California Facilities: What you need to know

California has its own workplace safety and health regulatory program, the California Occupational Safety and Health Act (Cal/OSH Act), and has received federal authorization to enforce it (CA Lab. Code Sec. 6300et seq.; CA Code Regs. Tit. 8 Sec. 330et seq.).
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General duty clause precluded. California does not have a counterpart to the federal General Duty Clause. The state’s strict administrative procedures rules, which apply to all lawmaking within California, preclude the state from having a catchall regulation of that type. Instead, an inspector who identifies a serious hazard not covered under one of Cal/OSHA’s safety orders may cite the employer for violating the Injury and Illness Prevention Program standard.
Wage Orders. California's Wage Orders address much more than just wages and overtime; they also contain numerous requirements related to employees’ working conditions. Section 1198 of the California Labor Code Section makes it unlawful to employ workers under conditions that the Wage Orders prohibit, but does not specify penalties for violations.
Drinking water. Employers are required to provide pure, fresh, cool, and adequate drinking water to employees during working hours. Drinking fountains or taps must be kept clean and sanitary. Nonpotable sources of water must be labeled.
When a worksite does not have plumbing, a sufficient amount of water should be provided at the beginning of each shift to give each worker 1 quart of potable water per hour for the entire shift. Employers may begin the shift with less water if there are means available for replenishment of the water supply during the shift to meet the requirement (CA Code Regs. Tit. 8 Sec. 3395).
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