AB 1110 amends Labor Code Section 6328 to require that the Division of Occupational Safety and Health (the division) include the email address of the nearest division office on the statutorily required workplace safety notice. The bill also directs the division to supply employers with sufficient posters in both English and Spanish and to promulgate regulations dictating the notices’ content, placement, and quantity.
The bill makes parallel, labeled-as-nonsubstantive edits to Section 253, preserving the Labor Commissioner’s exclusive role in hearing wage disputes tied to seasonal labor and the prohibition on deductions for employee gambling and liquor debts. For compliance officers and employers, AB 1110 tightens what must appear on posted notices and shifts administrative work—printing, updating, and following new posting rules—onto both the Division and employers on the ground.
At a Glance
What It Does
The bill amends Labor Code Section 6328 to add the nearest division office’s email address to the mandatory safety notice and requires the division to produce and supply English and Spanish posters. It directs the division to adopt regulations setting notice content and rules for where and how many notices must be posted. The bill also edits Section 253 to modernize language while leaving the Labor Commissioner’s authority over seasonal labor wage disputes intact.
Who It Affects
All California employers required to post workplace safety notices (including employers of seasonal workers), the Division of Occupational Safety and Health (which must produce and regulate notices), the Labor Commissioner (who retains jurisdiction over seasonal wage disputes), and frontline workers—particularly Spanish speakers—who rely on posted contact information to raise safety concerns.
Why It Matters
Adding an email contact formalizes a low-friction reporting channel and makes notices more digitally accessible; mandating English and Spanish posters recognizes linguistic realities in many workplaces. At the same time, the division’s delegated rulemaking and the obligation to supply bilingual posters create new operational and compliance responsibilities for both the agency and employers.
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What This Bill Actually Does
AB 1110 revises the state’s long-standing notice requirement that employers post a Division of Occupational Safety and Health (Cal/OSHA) notice about workplace safety rights. Currently that notice must show the address and telephone number of the nearest division office; the bill requires the notice to include the email address for that office as well.
By putting an explicit email contact on the poster, the bill lowers the friction for workers who prefer electronic communication or who cannot safely place a phone call from the workplace.
The bill gives the division two connected responsibilities: first, to supply employers with printed notices “as soon as practical,” and second, to adopt regulations that specify what must appear on the notices and where and how many notices employers must post. The statute explicitly calls for sufficient posters in both English and Spanish to be printed and distributed to employers statewide, which creates an ongoing production and distribution duty for the division and a posting obligation for employers.Separately, AB 1110 tweaks Section 253 of the Labor Code with wording changes described in the text as nonsubstantive.
Those edits do not alter the operative rule that the Labor Commissioner has exclusive jurisdiction to hear and decide wage disputes tied to seasonal labor and must reject deductions from wages for gambling and liquor debts incurred during employment. Practically, the bill leaves intact the Commissioner’s role in resolving seasonal-labor disputes while modernizing language in the statute.Taken together, the bill is a targeted modernization of posting rules and administrative practice: it clarifies the contact modes employees must see on safety notices, formalizes bilingual printed distribution, and delegates the detailed posting rules to the division.
It does not create new private-rights-of-action or civil penalties in the text—enforcement remains tied to existing Division and Labor Commissioner channels—so the practical impact will turn on how the division writes and enforces the implementing regulations.
The Five Things You Need to Know
The bill amends Labor Code Section 6328 to require the safety notice to display the nearest division office’s email address in addition to the address and telephone number.
It mandates that the division supply sufficient printed posters in both English and Spanish to employers across the state and directs the division to promulgate regulations on content, location, and number of notices.
The statute requires posters be provided “as soon as practical,” language that creates a non‑specific timing obligation for the division’s distribution efforts.
Section 253 is revised with wording described as nonsubstantive; it continues to give the Labor Commissioner exclusive authority to hear seasonal labor wage disputes and to reject deductions for gambling and liquor debts.
The bill does not add new enforcement penalties in the statutory text; compliance and remedies remain tied to existing division procedures and the Labor Commissioner’s administrative processes.
Section-by-Section Breakdown
Every bill we cover gets an analysis of its key sections.
Adds email address to required safety notice
This subsection revises the list of contact details that the division’s workplace safety notice must display, explicitly adding the email address of the nearest division office alongside the address and telephone number. For employers, this changes the poster’s required content; for the division, it imposes a need to select and maintain an email contact for each office and decide how emails will be routed and handled. Because the statute ties the email to the “nearest division office,” workplaces with multiple offices or remote/telework arrangements will face interpretation questions about which office and which email to display.
Division’s duty to supply bilingual posters and adopt posting rules
Subsection (b) directs the division to supply employers with the notice “as soon as practical” and to promulgate regulations that determine the notice’s content and the required location and number of postings. The statute also requires sufficient posters in English and Spanish for distribution statewide. Practically, that delegates granular decisions—how many posters per worksite, where to place them, how often to replace them—to the division’s rulemaking process and creates a production and distribution responsibility for the agency.
Modernizes wording; preserves Commissioner’s role on seasonal labor
Section 253 receives wording updates the bill labels as nonsubstantive, but it expressly maintains the existing substance: the Labor Commissioner must hear and decide wage disputes tied to seasonal labor and must allow or reject deductions from wages, rejecting deductions for gambling and liquor debts incurred during employment. The change reduces archaic or gendered language without altering the Commissioner’s investigatory and adjudicative authority over seasonal-labor pay issues.
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Every bill creates winners and losers. Here's who stands to gain and who bears the cost.
Who Benefits
- Frontline employees (especially those who prefer email): They gain a low-friction, documented channel to contact the nearest division office, which can increase reporting and follow-up for safety complaints.
- Spanish-speaking workers: The statutory requirement that the division supply posters in Spanish as well as English improves access to safety information for a large segment of California’s workforce.
- Labor advocates and unions: Clear, standardized contact information and bilingual postings make it easier to inform members about rights and to guide them to administrative remedies.
- Compliance officers and HR teams: A defined list of required poster elements and the division’s forthcoming regulations give employers a target for compliance (once the rules are issued), reducing uncertainty about what to post.
Who Bears the Cost
- Employers required to post notices: Employers must receive, print (if not entirely provided), post, and maintain bilingual notices and ensure they appear in the locations the division’s future regulations will require, creating time and printing costs.
- Division of Occupational Safety and Health (Cal/OSHA): The division must produce, update, and distribute bilingual posters statewide and draft implementing regulations—an operational and budgetary burden that may require staff time and funding.
- Small and seasonal employers: Operations with multiple temporary worksites will face logistical burdens determining which office’s contact to post and ensuring sufficient bilingual posters are displayed across fluctuating worksites.
- Labor Commissioner’s office: If the email channel increases the volume or complexity of incoming complaints, the Commissioner’s office could see heavier caseloads tied to seasonal-labor disputes and safety referrals.
Key Issues
The Core Tension
The bill balances improved worker access to enforcement contacts and bilingual information against new administrative and fiscal burdens for employers and the division; the choice to delegate key details to regulatory rulemaking resolves complexity but postpones clarity and risks uneven application across workplaces and languages.
The bill’s apparent simplicity masks several implementation questions. First, adding an email to the poster is straightforward on paper but requires the division to decide which office’s email applies to multi-site employers, how to keep addresses current, and how to route and log complaints received by email.
Those operational choices affect response times, data retention, and privacy practices—none of which the text addresses.
Second, the bilingual poster requirement is limited to English and Spanish. California’s workforce includes many speakers of Chinese, Tagalog, Vietnamese, Punjabi, and other languages; restricting printed distribution to two languages raises equity questions for workplaces with concentrated non‑Spanish non‑English speakers.
The statutory phrase “sufficient posters” and the delegation to the division to set posting numbers and locations leave employers uncertain until regulations are issued; that ambiguity can produce inconsistent compliance across industries and regions. Finally, the bill does not add civil penalties or a private right of action for failure to post, so enforcement will depend on administrative mechanisms the division chooses to exercise and the Labor Commissioner’s existing processes.
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