strengthen their safety programs to be as bulletproof as possible.\u00a0 To that end, we have broken our discussion of the law into two key parts.<\/p>\n

Enterprise-Wide Violations<\/u><\/strong><\/p>\n

SB 606 provided that where an employer has multiple worksites and either<\/strong> of the following is true, there is a rebuttable presumption that the violation is \u201centerprise-wide\u201d:<\/p>\n

    \n
  1. A written policy or procedure that violates any Cal\/OSHA safety order, or<\/u><\/strong><\/li>\n
  2. Evidence of a \u201cpattern or practice\u201d of the same violation involving more than one of the employer\u2019s worksites.<\/li>\n<\/ol>\n

    The first of these alternative grounds for an \u201centerprise-wide\u201d citation makes clear that an employer depending on written safety programs applicable to all locations can be cited, in one fell swoop, at multiple locations within the state when any language in any of its safety programs is challenged.\u00a0 The second implies that a multi-establishment business with a history of more than one citation issued anywhere in the state for the same type of violation, such as messy stockroom housekeeping or having a foot protection program deemed inadequate, will be vulnerable to an enterprise-wide citation.<\/p>\n

    SB 606 provides that if the employer fails to rebut this presumption, Cal\/OSHA \u201cmay\u201d issue an enterprise-wide citation requiring enterprise-wide abatement. \u00a0This suggests a new iteration of the Notice of Intent (1BY) letter we have become familiar with will be created by Cal\/OSHA as a precursor to issuing an enterprise-wide citation.\u00a0 If the employer appeals but fails to rebut the presumption successfully, the Appeals Board \u201cshall\u201d issue an enterprise-wide abatement order.\u00a0 Further, Cal\/OSHA is empowered to seek a temporary restraining order and an injunction against any employer it believes has committed an enterprise-wide violation. \u00a0This goes beyond Cal\/OSHA\u2019s current powers to seek judicial remedies, which are primarily used to obtain inspection warrants.<\/p>\n

    The law has no safe harbor or limitation on size, and thus applies equally to the owner of a dry-cleaning shop who opens a second store across town as well as a national retailer.\u00a0 An employer\u2019s primary vulnerability \u2013 at least initially \u2013 will stem from technical deficiencies in written programs such as the Injury and Illness Prevention Program and Heat Illness Prevention Program. \u00a0Cal\/OSHA may very well try out their new powers on such low hanging fruit before moving on to more substantive regulations. \u00a0<\/p>\n

    \u201cEgregious\u201d Employers<\/u><\/strong><\/p>\n

    This second part of the new law could be more dangerous than the first. \u00a0Certainly, the terms used are both more ominous and their ambiguity can be expected to lead to litigation. \u00a0SB 606 provides that if Cal\/OSHA believes upon inspection or \u201cinvestigation\u201d that an employer has \u201cwillfully and egregiously<\/strong>\u201d committed a violation, Cal\/OSHA must \u00a0issue a citation to that employer \u201cfor each egregious violation,\u201d and \u201ceach instance<\/strong> of an employee exposed to that violation shall be considered a separate violation<\/strong> for purposes of the issuance of fines and penalties.\u201d\u00a0 What this means is that a single violation \u2013 for example, the existence of combustible dust \u2013 can result in multiplied penalties based on each affected employee.\u00a0<\/p>\n

    Cal\/OSHA has recognized \u201cviolation-by-violation\u201d penalties under its Policy and Procedures Manual, specifically contemplated for recordkeeping violations. Yet, Cal\/OSHA has rarely cited violation-by-violation penalties. \u00a0So, while there seems to be some precedent for this approach, this law goes well beyond current practice.\u00a0<\/p>\n

    The law provides no less than seven bases for finding an employer\u2019s conduct \u201cegregious,\u201d and proof of only one will be sufficient to uphold a citation.\u00a0 Each basis except the first contains undefined terms so ambiguous that they beg for litigation: \u201cpersistently high\u201d injury rates; an \u201cextensive history\u201d of prior violations; \u201cintentional disregard of health and safety responsibilities\u201d; \u201cconduct, taken as a whole, [which] amounts to clear bad faith\u201d; and a \u201clarge number\u201d of violations that \u201cundermine significantly the effectiveness of any safety and health program.\u201d<\/p>\n

    But Cal\/OSHA is likely to follow the path of least resistance and just seek to prove the first basis for a finding of \u201cegregious\u201d conduct \u2013 that is, \u201cthe employer intentionally<\/strong>, through conscious, voluntary action or inaction, made no reasonable effort<\/strong> to eliminate the known violation.\u201d \u00a0Here\u2019s why.\u00a0 For the employer\u2019s conduct to be found \u201cwillful,\u201d the Appeals Board has held that Cal\/OSHA must prove that the employer \u201cintentionally\u201d violated a safety order, or if there is no proof of intent to ignore a regulation, that the employer had \u201cactual knowledge\u201d of the hazard. \u00a0With either of these elements established, Cal\/OSHA next must prove that the employer made no \u201creasonable effort\u201d to correct the hazard. \u00a0The same evidence that supports a finding of \u201cegregious\u201d conduct will also establish that the conduct was \u201cwillful.\u201d \u00a0Conversely, where Cal\/OSHA cannot prove the employer\u2019s conduct was egregious \u2013 that is, intentional \u2013 \u00a0it will only be able to prove willfulness by using the second part of the definition requiring an awareness of the hazard. \u00a0Cal\/OSHA may face dilemmas when deciding whether to allege that an employer\u2019s conduct was solely willful or was both willful and egregious.\u00a0<\/p>\n

    In light of SB 606\u2019s anticipated impact on Cal\/OSHA enforcement, we recommend that employers spend some time between now and New Year\u2019s Day, when the law takes effect, reviewing their safety policies, procedures and practices to eliminate as many potential vulnerabilities as possible. \u00a0This would also be a good time to beef up training programs and increase the frequency and scope of internal inspections and audits.<\/p>\n

    \u00a0<\/p>\n

    \u00a9 2021. CONN MACIEL CAREY LLP. ADVERTISING. This update is provided for informal purpose only and it should not be relied upon or construed as legal advice.<\/p>\n

    \u00a0<\/p>\n\n\n\n","protected":false},"excerpt":{"rendered":"

    By Fred Walter and Andrew J. Sommer California Governor Newsom has just signed Senate Bill 606 authored by Senator Lorena Gonzalez (D-Long Beach), broadly expanding Cal\/OSHA\u2019s enforcement authority and the penalty amounts employers may be assessed.\u00a0 This…<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[442],"tags":[455],"class_list":["post-1153","post","type-post","status-publish","format-standard","hentry","category-cal-osha-inspections-citations-enforcement","tag-penalties-reclassification"],"acf":[],"yoast_head":"\nNewsom Signs Bill Vastly Expanding Cal\/OSHA\u2019s Enforcement Authority - Cal\/OSHA Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/calosha-defense-report\/newsom-signs-bill-vastly-expanding-cal-oshas-enforcement-authority\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Newsom Signs Bill Vastly Expanding Cal\/OSHA\u2019s Enforcement Authority - Cal\/OSHA Defense Report\" \/>\n<meta property=\"og:description\" content=\"By Fred Walter and Andrew J. 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