California legislators have introduced a new bill aimed at regulating the expanding role of artificial intelligence (AI) in the workplace. While the proposed law is designed to safeguard employees, it has sparked concern about the potential effects on operational efficiency and innovation, including workplace safety. Read what this may mean for California employers.
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Virginia Healthcare Employers Must Comply with New Workplace Violence Reporting Requirements
Starting July 1, 2025, healthcare employers in Virginia will need to implement comprehensive workplace violence prevention plans or reporting systems. This new mandate requires employers to document, track, and analyze incidents of workplace violence, maintaining records for at least two years.
On March 24, 2025, Governor Glenn Youngkin signed into law House Bill 2269 and
Reminder for Employers in California About Annual Workplace Violence Prevention Plans
California employers must comply with the annual requirements of the workplace violence prevention law, SB 553, including reviewing their plans and providing effective training. The annual deadline for reviewing the plan and retraining employees is approaching, as the law went into effect on July 1, 2024. Employers can read more about the requirements in Jackson
Don’t Sweat It: Nevada’s New Heat Illness Regulation is Here
Even as temperatures cool, Nevada’s Division of Industrial Relations (DIR) was working to adopt a heat illness regulation. On November 15, 2024, the State of Nevada adopted new regulations meant to protect employees from heat-related illness by placing new requirements on employers.
The new regulation, which took effect immediately upon approval, requires businesses with more
MSHA Issues Long Awaited Final Silica Rule
The Mine Safety and Health Administration (“MSHA”) released its long-anticipated silica rule on Tuesday, April 16, 2024. (See the rule here) The rule is aimed at reducing miners’ exposure to respirable crystalline silica, otherwise known as silica or quartz dust. The final version of the rule is mostly consistent with the version MSHA
OSHA to Require Employers to Submit Injury and Illness Forms Online
The Occupational Safety and Health Administration (OSHA) has released a final rule to restore and expand Obama-era requirements for employers in dozens of designated industries that have worksites with at least 100 employees to submit their injury and illness forms electronically to the agency. The final rule becomes effective on January 1, 2024.
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Oregon OSHA Penalties Skyrocket (SB 592)
With the recent passage of Senate Bill 592, the Oregon Legislature has dramatically augmented the range of civil penalties on employers who violate Oregon Safe Employment laws. Previously, Oregon law imposed only the minimum civil penalties prescribed under the federal OSHA. Effective May 24, 2023, the minimum penalty for a single serious violation has
Oregon Legislature Contemplating Updates to the Oregon Safe Employment Act with Oregon Senate Bill 592 (SB 592)
SB 592, if enacted, would create significant changes to the Oregon Safe Employment Act including:
- Allowing for “comprehensive inspection of any place of employment as deemed necessary by the department based upon the prior violation history of the place of employment regarding any state occupational safety or health law, regulation, standard, rule or order.”
Oregon Joins the Growing Number of States Loosening COVID-19 Requirements in the Workplace
Effective April 3, 2023, Oregon OSHA suspended its rules addressing the COVID-19 Public Health Emergency and Amended Work Clothing Rules via Oregon OSHA Administrative Order 1-2023.
The COVID-19 rules have been temporarily suspended as an interim measure until Oregon OSHA implements the permanent rulemaking process to fully repeal the rules, which it intends to
OSHA Fails to Prove Feasible, Effective Abatement for Excessive Heat Hazard, Commission Rules
The Occupational Safety and Health Administration (OSHA) successfully established the existence of an excessive heat hazard for which the agency cited the employer, the Occupational Safety and Health Review Commission (OSHRC) has ruled, resolving a question open since 2019.
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