Essential Training Every Business Owner Needs to Protect Their Business

Aug 29
OSHA enforcement can lead to heavy fines against companies. Under the Occupational Safety and Health Act (OSHA) of 1970, employers are responsible for providing a safe and healthful workplace.

A criminal charge from OSHA isn’t the only punishment an employer can face. Much more common are civil fines and citations from OSHA’s enforcement division. Training workers in safe practices is a sound investment that pays back in fewer injuries and illnesses, better morale, lower insurance premiums, and more.

By law, every employer is required to train their employees on the safety and health aspects relevant to their workplace. One of the first questions an OSHA investigator will ask is: "Did the employee receive appropriate training to perform their job?"

Employers must document all employee training, including participant names, dates, copies of training materials, and completion certificates. The most effective way to simplify this process is by using an online training provider that's accessible anytime, anywhere, 24/7. 

eLearn Compliance Academy offers a fast and convenient solution to meet training requirements with online courses developed by compliance experts. All your documentation will be secure, organized, and accessible in our learning management system.

Safety training is a worthwhile investment that can lead to fewer injuries, minimize the risk of non-compliance fines, boost employee morale, and potentially lower insurance premiums.

A partial list of key training requirements, with a focus on California Law:

  • Sexual Harassment: This training helps employers comply with legal requirements under Title VII of the Civil Rights Act of 1964. California's legal framework is primarily governed by the California Fair Employment and Housing Act (FEHA) and Senate Bill 1343 (SB 1343). Any employer with five or more employees must provide this training to all employees, including temporary and seasonal workers, within six months of hire or promotion. California law requires the training to last a minimum of two hours for supervisors and one hour for non-supervisory employees. This training is required every two years for all employees, with enhanced requirements for supervisors.
  • Workplace Violence Prevention: Under the OSHA Act of 1970, the General Duty Clause (Section 5(a)(1)) requires employers to maintain a workplace free from recognized hazards that could result in death or serious physical harm. California's SB 553 is a law that requires employers with more than ten employees to create and implement a written workplace violence prevention plan. Covered employers must provide annual training to employees both when the plan is first established and every year thereafter.
  • Office Ergonomics: Under the OSHA Act of 1970, the General Duty Clause (Section 5(a)(1)) requires employers to maintain a workplace free from recognized hazards that could result in death or serious physical harm. California's SB 553 is a law that requires employers with more than ten employees to create and implement a written workplace violence prevention plan. Covered employers must provide annual training to employees both when the plan is first established and every year thereafter.
  • Slip, Trip, and Fall: OSHA's primary standard for these hazards is the General Industry Walking-Working Surface standard, 29 CFR 1910 Subpart D. Additionally, the OSHA General Duty Clause requires employers to provide a workplace "free from recognized hazards," which includes slip, trip, and fall hazards when specific standards don't apply. These standards require employers to regularly train workers on prevention techniques, such as proper lifting procedures, awareness of hazardous materials, and the importance of reporting unsafe conditions.

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*Disclaimer: This article is not legal advice, nor does it contain every detail or requirement of the applicable laws. It is provided solely for informational purposes and is not intended to be relied upon as a substitute for professional legal guidance.

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