California Labor &
Employment Law Blog
Aug 5, 2009

Dog Days of Summer Are Here - Complying With Heat Illness Prevention Requirements

Topics: Legal Information

If you have employees that work outside, then your business is covered by the California Heat Illness Prevention Regulations. Outdoor work is broadly interpreted so don't assume that because your employees work in or near a building they are not covered. For example, an employee who spends a significant amount of his day on a loading dock of a building is likely covered by the Heat Illness Prevention Regulations.

The Heat Illness Prevention Regulations address such topics as shade requirements, drinking water requirements, heat illness training requirements and other related subtopics.

We suggest that the appropriate human resources or safety manager of any business that has outdoor workers in California become familiar with these Regulations.

More detailed information is easily available by clicking on any of the following links:

Heat Illness Prevention Q and A from Cal-OSHA -

Cal-OSHA Heat Illness Prevention General Information and Links -

Video Information from Cal-Osha -

Pocket Pamphlet in English to Give to Outdoor Employees -

Pocket Pamphlet in Spanish to Give to Outdoor Employees -

Employer Sample Heat Illness Prevention Policy Published by Cal-OSHA -

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For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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