Employer record, Cal/OSHA and OSHA inspections

Parks Management Corp dba Six Flags Discovery King Cal/OSHA Inspections and Citations

Benjamin Eghbali, Esq.Legal notes by Benjamin Eghbali, Esq.,

Parks Management Corp dba Six Flags Discovery King: 4 inspections, 6 citations and $7,570 in penalties, latest opened Sep 24, 2014.

Every Cal/OSHA and federal OSHA inspection of a California workplace opened since 2000: 238,466 inspections of 122,854 employers, 447,188 citations, $586,238,760 in penalties, 5,717 deaths investigated.

Parks Management Corp dba Six Flags Discovery King safety record at a glance

Parks Management Corp dba Six Flags Discovery King has been the subject of 4 Cal/OSHA inspections in California since 2000, opened between Jun 25, 2010 and Sep 24, 2014. 2 of them were referral inspections. 3 of them produced citations, 6 in all: 2 serious. Inspectors proposed $9,815 in penalties; after appeals and settlements the current total is $7,570. The largest single penalty, $3,935, came from an inspection opened Mar 30, 2012 in Vallejo. That places the employer at #18,185 of 122,854 California employers in the database by penalties.

Industry as coded by the inspecting office: Arts, Entertainment, and Recreation. Worksites in Vallejo.

Every inspection, newest first

Click a date for the citations in that inspection.

OpenedCityWhyResultProposedPenaltyClosed
Sep 24, 2014VallejoAccident1 citation 1 serious$2,700$2,700Mar 10, 2015
Jul 16, 2012VallejoReferral1 citation$935$935Oct 15, 2012
Mar 30, 2012VallejoReferral4 citations 1 serious$6,180$3,935Apr 24, 2013
Jun 25, 2010VallejoComplaintno citations00Aug 23, 2010

Also recorded as: Parks Management Corp. dba Six Flags Discovery Kin.

The rules this employer was cited under

Accidents investigated

not stated, Vallejo. Accident investigation 1 hospitalized Inspection

Local pages: Vallejo employment lawyer.

How to read this record

Each row is one inspection by Cal/OSHA (or, rarely, federal OSHA) of one worksite. Why is the reason it was opened. Proposed is the penalty the inspector assessed; penalty is the current figure after any appeal or settlement. "Serious" means a realistic possibility of death or serious harm; "willful" and "repeat" carry penalties up to $162,851 each.

Citations document that the employer was told, in writing, what the rule required and when. That knowledge is often the center of a retaliation case: a worker who complained about the hazard an inspector later cited, and was then fired or cut, has a Labor Code 6310 claim, with lost wages and attorney's fees.

Full explainer: how to read a Cal/OSHA record.

If you work, or worked, at Parks Management Corp dba Six Flags Discovery King

Write down what you reported, to whom and when, and what changed afterward: shifts, pay, duties, write-ups. Request the inspection file from the Cal/OSHA district office using the activity number on the inspection page. An injury goes through workers' compensation; a firing, demotion or threat after a safety complaint or injury report is an employment claim with a one-year deadline at the Labor Commissioner (Labor Code 6310) and a longer one in court. Free, confidential review: (800) 371-3088 or send what you have.

Source: U.S. Department of Labor OSHA enforcement data, California inspections. Record last checked Nov 1, 2026. Back to the safety tracker.

About this data: Records come from the U.S. Department of Labor's OSHA enforcement datasets (inspection, violation, accident and accident injury tables), which carry Cal/OSHA's state-plan inspections alongside federal ones. We load every inspection of a California worksite opened since January 1, 2000 and refresh it weekly. Employer names, addresses and industry codes are as the inspecting office recorded them; similar names are grouped where they clearly refer to the same employer. A citation can be reduced, vacated or withdrawn on appeal, and an inspection can stay open for months, so a record can change. Penalties shown as "current" reflect the latest status in the federal file. This page is public information about the employer's regulatory record, not legal advice and not a statement that any person was harmed or any law broken beyond what the record states.

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