The Occupational Safety and Health Administration recently announced that OSHA area offices will begin to increase in-person inspections in some parts of the country as the agency released a revised response plan on how it will handle COVID-19-related complaints, referrals, and severe illness reports. The previous COVID-19 enforcement guidance sent to the area offices in April 2020, which had relaxed recordkeeping standards and otherwise eased off typical enforcement activity, has been rescinded.
Kentucky OSHA (KOSH) has been tasked with enforcing Governor Beshear’s Executive Orders (EO) regarding essential businesses and social distancing.
The Kentucky Labor Cabinet’s Department of Workplace Standards released its proposed amendments to its injury and illness recordkeeping and reporting requirements on February 11, 2020. A public hearing on these amendments was set to be heard today at the Kentucky Labor Cabinet. Due to the COVID 19 pandemic, however, the public hearing has been cancelled and employers are encouraged to submit written comments on the proposed rule change by April 30, 2020. Until then, here’s what employers need to know about these proposed changes and how they could potentially affect injury and illness reporting in Kentucky.
Registration is open for an upcoming OSHA meeting on the benefits of using leading indicators in addition to lagging indicators for the tracking of workplace injuries. The agency notes that while many employers track their injury or illness rates using lagging indicators, such information does not reveal hazards until after an injury or illness occurs. Instead, OSHA wants to discuss whether employers should also consider using leading indicators, which it describes as including proactive, preventive, and predictive measures.
Harkening back to the “Blacklists” imposed by the Obama administration, Dr. David Michaels, former Assistant Secretary of Labor for the Occupational Safety and Health Administration, urged the government to ban a construction contractor from work on public lands in a tweet this week after the company pleaded guilty on charges related to the death of a worker. But can the government even do that?
California has been wrought with devastating wildfires in recent years. Last year, in fact, the state suffered one of its most destructive wildfire seasons ever recorded; there were over 8,500 wildfires and the largest area of acreage was burned. The good news, for now, is that Cal Fire has reported that wildfires are down 90% in 2019.
OSHA has issued a final rule rescinding requirement for companies with 250 or more employees to electronically submit the OSHA 300 log and OSHA Form 301.
Today, the U.S. Occupational Health and Safety Administration (OSHA) issued a standard interpretation clarifying its position on the new recordkeeping rule’s anti-retaliation provisions. OSHA’s memorandum essentially “rolls back” its enforcement of the anti-retaliation provisions, particularly concerning safety incentive programs and post-accident drug testing. Why is this important? Mainly because many employers struggled to understand the anti-retaliation provisions since they were published, in guidance materials accompanying the new regulations, in May 2016. Indeed, OSHA has gone to great lengths to explain the anti-retaliation provisions in the new rule’s preamble, with OSHA guidance and several memorandums. To be blunt, OSHA’s explanations have been extremely vague and confusing. But alas, the struggle to understand the anti-retaliation provisions is over … hopefully. Today’s interpretation states supersedes all the prior guidance on this topic.
Two recent cases should remind employers to contest OSHA citations quickly to prevent the citations from becoming final. It’s an uphill battle if your notice of contest is submitted late.
On April 30, the Occupational Safety and Health Administration (Fed-OSHA) reversed course and issued a press release announcing that employers in all state-plan states must implement Fed-OSHA’s new electronic recordkeeping and reporting rule.