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Section 7 of 7

CSLB Training and Reporting Requirements Practice Questions

10 free practice questions on training and reporting requirements, part of the Safety section (about 14% of the exam). Try each one, then open the answer: every choice is explained and the law is quoted.

Questions and answers

  1. Safety

    1. Under the Cal/OSHA Construction Safety Orders, how often must supervisors hold "toolbox" or "tailgate" safety meetings with their crews?

    • A. At least every 5 working days
    • B. At least every 10 working days
    • C. At least every 20 working days
    • D. At least every 30 working days
    Show answer

    Correct answer: B

    • A. At least every 5 working days

      Meeting every 5 working days is allowed, but the rule only requires meetings at least every 10 working days.

    • B. At least every 10 working days

      Correct answer

      Correct: supervisors must hold toolbox or tailgate safety meetings, or the equivalent, with their crews at least every 10 working days.

    • C. At least every 20 working days

      Waiting 20 working days is too long. The rule requires meetings at least every 10 working days.

    • D. At least every 30 working days

      Waiting 30 working days is too long. The rule requires meetings at least every 10 working days.

    Explanation

    Title 8 section 1509 says supervisors must hold toolbox or tailgate safety meetings, or the same kind of meeting, with their crews at least every 10 working days. The meetings are short talks that keep safety in front of the crew. Waiting 20 or 30 working days is too long. Every 5 working days is allowed, but the rule only requires every 10 working days.

    Source

  2. Safety

    2. A contractor's crew will work near flammable liquids and toxic materials on a job site. Under Title 8 section 1510, which topics must the employer's instructions to these workers cover?

    • A. Fire extinguisher use, evacuation routes, and the posted emergency numbers
    • B. Chemical label reading, container storage, and spill reports to Cal/OSHA
    • C. Respirator fit testing, medical exams, and exposure record keeping
    • D. Recognizing the hazard, protecting themselves, and first aid if injured
    Show answer

    Correct answer: D

    • A. Fire extinguisher use, evacuation routes, and the posted emergency numbers

      These are topics from other safety rules. Section 1510 requires instruction in recognizing the hazard, protecting against injury, and first aid if someone is injured.

    • B. Chemical label reading, container storage, and spill reports to Cal/OSHA

      This list does not match section 1510, which requires instruction in hazard recognition, self-protection procedures, and first aid procedures.

    • C. Respirator fit testing, medical exams, and exposure record keeping

      These topics come from other safety rules, not section 1510. That section requires instruction in recognizing the hazard, protecting against injury, and first aid.

    • D. Recognizing the hazard, protecting themselves, and first aid if injured

      Correct answer

      Correct. Section 1510 says workers facing known job site hazards like flammable liquids and toxic materials must be instructed in recognizing the hazard, protecting themselves from injury, and first aid if injured.

    Explanation

    Title 8 section 1510 says that when employees face known job site hazards, such as flammable liquids and toxic materials, they must be instructed in three things. These are how to recognize the hazard, how to protect themselves from injury, and the first aid procedure if someone is injured. The other lists name topics from other safety rules, not the three topics this section requires.

    Source

  3. Safety

    3. Three subcontractors work on the same construction project at one site. Under Title 8 section 1512, how may they meet the rule on persons trained to give first aid?

    • A. Each must have its own trained person, and they may not share
    • B. They may form a shared pool large enough for all their crews
    • C. Only the general contractor must provide trained persons for the whole site
    • D. They may rely on the local fire department instead of trained persons
    Show answer

    Correct answer: B

    • A. Each must have its own trained person, and they may not share

      Sharing is allowed. When more than one employer works on a single construction project at one site, the employers may form a pool of trained persons.

    • B. They may form a shared pool large enough for all their crews

      Correct answer

      Correct: employers on a single construction project at one site may form a pool of appropriately trained persons, as long as the pool is large enough to serve their combined work forces.

    • C. Only the general contractor must provide trained persons for the whole site

      The duty is not placed only on the general contractor. Each employer must ensure a suitable number of appropriately trained persons are available to give first aid.

    • D. They may rely on the local fire department instead of trained persons

      Calling the fire department does not replace trained persons. Each employer must ensure a suitable number of appropriately trained persons are available to give first aid.

    Explanation

    Title 8 section 1512 says each employer must make sure enough appropriately trained persons are available to give first aid. When more than one employer works on a single construction project at one site, the employers may form a pool of trained persons. The pool must be large enough to serve the combined work forces. So each employer does not need its own person, and the duty is not placed only on the general contractor. Calling the fire department does not replace trained persons.

    Sources

  4. Safety

    4. Besides the crew toolbox meetings, what other safety meetings does Title 8 section 1509 require a construction employer to hold?

    • A. Monthly meetings with Cal/OSHA inspectors to review job site hazards
    • B. Periodic meetings of supervisors to discuss safety problems and accidents
    • C. Yearly meetings with the CSLB to review the company safety program
    • D. Daily meetings of all crews before each shift to review hazards
    Show answer

    Correct answer: B

    • A. Monthly meetings with Cal/OSHA inspectors to review job site hazards

      Section 1509 does not require meetings with Cal/OSHA inspectors. The extra meetings are periodic meetings of supervisors, held under management's direction.

    • B. Periodic meetings of supervisors to discuss safety problems and accidents

      Correct answer

      Correct. Section 1509(d) requires periodic meetings of supervisory employees, under the direction of management, to discuss safety problems and accidents that have occurred.

    • C. Yearly meetings with the CSLB to review the company safety program

      Section 1509 does not require meetings with the CSLB. The extra meetings are periodic meetings of supervisors about safety problems and accidents.

    • D. Daily meetings of all crews before each shift to review hazards

      The rule does not require daily crew meetings; crew toolbox meetings are held at least every 10 working days. The other required meetings are periodic supervisor meetings.

    Explanation

    Title 8 section 1509(d) requires periodic meetings of supervisory employees, held under the direction of management, to discuss safety problems and accidents that have occurred. These are in addition to the toolbox or tailgate meetings that supervisors hold with their crews at least every 10 working days. The rule does not require meetings with Cal/OSHA or the CSLB, and it does not require daily crew meetings.

    Source

  5. Safety

    5. A saw cuts off a worker's finger (an amputation). The worker is treated at a clinic and goes home the same day. The worker is not admitted to a hospital. Under Labor Code section 6302, is this a "serious injury or illness"?

    • A. No, because the worker was not admitted to a hospital
    • B. Yes, because an amputation counts even without a hospital stay
    • C. No, because only the loss of a whole hand or arm counts
    • D. Yes, but only if the worker misses more than 3 workdays
    Show answer

    Correct answer: B

    • A. No, because the worker was not admitted to a hospital

      Hospital admission is only one test; an amputation is a separate test, so it counts as serious even without a hospital stay.

    • B. Yes, because an amputation counts even without a hospital stay

      Correct answer

      Correct. Section 6302(h) lists an amputation as a serious injury on its own, separate from inpatient hospitalization.

    • C. No, because only the loss of a whole hand or arm counts

      The definition says "an amputation" and does not require the loss of a whole hand or arm, so a lost finger counts.

    • D. Yes, but only if the worker misses more than 3 workdays

      The definition does not depend on how many workdays the worker misses; the amputation alone makes it a serious injury.

    Explanation

    Labor Code section 6302(h) defines a serious injury or illness as one that requires inpatient hospitalization, or one in which an employee suffers an amputation, the loss of an eye, or any serious degree of permanent disfigurement. These are separate tests, so an amputation is a serious injury even when the worker is not admitted to a hospital. The law does not require the loss of a whole hand or arm. It also does not depend on how many workdays the worker misses.

    Source

    • Lab. Code §6302(h)

      “Serious injury or illness” means any injury or illness occurring in a place of employment or in connection with any employment that requires inpatient hospitalization, for other than medical observation or diagnostic testing, or in which an employee suffers an amputation, the loss of an eye, or any serious degree of permanent disfigurement

      View source: Lab. Code §6302(h)Official site for Lab. Code §6302(h) (opens in a new tab)

  6. Safety

    6. A roofing contractor's crew works outdoors. Most of the workers understand Spanish best. Under the Cal/OSHA outdoor heat illness standard, in what language must the written Heat Illness Prevention Plan be?

    • A. In English only, because English is the official language
    • B. In Spanish only, because most of the workers understand it
    • C. In every language spoken by anyone on the crew
    • D. In both English and Spanish, the language most workers understand
    Show answer

    Correct answer: D

    • A. In English only, because English is the official language

      English alone is not enough. The plan must also be in the language most of the employees understand, which here is Spanish.

    • B. In Spanish only, because most of the workers understand it

      Spanish alone is not enough. The plan must be in English as well as in the language most of the employees understand.

    • C. In every language spoken by anyone on the crew

      The rule does not require a version in every language spoken on the crew. It requires English plus the language the majority of employees understand.

    • D. In both English and Spanish, the language most workers understand

      Correct answer

      Correct. Section 3395(i) requires the written plan in both English and the language understood by the majority of employees, which here is Spanish.

    Explanation

    Title 8 section 3395(i) says the Heat Illness Prevention Plan must be in writing in both English and the language understood by the majority of the employees. Here most workers understand Spanish, so the plan must be in English and Spanish. A plan only in English or only in Spanish does not meet the rule. The rule does not require a version in every language spoken on the crew.

    Source

  7. Safety

    7. A worker says he hurt his back lifting materials at work. He needs medical treatment beyond first aid. The employer doubts that the injury happened at work. Under Labor Code section 6409.1(a), what must the employer do?

    • A. Wait to file until the employer proves the injury is work-related
    • B. File no report, because the employer disputes the worker's claim
    • C. File the report within 5 days, because alleged work injuries count
    • D. File the report within 30 days, after its own investigation ends
    Show answer

    Correct answer: C

    • A. Wait to file until the employer proves the injury is work-related

      The employer may not wait for proof. A report is required for injuries alleged to have arisen out of employment, within five days after the employer learns of it.

    • B. File no report, because the employer disputes the worker's claim

      The employer's doubt does not remove the duty, because the rule covers injuries that are alleged to have arisen out of the employment.

    • C. File the report within 5 days, because alleged work injuries count

      Correct answer

      Correct. A report is required for each injury that has, or is alleged to have, arisen out of employment, within five days after the employer learns of it.

    • D. File the report within 30 days, after its own investigation ends

      The deadline is five days after the employer learns of the injury, not 30 days, and it does not wait for an investigation to end.

    Explanation

    Labor Code section 6409.1(a) requires a report for each injury that has arisen, or is alleged to have arisen, out of the employment. The report is due within five days after the employer learns of the injury. The employer's doubt does not remove the duty or delay the deadline. Waiting for proof or for an investigation to end would miss the five-day deadline.

    Source

  8. Safety

    8. A carpenter tells his employer that a scaffold has no guardrails. He does not complain to Cal/OSHA. A week later, the employer demotes him because of the complaint. Under Labor Code section 6310, what is he entitled to?

    • A. Nothing, because he complained only to his employer, not to Cal/OSHA
    • B. Nothing, because he was demoted and not fired from the job
    • C. Reinstatement and repayment of lost wages and work benefits
    • D. Lost wages only, because no workers' compensation claim was filed
    Show answer

    Correct answer: C

    • A. Nothing, because he complained only to his employer, not to Cal/OSHA

      Section 6310 protects a complaint about unsafe conditions made to the employer, not only one made to Cal/OSHA.

    • B. Nothing, because he was demoted and not fired from the job

      Demotion counts as well as firing; an employee demoted because of the complaint is protected.

    • C. Reinstatement and repayment of lost wages and work benefits

      Correct answer

      An employee demoted for complaining about unsafe working conditions is entitled to reinstatement and reimbursement of lost wages and work benefits.

    • D. Lost wages only, because no workers' compensation claim was filed

      A workers' compensation claim is not needed, and the remedy includes reinstatement and lost work benefits, not only lost wages.

    Explanation

    Labor Code section 6310 protects an employee who makes an oral or written complaint about unsafe working conditions to Cal/OSHA or to the employer. An employee who is demoted or otherwise discriminated against for that complaint is entitled to reinstatement (getting the old job back) and reimbursement (repayment) of lost wages and work benefits. A complaint made only to the employer is protected. Demotion counts, not only firing. A workers' compensation claim is not needed for this protection.

    Sources

  9. Safety

    9. A construction employer has adopted a written Code of Safe Practices. Under Title 8 section 1509, what must the employer do with it on each job?

    • A. File it with the CSLB each time the contractor's license is renewed
    • B. Keep it only at the company's main business office in a file
    • C. Mail a copy to Cal/OSHA before each new job starts
    • D. Post it at the job site office or give it to supervisors
    Show answer

    Correct answer: D

    • A. File it with the CSLB each time the contractor's license is renewed

      The rule does not say to file the Code of Safe Practices with the CSLB. It must be posted at each job site office or given to each supervisor.

    • B. Keep it only at the company's main business office in a file

      Keeping it only at the main office does not meet the rule. It must be posted at each job site office or given to each supervisor.

    • C. Mail a copy to Cal/OSHA before each new job starts

      The rule does not say to mail the Code of Safe Practices to Cal/OSHA. It must be posted at each job site office or given to each supervisor.

    • D. Post it at the job site office or give it to supervisors

      Correct answer

      Correct: the Code of Safe Practices must be posted in a conspicuous place at each job site office, or given to each supervisor, who must keep it readily available.

    Explanation

    Section 1509 says the Code of Safe Practices must be posted in a conspicuous (easy to see) place at each job site office, or given to each supervisor, who must keep it readily available. The point is that the rules are at the job, where the work happens. Keeping it only at the main office does not meet this rule. The rule does not say to file it with the CSLB or mail it to Cal/OSHA.

    Source

  10. Safety

    10. An employer moves a laborer to a new job: running a concrete saw. The worker has never been trained for this job. Under the Injury and Illness Prevention Program (IIPP) rule, must the employer train the worker?

    • A. No, because training is required only when a worker is hired
    • B. No, because the worker already finished new-hire training
    • C. Yes, but only if the worker asks for the training
    • D. Yes, because training is required for new job assignments
    Show answer

    Correct answer: D

    • A. No, because training is required only when a worker is hired

      Training is not limited to hiring time. Section 3203 also requires training when an employee gets a new job assignment they have not been trained for.

    • B. No, because the worker already finished new-hire training

      New-hire training does not cover a new job the worker was never trained for, so the concrete saw job still requires training.

    • C. Yes, but only if the worker asks for the training

      The employer must give the training on its own. The rule does not wait for the worker to ask.

    • D. Yes, because training is required for new job assignments

      Correct answer

      Correct. Section 3203 requires IIPP training for all employees given new job assignments for which they have not previously received training.

    Explanation

    Title 8 section 3203 lists when IIPP training must be given. One of these times is when an employee gets a new job assignment for which the employee has not been trained before. New-hire training does not cover a new job the worker was never trained for. The employer must give the training; it does not wait for the worker to ask.

    Source

Keep studying

Read the Section 7 study notes: Safety

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