Just over a year ago I was speaking at a trade association dinner. After about 20 minutes of talking, one of the group members interrupted me and asked if they could buy a membership.

I told them that it is not association practice for guest speakers to sell their products during the meeting. I said I’d be done in about twenty minutes, and if anyone wanted to make an appointment for the next day, I’d be happy to do so.

The topic of my discussion that night was Cal-Osha Compliance and Human Resources Consulting. After another five minutes, someone else got up and said, “Look, we just want to shop, we really don’t want to hear any more.”

Well, I could see that they weren’t going to let me finish, so I asked them what everyone in this room knows, but me? They all looked at a man I’ll call Charlie.

I was told that Charlie had been in the auto repair business for over 30 years, but no longer had a shop. Imagine, I just thought he wanted to retire and drive his RV across the country with his 30-year-old girlfriend.

I asked the group why Charlie no longer owned his business, and the answer shook me to the core. The group informed me that Cal-Osha went out to his store, and when they were done, he was fined over $100,000.00 and had no money to pay, so he closed his store.

Times have changed Compliance with Cal-Osha is a must, and not only that, but all employers must also comply with California labor laws. And without a good human resources consultant and a good security consultant, you can forget about being on the right side of the street Cal-Osha Compliance.

I can remember when I started my business in 1997. There really wasn’t much to accomplish. Back then, employers didn’t really need to have an employee handbook. Employers needed to have a formally written Safety Program, along with their State and Federal Publications, but if you had those things, you were pretty good to go.

Ah, those were the days of wine and roses, and easy compliance, but how things have changed. The laws have changed so much that you almost have to be a lawyer if you want to comply.

Here are a few things you need to have in place if you’re going to be on the right side of the street when it comes to Cal-Osha compliance, and yes, you really do need a good HR consulting firm.

California Employment Law Issues

1. A good employee handbook

2. Sexual Harassment Training

3. A good media policy

4. Strong, as in Zero Tolerance Sexual Harassment and Other Illegal Harassment Policies

5. As of July 1, 2015, you must have the new California Paid Sick Leave Law explained and detailed in your employee handbook.

6. Your “At Will” Policy must be configured and established and used in a way that does not cost you a lawsuit but helps you win one.

There is more but I am not writing a book, but a note. Before we wrap this up, let’s also address some of the Cal-Osha compliance issues you need to be aware of.

Cal-Osha Compliance Issues

1. A formally written safety program that meets the eight standards established by Cal-Osha.

2. A formally written heat illness prevention program, whenever you have employees who work in temperatures of 90 degrees or higher.

3. Regular safety training topics, and if you’re in construction, that means at least every 10 days.

4. Parodic inspections of its facilities.

5. Make sure all fire extinguishers are checked and marked so the arrow is in the center of the gauge. Then initial the card that is in the fire extinguisher. If this is not done, there is a fine of $250.00 per extinguisher.

Not having a Heat Prevention Program can cost you $18,000.00. Not having a Security Program can cost you $10,000.00.

Although compliance can be challenging, please do not do any of the following.

1. Don’t stick your head in the sand because of all the complexities of getting and staying compliant.

2. And don’t quit just because you know you’re a good employer and are always trying to do the right thing when it comes to your employees.

Today there are thousands of lawyers advertising on YouTube. Educate employees on how to sue their employer.

So if you think compliance is difficult, try to explain why you are not complying.