OSHA Requires California Employers to Submit Form 300A Electronically

From CompWest

OSHA is now requiring employers in state plans, including California, to file injury and illness reports electronically, using the federal agency’s Injury Tracking Application (ITA) online portal. Cal/OSHA recently confirmed that despite having not yet adopted its own state rule,California employers are advised to electronically provide form 300A data covering the calendar year 2017. The deadline for submission is July 1, 2018Read more from Cal/OSHA.

Worker’s Compensation Rates Lowering for Furniture Industry 

The WCIRB has recommended a mid-term rate reduction for California employers effective July 1, 2018 for new and renewal policies. If your policy renewal is after 7-1-18, you will have to wait until your normal anniversary date to get the new rates.
The following chart shows the PURE PREMIUM rates promulgated by the WCIRB that applies to most furniture manufacturers and distributors. These rates are the basis that insurers use to calculate their individual class rates.
CLASS
DESCRIPTION
OLD RATE
NEW RATE
% CHANGE
2881
Furniture Assembling
10.66
8.94
-16.14%
2883
Furniture Mfg Wood
13.31
13.08
-1.73%
3076
Furniture Mfg Metal
7.14
5.94
-16.81%
8015
Furniture Stores (distribution)
5.97
5.79
-3.02%
8810
Clerical
.37
.32
-13.51%
9522
Upholstering
9.55
7.68
-19.58
Not every insurer will pass on these changes, as the Pure Premium Rate is only one of many factors that go into the final Class Rate published by the different insurance companies.
Also, be aware that the Final Class Rate that applies to your specific company by a specific insurer has many modifications before it is applied to your policy. Final Rates and premiums will vary among insurance companies as they apply their own final rates.
Further, your Final Class Rate will be greatly affected by the Experience Modification Factor that is calculated each year and applied to your policy.

Relearning the ABCs: California Supreme Court Adopts New Independent Contractor Test, LaborSphere

[In April],  in Dynamex Operations West, Inc. v. Superior Court, 2018 WL 1999120 (Apr. 30, 2018) (Dynamex), the California Supreme Court upended the prevailing understanding of the independent contractor-employee distinction under California law. In a ruling that is certain to have wide-ranging repercussions for companies that rely on independent contractors, the Court declined to apply the multi-factor common law test derived from its 1989 decision in S.G. Borello & Sons, Inc. v. Dep’t of Indus. Rel’ns, 48 Cal. 3d 341 (1989) (Borello) to the question of whether a worker is an “employee” subject to the minimum wage and overtime protections of the California Industrial Welfare Commission’s (“IWC”) wage orders. Instead, the Court adopted a simple, three-part test that likely will expand the wage orders’ reach. Continue reading.

Shaking down manufacturers doesn’t help climate change fight, Sac Bee

California manufacturers are big players in the state’s efforts to address climate change. The largest companies are regulated through a program that will greatly reduce emissions and grow the economy at the same time. The result will be a win-win for jobs and the environment. Continue reading.

Opinion: With air-quality standards, is the cure worse than the disease? Orange County Register

Have we reached the point where air pollution regulations are harming people more than air pollution itself?

That’s the question at the heart of the dispute between the Trump administration and California about the Environmental Protection Agency’s air pollution program known as NAAQS, the National Ambient Air Quality StandardsContinue reading.

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