Emergency exits that are blocked (e.g., by boxes, stored items) or locked is a serious safety violation and can result in very costly fines and penalties. Case in point: Dollar Tree got slapped with a $129,000 fine by OSHA for having locked its emergency doors at a Texas store during working hours. Dollar Tree has also been hit with six figure citations for blocking emergency exits with boxes and other supplies.

Confirmation has again been provided – if such was needed – that current or former employees “cannot be compelled to arbitrate [Private Attorneys General Act (PAGA)] claims based on a predispute arbitration agreement.” This was the finding of the Court of Appeal (5th District) in its ruling in the case Herrera v. Doctors Medical Center of Modesto (August 2021).

One of the costliest mistakes an employer can make is failing to pay compensable time in accordance with applicable local, state, and federal laws. Arizona law follows federal law under the Fair Labor Standards Act (FLSA) regarding compensable time such as defining the workday, the de minimis doctrine, pre- and post-shift activities (e.g., donning and doffing, security checks), waiting and on-call time. However, in most instances California law is more protective than the FLSA when it comes to compensable time.

Occupational Safety and Health Administration, Arizona Division of Occupational Safety and Health (ADOSH), and California Occupational Safety and Health Administration (Cal/OSHA); three agencies, one mission: improving and protecting the health and safety of workers across all industries. Each of these three agencies (collectively, “OSHA”) sets health and safety standards, provides outreach, education, permitting, licensing, and certification.

When faced with an unannounced OSHA workplace inspection, employers may – without risk of penalty:


Work Place Regulations

Labor shortages and work place regulations are critical issues for our industry and our employees.

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