Chapter 6 - The OSH Act, Standards, and Liability

Chapter 6 - The OSH Act, Standards, and Liability
Occupational Safety and Health for Technologists, Engineers, and Managers © 2011, 2008, 2005, 2002, 1999 Pearson Education, Inc.
tab By David L. Goetsch Pearson Prentice Hall - Upper Saddle River, NJ 07458
RATIONALE FOR THE OSH ACT

•  Laws governing workplace safety were limited and
sporadic, until 1970, when Congress passed the
OSH Act with the following stated purpose:
–  To assure so far as possible every working man and
woman in the nation safe and healthful working
conditions and to preserve our human resources.
•  In developing this legislation, Congress considered
the following yearly statistics: (EVERY Year…)
–  Workplace accidents caused an average of 14,000
deaths.
–  2.5 million workers were disabled in workplace accidents.
–  Approximately 300,000 new cases of occupational
diseases were reported.
OSHA S MISSION AND PURPOSE

•  According to the U.S. Department of Labor,
OSHA s mission and purpose can be summarized
as follows: employers & employees to reduce
–  Encourage
workplace hazards.
–  Implement new & improve existing, safety/health
programs.
–  Encourage research that will lead to innovative ways
of dealing with workplace safety & health problems.
–  Establish the rights of employers and of employees
regarding the improvement of workplace safety & health.
–  Monitor job-related illnesses and injuries through a
system of reporting and record keeping.
OSHA S MISSION AND PURPOSE …cont d

•  According to the U.S. Department of Labor, OSHA s
mission and purpose can be summarized as follows:
–  Establish training programs to increase the number of
safety & health professionals and to improve their
competence continually.
–  Establish mandatory workplace safety & health standards
and enforce those standards.
–  Provide for the development and approval of state-level
workplace safety & health programs.
–  Monitor, analyze, and evaluate state-level safety & health
programs.
OSH ACT COVERAGE

•  The OSH Act applies to most employers.
–  If an organization has even one employee, it must
comply with applicable sections of the act.
•  This includes all types of employers from manufacturing
and construction to retail and service organizations.
•  There is no exemption for small businesses.
–  Those with 10 or fewer employees are exempt from OSHA
inspection & not required to maintain injury/illness records.
•  The OSH Act covers employers in all 50 states, the
District of Columbia, Puerto Rico, and all other
territories under U.S. government jurisdiction.
OSH ACT COVERAGE

•  Exempted employers are:
–  Persons who are self-employed.
–  Family farms that employ immediate family members.
–  Federal agencies covered by other federal statutes.
–  State and local governments.
–  Coal mines
•  regulated by mining-specific laws.
•  The general duty clause of the OSH Act requires
that employers provide a workplace free from
hazards that are likely to harm employees.
–  Applies when there is no specific OSHA standard for a
given situation.
OSHA Standards versus OSHA Regulations

•  OSHA issues both standards and regulations.
–  OSHA standards address specific hazards.
–  Regulations are more generic than standards, in some
cases, and more specific in others…Regulations do not
apply to specific hazards.
•  OSHA must publish intentions to adopt, amend, or
revise standards in the Federal Register.
•  Any interested party may ask for a public hearing
on a proposed rule or rule change, which OSHA
must conduct.
How to Read an OSHA Standard

•  OSHA standards are typically long and complex.
–  Written in the language of lawyers and bureaucrats.
•  OSHA standards are part of the CFR, published by
the Office of the Federal Register.
–  Title 29 contains all the standards assigned to OSHA.
•  Title 29 is divided into several parts, each carrying a
four-number designator (Part 1901, Part 1910, etc.)
–  Parts are divided in sections, with numerical
designations.
•  For example, 29 CFR 1910.1 means:
–  Title 29, Part 1910, Section 1, Code of Federal
Regulations.
How to Read an OSHA Standard

•  The sections are divided into four different levels
of subsections, each with a particular designator:
–  First Level: Alphabetically, using lowercase letters in
parentheses: (a) (b) (c) (d).
–  Second Level: Numerically, using numerals in
parentheses: (1) (2) (3) (4).
–  Third Level: Numerically, using roman numerals in
parentheses: (i) (ii) (iii) (iv).
–  Fourth Level: Alphabetically, using uppercase letters in
parentheses: (A) (B) (C) (D).
Temporary Emergency Standards

•  OSHA is empowered to pass temporary standards
on an emergency basis without undergoing normal
adoption procedures.
–  In effect only until permanent standards can be developed.
•  To justify emergency temporary standards, OSHA
must determine workers are in imminent danger
from exposure to a hazard not already covered.
•  Once a temporary standard has been developed, it
is published in the Federal Register.
–  This serves as the notification step, and the standard is
then subjected to all the other adoption steps outlined in
the preceding section.
How to Appeal a Standard

•  A standard, either permanent or temporary, may be
appealed by any person who is opposed to it.
–  Filed in the U.S. Court of Appeals serving the geographic
region in which the complainant lives or does business.
•  Filing of one or more appeals does not delay the
enforcement of a standard, unless the court of
appeals handling the matter mandates a delay.
•  Occasionally, an employer may be unable to
comply with a new standard by the effective date
of enforcement.
–  In such cases, the employer may petition OSHA at the
state or federal level for a variance.
OSHA S RECORD KEEPING AND REPORTING

•  Employers have complained for years about the
mandated injury and illness record-keeping system:
–  Cumbersome and complicated.
–  Had not kept up with new and emerging issues.
–  There were too many interpretations.
–  Forms were too complex.
–  Guidelines were too long and difficult to understand.
•  In response to these complaints, OSHA initiated a
dialogue among stakeholders to improve the
record-keeping and reporting process.
Reporting Requirements
•  All occupational illnesses/injuries must be reported
if they result in one or more of the following:
–  Death of one or more workers
–  One or more days away from work
–  Restricted motion or restrictions to the work that an
employee can do
–  Loss of consciousness of one or more workers
–  Transfer of an employee to another job
–  Medical treatment beyond in-house first aid (if it is not on
the first-aid list, it is considered medical treatment)
–  Any other condition listed in Appendix B of the rule.
Record-Keeping Requirements
•  Employers are required to keep injury and illness
records for each location where they do business.
•  Records must be maintained on an annual basis
using special forms prescribed by OSHA.
–  Computer or electronic copies can replace paper copies.
•  Records are not sent to OSHA—they must be
maintained locally for a minimum of three years.
–  Available for inspection by OSHA at any time.
Record-Keeping Requirements
•  OSHA Form 301is used for every incidence of a
recordable injury or illness.
–  Must be completed within seven calendar days.
See textbook page 99.

Record-Keeping and Reporting Exceptions

•  Among the exceptions to OSHA s record-keeping
and reporting requirements:
–  Employers with 10 or fewer employees.
–  Employers in real estate, finance, retail trade, insurance.
KEEPING EMPLOYEES INFORMED

•  Employers are required to keep employees
informed about safety & health issues.
–  OSHA regulation in this area concerns posting of
material.
•  In addition to the posting requirements, employers
must also provide employees who request them
with copies of the OSH Act and any OSHA rules
that may concern them.
•  Employees must be given access to records of
exposure to hazardous materials and medical
surveillance that has been conducted.
WORKPLACE INSPECTIONS & ENFORCEMENT

•  OSHA may conduct inspections unannounced, and
except under special circumstances, prior notice is
a crime punishable by fine, imprisonment, or both.
•  OSHA compliance officers are required to present
their credentials to the person in charge.
–  Having done so, they are authorized to enter any site,
location, or facility where work is taking place.
–  They may inspect, at reasonable times, any condition,
facility, machine, equipment, materials, etc.
–  Finally, they may question, in private, any employee or
other person formally associated with the company.

•  The inspection proceeds in the following steps:
–  The OSHA compliance officer presents his/her credentials
to a company official.
–  The compliance officer conducts an opening conference
with company officials & employee representatives.
•  Why the plant was selected for inspection.
•  Purpose of the inspection, scope, and applicable standards.
–  After choosing the route and duration, the compliance
officer makes the inspection tour.
•  During the tour, the compliance officer may observe, interview
pertinent personnel, examine records, take readings & photos.

•  The inspection proceeds in the following steps:
–  The compliance officer holds a closing conference, which
involves open discussion between the officer and
company & employee representatives.
–  OSHA personnel advise company representatives of
problems noted, actions planned as a result, and
assistance available from OSHA.
CITATIONS AND PENALTIES

•  Based on findings of workplace inspections, OSHA
is empowered to issue citations and/or penalties.
–  A citation informs the employer of OSHA violations.
–  Penalties are typically fines assessed—result of citations.
•  Other-than-serious violation - a violation with a
direct relationship to job safety & health, but
probably would not cause death or serious
physical harm.
–  A proposed penalty of up to $7,000 for each
violation is discretionary, and may be adjusted
downward by as much as 95%.

•  Serious violation - a violation in which there is a
high probability that death or serious physical
injury may result, and that the employer knew or
should have known of the hazard.
–  OSHA proposes a mandatory penalty for each
serious violation, which may be adjusted
downward depending on the employer s good
faith, history of prior violations, and the gravity
of the alleged violation.

•  Willful violation - a violation that the employer
intentionally and knowingly commits.
–  A minimum penalty of $5,000 for each violation.
•  A proposed penalty may be adjusted downward, depending on
the size of the business and its history of previous violations.
•  Usually, no credit is given for good faith.
–  If an employer is convicted of a willful violation resulting in
the death of an employee, the offense is punishable by a
court-imposed fine or by imprisonment.
–  A fine of up to $250,000 for an individual or $500,000 for
a corporation may be imposed for a criminal conviction.

•  Repeat violation - a violation where, on
reinspection, a substantially similar violation is
found.
•  To be the basis of a repeat citation, the original
citation must be final.
–  A citation under contest may not serve as the basis for a
subsequent repeat citation.
•  Failure to abate prior violation - a failure to correct
a prior violation may bring a civil penalty for each
day that the violation continues beyond the
prescribed abatement date.
STATE-LEVEL OSHA PROGRAMS

•  States are allowed and encouraged by the OSH act
to develop their own safety & health programs.
–  OSHA will fund up to 50% of an approved state program.
•  OSHA covers employers not included in state plans.
SERVICES AVAILABLE FROM OSHA

•  OSHA provides services to help employers meet
the latest safety & health standards, typically at no
cost.
–  Consultation
–  Voluntary protection programs
–  Training & education services
Consultation Services
•  Consultation services provided by OSHA include:
–  Identifying hazardous conditions.
–  Correcting identified hazards.
–  Developing and implementing injury/illness prevention.
•  Actual services are provided by professional safety
& health consultants, who are not OSHA
employees.
–  They typically work for state agencies or universities and
provide consultation services on a contract basis
Voluntary Protection Programs

•  Companies participating in any of the VPPs are
exempt from regular programmed OSHA
inspections.
•  Voluntary Protection Programs (VPPs) serve the
following three basic purposes:
–  To recognize companies that have incorporated safety &
health programs into their overall management system.
–  To motivate companies to incorporate health and safety
programs into their overall management system.
–  To promote positive, cooperative relationships among
employers, employees, and OSHA.
Training and Education Services

•  OSHA operates a training institute in Arlington
Heights, Illinois, that offers a variety of services to
safety & health personnel from the public and
private sectors.
•  To promote training & education in locations other

than the institute, OSHA awards grants to
nonprofit organizations.
EMPLOYER RESPONSIBILITIES
•  Under the OSH Act, employers must:
–  Meet the responsibility to provide a workplace free from
hazards causing, or likely to cause death or serious
physical harm to employees
–  Be knowledgeable of, and comply with standards,
rules, and regulations issued under the OSH Act, and
make copies available to employees upon request
–  Keep employees informed about OSHA.
–  Continually examine workplace conditions to ensure
they conform to standards.
–  Ensure employees have, and use, safe tools &
equipment that is properly maintained.
–  Use color codes, posters, labels, or signs as appropriate
to warn employees of potential hazards Establish or
update operating procedures and communicate them so
that employees follow safety & health requirements.
–  Provide medical examinations when required by OSHA.
–  Provide the training required by OSHA standards.
–  Report to the nearest OSHA office within eight hours
any fatal accident or one that results in the
hospitalization of three or more employees.
–  Keep OSHA-required records of injuries and illnesses
and post a copy of OSHA Form 300 from February 1
through April 30 each year (employers of 11 or more
employees).
–  At a prominent location within the workplace, post OSHA
Poster 3165 informing employees of their rights and
responsibilities.
–  Provide employees, former employees & representatives
access to the Log of Work-Related Injuries and
Illnesses (OSHA Form 300) in a reasonable time and
manner.
–  Give employees access to medical and exposure records.
–  Give the OSHA compliance officer names of authorized
employee representatives who may be asked to
accompany the compliance officer during an inspection.
–  Not discriminate against employees who properly
exercise their rights under the act.
–  Post OSHA citations at or near the work site involved
(each citation or copy must remain posted until the
violation has been abated or for three working days,
whichever is longer)
–  Abate cited violations within the prescribed period.
EMPLOYEE RIGHTS AND RESPONSIBILITIES

•  Employee rights are protection against
punishment for employees who exercise their right
to pursue any of the following courses of action:
–  Complain to an employer, union, OSHA, or any other
government agency about job safety & health hazards.
–  File safety or health grievances.
–  Participate in a workplace safety & health committee or in
union activities concerning job safety & health.
–  Participate in OSHA inspections, conferences, hearings,
or other OSHA-related activities.
Employee Responsibilities
•  Employees have specific responsibilities, and must:
–  Read the OSHA poster at the job site and be familiar
with its contents.
–  Comply with all applicable OSHA standards.
–  Follow safety & health rules and regulations prescribed
by the employer, and properly use personal protective
equipment while engaged in work.
–  Report hazardous conditions to the supervisor.
–  Report any job-related injury or illness to the employer,
and seek treatment promptly.
–  Cooperate with the OSHA compliance officer conducting
an inspection.
–  Exercise their OSH Act rights in a responsible manner.
KEEPING UP-TO-DATE ON OSHA

•  OSHA standards, rules, and regulations are always
subject to change.
–  Development, modification, and revocation of standards
is an ongoing process.
•  It is important for safety & health professionals
to stay up-to-date with OSHA actions and activities.
–  Establish contact with the nearest OSHA office and
periodically request copies of new publications.
–  Establish and maintain relationships with other safety &
health professionals for the purpose of sharing
information, and do so frequently.
–  Join professional organizations, review their literature,
and attend their conferences.
PROBLEMS WITH OSHA

•  Federal agencies are seldom without detractors.
–  Consequently, complaints about OSHA are common.
•  Often criticisms leveled against OSHA are valid, and
take many different forms.
–  Some characterize OSHA as an overbearing
bureaucracy without sensitivity to the needs of
employers struggling to survive in a competitive
marketplace.
–  Others see OSHA as timid, claiming it doesn t do
enough.
•  At different times and in different cases, both views
have probably been at least partially accurate.
PROBLEMS WITH OSHA

•  Most criticism of OSHA comes in the aftermath of
major accidents or a workplace disaster.
–  Why didn t OSHA prevent this disaster?
•  Detractors will typically answer by claiming OSHA
spends too much time & resources dealing with
inconsequential matters, ignoring real problems.
•  Supporters claim that lack of resources prevents
the agency from being everywhere at once.
•  OSHA has made a significant difference in the
condition of the workplace in this country.
–  However, large, centralized bureaucratic agencies
rarely achieve a high level of efficiency.
OTHER AGENCIES AND ORGANIZATIONS

•  Although OSHA is the most widely known safety
& health organization in the federal government, it is
not the only one.
–  The most important to modern safety/health
professionals are:
•  NIOSH
•  OSHRC
NIOSH
•  NIOSH is part of the Department of Health and
Human Services (HHS), with two broad functions:
–  Research and education, focused on toxicity levels and
human tolerance levels of hazardous substances.
•  NIOSH prepares recommendations for OSHA
standards dealing with hazardous substances.
–  Studies are also published & made available to employers.
•  Each year, NIOSH publishes updated
lists of toxic materials and recommended
tolerance levels.
•  NIOSH has the authority to conduct research in
the workplace, and respond to requests for
assistance from employers and employees.
NIOSH
•  NIOSH developed a list of leading work-related
diseases and injuries:
–  Occupational lung and cardiovascular diseases
–  Cancers.
–  Musculoskeletal injuries.
–  Severe occupational traumatic injuries
–  Psychological disorders.
–  Neurotoxic disorders
–  Disorders of reproduction.
–  Noise-induced hearing loss
–  Dermatological conditions.
OSHRC
•  The OSHRC is not a government agency.
–  It is an independent board appointed by the president,
with authority to handle contested OSHA citations.
–  When a citation, penalty, or abatement period is
contested by an employer, OSHRC hears the case.
–  OSHRC is empowered to review evidence, approve, reject
or revise recommendations of OSHA area directors.
Mine Safety & Health Administration (MSHA)

•  Mining, exempt from OSHA regulations, is regulated
by the Metal & Nonmetallic Mine Safety Act.
–  OSHA regulates aspects of the industry not directly
involved in actual mining work.
•  In 1977, Congress passed the Mine safety & health
Act, which established the MSHA as a functional
unit within the U.S. Department of Labor.
Federal Railroad Administration

•  Railroads—for the most part—are under OSHA
jurisdiction.
–  The Federal Railroad Administration (FRA) exercises
limited jurisdiction over railroads in situations involving
working conditions.
–  Beyond this, railroads must adhere to the standards for
General Industry in CFR Part 1910.
Occupational Safety and Health for Technologists, Engineers, and Managers

END
© 2011, 2008, 2005, 2002, 1999 Pearson Education, Inc.
OVERVIEW OF WORKERS COMPENSATION

•  Workers compensation developed as a way to
allow injured employees to be compensated
appropriately without having to take their
employer to court.
•  The underlying rationale for workers compensation
had two aspects:
–  Fairness to injured employees, especially those
without resources to undertake legal actions.
–  Reduction of costs to employers associated
with workplace injuries.
OVERVIEW OF WORKERS COMPENSATION

•  Employees give up their right to seek unlimited
compensation for pain & suffering via legal action.
•  Employers award the prescribed compensation
(typically by insurance premiums) regardless of
the employee s negligence.
Replacement of Income
•  Workers compensation is intended to replace the
lost income adequately & promptly.
–  Viewed as replacement of current & future income
(minus taxes) at a ratio of two-thirds (in most states).
–  Workers compensation benefits are required to continue
even if the employer goes out of business.
Rehabilitation of the Injured Employee

•  A basic premise of workers comp is that the
injured worker will return to work in every case
possible.
•  The rehabilitation program is to provide medical
care at no cost to the injured employee until he /
she is pronounced fit to return to work.
Prevention of Accidents
•  Preventing future accidents is a major objective.
–  The theory underlying is that employers will invest in
accident prevention to hold down compensation and
insurance premium costs.
WORKERS COMPENSATION LEGISLATION

•  Today, all 50 states, the District of Columbia,
Guam, and Puerto Rico have workers
compensation laws.
–  These laws did not exist prior to 1948.
•  Montana was the first state to pass a compulsory
workers compensation law, but it was overturned
by the courts.
•  In 1911, the New York Court of Appeals declared
a 1910 workers comp law unconstitutional, on the
contention that it violated due process.
WORKERS COMPENSATION LEGISLATION

•  Shortly after the New York ruling, the 1911
Triangle Shirtwaist fire killed 149, injuring another
70.
–  It was clear to investigators & survivors that unsafe
conditions created by company management
prevented those who died or were injured from
escaping the fire.
•  The owners were brought into court on charges of
manslaughter.
•  The tragedy focused nation-wide attention on the
need for a safe workplace and adequate workers
compensation.
MODERN WORKERS COMPENSATION

•  As medical costs & insurance rates have risen,
many small businesses find it difficult to pay
premiums.
–  Business are closing in states with the highest workers
compensation rates, moving to states with lower rates.
•  States use lower rates to attract new businesses
and industry.
•  Critics say workers compensation has gotten out of
hand, and is no longer fulfilling its intended purpose.
WORKERS COMPENSATION INSURANCE

•  Costs associated with workers compensation must
be borne by employers as part of their overhead.
–  Employers must also ensure that the costs will be paid,
even if they go out of business.
•  In most states, workers compensation insurance is
compulsory.
•  Three types workers compensation insurance:
–  State funds
–  Private insurance
–  Self-insurance.
WORKERS COMPENSATION INSURANCE

•  Rates are affected by a number of different factors:
–  Number of employees.
–  Types of work performed (risk involved).
–  Accident experience of the employer.
–  Potential future losses.
–  Overhead and profits of the employer.
–  Quality of the employer s safety program.
–  Estimates by actuaries..
RESOLUTION OF WORKERS COMP DISPUTES

•  A fundamental objective of workers compensation
is to avoid costly, time-consuming litigation.
–  When an injured employee and the employer s insurance
company disagree on compensation, the disagreement
must be resolved.
•  Most states have an arbitration board for this purpose.
•  Neither the insurance company nor the employee
must an attorney—but many employees do.
DISABILITIES AND WORKERS COMPENSATION

•  Injuries that are compensable typically
fall into one of four categories:
–  Temporary partial disability.
–  Temporary total disability.
–  Permanent partial disability.
–  Permanent total disability.
– Determining the
extent of a disability is
often contentious &
accounts for more
workers comp
litigation than any other
issue.
MEDICAL TREATMENT AND REHABILITATION

•  All workers compensation laws provide for
payment of the medical costs associated with
injuries.
–  Most states provide full coverage, but some limit the
amount & duration of coverage.
•  The laws also specify who is allowed or required
to select a physician for the injured employee.
Rehabilitation and Workers Compensation

•  Occasionally an injured worker will need
rehabilitation before he/she can return to work.
Two types:
•  Medical rehabilitation consists of providing
treatment required to restore to the extent possible
any lost ability to function normally.
•  Vocational rehabilitation involves providing the
education & training needed to prepare the worker
for a new occupation.
ADMINISTRATION AND CASE MANAGEMENT

•  While OSHA specifies what constitutes a
recordable accident, minor accidents commonly go
unreported.
–  The employee may be given the rest of the day off, or
treated with first aid and returned to work.
•  What constitutes a serious injury, varies by state.
–  As a rule, an injury is serious if it requires over 24 hours
of active medical treatment.
•  At minimum, the insurer, the state agency, and the
state s federal counterpart must be notified.
ADMINISTRATION AND CASE MANAGEMENT

•  Three approaches can be used to settle a claim:
•  Direct settlement - An employer or insurance
company begins making what it thinks are the
prescribed payments.
•  Agreement settlement - The injured employee and
the employer or insurance company agree on how
much compensation will be paid, and for how long.
•  Public hearing - If an injured worker feels he/she
has been inadequately compensated, or unfairly
treated, a hearing can be requested.
PROBLEMS WITH WORKERS COMPENSATION

•  Although the cost of workers compensation is
increasing steadily, the amount of compensation
going to injured workers is often disturbingly low.
•  On-the-job accidents are supposed to be covered,
and all states have compensation systems.
–  However, the injured worker rarely receives an income
close to what he/she was earning before the accident.
•  The most fundamental problem with workers
compensation is that it is not fulfilling its objectives.
–  Lost income is not being adequately replaced, the
number of accidents has not decreased, and the
effectiveness of cost allocation is questionable.
SPOTTING FRAUD AND ABUSE

•  There is evidence of waste, fraud & abuse in all
states that have passed workers comp laws.
–  Public outcry against fraudulent claims is making states
much less tolerant of, and much more attentive to, abuse.
•  It is important for organizations to know how to
spot employees who are trying to abuse the
system by filing fraudulent workers compensation
claims.
SPOTTING FRAUD AND ABUSE

•  Some factors that should cause employers to view
claims with suspicion:
–  The person filing the claim is never home or available by
telephone or has an unlisted telephone number.
–  The person filing the claim receives all mail at a post office
box and will not divulge a home address
–  Injury coincides with a layoff, termination, or plant closing.
–  The person filing the claim is active in sports, has
another job, or is in line for early retirement.
–  Evidence that the person is maintaining an active lifestyle.
–  No organic basis exists for disability.
–  The person filing appears to have fully recovered.
COST-REDUCTION STRATEGIES
•  There are several rules of thumb that can help
reduce workers compensation claims:
–  Stay in touch with the injured employee.
•  Let injured employees know that they have not been
forgotten and that they are not isolated.
–  Have a return-to-work program and use it.
•  The sooner an injured employee returns to work,
even with a reduced workload, the lower workers
comp costs will be.
•  The key to preventing future accidents and
incidents is determining the cause of the
accident in question.
Occupational Safety and Health for Technologists, Engineers, and Managers

END
© 2011, 2008, 2005, 2002, 1999 Pearson Education, Inc.

Chapter 6 - The OSH Act, Standards, and Liability

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Chapter 6 - The OSH Act, Standards, and Liability

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Chapter 6 - The OSH Act, Standards, and Liability

RATIONALE FOR THE OSH ACT

OSHA S MISSION AND PURPOSE

OSHA S MISSION AND PURPOSE …cont d

OSH ACT COVERAGE

OSH ACT COVERAGE

OSHA Standards versus OSHA Regulations

How to Read an OSHA Standard

How to Read an OSHA Standard

Temporary Emergency Standards

How to Appeal a Standard

OSHA S RECORD KEEPING AND REPORTING

See textbook page 99.

Record-Keeping and Reporting Exceptions

KEEPING EMPLOYEES INFORMED

WORKPLACE INSPECTIONS & ENFORCEMENT

WORKPLACE INSPECTIONS & ENFORCEMENT

WORKPLACE INSPECTIONS & ENFORCEMENT

CITATIONS AND PENALTIES

CITATIONS AND PENALTIES

CITATIONS AND PENALTIES

CITATIONS AND PENALTIES

STATE-LEVEL OSHA PROGRAMS

SERVICES AVAILABLE FROM OSHA

Voluntary Protection Programs

Training and Education Services

• To promote training & education in locations other

EMPLOYEE RIGHTS AND RESPONSIBILITIES

KEEPING UP-TO-DATE ON OSHA

PROBLEMS WITH OSHA

PROBLEMS WITH OSHA

OTHER AGENCIES AND ORGANIZATIONS

Mine Safety & Health Administration (MSHA)

Federal Railroad Administration

Occupational Safety and Health for Technologists, Engineers, and Managers

OVERVIEW OF WORKERS COMPENSATION

OVERVIEW OF WORKERS COMPENSATION

Rehabilitation of the Injured Employee

WORKERS COMPENSATION LEGISLATION

WORKERS COMPENSATION LEGISLATION

MODERN WORKERS COMPENSATION

WORKERS COMPENSATION INSURANCE

WORKERS COMPENSATION INSURANCE

RESOLUTION OF WORKERS COMP DISPUTES

DISABILITIES AND WORKERS COMPENSATION

MEDICAL TREATMENT AND REHABILITATION

Rehabilitation and Workers Compensation

ADMINISTRATION AND CASE MANAGEMENT

ADMINISTRATION AND CASE MANAGEMENT

PROBLEMS WITH WORKERS COMPENSATION

SPOTTING FRAUD AND ABUSE

SPOTTING FRAUD AND ABUSE

Occupational Safety and Health for Technologists, Engineers, and Managers

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•  To promote training & education in locations other