BUY NOW

OSHA30Construction Online Training in California

California’s official “State Plan” is regulated by the Department of Industrial Relations (DIR) through Cal/OSHA that is applied to state employers, local government employers, and all private sector places of employment within the state, excluding:

  1. Maritime employment (except marine construction, which the State Plan covers on bridges and onshore) on the navigable waters of the United States (U.S.) includes:
    1. longshore operations on all vessels from the shoreside of the means of access to vessels;
    2. shipbuilding, shipbreaking, and ship repair on vessels afloat;
    3. shipbuilding, shipbreaking, and ship repair in graving docks or dry docks, and ship repair and shipbreaking done on marine railways or similar conveyances used to haul vessels out of the water;
    4. all floating fuel operations;
    5. diving from vessels afloat on the navigable waters;
  2. Private sector employers within the borders of all United States military installations;
  3. Private sector employers within the borders of U.S. national parks, national monuments, national memorials, and national recreation areas such as Kings Canyon National Park, Lassen Volcanic National Park, Redwood National Park, Sequoia National Park, Yosemite National Park, Cabrillo National Monument, Port Chicago Naval Magazine, and the Golden Gate National Recreation Area;
  4. Private sector and tribal employers within the borders of all U.S. government-recognized Native American reservations and trust lands;
  5. Contract workers and contractor-operated facilities engaged in United States Postal Service mail operations; and
  6. All working conditions of aircraft cabin crew members onboard aircraft in operation.

The Division of Labour Standards Enforcement (DLSE) ‘s Policies and Interpretations Manual is used by Cal/OSHA, a division of DIR, to implement the enforcement and consultation aspects of the California State Plan and guide the enforcement program.

BEST SELLER
4.9 (251 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
DOL CARD
25 TOPICS
30 HRS
$189 $150
4.7 (165 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from s...
DOL CARD
25 TOPICS
30 HRS
$189 $150
4.5 (107 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
DOL CARD
25 TOPICS
30 HRS
$189 $150

Though Cal/OSHA has incorporated occupational safety and health standards as efficiently as Federal OSHA standards, it has also adopted the following unique standards:

  • Toxic Chemical Handling and Exposure
  • Agriculture
  • Repetitive Motion Injuries
  • Child Labor
  • Heat Exposure
  • Noise Exposure
  • Injury and Illness Prevention Program
  • Aerosol Transmissible Diseases
  • Petroleum Drilling and Production
  • Petroleum Refining, Transport, and Handling
  • Workplace Violence Prevention in Health Care

Californians who choose management or supervisory responsibilities in the construction business must enroll in online OSHA 30 training in California since Federal OSHA mandates it, and most employers prefer them over those without any prior training.

Since it increases workers’ awareness and knowledge of potential workplace risks, online OSHA30Construction training is crucial for lowering sicknesses, accidents, mishaps, and fatalities. Investing in an OSHA30Construction training course also provides a variety of benefits, including:

  • Preventing OSHA penalties and expensive charges.
  • The reduction of workers’ compensation costs.
  • Improving the profitability and productivity of the workplace.

Construction Industry Statistics in California

The United States Federal Reserve estimates that in April 2023, there will be 907.400.000 people working in California’s construction industry.

Heavy and civil engineering in construction According to the United States Federal Reserve, 97.80000 people were working in construction in California in March 2022.

By 2024, California’s construction industry will generate about 340,3 billion U.S. dollars.

In California, the building industry boosted the $3.36 trillion GDP by $129 billion (3.7%).

In 2021, there were 872,000 construction businesses in the United States, with 88,000 of them located in California.

The U.S. spent $803 billion on residential development.

In August 2022, construction (residential + nonresidential) employed 7.7 million people, up 1.1% from February 2020—the peak month before the pandemic—and 311,000 (4.2%) from August 2021.

California employed 918,700 people in the construction industry as of August 2022, up 8,500 (0.9%) from February 2020 and 40,600 (4.6%) from August 2021.

Three of California’s top five most common construction jobs paid more than $40,000 per year on average in 2021.

30-Hours OSHA Construction

Get OSHA30Construction in

$150 instead of $189

Labor Laws in California

Fair Employment PracticesThe California Fair Employment and Housing Act (FEHA) forbids employers from discriminating against protected characteristics, such as race, religion, color, national origin and ancestry, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, gender identity or gender expression, pregnancy, age, or status as a member of the armed forces or veteran.

The FEHA forbids harassment as a form of unlawful discrimination and retaliation against someone who opposes, reports, or helps another person resist illegal discrimination.
Pregnancy and Religious AccommodationThe FEHA mandates that employers provide reasonable accommodations for workers who require them due to pregnancy, childbirth, or a related medical condition. Furthermore, it explicitly permits religious accommodation at work.
Disability AccommodationA qualified person with a disability must receive reasonable accommodations from their workplace.
Equal PayCalifornia forbids discrimination in the payment of compensation for identical work based on sex, color, and ethnicity.
Access to Personnel FilesIn California, employers are required to provide access to personnel information to both current and former workers.
Whistleblower ProtectionsAn employer in California cannot create, implement, or enforce any rules, regulations, or policies that forbid employees from coming forward with information about misconduct or that punish them for doing so.
Drug TestingJob candidates may be subjected to drug testing in California. Employers are required to inform candidates of the need for a drug test.
Criminal ChecksAny criminal background information that an employer requests must be connected to the position and be necessary for the company's operations. When making employment decisions, the employer may not take certain sorts of criminal background into account, including detention without a finding of guilt, participation in a diversionary program before or after a trial, convictions that a statutory order had ordered sealed, erased, or removed, an arrest, custody, or court ruling that took place when the subject of a juvenile court was involved, and a more than two-year-old nonfelony conviction for marijuana possession.
Minimum WageCalifornia's hourly minimum wage is $15.50.
Ban the BoxAn employer in California that employs five or more people is not allowed to include any question on a job application that inquires about the applicant's criminal conviction history. This statewide "ban the box" law forbids covered employers from asking about or considering a candidate's criminal background before the candidate receives a conditional offer.
OvertimeUnder California law, employers must compensate workers for all hours performed more than eight hours every workday and forty hours per week.
Rest BreaksIn California, nonexempt workers are entitled to a paid 10-minute break after every four hours of work.
Meal BreaksIf a nonexempt employee in California works more than five hours a day, their employer must give them at least a 30-minute break for lunch.
Breastfeeding BreaksWhenever a California employee needs to express milk for their infant kid, the employer must give them a reasonable break to satisfy their needs.
Child LaborAccording to California law, kids under 16 are prohibited from working in various occupations, including those requiring multiple pieces of equipment, railroads, hazardous substances, scaffolds, and cigarettes. In California, practically all minors must have a work permit.
Temporary Disability InsuranceThe Employment Development Department (EDD) oversees the State Disability Insurance (SDI) program in California, a state-run program. SDI offers partial salary replacement when an eligible worker cannot perform their regular or customary work owing to a non-work-related illness or injury, including pregnancy-related circumstances.
Health Care ContinuationGroup health plans offered to firms with two to 19 employees are required by the California Continuation Benefits Replacement Act (Cal-COBRA) to provide continuation coverage to qualified beneficiaries (employees and eligible dependents).
Bereavement LeaveThe Bereavement Leave Act of California mandates that companies with five or more employees give qualified workers up to five days off work after the death of a family member.
Family and Medical LeaveThe California Family Rights Act (CFRA) requires employers with five or more employees to offer eligible workers up to 12 weeks of job-protected leave in a calendar year for a qualifying exigency related to the employee's spouse's covered active duty or call to covered active duty, domestic violence, the employee's serious health condition, or the birth, placement for adoption, or foster care of a child.
Paid Family LeaveCalifornia's Family Temporary Disability Insurance program offers paid family leave (PFL) benefits.
Paid Sick LeaveThe Healthy Workplaces, Healthy Families Act (HWHFA) allows eligible employees to use paid sick leave for preventive care for themselves or a covered family member, as well as for an employee who has experienced domestic violence, sexual assault, or stalking and needs assistance obtaining legal, medical, or social services.
Other Time Off RequirementsA California employer must abide by more than a dozen other leave and time off laws besides the CFRA and HWHFA. These laws include those about pregnancy disability leave, kin care leave, family military leave, bone marrow and organ donor leave, school activities leave, school discipline leave, domestic violence, and crime victim leave, going to attend judicial proceedings, jury duty leave, voting leave, official election leave, military leave, civil Air Patrol leave, and more.
Occupational Safety and HealthA California employer is required by the California Occupational Safety and Health Act (Cal/OSH Act) to create and maintain a safe and healthy work environment for employees. To this end, the employer must create and maintain a written, effective Injury and Illness Prevention Programme that, among other things, provides training on safe work practices.
Smoke-Free WorkplaceSmoking—including using e-cigarettes—in California- is prohibited in enclosed workplaces. Employers must take reasonable measures, such as putting up "no smoking" signs, to stop smoking in the office.
Safe Driving PracticesIn California, it is illegal for drivers to use or operate a hand-held mobile phone or other electronic wireless communications device; however, they are allowed to utilize voice-activated and hands-free features.
Final PayIf employees are let go, their final earnings must be immediately paid. If they decide to resign, they must give their employer at least 72 hours notice.

Frequently Asked Questions

Electrical trainee, Safety specialist, Assistant superintendent, Electrician, Safety manager etc.

There is no stated expiry date by OSHA. However, employees must renew their OSHA cards every five years due to specific changes in occupational standards.

Yes, an Online OSHA 30-hour training course is accepted in California.

Though OSHA 30 never expires, specific employers might prefer that you go over the training again occasionally to keep it in your memory.

Construction supervisors must take a 30-hour OSHA course and three hours of additional training on Cal/OSHA laws in order to meet the training standards set forth by Cal/OSHA.

Get Registered Now

Start Your OSHA30Construction Course at Your Own Comfort

Start Your OSHA30Construction Course at Your Own Comfort