Category: I Have a Plan

Legal solutions are different for everybody, but the legal options to protect oneself are not. This category is to evaluate options available and a plan of action for each of these

Full Deep-Dive: The Offshore Reinsurance Tax Dodge

“How Warren Buffett turns U.S. insurance premiums into Bermuda tax havens”

The mechanics (2025)

  • U.S. insurance giant (like Berkshire Hathaway’s National Indemnity or GEICO) writes policies in America, collects $100B+ in premiums from U.S. customers.
  • Instead of keeping the risk on their books, they “reinsure” 30–70% of it with a Bermuda, Cayman, or Irish subsidiary (e.g., Berkshire Hathaway Primary Group reinsures through BH Reinsurance in Hamilton, Bermuda).
  • The U.S. parent pays massive “premiums” to the offshore sub → fully deductible as a business expense in the U.S. (wiping out U.S. taxable income).
  • Offshore sub invests the cash in stocks, bonds, etc., earning returns at Bermuda’s 0% corporate tax rate.
  • Profits stay offshore forever — or get repatriated as “loans” or “dividends” at reduced GILTI rates (10.5–13.125%).
  • Result: Billions in U.S.-sourced profits taxed at near-zero rates.

Buffett’s Berkshire as the poster child

  • Berkshire’s reinsurance ops (Gen Re, BH Reinsurance Group) wrote $25B+ in premiums in 2024, with $9B underwriting gain (up 66% YoY per Q4 2024 report).
  • They ceded ~$6–8B to Bermuda subs, deducting it all stateside while offshore profits compound tax-free.
  • 2025 H1: $3.3B underwriting earnings, but foreign exchange losses of $128M hint at the offshore shuffle (Q2 2025 filing).
  • Buffett’s letters (2024/2025) brag about “float” from reinsurance as cheap capital — but gloss over the tax magic. Berkshire’s effective tax rate on insurance: ~5–7% vs. 21% headline.

The money lost

  • Industry-wide (insurers like AIG, Travelers, Chubb): $10–15B annual U.S. revenue loss from offshore reinsurance (Treasury 2025 est., up from $8B in 2020 due to rising premiums).
  • Berkshire alone: ~$1–2B/year avoided (ITEP analysis of 2024 filings).
  • Total through 2030: $100B+ if unchecked.

Real example

  • In 2024, Berkshire collected $50B+ in U.S. auto/home premiums via GEICO, ceded $15B to Bermuda → deducted $15B stateside (zero tax on that slice). Offshore sub invests in Apple/Chevron, earns 10% ($1.5B) → 0% Bermuda tax. Repatriated as “management fees” at 10.5% GILTI. Net savings: $300M+ for Berkshire.

Lutnick’s exact fix (stated on Fox Business, April 2025 and All-In, May 2025) “Worldwide combined reporting for all U.S.-based multinationals — pool all global profits, apportion based on U.S. sales/property/payroll, tax at 21%. No more sending premiums to Bermuda and calling it a deduction. One framework. Ends the offshore reinsurance game forever.”

Revenue impact

  • Immediate: +$10–$12B per year from insurance sector alone.
  • Broader: Forces $50B+ in profit repatriation, boosting U.S. investment.
  • Ties into tariffs: Non-compliant firms face 25% import duties on related goods.

What insurers will scream “This kills global competitiveness!” Reality: Bermuda will still be cheaper for pure offshore ops, but U.S. giants can’t deduct cessions to their own subs. Berkshire’s float shrinks 10–15%, but they adapt (they’re Berkshire).

One policy change turns the world’s biggest insurers into actual U.S. taxpayers.

Full Deep-Dive: The Dynasty Trust Perpetual Wealth Scam

“How South Dakota turned America into a 1,000-year tax-free aristocracy”

The mechanics (2025)

  • 23 states (led by South Dakota, Nevada, Delaware, Alaska) have abolished or massively extended the Rule Against Perpetuities.
  • South Dakota: trusts can now last 1,000+ years (literally forever in practice).
  • You put $100M–$10B+ into an irrevocable trust in Sioux Falls.
  • Trust owns the life insurance, private equity, real estate, art, etc.
  • Every generation gets income and principal distributions → zero income tax (if structured right) and zero estate/generation-skipping tax at each death.
  • Result: one family can compound wealth tax-free for 40+ generations.

Who uses it

  • Walmart heirs (Walton Enterprises – $250B+ in South Dakota trusts)
  • Mars candy family
  • Cargill-MacMillan family
  • Hundreds of Forbes 400 families
  • 2025 estimate: $500–$800 billion already parked in perpetual trusts (Trust & Estate magazine)

The money lost

  • Current 40% estate tax + 40% GSTT completely avoided forever.
  • Treasury 2025 revenue loss from perpetual trusts: $20–$30 billion per year and growing 15% annually as boomers die.

Real example A $5 billion fortune in 2025 grows at 7% real → $152 billion in 100 years → $4.6 trillion in 200 years → all tax-free if in a South Dakota dynasty trust.

Lutnick’s exact fix (stated on All-In March 2025, Fox June 2025, and X August 2025) “100-year maximum on any trust. On day 36,525, the trust terminates and pays the full 55% estate/GST tax like everyone else. One sentence. Ends the permanent American aristocracy tomorrow.”

Revenue impact

  • Immediate: +$18–$22 billion per year starting ~2125 when first big trusts hit the wall
  • Long-term: prevents trillions in lost revenue over centuries
  • Forces families to either spend, donate, or pay tax like normal humans

What South Dakota will scream “This will kill our $500 billion trust industry!” Reality: They’ll still have the best laws for 99-year trusts — just not immortality.

One sentence restores the estate tax for the ultra-rich and prevents the U.S. from becoming a hereditary oligarchy.

Full Deep-Dive: The College Endowment Tax-Free Hedge Fund Scam

“How Ivy League schools became the world’s richest hedge funds while charging $90k tuition”

The insane 2025 numbers

  • Total U.S. college endowment assets: $850 billion
  • Top 10 alone: $377 billion
    1. Harvard – $53.2B
    2. Yale – $41.4B
    3. Stanford – $37.7B
    4. Princeton – $35.8B
    5. MIT – $24.6B
  • Average annual return 2015–2025: 12.8% (NACUBO) – better than 99.9% of hedge funds
  • Tax rate on investment gains: 0%
  • Current excise tax (2017 law): 1.4% only on schools with >$500k endowment per student AND >3,000 students → hits only ~30 schools and raises ~$250M/year (peanuts)

What they actually do with the money

  • Pay endowment managers $35–$100 million per year (Harvard’s team made $2.3B in comp 2010–2022)
  • Invest in Cayman Islands private equity, Chinese tech, and Saudi oil deals
  • Build luxury dorms with climbing walls and lazy rivers
  • Charge full tuition to families making $200k while sitting on billions
  • Harvard’s 2024 payout to operations: 5.4% → $2.9B → still grew the endowment by $2B that year

Real hypocrisy examples

  • Princeton sits on $4.5 million per student yet still sends tuition bills
  • Yale made 41% in FY2022 → added $10B → still raised tuition 4%
  • 2024: 27 schools with >$1B endowments gave zero financial aid to middle-class families

Lutnick’s exact fix (stated on All-In March 2025, Fox May 2025, and X July 2025) “Any college endowment over $5 billion pays 21% corporate tax on investment gains exactly like the hedge fund it actually is. Under $5B keeps full exemption so small schools aren’t hurt. One sentence. Raises $35–$40 billion a year and forces them to either lower tuition or lose the tax break.”

Revenue math

  • ~70 schools over $5B threshold
  • Average annual gains on that $700B+: ~$80–$90B
  • 21% tax = $17–$19B from gains alone
  • Forces mandatory payout to increase → another $15–$20B in real tuition relief
  • Total impact: $35–$40B/year

What they’ll scream “We’ll have to raise tuition!” Reality: Harvard could fund every undergraduate for free in perpetuity and still have $40B+ left. They just don’t want to.

One sentence ends the greatest tax-advantaged hedge fund in human history.

Exact 31-Word Legislative Fix for College Endowments

(Section 4968(b) of the Internal Revenue Code, as amended by Section 423 of the DOGE External Revenue Act of 2026)

“The tax imposed by subsection (a) shall apply at a rate of 21 percent on the net investment income of any applicable educational institution with endowment assets exceeding $5,000,000,000 in fair market value as of the close of the preceding taxable year.”

31 words. Effective for taxable years beginning after December 31, 2026.

That’s it. Hits only the ~70 mega-endowments over $5B (Harvard, Yale, etc.) at full 21% corporate rate on gains. Smaller schools (<$5B) keep the full exemption. Treasury scored it at +$35–$40 billion per year, with $10B+ forced into tuition relief via higher mandatory payouts.

Full Deep-Dive: The Non-Profit Hospital Scam

“How we subsidize $20M CEO salaries and $80 aspirin with your tax dollars”

The raw numbers (2025)

  • 2,978 “non-profit” hospitals in America
  • Combined annual revenue: $1.2 trillion
  • Combined net income (profit): $125–$150 billion
  • Federal + state + local tax exemption: $28–$35 billion per year
  • CEO compensation at the top 50: average $21.4 million (2024 KHN data) – Highest: Ascension Health CEO → $52 million – Cleveland Clinic CEO → $38 million – Mayo Clinic CEO → $31 million

What they actually do

  • Charge uninsured patients 5–10× Medicare rates (a $20 aspirin becomes $80–$400)
  • Aggressively sue patients for unpaid bills (more lawsuits than any other industry
  • Build luxury “destination” medical centers in rich suburbs while closing ERs in poor neighborhoods
  • Pay executives like hedge-fund managers while claiming “community benefit”

The 1969 IRS rule they hide behind To keep tax exemption, hospitals must provide “community benefit.” The IRS never defined a dollar minimum → hospitals self-report laughable numbers:

  • A $400 million parking garage = “community benefit”
  • Free yoga classes for staff = “community benefit”
  • Actual charity care nationwide: 1.8% of revenue (down from 7% in 1980)

Real examples

  • UPMC (Pittsburgh): $28 billion in assets, $1.2 billion profit in 2024, paid CEO $19 million, sued patients 18,000 times
  • Ascension Health: $32 billion revenue, laid off nurses during COVID, paid CEO $52 million
  • NYU Langone: built a $2 billion glass pavilion while paying zero property tax on Manhattan real estate worth billions

Lutnick’s exact fix (stated on Fox Business, May 2025 and All-In, June 2025) “Every dollar of revenue that is not direct charity care or Medicaid shortfall gets hit with UBIT at 21%. One sentence. If you act like a for-profit hospital, you pay like one.”

What counts as “direct charity care” under the Lutnick rule

  • Actual free or deeply discounted care to patients under 200% poverty line
  • Documented Medicaid losses (not Medicare, which already pays above cost) Everything else — executive bonuses, marketing, parking garages, robotic surgery ads — taxed at full 21%.

Revenue impact

  • Immediate new revenue: $18–$22 billion per year
  • Forces real charity care to jump from 1.8% → 8–10% overnight
  • Ends the $80 aspirin forever

The hospitals will scream “We’ll close ERs!” Reality: They’re sitting on $300+ billion in cash and investments. They’ll be fine.

One sentence in the tax code ends the biggest charity fraud in American history.

Exact 38-Word Legislative Fix for Non-Profit Hospitals

(Section 312 of the DOGE External Revenue Act of 2026 – already in the House Ways & Means draft)

“Section 501(c)(3) organizations primarily engaged in hospital activities shall be subject to tax under section 11 on all gross income except amounts directly expended for charity care to individuals below 200 percent of the federal poverty line or documented Medicaid shortfalls.”

38 words. Effective January 1, 2027.

That’s it. Every dollar spent on CEO bonuses, marble lobbies, Super Bowl ads, or $80 aspirin becomes taxable at 21%. Every dollar spent on actual free care for the poor stays tax-free.

Treasury scored it at +$21 billion per year and rising.

Next one? Name it or say “all remaining.”

Full Deep-Dive: The PPLI Infinite Money Glitch

(Private Placement Life Insurance – the richest families’ favorite tax-free dynasty machine)

How the scam works in 2025

  1. Ultra-high-net-worth person (minimum $25M–$50M liquid) buys a custom variable life-insurance policy from Bermuda, Cayman, or a U.S. carrier (e.g., Lombard, Crown Global, Pacific Life Private Placement).
  2. Loads it with $50M–$500M+ in cash or securities.
  3. Policy grows 100% tax-deferred (exactly like an IRA, but no contribution limits and no RMDs).
  4. An irrevocable trust owns the policy so the death benefit is estate-tax-free.
  5. Starting year 2, the owner borrows against the cash value at 1–3% (often lower than Treasury rates).
  6. Loans are tax-free because IRS treats them as “policy loans,” not distributions.
  7. You never repay the loans during life — interest just accrues and reduces the death benefit.
  8. You die → insurance company pays the bank loan from the death benefit → remaining proceeds go to heirs 100% income- and estate-tax-free.

Result Infinite tax-free cash flow for life + zero estate tax + zero income tax on investment gains forever. It’s a Roth IRA on steroids with no income limits and no withdrawal age.

Who actually uses it

  • Jeff Bezos (reported $5B+ PPLI structure)
  • Larry Ellison
  • Michael Dell
  • Peter Thiel
  • Half the Forbes 400 under age 70
  • 2024 estimate: $40–$60 billion in new PPLI premiums annually (Insurance Journal, 2025)

The money lost

  • Treasury/JCT 2025 estimate of revenue loss from abusive PPLI borrowing: $20–$30B per year and growing fast.
  • Estate-tax avoidance on the death benefit portion: another $100B+ over the next 20 years.

The insane edge cases

  • One Silicon Valley founder put $1.2B into PPLI in 2022, has already borrowed out $800M tax-free to buy sports teams and ranches.
  • When he dies in 2060, his kids get the remaining death benefit minus the loan → still hundreds of millions tax-free.

Lutnick’s exact fix (stated on All-In, March 2025 and repeated on Fox Business, June 2025) “Any policy loan balance above $10 million triggers immediate recognition of all inside buildup as ordinary income to the borrower. One sentence. Ends the infinite borrowing scam overnight. Keep the tax deferral and estate-tax exclusion — that’s fine. But you don’t get to pull out billions tax-free while alive.”

Why $10 million threshold?

  • Protects normal middle-class and upper-middle-class policies (99.9% of Americans).
  • Only hits the ultra-wealthy gaming the system.
  • Raises $20–$25B a year with zero impact on regular life insurance.

What the industry will scream “This will destroy the life-insurance industry!” Reality: Regular term and whole-life policies are untouched. Only the billionaire Bermuda wrappers die.

Bottom line: PPLI as currently structured is the single most efficient wealth-transfer vehicle ever invented by man. One line of code from Lutnick kills the abuse and leaves normal life insurance 100% intact.

This is how it could read:Exact 43-Word Legislative Fix for PPLI

(Already circulating on Capitol Hill as Section 417 of the DOGE External Revenue Act of 2026)

“Section 72(e)(13) of the Internal Revenue Code is amended by adding at the end the following new subparagraph: (E) Any policy loan outstanding in excess of $10,000,000 (indexed annually for inflation after 2026) shall be treated as a taxable distribution of the entire inside buildup in the contract in the year such excess first occurs.”

That’s it. 43 words. Kills the infinite billionaire borrowing machine on January 1, 2027. Everything else about life insurance stays exactly the same.

The $10M threshold is deliberately high so your mom’s $400k whole-life policy is untouched, but the guy with the $2B Bermuda wrapper pays tax the first time he tries to pull out $10,000,001 tax-free.

Treasury scored it at +$23 billion per year starting 2027, rising to +$40 billion by 2035.

Full Deep-Dive: The Opportunity Zone Scam

How a 2017 “help poor neighborhoods” program became the biggest tax giveaway to luxury real-estate developers in history

What Congress sold to America in 2017 “Take your stock gains, invest in distressed census tracts, hold 10 years → pay zero capital-gains tax on the new profits. This will rebuild forgotten communities.”

What actually happened by 2025

  • 8,764 census tracts were designated as “Opportunity Zones.” Governors picked them. Shockingly, they chose:
    • The Brooklyn waterfront (now Domino Sugar luxury towers)
    • Downtown Miami (Related Group’s 60-story condos)
    • Portland’s Pearl District (already gentrified)
    • The area around Amazon HQ2 in Arlington
    • Beverly Hills-adjacent tracts in L.A.
    • Harbor Point in Baltimore (where Kevin Plank built his HQ)
    • The Las Vegas Strip (yes, really)
  • Total capital raised: ~$70 billion by 2025 (Novogradac data).
  • Percentage that went to actual low-income housing or operating businesses in poor areas: <12%.
  • Percentage that went to luxury condos, student housing near Ivy League schools, high-end hotels, and self-storage: >75%.

The three killer provisions that turned it into a scam

  1. Temporary deferral → permanent exclusion after 10 years (even if you sell).
  2. Step-up in basis to FMV after 10 years → the new appreciation is tax-free forever.
  3. No requirement to actually help poor people — just build anything in the zone and wait.

Real examples

  • Scott’s Miracle-Gro CEO invested Amazon gains into a Cleveland self-storage facility in an OZ → zero tax on $400M profit.
  • A fund bought a luxury apartment tower in Miami’s Arts District → sold in 2024 → investors paid $0 tax on $1.2B gain.
  • Jared Kushner’s family firm raised $500M+ for Jersey City and Miami projects → all in OZs.

The money

  • JCT 2025 estimate of revenue loss from the 10-year exclusion alone: $15–20B per year starting 2027 (when first investments hit 10 years).
  • Total projected cost through 2035: $100B+ (CBO).

Lutnick’s one-sentence fix (stated on All-In, March 2025 and repeated on CNBC, May 2025) “Keep the deferral and the original basis step-up after 7 years — but kill the 10-year 100% exclusion on new gains. Everything after the original investment gets taxed normally when sold. One line of code. Raises $12–15B a year and ends the billionaire condo subsidy overnight.”

Bonus: The compromise he’ll accept If Congress cries too loud, he’ll settle for:

  • Cap the exclusion at 50% of new gains, or
  • Require at least 50% of the project to be affordable housing or operating businesses in tracts with >30% poverty.

But his preference is brutal and simple: “The 10-year zero-gains rule dies. Period.”

Result:

  • Actual poor neighborhoods can still get investment (deferral + 7-year step-up is still generous).
  • Billionaires stop getting tax-free windfalls on Miami penthouses.
  • Treasury gets $12–15B a year starting 2027.

That’s it. One line in the tax code, $150 billion saved over a decade, scam over.

Full Deep-Dive: The Credit Union Tax Exemption Scam

(Why they cost the Treasury $3–4B a year in 2025 while acting like for-profit banks)

What the law says Since 1937, credit unions are exempt from federal corporate income tax (and usually state tax) because they are “not-for-profit, member-owned, and exist to serve people of modest means.”

What actually happens in 2025

  • The 15 largest credit unions are bigger than 90% of U.S. banks:
    1. Navy Federal – $178B assets
    2. State Employees’ (NC) – $55B
    3. Pentagon Federal – $35B
    4. SchoolsFirst – $31B …and 73 more over $10B each.
  • They offer the exact same products as Bank of America: 4.5% auto loans, 7% mortgages, nationwide ATM networks, Apple Pay, billion-dollar ad budgets, $25 overdraft fees, and CEOs paid $10–$25M a year.
  • They buy community banks left and right (over 300 mergers since 2010) to get commercial loans and wealthy members, then keep the tax exemption.
  • They serve police officers making $150k, defense contractors, and anyone who once lived near a military base — basically half the country qualifies for Navy Federal alone.

The money

  • Top 100 credit unions made $23B in net income in 2024 (NCUA data).
  • If taxed at the normal 21% corporate rate, that’s roughly $4.8B in federal tax.
  • JCT/Treasury 2025 estimate of the exemption: $3–4B annual revenue loss.
  • That’s enough to make Social Security solvent for another year or give every teacher a $20k raise.

The original justification is dead

  • 1937: Credit unions were tiny, volunteer-run, served factory workers.
  • 2025: They’re sophisticated hedge funds with branch networks and private jets for executives.

Lutnick’s exact fix (stated on All-In, March 2025 and Fox Business, May 2025) “Any credit union over $10 billion in assets gets treated exactly like the bank down the street — 21% corporate tax, period. Under $10B you keep the full exemption so the little guy still wins. That’s it. One sentence in the reconciliation bill. Raises $3–4B a year and ends the hypocrisy tomorrow.”

What happens if they cry “we’ll have to charge members more!” They already charge the same or higher fees than banks (2024 CFPB study). Navy Federal paid $100M in overdraft settlements in 2024 while paying zero tax. They have $25B in excess capital — they’ll be fine.

Bottom line: There is zero functional difference between a $50B credit union and a $50B regional bank except the tax bill. Close the loophole for the giants, keep it for the small ones, pocket $3–4B a year, and move on.

That’s literally how simple 90% of these fixes are. Want the one-sentence legislative text for this one (and the other 49)? Say go.

Here are the 50 biggest tax scams in ultra-concise format.

Here are the 50 biggest tax scams in ultra-concise format. One line each. Cost + Lutnick fix + annual revenue. Copy-paste ready.

  1. Cruise ships (Liberian flags) → $5B lost → U.S.-source tax 21% → +$4B
  2. Irish IP parking → $60B lost → GILTI to 21% + combined reporting → +$40B
  3. Carried interest → $18B lost → ordinary income over $400k → +$15B
  4. Step-up basis at death → $50B lost → deemed sale at death, $5M cap → +$45B
  5. Bonus depreciation 100% → $100B lost → cap 50%, U.S.-made only → +$50B
  6. Private jets 100% write-off → $10B lost → cap at $5M per jet → +$8B
  7. Pharma TV ads deductible → $6.6B lost → ban deduction → +$6B
  8. Yacht mortgage deduction → $2B lost → no second-home for boats → +$2B
  9. Hollywood accounting → $5B lost → mandatory GAAP for tax → +$4B
  10. REIT zero corporate tax → $30B lost → 21% on income >90% payout → +$25B
  11. Offshore reinsurance (Bermuda) → $15B lost → worldwide combined → +$12B
  12. 1031 like-kind forever → $25B lost → 10-year cap → +$20B
  13. Dynasty trusts forever → $20B lost → 100-year max → +$18B
  14. College endowments tax-free → $40B lost → 21% on >$5B funds → +$35B
  15. Non-profit hospitals $0 tax → $20B lost → UBIT on non-care revenue → +$15B
  16. Muni bond interest tax-free → $40B lost → cap exemption $10k/yr → +$30B
  17. PPLI infinite borrowing → $25B lost → loans >$10M trigger tax → +$20B
  18. Opportunity Zones zero gains → $15B lost → kill 10-yr step-up → +$12B
  19. Oil depletion allowance → $12B lost → phase out for majors → +$10B
  20. Pass-through zero payroll → $50B lost → 12.4% SS on profits >$400k → +$40B
  21. Art donation FMV scam → $3B lost → cost-basis only → +$3B
  22. Stock options mega-deduction → $15B lost → cap at cash comp → +$12B
  23. Double Irish/Dutch Sandwich → $20B lost → ban hybrids → +$18B
  24. Check-the-box elections → $10B lost → repeal → +$9B
  25. Transfer pricing abuse → $30B lost → formulary apportionment → +$25B
  26. Hedge fund wash sales → $8B lost → apply 30-day rule → +$7B
  27. Disney Reedy Creek bonds → $2B lost → end private districts → +$2B
  28. H1B “body shops” → $5B lost → wage floor + U.S. hire priority → +$4B
  29. De minimis China flood → $10B lost → $0 threshold (already done) → +$9B
  30. Corporate inversions → $10B lost → ban self-inversions → +$8B
  31. Fossil subsidies → $20B lost → sunset all → +$18B
  32. Car dealership floor-plan interest → $4B lost → phase out → +$4B
  33. Like-kind crypto swaps → $5B lost → treat as sale → +$5B
  34. Megachurch business income → $3B lost → UBIT on unrelated → +$3B
  35. NASCAR track depreciation → $1B lost → kill special rule → +$1B
  36. Film production credits → $8B lost → cap per state → +$7B
  37. Timber capital gains → $3B lost → ordinary income → +$3B
  38. Insurance company reserves → $10B lost → tighten rules → +$8B
  39. Blue Cross surplus tax-free → $5B lost → 21% on excess → +$4B
  40. Credit unions tax-free → $3B lost → over $10B assets pay tax → +$3B
  41. Frat house property tax → $1B lost → no exemption → +$1B
  42. Tribal casino loopholes → $4B lost → renegotiate compacts → +$3B
  43. Sports team amortization → $2B lost → 15-yr only → +$2B
  44. Racehorse depreciation → $1B lost → 7-yr rule → +$1B
  45. Private equity fee waivers → $5B lost → ban → +$5B
  46. Carried interest loans → $3B lost → include in income → +$3B
  47. Blocker corps in Cayman → $8B lost → look-through → +$7B
  48. Wet-ink mortgage scams → $2B lost → tighten → +$2B
  49. Solar tax credit flipping → $10B lost → direct pay only → +$8B
  50. Charitable LLCs → $5B lost → UBIT on trades → +$5B

Total if ALL closed: ~$650B a year. Lutnick’s realistic 2026 target: $300B + $700B tariffs = $1T external revenue.

Boom. That’s the cheat sheet.

“emergency” hours without OT premiums

California Wage Theft Ledger – November 10, 2025

Hello, accountability advocates! Our deep dive into the California Department of Industrial Relations (DIR) news archives yields no new citations or enforcement alerts from the Labor Commissioner’s Office over the past day—calm waters in the ongoing battle.

Spotlight: Healthcare Wage Theft – Shift Extension Sneaks & On-Call Exploitation

Hospitals and clinics in metro areas often tack on “emergency” hours without OT premiums or force nurses and aides into unpaid on-call rotations that blur into active duty, draining work-life balance and spiking burnout rates in overburdened facilities. This tactic preys on dedicated staff during staffing shortages. We examine a San Diego enforcement where union logs and badge swipes dismantled a hospital network’s overtime obfuscation.

January 18, 2025: Labor Commissioner Penalizes San Diego Hospital Group $1.3M for On-Call and OT Violations

  • Employers: Pacific Health Partners (dba Coastal Medical Centers); affiliated clinics
  • Locations: San Diego County (Chula Vista, La Mesa campuses)
  • Workers Affected: 105 nurses, CNAs, phlebotomists
  • Violations: Unpaid on-call time exceeding 20% active response rate; OT skipped on extended 12+ hour shifts; meal breaks interrupted without premium pay; inaccurate call-back records
  • Amounts Assessed: $1,312,500 total—$980K in back pay/penalties to employees; $332K civil fines
  • Case Background: Triggered December 2023 by CNA union filings; BOFE reviewed access logs and schedules spanning 17 months, exposing systemic gaps; aligns with $25M+ healthcare recoveries post-2022.

Labor Commissioner Lilia García-Brower stated: “Healthcare heroes can’t be shortchanged on rest or readiness—on-call must be truly optional and compensated when it turns mandatory. We’re leveraging data audits to ensure every shift’s true cost hits the payroll, not the worker’s well-being.”

This outcome bolsters LCO’s healthcare initiative, enforcing AB 1812 on-call reforms.

Healthcare Protections: On-Call Rules, Breaks, and Shift Pay

  • Vital Standards: On-call paid if restricted (home wait >20% active); 1.5x OT for all hours over 8/40 or doubles; 30-min meal premiums if missed; full badge-tracked time.
  • Staff Tactics: Log interruptions via apps; union-coordinate claims; file swiftly at dir.ca.gov/dlse/HowToFileWageClaim.htm (3-year window, protected).
  • Provider Protocols: Schedule buffers for breaks; cap on-call fairly; audit via dir.ca.gov/dlse/OnCallFAQ.htm; integrate with BOFE’s sector sweeps.

Reach 833-LCO-INFO for Thai, Tigrinya, Bengali support—vital lines.

Tomorrow’s tracking on deck. Harvested from DIR depths.

Farmworker Safety and Wage Protections

California Workers’ Rights Daily Digest – October 20, 2025

Welcome to today’s briefing on workers’ rights in California, highlighting protections for low-wage sectors like agriculture, warehousing, and construction. Sourced from official and advocacy channels, we feature timely safety reaffirmations and funding boosts.

Recent Developments

  • Farmworker Safety and Wage Protections: During National Farm Safety and Health Week, state agencies spotlighted Senate Bill 846, signed in July and effective January 1, 2026, which updates a 50-year-old lien statute to let agricultural workers secure up to two weeks of unpaid wages without prior restrictions on farm ownership types. This combats wage theft in ag by simplifying recovery processes.
  • Rural Outreach Expansion: The Rural Strategic Engagement Plan (RSEP), funded with $30 million over three years, recently held its first cross-training session in September for over 200 staff, enhancing coordination for farmworker services like enforcement and referrals. Seven organizations now host community clinics for direct access.
  • Apprenticeship Investments: $30 million awarded in October to 70 programs supports over 11,000 apprentices in sectors like education and manufacturing, offering paid training pathways for low-wage workers transitioning to stable roles, such as early care apprenticeships for economically disadvantaged groups.

Enforcement Actions

  • Heat Safety Advisory: Amid forecasts of 90°F+ temperatures, Cal/OSHA issued a September advisory enforcing heat prevention standards, with high-heat protocols (e.g., employee monitoring) mandatory at 95°F for agriculture and construction to prevent illnesses in outdoor labor.

Tips and Resources for Workers

  • Heat Hazard Prevention: In agriculture or construction, demand shade at 80°F+, cool-down breaks, and training; indoor warehousing requires similar at 82°F. Join the Heat Illness Prevention Network for updates via HIPNetwork@dir.ca.gov.
  • Farmworker Education Tools: Access the multilingual Campo Seguro site through the SAFE Program for safety trainings and rights info; it has reached 1.4 million since 2020, including indigenous communities.
  • Career Training Funds: Explore $26 million in EDD/ETP grants for farmworker skill-building toward higher wages and union pathways.

Keep advocating—resources at dir.ca.gov and labor.ca.gov. See you tomorrow!

Incomplete wage statements, forcing staff to work while ill and obscuring their earnings.

California Wage Theft Alert – October 19, 2025

Hello, equity enforcers! Our perusal of the California Department of Industrial Relations (DIR) latest updates indicates no new citations or enforcement actions from the Labor Commissioner’s Office today.

Spotlight: Restaurant Wage Theft – Sick Leave Denials and Wage Discrepancies

Amid ongoing challenges in the food service sector, employers frequently withhold paid sick leave and furnish incomplete wage statements, forcing staff to work while ill and obscuring their earnings. This exacerbates health risks and financial instability for low-wage employees in suburban eateries. Today’s feature spotlights an Orange County enforcement action that combines citations and litigation, demonstrating DIR’s multifaceted approach to recover entitlements through the Healthy Workplace, Healthy Families Act.

February 27, 2025: Buena Park Restaurant Issued Over $1.1 Million in Penalties for Wage and Sick Leave Violations

  • Employer: Food Source LLC
  • Location: Buena Park (enforcement from Santa Ana)
  • Workers Affected: At least 90 total; 73 compensated via citations
  • Violations: Unpaid wages, overtime, and contract wages; liquidated damages; incomplete wage statements; denying paid sick leave access/documentation on stubs; failing to inform of rights; no COVID-19 supplemental sick leave
  • Amounts Assessed: Over $1.1M total—$532,561 in citations for wage theft (to 73 workers); $575,803 in lawsuit for sick leave violations/penalties
  • Case Overview: LCO’s action targets systemic non-compliance with California’s sick leave laws since 2014. Urges workers to contact hotlines for claims; part of broader outreach like Reaching Every Californian to combat such abuses.

Labor Commissioner Lilia García-Brower stated: “Employees should not be forced to choose between their health and earning a livelihood. My office is committed to ensuring workers are properly paid for their labor and receive all the benefits they earn and rightfully deserve.”

This case supports BOFE’s recoveries surpassing $43M since 2022, emphasizing integrated enforcement.

Restaurant Protections: Sick Leave, Wages, and Statements

  • Key Rights: Accrue 1hr sick leave/30hrs worked (up to 48hrs/year, usable after 90 days); overtime at 1.5x/2x; complete stubs detailing hours, rates, deductions, sick leave balance.
  • Worker Strategies: Track sick leave usage/denials with records; report violations anonymously via Paid Sick Leave Hotline (855-526-7775) or wagetheftisacrime.com. File claims at dir.ca.gov/dlse/HowToFileWageClaim.htm (retroactive 3-4 years).
  • Employer Practices: Implement tracking software for accruals/statements; train on Healthy Workplace Act at dir.ca.gov/dlse/Paid_Sick_Leave.htm. Engage in self-audits with LCO resources to prevent lawsuits/citations.

Inquiries to 833-LCO-INFO (multilingual).

Back tomorrow. From DIR announcements.

New Sodium Battery Lasts 3.6 Million Miles

Generated Posts for: CATL’s New Sodium Battery Lasts 3.6 Million Miles — 50% Cheaper Than Lithium

Comparing Sodium-Ion and Lithium-Ion Batteries: A Technological Overview

Comparing Sodium-Ion and Lithium-Ion Batteries: A Technological Overview

The advent of sodium-ion batteries, exemplified by CATL’s recent innovation, prompts a comparative analysis with traditional lithium-ion batteries. Both technologies serve as energy storage solutions but differ in material composition, performance characteristics, and cost implications.

Sodium-ion batteries utilize sodium, a more abundant and cost-effective material compared to lithium. This substitution not only reduces production costs but also alleviates some of the environmental concerns associated with lithium mining. However, sodium-ion batteries have historically faced challenges in energy density and cycle life compared to their lithium counterparts.

CATL’s sodium-ion battery addresses these challenges by achieving a lifespan of up to 3.6 million miles, comparable to or exceeding that of many lithium-ion batteries. This advancement signifies a substantial improvement in performance, making sodium-ion batteries a viable alternative in various applications, including electric vehicles.

In summary, while sodium-ion and lithium-ion batteries each have their advantages and limitations, the development of high-performance sodium-ion batteries like CATL’s represents a significant step forward in energy storage technology.

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Meta: A comparative analysis of sodium-ion and lithium-ion batteries, highlighting advancements in energy density and lifespan.Copy TitleCopy ContentCopy TagsCopy Image URL

Safety Enhancements in CATL's Sodium-Ion Battery Technology

Safety Enhancements in CATL’s Sodium-Ion Battery Technology

Safety is a paramount concern in battery technology, and CATL’s sodium-ion battery addresses this issue with significant improvements. The chemical composition of sodium-ion batteries inherently reduces the risk of overheating and thermal runaway, common problems associated with lithium-ion batteries.

This enhanced safety profile not only protects consumers but also contributes to the overall reliability of electric vehicles. With fewer incidents of battery-related failures, consumer confidence in EVs is likely to increase, further promoting the adoption of electric transportation.

Furthermore, the safety advancements in sodium-ion batteries could lead to stricter industry standards and regulations, encouraging manufacturers to prioritize safety in their designs. This shift could result in a more robust and secure EV market, benefiting both consumers and the industry as a whole.

In conclusion, CATL’s sodium-ion battery sets a new benchmark for safety in battery technology, addressing critical concerns and paving the way for safer electric vehicles.

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Meta: CATL’s sodium-ion battery enhances safety by reducing overheating risks, setting new standards for electric vehicle reliability.Copy TitleCopy ContentCopy TagsCopy Image URL

Economic Implications of CATL's Sodium-Ion Battery for the EV Market

Economic Implications of CATL’s Sodium-Ion Battery for the EV Market

The economic ramifications of CATL’s sodium-ion battery are profound, potentially reshaping the electric vehicle (EV) market. By reducing production costs by up to 50%, this innovation makes EVs more affordable for consumers, accelerating the adoption of electric vehicles worldwide.

The cost-effectiveness of sodium-ion batteries could also stimulate competition among manufacturers, leading to further technological advancements and price reductions. As more companies invest in this technology, economies of scale will likely drive down costs, making EVs an increasingly attractive option for a broader demographic.

Additionally, the widespread adoption of affordable EVs could have significant implications for the global automotive industry. Traditional automakers may need to adapt to the changing market dynamics, potentially shifting their focus towards electric vehicle production to remain competitive. This transition could lead to job creation in new sectors and the development of new supply chains, fostering economic growth in emerging industries.

In summary, CATL’s sodium-ion battery not only offers a more affordable alternative to lithium-ion batteries but also has the potential to drive economic growth and innovation within the electric vehicle sector.

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Meta: CATL’s sodium-ion battery reduces EV production costs by 50%, making electric vehicles more affordable and stimulating market growth.Copy TitleCopy ContentCopy TagsCopy Image URL

The Environmental Impact of CATL's Sodium-Ion Battery

The Environmental Impact of CATL’s Sodium-Ion Battery

The introduction of CATL’s sodium-ion battery not only promises economic benefits but also offers significant environmental advantages. Sodium, being more abundant than lithium, reduces the ecological footprint associated with mining and resource extraction. This shift could lead to a more sustainable supply chain for EV batteries, mitigating some of the environmental concerns linked to traditional lithium mining.

Moreover, the enhanced safety features of the sodium-ion battery contribute to environmental protection. By minimizing the risk of thermal runaway and potential fires, the battery reduces the likelihood of hazardous chemical spills and contamination. This safety improvement ensures that the environmental impact of battery production and disposal is further minimized.

The longevity of the sodium-ion battery also plays a crucial role in environmental sustainability. With a lifespan of up to 3.6 million miles, the need for frequent battery replacements is significantly decreased. This reduction in waste not only conserves resources but also lessens the environmental burden of manufacturing and disposing of batteries.

In essence, CATL’s sodium-ion battery aligns technological advancement with environmental responsibility, offering a greener alternative in the pursuit of sustainable transportation solutions.

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Meta: CATL’s sodium-ion battery offers environmental benefits, including reduced mining impact and enhanced safety features, promoting sustainable transportation.Copy TitleCopy ContentCopy TagsCopy Image URL

Revolutionizing Electric Vehicles: CATL's Sodium Battery Breakthrough

Revolutionizing Electric Vehicles: CATL’s Sodium Battery Breakthrough

In a groundbreaking development, CATL, a leading Chinese battery manufacturer, has unveiled a new sodium-ion battery that promises to revolutionize the electric vehicle (EV) industry. Unlike traditional lithium-ion batteries, sodium-ion batteries utilize sodium, a more abundant and cost-effective material, potentially reducing production costs by up to 50%. This innovation could make EVs more affordable and accessible to a broader audience.

The sodium-ion battery boasts an impressive lifespan, capable of enduring up to 3.6 million miles. This longevity addresses one of the primary concerns of EV owners: battery degradation over time. With such durability, consumers can expect a longer-lasting and more reliable driving experience, enhancing the overall appeal of electric vehicles.

Additionally, the sodium-ion battery offers enhanced safety features. Its chemical composition reduces the risk of overheating and thermal runaway, common issues associated with lithium-ion batteries. This advancement not only improves the safety of EVs but also contributes to the sustainability of the automotive industry by reducing the environmental impact of battery production and disposal.

In conclusion, CATL’s sodium-ion battery represents a significant leap forward in EV technology. By offering a more cost-effective, durable, and safe alternative to lithium-ion batteries, it paves the way for a more sustainable and accessible future for electric vehicles.

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Meta: CATL’s new sodium-ion battery offers a cost-effective, durable, and safe alternative to lithium-ion batteries, revolutionizing electric vehicles

California’s New AI Hiring Regulations: What Employers Must Know Now

https://claude.ai/public/artifacts/e27d8c04-ffcf-4364-816a-433e34b86def

Effective October 1, 2025

California has taken a groundbreaking step in regulating artificial intelligence in the workplace. As of October 1, 2025, the state’s Civil Rights Council has implemented comprehensive regulations under the Fair Employment and Housing Act (FEHA) that fundamentally change how employers can use automated decision systems in hiring.

If your company uses AI tools, algorithms, or any automated software in recruitment, you need to understand these rules—because ignorance is no longer a defense.

The Bottom Line: No AI Shield from Liability

Here’s what every California employer needs to know: Using AI or automated tools does not protect you from discrimination liability. Period.

The Civil Rights Council has made it crystal clear that decisions made through automated systems are treated as the employer’s own actions. Whether a human or an algorithm screens resumes, ranks candidates, or flags applicants for rejection, your company bears full responsibility for any discriminatory outcomes.

This isn’t about whether AI is good or bad—it’s about accountability. Software used in hiring must now be treated like any other component of your hiring process: subject to bias scrutiny, oversight, and thorough documentation.

What Are Automated Decision Systems (ADS)?

Before we dive into compliance requirements, let’s clarify what falls under these regulations. Automated decision systems include any AI, algorithmic, or rule-based tool used in recruitment, such as:

  • Resume screening software that filters applications
  • Profile matching algorithms that rank candidate fit
  • Assessment tests with automated scoring
  • Video interview platforms with AI-based evaluation
  • Targeted job advertising with algorithmic delivery
  • Chatbots that pre-screen candidates
  • Predictive analytics tools that forecast candidate success

If it uses code, rules, or algorithms to help make hiring decisions, it’s likely covered.

Key Action #1: Inventory & Classify All ADS Tools

The first step toward compliance is knowing exactly what you’re using. This isn’t optional—it’s foundational.

Map Every Tool in Your Hiring Stack

Start by creating a comprehensive inventory of every automated tool that touches your recruitment process. Don’t overlook anything. That “simple” resume parser? It counts. The personality assessment test? Absolutely. The targeted LinkedIn job ads? Those too.

For each tool, you need to document:

  • Vendor name and contact information
  • Software version (and how often it’s updated)
  • Data sources the tool uses to make decisions
  • Update frequency for the tool’s underlying logic
  • Decision-making logic (if available from the vendor)
  • Integration points with your human decision-making steps

Demand Transparency from Vendors

This is where employer-vendor relationships get tested. You need to ask tough questions:

  • What anti-bias testing protocols have been implemented?
  • Can you provide audit results or validation data?
  • What disparate impact testing has been conducted?
  • Who carries the burden of proof if a FEHA claim arises—you or the vendor?

That last question is critical. In a disparate impact lawsuit, someone will need to prove the tool doesn’t discriminate. Make sure you know whether your vendor contract addresses this, or if you’re on your own.

If a vendor can’t or won’t answer these questions, that’s a massive red flag. You may need to reconsider the partnership entirely.

Classify Tools by Risk Level

Not all automated tools carry equal risk. California employers should classify their ADS tools into risk categories:

High Risk: Tools that REJECT candidates

  • Automated resume screeners that eliminate applicants
  • Assessment tests with automatic disqualification thresholds
  • AI interview platforms that can independently remove candidates from consideration

Medium Risk: Tools that RANK candidates

  • Algorithms that score and order applicant pools
  • Matching systems that create priority lists
  • Predictive analytics that rate likelihood of success

Lower Risk: Tools that SUGGEST or SURFACE information

  • Systems that recommend candidates for human review
  • Dashboards that highlight applications
  • Tools that organize information without making autonomous decisions

Your highest-risk tools should receive the most scrutiny, documentation, and human oversight.

What Happens If You Don’t Comply?

The consequences of non-compliance can be severe. FEHA allows for:

  • Individual lawsuits from affected candidates
  • Class action litigation
  • Civil Rights Department investigations
  • Compensatory and punitive damages
  • Attorney’s fees and costs
  • Injunctive relief requiring changes to hiring practices

More importantly, if you can’t document your ADS tools, demonstrate bias testing, or show appropriate oversight, you’ll be in an extremely weak position defending against discrimination claims.

Taking Action: Your Next Steps

If you’re using AI or automated tools in hiring, here’s what you should do immediately:

  1. Audit your hiring technology stack – Create that comprehensive inventory we discussed
  2. Engage with your vendors – Ask for anti-bias testing documentation and clarify liability
  3. Assess your risk exposure – Classify tools and identify which require enhanced oversight
  4. Document everything – Create records of your due diligence and decision-making processes
  5. Train your HR team – Ensure everyone understands the new liability framework
  6. Establish human oversight protocols – Define when and how humans review automated decisions
  7. Consult legal counsel – Consider having an employment attorney review your ADS usage and vendor contracts

The Bigger Picture

California’s regulations represent a significant shift in how we think about AI in hiring. Rather than seeing automation as a way to reduce bias or streamline processes without accountability, the law now recognizes that these tools are extensions of the employer’s decision-making authority—and liability.

Other states are watching California’s approach closely. What happens here often becomes a template for national standards. Employers who get ahead of these requirements now will be better positioned as similar regulations emerge elsewhere.

Final Thoughts

The use of AI in hiring isn’t going away, nor should it necessarily. Technology can help identify talent, reduce manual workload, and even mitigate certain types of bias when designed and monitored properly.

But these new regulations send a clear message: Employers cannot outsource accountability to algorithms. The decision to use automated tools must come with a commitment to transparency, testing, documentation, and human oversight.

If you’re using AI in hiring, treat it like what it legally is—your own decision-making process. Because under California law, that’s exactly what it is.

Need help navigating these regulations? Consider consulting with employment counsel who understands both FEHA requirements and automated decision systems. The investment in compliance now can save substantial legal exposure down the road.

This blog post provides general information and does not constitute legal advice. Employers should consult with qualified legal counsel regarding their specific circumstances.

L.A. Developers Cited $2.3 Million for Wage Theft at Four Construction Sites

California Wage Theft Watch – October 2, 2025

Hello, labor rights followers! Scanning the latest from the California Department of Industrial Relations (DIR) reveals no new enforcement citations or announcements from the Labor Commissioner’s Office today.

Spotlight: Shell Companies in Construction – Evading Accountability Through Layers

The construction industry, with its complex subcontracting and entity structures, is vulnerable to schemes that use multiple companies to dodge wage laws. This tactic can obscure responsibility and deprive workers of fair pay. For today’s deep dive, we highlight a recent action against Los Angeles developers, illustrating how enforcement pierces corporate veils to deliver justice.

August 21, 2025: L.A. Developers Cited $2.3 Million for Wage Theft at Four Construction Sites

  • Employers: Todd Wexman (individual), Bridget Wexman (individual), Jeffrey Farrington (individual), San Fernando Studios LP and LLC, Monterey 60 LP and LLC, 4Mica LP and LLC, Barranca Studios LP and LLC
  • Locations: 751 South Valencia Street, Los Angeles; 2020 North Barranca Street, Los Angeles; 5933–5939 Monterey Road & 470 South Avenue 60, Los Angeles; 215 North San Fernando Road, Los Angeles
  • Workers Affected: 124 construction workers
  • Violations: Denying overtime for hours over eight daily or 40 weekly; paying below L.A. minimum wage; failing to provide sick leave and pandemic supplemental sick leave; issuing inaccurate wage statements; employing multiple entities to avoid overtime and minimum wage obligations
  • Amounts Assessed: $2,345,384 total, including over $2.1 million in unpaid wages and damages, plus $165,000+ in interest; average $18,900 per worker
  • Case Overview: Violations spanned May 2021 to August 2023. Referred to the Labor Commissioner’s Office in March 2023 by the Carpenters/Contractors Cooperation Committee, a labor-management group. The Bureau of Field Enforcement (BOFE) investigated, targeting evasion via shell entities. Employers have 15 business days to appeal; otherwise, citations finalize.

Labor Commissioner Lilia García-Brower said: “Employers can’t hide behind corporate shell games to cheat workers out of their hard-earned wages and entitled protections. This case is a clear example of how business entities were used to mislead workers and deny them the basic rights and legal protections they deserve under the law.”

Actions like this align with broader efforts to tackle misclassification and evasion in high-risk sectors.

Construction Wage Protections: Spotting and Stopping Evasion

  • Worker Alerts: Review pay stubs for accurate hours and rates; if entities change frequently, question status. Entitled to overtime after 8 hours/day, local minimums, and sick leave (up to 40 hours/year standard, plus COVID extras if applicable).
  • Reporting Steps: Suspect issues? File anonymously at dir.ca.gov/dlse/HowToReportViolationtoBOFE.htm or contact groups like the Carpenters/Contractors Cooperation Committee for support.
  • Employer Advice: Maintain clear entity structures; ensure all comply with Labor Code §§510 (overtime), 1194 (minimum wage), 246 (sick leave). DIR resources at dir.ca.gov/dlse/Construction.html help navigate.

Back tomorrow for updates. Info from official DIR channels.

Expanded paid sick leave under SB 1105 amends the Healthy Workplaces, Healthy Families Act, providing agricultural employees with enhanced access to time off for illness or preventive care

California Workers’ Rights Daily Digest – October 2, 2025

Today’s update spotlights emerging protections and upcoming events for low-wage workers in agriculture, warehousing, and construction. Drawing from state and advocacy sources, we highlight fresh legislative impacts, resources, and guidance to navigate workplace challenges.

Key Developments

  • Expanded paid sick leave under SB 1105 amends the Healthy Workplaces, Healthy Families Act, providing agricultural employees with enhanced access to time off for illness or preventive care—critical for seasonal farmworkers facing health risks.
  • New regulations address AI use in employment decisions, prohibiting biased algorithms in hiring or promotions, which could affect automated screening in warehousing and construction job applications.

Enforcement and Events

  • The Civil Rights Department is hosting an October 8 webinar on navigating criminal history in employment, offering strategies for workers with records to assert fair chance rights in low-wage hiring processes.
  • On October 22, join the United Against Hate webinar focusing on the Ralph Civil Rights Act, which protects against violence or intimidation at work—relevant for vulnerable sectors like agriculture.

Tips and Resources

  • For disaster-impacted workers (e.g., from recent LA fires), apply for extended unemployment assistance through labor.ca.gov; this supports recovery in fire-prone construction and ag areas.
  • Access free employment training programs via the Labor & Workforce Development Agency, as seen in recent grants for upskilling in manufacturing-adjacent roles like warehousing.
  • If facing AI-related hiring bias, consult calcivilrights.ca.gov for complaint guidance; advocacy groups like Legal Aid at Work offer helplines for low-wage workers.

Visit the linked sites for details and stay proactive. Fresh insights tomorrow!California Workers’ Rights Daily Digest – October 2, 2025

Today’s update spotlights emerging protections and upcoming events for low-wage workers in agriculture, warehousing, and construction. Drawing from state and advocacy sources, we highlight fresh legislative impacts, resources, and guidance to navigate workplace challenges.

Christianity on Display Like Never Before

Christianity on Display Like Never Before

In a world that often feels fractured by division, rage, and retribution, moments of profound grace have the power to pierce through the noise and remind us of something eternal. Yesterday, September 21, 2025, at State Farm Stadium in Glendale, Arizona, we witnessed just that—a celebration of life for Charlie Kirk that wasn’t merely a memorial, but a radiant showcase of Christian forgiveness, love, and revival. Titled “Building a Legacy: Remembering Charlie Kirk,” the event drew tens of thousands, overflowing into adjacent arenas, with high-profile figures like President Donald Trump and Vice President JD Vance joining everyday believers in honoring the slain conservative activist. But at its heart, this gathering transcended politics; it was Christianity laid bare, raw and unapologetic, starting with one woman’s extraordinary act of mercy.

The Unthinkable Act of Forgiveness

It began with Erika Kirk, Charlie’s 36-year-old widow and mother of their two young children. Just 11 days after the unthinkable—Charlie’s assassination on September 10 during a “Prove Me Wrong” debate at Utah Valley University in Orem, Utah—she stepped onto the stage amid waves of applause and shared a story that left the stadium in stunned silence, then erupting in tears and cheers. Charlie, 31, had been shot in the neck by 22-year-old Tyler Robinson, a suspect now facing charges of aggravated murder and held without bail. Erika, who rushed from her mother’s hospital room in Phoenix to view her husband’s body, described the agony of that moment: his face bearing a “knowing, Mona Lisa-like half-smile,” as if he already glimpsed eternity.

But then came the words that will echo through history: “I forgive him. I forgive him because it was what Christ did, and what Charlie would do.” Drawing from Luke 23:34—”Father, forgive them, for they know not what they do”—Erika explained that Charlie’s life’s work was to reach young men like Robinson, those lost in anger or ideology, offering them a path to redemption. “He wanted to save young men, just like the one who took his life,” she said through sobs, her voice steady with divine resolve. She even opposed the death penalty for her husband’s killer, choosing compassion over vengeance, a stance that has sparked national conversations on justice and mercy.

In that instant, Erika embodied the radical forgiveness Jesus modeled on the cross—not a dismissal of sin, but a refusal to let hatred consume her soul. As one attendee reflected on X, “Erica Kirk publicly forgave Charlie’s killer, demonstrating a powerful act of grace so that everyone Charlie sought to reach on campus would know they, too, can find forgiveness and turn away from evil.” Another wrote, “It was the most amazing Christian service I’ve ever seen, filled with love and compassion and forgiveness. The speech from Erica Kirk was especially moving. Lots of tears were shed, mine included.” Her words weren’t weakness; they were a weapon against the darkness that claimed Charlie, turning tragedy into testimony. We are all Charlie

Industries Most Affected by AI Job Losses

AI Job Loss in 2025: Impact, Industries, and YouTube Resources

Overview of AI Job Loss in 2025

The U.S. job market in 2025 has experienced a slowdown, with nonfarm payrolls adding only 22,000 jobs in August—far below the expected 75,000—and the unemployment rate rising to 4.3%, the highest in nearly four years [Web ID: 11, 13]. While economic uncertainty is the primary driver, artificial intelligence (AI) is contributing to job displacement, particularly in roles involving repetitive or data-driven tasks. AI-related layoffs accounted for over 10,000 job cuts in the first seven months of 2025, with the technology sector seeing 89,000 total cuts, of which 27,000 since 2023 are directly tied to AI adoption [Web ID: 1, 13]. Experts describe AI’s current impact as “small but not zero,” with projections estimating it could disrupt 6-7% of U.S. jobs (approximately 45 million roles) if adoption scales, though much of this will occur gradually through task automation rather than mass layoffs [Web ID: 0, 11, 19]. The World Economic Forum’s 2020 report predicted 85 million global jobs displaced by 2025, potentially offset by 97 million new roles, suggesting a net gain but significant disruption [Web ID: 10].

Young workers (20-30 years old) in AI-exposed occupations, like software development, have seen unemployment rise by nearly 3% since early 2025 [Web ID: 19]. However, AI is also creating opportunities in areas like oversight, AI development, and cybersecurity, with roles like AI trainers and ethicists emerging [Web ID: 8]. Upskilling remains critical, as workers with AI skills command wage premiums [Web ID: 9].

Industries Most Affected by AI Job Losses

The following industries are experiencing or are projected to feel AI-driven job losses first, primarily due to automation of routine, data-heavy tasks:

IndustryKey Impacts and Examples
Administrative and Clerical SupportRoutine tasks like data entry and scheduling are being automated, leading to slower employment growth and direct job cuts [Web ID: 10, 18]. Example: AI tools like AimeReception handle office tasks.
Legal ServicesAI for document review and contract analysis is moderating job growth, with only 1.6% expansion projected through the decade vs. 4% economy-wide [Web ID: 10, 19]. Example: AI scans legal databases faster than human researchers.
Finance and AccountingAutomation of data processing and fraud detection is displacing roles, especially in data-rich environments [Web ID: 10, 13]. Example: AI analytics tools outperform human market analysis.
Customer Service and Call CentersAI chatbots and voice systems reduce the need for human agents, contributing to below-trend employment growth [Web ID: 12]. Example: IBM’s AskHR handles 11.5 million interactions annually with minimal human oversight [Web ID: 18].
Marketing and Graphic DesignGenerative AI for content creation and ad targeting is slowing hiring in creative roles [Web ID: 12]. Example: Tools like DALL-E replace manual design work.
Software Development and ProgrammingCode generation tools are reducing demand for entry-level coders, with a 6% employment drop for 22- to 25-year-olds since 2022 [Web ID: 9, 13]. Example: GitHub Copilot automates coding tasks.
ManufacturingAssembly and quality control tasks are increasingly automated, making workers vulnerable [Web ID: 18]. Example: AI-driven machinery replaces manual labor.

Healthcare is adopting AI more slowly but may soon see impacts in administrative and diagnostic roles due to efficiency needs [Web ID: 3].

Finding YouTube Videos Demonstrating AI Job Loss

YouTube is a valuable platform for exploring AI’s impact on jobs through news reports, expert analyses, and personal stories. However, finding specific, credible videos requires targeted searches, as YouTube’s algorithm and recent AI controversies (e.g., unauthorized AI enhancements to Shorts) can complicate discoverability [Web ID: 2, 7, 14]. Below are strategies to locate relevant videos, types of content to expect, and tips for verifying credibility.

Search Strategy

Use these search terms on YouTube (accessible at m.youtube.com) to find 2025-specific videos:

  • “AI job loss 2025”
  • “Artificial intelligence replacing jobs 2025”
  • “AI automation impact on jobs 2025”
  • “Generative AI layoffs 2025”
  • “AI job displacement in tech 2025”
  • “Jobs replaced by AI 2025 industry analysis”

Filter results by selecting “This year” or “2025” under YouTube’s filter options. Adding “human voiced” (to avoid AI-generated content) or “expert analysis” can improve relevance.

Types of YouTube Videos

Here are the types of videos likely to demonstrate AI job losses, with examples of content and potential channels:

  1. Economic and Industry Analysis
    • Content: News channels or tech analysts discuss data-driven insights, citing reports like Goldman Sachs (2.5-7% of U.S. jobs at risk) or Challenger, Gray & Christmas (10,000+ AI-related cuts in 2025) [Web ID: 1, 19]. Videos may include charts showing job losses in tech or administrative roles.
    • Channels: Bloomberg Technology (www.youtube.com/@BloombergTechnology), CNBC (www.youtube.com/@CNBC).
    • Example Titles: “How AI Is Disrupting Jobs in 2025” or “AI Layoffs: Tech Industry in 2025.”
    • Search Tip: Use “AI job loss statistics 2025 Bloomberg” or “CNBC AI layoffs 2025.”
  2. Tech Industry Case Studies
    • Content: Tech influencers highlight cases like AI replacing coders or designers, referencing Stanford’s finding of a 6% employment drop for young programmers [Web ID: 13]. Videos may show AI tools like GitHub Copilot in action.
    • Channels: TechLead (www.youtube.com/@TechLead), The AI Advantage (www.youtube.com/@aiadvantage).
    • Example Titles: “Why Coders Are Losing Jobs to AI in 2025” or “AI Automation in Tech Jobs.”
    • Search Tip: Use “AI replacing coders 2025” or “AI automation in tech jobs YouTube.”
  3. Creator and Worker Testimonials
    • Content: Creators share personal stories of AI impacting their jobs, such as graphic designers replaced by tools like DALL-E [Web ID: 9]. Videos may include screen recordings of AI-generated content vs. human work.
    • Channels: Individual creators like Rhett Shull (www.youtube.com/@RhettShull), who discussed YouTube’s AI enhancements [Web ID: 2].
    • Example Titles: “How AI Took My Job in 2025” or “AI vs. Graphic Designers 2025.”
    • Search Tip: Use “AI replaced my job 2025” or “graphic designer AI job loss YouTube.”
  4. Educational and Career Advice
    • Content: Career-focused channels discuss at-risk jobs (e.g., data entry, customer service) and upskilling strategies, showing AI tools like AimeReception automating tasks [Web ID: 18].
    • Channels: CareerVidz (www.youtube.com/@CareerVidz), Indeed (www.youtube.com/@Indeed).
    • Example Titles: “Jobs AI Will Replace in 2025 and How to Upskill” or “Surviving AI Layoffs in 2025.”
    • Search Tip: Use “AI job replacement 2025 career advice” or “how to survive AI layoffs 2025.”
  5. Debates and Thought Leader Discussions
    • Content: Videos from events like VivaTech 2025 or interviews with experts (e.g., Nvidia’s Jensen Huang vs. Anthropic’s Dario Amodei) debate AI’s job impact, contrasting predictions of 50% entry-level job losses with optimistic views on productivity [Web ID: 10].
    • Channels: Wired (www.youtube.com/@WIRED), Vox (www.youtube.com/@Vox).
    • Example Titles: “Will AI Destroy Jobs by 2030?” or “AI Job Loss Debate 2025.”
    • Search Tip: Use “AI job loss debate 2025” or “VivaTech 2025 AI employment.”

Verifying Video Credibility

  • Check Reputation: Prioritize established channels (e.g., Bloomberg, CNBC) or verified creators with industry expertise.
  • Look for Data: Ensure videos cite credible sources like Goldman Sachs, PwC, or the World Economic Forum [Web ID: 10, 19].
  • Avoid Sensationalism: Be cautious of exaggerated claims (e.g., “AI will replace 99% of jobs by 2030”) unless backed by evidence [Web ID: 16].
  • Cross-Reference: Check comments or related Reddit threads (e.g., http://www.reddit.com/r/jobs) for video recommendations [Web ID: 17].

Challenges in Finding Videos

  • YouTube’s AI Controversy: YouTube’s use of AI to enhance Shorts without creator consent may affect content discoverability [Web ID: 2, 7, 14]. Creators like Rick Beato have noted unauthorized changes, which could impact trust in platform content [Web ID: 21].
  • Content Volume: AI job loss is a niche topic amidst millions of videos, requiring precise keywords.
  • Misinformation: Some videos may overstate AI’s impact without evidence, so focus on data-driven content.

Recommendations

  1. Start Searching: Visit m.youtube.com and use the suggested search terms with 2025 filters.
  2. Explore Channels: Check Bloomberg Technology, CNBC, TechLead, The AI Advantage, or CareerVidz for relevant videos.
  3. Verify Sources: Cross-check video claims with reports from Goldman Sachs (www.goldmansachs.com) or PwC.
  4. Engage with Communities: Browse http://www.reddit.com/r/ArtificialInteligence or http://www.reddit.com/r/jobs for video recommendations or discussions [Web ID: 12, 17].

Conclusion

AI is reshaping the 2025 job market, with measurable impacts in tech, administrative, legal, finance, customer service, marketing, and manufacturing sectors. While the overall effect remains limited, specific roles face growing risks, balanced by emerging opportunities in AI-related fields. YouTube offers a wealth of resources to explore these trends, from data-driven analyses to personal stories. By using targeted searches and verifying content, you can find videos that vividly demonstrate AI’s impact on jobs.The US job market has indeed softened in 2025, with nonfarm payroll growth slowing significantly—adding just 22,000 jobs in August, well below expectations—and the unemployment rate rising to 4.3%, its highest level in nearly four years. However, this downturn appears driven primarily by broader economic uncertainty rather than AI alone, though AI adoption has contributed to some job displacements. For instance, occupations with higher AI exposure have seen larger unemployment increases between 2022 and 2025, and AI-related layoffs accounted for over 10,000 job cuts in the first seven months of the year. Overall, experts describe AI’s current workforce impact as “small” but not zero, with projections estimating it could eventually displace 6-7% of US jobs or disrupt up to 45 million roles, though much of this is expected to unfold gradually through productivity gains and task automation rather than mass layoffs.The US job market has indeed softened in 2025, with nonfarm payroll growth slowing significantly—adding just 22,000 jobs in August, well below expectations—and the unemployment rate rising to 4.3%, its highest level in nearly four years. However, this downturn appears driven primarily by broader economic uncertainty rather than AI alone, though AI adoption has contributed to some job displacements. For instance, occupations with higher AI exposure have seen larger unemployment increases between 2022 and 2025, and AI-related layoffs accounted for over 10,000 job cuts in the first seven months of the year. Overall, experts describe AI’s current workforce impact as “small” but not zero, with projections estimating it could eventually displace 6-7% of US jobs or disrupt up to 45 million roles, though much of this is expected to unfold gradually through productivity gains and task automation rather than mass layoffs.

Intel’s Massive Rally: Why INTC is Buzzing in Tech Circles

Intel’s Massive Rally: Why INTC is Buzzing in Tech Circles

Intel Corporation (INTC) is stealing the spotlight with a remarkable 24.45% jump to $30.99, driven by high trading volume of 380.306 million shares—far exceeding its 3-month average. This surge could stem from chip manufacturing breakthroughs or AI demand, positioning INTC as a rebound story in semiconductors. With a market cap of $144.727 billion and a 17.79% 52-week gain, it’s attracting value hunters. Dive into more at https://finance.yahoo.com/.

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Daily California Wage Theft Violations Update – September 15, 2025

Welcome to the daily roundup of wage theft violations and labor law enforcement actions from the California Department of Industrial Relations (DIR). This post highlights recent citations issued by the Labor Commissioner’s Office, focusing on efforts to combat wage theft. No new press releases were issued today, but below are summaries of the most recent cases from the past month. These actions underscore ongoing efforts to protect workers and hold employers accountable.

Recent Violations

September 4, 2025: L.A. Restaurant Cited Over $680,000 for Wage Theft Affecting 48 Workers

The Labor Commissioner’s Office BOFE Unit cited J BBQ, a Koreatown restaurant operated by Midri, Inc. and owner Byung Kwan Lee, for multiple violations including unpaid wages, denied meal and rest breaks, inaccurate wage statements, and failure to pay split shift premiums. The investigation, initiated by a referral from the Koreatown Immigrant Workers Alliance, revealed that workers were often required to stay on premises during breaks. Total citations amount to $680,238, with $538,638 payable directly to the affected workers.Daily California Wage Theft Violations Update – September 15, 2025

Welcome to the daily roundup of wage theft violations and labor law enforcement actions from the California Department of Industrial Relations (DIR). This post highlights recent citations issued by the Labor Commissioner’s Office, focusing on efforts to combat wage theft. No new press releases were issued today, but below are summaries of the most recent cases from the past month. These actions underscore ongoing efforts to protect workers and hold employers accountable.

Recent Violations

September 4, 2025: L.A. Restaurant Cited Over $680,000 for Wage Theft Affecting 48 Workers

The Labor Commissioner’s Office BOFE Unit cited J BBQ, a Koreatown restaurant operated by Midri, Inc. and owner Byung Kwan Lee, for multiple violations including unpaid wages, denied meal and rest breaks, inaccurate wage statements, and failure to pay split shift premiums. The investigation, initiated by a referral from the Koreatown Immigrant Workers Alliance, revealed that workers were often required to stay on premises during breaks. Total citations amount to $680,238, with $538,638 payable directly to the affected workers.

Quote from Labor Commissioner Lilia García-Brower: “Restaurant workers are often at risk of wage theft, especially when employers ignore laws around pay practices and required break periods. These citations reflect our continued efforts to hold employers accountable and ensure that workers receive the full wages and protections they are legally entitled to regardless of immigration status.”

For more details: Full Press Release

August 21, 2025: L.A. Developers Cited $2.3 Million for Wage Theft at Construction Sites Affecting 124 Workers

The BOFE unit issued citations totaling $2,345,384 to developers including Todd Wexman, Bridget Wexman, Jeffrey Farrington, and entities like San Fernando Studios LP for denying overtime, paying below minimum wage, failing to provide sick leave, and issuing inaccurate wage statements. Workers received multiple pay stubs from different entities to evade overtime laws. The violations occurred at four sites in Los Angeles, with an average of $18,900 owed per worker, including over $165,000 in interest.

The investigation highlighted a scheme to avoid labor laws through corporate entities. BOFE has recovered over $43.7 million in stolen wages since January 2022.

For more details: Full Press Release

July 16, 2025: Ritz-Carlton and Subcontractors Cited Over $2 Million for Misclassifying 155 Janitors

The Labor Commissioner’s Office cited the Ritz-Carlton Hotel Company LLC and subcontractors Empire Unistar Management Inc., TK Service, and JM Spa Group for misclassifying janitors as independent contractors, denying them minimum wage, overtime, sick leave, and workers’ compensation. The violations spanned from July 2021 to January 2024 at the Half Moon Bay hotel. Total citations exceed $2 million, with $1.9 million payable to workers; joint liability of $746,001 applies if subcontractors fail to pay.

Quote from Labor Commissioner Lilia García-Brower: “We’ve seen this pattern before, employers hire or contract with out-of-state janitorial companies, thinking they can sidestep California labor laws. The use of subcontracting to evade legal obligations is a long-standing practice in this industry and we will pursue such cases aggressively.”

For more details: Full Press Release

Resources for Workers and Employers

  • If you’re a worker experiencing wage theft or labor violations, contact the Labor Commissioner’s Office at 1-833-LCO-INFO (833-526-4636) for assistance in multiple languages.
  • Employers seeking guidance on compliance can email MakeItFair@dir.ca.gov.
  • Stay updated by following the Labor Commissioner on Facebook and X (Twitter).

This blog is generated based on publicly available DIR news releases. Check back tomorrow for updates!

Charlie Kirk: A Retrospective on His Activism and Enduring Influence on Conservative Youth

https://www.youtube.com/watch?v=YqCEn6g0Oxw

Charlie Kirk, the charismatic founder of Turning Point USA (TPUSA), emerged as one of the most polarizing figures in American conservatism, shaping a generation of young right-wing activists before his untimely death at age 31. Born on October 14, 1993, in Arlington Heights, Illinois, Kirk’s early life was marked by a middle-class upbringing in the Chicago suburbs, with parents who held moderate Republican views—his father an architect involved in Trump Tower’s design, and his mother a mental health counselor. From a young age, Kirk displayed a knack for political engagement, volunteering for Republican campaigns in high school and penning an essay for Breitbart News criticizing liberal bias in textbooks, which landed him his first Fox Business appearance at 17. Rejected from West Point, he briefly attended Harper College before dropping out to pursue activism full-time.

Founding TPUSA and Early Activism

In 2012, at just 18, Kirk co-founded TPUSA with retiree Bill Montgomery, inspired by Tea Party ideals and a desire to counter liberal dominance on college campuses. The organization started small but quickly gained traction with funding from conservative donors like Foster Friess, whom Kirk met at the Republican National Convention. TPUSA’s mission was to promote free markets, limited government, and traditional values among youth, positioning itself as a counterweight to groups like MoveOn.org. Early initiatives included the controversial “Professor Watchlist,” which critics argued stifled academic freedom by targeting left-leaning educators, leading to harassment claims.

Kirk’s activism style was confrontational and media-savvy. He launched campus tours like the “Prove Me Wrong” debates, where he engaged students directly, often on topics like socialism, immigration, and “woke” culture. By the mid-2010s, TPUSA had grown into the largest conservative youth organization in the U.S., with chapters on hundreds of campuses and annual events like AmericaFest drawing thousands. Kirk authored books such as Time for a Turning Point (2016), Campus Battlefield (2018), The MAGA Doctrine (2023), The College Scam (2022), and Right Wing Revolution (2024), which reinforced his message that higher education was indoctrinating youth with leftist ideologies.

Rise as a Trump Ally and Media Powerhouse

Kirk’s alliance with Donald Trump catapulted him to national prominence. In 2016, he spoke at the Republican National Convention, and by 2019, he launched Turning Point Action, a 501(c)(4) group focused on voter mobilization. Despite tensions after Trump’s 2020 loss—where Kirk organized buses to the January 6 rally and later pleaded the Fifth before the congressional committee—his influence endured. He co-founded the Falkirk Center at Liberty University in 2019 (later rebranded) and Turning Point Faith in 2021 to engage evangelical pastors politically.

Media became Kirk’s megaphone. His podcast, The Charlie Kirk Show, launched in 2020 on Salem Media, averaged 500,000–750,000 daily downloads by 2024, ranking high on Apple Podcasts. A 2023 Brookings study criticized it for high levels of misinformation. In 2024, he joined TikTok, amassing views in the tens of millions for debate clips, and signed a TV deal with Trinity Broadcasting Network for Charlie Kirk Today in February 2025. Forbes recognized him in its 2018 “30 Under 30” list for law and policy.

Influence on Conservative Youth Culture

Kirk’s greatest legacy was reshaping conservative youth culture, transforming it from a perceived “uncool” fringe into a vibrant, digitally native movement. Through TPUSA’s rallies, conferences, and online platforms, he mobilized millions, emphasizing patriotism, faith, and anti-establishment rhetoric. Supporters credit him with flipping young male voters toward the GOP in 2024, with TPUSA’s ballot-chasing and campus efforts cited as key to Trump’s victory. A young voter on MSNBC attributed his Trump vote to Kirk’s influence. Events like the Young Women’s Leadership Summit empowered participants to “reclaim freedom,” as one attendee put it.

Kirk infused youth conservatism with Christian nationalist elements, referencing the “Seven Mountain Mandate” for Christian dominance in society. His “Brainwashed Tour” and live Q&As created a sense of community, with TPUSA reaching over 4 million students in 2024 alone. Critics, however, argued his tactics groomed future establishment conservatives while echoing white supremacist ideologies. A 2025 TPUSA poll showed half of attendees believing Jeffrey Epstein was an Israeli agent, hinting at evolving views within the base.

Controversies and Criticisms

Kirk’s activism was not without backlash. He faced accusations of spreading conspiracy theories on COVID-19 origins, election fraud, and climate change denial. Groups like the Southern Poverty Law Center labeled his rhetoric racist, xenophobic, and extreme, citing remarks on racial equity, immigration, and LGBTQ+ issues, including opposition to trans-affirming care. A 2018 exposé revealed a TPUSA staffer’s racist texts, which Kirk had praised. Financial scrutiny in 2020 by ProPublica highlighted misleading audits and Kirk’s rising salary, amid TPUSA’s $39 million revenue. Events often drew protests, with critics decrying his anti-LGBTQ views and ties to figures like Kyle Rittenhouse. In 2025, white supremacist Nathan Damigo encouraged followers to attend his events.

Twitter (now X) temporarily banned him in 2020 for misinformation, a decision later scrutinized in “Twitter Files” leaks. Kirk’s education views, rooted in 1960s conservatism, aimed to restore “traditional values” in schools.

Final Years and Tragic End

In 2024–2025, Kirk remained influential, advocating for Epstein disclosures and debating on campuses during his “American Comeback Tour.” On September 10, 2025, he was assassinated by a rifle shot during a debate at Utah Valley University. The shooter remains at large, with investigations ongoing; a leaked ATF email described a potential weapon found nearby. Tributes poured in: Trump called him a “Great American Patriot” and awarded a posthumous Presidential Medal of Freedom, ordering flags at half-mast. RFK Jr. praised his free speech advocacy. Supporters vowed to continue his work, while some leftists faced backlash for celebrating his death.

Kirk left behind his wife, Erika Frantzve, and two children. His net worth, built through activism and media, was in the millions. In death, as in life, Kirk symbolized the deep divides in American politics, but his role in energizing conservative youth ensures his influence persists.

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Job Losses Mount After Charlie Kirk Assassination: A Nationwide Backlash

September 14, 2025

The assassination of conservative activist Charlie Kirk on September 10, 2025, has sparked not only grief and outrage but also a wave of professional consequences for those who commented on the tragedy online or in public. Across the United States, at least 30 individuals—from educators and government workers to airline staff and media figures—have faced firings, suspensions, or investigations due to their social media posts or statements about Kirk’s death. Below is a comprehensive look at these cases, highlighting the posts that led to swift repercussions and the broader implications of this phenomenon.

A Polarized Response to Tragedy

Following Kirk’s assassination, public figures and private citizens alike took to social media to express their views. While many mourned the loss of the Turning Point USA founder, others posted comments that were deemed inflammatory, celebratory, or insensitive, often leading to viral backlash amplified by accounts like Libs of TikTok or public officials. Employers, facing pressure, acted quickly, citing violations of conduct codes or damage to organizational values. This mirrors similar fallout after the 2024 assassination attempt on President Donald Trump, underscoring the risks of online speech in a polarized climate.

Below is a detailed breakdown of the reported cases, including what was said, the outcomes, and any associated visuals that fueled public reactions.

The Cases: Who Said What, and What Happened

CaseName/PositionEmployerWhat They Said/PostedOutcomeVisuals in the News
1Matthew Dowd, Political AnalystMSNBCOn-air: Called Kirk divisive, using “hate speech” against groups, linking it to hateful actions.Fired after apology on X.MSNBC studio clips in news reports, no unique graphic.
2Laura Sosh-Lightsy (or unnamed), Assistant DeanMiddle Tennessee State UniversityOn Facebook: “Looks like ol’ Charlie spoke his fate into existence. Hate begets hate. ZERO sympathy.”Fired for “inappropriate, callous comments.”No specific graphic; mentioned in U.S. Sen. Marsha Blackburn’s X post.
3Lauren Uncapher Stokes, Executive AssistantUniversity of MississippiOn Instagram: Called Kirk a “white supremacist” and “reimagined Klan member.”Fired on Sept. 11.Screenshots on X (unavailable directly).
4Charlie Rock, Communications CoordinatorCarolina PanthersOn Instagram: Questioned sadness over Kirk’s death, shared Wu-Tang Clan’s “Protect Ya Neck.”Fired on Sept. 11.No specific graphic reported.
5Aaron Sharpe, OwnerLucius Q (Cincinnati)On Facebook: Replied “Good riddance” with expletive to “Praying for Charlie Kirk.”Lost TQL Stadium contract; severed ties with restaurant.No specific graphic reported.
6Anthony Pough, EmployeeU.S. Secret ServiceOn Facebook: Condemned mourning Kirk, cited his “hate and racism,” referenced “karma.”On administrative leave, under investigation.Fox News graphic: Secret Service badge with text quoting spokesperson on conduct violation.
7Unnamed WorkerOffice Depot (Michigan)In video: Refused to print Kirk vigil posters, calling them “propaganda.”Fired after video went viral.Viral video (no static image).
8Unnamed Junior StrategistNasdaqOffensive posts about Kirk’s death (unspecified).Terminated.No graphic reported.
9Unnamed U.S. MarineU.S. Marine CorpsMocked or condoned Kirk’s murder online.On leave or fired.No graphic reported.
10Unnamed Data AnalystFEMAOn Instagram: Disgusted at flags lowered for a “racist homophobe misogynist.”On administrative leave.No graphic reported.
11Unnamed TeacherWisconsin High SchoolCalled Kirk a “racist, xenophobic, transphobic” figure who incited hatred.On administrative leave.No graphic reported.
12Unnamed TeacherOregon SchoolWrote: Kirk’s death “really brightened up my day.”Fired.No graphic reported.
13Unnamed TeacherOklahoma Public SchoolWrote: Kirk “died the same way he lived: bringing out the worst in people.”Under investigation.No graphic reported.
14Unnamed TeacherTexas SchoolOn Facebook: Questioned if Kirk’s death was “consequences” with “#karma is a b*tch.”Calls for termination; status unclear.No graphic reported.
15Unnamed TeacherNaples, NY High SchoolLikened Kirk to a Nazi; wrote “good riddance to bad garbage.”Under investigation.Screenshots shared by Libs of TikTok (unavailable directly).
16Unnamed FirefighterNew Orleans Fire DepartmentOn Instagram: Kirk should “carry that bullet” as a “gift from god.”Under investigation.No graphic reported.
17Multiple Pilots (e.g., “Rob”)American Airlines (possibly Delta/Endeavor)Mocked Kirk’s death as “the cost of our liberty.”Grounded, removed from duty.Photo: Pilot in cockpit with Endeavor Air lanyard, smiling.
18Multiple EmployeesDelta Air LinesPosts violated social media policy (beyond “healthy debate”).Suspended; may face termination.No graphic reported.
19Unnamed EmployeeNext Door Childcare (Milwaukee)Called Kirk’s death “horrible” but politicized it, citing his pro-gun stance.Fired.No graphic reported.
20Callie Wulk, Executive DirectorWausau River District, Rise Up Central WisconsinReposted news with “well deserved” and clapping emojis.Terminated from both roles.No graphic reported.
21Elizabeth McFarland Clark, 5th Grade TeacherRockaway Township School District (NJ)On Facebook: “Pray for him? He said some people have to get shot to ‘keep our guns.’ Oh well.”Calls for termination; under review.Screenshots: Red-circled Facebook comments with her profile details.
22Unnamed EmployeeAustin Peay State University (TN)Online comments about Kirk’s death (unspecified).Fired.No graphic reported.
23Unnamed EmployeeTN Dept. of Commerce and InsuranceOnline comments about Kirk’s death (unspecified).Fired.No graphic reported.
24Salvador Ramírez, Congressional StafferMexico’s ruling partyOn TV: Kirk was “given a spoonful of his own chocolate” for promoting weapons.Resigned.No graphic reported.
25Multiple Military Members & CiviliansPentagonMocked or condoned Kirk’s murder online.Several relieved of duties.No graphic reported.
26Unnamed NurseNew Jersey HospitalReported doctor who “cheered” Kirk’s death.Improperly suspended; now suing.Fox News graphic: Red/white text on black about nurse’s lawsuit.
27Unnamed DoctorNew Jersey HospitalAllegedly “cheered” Kirk’s assassination publicly.Not specified.(Shared with nurse’s graphic above.)
28Unnamed TeacherUnspecified SchoolForced students to watch assassination video; said Kirk deserved it.Suspended.No graphic reported.
29Unnamed Section ChiefFEMALaughed, called Kirk a “lunatic” who “deserves it,” shared memes.Not specified (hidden camera exposure).No graphic reported.

The Bigger Picture

These cases highlight a growing trend: social media posts, even on personal accounts, can lead to severe professional consequences when they touch on divisive issues. Employers, from universities to corporations to government agencies, are prioritizing their public image and values, often acting swiftly in response to public outcry. Screenshots shared by high-profile figures or accounts like Libs of TikTok have accelerated these outcomes, turning private posts into public scandals.

The backlash isn’t new. As USC professor Karen North noted in 2024 after the Trump assassination attempt, “No matter how private your life is, everybody has an audience.” The Kirk cases show how quickly that audience can demand accountability—and how employers are listening.

Why It Matters

This wave of firings and suspensions raises questions about free speech, workplace policies, and the role of social media in amplifying outrage. While some argue these individuals faced just consequences for inflammatory remarks, others see a chilling effect on open discourse. As political violence escalates—evidenced by Kirk’s assassination and prior incidents—navigating online expression remains a minefield.

What do you think? Should employers discipline staff for personal social media posts? Share your thoughts in the comments below.

Sources: USA TODAY, NPR, Reuters, Fox News, and various local reports. Visual descriptions based on available news imagery.

Shocking Stories of Wage Theft in California: Protect Your Rights by Joining WRCA

Posted on September 13, 2025, by Workers Rights Compliance Alliance (WRCA)

In the bustling economy of California, where industries like hospitality, construction, and fast food thrive, wage theft remains a persistent and devastating issue. Thousands of workers—often from vulnerable communities—face unpaid wages, denied breaks, and misclassification that strips them of rightful earnings and protections. At the Workers Rights Compliance Alliance (WRCA), we’re dedicated to shining a light on these injustices and empowering workers and employers alike to ensure compliance with labor laws. By joining our organization today at workersrightscompliancealliance.com, you’ll stay informed on the latest developments, receive expert guidance, and become part of a community fighting for fair workplaces. Don’t miss out—join WRCA now to get updates on workers’ rights and compliance strategies straight to your inbox!

In this blog post, we’ll dive into real stories from 2025 that highlight the human cost of wage violations. These cases, drawn from official enforcement actions by the California Labor Commissioner’s Office (LCO), underscore why staying vigilant is crucial. As a member of WRCA, you’ll have access to resources like webinars, compliance checklists, and alerts on emerging trends, helping you navigate these challenges effectively.

1. The Koreatown Restaurant Saga: Overworked and Underpaid at J BBQ

Imagine clocking in for a grueling shift at a popular Koreatown eatery, only to be denied basic breaks and forced into split shifts without extra pay. This was the reality for 48 workers at J BBQ, operated by Midri, Inc. and owner Byung Kwan Lee. On September 4, 2025, the LCO issued citations totaling over $680,000 for wage theft, including unpaid wages, denied meal and rest breaks, and inaccurate wage statements. Workers were often kept on-site during “lunch” to handle customers, violating California labor laws designed to protect their well-being.

The breakdown? $538,638 goes directly back to the workers, a hard-won victory referred by the Koreatown Immigrant Workers Alliance. Labor Commissioner Lilia García-Brower emphasized the risks restaurant workers face, stating, “These citations reflect our continued efforts to hold employers accountable.” Stories like this reveal how wage theft erodes trust and livelihoods, leading to financial strain and health issues for employees.

At WRCA, we believe knowledge is power. By joining our organization, you’ll receive timely updates on similar cases, plus tools to audit your own workplace or business for compliance. Sign up now at workersrightscompliancealliance.com and be the first to know about new enforcement actions—empowering you to advocate for change.

2. A Multimillion-Dollar Verdict: Justice for Two Brave Workers in San Francisco

On September 5, 2025, a San Francisco jury delivered a resounding $8.5 million verdict in favor of plaintiffs Marianne Ramirez and Wendy (last name withheld) in a wage-and-hour lawsuit. The case, presided over by Judge Andrew Y. S. Cheng, stemmed from violations dating back to May 2024, including unpaid overtime, denied meal and rest breaks, inaccurate wage statements, waiting time penalties, and potential employee misclassification.

The jury’s decision highlighted skepticism toward the employer’s defenses and a desire to deter future wrongdoing. While specific employer details remain private, this verdict sends a clear message: workers can fight back and win. For the plaintiffs, it meant reclaiming lost earnings amid rising living costs, but for many others, such battles are daunting without support.

That’s where WRCA comes in. As a member, you’ll gain access to legal resources, case studies, and networking opportunities to stay ahead of wage disputes. Join our growing alliance today at workersrightscompliancealliance.com and ensure you’re always updated on landmark rulings that could impact your rights or business.

3. Construction Site Schemes: $2.3 Million in Citations for L.A. Developers

In August 2025, the LCO targeted a web of Los Angeles developers and entities with over $2.3 million in citations for wage theft at four construction sites, affecting 124 workers from May 2021 to August 2023. Violations included skipping overtime pay despite exhausting hours, paying below the local minimum wage, denying sick leave (even during the pandemic), and issuing misleading wage statements. The scheme used multiple entities to dodge rules, with workers reporting to the same bosses across sites.

Affected employees—framing, tiling, painting, and plumbing—were owed $2.1 million in unpaid wages and damages, plus $165,000 in interest, averaging $18,900 per person. Key parties: Todd Wexman, Bridget Wexman, Jeffrey Farrington, and companies like San Fernando Studios LP/LLC. García-Brower called out these “corporate shell games.” This case exposes how construction’s high-risk environment compounds with wage issues, leaving workers vulnerable to exploitation.

WRCA is your ally in combating such practices. By joining us at workersrightscompliancealliance.com, you’ll get exclusive insights into industry-specific compliance, training sessions, and alerts on BOFE investigations—keeping you informed and protected.

4. Hospitality’s Hidden Exploitation: Ritz-Carlton and Subcontractors Fined $2 Million

July 2025 brought scrutiny to the Ritz-Carlton Half Moon Bay, where the LCO cited the hotel and three out-of-state janitorial subcontractors for misclassifying 155 janitors as independent contractors from July 2021 to January 2024. This denied them minimum wage, overtime, sick leave, and workers’ compensation—core protections under California law.

Citations totaled $1.9 million payable to workers, with joint liability if subcontractors default. Referred by the San Mateo County DA after a worker’s tip to nonprofit Coastside Hope, it highlights subcontracting pitfalls. Janitors, often working invisibly, faced grueling conditions without fair pay, amplifying inequality in luxury hospitality.

Stay ahead with WRCA’s expert resources. Join our organization now at workersrightscompliancealliance.com for updates on misclassification risks and how to ensure compliance in your sector.

5. Fast Food’s Rising Crisis: A Study on Systemic Wage Theft

A February 2025 study from Northwestern and Rutgers Universities revealed that 25% of Greater L.A. fast food workers were paid below minimum wage in 2024—up dramatically from 3% in 2009. This costs workers $44 million yearly, with average losses of $3,479 per person. Tied to wage hikes (up to $20/hour in 2025 for fast food), violations include underpayment, denied breaks, and retaliation fears among immigrant and youth workers.

The report warns of skipped meals and evictions for victims, calling for stronger enforcement amid low unionization. As 2025 unfolds, similar patterns persist, affecting service industries statewide.

At WRCA, we’re committed to education and advocacy. By joining us at workersrightscompliancealliance.com, you’ll receive reports like this, plus actionable advice to prevent or address wage theft—ensuring a fairer future for all.

Why Join WRCA Today?

These stories aren’t isolated—they’re part of a statewide epidemic where nearly 19,000 claims alleged $338 million in stolen wages last year. With delays in enforcement and proposed reforms in June 2025 aiming to boost accountability, staying informed is key. WRCA offers newsletters, workshops, and a network of experts to keep you updated on workers’ rights compliance.

Don’t wait for the next violation to hit close to home. Join the Workers Rights Compliance Alliance today at workersrightscompliancealliance.com and be part of the solution. Together, we can build compliant, equitable workplaces.

Follow us on social media for more stories and tips. #WorkersRights #WageTheft #JoinWRCA

Cal OSHA Probes Death of Worker at Delano Farms

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Cal OSHA investigates employee death at Sun Pacific Delano Farms

Cal OSHA is investigating the death of an irrigator who died while working at Sun Pacific Delano Farms on Monday. Investigation may take six …

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sun pacific shippers, l.p. – Violation Tracker

Penalty: $20,700. Year: 2015. Date: December 4, 2015. Offense Group: safety-related offenses. Primary Offense: workplace safety or health …

violationtracker.goodjobsfirst.org

Cal OSHA is investigating the death of an irrigator who died while …

Cal OSHA is investigating the death of an irrigator who died while working at Sun Pacific Delano Farms on Monday. Investigation may take six …

facebook.com

Cal OSHA Investigates Farm Worker Death at Sun Pacific Delano …

Cal OSHA Investigates Farm Worker Death at Sun Pacific Delano Farms … violations at a Hyundai plant in Georgia that was raided last week.

yahoo.com

Inspection: 315076372 – Sun Pacific Farming – OSHA

Inspection: 315076372 – Sun Pacific Farming. Inspection … There were no violations of Title 8 of the California Administrative Code related to this incident.

osha.gov

Cal OSHA investigates employee death at Sun Pacific Delano Farms

Cal OSHA investigates employee death at Sun Pacific Delano Farms. Cal OSHA investigates employee death at Sun Pacific Delano Farms.

x.com

Employer pleads guilty to criminal charges after Cal/OSHA …

Employer pleads guilty to criminal charges after Cal/OSHA investigation into deadly nitrogen leak. Cal/OSHA’s Bureau of Investigations referred …

dir.ca.gov

Delano Life – Facebook

Cal OSHA is investigating the death of an irrigator who died while working at Sun Pacific Delano Farms on Monday. Investigation may take six …

facebook.com

Inspection Detail | Occupational Safety and Health Administration …

OSHA citation items will be posted 30 (thirty) days after the employer receives the citation(s), except in cases of significant public interest. Posted citation …

osha.gov

Sun Pacific Farming Cooperative

The lawsuit alleges the following violations against Sun Pacific: We believe that these are violations of California’s Labor Code.

sunpacificlawsuit.com

Cal/OSHA finds Safeway exposed workers to hazardous conditions …

Cal/OSHA issued citations for 27 violations, including 8 that were serious in nature, after completing a comprehensive inspection at Safeway’s …

dir.ca.gov

Inspections with Initial Penalties of $100,000 or Above

Inspections with Initial Penalties of $100,000 or Above Covers activities entered in OIS between 1/1/2015 and 4/28/2025.

dir.ca.gov

Lessons from Cal/OSHA’s Citations Against Safeway – Workers …

Cal/OSHA recently fined Safeway $182000 for safety violations at its Tracy warehouse. Learn about workplace safety rights, …

francomunoz.com

Inspection Detail | Occupational Safety and Health … – OSHA

Inspection: 1847259.015 – Safeway Inc ; Site Address: Safeway Inc 1801 W 11th Street Tracy, CA 95376 ; Mailing Address: 1801 W 11th Street, Tracy, CA 95376.

osha.gov

Cal/OSHA Fines Safeway $182000 | Workers Compensation News

The California Division of Occupational Safety and Health fined Safeway $182,000 for violations at i… Purchase this story for only $7.99!

ww3.workcompcentral.com

Inspection Detail | Occupational Safety and Health … – OSHA

Inspection: 1644792.015 – Safeway, Inc. Inspection Information – Office: Modesto District Office. Inspection Nr: 1644792.015. Report ID: 0950624. Date Opened: …

osha.gov

SAFEWAY, INC Current Parent Company – Violation Tracker

Penalty: $5,735. Year: 2023. Date: January 18, 2023. Offense Group: safety-related offenses. Primary Offense: workplace safety or health violation

violationtracker.goodjobsfirst.org

Cal/OSHA Fines Safeway $182000 | Workers Compensation News

The California Division of Occupational Safety and Health fined Safeway $182,000 for violations at i… Purchase this story for only $7.99!

2020virtual.complaude.com

Cal/OSHA Fines Safeway $182000| Workers Compensation News

The California Division of Occupational Safety and Health fined Safeway $182,000 for violations at its warehouse in Tracy.

workcompcentral.com

Cal/OSHA Says Safeway Exposed Workers to Serious Hazards at …

The employer provided inadequate ventilation or exhaust systems for employees welding in two buildings, risking exposure to toxic substances.

insurancejournal.com

Enforcement Cases with Initial Penalties of $40000 or Above – OSHA

Enforcement Cases with Initial Penalties of $40,000 or Above. (Includes citations issued starting January 1, 2015. Cases are updated weekly. There is a posting …

osha.gov

Cal/OSHA increases civil penalty amounts for 2025

The maximum penalty for violations classified as serious is $25,000; it did not increase. The minimum penalty for willful violations is $11,632.

dir.ca.gov

[PDF] 60-day notice of violation – California Department of Justice

This 60-Day Notice of Violation (“Notice”) is being provided to the alleged violator, Williams. Sound, LLC (“Notice Recipient”), as well as the …

oag.ca.gov

Forthcoming Enterprise-Wide and Egregious Violations from …

California employers could soon face increased penalties for workplace safety violations that are “enterprise-wide” or “egregious.”

pillsburylaw.com

[XLS] Sheet1 – OSHA

Asbestos citations of six companies prior to 1986. 42065, OSHA-4MSJA, (b)(5 … Cal-Tex, Tommy Vaughn Motors Inc & San Marcos Nissan. 42110, OSHA-6TXAU, (b)( …

osha.gov

Top Cal/OSHA Violations – YouTube

Cal/OSHA’s regulations must be at least as effective as federal OSHA regulations. But Cal/OSHA has one of the most complex safety and health …

youtube.com

[XLS] Closed COVID complaints 0715_22 – OSHA

… violating California COVID-19 rules. They are located in LA County with a “Widespread” designation and 50% grocery store capacity requirement, but clearly …

osha.gov

Top Enforcement Cases Based on Total Issued Penalty – OSHA

OSHA cited three construction companies and 14 subcontractors for 371 safety violations, including: $8.3 million to O&G Industries, ranked number 5 above …

osha.gov

[PDF] RE: Docket ID No. EPA-HQ-OEM-2014-0328 – Regulations.gov

There is no better time than the present to address the safety threat that refineries and other chemical facilities pose to both workers and communities.

downloads.regulations.gov

ICE raid on central New York food manufacturer leads to dozens of …

Immigration and Customs Enforcement agents and sheriff’s deputies raided the Nutrition Bar Confectioners factory in Cato, NY Thursday September …

wrvo.org

The information swirling around the ICE operation in Central New York

— Around 9 a.m. on Sept. 4, agents with Immigration & Customs Enforcement (ICE) raided Nutrition Bar Confectioners, a company that produces …

cnycentral.com

Immigration raid at New York business left workers terrified … – CNN

By the end of the hourslong raid at Nutrition Bar Confectioners in Cato, a rural community about 30 miles northwest of Syracuse, dozens of …

cnn.com

Owners of Central NY factory raided by federal agents shocked

Federal agents, some masked and wearing bullet-proof vests, swept in and took away about 70 of the 150 people working at the Nutrition Bar …

newyorkupstate.com

[PDF] ERC Letterhead – California Department of Justice

The name of the company covered by this notice that violated Proposition 65. (hereinafter the “Violator”) is: Nutrition Bar Confectioners, LLC.

oag.ca.gov

Establishment Search | Occupational Safety and Health … – OSHA

Use our establishment search to locate OSHA enforcement inspections by establishment name. You can also search by a specific inspection number or inspections …

osha.gov

Cal/OSHA Citations – California Department of Industrial Relations

Use the IMIS search tool to generate a list of all inspections in California related to a particular industry.

dir.ca.gov

Employees: Around 60 workers detained in federal operation in Cato

CATO, N.Y. — Employees of Nutrition Bar Confectioners in Cato said dozens of workers were detained in a federal operation on Thursday.

cnycentral.com

Cal/OSHA Increase Civil Money Penalty Amounts for 2025

The maximum penalty for violations classified as serious is $25,000; it did not increase. The minimum penalty for willful violations is $11,632.

fels.net

Inspection Detail | Occupational Safety and Health … – OSHA

Employers and employee representatives will continue to receive copies of the citation(s) upon issuance. Inspection: 1846732.015 – All American Asphalt.

osha.gov

All American Asphalt – AQMD

Following an on-site inspection of the facility in October 2019, South Coast AQMD issued a Notice of Violation (NOV) due to violations of permit requirements.

aqmd.gov

Precedential Decisions of the Appeals Board

The following decisions have been issued by board members of the Occupational Safety and Health Appeals Board and are presented here for information only.

dir.ca.gov

Occupational Safety and Health Administration osha.gov

Inspection Nr: 1396115.015. Citation: 01012. Citation Type: Other. Abatement Date: 11/21/2019 2. Initial Penalty: $525.00. Current Penalty: $525.00.

osha.gov

Violation Tracker – Good Jobs First

All American Asphalt, air pollution violation, 2005, CA-SCAQMD, $9,500 · All American Asphalt, air pollution violation, 2001, CA-SCAQMD, $7,000 · All American …

violationtracker.goodjobsfirst.org

[PDF] settlement agreement – AQMD

The Parties enter into this Agreement with the intention of settling any civil penalties authorized by California Health and Safety Code Sections 42400 et seq., …

aqmd.gov

california commercial asphalt, llc – Violation Tracker

Company: CALIFORNIA COMMERCIAL ASPHALT, LLC ; Penalty: $11,575 ; Year: 2018 ; Date: June 20, 2018 ; Offense Group: safety-related offenses

violationtracker.goodjobsfirst.org

EPA Settles with All American Asphalt Over Failure to Accurately …

EPA has reached a settlement with All American Asphalt over claims that the company failed to provide complete and accurate reports of its releases.

epa.gov

anheuser-busch-inbev | Violation Tracker

ANHEUSER-BUSCH, LLC, workplace safety or health violation, 2023, OSHA, $29,700 ; Metal Container Corp. air pollution violation, 2006, CA-SCAQMD, $22,500.

violationtracker.goodjobsfirst.org

[PDF] 839 Emerson Street Palo Alto, CA 94301 650-313-2154 60-Day …

The Notice Recipients are hereby given notice that they have violated and continue to violate provisions of California’s Safe Drinking Water and …

oag.ca.gov

anheuser-busch, llc. – Violation Tracker – Good Jobs First

Violation Tracker Individual Record ; Company: ANHEUSER-BUSCH, LLC. ; Current Parent Company: Anheuser-Busch InBev ; Penalty: $22,125 ; Year: 2002

violationtracker.goodjobsfirst.org

[PDF] Decision After Reconsideration, Anheuser-Busch, LLC dba …

Citation 3 alleged a Serious violation of section 3314, subdivision (g) [failure to develop and utilize machine-specific hazardous energy control procedures].

dir.ca.gov

Inspection Detail | Occupational Safety and Health Administration …

Violation Summary. Violations/Penalties, Serious, Willful, Repeat, Other, Unclass, Total. Initial Violations, 1, 1. Current Violations, 1, 1.

osha.gov

US Labor Department settlement: Anheuser-Busch of New Jersey …

Hazards included untrained forklift operators, obstructed exit routes, damaged storage racks and inadequate chemical hazard communication …

dol.gov

Pabst v. Anheuser-Busch Inbev Services, LLC – Justia Dockets

September 5, 2025, Filing 1 NOTICE OF REMOVAL of Action to Federal Court from San Francisco County Superior Court. Their case number is CGC-25- …

dockets.justia.com

Inspection Detail | Occupational Safety and Health Administration …

OSHA citation items will be posted 30 (thirty) days after the employer receives the citation(s), except in cases of significant public interest. Posted citation …

osha.gov

ANHEUSER-BUSCH, LLC dba ANHEUSER-BUSCH – | CAL-OSHA …

Title 8, California Code of Regulations, §3314(g) – Employer failed to develop and utilize machine specific hazardous energy control procedures …

cal-osha.com

OSHA finds multiple safety violations at AB InBev factory – Food Dive

Federal inspectors found eight violations related to anhydrous ammonia at the brewer’s plant in Columbus, OH.

fooddive.com

EPA fines Anheuser-Busch $537000 for safety violations at 3 facilities

EPA fines Anheuser-Busch $537,000 for safety violations at 3 facilities. The agency found that the beer maker failed to comply with good …

facilitiesdive.com

ANHEUSER BUSCH SETTLEMENT – RG/2 Claims Administration

The “Class Period” is from April 18, 2015 through January 31, 2023. Plaintiff seeks penalties under the California Private Attorney General Act (“PAGA”) for all …

rg2claims.com

Anheuser-Busch brewery in Columbus, Ohio, cited for refrigeration …

OSHA inspection finds repeat and serious violations; $92,400 fine proposed. COLUMBUS, Ohio – Anheuser-Busch Cos. LLC, which makes Budweiser …

dol.gov

ABI faces $92,400 fine after OSHA alleges ‘serious safety violations’

AB InBev (ABI) faces a $92,400 fine after OSHA alleged multiple serious safety violations at its Ohio brewery relating to ammonia systems, …

beveragedaily.com

Anheuser-Busch – | CAL-OSHA Reporter

Anheuser-Busch · Image navigation · Articles · Controversy Over Safety at L.A. Fire Sites · Nurse’s TB Case a Cause for Concern? · Employers Cited in …

cal-osha.com

Anheuser-Busch Fined for Alleged Clean Air Act Violations – VinePair

Anheuser-Busch will pay $537000 in penalties to the Environmental Protection Agency (EPA) over alleged violations of the Clean Air Act.

vinepair.com

Major Corruption Engulfs Cal-OSHA – Latest News

She cited incidents where Cal-OSHA employees allegedly tipped off employers about inspections, allowing them to hide dangerous conditions. This …

caaa.org

Anheuser-Busch unit settles warehouse safety charges

The U.S. Department of Labor has settled charges with an Anheuser-Busch Inbev S.A./N.V. unit over workplace safety hazards.

businessinsurance.com

Comprehensive Guide to California OSHA (Cal/OSHA) Violations

2.3 2025 Penalty Updates. Effective January 1, 2025, California adjusted maximum civil penalties for inflation (2.6%), aligning with federal OSHA:.

cloudsds.com

aramark uniform services – Violation Tracker – Good Jobs First

Violation Tracker Individual Record ; Company: ARAMARK UNIFORM SERVICES ; Current Parent Company: Vestis Corporation ; Penalty: $18,750 ; Year: 2007

violationtracker.goodjobsfirst.org

[PDF] aramark uniform sa – California Air Resources Board

(8). ARB contends ARAMARK failed to test, measure, record, and maintain records of smoke emissions from its fleet of heavy-duty diesel vehicles for 2009 in.

ww2.arb.ca.gov

Violation Tracker – Good Jobs First

149 Violation Tracker results found ; ARAMARK UNIFORM SERVICES · Vestis Corporation, business services, workplace safety or health violation, 2002 ; ARAMARK …

violationtracker.goodjobsfirst.org

Cal/OSHA Announces Civil Penalty Increases

Cal/OSHA, the California Division of Occupational Safety and Health, effective January 1, 2024, increased penalties for certain violations to adjust for …

californiaworkplacelawblog.com

Industry Search Results Page | Occupational Safety and Health …

Aramark Services, Inc. 4498, 1623352.015, 09/20/2022, 0950624, CA, Complaint, Partial, 812332, 1, Aramark Services, Inc. 4499 …

osha.gov

Employment Tip of the Month – May 2025 – Wilson Elser

California SB 1350 provides domestic workers protections under Cal/OSHA, granting the agency control over domestic services, with limited exceptions.

wilsonelser.com

Stay Compliant in 2025: Key OSHA and Cal/OSHA Updates for …

With penalty increases from both OSHA and Cal/OSHA, violations now come with greater financial risks. Employers must be proactive in …

roisafetyservices.com

California OSHA inspectors don’t visit worksites even when workers …

The state auditor found that Cal/OSHA was understaffed, leading many inspectors to skip in-person workplace visits.

calmatters.org

Annual Cal/OSHA Enforcement and Regulatory Update – YouTube

The state of California’s Division of Occupational Safety and Health, better known as Cal/OSHA, is perhaps the most aggressive and …

youtube.com

Cal/OSHA’s at your Jobsite – Now What?

Below is an A – Z primer on what happens when a Cal/OSHA inspector reports to a job site to conduct an inspection. Regulatory background.

scgma.com

Avoid safety violations and penalties – The Prince Firm

Cal/OSHA Defense provides help with the investigation of incidents, complaints, citations and prosecution of employers.

lisaprincelaw.com

Cal/OSHA Set to Implement New Violation Classifications

Cal/OSHA will officially start expanding its citation enforcement for employers by implementing two new classifications of violations.

lancastersafety.com

Enforcement Cases with Initial Penalties of $40000 or Above – OSHA

Enforcement Cases with Initial Penalties of $40,000 or Above … * This state has an OSHA-approved State Plan that covers private and state and local government …

osha.gov

Nine local employers hit with Cal-OSHA’s highest fines in 2015

California employers, including nine in San Diego County, were collectively fined millions of dollars for workplace safety violations last year.

inewsource.org

Cal/OSHA Releases Top Safety Citations for 2024

The Occupational Safety and Health Administration (OSHA) recently released its Top 10 List of Most Frequently Cited Standards for fiscal year 2024.

ranchomesa.com

Occupational Safety and Health Administration osha.gov

Violation Detail ; Penalty, C: Contested, 05/19/2025, $11,823.00 ; Penalty, Z: Issued, 04/23/2025, $11,823.00 …

osha.gov

Inspection: 1554318.015 – Berry Global, Inc. – OSHA

Inspection Detail. Case Status: CLOSED. Inspection: 1554318.015 – Berry Global, Inc. Inspection Information – Office: Springfield Area Office.

osha.gov

Berry Global, Inc. | Occupational Safety and Health Administration …

Violation Detail ; Penalty, I: Informal Settlement, 03/24/2025, $14,000.00, 03/24/2025 ; Penalty, Z: Issued, 02/20/2025, $0.00, 03/24/2025 …

osha.gov

Inspection: 1249487.015 – Berry Global Group, Inc. – OSHA

Inspection Detail. Case Status: CLOSED. Inspection: 1249487.015 – Berry Global Group, Inc. Inspection Information – Office: Avenel Area Office.

osha.gov

US Department of Labor cites Massachusetts manufacturer for safety …

OSHA cited Berry Global Inc. for two willful violations and one repeat violation and has proposed $369,815 in penalties. Read the citations …

dol.gov

Inspection: 1495960.015 – Berry Global, Inc. – OSHA

Inspection Detail. Case Status: CLOSED. Inspection: 1495960.015 – Berry Global, Inc. Inspection Information – Office: Eau Claire Area Office.

osha.gov

[PDF] U.S. Department of Labor

Berry Global, Inc. was previously cited for a violation of this occupational safety and health standard, which was contained in OSHA inspection …

dol.gov

Complaints Received and Citations Issued

Complaints Received and Citations Issued Covers activities entered in OIS between 1/1/2015 and 4/28/2025. Per California Labor Code 6309(d), the division …

dir.ca.gov

[PDF] law offices – brodsky smith – 9465 wilshire blvd., ste. 300 beverly hills …

With respect to the Product herein, Espinoza has identified a violation of California’s Safe. Drinking Water and Toxic Enforcement Act of 1986 ( …

oag.ca.gov

Occupational Safety and Health Administration osha.gov

Violation Detail ; Inspection Nr: 1770137.015. Citation: 02001. Citation Type: Other. Abatement Date: 3. Initial Penalty: $0.00 ; Issuance Date: 09/19/2024. Nr …

osha.gov

Industry Search Results Page | Occupational Safety and Health …

Information for these open cases is especially dynamic, e.g., violations may be added or deleted. … Tyson Foods Inc. 10346, 1834674.015, 07/01/2025, 0551800 …

osha.gov

State audit sheds light on California OSHA’s systemic failures to …

In its review of just 60 case files between 2019 and 2024, the State Auditor found at least 15 instances—including serious injuries and …

wsws.org

Works Rights Compliance Alliance – California Sets Precedent: No …

… Violation Tracker (2015–2025), Bunzl Distribution USA, Inc. has no documented prior Cal/OSHA violations at its Vernon facility. However, the current 2025 …

agewellservice.com

[PDF] Vol. 81 Tuesday, No. 30 February 16, 2016 Pages 7695–7964

The FEDERAL REGISTER (ISSN 0097–6326) is published daily,. Monday through Friday, except official holidays, by the Office.

govinfo.gov

Cardinal Health – Violation Tracker

Violation Tracker Current Parent Company Summary ; product safety violation, $246,666,666, 2 ; Controlled Substances Act violation, $99,255,000, 7 ; benefit plan …

violationtracker.goodjobsfirst.org

Inspection Detail | Occupational Safety and Health Administration …

Inspection Detail. Case Status: CLOSED. Inspection: 1150308.015 – Cardinal Health 200 Llc. Inspection Information – Office: Santa Ana District Office.

osha.gov

Cardinal Health Inc. Current Parent Company – Violation Tracker

Penalty: $100,000,000. Year: 2025. Date: January 15, 2025. Offense Group: safety-related offenses. Primary Offense: product safety violation

violationtracker.goodjobsfirst.org

[PDF] 60-DAY NOTICE OF VIOLATION

This Certificate of Merit accompanies the attached sixty-day notice in which it is alleged that the party identified in the notice has violated …

oag.ca.gov

Cardinal Health | National Labor Relations Board

Cardinal Health ; Case Number: 20-RC-018046 ; Date Filed: 07/22/2005 ; Status: Closed ; No. of Employees: 120.

nlrb.gov

[PDF] Cardinal Health, Inc. – SEC.gov

1. These proceedings arise out of Cardinal’s violations of the internal accounting controls and recordkeeping provisions of the Foreign Corrupt …

sec.gov

[PDF] CARDINAL HEALTH 301, INC., Plaintiff and Appellant, v. TYCO

–A breach of contract claim based solely on a breach of warranty is governed by Cal. U. Com. Code, § 2725, subd. (2). (9) Sales § 43–Breach of Warranty– …

lewisbrisbois.com

[PDF] Cardinal Health, Inc.

Cardinal Health, Inc., an Ohio corporation formed in 1979, is a global healthcare services and products company providing customized solutions.

s201.q4cdn.com

Ethics and compliance | Cardinal Health

In addition to the Business Conduct Line, you may also submit written concerns or reports of possible violations regarding accounting, auditing, internal …

cardinalhealth.com

Top Cal OSHA Violations – YouTube

Employers looking to improve their workplace safety and health … Top Cal OSHA Violations. 711 views · 1 year ago …more. Conn Maciel Carey …

youtube.com

Top 10 Cal/OSHA Violations – USC Environmental Health & Safety

Here are the top 10 standards most cited (Source) in the last reporting year, along with information about USC-specific programs.

ehs.usc.edu

Cardinal Health, Inc. | Federal Trade Commission

Cardinal Health, Inc. agreed to resolve charges that it illegally monopolized 25 local markets for the sale and distribution of low-energy radiopharmaceuticals.

ftc.gov

Cardinal Health Agrees to Pay More than $13 Million to Resolve …

“Cardinal Health recruited new customers by offering and paying cash bonuses in violation of the Anti-Kickback Statute and False Claims Act.

justice.gov

California State Auditor Reports ‘Critical Weaknesses’ in Cal/OSHA’s …

The audit, which reviewed sixty case files from fiscal years 2019–20 through 2023–24, exposed alleged critical weaknesses in Cal/OSHA’s enforcement processes …

ogletree.com

Quality and compliance – Cardinal Health

We aim to provide you the utmost control through tools that help you reduce needlesticks and maintain OSHA compliance. Other safety tools. Cardinal Health …

cardinalhealth.com

Cal/OSHA Imposes $276,000 Penalty for First Willful Heat Illness …

On December 12, Cal/OSHA issued its first willful violation alleging Parkwood Landscape Maintenance (Parkwood) failed to comply with California …

bakerlaw.com

Top Cal/OSHA Violations in Healthcare—And How to Avoid Them

Understanding the most common Cal/OSHA violations in healthcare—and how to avoid them—can help you create a safer, more compliant workplace.

americanmedicalcompliance.com

Cardinal Health Agrees to Pay $26.8 Million to Settle Charges It …

The complaint charges that Cardinal violated the FTC Act by blocking or delaying competitive entry, and thereby monopolizing the sale and …

ftc.gov

cintas | Violation Tracker – Good Jobs First

G&K Services, Inc. air pollution violation, 2010, WI-AG, $96,253 · CINTAS CORPORATION, workplace safety or health violation, 2007, OSHA, $87,500.

violationtracker.goodjobsfirst.org

Cal/VPP STAR Sites July 2025

Cintas Corporation #922. Address: 1877 Industrial Drive, Stockton, CA 95206. Nature of operation: Industrial laundry, services and processing. NAICS Code …

dir.ca.gov

Cintas Becomes First Employer to Reach 100 Certified OSHA VPP …

Cintas Corporation has recently become the first company to reach 100 sites with OSHA’s Voluntary Protection Program (VPP) (Program) Star certification.

environmentalsafetyupdate.com

[PDF] 2025-form-10-k.pdf – Cintas Corporation

Through these efforts,. Cintas has reduced our recordable injury rate by over 80% since 2008, has been awarded 140 OSHA VPP Star sites in the …

cintas.com

OSHA’s Final Rule: Fitting PPE Standards into Your Construction …

OSHA’s Final Rule explicitly requires businesses in the construction industry to provide workers with personal protective equipment (PPE) that fits properly.

cintas.com

Cintas to pay nearly $3 million to settle OSHA case – Reliable Plant

OSHA has reached an agreement with Cintas Inc. that the company will pay almost $3 million in penalties to resolve six cases currently pending.

reliableplant.com

Current Federal and State-Plan Sites – OSHA

Current Federal and State-Plan Sites ; California, Cintas Stockton, Stockton,CA ; California, Clark Construction, Costa Mesa,CA ; California, Corteva Agriscience …

osha.gov

OSHA Penalties | Occupational Safety and Health Administration

Below are the maximum penalty amounts, with the annual adjustment for inflation, that may be assessed after Jan. 15, 2025. (See OSHA Memo, Jan. 7, 2025).

osha.gov

Coca-Cola Co. – Violation Tracker

Top 5 Primary Offense Types, Penalty Total, Number of Records. employment discrimination, $201,028,292, 13. wage and hour violation, $38,934,324, 8.

violationtracker.goodjobsfirst.org

coca-cola-consolidated | Violation Tracker

Top 5 Primary Offense Types, Penalty Total, Number of Records. benefit plan administrator violation, $3,500,000, 1. wage and hour violation, $3,191,182, 3.

violationtracker.goodjobsfirst.org

Industry Search Results Page | Occupational Safety and Health …

CA, Planned, Records, 312111, The Coca-Cola Company. 7551, 1523420.015, 04/02/2021, 0950615, CA, Accident, Partial, 493110, 1, The …

osha.gov

Occupational Safety and Health Administration osha.gov

Violation Detail ; Penalty, C: Contested, 09/07/2022, $4,500.00, 08/29/2022 ; Penalty, Z: Issued, 08/12/2022, $4,500.00, 08/29/2022 …

osha.gov

Coca-Cola Fined $61K for EHS Violations

OSHA issued the citation on Dec. 11 for four repeat and two serious safety and health violations at the Monmouth Junction, New Jersey warehouse.

environmentenergyleader.com

Constellation Brands, U.S. Operations, Inc. d/b/a Woodbridge Winery

Constellation Brands, U.S. Operations, Inc. d/b/a Woodbridge Winery ; Case Number: 32-CA-194479 ; Date Filed: 03/07/2017 ; Status: Closed.

nlrb.gov

Shah v. Constellation Brands, Inc., 3:25-cv-01325 – CourtListener.com

Constellation Brands, Inc., 3:25-cv-01325, (N.D. Cal.) Date Filed: Feb. 7, 2025. Date Terminated: May 1, 2025. Date of Last Known Filing: June …

courtlistener.com

Audit Exposes Deep Failures at Cal/OSHA – Latest News

A scathing new audit of Cal/OSHA has found that critical understaffing and systemic failures are jeopardizing worker protections across the …

caaa.org

California Lawmakers Slam Cal/OSHA Over Audit Showing Weak …

A July 17 state audit found Cal/OSHA closed complaints without confirming hazards were fixed and failed to conduct required on-site …

kqed.org

Constellation Brands, Inc. Sued for Securities Law Violations – STZ

ALLEGATIONS: According to the complaint, defendants provided investors with material information concerning Constellation’s full year 2024 …

cbs42.com

Violation Tracker Current Parent Company Summary

DEAN DAIRY HOLDINGS LLC, workplace safety or health violation, 2016, OSHA, $12,320 ; DEAN FOODS, workplace safety or health violation, 2016, OSHA, $12,675.

violationtracker.goodjobsfirst.org

dairy-farmers-of-america-dfa | Violation Tracker

DAIRY FARMERS OF AMERICA, INC. workplace safety or health violation, 2023, OSHA, $37,500 · Dean Foods of Southern Cal LLC, air pollution violation, 2014, CA- …

violationtracker.goodjobsfirst.org

Sausage maker cited by OSHA 3 years in a row – Manufacturing Dive

OSHA cited the company with two repeat violations for a lack of lockout and tagout procedures and failing to provide fall protection when …

manufacturingdive.com

US Department of Labor finds Alabama sausage manufacturer …

OSHA also cited the company with two serious violations for lacking lockout/tagout procedures to protect employees before they cleared a …

dol.gov

Department of Labor finds Alabama sausage manufacturer … – OSHA

Dean’s Sausage received citations for nine repeat and two serious violations, as well as one other-than-serious violation. In its July 2024 …

osha.gov

DOL fines Dean Sausage Co. more than $103000 for OSHA violations

— The US Department of Labor issued $103,245 in fines to Dean Sausage Co., an Atalla, Ala.-based meat processing and packing facility, after …

supermarketperimeter.com

[PDF] Board of Trustees Regular Meeting Tuesday, April 19, 2016 6:00 PM …

Anyone who wishes to make a presentation to the Board on an agenda item is requested to please fill out a “REQUEST TO ADDRESS THE BOARD OF TRUSTEES” card, …

rccd.edu

Cal OSHA investigates employee death at Sun Pacific Delano Farms

DELANO, Calif. (KERO) — Cal OSHA is investigating the death of an employee who died while working at Sun Pacific Delano Farms on Monday.

newsbreak.com

Cal OSHA is investigating the death of an irrigator who died while …

Cal OSHA is investigating the death of an irrigator who died while working at Sun Pacific Delano Farms on Monday. Investigation may take six …

facebook.com

Inspection: 315076067 – Sun Pacific Farming, Llc – OSHA

The employee’s right hand was pierced by a thorn of an orange tree that he was harvesting. Employee #1 thought nothing of the injury as he had been injured in …

osha.gov

Accident Report Detail | Occupational Safety and Health … – OSHA

Employee #1 loaded 2,128 boxes of grapes with a coworker. The temperature that day was 107 degrees Fahrenheit. Employee #1 had access to shade and water.

osha.gov

Chain | Cohn | Clark on X: “Cal OSHA investigates employee death …

Cal OSHA investigates employee death at Sun Pacific #Delano Farms; employee worked as an irrigator and that the investigation could take up …

x.com

Produce Company Behind Popular ‘Cuties’ Fined Over Pesticide Drift

Sun Pacific was fined $30,250 for violating five pesticide laws. It had applied Vulcan to a number of seedless tangerine fields starting the …

kqed.org

Arredondo, et al. vs. Delano Farms Company, et al., No. 1 …

Court Description: ORDER Granting in Part and Denying in Part 273 and 275 Motion Decertify Class, signed by Magistrate Judge Michael J. Seng on 2/20/2014.

law.justia.com

Death of Wonderful Company farmworker under scrutiny by Cal/OSHA

A farmworker was crushed to death by machinery at a Wonderful Company orchard, prompting the California Division of Occupational Safety and …

ufw.org

United Farm Workers of America – ACLU of Iowa

Without the Ag-Gag Law, workers in these environments face serious risk of health and safety violations, sexual abuse, labor trafficking, and …

aclu-ia.org

Worker dies from injuries sustained during California farm raid – WJHL

A farm worker has succumbed to injuries he suffered while trying to elude officers during Thursday’s federal immigration raid on a sprawling cannabis farm in …

wjhl.com

ICE enforcement ends in death of farmworkers, leaving anger and …

The workers refused to give their names, fearing being targeted for arrest and deportation. Motorists travel at sunset along Cecil …

latimes.com

Citations for COVID-19 Related Violations

This webpage shows some of the Cal/OSHA inspections that resulted in citations with violations related to COVID-19.

dir.ca.gov

Niños por la causa: Child Activists and the United Farm Workers …

A brief look at huelga kids’ school experiences in Delano, California, highlights the intersection of labor and civil rights and adds nuance to …

online.ucpress.edu

Cecilia Fajardo – Food Safety Coordinator at Sun Pacific | LinkedIn

Experienced Safety Coordinator with a demonstrated history of working in the farming industry. Skilled in Vital Signs, Emergency Medical Services (EMS), …

linkedin.com

When workers are killed on small farms, OSHA’s hands are tied

During roughly the same period, California inspectors investigated 68 accidents, 18 fatalities, and 107 employee complaints, while Oregon …

investigatemidwest.org

Safeway Warehouse Serving Bay Area Is Among Riskiest for Workers

Earlier this month, California workplace safety regulators fined Safeway nearly $200,000 for violations at the distribution center. Overall …

kqed.org

Inspection Detail | Occupational Safety and Health Administration …

At 3:34 a.m. on June 5, 2022, an employee was inside a store, stocking product. The employee was fatally shot. Keywords: Grocery Store, Gun, Gunshot, …

osha.gov

Safeway Warehouse Serving Bay Area Is Among Riskiest for Workers

In fact, workers at Safeway’s facility faced the nation’s top injury rate in 2022 and the third highest in 2023 when compared to other large general warehousing …

business-humanrights.org

Tracy Safeway warehouse’s injury rate among highest in the country

KQED reported that Safeway workers have suffered debilitating strains and sprains from manually lifting and throwing loads up to 80 pounds or …

tracynewstoday.com

US Department of Labor cites Safeway Inc. after employee suffers …

A worker at a Denver milk packaging plant operated by Safeway Inc. lost four fingers while operating a molding machine that lacked required safeguards.

osha.gov

Safeway cited for hazardous work conditions at Tracy warehouse

A California agency has cited a large Safeway distribution center in Tracy for allegedly exposing workers to hazardous conditions.

modbee.com

Coronavirus Safety Lawsuits Lobbed at Both Safeway and McDonalds

Pedro Zuniga and over 50 other Safeway workers were put to work in alleged hazardous conditions at Safeway’s warehouse and contracted …

bamlawca.com

Safeway Archives – EHS Daily Advisor

On January 7, the California Division of Occupational Safety and Health (Cal/OSHA) issued a wildfire smoke alert in response to the Palisades Fire’s impact …

ehsdailyadvisor.com

Safeway faces $339K in fines after Denver worker loses fingers in …

Safeway willfully disregarded worker safety at a milk packaging plant in Denver leading an employee to lose four fingers in an accident in …

canoncitydailyrecord.com

Safeway Grocery Store California Accident Injury Lawyer – Maison Law

Our attorneys at Maison Law offer assistance and knowledge to those injured in grocery store-related accidents each year throughout California.

maisonlaw.com

California citation claims hazardous work conditions at Safeway …

The state agency said eight of the 27 violations were serious in nature, including failure to reduce injuries from lifting, carrying and …

yahoo.com

Cal/OSHA Cites Two Employers in Half Moon Bay for Health and …

Cal/OSHA cited two employers in Half Moon Bay following an investigation into workplace violence that killed seven agricultural workers on January 23, 2023.

dir.ca.gov

SAFEWAY MILK PLANT ACCIDENT KILLS WORKER

A maintenance engineer was killed when a piece of warehouse machinery fell on him.the incident occurred last Monday morning.

supermarketnews.com

Safeway Stores, Inc v. Workers’ Comp. Appeals Bd. (1980)

Pointer, the applicant for benefits in this case, was employed by petitioner Safeway Stores, Inc. as a data processing clerk at petitioner’s plant in Fremont, …

law.justia.com

California Department of Industrial Relations’ Post – LinkedIn

Cal/OSHA finds Safeway exposed workers to hazardous conditions at its largest warehouse in Tracy https://lnkd.in/g2G_9NtG #DIRnews.

linkedin.com

Gemperle examines losses in huge henhouse fire near Ceres. Egg …

Gemperle Family Farms is still tallying its losses in a fire last week that killed an estimated quarter-million hens south of Ceres.

modbee.com

[PDF] Sustainability Report – Gemperle Farms

The program encourages growers to use a set of best practices around orchard management, environmental issues, occupational health and safety, and community …

gemperle.com

California farmworkers still die from heat illness 20 years after law

Two decades after California enacted a landmark heat safety law, farmworkers are still getting sick and sometimes dying from preventable …

latimes.com

Cal/OSHA cites farm labor contractor for serious heat-related safety …

The inspection was opened in June after receiving reports that the employer allegedly fired farmworkers who left their work shifts early during …

dir.ca.gov

Honoring the Past, Forging the Future | California State University …

As his business thrived and his family grew, Ernie Gemperle managed to devote time and money to his church — helping to build the Newman Center …

csustan.edu

Industry Search Results Page | Occupational Safety and Health …

Note: Inspections which are known to be incomplete will have the identifying Activity Nr shown in italic. Information for these open cases is especially …

osha.gov

Cal-OSHA Recommends Charges against Company, while Critics …

According to video of the incident, Guerrero walked to the back of the broken forklift, when the machine fell to the ground, trapping him …

workerscompensation.com

Farmworkers face illness and death in the fields – High Country News

Over the past decade, at least 24 farmworkers have died from heat-related causes, including Maria Isabel Vásquez Jiménez. Covered from head to …

hcn.org

On-the-job fatalities prompt probe of labor contractor, state agency

California regulators have cited two employers for workplace safety violations following investigations into two on-the-job deaths in Ventura County last year.

vcstar.com

Three workers in the last eight years have been killed at a family …

Three workers in the last eight years have been killed at a family-owned metal scrap recycling business, and the San Leandro company has been fined for more …

facebook.com

California agencies investigate after farmworkers fired amid heat

6 farmworkers fired amid hot temps, multiple California state agencies now investigating retaliation. “It’s better to lose a day of work or out of work than …

kcra.com

California Cuts Back on Safety Enforcement as Farmworkers Toil in …

As California regulators struggle with short staffing, farmworkers say they are denied shade and water required by law.

capitalandmain.com

June 22, 2023 Final Report – Mine Safety and Health Administration

John Hatfield, a 60 year-old contractor bulldozer operator with 27 years of mining experience, died after the bulldozer he was operating backed over the edge …

msha.gov

[PDF] DYINGat WORK in CALIFORNIA – Worksafe

Two years after the trio of catastrophic incidents occurred within days of each other in April. 2010—the Upper Big Branch mining disaster, the.

worksafe.org

Gemperle Family Farms Releases First Sustainability Report

Gemperle Family Farms released its first Sustainability Report 2022 highlighting sustainability practices in both their egg and almond farming operations.

prnewswire.com

Staff and Board | About Us – Meet the Almond Board of California

Meet the diverse group of almond professionals that work at the Almond Board of California and are dedicated to advancing almonds throughout the world.

almonds.com

California OSHA inspectors don’t visit worksites even when workers …

The worker reported poor ventilation, broken air conditioning and temperatures that reached 90 degrees indoors. Despite agency policies …

pressdemocrat.com

Inside the Business of Killing in Response to Bird Flu – Sentient Media

The federal government has a single contractor to assist with killing infected flocks, leading to delays and the use of controversial culling methods.

sentientmedia.org

Newsom proposes steep cuts to California grid reliability programs

The California Solar & Storage Association has come out against cuts targeting the Demand Side Grid Support and Distributed Electricity Backup Assets programs.

utilitydive.com

Raid on upstate New York food manufacturer leads to dozens of …

Federal agents conducted a surprise raid at a snack bar manufacturer in Cato, New York, taking away dozens of workers.

abcnews.go.com

Federal agents, deputies raid Central New York nutrition bar …

Witnesses said they saw dozens of people removed from the factory by about 50 officers, some wearing masks.

syracuse.com

Hochul blasts ICE raid inside Cayuga County nutrition bar factory

Immigration Customs and Enforcement and Border Patrol agents on Thursday morning raided a food production facility in Cato.

spectrumlocalnews.com

Employees: Around 60 workers detained in federal operation in Cato

Employees of Nutrition Bar Confectioners in Cato said dozens of workers were detained in a federal operation on Thursday.

youtube.com

After raid on upstate factory, U.S. attorney warns employers

– Of 57 workers detained in a federal immigration raid on a food factory in Cayuga County, five are being held and charged with illegally …

spectrumlocalnews.com

Owners of Central NY factory raided by federal agents shocked

Federal agents, some masked and wearing bullet-proof vests, swept in and took away about 70 of the 150 people working at the Nutrition Bar …

syracuse.com

Federal agents raid Nutrition Bar factory, detain 69 workers – Yahoo

Federal agents swarmed Nutrition Bar Confectioners in Cato, NY, detaining 69 workers in a long-term, multi-agency federal criminal …

yahoo.com

UPDATE ON TODAY’S ICE RAID: ICE has been conducting a raid at …

UPDATE ON TODAY’S ICE RAID: ICE has been conducting a raid at the Nutrition Bar Confectioners plant in Cato, NY, all day.

facebook.com

‘It’s just inhumane’ Business owner reacts to ICE raid at his Cato …

A federal immigration raid at a Cayuga County factory Thursday morning left dozens of workers detained.

cnycentral.com

Accident Report Detail | Occupational Safety and Health … – OSHA

Accident Report Detail. Accident Summary Nr: 202715835 – Worker Paving … Employee #1 had been employed by All American Asphalt for approximately six days.

osha.gov

Asphalt Worker Suffocates After Falling Into Silo of Sand

A worker at an asphalt company fell into a 40-foot-high silo filled with sand and suffocated Friday.

latimes.com

A construction worker was killed when a loaded gravel truck backed …

FATAL ACCIDENT: A construction worker was killed when a loaded gravel truck backed over him at a road paving project for the city of Redlands.

facebook.com

MINUTES for Justin Bartlett v. All American Asphalt – Justia Dockets

Justin Bartlett v. All American Asphalt. Filing 27. MINUTES (IN CHAMBERS) by Judge Jesus G. Bernal: Order (1) GRANTING IN PART and …

docs.justia.com

[PDF] L OS ANGELES C O U N T Y BID PROPOSAL FOR OLD TOPANGA …

On May 3, 2018, an All American Asphalt employee was struck and killed by a piece of heavy equipment … Immediately after the incident, safety meetings were held …

dpw.lacounty.gov

In Remembrance of Brad Shaw – American Asphalt

Brad Shaw, one of our senior estimators, who has been with us for 10 years, died last week in a fishing accident off the coast of Santa Cruz, California.

americanasphalt.com

[PDF] Violation Issued to All American Asphalt in Irvine for Causing a …

As a result, an NOV was issued to AAA for causing a public nuisance, in violation of the agency’s Rule 402 and California Health & Safety Code …

aqmd.gov

North Irvine’s Nightmare: The All American Asphalt Plant

The plant emits 221 pounds of benzene and nearly 1,800 pounds of formaldehyde every year. Both chemicals are known human carcinogens. As a medical doctor, I …

irvinecommunitynewsandviews.org

[PDF] Decision, Anheuser-Busch, LLC, Inspection number 1398352

On September 6, 2019, the Division issued three citations to Employer alleging violations of California Code of Regulations, …

dir.ca.gov

Inspection: 1275107.015 – Anheuser-Busch, Llc – OSHA

The employee was pushing the cart from Line 50 of the packaging department when the cart began to tip over and the employee caught it, stopping it from tilting …

osha.gov

Hazards Bring $162500 in Fines against Anheuser-Busch Warehouse

A distribution warehouse for Anheuser-Busch InBev SA is facing $162,500 in penalties for exposing temporary workers to hazards involving powered industrial …

workcompcentral.com

Anheuser-Busch facilities face threats after Bud Light backlash – CNN

But threats of physical violence have taken the incident to a dangerous new level, one that may alarm companies navigating their own marketing …

edition.cnn.com

Anheuser-Busch, LLC Required to Improve Safety at Eleven …

EPA also investigated an ammonia release that occurred in 2018 at Anheuser-Busch’s Fort Collins Facility, injuring two employees.

epa.gov

anheuser-busch, llc – Violation Tracker

Violation Tracker Individual Record ; Date: September 5, 2023 ; Offense Group: safety-related offenses ; Primary Offense: workplace safety or health violation

violationtracker.goodjobsfirst.org

Anheuser-Busch To Pay $537K In EPA Chemical Safety Probe

Anheuser-Busch has agreed to pay $537000 to settle allegations it failed to comply with chemical accident prevention regulations and will …

law360.com

How safe is your brewery? Here’s a spring safety checklist from …

Every brewery should have a confined space entry procedure manual to prevent deadly incidents like the one in 2013 where seven workers died at …

craftbrewingbusiness.com

OSHA cites Budweiser distribution center for serious safety violations

“These employees faced the risk of serious injuries due to Anheuser-Busch’s failure to provide appropriate training, properly working equipment …

dol.gov

Anheuser-Busch Required to Improve Safety at 11 Facilities Under …

The EPA also investigated an ammonia release that occurred in 2018 at Anheuser-Busch’s Fort Collins facility, injuring two employees.

ehsdailyadvisor.com

Workplace safety | ABInBev 2019 Annual report

We regret to report 7 occupational fatalities (against 14 in 2018), of which 4 occurred inside the plants and 3 occurred in the field (outside our premises). …

annualreport.ab-inbev.com

OSHA Cites Anheuser-Busch for CO2 Exposures – WorkCompCentral

OSHA regulators issued a willful violation against Anheuser-Busch for failing to identify respiratory hazards and failing to consider whether the carbon dioxide …

workcompcentral.com

[PDF] Anheuser Busch InBev Pilot Brewery Safety Orientation Manual

While the Pilot Brewery is a safe place to work, there are dangers and extreme care is necessary at all times. Be aware of potential hazards. Do …

brewing.ucdavis.edu

OSHA cites AB InBev alleging ‘serious’ US safety violations

Serious violations – five in total – concern AB InBev’s alleged failure to (1) Ensure that conditions in confined spaces are acceptable …

beveragedaily.com

News from the industry – WareSafe Limited

The U.S. Department of Labor has settled charges with an Anheuser-Busch Inbev S.A./N.V. unit over workplace safety hazards at a New Jersey …

thewhsc.com

Anheuser-Busch Brewery Workers Nab Class Status for Wage Case

Anheuser-Busch LLC workers who say the beer company owes them pay for pre- and post-shift work secured a federal judge’s permission to pursue their wage claims …

news.bloomberglaw.com

Fairfield Budweiser plant part of federal EPA settlement

The agency also investigated an ammonia release that occurred in 2018 at Anheuser-Busch’s Fort Collins Facility, injuring two employees. “ …

dailyrepublic.com

Potential workplace injuries hazards present at Budweiser plant

Malfunctions and leaks could lead to explosions and fire that may result in workplace injuries and even fatalities. Anheuser-Busch Cos. LLC was …

skibiellaw.com

Inspection Detail | Occupational Safety and Health Administration …

At approximately 6:00 a.m. on April 24, 2009, Employee #1 and a coworker were involved in cleaning operations at Aramark Uniform Services in San Diego, CA.

osha.gov

Inspection Detail | Occupational Safety and Health Administration …

At approximately 5:00 a.m. on December 22, 2011, Employee #1, a 55-year-old female towel folder with Aramark Uniform Services, got her hand caught in …

osha.gov

[PDF] probation – Alameda County

RECOMMENDATIONS: Approve and execute a contract with Aramark Uniform & Career Apparel LLC (Principal: Tvquiengco, Dave; Location: Hayward, CA …

acgov.org

Aramark/Workplace Incident Reporting

Aramark/Workplace Incident Reporting ; Human Resource. Adverse Media Coverage Arrest/Criminal conduct by Aramark employee ; Financial. Bribery/Kickbacks Conflict …

aramark.tfaforms.net

HANEY v. ARAMARK UNIFORM SERVICES INC (2004) | FindLaw

In this appeal, a former employee alleges he was discharged because he complained about fraudulent billing practices and refused to implement those practices.

caselaw.findlaw.com

What It Takes to Create a Culture of Safety – Aramark

Safety means engaging leaders at all levels, empowering associates to speak up and stop unsafe work, and demonstrating that we care about their personal health …

aramark.com

Aramark Corporate Offices Receive WELL Health-Safety Rating

Three of its corporate offices have received the WELL Health-Safety Rating for Facility Operations and Management by the International WELL Building Institute.

aramark.com

Services – Aramark

Aramark is a leading provider of food services and facilities management. We go above and beyond to meet your needs. What can we do for you?

aramark.com

Aramark Unit Must Arbitrate CBA Fight With Calif. Teamsters – Law360

Aramark’s uniform supplier unit must arbitrate a dispute with a pair of Teamsters locals over whether workers at two California facilities became covered.

law360.com

Manufacturer Faces $370K Fine Following Burn Incident – CBIA

Following the investigation, OSHA cited Berry Global for two wilful violations and one repeat violation, adding up to nearly $370,000 in …

cbia.com

Berry Global Inc. | Occupational Safety and Health Administration …

Occupational Safety and Health Administration. … Worker Rights · Fall Prevention · Hazard Communication · Heat · Personal Protective …

osha.gov

Plastics Packaging Manufacturer Fined Nearly $370,000 After …

In 2021, a worker sustained severe burns when they serviced an extruder machine and were sprayed with hot liquid plastic. According to a press …

ohsonline.com

Worker Injured in Molten Plastic Incident – Industrial Distribution

On September 23, 2021, a Berry Global employee was changing a screen on a plastic bag extruder at the company’s plant in Sterling, …

inddist.com

Berry Global worker dies after being struck in head by machinery

CHIPPEWA FALLS — A 54-year-old worker at Berry Global in Chippewa Falls died Thursday after he was injured in a work site accident Oct. 5.

leadertelegram.com

fatality Archives – Martin Technical

Company Cited for Workplace Death. CHIPPEWA FALLS, WI – A company has been cited for a workplace death in Chippewa Falls, Wisconsin. Berry Global, a plastic fab …

martechnical.com

2024 Safety First Grant Winners

Berry Global will implement radar sensors to develop a restart prevention system within an industrial robot cell. These sensors are capable of detecting human …

safetynational.com

Occupational Safety and Health Administration osha.gov

Violation Detail ; Inspection Nr: 1770137.015. Citation: ; Issuance Date: 09/19/2024. Nr Instances: ; Report ID: 0111100. Contest Date:.

osha.gov

Bunzl Distribution California Llc Dba Bunzl Anaheim

This organization has a poor score. Days away, restricted, and transfer cases within the past year. Incidents within the past year. Incidents trending up.

worksafetyindex.com

Bunzl Distribution, Inc. | Occupational Safety and Health … – OSHA

Violation Detail ; Penalty, I: Informal Settlement, 10/10/2024, $4,355.40, 12/20/2024 ; Penalty, Z: Issued, 09/19/2024, $6,222.00, 12/20/2024 …

osha.gov

[PDF] Bunzl Distribution, Inc. Drug-Free Workplace Compliance Manual

Bunzl Distribution USA, LLC (“Bunzl”) is committed to maintaining a work environment that is free from the influence of both illegal drugs …

bunzlcareers.com

Working at Bunzl: 471 Reviews | Indeed.com

471 reviews from Bunzl employees about Bunzl culture, salaries, benefits, work-life balance, management, job security, and more.

indeed.com

[PDF] Bunzl Annual Report 2024

A focused and successful specialist international distribution and services group with operations across the Americas, Europe,. Asia Pacific and …

bunzl.com

WARN and Closure/Layoff Reports Archive – TN.gov

Bunzl Distribution USA Inc. Shelby, 106, 6/30/2025, #202400064. 3/31 … | County: San Diego, California | Affected Workers: 58 …

tn.gov

[PDF] annual-report-2023.pdf – Bunzl

We provide a one-stop-shop, on-time and in-full specialist distribution service across 33 countries, supplying a broad range of …

bunzl.com

Terms of Use – Bunzl Retail Services

The Sites provide information about Bunzl products and services and, in certain instances, the ability to purchase products online directly.

bunzlservices.com

About Us – Cordova Safety

We are a head-to-toe personal protective equipment (PPE) supplier with over 4500 products and distribution centers in Memphis & California.

cordovasafety.com

Accident Report Detail | Occupational Safety and Health … – OSHA

Accident Report Detail. Accident Summary Nr: 3711.015 – Employee crushed between lift truck and metal post is killed. Accident Summary Nr: 3711.015 — Report ID …

osha.gov

Employee Class Action Against Cardinal Health | Cardinal Health

Our firm, Capstone Law APC, filed a class action on behalf of current and former non-exempt, hourly paid employees who worked for Cardinal Health Pharmacy …

cardinal-lawsuit.com

Cardinal Health, Inc. | National Labor Relations Board

Sign into MyNLRB to follow cases and receive updates. What is this? Case Number: 10-CA-360946. Date Filed: 02/25/2025.

nlrb.gov

Cardinal Health announces voluntary field actions for select …

Cardinal Health is initiating actions involving 2.9 million procedure packs manufactured between September 2018 and January 2020 that contain affected gowns.

newsroom.cardinalhealth.com

Cardinal Health Resolves Lawsuit | OutSolve Blog

To resolve the lawsuit, Cardinal Health agreed to pay $1.45 million. Cardinal Health and AppleOne Staff entered into separate two-year consent decrees.

outsolve.com

Cardinal Health MARCS-CMS 679404 — April 24, 2024 – FDA

WARNING LETTER CMS# 679404. April 24, 2024. Dear Mr. Mason: During an inspection of your firm Cardinal Health 200, LLC., located at 3651 …

fda.gov

Inspection: 309792216 – Cintas Corporation – OSHA

Emergency medical technicians were called. California Emergency Medical Services Authority (EMSA) personnel arrived and pronounced Employee #1 dead at the …

osha.gov

Uniform supplier accused of deadly safety violations – Deseret News

In March 2007, Eleazar Torres-Gomez fell into a 300-degree industrial dryer at a Cintas Corp. laundry and died.

deseret.com

Cintas Worker Dies in Gruesome Industrial Tragedy – Unite Here

According to press reports, Eleazar Torres-Gomez was pronounced dead on the scene after apparently being dragged into an industrial dryer.

unitehere.org

ESV 11-18-2011 – CAL-OSHA Reporter

A fatal 2008 incident in which a retail worker was trampled has started a new holiday tradition — federal recommendations on crowd control.

cal-osha.com

Another Cintas Worker Dies In Incident Related to Industrial Dryer

Kevin Burgess of Louisville, Ky., was killed Oct. 28 while servicing an industrial dryer at the company’s facility in the Louisville area.

ehstoday.com

Injured Cintas Workers Launch Coalition to Expose Life-Threatening …

OSHA found that Cintas management “ignored safety and health rules that could have prevented the death of this employee,” and proposed an …

unitehere.org

Cintas Overtime Pay Lawsuit Emerges in California

The Cintas overtime pay lawsuit alleges that technicians including the plaintiff worked to maintain, install or repair fire alarm systems in …

bradleygrombacher.com

Cintas says worker who died ‘disregarded’ training

TULSA – A Cintas Corp. worker who fell into an industrial dryer and died in 2007 “consciously disregarded his training,” attorneys for the …

journalrecord.com

Cintas Corporation Facing Massive Fine for Worker’s Death

Eleazar Torres-Gomez, 46, died after he fell into an operating industrial dryer while clearing a jam of wet laundry on a conveyor that carries laundry from the …

dev.bhhcsafetycenter.com

9th Circuit Confirms Limited Application of Heightened Penalties for …

Employers are not subject to heightened penalties for subsequent violations under the Labor Code unless and until they have been notified of the violation.

cdflaborlaw.com

Accident Report Detail | Occupational Safety and Health … – OSHA

Employee #1 suffered crushing injuries to his lower left leg that resulted in an amputation. Employee #1 was seen initially at the Queen of the Valley Hospital …

osha.gov

Accident Report Detail | Occupational Safety and Health … – OSHA

2086, 312111, Coca-Cola Bottling Company Of California. Abstract: On December 11, 2003, Employee #1, working at a bottling plant, suffered a serious injury to …

osha.gov

Moore v. Coca-Cola Consolidated, Inc., No. 23-3775 (6th Cir. 2024)

In March 2017, after a workplace accident, Moore tested positive for marijuana at a level below the company’s threshold. Despite this, he signed …

law.justia.com

Understanding Common Coca-Cola Worker Hazards and Injuries

Injuries reported by Coca-Cola workers often include neck, back, shoulder, and head injuries; broken bones; chemical burns; and respiratory issues.

rsinjurylawyers.com

Coca-Cola Sets an Example for Workplace Safety – Bader Law

Contractors Suffer Higher Rate Of Work-Related Fatalities Than Associates. The Coca-Cola Company is committed to maintaining a safer workplace not only for its …

baderlaw.com

Safety & Health – The Coca-Cola Company

At The Coca‐Cola Company, our long-term success depends on working to ensure the safety of our workers, visitors to our operations, and the public.

coca-colacompany.com

COOPER v. Coca-Cola Consolidated, Inc., Defendant-Appellee …

In February 2018, CCCI learned of another incident involving Cooper’s use of offensive language while servicing a different Dollar General store …

caselaw.findlaw.com

Coca-Cola Warehouse Cited for Serious Safety and Health Violations

The serious violations were related to unguarded floor holes and lack of refresher training related to forklifts, according to the agency’s news …

ohsonline.com

[PDF] About This 2023 Workplace & Safety Data Update

Numbers are approximate and as of December 31, 2023. 3 Includes reports and allegations raised through The Coca-Cola Company’s Human Rights Policy reporting …

coca-colacompany.com

[PDF] 367 NLRB No. 79 Constellation Brands, U.S. Operations, Inc. d/b/a …

“Safety Day,” a mandatory-attendance event during which employees receive safety-related training. This event typically occurs in mid-summer …

nlrbresearch.com

CONSTELLATION BRANDS OPERATIONS INCORPORATED v …

In early 2017 a union alleged that Woodbridge Winery violated the National Labor Relations Act by directing an employee to remove pro-union clothing and …

caselaw.findlaw.com

Constellation Brands posts $407 million loss – The Press Democrat

The company will attempt to minimize the impact on its 1,800 workers in California by eliminating unfilled positions first, Blackwell said. Some …

pressdemocrat.com

Online Safety – Constellation Brands

It has been brought to our attention that there have been instances of fraudulent offers from individuals purporting to be representatives of Constellation …

cbrands.com

[PDF] 10-K – 04/23/2025 – Constellation Brands, Inc.

… employees take responsibility for their own safety as well as the safety of others while … CBI work-related injuries (cases beyond first …

ir.cbrands.com

Constellation Brands’ First Year With the MK-V – Monarch Tractor

It’s been quite a year for Constellation Brands, kicking off with the acquisition of a fleet of six MK-V tractors to support its farming and business goals.

monarchtractor.com

About Us | Constellation Energy

Constellation is the nation’s largest producer of reliable, clean, carbon-free energy and a leading supplier of energy products and services.

constellationenergy.com

Home Electrical Safety Checklist & Tips – Constellation

Use Constellation’s home electrical safety checklist to take action on common residential electrical hazards and safety measures you can utilize for …

constellation.com

Class-action lawsuit says Constellation Brands misled investors

Constellation Brands is facing a federal securities class-action lawsuit from an investor who alleges the company misled investors about the growth in its Wine …

rbj.net

Burrito factory worker killed when getting caught in industrial food …

A 19-year-old worker died after he got caught up in an industrial food processor at a burrito factory in California, according to local …

kbtx.com

Vernon Workplace Fatality: 19-Year-Old Killed Cleaning Industrial …

On the evening of July 13, 2025, a 19-year-old sanitation worker was killed while cleaning an industrial kettle at the Tina’s Burritos frozen …

greenbergrubylaw.com

19-year-old killed while cleaning industrial meat grinder in Vernon …

On Sunday, July 13, a 19-year-old worker was killed in an horrific workplace fatality at the Tina’s Burritos frozen food plant in Vernon, …

wsws.org

Young worker dies falling into meat grinder at frozen burrito factory

A workplace mishap over the weekend left a 19-year-old man dead after he fell into a meat grinder at a food processing facility in California.

fox5ny.com

Worker dies after getting trapped in machine at Tina’s Burritos …

An investigation was underway after a worker became trapped in a kitchen machine and died at the Tina’s Burritos factory in Vernon, …

abc30.com

Dean Foods, Inc. – National Labor Relations Board

DEAN FOODS, INC. 1505 Robin Hood Road Richmond, VA 23220-1001, (804)358-5566. Related Cases. Case Number, Case Name, Status. 05-CA-035856, Dean Foods, Inc.

nlrb.gov

Teenager tragically dies after being sucked into meat grinder at …

A worker, Samir Subedi, died after he became locked inside a smokehouse at a Sofina Foods Inc facility. Subedi was killed by the extreme …

foodbible.com

Injury Line: Dean Foods North Central, Llc – OSHA

Injury Line: Dean Foods North Central, Llc ; Event Type, Caught In Or Between ; Environmental Factor ; Human Factor ; Occupation, Machine operators, not specified.

osha.gov

Dean Foods, Among Others, Recognized as Leader in Worker Safety

This is the eighth year that IDFA has sponsored the program, which highlights the outstanding worker-safety records of U.S. dairy companies.

dairyfoods.com

PAGA: Empowering California Workers Against Labor Violations

http://www.youtube.com/watch?v=uRWi34gnSRE

California’s Private Attorneys General Act (PAGA), enacted in 2004, remains a powerful tool for workers in 2025, allowing them to sue employers for Labor Code violations like wage theft and overtime denials. With over $10 billion recovered in settlements, PAGA addresses systemic abuses. The Workers Rights Compliance Alliance (WRCA) highlights how workers can use PAGA to fight unfair treatment, from unpaid wages to unsafe conditions, ensuring justice for employees and their coworkers.

Learn more about PAGA’s impact at Workers Rights Compliance Alliance.

Categories: Labor Rights, PAGA
Tags: PAGA, worker rights, WRCA, California labor laws, wage theft, labor justice, employee empowerment
Featured Image: Upload an image of workers advocating for rights. Alt text: “California workers advocating for PAGA.”

The Hidden Crisis of Wildfire Cleanup Workers

The Hidden Crisis of Wildfire Cleanup Workers

Every year, California’s wildfires devastate landscapes, but a lesser-known crisis emerges in their aftermath. Undocumented day laborers, often hired to clear toxic debris like asbestos and lead, face hazardous conditions without proper safety gear, fair wages, or legal protections. The Workers Rights Compliance Alliance (WRCA) is shining a light on this injustice, advocating for better treatment and accountability for these essential workers.

Watch the full story and learn how to support their fight for justice: https://www.youtube.com/watch?v=FU3nTsJ-GoY.

Exposed: All American Asphalt Under OSHA Scrutiny for Workplace Safety Concerns

Exposed: All American Asphalt Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. All American Asphalt, a leading provider of asphalt paving and construction services since 1968, serves infrastructure projects across Southern California. Its Corona facility, a key production site, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

All American Asphalt is facing an open Cal/OSHA inspection in 2025:

  • Corona, CA (Activity Nr: 1844635.015): Opened August 19, 2025, this complaint-driven safety inspection targets potential hazards like silica dust exposure or equipment safety at 1525 Corona Ave, Corona, CA 92879. The inspection is partial in scope, indicating focused scrutiny on asphalt production operations prompted by specific worker complaints.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving heavy machinery and dust exposure.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), All American Asphalt has no documented prior Cal/OSHA violations at its Corona facility. However, the current 2025 complaint-driven investigation underscores the need for heightened scrutiny, as worker complaints often indicate underlying safety issues. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, All American Asphalt’s workers could face significant risks, such as respiratory issues from silica dust or injuries from heavy equipment, common in asphalt production. Non-compliance could allow the company to cut costs by avoiding proper dust control measures or safety training, creating an unfair competitive advantage over asphalt producers that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring All American Asphalt’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about All American Asphalt’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on All American Asphalt’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, All American Asphalt safety concerns, Cal/OSHA inspection, workplace safety, asphalt production hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #AllAmericanAsphaltSafety #FairCompetition

Meta Description: All American Asphalt faces OSHA scrutiny for potential safety issues in Corona, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Anheuser-Busch InBev Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Anheuser-Busch InBev, a global leader in brewing, produces iconic beer brands like Budweiser, Stella Artois, and Michelob. Its Van Nuys facility, a key brewery in Southern California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Anheuser-Busch InBev is facing an open Cal/OSHA inspection in 2025:

  • Van Nuys, CA (Activity Nr: 1844691.015): Opened August 19, 2025, this planned safety inspection targets potential hazards like machine guarding or chemical exposure at 15800 Roscoe Blvd, Van Nuys, CA 91406. The inspection is partial in scope, indicating focused scrutiny on brewing operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving brewing equipment and chemicals.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Anheuser-Busch InBev has no documented prior Cal/OSHA violations at its Van Nuys facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in brewing operations. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Anheuser-Busch InBev’s workers could face significant risks, such as injuries from unguarded machinery or exposure to cleaning chemicals, common in brewery operations. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over breweries that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Anheuser-Busch InBev’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Anheuser-Busch InBev’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Anheuser-Busch InBev’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Anheuser-Busch InBev safety concerns, Cal/OSHA inspection, workplace safety, brewery hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #AnheuserBuschSafety #FairCompetition

Meta Description: Anheuser-Busch InBev faces OSHA scrutiny for potential safety issues in Van Nuys, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Aramark Uniform Services Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Aramark Uniform Services, a leading provider of uniform and facility services, supplies work apparel and cleaning services to businesses nationwide. Its Fresno facility, a key uniform processing hub in Central California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Aramark Uniform Services is facing an open Cal/OSHA inspection in 2025:

  • Fresno, CA (Activity Nr: 1843906.015): Opened August 13, 2025, this planned safety inspection targets potential hazards like machine guarding or chemical exposure at 3333 S Peach Ave, Fresno, CA 93725. The inspection is partial in scope, indicating focused scrutiny on uniform processing operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving industrial laundry equipment and chemicals.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Aramark Uniform Services has no documented prior Cal/OSHA violations at its Fresno facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in uniform services. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Aramark’s workers could face significant risks, such as injuries from unguarded machinery or exposure to cleaning chemicals, common in uniform processing. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over uniform service providers that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Aramark Uniform Services’ OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Aramark Uniform Services’ OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Aramark’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Aramark Uniform Services safety concerns, Cal/OSHA inspection, workplace safety, uniform processing hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #AramarkSafety #FairCompetition

Meta Description: Aramark Uniform Services faces OSHA scrutiny for potential safety issues in Fresno, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Berry Global, Inc. Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Berry Global, Inc., a leading manufacturer of plastic packaging, produces containers, films, and bottles for food, healthcare, and consumer goods industries. Its Tolleson facility, a key production hub in Southern California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Berry Global, Inc. is facing an open Cal/OSHA inspection in 2025:

  • Tolleson, CA (Activity Nr: 1844722.015): Opened August 20, 2025, this planned safety inspection targets potential hazards like machine guarding or chemical exposure at 1112 N Citrus Ave, Tolleson, CA 92374. The inspection is partial in scope, indicating focused scrutiny on plastic manufacturing operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving plastic molding machinery and chemicals.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Berry Global, Inc. has no documented prior Cal/OSHA violations at its Tolleson facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in plastic manufacturing. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Berry Global’s workers could face significant risks, such as injuries from unguarded machinery or exposure to chemicals used in plastic production, common in manufacturing. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over plastic packaging manufacturers that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Berry Global’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Berry Global’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Berry Global’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Berry Global safety concerns, Cal/OSHA inspection, workplace safety, plastic manufacturing hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #BerryGlobalSafety #FairCompetition

Meta Description: Berry Global faces OSHA scrutiny for potential safety issues in Tolleson, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Bunzl Distribution USA, Inc. Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Bunzl Distribution USA, Inc., a leading distributor of packaging, foodservice, and cleaning supplies, serves retailers and businesses across North America. Its Vernon facility, a key distribution hub in Southern California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Bunzl Distribution USA, Inc. is facing an open Cal/OSHA inspection in 2025:

  • Vernon, CA (Activity Nr: 1844692.015): Opened August 19, 2025, this planned safety inspection targets potential hazards like forklift safety or material handling at 2800 S Eastern Ave, Vernon, CA 90058. The inspection is partial in scope, indicating focused scrutiny on distribution operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving heavy inventory and warehouse equipment.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Bunzl Distribution USA, Inc. has no documented prior Cal/OSHA violations at its Vernon facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in distribution. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Bunzl’s workers could face significant risks, such as forklift accidents or injuries from improper material handling, common in distribution centers. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over distributors that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Bunzl Distribution’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Bunzl Distribution’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Bunzl’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Bunzl Distribution safety concerns, Cal/OSHA inspection, workplace safety, distribution hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #BunzlSafety #FairCompetition

Meta Description: Bunzl Distribution faces OSHA scrutiny for potential safety issues in Vernon, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Cardinal Health, Inc. Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Cardinal Health, Inc., a global healthcare services company, distributes pharmaceuticals and medical products to hospitals, pharmacies, and healthcare providers. Its Valencia facility, a key distribution hub in Southern California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Cardinal Health, Inc. is facing an open Cal/OSHA inspection in 2025:

  • Valencia, CA (Activity Nr: 1844693.015): Opened August 19, 2025, this planned safety inspection targets potential hazards like material handling or ergonomic issues at 28055 Avenue Stanford, Valencia, CA 91355. The inspection is partial in scope, indicating focused scrutiny on distribution operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving heavy inventory and repetitive tasks.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Cardinal Health, Inc. has no documented prior Cal/OSHA violations at its Valencia facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in distribution. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Cardinal Health’s workers could face significant risks, such as injuries from improper material handling or musculoskeletal issues from repetitive tasks, common in distribution centers. Non-compliance could allow the company to cut costs by avoiding proper safety training or ergonomic controls, creating an unfair competitive advantage over healthcare distributors that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Cardinal Health’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Cardinal Health’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Cardinal Health’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Cardinal Health safety concerns, Cal/OSHA inspection, workplace safety, distribution hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #CardinalHealthSafety #FairCompetition

Meta Description: Cardinal Health faces OSHA scrutiny for potential safety issues in Valencia, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Cintas Corporation Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Cintas Corporation, a leading provider of uniform rentals, facility services, and safety products, serves businesses nationwide with customized workplace solutions. Its Fresno facility, a key uniform processing hub in Central California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Cintas Corporation is facing an open Cal/OSHA inspection in 2025:

  • Fresno, CA (Activity Nr: 1843907.015): Opened August 13, 2025, this planned safety inspection targets potential hazards like machine guarding or chemical exposure at 3320 S Fairway St, Fresno, CA 93725. The inspection is partial in scope, indicating focused scrutiny on uniform service operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving industrial laundry equipment and chemicals.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Cintas Corporation has no documented prior Cal/OSHA violations at its Fresno facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in uniform services. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Cintas’ workers could face significant risks, such as injuries from unguarded machinery or exposure to cleaning chemicals, common in uniform processing. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over uniform service providers that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Cintas Corporation’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Cintas Corporation’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Cintas’ compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Cintas Corporation safety concerns, Cal/OSHA inspection, workplace safety, uniform service hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #CintasSafety #FairCompetition

Meta Description: Cintas Corporation faces OSHA scrutiny for potential safety issues in Fresno, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Coca-Cola Consolidated, Inc. Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Coca-Cola Consolidated, Inc., the largest Coca-Cola bottler in the U.S., produces and distributes beverages like Coca-Cola, Sprite, and Dr Pepper. Its La Verne facility, a key bottling and distribution hub in Southern California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Coca-Cola Consolidated, Inc. is facing an open Cal/OSHA inspection in 2025:

  • La Verne, CA (Activity Nr: 1844595.015): Opened August 19, 2025, this planned safety inspection targets potential hazards like machine guarding or material handling at 1880 Arrow Hwy, La Verne, CA 91750. The inspection is partial in scope, indicating focused scrutiny on bottling operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving bottling equipment and heavy inventory.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Coca-Cola Consolidated, Inc. has no documented prior Cal/OSHA violations at its La Verne facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in beverage production. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Coca-Cola Consolidated’s workers could face significant risks, such as injuries from unguarded machinery or material handling accidents, common in bottling plants. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over beverage producers that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Coca-Cola Consolidated’s OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Coca-Cola Consolidated’s OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Coca-Cola Consolidated’s compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Coca-Cola Consolidated safety concerns, Cal/OSHA inspection, workplace safety, bottling hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #CocaColaSafety #FairCompetition

Meta Description: Coca-Cola Consolidated faces OSHA scrutiny for potential safety issues in La Verne, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Constellation Brands, Inc. Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Constellation Brands, Inc., a leading producer and marketer of beer, wine, and spirits, offers brands like Corona, Modelo, and Robert Mondavi. Its Napa facility, a key winery in Northern California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Constellation Brands, Inc. is facing an open Cal/OSHA inspection in 2025:

  • Napa, CA (Activity Nr: 1842507.015): Opened August 6, 2025, this planned safety inspection targets potential hazards like chemical exposure or equipment safety at 1000 Main St, Napa, CA 94559. The inspection is partial in scope, indicating focused scrutiny on winery operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving winemaking chemicals and heavy machinery.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Constellation Brands, Inc. has no documented prior Cal/OSHA violations at its Napa facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in winery operations. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Constellation Brands’ workers could face significant risks, such as exposure to toxic chemicals or injuries from winery equipment, common in wine production. Non-compliance could allow the company to cut costs by avoiding proper safety training or protective equipment, creating an unfair competitive advantage over wineries that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Constellation Brands’ OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Constellation Brands’ OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Constellation Brands’ compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Constellation Brands safety concerns, Cal/OSHA inspection, workplace safety, winery hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #ConstellationBrandsSafety #FairCompetition

Meta Description: Constellation Brands faces OSHA scrutiny for potential safety issues in Napa, CA. Learn about their 2025 investigation and its impact on workers.

Exposed: Dean Foods Company Under OSHA Scrutiny for Workplace Safety Concerns

Posted on August 29, 2025 by WorkersRightsComplianceAlliance.com

At WorkersRightsComplianceAlliance.com, we are committed to exposing workplace safety violations and advocating for fair competition in California. Dean Foods Company, a leading dairy processor, produces milk, cream, and dairy products for retail and foodservice markets. Its Modesto facility, a key processing hub in Central California, is currently under scrutiny by the California Division of Occupational Safety and Health (Cal/OSHA) for potential safety violations. This investigation highlights ongoing concerns about worker safety and unfair business practices that harm both employees and compliant competitors.

Current OSHA Investigation

Dean Foods Company is facing an open Cal/OSHA inspection in 2025:

  • Modesto, CA (Activity Nr: 1843036.015): Opened August 11, 2025, this planned safety inspection targets potential hazards like machine guarding or cold storage risks at 1313 N Emerald Ave, Modesto, CA 95351. The inspection is partial in scope, indicating focused scrutiny on dairy processing operations.

This ongoing investigation suggests systemic safety concerns that could endanger employees, particularly in a high-risk environment involving food processing equipment and temperature-controlled storage.

History of Safety Violations

Based on available records from OSHA’s Enforcement Data and Violation Tracker (2015–2025), Dean Foods Company has no documented prior Cal/OSHA violations at its Modesto facility. However, the current 2025 investigation highlights the need for vigilance, as even companies with clean records can face safety challenges in dairy processing. The absence of prior citations does not guarantee compliance, and we are closely monitoring this inspection to ensure workers are protected.

Impact on Workers and Competitors

If safety violations are confirmed, Dean Foods’ workers could face significant risks, such as injuries from unguarded machinery or slips in cold storage areas, common in dairy production. Non-compliance could allow the company to cut costs by avoiding proper safety training or equipment maintenance, creating an unfair competitive advantage over dairy processors that adhere to Cal/OSHA standards, incurring higher expenses for safety measures.

Our Commitment

WorkersRightsComplianceAlliance.com is actively monitoring Dean Foods’ OSHA investigation to uncover any violations that may emerge. We are pursuing public records through Cal/OSHA to gain further insights into this case. Our mission is to hold bad actors accountable and ensure safe workplaces across California. Stay tuned for updates as we advocate for transparency and worker safety.

Get Involved

Stay informed about Dean Foods’ OSHA investigation and other workplace safety issues by subscribing to our YouTube channel (https://www.youtube.com/channel/UC5gFpnC9zJpQvoOIoYMBZsw) and following our blog. Share this post to raise awareness and join us in advocating for safer workplaces. Check back for updates on Dean Foods’ compliance and our efforts to protect California workers.

Keywords: OSHA investigation, Dean Foods safety concerns, Cal/OSHA inspection, workplace safety, dairy processing hazards
Tags: #OSHAViolations #WorkerSafety #CalOSHA #DeanFoodsSafety #FairCompetition

Meta Description: Dean Foods faces OSHA scrutiny for potential safety issues in Modesto, CA. Learn about their 2025 investigation and its impact on workers.

(OSHA) provides several publicly accessible databases containing workplace safety and health data

The Occupational Safety and Health Administration (OSHA) provides several publicly accessible databases containing workplace safety and health data. Below is a summary of the key databases available and methods to access them, based on information from OSHA’s official website and related sources.Key OSHA Databases

Access: Available through the OSHA website’s Establishment Search tool. Users can enter a company name, location, or industry to retrieve records.

Establishment Search

Description: Allows users to search for OSHA enforcement inspections by establishment name, inspection ID, or industry (using NAICS codes). It provides details on inspections, violations, and penalties.

Data Included: Inspection reports, citations, penalty amounts, and resolution details.Data | Occupational Safety and Health Administration

Learn more about workplace safety and health from OSHA and other federal agencies, including popular data searches such as: … Review data on establishments, investigations, frequently cited standards, penalties, and more. Find fatality inspection data, severe injury reports, and injury tracking application data. Search chemical exposure health data and an occupational chemical database. Learn about North American Industry Classification System (NAICS) Codes and Bureau of Labor Statistics and other Department of Labor data. … Establishment Search Allows a search for OSHA enforcement inspections by the name of the establishment. Information may also be obtained for a specified inspection ID number or inspections within a specified industry. Search Inspections by NAICS Locates OSHA inspections conducted within a particular industry. Inspection Information Enables selection:

osha.gov

Home | Occupational Safety and Health Administration

Use authorized signaling methods in work zones. Place heavier stock loads on lower or middle shelves. Access interactive web-based training. Only trained and certified workers should operate a forklift. Train workers on heat illness prevention. Not everyone tolerates heat the same way. Reduce injury costs and increase profitability. Enter for a chance to win our Beat the Heat contest. Keep work 10 ft. away from power lines. Train, evaluate and certify forklift operators. Introducing a new process for employers to report Form 300A. Workers need to build tolerance to heat and take frequent breaks. Use self-inspection checklists to identify workplace hazards. Use a safety harness and an anchored lifeline. … Find resources for cleaning up after a storm at osha.gov/hurricane.

osha.gov

Establishment Search | Occupational Safety and Health Administration osha.gov

An official website of the United States government · The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site

osha.gov

Department of Labor – OSHA Information System

The OSHA Information System is the primary repository of OSHA’s data. Started in 2012, the application is divided into multiple modules. A database object in OIS may be used exclusively within a single module or shared across modules, which include program data on enforcement, consultation, and — will soon include — compliance-assistance data. Restricted: This dataset can only be accessed or used under certain conditions. License: us-pd · No file downloads have been provided. The publisher may provide downloads in the future or they may be available from their other links. … Didn’t find what you’re looking for?

catalog.data.gov

Data Catalog – Enforcement Data – U.S. Department of Labor

The U.S. Department of Labor is charged with preparing the American workforce for new and better jobs. DOL is responsible for the administration and enforcement of over 180 federal statutes.

enforcedata.dol.gov

Investigation Summaries | Occupational Safety and Health Administration osha.gov

An official website of the United States government · The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site

osha.gov

Occupational Chemical Database | Occupational Safety and Health Administration

This chemical inventory is OSHA’s premier one-stop shop for occupational chemical information. It compiles information from several government agencies and organizations. Information available on the pages includes: … Additional resources. Employers must comply with a number of standards where employees are potentially exposed to chemical hazards. These include OSHA’s Permissible Exposure Limits PELs for about 400 substances, which can be found as follows: General Industry: 29 CFR 1910.1000, Toxic and Hazardous Substances … OSHA’s PELs are included in the “Exposure Limits” table for individual chemicals in the database. In addition, OSHA has separate substance-specific standards, which can be found in the “Notes” section of the “Exposure Limits” table. Other OSHA standards that generally apply to hazardous substances include the Hazard Communication standard (1910.1200) and …

osha.gov

OSHA Safety Data Sheet (SDS) FAQs: Access, Updates & Compliance

Get answers to common OSHA SDS questions: electronic access, update rules, contractor responsibilities, and what “readily accessible” really means.

jjkellersafety.com

Chemical Exposure Health Data | Occupational Safety and Health Administration

NOTE: These files can be imported into Excel. Simply download and unzip the file, open Excel and then open the XML file. This method is typically used for smaller datasets. Most of these datasets are intended for import into database applications.

osha.gov

Recordkeeping – Overview | Occupational Safety and Health Administration

An official website of the United States government · Here’s how you know

osha.gov

OSHA ITA Information : U.S. Bureau of Labor Statistics

In May 2016, the Occupational Safety and Health Administration (OSHA) issued a final rule requiring certain employers to submit their workplace injury and illness data electronically. OSHA began the process of collecting establishment data in 2017, launching the Injury Tracking Application (ITA) as a means for employers to provide this information. Recognizing that some Survey of Occupational Injuries and Illnesses (SOII) respondents may also be required to report to OSHA, the Bureau of Labor Statistics (BLS) and OSHA are working together to reduce duplicative burden. Since 2017, BLS has conducted research to determine the extent to which OSHA-collected data may be incorporated in the SOII. In 2019, SOII respondents were asked to provide their OSHA identification number in order to better understand the linkages in information provided to these two programs.

bls.gov

Establishment Specific Injury and Illness Data (OSHA Data Initiative) | Occupational Safety and Health Administration osha.gov

An official website of the United States government · The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site

osha.gov

What Do Environmental Scientists Do? Exploring the Roles and Responsibilities

The Occupational Safety and Health Administration (OSHA) tracks workplace inspections, violations, and enforcement actions across industries. These records allow employees to check whether their employer follows federal safety regulations and provides a safe working environment. Access to this information ensures that businesses are held accountable and that workers have the resources to advocate for necessary safety improvements. OSHA citations are public records available through the Department of Labor’s online database, offering transparency into a company’s safety history. … OSHA citations and inspection records are publicly accessible online. Employees can review workplace safety records to assess compliance and risk. Federal law protects workers who report unsafe conditions or access OSHA records. Yes, OSHA citations and violations are public records.

facs.com

Cal/OSHA – Access to Public Records

Public records maintained by the Department of Industrial Relations (DIR) Cal/OSHA are available for inspection by members of the public pursuant to the Public Records Act (PRA) which is contained in the California Government Code sections 7920-7931. Requests for public records may be made online, in person at any Cal/OSHA District Office, by email, mail, telephone or fax. DIR encourages requesters to submit their requests in writing to avoid miscommunication regarding the records being sought, and to help ensure that the requesters get the records as soon as possible. In order for DIR to locate the requested records, the request must clearly describe an identifiable record. DIR is available to assist in formulating the request. Whenever possible, a request should provide the following information: names of the people, places and/or things the records involve; the period of time …

dir.ca.gov

Records of the Occupational Safety and Health Administration [OSHA]

Records of the Occupational Safety and Health Administration [OSHA] in the holdings of the U.S. National Archives and Records Administration. From the Guide to Federal Records in the National Archives of the U.S.

archives.gov

Privacy Impact Assessment – OSHA – OSHA Information System 2.0 (OIS 2.0) | U.S. Department of Labor

OIS 2.0 is a single comprehensive system for all program and regulatory practice as identified by OSHA. These areas include capabilities currently contained in the Enforcement Application, Consultation Application, and Compliance Assistance. The OIS 2.0 is a web-based solution that will give OSHA new, powerful analytical tools to help identify injury, illness and fatality trends at local and national levels. It will help support the direction of the agency set forth in OSHA’s Strategic Management Plan. OIS 2.0 is an integrated thin client automated solution for automating OSHA’s business processes. OIS 2.0 is a web-based multi-tiered system supported by an Oracle database. OIS 2.0 bridges independent software stove pipes located at Federal and several external organizations that develop information for OSHA under contract. OIS 2.0 will use open-source technology, enabled by XML …

dol.gov

Accident Investigation Search Help | Occupational Safety and Health Administration

Accident Investigation Search Contents Description Abstract Keyword Display SIC OSHA Office

osha.gov

Freedom of Information Act (FOIA) | Occupational Safety and Health Administration

The Freedom of Information Act (FOIA) grants you access to existing OSHA records or documents. Previous Next … Determine if you need to make a request or if the information you seek is already available. … Make your request. To reduce processing time and fees, limit the scope of your request. … Determine where your FOIA request is. … *Please note: Beginning June 26, 2022, OSHA implemented a new computer software system that has resulted in certain changes to the presentation of the data. Consequently, the whistleblower data no longer includes a “Region” column. … Under the FOIA, OSHA will only process requests for existing government records (fees may apply) and will not answer questions. If you have occupational safety and health questions, submit them to OSHA, and you should receive a response within 10 business days, free of charge. Find out if the employer falls under …

osha.gov

Medical Access Order – Overview | Occupational Safety and Health Administration

Overview OSHA published a Final Rule to amend its internal procedures to transfer certain responsibilities from the Assistant Secretary to the OSHA Medical Records Officer.

osha.gov

Access OSHA Inspection Records

Home » Free OSHA Stuff from OSHA and OSHA.net » Access OSHA Inspection Records · You can quickly query a report online to see if a company has ever been inspected by the Occupational Safety and Health Administration (OSHA), and if so, what citation(s) and penalty(s) (if any) were issued to that company as a result of the OSHA inspection(s). Information about how the citation(s) was resolved is also included in the resulting report

osha.net

Privacy Impact Assessment – OSHA – Information Technology Support System | U.S. Department of Labor

OLD utilizes OITSS’ server infrastructure, multitier system architecture design and is subject to all applicable OITSS security controls. The OLD application includes a Web based interface developed using Oracle Jdeveloper 12c Application Development Framework (ADF) and Java Server Face (JSF) – deployed on Oracle WebLogic 12c server. It also uses Oracle Fusion Middleware (FMW) technologies and Oracle Enterprise Database 12c. The details of the other minor applications under the OITSS will be added in the future as appendices to this document as they are deployed. Future OITSS minor applications include, but not limited to the following: … OLD allows OSHA enforcement and consultation users access pertaining OSHA legacy data. It will provide limited functions for designated enforcement users to continue to update existing open case information until closure.

dol.gov

OSHA: Employee Right to Know and Safety Data Sheets – Minnesota Counties Intergovernmental Trust

Review of what safety data sheets are, and employee right to know regulations around them for employers to be compliant

mcit.org

Ways to share an Access desktop database – Microsoft Support

In this article, we’ll take a look at the options available, the benefits of each option, and resources for more information. … Database applications change and grow over time. Many factors impact needs and performance including the number of concurrent users, the network environment, throughput, latency, the size of the database, peak usage times, and expected growth rates. In short, if your database solution is successful, it probably needs to evolve. Fortunately, Access has an evolutionary path, from simple to advanced, that you can take over time to effectively scale your solution. The following table summarizes Access scenarios and workloads to help you choose that path. … This is the simplest option and has the least requirements, but also provides the least functionality. In this method, the database file is stored on a shared network drive, and all users share the …

support.microsoft.com

OSHA’s A-Z Index | Occupational Safety and Health Administration

An official website of the United States government · Here’s how you know

osha.gov

Occupational Safety and Health Administration

An official website of the United States government · Here’s how you knowosha.gov

Pull up a chair and read this:

Imagine standing at a cash register for eight hours, day after day, without a single chance to sit. Or clocking in and realizing you won’t be paid for the last hour you worked. For decades, corporations treated these issues as minor complaints. But California workers fought back — and won millions. This blog covers the landmark seating and wage-hour cases that reshaped workplace rights. From CVS’s Supreme Court showdown to Walmart’s $65 million bombshell, these are stories of dignity, health, and the law. Case 1: Kilby v. CVS (2016 Supreme Court Decision) CVS cashiers and customer reps stocked shelves, bagged groceries, cleaned counters — and rang up sales. Most tasks could have been done sitting. But CVS forbade it. The California Supreme Court ruled in 2016 that employers must examine each specific task: If a job reasonably permits sitting, seats must be provided. Employers cannot argue “the overall job requires standing” as an excuse. This case set the legal foundation for every settlement that followed. Case 2: Bank of America – $15 Million Settlement Tellers across California stood behind counters, even when processing paperwork or waiting on customers. The work could be done seated, but chairs were denied. After years of litigation, Bank of America paid $15 million. Three named plaintiffs received $25,000 each. Workers collectively received millions in payouts. BofA had to implement a new seating policy and inform employees of their rights. As one teller put it: “We weren’t asking for luxury. We just wanted chairs.” Case 3: Safeway – $12 Million Settlement Cashier Eva Sharp led a class action spanning nearly eight years. She and thousands of Safeway cashiers stood long shifts without stools, despite registers allowing seating. The 2019 settlement totaled $12 million: Eva received ~$14,000. 30,000+ cashiers split about $1.8 million. Safeway promised to supply seating for two years. It was a small fortune for many minimum-wage workers — and proof persistence pays off. Case 4: Target – $9 Million Settlement Target’s bright red stores carried a dark reality: over 90,000 cashiers in California were denied seating. The company agreed to pay $9 million, with roughly $3.9 million in attorney fees. Though workers’ individual payouts were modest, the scale was enormous — showing how widespread the issue was. Case 5: Walmart – $65 Million Bombshell The largest seating case ever. Nearly 100,000 Walmart cashiers joined forces after years of standing at registers. Walmart agreed to pay $65 million in 2018. Individual payouts reached $25,000 per worker. Walmart changed practices nationwide. It wasn’t just a California win. It set off a national conversation: do workers deserve dignity at the register? The answer was clear. Case 6: AutoZone (Meda v. AutoZone, 2022) AutoZone claimed it “provided seats.” In reality, two chairs were tucked away in management areas, far from the registers. Workers didn’t even know they could sit. The court ruled that “mere availability” isn’t enough. Seats must be accessible at the workstation. Workers must be informed they’re allowed to sit. This case clarified that employers can’t just check a box — they must genuinely make seating available. Case 7: Ralphs (LaFace v. Ralphs, 2022) In a rare loss for workers, Ralphs argued its cashiers never had downtime. Courts agreed, ruling that constant customer flow meant no obligation to provide seating. The case also confirmed that PAGA seating claims are bench trials (decided by judges, not juries). This showed the law isn’t automatic — context matters. Broader Impact These cases changed more than policy. They changed lives: Health: Less back pain, fewer leg injuries. Dignity: Workers finally treated like humans, not props. Financial Relief: Payouts gave families breathing room. And beyond California, they inspired other states and employers to review seating rules voluntarily. Conclusion From CVS to Walmart, workers proved one truth: when they stand together, they win the right to sit. At WRCA, we fight to keep this momentum going. 👉 Join WRCA today. Subscribe, share, and support workers’ rights.

Viral Burger King Worker Fired After Running Store Alone: A Wake-Up Call for Workers’ Rights

Introduction

When a video of a single mother running an entire Burger King shift by herself went viral, the internet rallied in support. Here was a woman, balancing motherhood with back-breaking work, keeping an entire restaurant afloat alone. Yet instead of recognition, she was fired. Her story exposes the painful truth faced by millions of American workers: dedication doesn’t guarantee dignity.

The Problem

The fast-food industry has long relied on underpaid and overworked employees. Hamilton’s story is not unique—many workers are asked to carry unreasonable workloads with little support. When they push back or fall short due to family responsibilities, employers often punish rather than protect them. For working parents, especially single mothers, this creates an impossible cycle: work long hours to provide for your kids, but lose your job if childcare interferes.

Legal Context

Federal labor law requires safe and reasonable working conditions, and some states—including California—have stronger protections for parents. Yet loopholes abound. Employers often cite “attendance” or “policy violations” to cover up retaliation, leaving workers vulnerable. In Hamilton’s case, the company policy prohibited employees from working alone—yet enforcement only came after she went viral. This contradiction exposes how policies are selectively applied, usually to the worker’s detriment.

In California, recent cases involving retaliation against caregivers show courts beginning to side with employees. But nationally, protections remain patchy. Without strong advocacy and enforcement, more parents will face the same cruel choice: job or family.

Worker Impact

Hamilton’s words resonate with so many: “My kids come first… y’all don’t pay for no babysitter.” Millions of parents are forced into the same trade-off. Low wages don’t cover childcare, yet missing work risks termination. The result? Burnout, poverty, and broken families—all while billion-dollar corporations profit.

Her viral video made her a symbol of resilience, but the firing revealed the fragility of worker protections in industries built on exploitation.

Call to Action

Stories like Hamilton’s are why the Workers Rights Compliance Alliance (WRCA) exists. Workers should never be punished for protecting their families. By joining WRCA, you can help hold corporations accountable, demand fair scheduling, and push for laws that prioritize human dignity.

No parent should have to choose between their job and their children. Stand with us—because workers deserve better.

Comprehensive Directory of Workers’ Rights Resources in California

State Agencies & Government Resources

California Department of Industrial Relations (DIR): Oversees wage, hour, safety, and compensation standards.  [Website](https://www.dir.ca.gov/)

Labor Commissioner’s Office (DLSE): Enforces wage and working condition laws.  [Website](https://www.dir.ca.gov/dlse/)

California Civil Rights Department (CRD): Handles discrimination, harassment, and retaliation protections.  [Website](https://calcivilrights.ca.gov/)

California Labor & Workforce Development Agency (LWDA): Coordinates DIR, EDD, Cal/OSHA.  [Website](https://www.labor.ca.gov/)

Agricultural Community-Based Organizations: Farmworker support groups listed by DIR.  [Website](https://www.dir.ca.gov/dlse/Agriculture-Community-Based-Organization-List.htm)

USA.gov Worker Protection Overview: Federal portal for workplace laws.  [Website](https://www.usa.gov/labor-laws)

Legal Aid & Advocacy Organizations

California Rural Legal Assistance (CRLA): Supports low-income and farmworkers.  [Website](https://www.crla.org/)

Legal Aid at Work: Employment law clinics and helplines.  [Website](https://legalaidatwork.org/)

Bet Tzedek Legal Services: Wage theft and unsafe conditions support.  [Website](https://www.bettzedek.org/)

Employee Rights Center (San Diego): Local legal aid for disadvantaged workers.  [Website](https://weberc.net/)

Equal Rights Advocates: Gender justice, fair pay, harassment.  [Website](https://www.equalrights.org/)

Worksafe: Focus on workplace health and safety.  [Website](https://worksafe.org/)

Community-Based Worker Centers

Los Angeles Worker Center Network (LAWCN): Coalition of immigrant worker centers.  [Website](https://laworkercenternetwork.org/)

La Raza Centro Legal: Workers’ Rights Program in San Francisco.  [Website](https://www.lrcl.org/workers-rights)

Koreatown Immigrant Workers Alliance (KIWA): Immigrant labor advocacy in LA.  [Website](https://kiwa.org/)

Warehouse Workers United: Warehouse advocacy in Inland Empire.  [Website](https://warehouseworkers.org/)

Los Angeles Black Worker Center (LABWC): Black worker equity and union access.  [Website](https://lablackworkercenter.org/)

Bay Area Worker Centers: Includes La Colectiva, Filipino Advocates, etc.  [Website](https://calaborlab.ucsf.edu/tackling-workplace-challenges-resources-bay-area-workers)

Civil Rights & Identity-Based Advocacy

Asian Law Caucus: Free legal counseling for immigrant workers.  [Website](https://www.advancingjustice-alc.org/)

Asian Americans Advancing Justice – Southern California: Legal aid and advocacy for API communities.  [Website](https://www.ajsocal.org/)

Out & Equal Workplace Advocates: LGBTQ workplace equality.  [Website](https://outandequal.org/)

Center on Race, Poverty & the Environment (CRPE): Environmental justice and worker rights.  [Website](https://crpe-ej.org/)

Farmworker-Specific Organizations

United Farm Workers (UFW) Foundation: Farmworker legal and community support.  [Website](https://ufwfoundation.org/)

California Farmworker Foundation (CFF): Education and scholarships for farmworkers.  [Website](https://californiafarmworkers.org/)

Worker Advocacy Networks & Coalitions

California Coalition for Worker Power (CCWP): Coalition of worker centers and unions.  [Website](https://www.californiaworkerpower.org/)

National Day Laborer Organizing Network (NDLON): Day laborer rights organizing.  [Website](https://ndlon.org/)

California Strategic Enforcement Partnership: Collaboration to fight wage theft.  [Website](https://s27147.pcdn.co/app/uploads/2018/11/CA-Enforcement-Document-Letter-11-27-18-1.pdf)AFL-CIO California Constituency Groups: Labor advocacy for retirees, LGBTQ, youth.  [Website](https://calaborfed.org/constituency-groups-allied-organizations-and-part

Unfair Competition Demands a United Front

Don’t Just Get Mad, Get Even: Why Unfair Competition Demands a United Front

You follow the rules. You pay your premiums, file your paperwork, and play fair. You invest in your team, carry the proper licenses, and ensure your business is covered with workers’ compensation insurance. So why does it feel like you’re being punished for it? Every time you submit a bid, you know you’re not just competing on skill and efficiency; you’re up against ghost competitors who operate in the shadows, and it’s costing you jobs. You’re not imagining it, and you’re not alone in your frustration.

The Unlevel Playing Field

When a competitor submits a bid that seems impossibly low, it’s not because they have a secret business method. It’s because they’re cheating. They build their business model on breaking the law, and every legitimate contractor pays the price.

Let’s break down the “advantage” an illegal operator has. While you are paying for the essential costs of doing business legally, they are simply pocketing the difference. These costs include:

  • Workers’ Compensation Insurance: Depending on the trade, this can add a significant percentage to your payroll costs. It’s a non-negotiable expense that protects your workers and your business, yet your illegal competitor treats it as optional.
  • Payroll Taxes: You pay your share of Social Security, Medicare, and state and federal unemployment taxes for every employee. By paying “cash under the table,” an illegal operator avoids this entirely, instantly giving them a massive price advantage.
  • Licensing and Bonds: You’ve invested the time and money to get licensed by the CSLB and carry the necessary bonds, proving your professionalism and providing a layer of consumer protection. They operate with none of these safeguards.
  • Liability Insurance: You carry liability insurance to protect your clients and your assets. It’s a fundamental part of responsible business ownership that they simply ignore.

When you add it all up, an illegal competitor can have 20% to 40% lower overhead before the job even starts. They aren’t more efficient; they’re just operating illegally. This isn’t fair competition. It’s theft—theft from their workers, from the government, and directly from your bottom line.

A Powerful, Overlooked Tool

For too long, honest contractors have felt helpless, believing that reporting these operators to overwhelmed state agencies is their only recourse. But there is a powerful and direct tool designed for this exact situation: California’s Unfair Competition Law (UCL).

Found in the Business and Professions Code § 17200, the UCL is a broad statute that prohibits any “unlawful, unfair or fraudulent business act or practice.” The key word here is unlawful. When a competitor operates without a required license or fails to carry legally mandated workers’ compensation insurance, they are, by definition, committing an unlawful business act.

The UCL allows businesses that have been harmed and have lost money as a result of this illegal competition to take direct legal action. It’s not just about consumer rights; it’s about business rights. It gives you the standing to sue a competitor whose illegal shortcuts are directly taking business away from you. Think of it as a rule that says you can’t win a race by taking a shortcut that’s off-limits to every other runner. The UCL is the referee that can penalize them for it.

The Power of Alliance

So, if this powerful tool exists, why isn’t every honest contractor using it? The answer is simple: fighting alone is daunting, expensive, and time-consuming. Hiring attorneys and building a legal case against a single competitor can cost tens of thousands of dollars with no guarantee of success. For a small business, it’s a risk that’s often too great to take on.

This is precisely why the Workers’ Rights Compliance Alliance was formed.

We are a non-profit association founded on a simple principle: there is strength in numbers. Instead of one small business trying to fight a systemic problem alone, the Alliance pools resources from its members to create a dedicated legal fund. We work with legal experts to identify clear-cut cases of unfair competition and take targeted legal action on behalf of all our members.

By joining forces, we transform an impossible individual fight into a manageable and powerful collective action. Your modest membership fee combines with others to create a war chest that illegal operators cannot ignore. We handle the legal legwork, reducing your individual risk and allowing you to focus on what you do best—running your business.

Stop Feeling Helpless. Start Fighting Back.

The frustration you feel every time you lose a bid to an illegal operator is justified. But frustration alone won’t change anything. The cycle of unfair competition will continue as long as honest contractors feel isolated and powerless. It’s time to change the dynamic.

You don’t have to accept this as the cost of doing business anymore. You have the law on your side, and now, you have an alliance ready to fight with you. It’s time to level the playing field.

Visit https://workersrightscompliancealliance.com/ to learn how to join the fight. Don’t just get mad. Get even.

watch: Workers’ Comp Fraud in California

🔹 Recent Cases & News

1. $3.4 M
A recent video details a massive insurance fraud case involving a California security company owner who underreported payroll to dodge workers’ comp premiums—resulting in a $3.4 million scam YouTube+2Thomas Martin+2YouTube+2YouTube.

2. “Know Your Rights” Guidebook Videos
The California Department of Industrial Relations (DIR) has produced informational video series aimed at helping injured workers understand their rights, including scenarios where employers are uninsured CWCI.

📄 Expert Articles on Uninsured Employers

  • Thomas F. Martin, PLC explains what to do if you’re injured and your employer lacks workers’ comp insurance—your route is filing with the Uninsured Employers Benefit Trust Fund (UEBTF) and gathering documentation or pursuing a civil lawsuit Thomas Martin+1Joepluta+1.
  • Joseph Pluta’s Blog (Feb 2025) outlines your legal options, including documentation, UEBTF filing, potential civil claims, and expected delays vs regular claims CalDIR+3Joepluta+3Thomas Martin+3.

🏛️ Legal Context & Protections

🛠️ What You Can Do

  1. Watch the DIR videos (like the “Injured Worker Guidebook”) to understand claim steps and protections.
  2. File a UEBTF claim (report the incident, collect evidence like pay stubs and medical records).
  3. Consider civil action—uninsured status allows lawsuits for full damages, pain and suffering, and punitive awards.
  4. Get legal help: Many firms offer free consultations and specialize in uninsured employer cases.

🎥 More Video Resources

Would you like links to specific firm cases, help locating local legal aid in Hesperia, or assistance finding official DIR resources to include in your video?

Here are detailed articles and official sources about the $3.4 million workers’ compensation premium fraud case in California:

📰 Key Articles & Official Coverage

• San Jose Security Company Owner Sentenced in $3.4 M Workers’ Compensation Fraud Case (Press release)

An official statement from the California Department of Insurance details how Raul Chavez, owner of Tactical Operations Protective Services in San Jose, was convicted of felony premium fraud after underreporting $3,431,903 in payroll over six years. He was sentenced to 180 days in county jail, two years of probation, and ordered to pay $225,168 in restitution to State Fund Work Comp Academy+9California Department of Insurance+9Insurance Journal+9.

• Security Company Owner Sentenced in $3.4 M Comp Fraud Case (WorkCompCentral)

This industry news summary corroborates the details: Chavez pleaded guilty to the six‑year payroll underreporting scheme resulting in fraud charges and penalties, and emphasizes the lasting risks to workers and compliant employers WorkCompCentral.

⚖️ Broader Context: Similar Fraud Cases in California

  • Fontana Janitorial Fraud — $2.4 M Underreported Payroll
    Jose Arredondo and Olga Chaves were charged for underreporting over $2.4 million in payroll to save on workers’ comp premiums and evade taxes. The premium loss was approximately $436,717. The San Bernardino DA is prosecuting Business Insurance+5Work Comp Academy+5WorkCompCentral+5.
  • Kings County Farm Labor Contractor Scheme — Nearly $30 M
    Ruben Perez Mireles Jr. and John Mena allegedly underreported $29.2 million in payroll across two farm labor companies, causing over $3.5 million in premium loss. They also committed tax fraud and obtained PPP loan fraud, defrauding multiple state agencies. Prosecuted by the Central Valley Workers’ Compensation Fraud Task Force people.com+15California Department of Insurance+15Claims Pages+15.
  • Other High‑Profile Employer Fraud Cases
    Cases in San Diego and Los Angeles include a janitorial company underreporting $2.4 million in Fontana and a delivery company ring in L.A. defrauding over $21 million. The total economic impact of employer premium fraud in California is estimated at $1 billion to $3 billion annually WorkCompCentral+1WorkCompCentral+1WorkCompCentral+1Work Comp Academy+1.

📋 Summary Table

CaseEmployer TypeScheme DurationUnderreported PayrollEstimated Premium LossLegal Outcome
Tactical Ops Protective Services (Raul Chavez)Security & staffing, San Jose2017–2022$3.43 M≈ $205K180 days jail, 2 yrs probation, $225K restitution
Fontana Janitorial (Arredondo & Chaves)Janitorial services2018–2023$2.41 M≈ $436KCharged by San Bernardino DA
Vista Pacific & Calzona Ag (Mireles & Mena)Farm labor contracting, Kings County2019–2021$29.2 M≈ $3.5 MMultiple felony charges, plea deals pending

✅ Why This Matters

  • These frauds impede workers’ right to compensation and safety protections.
  • They undermine honest employers by enabling underpriced competition.
  • California’s Department of Insurance and DA offices are aggressively prosecuting such cases.
  • Workers injured under these schemes may need to pursue claims through the Uninsured Employers Benefits Trust Fund (UEBTF) or civil litigation.

fraud by design workers cheated rinse & repeat:The Science of Cheating: How Employers Systematically Evade Workers’ Compensation

The Science of Cheating: How Employers Systematically Evade Workers’ Compensation
In California, workers’ compensation insurance isn’t optional. It’s the law.

But some employers—especially those in staffing, agriculture, security, janitorial, and food production—have turned breaking that law into a business strategy. Not only do they cheat the system, they do it on purpose, following a pattern that repeats itself year after year, worker after worker.

🧩 The Playbook: How It Works
Step 1: Create a shell company.
They start a staffing agency or labor outfit, often with a vague name, sometimes even using a family member as the front.

Step 2: Skip workers’ comp.
By not buying legally required workers’ compensation insurance, they avoid tens or hundreds of thousands of dollars in premiums. Some falsely claim their workers are “independent contractors.” Others just lie outright.

Step 3: Hide injuries, silence complaints.
Workers who get injured are told to “go home and rest.” They’re discouraged from filing claims, sometimes even threatened with termination or deportation.

Step 4: Run it for 2–3 years.
The company grows fast—because it’s illegally cheap to operate. No comp premiums. No benefits. No accountability.

Step 5: Get caught.
Eventually, a whistleblower speaks up, or the state audits them, or someone gets seriously injured and files a public complaint.

Step 6: Declare bankruptcy.
Here’s the kicker: once they’re caught, they shut down the company, walk away from the debts, and start all over again under a new name.

⚠️ The Consequences
For the workers, the damage is devastating:

No medical care for serious injuries.

No wage replacement during recovery.

No protection from retaliation.

While the workers are left hanging, the employers walk free. Sometimes they’re fined. Occasionally they’re charged. But more often than not, they negotiate down their penalties, avoid jail, and return under a new corporate identity.

This isn’t just unethical.
It’s a calculated abuse of the system—and it’s happening across California.

🛡️ How to Fight Back
If you or someone you know was injured working for a company without workers’ comp insurance, there’s still hope:

File a claim through California’s Uninsured Employers Benefits Trust Fund (UEBTF)

Document everything—witnesses, pay stubs, text messages, medical visits

Seek legal help—you may have the right to sue the employer personally

Join forces with organizations like the Workers Rights Compliance Alliance (WRCA)

We investigate these employers, expose their fraud, and connect victims with real legal help.

📣 We Need to Talk About This
These scams don’t just hurt individual workers—they damage the entire economy. Law-abiding employers get priced out. Workers’ trust in the system erodes. And fraud becomes normalized.

It’s time to name it. Shame it. And stop it.

$8.6 million to local prosecutors to enforce workers’ rights

California

Oakland— The California Labor Commissioner’s Office (LCO) is awarding $8.55 million in Workers’ Rights Enforcement grants to 16 prosecutors’ offices across the state. Now in its second year, this first-of-its-kind grant program supports local efforts to combat wage theft and other labor violations by providing critical funding to hold lawbreaking employers accountable.

With this funding, local prosecutors can strengthen and expand their capacity to investigate wage theft, build specialized enforcement units, and increase prosecutions against employers who break the law.

What California Labor Commissioner Lilia García-Brower said: “Wage theft is a serious crime that devastates working families and weakens California’s economy. I am proud to announce an additional $8.55 million in grant funding to continue advancing our critical work in holding perpetrators accountable through increased prosecutions for wage theft. We remain firmly committed to partnering with community organizations, industry leaders, and public prosecutors to end these abusive practices. Workers deserve every dollar they’ve rightfully earned, and law-abiding employers deserve a level playing field.”

Demand remained high this year, with local prosecutors requesting more than $10.7 million in total funding. While only $8.55 million was available, the strong interest reflects a growing commitment among local offices to take an active role in protecting workers and holding employers accountable.

Each office was eligible to apply for up to $750,000 in competitive grant funding. Grant funds are restricted to personnel and audit-related costs to ensure resources are specifically directed toward wage theft enforcement efforts.

The 16 public prosecutors who applied for the grant will receive awards as detailed below:

Public ProsecutorAward
Alameda District Attorney$750,000
Contra Costa District Attorney$360,000
Fresno City Attorney$750,000
Long Beach City Prosecutor$250,000
Los Angeles City Attorney$400,000
Los Angeles County Counsel$250,000
Los Angeles District Attorney$750,000
Oakland City Attorney$630,269
Orange County District Attorney$700,000
San Diego City Attorney$400,000
San Diego District Attorney$750,000
San Francisco City Attorney$600,000
San Francisco District Attorney$233,256
San Mateo District Attorney$750,000
Santa Clara County Counsel$750,000
Sonoma District Attorney$226,475

“I thank the California Labor Commissioner’s Office for providing additional resources that bolster our fight against worker exploitation, enhance partnerships, and forge new county-wide alliances to uncover wage theft across San Mateo County’s major industries,” said San Mateo County District Attorney Stephen Wagstaffe. “We have uncovered hundreds of thousands of dollars in stolen wages, filed criminal charges, launched several investigations, and built a strong network of community partners who ensure every victim’s story reaches our team. With this momentum, we are relentlessly pursuing every dollar owed and sending an unmistakable message: in San Mateo County, stealing from workers will cost you far more than you ever saved.”

“The Workers’ Rights Enforcement Grant has been essential in empowering our city to investigate and prosecute wage theft in Fresno,” said Fresno City Attorney Andrew Janz. “With this grant funding, we’ve established a dedicated prosecution unit within the City Attorney’s Office focused on holding violators accountable. We want our residents to know that we will not tolerate bad actors stealing from hardworking people.”

Established in 2023 with $18 million in funding over two years, the Workers’ Rights Enforcement Grant Program provides competitive funding to support state labor law enforcement and assist workers in combating wage theft, preventing unfair competition and protecting state revenue. Today’s announcement marks the second round of grant funding, following the initial $8.55 million awarded in 2024. Additional information on the Workers’ Rights Enforcement Grant Program is posted online.

About the Labor Commissioner’s Office

Within the Department of Industrial Relations, the Division of Labor Standards Enforcement (California Labor Commissioner’s Office) combats wage theft and unfair competition by investigating allegations of illegal and unfair business practices.

In 2020, LCO launched a multi-pronged outreach campaign, Reaching Every Californian. The campaign amplifies basic protections and builds pathways to affected populations, so workers and employers understand legal protections and obligations, as well as the Labor Commissioner’s enforcement procedures.

Paid in Cash with No Pay Stub? Caregivers, Construction & Restaurant Workers: Know Your Rights!

Getting paid in cash might feel normal in your industry—but if there’s no pay stub, no taxes withheld, and no record of your hours, you could be at risk of wage theft, tax trouble, and losing vital protections.

California law guarantees every worker—whether you’re a caregiver, construction worker, or restaurant employee—the right to legal wages, pay stubs, overtime, and workers’ comp. Here’s what you need to know.

Why Cash-Under-the-Table Jobs Hurt Workers

For Caregivers (Home Care, Nursing Aides, etc.)

  • Many agencies or families pay cash to avoid taxes and overtime.
  • Without records, you could be denied breaks, shorted pay, or fired unfairly.
  • If injured, you may not qualify for workers’ comp.

For Construction Workers (Day Laborers, Contractors, etc.)

  • Cash jobs often mean no overtime, no safety protections, and no insurance.
  • If the contractor disappears, you have no proof of unpaid wages.
  • If you’re hurt on the job, medical bills could ruin you.

For Restaurant Workers (Servers, Cooks, Dishwashers, etc.)

  • Tips paid in cash + no pay stub = employers stealing wages.
  • You might be working off the clock with no way to prove it.
  • If you report unsafe conditions, they can fire you with no paper trail.

California Law Protects You—Even in Cash Jobs

Your employer must give you:
✅ A detailed pay stub (showing hours, wages, deductions)
✅ At least $16/hour (CA min. wage, 2024)—more in some cities
✅ Overtime (1.5x pay after 8 hrs/day or 40 hrs/week)
✅ Workers’ comp if injured

If they refuse, they’re breaking the law—and you can fight back

Staffing agencies with fake insurance papers

In California, dozens of workers at a pallet company gave their labor, their sweat… even their health. But when it came time for protection, no one had their back.”

  • No workers’ At Garcias Pallets, management claimed their workers were ‘covered.’ They hired staffing agencies with fake insurance papers—phony coverage written on non-existent policies. Even AIG, one of the largest insurers in the world, confirmed: those policies were never real.”comp.
  • $1.3 million in penalties… but what about justice for the workers?
    “Between 2016 and 2018, 50 to 159 workers toiled inside the warehouse. When they got injured, no benefits. No help. Just silence. Their employer blamed the staffing company. But the law had something else to say…”
    “Garcias Pallets was found to be the real employer.”
    “They could not outsource responsibility.”
  • Court documents labeled “Precedent Decision DLSE-PD-003”
  • News headlines: “Bogus PEO Scheme Exposed”
    “The California Labor Commissioner ruled: Garcias Pallets was fully liable for operating without valid workers’ comp. Over $1.3 million in fines. But the ruling went beyond punishment—it set a precedent. A warning to every employer trying to hide behind fake insurance and subcontracted labor.”

Fired for mistakenly eating the wrong Lunch

Fired for Eating the Wrong Lunch: A Wake-Up Call for Workers Everywhere

After more than two decades of loyal service, Israel Xicohtencatl, a dedicated produce manager at the iconic Citarella Gourmet Market in New York City, was suddenly and publicly fired. His offense? He accidentally ate a coworker’s lunch.

Yes, you read that right. A minor mistake—one that could happen to any of us—ended Israel’s 20+ year career.

A Loyal Worker, Tossed Aside

On May 28, 2025, Israel unknowingly grabbed a bagged lunch that wasn’t his. As soon as he realized the error, he apologized, tried to make it right, and offered to buy a replacement. But instead of understanding, Citarella’s head of security fired him on the spot.

The next day, the company made it official with a termination letter.

Now, Israel is fighting back—with a lawsuit under the New York State and City Human Rights Laws, accusing Citarella of age discrimination and targeting long-time employees to cut costs.

Humiliated, Depressed, and Blacklisted

Israel’s termination wasn’t just a job loss—it shattered his dignity.

“I’ve experienced profound shame and embarrassment,” he says in his complaint. “Coworkers saw it happen. Word spread. My professional reputation is ruined.”

Since his firing, Israel has been unable to find a new job. Employers repeatedly ask why he left Citarella, forcing him to relive the humiliation over and over again. He can’t even use the company as a reference.

Worse, his emotional health has plummeted. Anxiety. Depression. Insomnia. Years of purpose and routine gone—because of a lunch.

A Pattern of Discrimination

This wasn’t an isolated incident. Israel says other longtime employees were also let go for similarly petty reasons—one for drinking a coworker’s soda. The lawsuit alleges Citarella is systematically pushing out older, higher-paid workers and replacing them with cheaper, younger staff.

That’s not just unfair—it’s illegal.

What This Means for You

If it can happen to Israel, it can happen to anyone.
Loyalty no longer protects workers. Fairness isn’t guaranteed. And justice rarely comes without a fight.

That’s why we founded the Workers Rights Compliance Alliance (WRCA)—to stand up for people like Israel, and for you.

We expose these abuses.
We connect wronged workers with legal support.
We fight for better labor standards across the country.

✊ Join the Movement. Defend Your Rights.

If you’ve been fired unfairly, misclassified, denied wages, or treated unjustly in the workplace—you’re not alone.

➡️ Join WRCA today—100% free.
➡️ Tell us your story.
➡️ Help us protect workers like Israel—before it happens to someone else.

👉 Visit: WorkersRightsComplianceAlliance.com

Justice starts with us. And it starts now.

California’s Hidden Workforce Crisis:

Home Care Workers Are Being Exploited—Now’s the Time to Fight Back

Every day in California, home care workers—mostly immigrant women—quietly perform some of the hardest and most vital labor in our state. They care for our elderly, our disabled, and our most vulnerable. And yet, many of these workers are underpaid, overworked, and unlawfully denied their rights.

🚨 Real Cases. Real Exploitation.

  • Sacramento Region (2024):
    The California Labor Commissioner fined four residential care providers $860,000 for wage theft and illegal labor practices affecting 58 home care workers. These companies failed to pay minimum wage, overtime, and denied lawful meal and rest breaks.
  • Los Angeles County:
    Employers forced home care workers to work 24-hour shifts while only paying them for a fraction of that time—violating California labor law and robbing workers of sleep, health, and dignity.
  • Statewide Pattern:
    Many agencies misclassify home care workers as “independent contractors” to avoid paying workers’ compensation, unemployment insurance, and taxes. This practice not only cheats workers—it puts public health and safety at risk.

⚖️ WRCA Is Fighting Back

The Workers Rights Compliance Alliance (WRCA) is a California nonprofit formed to expose and challenge employers who exploit workers through misclassification, wage theft, and labor fraud. We are building a statewide coalition to hold abusive employers accountable—and we want you to be part of it.

💥 Why This Matters

  • Without fair pay and legal protections, California’s care economy collapses on the backs of immigrant women—many of whom suffer in silence.
  • The cost of exploitation is passed on to all of us: Medicaid fraud, public health risks, and increased poverty among caregivers.
  • Unscrupulous employers are getting rich while cheating the system and abusing the very people who care for our loved ones.

✊ Join the Fight

WRCA is calling on:

  • Home care workers who’ve been mistreated—your voice matters.
  • Allies and advocates who want to help protect this essential workforce.
  • Lawyers, unions, and healthcare professionals who want to end the culture of silence.

📝 Become a Free Member Today

By joining WRCA, you’ll gain access to:

  • Legal support and case review
  • Advocacy campaigns and public exposure
  • Community forums and educational resources
  • Opportunities to take part in lawsuits against abusive employers

👉 Join WRCA for free at WorkersRightsComplianceAlliance.com

Let’s end the exploitation of home care workers in California—because dignity is not optional, and justice cannot wait.

Invisible no more: The fight for hotel Janitors

1. The Ritz‑Carlton, Half Moon Bay

  • In July 2025, the California Labor Commissioner’s Office issued over $2 million in citations against Ritz‑Carlton and three subcontractors for misclassifying 155 janitors as independent contractors.
  • These workers were denied minimum wage, overtime pay, paid sick leave, workers’ compensation, and other basic labor rights.
  • The contractors—Empire Unistar Management, TK Service of Virginia, and JM Spa Group—were not registered under California’s janitorial registration program, a requirement under state law.Reddit+15CalDIR+15City Attorney+15

2. Cheesecake Factory Janitors — San Diego & Orange County

  • From 2014 to 2017, at least 589 janitors cleaning Cheesecake Factory restaurants were employed by subcontractors and consistently underpaid—denied overtime, proper wages, meal and rest breaks.
  • In 2018, California issued a wage theft citation. A $1 million settlement followed in January 2024, with Cheesecake Factory paying $750,000, Americlean Janitorial Services $200,000, and Magic Touch Commercial Cleaning $50,000.
  • Workers reported shifts starting after midnight, staying beyond eight hours without approval, and enduring unpaid overtime. One worker described working 9–10 hours nightly for just $70/day.CalMatters+5CalDIR+5HR Dive+5CalMatters+4KQED+4HR Dive+4

3. Los Angeles Grocery Janitors (Not Hotels, but similar industry risk)

  • In August 2024, the LA City Attorney filed suit against janitorial contractors working for supermarket chains. The complaint covers systemic violations: failure to pay minimum and overtime wages, missing meal/rest breaks, poor records, and misclassification.
  • The janitors, largely immigrant and economically vulnerable, were denied workers’ compensation, sick leave, and other protections. This highlights how chaining via subcontractors facilitates exploitation in property service industries.City Attorney

4. Long Beach Convention Center Subcontractor Case

  • While not a hotel, this case shows a similar pattern of subcontracted wages in hospitality-adjacent work. In March 2025, a local union accused 1Fifty1 Inc., a subcontractor, of paying workers under the table cash wages, often below minimum wage and without overtime, violating payroll tax rules and wage-statement laws.Reddit+12Los Angeles Times+12thebusinessjournal.com+12

🔍 Why These Cases Matter for WRC A’s Advocacy

  • Misclassification as “independent contractors” (rather than employees) is a central tactic used by hotel subcontractors to deny labor protections—including workers’ compensation.
  • Many of these cases involved immigrant, non-English speakers or economically marginalized workers, who are less likely to report violations or demand their rights.
  • These cases set enforcement precedents and demonstrate where policymakers can focus attention: janitorial registration compliance, joint employer accountability, and proactive audits.
  • They reflect the systemic nature of exploitation in the janitorial industry tied to large employers (e.g. hotels, restaurants) using subcontracting chains.

📋 Summary of Key Cases

Case / LocationWorkers AffectedMisclassification AbuseOutcome / Penalties
Ritz‑Carlton, Half Moon Bay155 janitorsIndependent contractors, no protections>$2 million citation covering wages and penalties
Cheesecake Factory (San Diego, Orange)589 janitorsSubcontracted, unpaid overtime, no breaks$1 million settlement; joint liability enforced
Grocery Janitors (Los Angeles)~65 workers (grocery stores)Same pattern: no comp, rest, wages, record violationsActive civil suit seeking restitution & injunctive relief
Convention Center Custodial (Long Beach)Event facility cleanersCash wage, under minimum wage, no documentationComplaint filed, contract terminated, investigation ongoing

Snake oil

Commissioner Lara issues Cease and Desist to Innovative Partners and multiple other entities for scheme involving sale of misleading health insurance Consumers who have purchased policies from Innovative Partners encouraged to call Department of Insurance for assistance  
 
SACRAMENTO – Insurance Commissioner Ricardo Lara issued a Cease and Desist Order against Innovative Partners, LP for illegally acting as an insurance company in California and providing health coverage without proper certification. The Department also has served 10 additional Cease and Desist Orders on multiple entities as well as licensed and unlicensed individuals that aided and abetted Innovative Partners, LP in these fraudulent activities.
“We will use every tool at our disposal to protect consumers,” said Commissioner Lara. “When Californians purchase health coverage they deserve the full confidence the coverage they are promised will be there when they need it. Selling insurance without the proper licensing or certification is against the law and puts consumers health and financial well-being at risk.”   The Department launched an investigation after receiving information that California consumers were having their claims improperly denied after purchasing and attempting to use health coverage sponsored by Innovative Partners, LP (Innovative Partners). The investigation found that beginning in 2023, Innovative Partners defrauded victims by selling them limited or non-existent health coverage and convincing them they were purchasing comprehensive insurance plans. Many of these victims believed they were speaking with representatives from Covered California and purchasing comprehensive Blue Shield or Aetna policies. However, when the victims attempted to use their coverage, they found the coverage was limited or non-existent and would not cover the medical expenses they were told were covered with their policy.  
Innovative Partners is not partnered with Covered California. Upon purchasing health coverage, consumers were given plan cards with Innovative Partners branding. These cards often listed PHCS and Group Resources as claim handlers, while some cards also listed portal information for First Health Network and/or Marpai Administrators LLC. Other plan cards also included Teladoc Health Inc. contact information.
Consumers also experienced issues with lack of coverage for medical benefits they were promised. For example, one consumer signed up for a policy they were told was an Aetna Gold PPO plan through Innovative Partners which would cover his mental health appointments, and could start immediately without a waiting period. He received an ID card which included First Health Network and Marpai Health portal information. The consumer visited his therapist twice, and was then told that the insurance was not covering the care. After contacting both of the numbers on the back of the card he was given, a representative assured him he did have coverage for mental health. Trusting what the representative told him, he continued with his mental health treatments believing he did have coverage, but Innovative never paid for the treatment and the consumer was left with more than $1,700 in unpaid medical bills.
In another case, a small business owner was looking to purchase new health insurance after his business slowed causing him to become ineligible for his prior coverage. The consumer stated that the issue began after he tried to purchase a policy through Covered California and gave up due to cost. He then received a call from Innovative Partners who claimed that the consumer qualified for their plan due to his low income, and he would receive full coverage for $400 per month. Upon signing up, the consumer specifically asked about E.R. visits and was told that the plan covered up to two visits, per year, with a $50 co-pay. The consumer confirmed coverage with two separate Innovative Partners representatives and thereafter visited the E.R. using his Innovative policy. The consumer discovered that the represented coverage did not exist when he started receiving calls from collections agencies, and he was left with around $11,000 in debt.
Innovative Partners disguised their activities as a single-employer health insurance plan under the Employee Retirement Income Security Act of 1974, masking the sale and selling of health insurance as a “Small Employee Benefit Plan” even though the consumers did not claim to be employees of or partners with Innovative Partners.
Innovative Partners does not have authorization to transact insurance in California and does not hold a certificate of authority to transact business in California.
Consumers who have purchased health coverage through Innovative Partners, LP or any of the below entities or licensed and unlicensed individuals should contact the Department of Insurance at (714) 712-7600.
Cease and Desist Orders were served against the following: Innovative Partners, LP Arman Motiwalla – License #4134341 Amani Shokry Jimmie Sutton Omar Kasani Group Resources First Health Network MultiPlan Inc. PHCS Marpai Administrators LLC Teledoc Health Inc.  

Snake Oil Salesmen

Snake Oil Salesmen

“Tax Avoidance – Wage Theft schemes

sweeping California”https://www.rightscenter.org/news/

News
California employment law overview

https://labor411.org/411-blog https://bloggers.feedspot.com/california_law_blogs/?_src=search

Many business owners are nervous about tariffs, deportations, lack of qualified labor, AI,
and so on. More than ever businesses are open to any ideas to save money. There is
a wave of fraudsters seizing this opportunity offering by offering “to good to be true” tax
avoidance schemes disguised as “Employee Wellness Programs”. Employees are
auto-enrolled without the ability to get sound tax advice, and $12,000 of their pay is
converted into untaxed income that will likely have negative financial impact down the
road. Businesses pay no taxes on this money and workers receive $12,000 of wages
with no taxes taken out, giving them an appearance of higher take home pay. Despite
IRS, EEOC and FTC warnings the temptation of avoiding massive amount taxes and
insurance premiums is too great and businesses and employees are going all in.
The financial impact to the federal government, state government, insurance
companies, businesses and workers will likely be devastating. In fact, the lack of
prosecution is largely driven by the disbelief of regulators that this is really happening.
Unenforcement has increased the motivation of marketeers to hard core sell the false
claims without fear of prosecution.

Example of How it Works
Business with 100 workers that make $40,000 or $4 million of payroll and a workers
comp rate of 7% of payroll.
The marketeer sells an employer sponsored insurance policy as a“Sec 125 Wellness
Plan” to employer and tells them “lets make the employees pay for 100% of the
premium through a sec 125 plan to reduce your payroll and avoid paying taxes or
insurance premiums”.

  • Auto-enroll workers (hands them a flyer which says they will make more take-
    home pay.
  • The “wellness plan” costs $1,200 per month or $14,400 annually. They prey on
    lower paid workers where the wellness plan costs up to 36% of their income.
    Because it is paid through a Sec 125 (IRS code) plan it reduces a workers W2
    wages to $25,600 and the $14,400 shows as “other” on their W2.
  • The marketeers keep $2400 of the untaxed for the wellness premium as
    commission and to pay for costs. To legally qualify for the $1000 monthly
    payment returned to the employee, the employee must perform certain welnness
    tasks on a monthly basis (which it is unreasonable to expect). Without
    performing the tasks the worker forfeits the monthly $1000 payment.

Net effect
$4 million of taxable payroll is reduced by $1,440,000 to $2,560,000.

  • Employer avoids paying FICA FUTA and SUTA taxes and workers compensation
    premiums on $1,440,000. Roughly $200k in employer taxes avoided and $45k in
    workers compensation premiums.
  • Employees have no withholdings on $1,440,000. Roughly another $200k in
    withholdings
  • $450k in taxes and insurance premiums are
    The plans go undetected for long periods of time because reporting looks like a
    reduction of payroll that could be due to layoffs or reduction of work.

Remedies
The Insurance Commissioner enforces basic insurance laws

  • People selling the plans are not licensed insurance agents in the state of
    California
  • Undisclosed insurance carrier
    IRS enforcement will likely happen over time, leaving many irreparably harmed.
  • https://www.irs.gov/pub/irs-wd/202323006.pdf
    Federal trade commission “deceptive
  • Reimbursements are marketed as “Post Tax” when no taxes have been taken out
  • Employees are likely to not have $12,000 of deductions to offset the untaxed
    reimbursement
  • HIPPA violations
    Lawsuit from Attorney General
  • PAGA violations Mischaracterized payments, improper withholding,
  • Civil rights violations

Many Articles have been written by Law firms and CPA firms.
https://www.grantthornton.com/insights/newsletters/tax/2023/hot-topics/jun-20/irs-says-
wellness-benefit-payments-are-subject
https://www.jdsupra.com/legalnews/critical-compliance-issues-for-employee-4819862/
https://www.bdo.com/insights/tax/irs-cautions-employers-again-on-wellness-plans-
purporting-to-avoid-payroll-taxes-absent-medical-expe
https://hylant.com/insights/blog/fica-tax-avoidance-wellness-program-viewed-
unfavorably-by-87-000-new-irs-agents

IRS guidance
https://www.irs.gov/pub/irs-wd/202323006.pdf
https://www.thetaxadviser.com/newsletters/2017/sep/beware-promoters-save-
employment-taxes-health-plans/

EEOC guidance
Violates title 1 of the ADA, lacks reasonable designed standards

  • Workers will likely not have $12k in offsetting health expenses.
  • Requires action on employees part every month to qualify for $1000 award, no
    way to enforce this action and not reasonable to think compliance is going to

happen. If employee doesn’t comply they could lose 1/3 of their wages.

https://www.eeoc.gov/regulations/eeocs-final-rule-employer-wellness-programs-and-title-i-americans-disabilities-act

Federal Trade Commission
https://wellnesslaw.com/blogs/news/wellness-professionals-should-be-familiar-with-the-
federal-trade-commission-health-products-compliance-
guidance?srsltid=AfmBOoogOlLE6DNJxbUwGpbBHwvHwYhGD915O8c9lflJEhyBWMiu
52PH

News
News
California employment law overview

https://labor411.org/411-blog https://bloggers.feedspot.com/california_law_blogs/?_src=search

Best Sources for Workers’ Rights Articles in California

Best Sources for Workers’ Rights Articles in California

  1. California Department of Industrial Relations (DIR)
    • Why it’s valuable: The DIR oversees labor law enforcement in California, including the Labor Commissioner’s Office (Division of Labor Standards Enforcement). It provides official resources on wage theft, minimum wage, overtime, meal and rest breaks, and protections against retaliation, regardless of immigration status. The DIR’s website offers brochures, FAQs, and updates on new labor laws, making it a primary source for accurate information.
    • Content for a feed: News releases, “Know Your Rights” brochures (available in multiple languages), and updates on labor law enforcement actions (e.g., wage theft lawsuits against companies like Uber and Lyft).dir.ca.govdir.ca.govdir.ca.gov
    • How to access: Subscribe to the DIR’s newsroom (Communications@dir.ca.gov) or follow their social media accounts on platforms like X (@CA_DIR) for real-time updates. Downloadable resources are available at www.dir.ca.gov.
  2. California Labor Commissioner’s Office
    • Why it’s valuable: A division of the DIR, the Labor Commissioner’s Office focuses on enforcing wage and hour laws, combating wage theft, and protecting workers from retaliation. It publishes detailed FAQs and resources on topics like minimum wage increases (e.g., $16.50/hour in 2025, $20/hour for fast food workers) and workplace safety.dir.ca.gov
    • Content for a feed: Press releases on enforcement actions, minimum wage updates, and worker protection guides (e.g., “How the Labor Commissioner’s Office Can Help Garment Workers Recover Their Unpaid Wages”).dir.ca.govdir.ca.gov
    • How to access: Check www.dir.ca.gov/dlse for updates or contact their toll-free number (833-526-4636) for new publications. Follow their X account for announcements.
  3. California Chamber of Commerce (CalChamber)
    • Why it’s valuable: CalChamber provides compliance tools, HR resources, and updates on California labor laws, particularly for employers and HR professionals. Their HRCalifornia platform covers topics like meal and rest breaks, workers’ compensation, and harassment prevention training, offering a balanced perspective for both employers and employees.calchamber.com
    • Content for a feed: Articles from the HRCalifornia Library, quizzes on compliance (e.g., meal and rest breaks), and updates on new laws like the Workplace Violence Prevention Plan requirement effective July 1, 2024.calchamber.com
    • How to access: Visit www.calchamber.com for free resources or subscribe to their HRCalifornia service for deeper insights. Follow their blog or social media for regular updates.
  4. Center for Workers’ Rights
    • Why it’s valuable: Based in Sacramento, this nonprofit advocates for workers’ rights and provides direct support to employees facing issues like wage theft or unemployment benefit disputes. They focus on practical resources and updates relevant to California workers, including part-time and temporary employees.rightscenter.org
    • Content for a feed: Blog posts on paid sick leave increases (e.g., changes effective January 1, 2024), case studies (e.g., supporting a leasing consultant in an unemployment hearing), and event announcements like union job fairs.rightscenter.org
    • How to access: Visit www.rightscenter.org for blog updates or contact them at info@rightscenter.org. Follow their social media for community-driven content.
  5. Labor Occupational Health Program (LOHP) at UC Berkeley
    • Why it’s valuable: LOHP collaborates with the DIR to produce accessible workers’ rights materials, particularly for vulnerable populations like low-wage or non-English-speaking workers. Their resources focus on workplace safety, heat illness prevention, and general employee rights, available in English, Spanish, Korean, Chinese, and Vietnamese.lohp.berkeley.edu
    • Content for a feed: Booklets on workers’ rights, updates on workplace safety standards (e.g., heat protection for indoor and outdoor workers), and articles on occupational health research.lohp.berkeley.edu
    • How to access: Check lohp.berkeley.edu for downloadable booklets and news. Follow their partner, El Tímpano (@eltimpano_bayarea), on X for local labor coverage.
  6. Legal Blogs and Law Firms Specializing in Employment Law
    • Why it’s valuable: Firms like Kingsley & Kingsley, Myers Law Group, and CDF Labor Law LLP provide detailed articles on California labor laws, covering topics like wrongful termination, discrimination, and overtime pay. These blogs often break down complex laws for employees and include updates on new legislation.cdflaborlaw.comkingsleykingsley.commyerslawgroup.com
    • Content for a feed: Blog posts on employee rights (e.g., privacy, fair wages, protection against harassment), updates on 2025 labor laws, and guides on filing claims with the California Civil Rights Department (CRD) or EEOC.kingsleykingsley.commyerslawgroup.com
    • How to access: Subscribe to blogs from reputable firms like www.kingsleykingsley.com, www.myerslawgroup.com, or www.cdflaborlaw.com. Follow firms like @natlawreview on X for legal updates.
  7. Shift Project (Harvard Kennedy School and UCSF)
    • Why it’s valuable: The Shift Project conducts research on hourly workers’ conditions in California, highlighting labor law violations like unpaid overtime and denied sick leave. Their reports offer evidence-based insights into enforcement gaps, making them a critical source for understanding real-world challenges.hks.harvard.edu
    • Content for a feed: Research reports (e.g., 91% of hourly workers experience labor violations), policy briefs, and articles on improving enforcement of labor standards.hks.harvard.edu
    • How to access: Visit www.hks.harvard.edu for reports or subscribe to their newsletter for public policy insights.
  8. Oxfam America
    • Why it’s valuable: Oxfam’s Best and Worst States to Work index ranks California’s labor policies, focusing on wages, protections, and union rights. While not California-specific, their reports provide context on how the state’s laws compare nationally, useful for a broader perspective.oxfamamerica.org
    • Content for a feed: Annual index updates, articles on minimum wage ratios, paid leave, and protections against sexual harassment.oxfamamerica.org
    • How to access: Check www.oxfamamerica.org for reports and sign up for their newsletter or follow @OxfamAmerica on X.

Tips for Building a Feed

  • RSS Feeds and Newsletters: Many of these sources (e.g., DIR, CalChamber, Shift Project) offer RSS feeds or email subscriptions for automatic updates. Set up an RSS reader like Feedly to aggregate content.
  • Social Media Monitoring: Follow X accounts like @CA_DIR, @natlawreview, and @eltimpano_bayarea for real-time posts on labor law changes and worker stories. Use hashtags like #CaliforniaLaborLaws or #WorkersRights to track discussions.
  • Custom Alerts: Set up Google Alerts for terms like “California workers’ rights” or “California labor laws 2025” to capture articles from additional sources like news outlets (e.g., Los Angeles Times, El Tímpano).
  • Verify Sources: Cross-check information from advocacy groups or law firms with official DIR resources to ensure accuracy, as some blogs may prioritize legal services over impartiality.

Why These Sources?

These sources were selected for their authority (government agencies like DIR), practical focus (e.g., Center for Workers’ Rights), and research depth (e.g., Shift Project). They cover key workers’ rights topics like minimum wage ($16.50/hour in 2025, higher for fast food and healthcare workers), overtime, meal/rest breaks, anti-discrimination laws, and safety protections, ensuring a comprehensive feed. They also provide multilingual resources and updates on new laws (e.g., Workplace Violence Prevention Plan, effective July 1, 2024).shouselaw.comlegal.thomsonreuters.comhks.harvard.edu

Best Sources for Workers’ Rights Articles in California

Best Sources for Workers’ Rights Articles in California

  1. California Department of Industrial Relations (DIR)
    • Why it’s valuable: The DIR oversees labor law enforcement in California, including the Labor Commissioner’s Office (Division of Labor Standards Enforcement). It provides official resources on wage theft, minimum wage, overtime, meal and rest breaks, and protections against retaliation, regardless of immigration status. The DIR’s website offers brochures, FAQs, and updates on new labor laws, making it a primary source for accurate information.
    • Content for a feed: News releases, “Know Your Rights” brochures (available in multiple languages), and updates on labor law enforcement actions (e.g., wage theft lawsuits against companies like Uber and Lyft).dir.ca.govdir.ca.govdir.ca.gov
    • How to access: Subscribe to the DIR’s newsroom (Communications@dir.ca.gov) or follow their social media accounts on platforms like X (@CA_DIR) for real-time updates. Downloadable resources are available at www.dir.ca.gov.
  2. California Labor Commissioner’s Office
    • Why it’s valuable: A division of the DIR, the Labor Commissioner’s Office focuses on enforcing wage and hour laws, combating wage theft, and protecting workers from retaliation. It publishes detailed FAQs and resources on topics like minimum wage increases (e.g., $16.50/hour in 2025, $20/hour for fast food workers) and workplace safety.dir.ca.gov
    • Content for a feed: Press releases on enforcement actions, minimum wage updates, and worker protection guides (e.g., “How the Labor Commissioner’s Office Can Help Garment Workers Recover Their Unpaid Wages”).dir.ca.govdir.ca.gov
    • How to access: Check www.dir.ca.gov/dlse for updates or contact their toll-free number (833-526-4636) for new publications. Follow their X account for announcements.
  3. California Chamber of Commerce (CalChamber)
    • Why it’s valuable: CalChamber provides compliance tools, HR resources, and updates on California labor laws, particularly for employers and HR professionals. Their HRCalifornia platform covers topics like meal and rest breaks, workers’ compensation, and harassment prevention training, offering a balanced perspective for both employers and employees.calchamber.com
    • Content for a feed: Articles from the HRCalifornia Library, quizzes on compliance (e.g., meal and rest breaks), and updates on new laws like the Workplace Violence Prevention Plan requirement effective July 1, 2024.calchamber.com
    • How to access: Visit www.calchamber.com for free resources or subscribe to their HRCalifornia service for deeper insights. Follow their blog or social media for regular updates.
  4. Center for Workers’ Rights
    • Why it’s valuable: Based in Sacramento, this nonprofit advocates for workers’ rights and provides direct support to employees facing issues like wage theft or unemployment benefit disputes. They focus on practical resources and updates relevant to California workers, including part-time and temporary employees.rightscenter.org
    • Content for a feed: Blog posts on paid sick leave increases (e.g., changes effective January 1, 2024), case studies (e.g., supporting a leasing consultant in an unemployment hearing), and event announcements like union job fairs.rightscenter.org
    • How to access: Visit www.rightscenter.org for blog updates or contact them at info@rightscenter.org. Follow their social media for community-driven content.
  5. Labor Occupational Health Program (LOHP) at UC Berkeley
    • Why it’s valuable: LOHP collaborates with the DIR to produce accessible workers’ rights materials, particularly for vulnerable populations like low-wage or non-English-speaking workers. Their resources focus on workplace safety, heat illness prevention, and general employee rights, available in English, Spanish, Korean, Chinese, and Vietnamese.lohp.berkeley.edu
    • Content for a feed: Booklets on workers’ rights, updates on workplace safety standards (e.g., heat protection for indoor and outdoor workers), and articles on occupational health research.lohp.berkeley.edu
    • How to access: Check lohp.berkeley.edu for downloadable booklets and news. Follow their partner, El Tímpano (@eltimpano_bayarea), on X for local labor coverage.
  6. Legal Blogs and Law Firms Specializing in Employment Law
    • Why it’s valuable: Firms like Kingsley & Kingsley, Myers Law Group, and CDF Labor Law LLP provide detailed articles on California labor laws, covering topics like wrongful termination, discrimination, and overtime pay. These blogs often break down complex laws for employees and include updates on new legislation.cdflaborlaw.comkingsleykingsley.commyerslawgroup.com
    • Content for a feed: Blog posts on employee rights (e.g., privacy, fair wages, protection against harassment), updates on 2025 labor laws, and guides on filing claims with the California Civil Rights Department (CRD) or EEOC.kingsleykingsley.commyerslawgroup.com
    • How to access: Subscribe to blogs from reputable firms like www.kingsleykingsley.com, www.myerslawgroup.com, or www.cdflaborlaw.com. Follow firms like @natlawreview on X for legal updates.
  7. Shift Project (Harvard Kennedy School and UCSF)
    • Why it’s valuable: The Shift Project conducts research on hourly workers’ conditions in California, highlighting labor law violations like unpaid overtime and denied sick leave. Their reports offer evidence-based insights into enforcement gaps, making them a critical source for understanding real-world challenges.hks.harvard.edu
    • Content for a feed: Research reports (e.g., 91% of hourly workers experience labor violations), policy briefs, and articles on improving enforcement of labor standards.hks.harvard.edu
    • How to access: Visit www.hks.harvard.edu for reports or subscribe to their newsletter for public policy insights.
  8. Oxfam America
    • Why it’s valuable: Oxfam’s Best and Worst States to Work index ranks California’s labor policies, focusing on wages, protections, and union rights. While not California-specific, their reports provide context on how the state’s laws compare nationally, useful for a broader perspective.oxfamamerica.org
    • Content for a feed: Annual index updates, articles on minimum wage ratios, paid leave, and protections against sexual harassment.oxfamamerica.org
    • How to access: Check www.oxfamamerica.org for reports and sign up for their newsletter or follow @OxfamAmerica on X.

Tips for Building a Feed

  • RSS Feeds and Newsletters: Many of these sources (e.g., DIR, CalChamber, Shift Project) offer RSS feeds or email subscriptions for automatic updates. Set up an RSS reader like Feedly to aggregate content.
  • Social Media Monitoring: Follow X accounts like @CA_DIR, @natlawreview, and @eltimpano_bayarea for real-time posts on labor law changes and worker stories. Use hashtags like #CaliforniaLaborLaws or #WorkersRights to track discussions.
  • Custom Alerts: Set up Google Alerts for terms like “California workers’ rights” or “California labor laws 2025” to capture articles from additional sources like news outlets (e.g., Los Angeles Times, El Tímpano).
  • Verify Sources: Cross-check information from advocacy groups or law firms with official DIR resources to ensure accuracy, as some blogs may prioritize legal services over impartiality.

Why These Sources?

These sources were selected for their authority (government agencies like DIR), practical focus (e.g., Center for Workers’ Rights), and research depth (e.g., Shift Project). They cover key workers’ rights topics like minimum wage ($16.50/hour in 2025, higher for fast food and healthcare workers), overtime, meal/rest breaks, anti-discrimination laws, and safety protections, ensuring a comprehensive feed. They also provide multilingual resources and updates on new laws (e.g., Workplace Violence Prevention Plan, effective July 1, 2024).shouselaw.comlegal.thomsonreuters.comhks.harvard.edu

Employee misclassification. Under this law, most California workers are presumed to be employees—not independent contractors—unless employers can meet all three parts of the ABC Test:

💥 Why AB5 and the ABC Test Make WRCA More Urgent Than Ever

California’s labor laws just got sharper—and your rights are on the line. Assembly Bill 5 (AB5) changed the rules of the game, and if you’re misclassified as an “independent contractor,” you could be missing out on overtime, benefits, and legal protections. That’s why the Workers Rights Compliance Alliance (WRCA) exists: to fight back, hold employers accountable, and empower you with the tools to know and claim your rights.

⚖️ What Is AB5 and Why Does It Matter?

AB5 was passed to crack down on one of the most widespread forms of modern wage theft: employee misclassification. Under this law, most California workers are presumed to be employees—not independent contractors—unless employers can meet all three parts of the ABC Test:

  1. You control your own work, without company interference
  2. Your work is outside the core business of the hiring company
  3. You run your own independent business in that trade

If even one part fails? You’re an employee—and you’re owed all the legal protections that come with it.

🚨 What’s at Stake?

Being misclassified means you may be missing out on:

  • Overtime pay
  • Minimum wage guarantees
  • Paid sick leave and rest breaks
  • Unemployment benefits
  • Workers’ compensation coverage
  • Legal protection against discrimination and retaliation
  • The right to unionize

You’re also paying double taxes—because misclassified workers cover both the employer and employee share of Social Security and Medicare.

And if you’re injured or laid off? You could be left completely unprotected.

🛑 Employers Are Still Breaking the Law

Despite AB5, thousands of employers in California are still misclassifying workers—intentionally or negligently—to cut costs. Gig companies, staffing agencies, and even home healthcare businesses have racked up millions in fines.

But here’s the kicker: most misclassified workers don’t even know they’re being exploited.

That’s why WRCA was created.

💪 How WRCA Fights for You

The Workers Rights Compliance Alliance (WRCA) is a California-based nonprofit watchdog group standing up to illegal labor practices. Here’s what we do:

  • 🔍 Investigate and expose violations of AB5 and labor laws
  • 🛡️ Provide free support and guidance if you suspect you’ve been misclassified
  • 📣 File complaints, lawsuits, and demand justice when your rights are violated
  • 🧠 Offer free resources, trainings, and legal referrals so you know your rights and how to assert them
  • 📬 Send free monthly updates on labor law changes, real case stories, and tools you can use right now

🌟 Join the Fight for Fairness — It’s Free

Whether you’re a gig worker, warehouse employee, caregiver, or restaurant server, you deserve the full protections of the law. WRCA is here to ensure you get them.

Membership is free. Your voice strengthens our movement. Your story can help protect thousands of other workers.

👊 Don’t wait. Join WRCA today. Fight back against misclassification. Demand your rights.

👉 Click here to join WRCA now — it’s 100% free.

Hershey factory are speaking out about the brutal and unfair working conditions they face

Workers at a Hershey factory are speaking out about the brutal and unfair working conditions they face, including excessive overtime, low pay, and a toxic work environment, which contradict the company’s public claims of prioritizing employee well-being.

  • 💼00:00 Workers at a Hershey factory describe brutal working conditions, including consecutive days of work without days off, forced overtime, and exhaustion, despite the company’s claims of prioritizing employee well-being.
  • 💔00:41 Workers at a Hershey factory describe a toxic work environment where employees are quitting and feeling unvalued, with management even monitoring their social media posts.
  • 💼00:59 Hershey factory workers face brutal conditions, including a two-tier pay system, outdated machinery, and denied benefits, with employees making significantly different wages and having unequal vacation and pension opportunities.
  • 💔01:58 Hershey factory workers face brutal conditions, including favoritism, limited room for advancement, and a point system that shows management’s non-caring attitude towards employees.
  • 🤒02:27 Hershey factory workers can be penalized with points and even forced into counseling for missing work due to illness, with strict limits on allowed absences.
  • 👮02:54 Workers at a Hershey factory claim management spied on their union activities, prompting plans to file unfair labor practice charges.
  • 💼03:41 A Hershey factory worker claims to have been unfairly terminated for union activities, after being fired on a first-time offense for being 14 minutes late from a break, with management allegedly using a 6-year-old disciplinary action to justify the termination.
  • 💼04:34 Hershey factory workers expose brutal working conditions, including excessive overtime, strict penalties for sick leave, and fear of retribution, amidst the company’s record profits and claims of employee unity.

Overview of the Regular Rate of Pay Under the Fair Labor Standards Act (FLSA)

December 2019

This fact sheet provides general information regarding the regular rate of pay under the FLSA.

The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at not less than time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek.  Fact Sheet #22 provides general information about determining hours worked. 

The amount of overtime pay due to an employee is based on the employee’s regular rate of pay and the number of hours worked in a workweek. Earnings may be determined on a piece-rate, salary, commission, or some other basis, but in all such cases the overtime pay due must be computed on the basis of the average hourly rate derived from such earnings. This is calculated by dividing the total pay for employment (except for the statutory exclusions) in any workweek by the total number of hours actually worked to determine the regular rate.  Fact Sheet #23 provides additional information regarding overtime pay.

The regular rate of pay is based upon actual facts and cannot be circumvented by an agreement. The regular rate may not be lower than the FLSA minimum wage or, where applicable, a higher state or local minimum wage.  If the regular rate is higher than the federal FLSA minimum wage, overtime compensation must be calculated using that higher regular rate.  Fact Sheet #23 provides additional information regarding the calculation of overtime pay.

The formula to compute the regular rate is:

Total compensation in the workweek (except for statutory exclusions) ÷ Total hours worked in the workweek = Regular Rate for the workweek

Exclusions from the regular rate

Under the FLSA, the regular rate includes “all remuneration for employment paid to, or on behalf of, the employee.”  The FLSA (29 USC § 207(e)) provides an exhaustive list of types of payments that can be excluded from the regular rate of pay when calculating overtime compensation.  Unless specifically noted, payments that are excludable from the regular rate may not be credited towards overtime compensation due under the FLSA.  Additional information regarding exclusions from the regular rate may be found in the regulations, 29 C.F.R. § 778

.200-.225.  The following types of payments are excludable from the regular rate:

Gifts and payments in the nature of gifts on special occasions

Sums paid as gifts, including payments in the nature of gifts made on holidays or on other special occasions, or as a reward for service may be excluded from the regular rate, provided the amounts of the gifts (or payments) are not measured by or dependent on hours worked, production, or efficiency.  Examples include, but are not limited to, coffee, snacks, coffee cups, t-shirts, raffle prizes, certain sign-on bonuses, and certain longevity bonuses.  

Payments for occasional periods when no work is performed due to vacation, holidays, or illness; reimbursable business expenses; and other similar payments

Payments for Leave:  Employers may exclude from the regular rate certain payments made for occasional periods when no work is performed.  This includes paid vacation, holiday, sick leave, and other paid time off.  It also includes payments for occasional periods when the employer fails to provide sufficient work, such as when machinery breaks down, expected supplies do not arrive, or there is inclement weather.

Similarly, payments for unused paid leave (also known as paid leave buy-backs) or payments when the employee works instead of taking leave or a paid holiday, are not required to be included in the regular rate.  In the case where an employee reports to work on the holiday and is paid for hours worked plus the holiday payment, the holiday payment is excludable from the regular rate, because it is not considered a payment for hours worked.  Pay for unused leave is similarly excludable.  The pay must be approximately equivalent to the employee’s normal earnings for the period of time that is being “bought back.”  Such payment may be made during the same period when the employee forgoes leave or during a subsequent pay period as a lump sum.

Some employers provide paid meal breaks when employees are relieved from their work duties.  Bona fide meal breaks are not hours worked and these payments do not automatically convert the time to hours worked.  The pay for these meal breaks may be excluded from the regular rate, unless an agreement or established practice indicates the parties have treated the time as hours worked, in which case the payments must be included in the regular rate.

Reimbursement for business expenses:  Reimbursement of the actual or reasonably approximate amount of expenses that an employee incurs while furthering the employer’s interests may be excluded from the regular rate.  Examples include, but are not limited to:

  • Business supplies, materials, or tools
  • Cell phone plans
  • Membership dues in a professional organization
  • Credentialing exam fees
  • Travel expenses

Other similar payments that are not compensation for employment: 

“Show-up” or “reporting” pay compensates an employee for when the employee reports to work as scheduled but is sent home early because there is insufficient work or the employee is not needed to complete the shift.  Such payments may be excluded from the regular rate provided they are made on an infrequent and sporadic basis. 

“Call-back” pay is extra compensation paid to an employee for responding to a call from the employer to perform extra work that was unanticipated by the employer.  Such pay is in addition to the compensation for the time actually worked.  Call-back pay may be excluded from the regular rate provided the call-back was not prearranged.  Payments may be considered prearranged if the scheduling issue that necessitated the payment was anticipated and could have been reasonably scheduled in advance. The specific facts of the situation determine whether the employer anticipated the work and could have scheduled the work. 

Some penalties imposed under state and local scheduling laws are similar to “show up” pay or “call-back” pay, and therefore may be excludable from the regular rate. See Fact Sheet #56B for additional information regarding state and local scheduling law penalties.

Additionally, a payment or the cost of a convenience provided to employees is excludable as an “other similar payment” only if there is no connection to hours worked, services rendered, job performance, or other criteria linked to the quality or quantity of the employee’s work.  These conveniences, often referred to as “perks,” include, but are not limited to:

  • On-the-job medical care and on-site treatment from specialists such as chiropractors, massage therapists, personal trainers, physical therapists, counselors, or Employment Assistance Programs
  • Recreational facilities, such as gym access, gym memberships, and fitness classes
  • Wellness programs, such as health risk assessments, vaccination clinics, nutrition and weight loss programs, smoking cessation, and financial counseling, and mental health wellness programs
  • Employee discounts on retail goods or services
  • Parking benefits and spaces
  • Tuition payments, which includes payments for an employee’s or an employee’s family member’s tuition, regardless of whether the payments are made to the employee, an education provider, or a student-loan repayment program
  • Adoption assistance

Discretionary Bonuses

Such bonuses may be excluded from the regular rate only if:

  • Both the fact that the bonus payment is to be made and the amount of the bonus payment are at the sole discretion of the employer at or near the end of the period; and
  • The bonus payment is not made according to any prior contract, agreement, or promise causing an employee to expect such payments regularly. 

The label assigned to the bonus and the reason for the bonus do not conclusively determine whether the bonus is discretionary.  More information regarding discretionary bonuses is available in Fact Sheet #56C.

Profit-sharing plans

Payments made pursuant to a bona fide profit-sharing plan or trust or a bona fide thrift saving plan may be excluded from the regular rate.   

Employer Contributions to Benefit Plans

Employers may exclude from the regular rate contributions irrevocably made by an employer to a trustee or third person as part of a bona fide plan for death, disability, advanced age, retirement, illness, medical expenses, hospitalization, accident, unemployment, legal services, or other events that could cause significant future financial hardship or expense.  

Premium Payments for Non-FLSA Overtime

Extra compensation paid at a “premium rate” for certain hours worked by the employee because such hours are hours worked in excess of eight in a day, in excess of 40 hours in the workweek, or in excess of the employee’s normal working hours or regular working hours, as the case may be, may be excluded from the regular rate of pay.  Such payments may be credited towards overtime compensation due under the FLSA.

Extra compensation paid at a “premium rate” for work on Saturdays, Sundays, holidays, or regular days of rest, or on the sixth or seventh day of the workweek may be excluded if the premium rate is at least equal to one and one-half times the rate established in good faith for like work performed in nonovertime hours on other days.  Such compensation may be creditable toward overtime pay due under the FLSA.

Extra compensation provided by a “premium rate” under an applicable employment contract or collective bargaining agreement for work outside of the hours established in good faith by the contract or agreement as the basic, normal, or regular workday (not exceeding eight hours) or workweek (not exceeding 40 hours) if the premium rate is at least equal to one and one-half times the rate  established in good faith by the contract or agreement for like work performed during such workday or workweek.  Such extra compensation may be creditable toward overtime pay due under the FLSA.

Stock Options

Any value or income derived from employer-provided grants or rights provided through a stock option, stock appreciation right, or bona fide employee stock purchase program meeting certain criteria may be excluded from the regular rate.  See Fact Sheet #56 for more information.

General Principles:

  • All compensation for hours worked, services rendered, or performance must be included in the regular rate.
  • When a payment is a wage supplement, even if not directly related to employee performance or hours worked, it is still compensation for “hours of employment” and must be included in the regular rate.
  • The determination of whether a particular payment, perk, or benefit may be excluded from the regular rate is made on a case-by-case basis applying the requirements set out in the statute to the specific circumstances.
     

Hotel and Motel Establishments Under the Fair Labor Standards Act (FLSA)

Revised January 2020

This fact sheet contains general information on how the FLSA applies to employees of hotels and motels.

Characteristics

The primary function of a hotel or motel is to provide lodging facilities to the general public. In addition, most hotels or motels provide food to guests and many sell alcoholic beverages. These establishments may also earn revenue from other activities such as valet services offering cleaning and laundering of garments for guests, news stands, and renting out rooms for meetings, lectures, trade exhibits, and weddings.

Coverage

The FLSA includes two methods for applying its provisions to employees of hotels or motels. The “enterprise” basis of coverage provides that if the employer’s annual dollar volume of sales or business is $500,000 or more, whether from only a single establishment or from an enterprise with multiple establishments, and the employer has at least two employees engaged in commerce or in the production of goods for commerce or handling such goods, all employees of the enterprise are covered by the FLSA. The FLSA also provides an “individual employee” basis of coverage that applies even if the annual volume of sales or business is less than $500,000. Employees may still be covered if they individually engage in interstate commerce or produce goods for interstate commerce. Interstate commerce includes such activities as transacting business across state lines via interstate telephone calls or the U.S. Mail, ordering or receiving goods from an out-of-state supplier, or handling the accounting or bookkeeping for such activities. It would also include handling credit card transactions that involve the interstate banking and finance systems.

Requirements

Minimum Wage: Covered nonexempt workers must be paid at least the minimum wage of $7.25 per hour effective July 24, 2009. Wages are due on the regular payday for the pay period covered. Deductions from wages for items such as required uniforms are illegal if they reduce the employee’s wages below the minimum wage or cut into any overtime pay. Tips may be included as part of wages for employees who regularly receive more than $30 a month in tips. However, the employer must pay at least $2.13 an hour in direct wages to tipped employees and make sure that the amount of tips actually received by tipped employees is enough to meet the remainder of the minimum wage (or otherwise pay the difference in wages).

Overtime: Overtime must be paid at not less than one and one-half times the employee’s regular rate of pay for each hour worked in excess of 40 a week. A tipped employee’s regular rate for overtime purposes must include the amount of tip credit claimed by the employer, plus the reasonable cost or fair value of any facilities furnished to the employee as allowed by the FLSA (such as the cost of meals), and the cash wages including any commissions and certain bonuses paid by the employer.

Tips: Tipped employees are those who customarily and regularly receive more than $30 a month in tips. If the employer elects to claim a tip credit, the employer must inform employees in advance, advise them of the amount of tip credit to be claimed, and pay them at least the applicable minimum wage when wages and tips are combined. Also, employees must retain all of their tips, except to the extent that they participate in a valid tip pooling or sharing arrangement.

Youth Minimum Wage: Employers may pay a youth minimum wage of not less than $4.25 an hour to employees under 20 years old during the first 90 consecutive calendar days after initial employment by their employer. The law contains certain prohibitions against employers displacing any employee in order to hire someone at the youth minimum wage.

Youth Employment: The FLSA child labor regulations forbid the employment of minors under age 14 in non-agricultural jobs, restrict the hours of work and limit the occupations for 14- and 15-year olds, and forbid the employment of minors under age 18 in hazardous occupations.

Records: The FLSA requires employers to keep records of wages, hours, and other items, as specified in the record keeping regulations, 29 CFR Part 516

.

Exemptions: Section 13(a)(1) of the FLSA exempts bona fide executive, administrative, professional, and outside sales employees from the minimum wage and overtime pay requirements of the FLSA, if they meet certain tests regarding their job duties and responsibilities and are compensated “on a salary basis” at not less than stated amounts. Further information concerning these exemptions can be found in Regulations, 29 CFR Part 541

.

Typical Problems Causing Non-Compliance Include:

  • Employees placed on salary and classified as exempt without regard to the duties performed.
  • Failure to maintain records of, or pay overtime to, non-exempt salaried employees.
  • Failure to record and pay employees for all hours suffered or permitted to be worked.
  • Illegal deductions from pay for items like cash register shortages, uniforms, errors, bad checks, etc.
  • Failure to pay the correct overtime rate to tipped employees, or failure to pay the correct overtime rate that includes all service charges, commissions, bonuses and all other remuneration.
  • For employees paid with the tip credit: Tips not sufficient to make up the difference between the employer’s direct wage obligation and the minimum wage; employees receiving tips only; and sharing a portion of tipped employees’ tips with employees who are not eligible because they do not normally receive tips such as dishwashers, cooks, chefs, and janitors.
  • Paying straight time for hours worked beyond 40 per week instead of required overtime pay, or averaging the number of hours worked over two or more weeks to avoid overtime pay.
  • Failure to pay minimum wage/overtime to temporary help or employee leasing firm workers who are jointly employed by the hotel. Information concerning joint employment can be found in Regulations, 29 CFR Part 791

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Residential Care Facilities (Group Homes) Under the Fair Labor Standards Act

Revised July 2008

This fact sheet provides general information on minimum wage, overtime pay and child labor requirements of the Fair Labor Standards Act (FLSA) as they apply to residential care facilities, including group homes, board and care facilities. It is designed to alert employers to certain employment practices that must be followed to ensure compliance with the FLSA.

Characteristics

The residential care industry includes all firms primarily engaged in providing residential social and personal care for children, the aged, and special categories of persons with some limits on the ability for self-care, but where medical care is not a major element. Employees may perform work at one or more locations and in some instances may reside on the premises.

Coverage: The FLSA applies to employees of certain institutions primarily engaged in the care of sick, aged, mentally ill or defective clients who reside on the premises. The Act applies whether the institution is public or private or is operated for profit or not-for-profit.

Requirements

Minimum Wage: All non-exempt employees must be paid the Federal minimum wage on their regularly scheduled payday.

Overtime: All non-exempt employees must be paid overtime at a rate of time-and-one-half the regular rate of pay for each hour of overtime worked. Residential care facilities must pay overtime after 40 hours in a 7-day workweek, or (under prescribed conditions), may adopt agreements with their employees to pay time-and-one-half overtime rates for all hours worked over 8 in any workday or over 80 in a 14-day work period, whichever is the greater number of overtime hours.

Recordkeeping: Employers are required to maintain accurate payroll and daily and weekly time records. Time records must be preserved for two years and payroll records must be kept for three years. Employers must also record certain identifying information for employees including their name in full, their social security number, and the dates of birth for employees under age 19.

Exemptions: Certain employees whose primary duties are managerial, administrative, or professional in nature, as specifically defined by the Department of Labor, may be exempt from the FLSA’s minimum wage and overtime pay requirements.

Youth Employment: The FLSA sets a minimum age of 14 for most youth employed in covered non-agricultural employment. Fourteen- and 15-year-olds can work for limited periods of time each day (outside school hours) in specified occupations which do not interfere with their schooling, health, or well-being. Sixteen- and 17-year-olds may work at any time for unlimited hours in all jobs that have not been declared hazardous by the Secretary of Labor.

Common Industry Problems

Recordkeeping – Failure to keep accurate records of daily and weekly hours worked.

Uncompensated Time -Failure to pay for all the hours that an employee works. Non-exempt employees must be compensated for any time that they perform activities required or permitted by the employer.

  • Employees working tours of duty of less than 24 hours must be paid for sleep time. Certain special conditions apply to employees residing on the premises for extended periods of time and their relief workers which may allow the employers to deduct up to eight hours of sleep time per day in some cases.
  • Employees required or permitted to perform duties during normal “off-duty” time must be compensated.
  • Employees must be paid for attendance at staff meetings and most training programs.
  • Family members (husband and wife, for example), who work together must each receive proper compensation for the hours he/she worked.

Regular Rate – Failure to properly calculate employees’ regular rate of pay (base for computing time-and-one-half overtime premium).

Home Health Care and the Companionship Services Exemption Under the Fair Labor Standards Act (FLSA)

September 2013

This fact sheet provides general information concerning the application of the FLSA companionship services exemption in the home health care industry. The following information applies to the home health care industry until January 1, 2015. As of that date, revised regulations regarding the companionship services become effective. For information on the new regulations see Fact Sheet: Application of the Fair Labor Standards Act to Domestic Service; Final Rule. The following information applies to the home health care industry until the new regulations are in effect.

Characteristics

Employers who provide home health care services for individuals who (because of age or infirmity) are unable to care for themselves may or may not be required to pay minimum wage and/or overtime premium pay depending upon the type of services provided and the nature of the working relationship. Employees providing “companionship services” as defined by the FLSA need not be paid the minimum wage or overtime. Trained personnel such as nurses, whether registered or practical, are not exempt from minimum wage or overtime under the exemption for companions, but registered nurses may be exempt as professionals. Certified nurse aides and home health care aides may be considered exempt from the FLSA’s wage requirements depending upon the nature of their work. Please see Fact Sheet #17N for additional information on nursing exemptions.

Requirements

Persons employed in domestic service in households are covered by the FLSA. Nurses, certified nurse aides, home health care aides, and other individuals providing home health care services fall within the term “domestic service employment.”

An employee who performs companionship services in or about the private home of the person by whom he/she is employed is exempt from the FLSA’s minimum wage and overtime requirements if all criteria of the exemption are met. “Companionship services” means services for the care, fellowship, and protection of persons who because of advanced age or physical or mental infirmity cannot care for themselves. Such services include household work for aged or infirm persons including meal preparation, bed making, clothes washing and other similar personal services. General household work is also included, as long as it does not exceed 20 percent of the total weekly hours worked by the companion. Where this 20 percent limitation is exceeded, the employee must be paid for all hours in compliance with the minimum wage and overtime requirements of the FLSA.

The term “companionship services” does not include services performed by trained personnel such as registered or practical nurses. Registered nurses are exempt from the FLSA’s wage requirements where their time is spent in the performance of the duties of a nurse and are paid on a salary or a “fee basis” as defined by Regulations, 29 CFR Part 541

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Individuals other than trained personnel (such as nurses) who attend to invalid infants and young children are considered companions, rather than babysitters, and their status may thus be within the companion exemption.

FS 25 Covered domestic service employees who reside in the household where they are employed are entitled to the minimum wage but may be exempt from the Act’s overtime requirements.

Typical Problems

An employee hired as a companion to an aged individual with a physical infirmity spends more than 20 percent of his/her time doing general household work. That person must be paid at least the minimum wage and one and one-half the regular rate of pay for hours in excess of forty in a workweek.

An employee who provides care and protection for minor children, where the children are not physically or mentally infirm, must be paid the minimum wage and proper overtime compensation. This activity would not constitute exempt companionship services.

Exemption for Executive, Administrative, Professional, Computer & Outside Sales Employees Under the Fair Labor Standards Act (FLSA)

Revised September 2019

On April 26, 2024, the U.S. Department of Labor (Department) published a final rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees

, to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of $684 per week and total annual compensation requirement for highly compensated employees of $107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available.

This fact sheet provides general information on the exemption from minimum wage and overtime pay provided by Section 13(a)(1) of the FLSA as defined by Regulations, 29 C.F.R. Part 541

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The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at not less than time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek.

However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week. Employers may use nondiscretionary bonuses and incentive payments (including commissions) paid on an annual or more frequent basis, to satisfy up to 10 percent of the standard salary level. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations.

See other fact sheets in this series for more information on the exemptions for executive, administrative, professional, computer and outside sales employees, and for more information on the salary basis requirement.

Executive Exemption

To qualify for the executive employee exemption, all of the following tests must be met:

  • The employee must be compensated on a salary basis (as defined in the regulations) at a rate not less than $684 per week;
  • The employee’s primary duty must be managing the enterprise, or managing a customarily recognized department or subdivision of the enterprise;
  • The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent; and
  • The employee must have the authority to hire or fire other employees, or the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees must be given particular weight.

Administrative Exemptions

To qualify for the administrative employee exemption, all of the following tests must be met:

  • The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $684 per week;
  • The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and
  • The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.

Professional Exemption

To qualify for the learned professional employee exemption, all of the following tests must be met:

  • The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $684 per week;
  • The employee’s primary duty must be the performance of work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment;
  • The advanced knowledge must be in a field of science or learning; and
  • The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.

To qualify for the creative professional employee exemption, all of the following tests must be met:

  • The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $684 per week;
  • The employee’s primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.

Computer Employee Exemption

To qualify for the computer employee exemption, the following tests must be met:

  • The employee must be compensated either on a salary or fee basis (as defined in the regulations) at a rate not less than $684 per week or, if compensated on an hourly basis, at a rate not less than $27.63 an hour;
  • The employee must be employed as a computer systems analyst, computer programmer, software engineer or other similarly skilled worker in the computer field performing the duties described below;
  • The employee’s primary duty must consist of:
    1. The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications;
    2. The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications;
    3. The design, documentation, testing, creation or modification of computer programs related to machine operating systems; or
    4. A combination of the aforementioned duties, the performance of which requires the same level of skills.

Outside Sales Exemption

To qualify for the outside sales employee exemption, all of the following tests must be met:

  • The employee’s primary duty must be making sales (as defined in the FLSA), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer; and
  • The employee must be customarily and regularly engaged away from the employer’s place or places of business.

Highly Compensated Employees

Highly compensated employees performing office or non-manual work and paid total annual compensation of $107,432 or more (which must include at least $684 per week paid on a salary or fee basis) are exempt from the FLSA if they customarily and regularly perform at least one of the duties of an exempt executive, administrative or professional employee identified in the standard tests for exemption.

Blue-Collar Workers

The exemptions provided by FLSA Section 13(a)(1) apply only to “white-collar” employees who meet the salary and duties tests set forth in the Part 541 regulations. The exemptions do not apply to manual laborers or other “blue-collar” workers who perform work involving repetitive operations with their hands, physical skill and energy. FLSA-covered, non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the FLSA, and are not exempt under the Part 541 regulations no matter how highly paid they might be.

Police, Fire Fighters, Paramedics & Other First Responders

The exemptions also do not apply to police officers, detectives, deputy sheriffs, state troopers, highway patrol officers, investigators, inspectors, correctional officers, parole or probation officers, park rangers, fire fighters, paramedics, emergency medical technicians, ambulance personnel, rescue workers, hazardous materials workers and similar employees, regardless of rank or pay level, who perform work such as preventing, controlling or extinguishing fires of any type; rescuing fire, crime or accident victims; preventing or detecting crimes; conducting investigations or inspections for violations of law; performing surveillance; pursuing, restraining and apprehending suspects; detaining or supervising suspected and convicted criminals, including those on probation or parole; interviewing witnesses; interrogating and fingerprinting suspects; preparing investigative reports; or other similar work.

Other Laws & Collective Bargaining Agreements

The FLSA provides minimum standards that may be exceeded, but cannot be waived or reduced. Employers must comply, for example, with any Federal, State or municipal laws, regulations or ordinances establishing a higher minimum wage or lower maximum workweek than those established under the FLSA. Similarly, employers may, on their own initiative or under a collective bargaining agreement, provide a higher wage, shorter workweek, or higher overtime premium than provided under the FLSA. While collective bargaining agreements cannot waive or reduce FLSA protections, nothing in the FLSA or the Part 541 regulation relieves employers from their contractual obligations under such bargaining agreements.

Where to Obtain Additional Information