Cal/OSHA inspections under 8 CCR 3423 at a glance
Since 2000, 31 California inspections have cited 8 CCR 3423, 36 citations in all, 25 of them serious, carrying $219,715 in penalties after appeals. In the last 12 months 0 inspections opened. The industries inspected most here are Administrative and Support and Waste Management Services (25), (2), Professional, Scientific, and Technical Services (2).
Where it is cited most: Los Angeles (16), Contra Costa (3), Santa Barbara (2), Ventura (2), Orange (1), Nevada (1), Sacramento (1), Riverside (1), San Bernardino (1), Sutter (1).
All inspections, newest first
31 inspections. Click a date for the citations.
Largest penalties under 8 CCR 3423
By year opened
| Year | Inspections | With citations | Citations | Penalties | Deaths |
|---|---|---|---|---|---|
| 2025 | 1 | 1 | 10 | $36,750 | 0 |
| 2024 | 1 | 1 | 1 | $4,950 | 0 |
| 2022 | 1 | 1 | 9 | $12,370 | 1 |
| 2020 | 4 | 4 | 17 | $59,400 | 2 |
| 2019 | 2 | 2 | 10 | $13,545 | 1 |
| 2018 | 3 | 3 | 22 | $42,480 | 2 |
| 2017 | 1 | 1 | 3 | $18,500 | 1 |
| 2016 | 3 | 3 | 18 | $18,940 | 0 |
| 2014 | 1 | 1 | 10 | $3,835 | 1 |
| 2013 | 2 | 2 | 8 | $10,550 | 2 |
| 2011 | 2 | 2 | 12 | $25,595 | 0 |
| 2010 | 1 | 1 | 4 | $19,275 | 0 |
| 2008 | 1 | 1 | 12 | $48,810 | 0 |
| 2007 | 1 | 1 | 2 | $7,100 | 1 |
| 2006 | 1 | 1 | 3 | $500 | 0 |
| 2004 | 2 | 2 | 8 | $16,325 | 2 |
| 2003 | 2 | 2 | 6 | $11,740 | 0 |
| 2002 | 1 | 1 | 5 | $5,125 | 1 |
| 2001 | 1 | 1 | 1 | $4,050 | 1 |
Your rights when the hazard is real
You can report it, and the employer may not touch you for it. Any worker can file a confidential complaint with the nearest Cal/OSHA district office, by phone, online or in writing, and can ask that the employer not be told who complained. Firing, demoting, cutting hours, threatening or otherwise punishing a worker for a safety complaint, for reporting an injury, for testifying or for asking for a Cal/OSHA inspection is unlawful retaliation under Labor Code 6310; a complaint to the Labor Commissioner's Retaliation Complaint Investigation unit must be filed within one year, and a civil lawsuit is also available.
You can refuse work that would violate a safety standard and create a real and apparent hazard to you or your coworkers, and the employer may not retaliate for that refusal (Labor Code 6311). Say why in writing if you can, name the rule or the hazard, and keep a copy.
Every employer must have a written Injury and Illness Prevention Program (Title 8, section 3203), train workers on the hazards of their jobs, provide protective equipment at no cost, and give workers access to the exposure and medical records that concern them. Outdoor workplaces need a heat illness plan with water, shade and rest (section 3395); indoor ones above 82 degrees need the indoor rule (section 3396); and since July 2024 nearly every employer needs a workplace violence prevention plan (Labor Code 6401.9).
An injury itself is a workers' compensation claim, handled separately from anything on this page. What this firm handles is the employment side: the retaliation, the firing after the injury report, the wage and hour problems that usually travel with an unsafe workplace. Free, confidential review: (800) 371-3088.
Source: U.S. Department of Labor OSHA enforcement data, California inspections opened through Oct 27, 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.