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All About OSHA

U.S. Department of Labor

Occupational Safety and Health Adminstration

OSHA 2056

2000 (Revised)
All About OSHA

U.S. Department of Labor

Occupational Safety and Health Administration

OSHA 2056

2000 (Revised)

This informational booklet provides a generic

overview of OSHA requirements and does not

itself alter or determine compliance responsibilities, which are set forth in the Occupational

Safety and Health Act and in OSHA standards.

Moreover, because interpretations and enforcement policy may change over time, the reader

should consult current administrative interpretations and decisions by the Occupational Safety

and Health Review Commission and the courts

for additional guidance on OSHA compliance

requirements.

Material contained in this publication is in the

public domain and may be reproduced, fully or

partially, without the permission of the Federal

Government. Source credit is requested but not

required.

__________________________________

This information will be made available to

sensory impaired individuals upon request.

Voice phone: (202) 693-1999.
All About OSHA

U.S. Department of Labor

Occupational Safety and Health Adminstration

OSHA 2056

2000 (Revised)
What Is OSHA? v

Contents

Introduction ........................................................................................................1

What Is OSHA? ..................................................................................................2

How Can I Find Out More About OSHA and What It Covers? .........................4

Who Needs to Know About OSHA? ..................................................................6

How Do States Operate Their Own Safety and Health Programs? ....................8

What Are My Responsibilities Under the OSH Act ..........................................10

What Are My Rights Under the OSH Act ......................................................... 11

Do Employees Have Additional Legal Rights? ................................................13

What Does OSHA Require? .............................................................................15

Are There Any Other Requirements I Should Know About? ...........................20

How Does OSHA Enforce Its Standards? ........................................................25

What Happens During an OSHA Inspection? ..................................................27

What Happens After an OSHA Inspection? .....................................................31

Can I Question OSHA Results .........................................................................33

How Can OSHA Help Me? ..............................................................................35

Related OSHA Publications .............................................................................41

OSHA Regional Offices ...................................................................................42

OSHA Area Offices ..........................................................................................43

States with Approved Plans ..............................................................................50

OSHA Consultation Projects ............................................................................53

Index .................................................................................................................59
Introduction

Introduction

1

Determined to do something about the high

numbers of job-related deaths and injuries to

workers in the 1970s, President Richard M.

Nixon signed the Occupational Safety and

Health Act on December 29, 1970. The OSH Act

created the Occupational Safety and Health

Administration (OSHA), which formally came

into being on April 28, 1971.

The OSH Act also established the National

Institute for Occupational Safety and Health, or

NIOSH. NIOSH is the research agency for

occupational safety and health. It is not part of

OSHA, but is considered a sister agency.

NIOSH is part of the U.S. Department of Health

and Human Services, Centers for Disease Contol

and Prevention.

Since its inception, OSHA’s job has been to

protect American workers. OSHA’s main goal

is to send every worker home and whole and

healthy every day. To do this, the agency focuses on three objectives:

• Improve workplace safety and health by

reducing injuries, illnesses, and fatalities.

• Change workplace culture by increasing

employer and employee commitment to

improved safety and health.

• Secure public confidence through excellence

in developing and delivering OSHA services.

To achieve these objectives, OSHA uses

• Strong enforcement to target workplaces with

the highest injury and illness rates.

• Creative partnerships to develop new ways of

working with employers, employees, and

other stakeholders.

• Improved rulemaking to meet the challenges

of the 21st century.

• Expanded outreach and training to create safe

and healthful working environments.

Establishing a safe and healthful working environment requires every employer and every

worker to make safety and health a top priority.

The entire work force—from the CEO to the

most recent hire—must recognize that worker

safety and health are central to the mission and

key to the profitability of the American company.

OSHA’s job is to provide leadership and encouragement to workers and employers to take that

responsibility seriously.
What Is OSHA?

2 All About OSHA

What does OSHA do?

OSHA’s mission is to protect American

workers. OSHA does the following:

• Encourages employers and employees to

reduce workplace hazards and to implement new safety and health programs or

improve existing programs;

• Develops mandatory job safety and

health standards and enforces them

through worksite inspections, employer

assistance, and sometimes, by imposing

citations or penalties or both;

• Establishes responsibilities and rights for

employers and employees to achieve

better safety and health conditions;

• Conducts research, either directly or

through grants and contracts, to develop

innovative ways of dealing with workplace hazards;

• Maintains a reporting and recordkeeping

system to monitor job-related injuries

and illnesses;

• Establishes training programs to increase

the competence of occupational safety

and health personnel; and

• Develops, analyzes, evaluates, and

approves state occupational safety and

health programs.

• Provides technical and compliance

assistance, training and education, and

cooperative programs and partnerships to

help employers reduce worker accidents

and injuries.

1 Public Law 91-596, December 29, 1970; as amended by

P.L. 101-552, § 3101, November 5, 1990; as amended by

P.L. 105-198, July 16, 1998; as amended by P.L. 105-241,

September 29, 1998.

OSHA stands for the Occupational Safety and

Health Administration, an agency of the U.S.

Department of Labor. OSHA’s sole responsibility is worker safety and health protection.

How and when was OSHA

created?

The U.S.Congress created OSHA under the

Occupational Safety and Health Act of 1970

(the OSH Act).1

Why did Congress pass the

OSH Act ?

A bipartisan Congress passed the law and established OSHA “... 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.”

Why is OSHA necessary?

OSHA began because, until 1970, no uniform

and comprehensive provisions existed to protect

against workplace safety and health hazards.

More than 100 million Americans spend their

days on the job and the have a right to a safe and

healthful work environment. They are America’s

most valuable national resource.

In 1970, Congress considered annual figures

such as these:

• Job-related accidents accounted for more than

14,000 worker deaths.
What Is OSHA? 3

Has OSHA made a

difference?

Yes. Since OSHA’s inception, the nation has

made substantial progress in occupational

safety and health. For example, since 1970

OSHA has:

• Cut the work-related fatality rate in half.

• Reduced overall injury and illness rates in

industries where OSHA concentrated its

attention.

• Virtually eliminated brown lung disease

in the textile industry, and

• Reduced trenching and excavation

fatalities by 35 percent.

• Nearly 2.5 million workers disabled by workplace accidents and injuries.

• Ten times as many person-days lost from jobrelated disabilities as from strikes.

• Estimated new cases of occupational diseases

totaled 300,000.

In terms of lost productivity and wages, medical

expenses, and disability compensation, the

burden on the nation’s commerce was staggering. Human cost was beyond calculation.

Is there still a role for OSHA?

Yes. Even with these important successes,

significant hazards and unsafe conditions still

exist in U.S. workplaces. The reality remains

that each year:

• About 6,000 Americans die from workplace

injuries,

• An estimated 50,000 workers die from

illnesses caused by workplace exposures,

• Six million people suffer non-fatal workplace

injuries, and

• Injuries alone cost U.S. businesses more than

$125 billion.

OSHA’s role continues to be worker protection.

In recent years, however, OSHA has continued

to try new and different ways of working to

achieve its objectives. There is still an emphasis

on strong, but fair enforcement. Today, OSHA is

targeting workplaces with the highest injury and

illness rates to get the greatest impact. At the

same time, the agency is increasing its partnership efforts along with expanded outreach and

training to help create safe and healthful working

environments. And the agency is trying to simplify its rules through improved rulemaking and

regulations that make sense in plain language.
4 All About OSHA

How Can I Find Out More About

OSHA and What It Covers?

What should an employer

or employee do if there is a

workplace emergency?

You can call (800) 321-OSHA if there is a

life-threatening situation. Complaints will

go immediately to the nearest OSHA area

or state office for help.

What does OSHA have available to help me?

Clearly, OSHA cannot succeed in its mission

without fully informed employers and employees. OSHA has a variety of products and

programs to help employers comply with its

regulations and improve workplace safety and

health.

There are several ways you can learn more

about OSHA and its programs.

Electronic Products

OSHA provides extensive information electronically in the following formats:

• On the Internet—OSHA’s web site contains

standards, interpretations, directives, technical advisors, compliance assistance, and

additional information. The address is

www.osha.gov.

• On CD-ROM—OSHA’s CD-ROM has a

wide variety of materials, including standards, interpretations, directives, and more.

You can purchase it from the U.S. Government Printing Office.

To order, write to the Superintendent of Documents, P.O. Box 371954, Pittsburgh, PA 15250-

7954 or phone (202) 512-1800. Specify OSHA

Regulations, Documents and Technical Information on CD-ROM (ORDT), GPO Order No. S/N

729-013-00000-5. The price is $53 per year

($66.25 foreign); $17 per single copy ($21.25

foreign).

Print Products

The agency also publishes booklets and fact

sheets on various aspects of OSHA policy and

regulations. These include numerous publications on regulatory topics, such as hazard communication, asbestos, bloodborne pathogens,

and on programs such as consultation, voluntary

protection, grants, and training and education, to

name a few.

You can obtain publications either as a single,

free copy per request or for sale by the U.S.

Government Printing Office, 710 N. Capitol

Street, NW, Washington, DC 20401; (202) 512-

0132 (phone); or (202) 512-1355 (fax).

Or, visit GPO’s online bookstor at

www.access.gpo.gov/su_docs/sale/

abkst024.html.
How Can I Find Out More About OSHA and What it Covers? 5

We encourage you to learn all you can

about OSHA, its goals, policies, programs, and practices, because they can

help protect you.

The more you know about OSHA, the

better you can protect yourself or your

employees and contribute to safe and

healthful working conditions for all

Americans.

For a list of available free OSHA publications,

contact the OSHA Publications Office, P.O. Box

37535, Washington, DC 20013-7535; (202)

693-1888 (phone); or (202) 693-2498 (fax). A

partial list appears at the end of this booklet.

Also visit OSHA’s website to access and download publications and other materials—

www.osha.gov.

Video products

OSHA has several videos available for loan.

Contact OSHA’s audiovisual production officer

at (202) 693-1999 or visit OSHA’s website at

www.osha.gov for more information.

Assistance

In addition, OSHA offers a number of programs

and initiatives to help employers comply with the

agency’s standards and guidelines. Please refer to

the section on “OSHA Assistance.”

For further information on any OSHA program,

contact your nearest OSHA area or regional

office listed at the end of this publication.
6 All About OSHA

Who Needs to Know About OSHA?

As defined by the OSH Act, an employer

is any “person engaged in a business

affecting commerce who has employees,

but does not include the United States

or any State or political subdivision

of a State.”

Nearly everyone in America works or has

someone in the immediate family who does.

Whether you are an employer, employee, or

have a family member who works, you should

know about OSHA. The OSH Act covers:

• All employers and their employees in the

50 states and all territories and jurisdictions

under federal authority.

Those jurisdictions include the District of

Columbia, Puerto Rico, the Virgin Islands,

American Samoa, Johnston Island, the Canal

Zone, and the Outer Continental Shelf Lands

as defined in the Outer Continental Shelf Lands

Act.

OSHA coverage includes

• Employers and employees in such varied

fields as manufacturing, construction,

longshoring, shipbuilding, ship breaking,

ship repair, agriculture, law and medicine,

charity and disaster relief, organized labor,

and private education.

• Religious groups to the extent they employ

workers for secular purposes.

The OSH Act covers employers and employees

either directly through federal OSHA or through

an OSHA-approved state program (see section

on State Programs, page 8).

Does the OSH Act exclude

anyone from coverage?

The OSH Act does not cover the following:

• The self-employed.

• Immediate members of farming families that

do not employ outside workers.

• Employees whose working conditions are

regulated by other federal agencies under

other federal statutes. These include mine

workers, certain truckers and rail workers,

and atomic energy workers.

• Public employees in state and local governments. (See section on State Programs for

exceptions, p. 8.)

In cases where another federal agency regulates

safety and health working conditions in a particular industry, OSHA standards still apply if

the other agency’s regulations do not address

specific working conditions.
Who Needs to Know About OSHA? 7

What must federal agencies

do to comply with the OSH

Act?

Does the OSH Act cover federal

workers?

Yes. Section 19 of the OSH Act makes federal

agency heads responsible for providing safe

and healthful working conditions for their

employees. OSHA conducts federal workplace

inspections in response to employee reports

of hazards.

The OSH Act also requires agencies to comply

with standards consistent with those OSHA

issues for private sector employers. A 1998

amendment to Section 19 of the OSH Act now

covers the Postal Service the same as any

private sector employer, including issuing

citations and monetary penalties.

How does OSHA’s authority in

the federal sector differ from

that in the private sector?

In its federal sector authority,

• OSHA cannot propose monetary penalties

against another federal agency for failure to

comply with OSHA standards.

• OSHA does not have authority to protect a

federal employee “whistleblower.” The

Whistleblower Protection Act of 1989 allows

present and former federal employees (except

for corporations and certain intelligence

agencies) to file reports of reprisal with the

Office of Special Counsel at the U.S. Merit

Systems Protection Board.

Does the OSH Act cover state

and local government

workers?

No. OSHA covers the private sector only. But a

state can develop its own OSHA-approved

occupational safety and health program for the

prive sector. A state plan, however, that covers

private sector employees must also

• Cover its state and local government workers

AND

• Be at least as effective as federal OSHA

requirements.

States also may have OSHA-approved plans

that cover only state and local government

employees.

• Operate comprehensive safety and health

programs,

 • Record and analyze injury and illness

data,

• Provide training to all levels of personnel,

and

• Conduct inspections to ensure compliance

with OSHA standards.
8 All About OSHA

How Do States Operate Their Own

Safety and Health Programs?

State plans are OSHA-approved job safety and

health programs operated by individual states

instead of by federal OSHA. The OSH Act

encourages states to develop and operate their

own job safety and health plans and precludes

state enforcement of OSHA standards unless the

state has an approved plan. OSHA approves and

monitors all state plans.

Once a state plan is approved under Section

18(b) of the OSH Act, OSHA funds up to 50

percent of the program’s operating costs. State

plans must provide standards and enforcement

programs, as well as voluntary compliance

activities, that are ‘at least as effective as’ the

federal OSHA program.

State plans covering the private sector also must

cover state and local government employees.

OSHA rules also permit states to develop plans

that cover only public sector (state and local

government) employees. In these cases, private

sector employment remains under federal OSHA

jurisdiction. Twenty-three states and two territories operate complete plans and two cover only

the public sector (see page 41 for a list of states

with approved plans).

How does a state get OSHA

approval for its plan?

To gain OSHA approval as a ‘developmental

plan,’ the first step in the state plan approval

process, a state must have adequate legislative

authority and must demonstrate that within

3 years it will provide standards-setting, enforcement, and appeals procedures; public employee

protection; a sufficient number of competent

enforcement personnel; and training, education,

and technical assistance programs.

In states with approved plans, OSHA generally

limits its enforcement activity to areas not

covered by the state and suspends all concurrent

federal enforcement.

Once the state is operating at least as effectively

as federal OSHA and other requirements are

met, final approval of the plan may be granted

and federal authority will cease in those areas

over which the state has jurisdiction.

Must the state program cover

all workers?

States with approved plans cover most private

sector employees as well as state and local

government workers in the state. Federal OSHA

continues to cover federal employees and certain

other employees specifically excluded by a state

plan—for example, maritime and military bases.

Do states conduct workplace

inspections?

States with approved state plans respond to

accidents and workplace complaints and conduct

random unannounced general schedule inspections just like federal OSHA. Citations and

proposed penalties are issued under state law

and contests are adjudicated by a state review

board or other procedure.
 How Do States Operate Their Own Safety and Health Programs? 9

For more information on state plans,

contact the state plan in your state or visit

OSHA’s web site at http://www.osha.gov/.

Does federal OSHA monitor

state plans?

Yes. Federal OSHA closely monitors state

programs. Anyone finding inadequacies or other

problems in the administration of a state’s

program may file a complaint about state program administration (CASPA) with the appropriate OSHA Regional Administrator. OSHA

investigates all such complaints and, where

complaints are found to be valid, requires

appropriate corrective action on the part of

the state.

Do employers and employees

in state plans have the same

rights and responsibilities

as those under federal OSHA

jurisdiction?

State plans must guarantee the same employer

and employee rights as does OSHA. Employer

and employee responsibilities in states with their

own occupational safety and health programs

are generally the same as in federal OSHA

states.

Are state safety and health

standards the same as federal

OSHA’s?

State safety and health standards under approved

plans must either be identical to or at least as

effective as federal OSHA standards and must

keep pace with federal standards. State plans

must adopt standards comparable to federal

standards within 6 months of a federal standard’s

promulgation. Most state plan standards are very

similar to federal standards, but states with

approved plans may have different and independent standards.

To find out if your state operates an OSHAapproved state program, see the listing on

page 52.
10 All About OSHA

What Are My Responsibilities

Under the OSH Act?

If you are an employer the OSH Act covers, you

must:

• Meet your general duty responsibility to

provide a workplace free from recognized

hazards;

• Keep workers informed about OSHA and

safety and health matters with which they are

involved.

• Comply in a responsible manner with standards, rules, and regulations issued under the

OSH Act;

• Be familiar with mandatory OSHA standards;

• Make copies of standards available to

employees for review upon request;

• Evaluate workplace conditions;

• Minimize or eliminate potential hazards;

• Make sure employees have and use safe,

properly maintained tools and equipment

(including appropriate personal protective

equipment);

• Warn employees of potential hazards;

• Establish or update operating procedures and

communicate them to employees;

• Provide medical examinations when required;

• Provide training required by OSHA standards;

• Report within 8 hours any accident that results

in a fatality or the hospitalization of three or

more employees;

• Keep OSHA-required records of work-related

injuries and illnesses, unless otherwise specified (see page 19);

• Post a copy of the OSHA 200—Log and

Summary of Occupational Injuries and Illnesses for the prior year each year during the

entire month of February unless otherwise

specified (see page 20). (See OSHA 200 form

at the end of this publication.);

• Post, at a prominent location within the

workplace, the OSHA poster (OSHA 2203)

informing employees of their rights and

responsibilities;

• Provide employees, former employees, and

their representatives access to the OSHA 200

form at a reasonable time and in a reasonable

manner;

• Provide access to employee medical records

and exposure records;

• Cooperate with OSHA compliance officers;

• Not discriminate against employees who

properly exercise their rights under the OSH

Act;

• Post OSHA citations and abatement verification notices at or near the worksite involved;

and

• Abate cited violations within the prescribed

period.

If you are an employee the OSH Act covers, you

should:

• Read the OSHA poster at the job site;

• Comply with all applicable OSHA standards;

• Follow all employer safety and health rules

and regulations, and wear or use prescribed

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; and

• Exercise your rights under the OSH Act in a

responsible manner.

Although OSHA does not cite employees for

violations of their responsibilities, each employee must follow all applicable standards,

rules, regulations, and orders issued under the

OSH Act. OSHA, however, does not expect

employees to pay for guardrails, floor cleaning,

equipment maintenance, respirators, training, or

other safety and health measures.
 What Are My Rights Under the OSH Act? 11

What Are My Rights Under

the OSH Act?

If you are an employer the OSH Act covers, you

have the right to:

• Seek free advice and off-site consultation;

• Be involved in job safety and health through

your industry association;

• Request and receive proper identification

from OSHA compliance officers;

• Be advised by the compliance officer of the

reason for an inspection;

• Have an opening and closing conference with

the compliance officer;

• Accompany the compliance officer on the

inspection;

• File a Notice of Contest to dispute inspection

results;

• Request an informal settlement agreement

process after an inspection;

• Apply for a variance from a standard’s

requirements when you cannot fully comply

with the effective date due to lack of technical expertise and materials, and when other

proven effective means are in place to protect

employees;

• Take an active role in developing safety and

health;

• Be assured of the confidentiality of any trade

secrets; and

• Submit a written request to the National

NIOSH for information on whether any

substance in your workplace has potentially

toxic effects in the concentrations being used.

• Submit information or comments to OSHA

on the issuance, modification, or revocation

of OSHA standards and request a public

hearing.

If you are an employee the OSH Act covers, you

have the right to:

• Review copies of appropriate OSHA standards, rules, regulations, and requirements that

the employer should have available at the

workplace;

• Request information from your employer on

safety and health hazards, precautions, and

emergency procedures;

• Receive adequate training and information;

• Request that the OSHA Area Director investigate if you believe hazardous conditions or

violations of standards exist in your workplace;

• Have your name withheld from your employer

if you file a complaint;

• Be advised of OSHA actions regarding your

complaint and have an informal review of any

decision not to inspect or to issue a citation;

• Have your authorized employee representative

accompany the OSHA compliance officer;

• Respond to questions from the OSHA

compliance officer;

• Observe any monitoring or measuring of

hazardous materials and see any related

monitoring or medical records;

What is NIOSH?

NIOSH, an agency separate from OSHA,

is part of the U.S. Department of Health and

Human Services. NIOSH, also established

by the OSH Act, is the research agency for

occupational safety and health. For more

information call, 1-800-35-NIOSH or visit

its website at www.cdc.gov/niosh.
12 All About OSHA

• Review the Log and Summary of Occupational Injuries and Illnesses (OSHA 200), if

your employer is required to maintain it, at a

reasonable time and in a reasonable manner;

• Request a closing discussion following an

inspection;

• Submit a written request to the NIOSH for

information on whether any substance in your

workplace has potentially toxic effects in the

concentrations being used and have your name

withheld from your employer;

• Object to the abatement period set in a citation

issued to your employer;

• Participate in hearings conducted by the

Occupational Safety and Health Review

Commission;

• Be notified by your employer if he or she

applies for a variance, and testify at a variance

hearing and appeal the final decision; and

• Submit information or comments to OSHA on

the issuance, modification, or revocation of

OSHA standards and request a public hearing.
 Do Employees Have Additional Legal Rights 13

Do Employees Have Additional

Legal Rights?

Do the OSH Act and other

laws provide employees any

additional legal rights?

Yes. A number of different laws provide employees more rights in safety and health matters,

including the following:

The OSH Act, Section 11(c)—gives employees

the right to seek safe and healthful conditions on

the job without fear of punishment.

Can an employer retaliate

against an employee who

exercises this right?

An employer may not retaliate if an employee

exercises these or any other rights under the

OSH Act. This means that an employer may not

• Fire,

• Demote,

• Take away seniority or other earned benefits,

• Transfer to an undesirable job or shift, or

• Threaten or harass

any worker who complains about safety and

health conditions or participates in

job safety-related activities.

The Surface Transportation Assistance Act—

protects truckers and certain other employees in

the trucking industry against reprisal when filing

complaints or acting in response to safety

hazards or unsafe equipment (Title 29 of the

Code of Federal Regulations (CFR ), Part 1978;

see also Standards and Regulations at

www.osha.gov).

The Asbestos Hazard Emergency Response Act

(AHERA), Section 211—protects employees of

primary and secondary schools who complain of

exposure to asbestos (see 40 CFR 763; or visit

the Environmental Protection Agency’s (EPA)

website at wwww.epa.gov).

The International Safe Container Act (ISCA),

Section 7—prevents reprisal or discrimination

against any employee who reports an unsafe

cargo container for land and sea carriers or has

reported any other violation of ISCA (see 49

CFR 450; or visit the Department of

Transportation’s (DOT) website at www.dot.gov).

Under Section 11(c),

employees may exercise

such rights as:

• Voicing concerns to an employer, union,

OSHA, any other government agency,

or others about job safety or health

hazards;

• Filing safety or health grievances;

• Participating in a workplace safety and

health committee or in union activities

concerning job safety and health;

• Participating in OSHA inspections,

conferences, hearings, or other OSHArelated activities; and

• Refusing to work when a dangerous

situation threatens death or serious

injury where there is insufficient time to

contact OSHA and where the employee

has sought from his or her employer and

been unable to obtain a correction of the

dangerous conditions.
For further information about any of

these laws, contact your regional or area

OSHA office or visit OSHA’s website at

http://www.osha.gov/.

Do provisions in other laws

protect such whistleblowers?

Yes. OSHA enforces similar whistleblower

protection rights granted to employees covered

under the following federal statutes:

• The Toxic Substance Control Act;

• The Clean Air Act;

• The Federal Water Pollution Act;

• The Safe Drinking Water Act;

• The Solid Waste Disposal; and

• The Comprehensive Environmental Response,

Compensation and Liability Act; and

• The Energy Reorganization Act.

14 All About OSHA
If the OSH Act covers me, what do I have to do to

comply?

You have to abide by OSHA standards and

requirements.

Because OSHA develops effective safety and

health standards of its own, the OSH Act supersedes any standards issued under the following

laws administered by the Department of Labor:

the Walsh-Healey Act, the Services Contract Act,

the Construction Safety Act, the Arts and Humanities Act, and the Longshoremen’s and

Harbor Workers’ Compensation Act.

What are OSHA standards

and what do they require?

OSHA standards establish requirements for

maintaining safe and healthful workplaces.

In general, standards require that employers:

• Maintain conditions or adopt practices

reasonably necessary and appropriate to

protect workers on he job.

 • Be familiar with and comply with standards

applicable to their establishments.

What Does OSHA Require?

What is the “general duty

clause?”

The general duty clause, or Section 5(a)(1)

of the OSH Act, requires that each employer

“furnish ... a place of employment which is

free from recognized hazards that are

causing or are likely to cause death or

serious physical harm to employees.”

• Ensure that employees have and use personal

protective equipment when required for safety

and health.

• Comply with the OSH Act’s “general duty

clause” where there are no specific OSHA

standards.

What types of workplaces have

to comply with OSHA standards?

Agency standards address hazards in a number

of industries:

• General industry (manufacturing, the service

sector, health care, government agencies, and

academia);

• Construction;

• Agriculture; and

• Maritime.

What kinds of hazards do

OSHA standards address?

OSHA issues standards for a wide variety of

workplace hazards, including:

• Toxic substances;

• Harmful physical agents;

• Electrical hazards;

• Fall hazards;

• Hazardous waste;

• Infectious diseases;

• Fire and explosion hazards;

• Dangerous atmospheres; and

• Machine hazards.

 What Does OSHA Require? 15

OSHA standards also generally require that

employees:

• Comply with all safety and health rules and

regulations that apply to their own actions and

conduct. Only employers receive OSHA

citations and penalties.
16 All About OSHA

How does OSHA decide to

develop a standard?

OSHA can begin standards-setting procedures on

its own initiative or in response to petitions from

other parties, including the following:

• The Secretary of Health and Human Services

(HHS),

• NIOSH,

• State and local governments,

• Nationally recognized standards-producing

organizations and employer or labor representatives, or

• Any other interested parties.

The Department of Labor publishes in the Federal Register each April and October a list of all

regulations OSHA is considering.

Do other groups help the

agency develop standards?

Yes. OSHA calls on its various advisory committees to develop specific recommendations if the

agency determines the need for a specific standard. There are two standing committees, and

OSHA may appoint ad hoc committees to examine special areas of concern.

Where can I get a copy of

an OSHA standard?

The standards are available in hard copy,

on CD-ROM, or on the OSHA web page

at www.osha.gov. (See also section, “How

Can OSHA Help Me?” on page 35 of this

publication.)

All advisory committees, standing or ad hoc,

must have members representing management,

labor, and state agencies as well as one or more

designees of the Secretary of HHS. Members

also may include representatives of occupational

safety and health professions and the general

public.

OSHA’s standing, or statutory, advisory committees are as follows:

• The National Advisory Committee on

Occupational Safety and Health

(NACOSH), which advises, consults with,

and makes recommendations to the Secretary

of HHS and to the Secretary of Labor on

matters regarding the administration of the

OSH Act.

• The Advisory Committee on Construction

Safety and Health (ACCSH), which advises

the Secretary of Labor on construction safety

and health standards and other regulations.

Other continuing advisory committees include

the following:

• The Federal Safety and Health Advisory

Committee (FACOSH), which advises the

Secretary of Labor on all aspects of federal

agency safety and health.

• The Maritime Advisory Committee for

Occupational Safety and Health

(MACOSH), which advises the Secretary of

Labor on workplace safety and health programs, policies, and standards in the maritime

industry.

Over the years, OSHA also has formed shortterm advisory committees to advise on various

standards-related topics such as metalworking

fluids and steel erection.
Can other government

agencies recommend

workplace standards?

Yes. NIOSH, for example, can recommend

standards to OSHA.

NIOSH conducts research on various safety and

health problems, provides technical assistance to

OSHA, and recommends standards for OSHA’s

adoption.

Can OSHA issue a standard to

address an emergency hazard

or situation?

 Under certain limited conditions, OSHA can set

emergency temporary standards that take effect

immediately and remain in effect until superseded by a permanent standard. In these relatively rare instances, OSHA must determine that

• Workers are in grave danger due to exposure

to toxic substances or agents determined to be

toxic or physically harmful or to new hazards,

AND

• An emergency standard is necessary to protect

them.

OSHA then publishes the emergency temporary

standard in the Federal Register, where it also

serves as a proposed permanent standard. The

usual procedures for adopting a permanent

standard apply, except that a final ruling should

be made within 6 months.

How does OSHA

promulgate its standards?

OSHA develops plans to propose, amend,

or revoke a standard.

It then publishes its intentions in the

Federal Register ...

... either as an “Advance Notice” or

announcement of a meeting to solicit

information to be used in drafting a

proposal, or

... a “Notice of Proposed Rulemaking,”

which sets out the new rule’s requirements

and provides a specific time for the public

to respond.

Interested parties submit written arguments

and pertinent evidence. OSHA schedules a

hearing, if requested.

Finally, after considering public comments,

evidence, and testimony, OSHA publishes

• The full text of any standard amended or

adopted and the date it becomes effective, along with an explanation of the

standard and the reasons for implementing it; OR

• A determination that no standard or

amended need to be issued.

In addition, OSHA must submit its final

rules to the Congress for review. The

Congress can disapprove a rule under an

expedited procedure established by the

1996 Small Business Regulatory Enforcement Act, or SBREFA.

 What Does OSHA Require? 17
18 All About OSHA

What if I disagree with a new

standard or can’t comply with

agency requirements?

An employer who can’t comply with new requirements or anyone who disagrees with a new

standard can:

• Petition a court for judicial review;

• Request a permanent, temporary, or experimental variance from a standard or regulation;

OR

• Apply for an interim order.

Can employers and employees

petition OSHA to modify or

withdraw standards or

requirements?

Yes. Employers and employees may petition

OSHA to modify or revoke standards just as they

may petition the agency to develop standards.

OSHA continually reviews its standards to keep

pace with developing and changing industrial

technology.

Who can file a petition for

judicial review?

Anyone who may be adversely affected by a

final or emergency standard may file a petition

for judicial review. The objecting party must file

the petition within 60 days of the rule’s publication with the U.S. Court of Appeals for the

circuit in which the objector lives or has his or

her principal place of business.

Does a petition for review

delay enforcement of a

standard?

Filing an appeals petition will not delay enforcement of a standard, unless the Court of Appeals

specifically orders it. OSHA promulgates permanent standards only after due consideration of

the arguments and data received from the public

in written submissions and at hearings.

What is a variance?

A variance is a mechanism through which

employers apply for formal permission to deviate from a standard’s requirements or time

frame.

When can an employer

request a variance from an

OSHA standard?

Employers may ask OSHA for a variance from:

• A newly promulgated standard or regulation if

they cannot fully comply by the effective date

due to shortage of materials, equipment, or

professional or technical personnel; OR

• Requirements of a standard or regulation if

they can demonstrate that their alternative or

alternatives provide employees with protection “as effective” as that provided by the

standard or regulation.
Are there different types of

variances?

Yes. There are temporary, permanent, and

experimental variances.

An employer applies for a temporary variance

if he or she cannot comply with a standard or

regulation by its effective date because professional or technical personnel, material or equipment are not available, or because the necessary

construction or alteration of facilities cannot be

completed in time.

An employer who can prove that working

conditions, practices, means, methods, operations, or processes at his or her worksite are as

safe and healthful as compliance with the standard may apply for a permanent variance.

An employer may apply for an experimental

variance if he or she is participating in an effort

to demonstrate or validate new job safety and

health techniques, and either the Secretary of

Labor or the Secretary of HHS has approved that

experiment.

Can an employer continue to

operate his or her worksite

while waiting for a decision

on a variance application?

Employers may apply to OSHA for an interim

order so they may continue to operate under

existing conditions until OSHA determines

whether to grant the variance.

How can I get more

information about

variances?

For further information and assistance in

applying for a variance, contact the nearest

OSHA office listed at the end of this booklet.

Information also is available on OSHA’s web

site at www.osha.gov.

What Does OSHA Require? 19

If an employer applies for a

variance, will OSHA forgive

any citations he or she has

already received?

Variances are not retroactive. An employer who

has been cited for violating a standard may not

seek relief from that citation by applying for a

variance.

The fact that a citation is outstanding, however,

does not prevent an employer from filing a

variance application. OSHA may decline to

accept a variance application under certain

circumstances.

Does OSHA require employers

to comply with anything else

aside from its standards?

Yes. OSHA has recordkeeping regulations1 that

require certain employers to maintain records

of workplace

• Injuries,

• Illnesses, and

• Deaths.
20 All About OSHA

All employers must report each work-related

fatality and accident that hospitalize three or

more employees to OSHA within 8 hours of the

incident.

Why does OSHA require

employers to keep records

of injuries, illnesses, and

fatalities?

OSHA’s recordkeeping requirements,1 as set out

in the OSH Act, establish an effective, centralized, nationwide system for monitoring occupational safety and health problems—a vital

requirement for gauging problems and solving

them. Prior to the OSH Act, some states and

private organizations collected statistics on job

injuries and illnesses but national figures were

based on not-altogether-reliable projections.

Keeping records allows OSHA to compile

survey material, helps identify high-hazard

industries, and informs employees about their

employers’ workplace safety record.

Are There Any Other Requirements

I Should Know About?

What does an employer have

to do to comply with OSHA’s

reporting and recordkeeping

requirements?

OSHA’s reporting and recordkeeping regulations set a number of requirements:

• Employers must maintain records in each

establishment of occupational injuries and

illnesses as they occur and make those

records accessible to employees.

• All employers must report within 8 hours the

death of any employee from a work-related

incident or the in-patient hospitalization of

three or more employees as a result of a

work-related incident. Such reports may be

made by telephone or in person to the nearest

OSHA Area Office (see p. 43) or by calling

OSHA’s emergency toll-free number (1-800-

321-OSHA).

Reporting and

recordkeeping checklist

✔ Maintain injury and illness records,

✔ Report each fatality,

✔ Report each accident that hospitalizes

3 or more employees,

✔ Make records accessible to employees,

✔ Allow OSHA access to records, and

✔ Post annual summary of injuries, and

illnesses.

1 Note that OSHA is in the process of revising the entire

injury and illness recordkeeping regulation, Title 29 of the

Code of Federal REgulations, Part 1904, forms, and

interpretive materials.
• All employers must post during the month of

February an annual summary of occupational

injuries and illnesses for each establishment.

• All employers must provide, upon request,

pertinent recordkeeping records for inspection

and copying by any representative of the

Secretary of Labor, the Secretary of Health,

Education, and Welfare, or the state during

any investigation, research, or statistical

compilation.

Do employers with fewer than

11 employees have to keep

OSHA injury and illness

records?

Employers with 10 or fewer employees are

exempt from maintaining the OSHA log of

injuries and illnesses unless the Bureau of Labor

Statistics (BLS) or OSHA notifies them that they

have been selected to participate in a mandatory

data collection.

Do employers have to comply

with recordkeeping and

reporting requirements under

other OSHA standards?

Yes. Many specific OSHA standards have additional recordkeeping and reporting requirements.

Does OSHA exempt any

employers from complying

with certain recordkeeping

requirements?

OSHA exempts employers in the following

industries: retail trade (except building materials,

general merchandise stores, and food stores),

finance, insurance, real estate, and service

industries, except hotels and other lodging

places, repair services, amusement and recreation services, and health services.

Exempt employers, like nonexempt employers,

must comply with requirements to display

an OSHA poster and report to OSHA within

8 hours any accident that results in one or more

fatalities or the hospitalization of three or more

employees.

A few exempt employers will have to maintain

records if OSHA or BLS selects them to participate in a mandatory data collection. The agency

will notify those employers in advance and mail

them with the necessary forms and instructions.

Are There Any Other Requirements I Should Know About? 21

Employers in the following low-hazard

industries are exempt from OSHA’s

recordkeeping and reporting requirements:

• Retail trade, except for SIC 52-54, building materials, general merchandise

stores, and food stores,

• Finance,

• Insurance,

• Real estate, and

• Service industries, except hotels and other

lodging places, repair services, amusement and recreation services, and health

services.
22 All About OSHA

Which fatalities must

employers record?

Any work-related fatality must be recorded

regardless of the length of time between the

injury and death.

Does an employer have any

additional responsibilities

following the death of a

worker or the hospitalization

of several workers after a

workplace incident?

If an on-the-job accident occurs that results in the

death of an employee or the hospitalization of

three or more employees, all employers, regardless of number of employees, must report the

accident, in detail, to the nearest OSHA office

within 8 hours of learning about it.

What do employers need to do

to maintain recordkeeping

forms?

Employers must log injuries and illnesses on

recordkeeping forms and keep the logs current

and retained:

• For 5 years at each establishment and make

them available for inspection by representatives of OSHA, the Department of Health and

Human Services, the Bureau of Labor Statistics, or the designated state agency; and

 • The logs must be updated to reflect any

changes that occur.

Must employers record all

occupational injuries

and illnesses?

All occupational illnesses must be recorded

regardless of severity.

All occupational injuries must be recorded if

they result in

• Death;

• One or more lost workdays;

• Restriction of work or motion;

• Loss of consciousness;

• Transfer to another job; or

• Medical treatment (other than first aid).

What does the agency

consider an occupational

injury or illness?

The agency defines occupational injuries and

illnesses in the following way:

• An occupational injury is any injury such

as a cut, fracture, sprain, or amputation

that results from a work-related accident

or from exposure involving a single

incident in the work environment.

• An occupational illness is any abnormal

condition or disorder, other than one

resulting from an occupational injury,

caused by exposure to environmental

factors associated with employment.

Included are acute and chronic illnesses or

diseases that may be caused by inhalation,

absorption, ingestion, or direct contact

with toxic substances or harmful agents.
What forms do employers need

to maintain?

Only two forms are needed for recordkeeping:

• OSHA 200, Log and Summary of

Occupational Injuries and Illnesses. Employers must log each recordable occupational

injury and illness on this form within 6 working days from the time the employer learns of

it. A complete copy current to within 45

calendar days must be present at all times in

the establishment if the employer prepares the

log at a central location using automatic data

processing equipment. A substitute for the

OSHA 200 is acceptable if it is as detailed,

readable, and understandable as the OSHA

200.

• OSHA 101, Supplementary Record of

Occupational Injuries and Illnesses. Each

employer must complete the OSHA 101 form

within 6 working days from the time the

employer learns of the work-related injury or

illness. This form asks for more detailed

information about each injury or illness.

Employers may use a substitute for the OSHA

101 (such as insurance or workers’ compensation forms) if the substitute form contains

all required information or is supplemented

to do so.

OSHA is in the process of revising these two

forms. The agency expects to publish a final rule

implementing new forms in 2000.

Do employers with multiple

work sites have to keep

recordkeeping forms at each

site?

Employers must keep injury and illness records

for each establishment. An employer whose

employees work in dispersed locations must keep

records at the place where the employees report

for work. In some situations, employees do not

report to work at the same place each day. In that

case, records must be kept at the place from

which they are paid or at the base from which

they operate.

Should I send the Summary

of Injuries and Illnesses

to OSHA?

DO NOT send any recordkeeping forms

to OSHA or any other agency.

You maintain and post it in your workplace.

What does OSHA consider

an “establishment?”

OSHA defines establishment as a “single

physical location where business is conducted or where services are performed.”

Are There Any Other Requirements I Should Know About? 23
24 All About OSHA

When do employers have

to post the injury and

illness log?

Employers must post copies of the Summary of Occupational Injuries and Illnesses

portion of the OSHA 200 no later than

February 1 and keep them in place until

March 1 of the following year to which the

records pertain.

What records must employers

post at their workplaces?

Employers must display at each establishment,

wherever they normally post notices to

employees, the following:

• A copy of the totals from the previous year’s

summary of occupational injuries and illnesses, as identified for posting on the last

page of that year’s OSHA 200.

• The Job Safety and Health Protection workplace poster, OSHA 2203 or state equivalent,

informing employees of their rights and

responsibilities under the OSH Act.

• Summaries of petitions for variances from

standards or recordkeeping procedures.

• Copies of all OSHA citations for violations of

standards. These must remain posted at or

near the location of alleged violations for

3 days, or until the violations are corrected,

whichever is longer.

What if an establishment has

no injuries or illnesses during

the year?

If there were no injuries or illnesses during the

year, employers must enter zero on the totals line

of the form and post it.

What is OSHA’s annual

survey?

Each year, OSHA collects information from

employers about particular worksites to better

direct agency resources and improve worker

protection.

OSHA surveys each employer selected for

participation to indicate the number of workers

he or she employs and the number of hours

those employees worked. The survey also asks

those employers to send information they have

already collected on the OSHA 200 log and

summary form.
How does OSHA make sure

that employers and employees

are complying with its standards and regulations?

The OSH Act authorizes OSHA to conduct

workplace inspections to enforce its standards.

Every establishment covered by the OSH Act

is subject to inspection by OSHA compliance

safety and health officers.

What does a compliance

officer have the authority

to do?

The OSH Act authorizes OSHA compliance

officers—at reasonable times, in a reasonable

manner, and within reasonable time limits—to

• Enter any factory, plant, establishment, construction site, or other areas of the workplace

or environment where work is being

performed;

• Inspect and investigate during regular working hours any such place of employment and

all pertinent conditions, structures, machines,

apparatus, devices, equipment, and materials;

• Inspect and investigate at other times any

such place of employment and all pertinent

conditions, structures, machines, apparatus,

devices, equipment, and materials; and

• Question privately any employer, owner,

operator, agent or employee during an

inspection or investigation.

What training and experience

qualify the compliance officers

to conduct inspections?

OSHA compliance officers have specialized

knowledge and experience in the occupational

safety and health field, including industrial

hygiene, safety engineering, toxicology, and

occupational medicine. They receive vigorous

training on OSHA standards and how to

recognize safety and health hazards.

How Does OSHA Enforce Its Standards? 25

How Does OSHA Enforce Its Standards?

Does OSHA tell employers in

advance that they will be

inspected?

No. OSHA conducts inspections without advance notice. In fact, anyone who alerts an

employer in advance of an OSHA inspection

can receive a criminal fine of up to $1,000 or a

6-month jail term or both.

Are there any exceptions?

There are special circumstances under which

OSHA may give advance notice to the employer.

Even then, such notice will be less than 24

hours. These special circumstances include:

• Imminent danger situations, which require

correction as soon as possible;

• Inspections that must take place after regular

business hours or that require special

preparation;

• Cases where OSHA must provide advance

notice to assure that the employer and employee representative or other personnel will

be present; and/or

• Situations in which the OSHA Area Director

determines that advance notice would produce a more thorough or effective inspection.
26 All About OSHA

How can an employee

file a complaint?

An employee may file a complaint by

phone, mail, or fax to the nearest OSHA

office and request and inspection if there

are unsafe or unhealthful working conditions. You may request that OSHA not

reveal your name.

Employers receiving advance notice of an

inspection must inform their employees’ representative or arrange for OSHA to do so.

Can an employer refuse to

allow a compliance officer to

enter without a warrant?

Yes. An employer has the right to require the

compliance officer to obtain an inspection

warrant before entering the work site. OSHA

may inspect after acquiring a judicially authorized search warrant based on administrative

probable cause or evidence of a violation.

OSHA may take appropriate steps, including

legal action, if an employer still refuses to admit

a compliance officer, or if an employer attempts

to interfere with an inspection.

What prompts an OSHA

inspection?

Obviously, not all 6.5 million workplaces covered by the OSH Act can be inspected each year.

The most hazardous workplaces need primary

attention. OSHA, therefore, has established a

system of inspection priorities. The agency

inspects under the following conditions:

1. Imminent danger, or any condition where

there is reasonable certainty a danger exists

that can be expected to cause death or serious

physical harm immediately or before the

danger can be eliminated through normal

enforcement procedures. OSHA gives top

priority to imminent danger situations.

2. Catastrophes and fatal accidents resulting in

the death of any employee or the hospitalization of three or more employees,

3. Employee complaints involving imminent

danger OR an employer violation that threatens death or serious physical harm,

4. Referrals from other agencies,

5. Planned, or programmed, inspections in

high-hazard industries, and

6. Follow-ups to previous inspections.

Can an employee leave the

workplace if there are unsafe

conditions?

Employees generally don’t have the right to walk

off the job because of potentially unsafe workplace conditions. Any employee who walks off

the job for workplace safety reasons may face

disciplinary action by the employer. An employee does have the right, however, to refuse (in

good faith) to be exposed to an imminent danger.
What should I expect if OSHA

inspects my workplace?

There are four stages of a typical OSHA

inspection:

• Presentation of Inspector Credentials

• Opening Conference

• Inspection Walkaround

• Closing Conference.

When does an inspection

begin?

An inspection begins when the OSHA compliance officer arrives at the establishment. He or

she displays official credentials and asks to meet

an appropriate employer representative. Employers should always insist on seeing the compliance

officer’s credentials.

An OSHA compliance officer carries U.S. Department of Labor credentials bearing his or her

photograph and a serial number that an employer

can verify by phoning the nearest OSHA office.

Posing as a compliance officer is a violation of

the law. Suspected imposters should be promptly

reported to local law enforcement agencies.

What happens during the

opening conference?

In the opening conference, the compliance

officer

• Explains why OSHA selected the establishment for inspection.

• Determines whether an OSHA-funded consultation program is in progress or whether the

facility has received an inspection exemption.

If so, the compliance officer usually terminates the inspection.

• Obtains information about the establishment.

• Explains the purpose of the visit, the scope of

the inspection, walkaround procedures,

employee representation, employee interviews, and the closing conference.

The compliance officer asks the employer to

select an employer representative to accompany

him or her during the inspection. OSHA welcomes, but does not require, that there be an

employee representative for each inspection.

Under no circumstances may the employer

select the employee representative for the

walkaround. OSHA does, however, encourage

employers and employees to meet together.

What Happens During an OSHA Inspection? 27

What Happens During an OSHA

Inspection?
28 All About OSHA

there is a plant safety committee

and no recognized bargaining

representative,

there is neither a recognized bargaining

representative nor a plant safety

committee,

there is no authorized employee

representative,

Then...

the union usually will designate the employee representative to accompany the

compliance officer.

the employee members of that committee

or the employees at large will designate the

employee representative.

the employees themselves may select the

employee representative, or the compliance

officer will determine if any other employees would suitably represent the interests

of employees.

the compliance officer must consult with a

reasonable number of employees concerning safety and health matters in the workplace. Such consultations may be held

privately.

What happens during an inspection walkaround?

After the opening conference, the compliance

officer and accompanying representatives proceed through the establishment, inspecting work

areas for potentially hazardous working conditions. The compliance officer will discuss

possible corrective actions with the employer.

OSHA may consult, at times privately, with

employees during the inspection walkaround.

An inspection walkaround may cover

part or all of an establishment, even if a

specific complaint, fatality, or catastrophe

prompted the inspection.

Selecting Employee Representatives

If...

the employees are represented by a

recognized bargaining representative,

Trade secrets observed by the compliance officer

are kept confidential. Federal employees who

release confidential information without authorization are subject to a $1,000 fine or 1 year in

jail or both AND removal from office or employment.
What kinds of records does the

compliance officer examine?

The compliance officer checks posting and

recordkeeping practices, including whether the

employer has

• Maintained records of deaths, injuries, and

illnesses;

• Posted a copy of the totals from the last page

of the previous year’s Log and Summary of

Occupational Injuries and Illnesses (OSHA

200) during the month of February; and

• Prominently displayed the OSHA workplace

poster (OSHA 2203).

The compliance officer also examines records,

where required, of employee exposure to toxic

substances and harmful physical agents.

Can an employer

immediately correct any

violations spotted by the

compliance officer and

avoid a citation?

Some apparent violations detected by the

compliance officer can be corrected immediately. The compliance officer records

such corrections to help evaluate the

employer’s good faith for compliance.

Apparent violations that have been corrected may still serve as the basis for a

citation or notice of proposed penalty

or both.

What Happens During an OSHA Inspection? 29

What happens after the inspection walkaround?

 After the inspection walkaround, the compliance officer holds a closing conference with the

the employer and the employee representatives,

either jointly or separately.

During the closing conference, the compliance

officer

• Discusses with the employer all unsafe or

unhealthful conditions observed on the inspection and indicates all apparent violations for

which a citation may be recommended.

• Tells the employer of his or her appeal rights,

anti-discrimination rights under 11(c) of the

OSH Act, the informal conference, and procedures for contesting citations within 15

working days after receiving the citation.

• Informs the employer of his or her obligations

with regard to any citations that may be

issued.

• Will hold a separate closing conference with

the employees or their representative, if

requested, to discuss matters of direct interest

to employees and to inform them of their

rights after an inspection.
30 All About OSHA

What does SBREFA

require?

SBREFA requires that all federal agencies have in place a policy to reduce or,

under appropriate circumstances, waive

penalties for violations of standards by

small businesses.

What is in an OSHA citation?

Citations inform the employer and employees of:

• The regulations and standards the employer

allegedly violated,

• Any hazardous working conditions covered by

Section 5(a)(1), the general duty clause, of the

OSH Act,

• The proposed length of time set for their

abatement, and

• Any proposed penalties.

OSHA will hand deliver or send citations and

notices of proposed penalties to the employer by

certified mail. The employer must post a copy of

each citation at or near the places where the

violations occurred for 3 days or until the employer abates the violation, whichever is longer.

• Informs employers of their rights under the

Small Business Regulatory Enforcement

Fairness Act of 1996 (SBREFA).

• Informs employers that Regional Small

Business Regulatory Fairness Boards created

under SBREFA exist to hear cases if employers are not satisfied with agency resolutions of

enforcement matters.

• Explains that OSHA area offices offer

 assistance and can answer questions about

programs and activities.

Will the compliance officer

tell an employer during the

closing conference what penalties the agency will propose?

During the closing conference, the compliance

officer does not indicate any proposed penalties.

Only the OSHA area director has that authority,

and only after having received a full report.
What types of penalties can

be proposed?

Under the OSH Act, OSHA may cite the following violations and propose the following

penalties:

• Other-than-Serious: A violation that has a

direct relationship to job safety and health, but

probably would not cause death or serious

physical harm. OSHA may propose a penalty

of up to $7,000 for each other-than-serious

violation. The agency may adjust a penalty

downward for an other-than-serious violation,

depending on the employer’s good faith

(demonstrated efforts to comply with the OSH

Act), history of previous violations, and size

of business. When the adjusted penalty

amounts to less than $100, OSHA does not

propose any penalty.

What Happens After an OSHA Inspection? 31

What Happens After an OSHA

Inspection?

Following an inspection,

the OSHA Area Director

can:

• Issue citations without penalties,

• Issue citations with proposed penalties,

or

• Determine that neither is warranted.

• Serious: A violation where there is substantial

probability that death or serious physical harm

could result AND that the employer knew, or

should have known, of the hazard. OSHA may

propose a mandatory penalty of up to $7,000

for each serious violation. The agency may

adjust a penalty for a serious violation downward, based on the employer’s good faith,

history of previous violations, gravity of the

alleged violation, and size of business.

• Willful: A violation that the employer intentionally and knowingly commits or a violation

that the employer commits with plain indifference to the law. The employer either knows

that what he or she is doing constitutes a

violation, or is aware that a hazardous condition existed and made no reasonable effort to

eliminate it.

OSHA may propose penalties of up to $70,000

for each willful violation, with a minimum

penalty of $5,000 for each willful violation. The

agency may adjust a proposed penalty for a

willful violation downward, depending on the

size of the business and its history of previous

violations. Usually, OSHA gives employers cited

for willful violations no credit for good faith.
In addition to OSHA citations and penalties, the

U.S. Department of Justice may bring a criminal

action against an employer who willfully violates

a standard that results in the death of an employee. If a court convicts such an employer, the

offense is punishable by a court-imposed fine or

by imprisonment for up to 6 months, or both. The

court may impose a fine for a criminal conviction

of up to $250,000 for an individual or $500,000

for a corporation.

• Repeated: A violation of any standard, regulation, rule, or order where OSHA finds a substantially similar violation during a

reinspection. OSHA may propose penalties of

up to $70,000 for each repeated violation. 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: OSHA may propose an

additional penalty of up to $7,000 for each

day an employer fails to correct a previously

32 All About OSHA

Violation Categories and Possible Penalties

* Set as OSHA policy in the Field Inspection Reference Manual (FIRM).

** The monetary criminal fine is set by Title 18 of the U.S. Code (Crimes and Criminal Procedure), § 3571, which states that

individuals found guilty of an offense may not be fined more than $250,000, and organizations not more than $500,000.

Type of Violation Minimum Penalty Maximum Penalty

per Violation per Violation

Other-than-serious $7,000

Serious $100* $7,000

Posting $7,000

Willful $5,000 $70,000

Willful with fatality, $250,000/500,000 or 6 months in

first conviction prison or both**

Willful, with fatality, $250,000/$500,000 or 1

second conviction year in prison or both**

Repeated $5,000 $70,000

Failure to abate $7,000 per day

cited violation beyond the prescribed abatement date.

May penalties for other types

of violations be levied on an

employer?

Employers may be assessed penalties for the

following:

• Violations of posting requirements can bring a

civil penalty of up to $7,000. (OSHA does not

fine for failing to post the job safety and

health poster.)

• Falsifying records, reports, or applications,

upon conviction in a court, can bring a criminal fine of $10,000 or up to 6 months in jail,

or both.

• Assaulting a compliance officer or otherwise

resisting, opposing, intimidating, or interfering

with a compliance officer in the performance

of his or her duties is a criminal offense.

Anyone convicted of such an action is subject

to a criminal fine of not more than $5,000

and imprisonment for not more than 3 years.
Can employees question inspection results?

Yes. If OSHA initiated an inspection due to an

employee complaint, the employee or authorized

employee representative may request an informal

review of any decision not to issue a citation.

Employees, however, may not contest:

• Citations,

• Penalties, or

• Lack of penalties.

Employees may contest:

• The time specified in the citation for abatement of a hazardous condition.

• An employer’s Petition for Modification of

Abatement (PMA), requesting an extension

of the abatement period. Employees must

contest the PMA within 10 working days of its

posting or within 10 working days after an

authorized employee representative has

received a copy.

Employees may request an informal conference

with OSHA to discuss any issues raised by an

inspection, citation, notice of proposed penalty,

or employer’s notice of intent to contest. OSHA

must conduct an informal conference within the

15 working day contest period.

Can employers appeal

inspection results?

When issued a citation or notice of a proposed

penalty, an employer may request an informal

conference with OSHA’s Area Director to discuss the case. OSHA authorizes its area directors

to reach settlement agreements with employers

that adjust citations and penalties to avoid

prolonged legal disputes. As with informal

conferences requested by employees, OSHA

must conduct an informal conference requested

by an employer within the 15 working day

contest period.

What can employers do if they

can’t correct a cited hazard

in time?

If an employer who has been cited for violations

cannot meet the abatement dates as issued or

amended at the informal conference, the employer must submit a request for an extension of

time, or a PMA. A PMA must be filed in writing

with the OSHA Area Director who issued the

citation no later than the close of the next working day following the date the director originally

set for abatement.

What can an employer do if

he or she disagrees with the

citation, abatement time, or

proposed penalty?

If an employer decides to contest the citation,

the time set for abatement, and/or the proposed

penalty, he or she has 15 working days after

receiving the Citation and Notice of Proposed

Penalty to notify the OSHA Area Director in

writing. An oral disagreement is not sufficient.

This written notification is called a “Notice of

Contest.”

Any employer, employee, or employee representative also may request an informal conference

within the 15 working day contest period to

discuss inspection results. Based on information

and evidence presented at the informal conference, OSHA may enter into an informal settlement agreement with the employer, which could

involve changes to citations, penalties, or

abatement dates.

Can I Question Inspection Results? 33

Can I Question Inspection Results?
Is there a specific format for

the Notice of Contest?

No. It must, however, clearly identify the

employer’s basis for filing a contest of the citation, notice of proposed penalty, abatement

period, or notification of failure to correct the

violation.

How is an employer’s Notice of

Contest reviewed?

If the written Notice of Contest has been filed

within the required 15 working days, the OSHA

Area Director forwards the Notice of Contest to

the Occupational Safety and Health Review

Commission (OSHRC).

The Commission will assign an administrative

law judge to hear the case.

The administrative law judge may:

• Find the contest legally invalid and disallow it,

OR

• Set a hearing for a public place near the

employer’s workplace.

The employer and the employees have the right

to participate in the hearing.

Can an employer appeal the

administrative law judge’s

ruling?

Once the administrative law judge has ruled, any

party to the case may request a further review by

the Commission. Any of the three OSHRC

commissioners also may, at his or her own

motion, bring a case before the Commission for

review. Employers and OSHA may appeal Commission rulings to the appropriate U.S. Court of

Appeals.

OSHA can provide extensive help through a

variety of programs, including assistance on

safety and health programs; workplace consultation, voluntary protection programs, strategic

partnerships, and training and education.

How does safety and health

program management assistance help employers and

employees?

Effective management of worker safety and

health protection is a decisive factor in reducing

the extent and severity of work-related injuries

and illnesses and their related costs. In fact, an

effective safety and health program forms the

basis of good worker protection and can save

time and money—about $4 for every dollar

spent—and increase productivity.

To assist employers and employees in developing

effective safety and health programs, OSHA

published recommended “Safety and Health

Program Management Guidelines” (Federal

Register 54(18):3908-3916, January 26, 1989).

These voluntary guidelines apply to all work sites

covered by OSHA.

34 All About OSHA

What is the Occupational

Safety and Health

Review Commission?

The Commission is an independent federal

agency created by the OSH Act to decide

contested OSHA citations and penalties.

It is not associated with OSHA or the

Department of Labor.
The guidelines identify four general elements

that are critical to the development of a successful safety and health management program:

• Management commitment and employee

involvement;

• Worksite analysis;

• Hazard prevention and control; and

• Safety and health training.

The guidelines recommend specific actions

under each of these general elements to achieve

an effective safety and health program.

How can consultation assistance help an employer?

Besides helping employers identify and correct

specific hazards, OSHA’s consultation service

provides free, onsite assistance in developing

and implementing effective workplace safety and

health programs that emphasize preventing

worker injuries and illnesses. In addition, OSHA

has available in its regional offices individuals to

provide assistance on issues related to compliance, ergonomics, bloodborne pathogens, and

small business.

OSHA’s comprehensive consultation assistance

includes an appraisal of all:

• Mechanical systems, physical work practices,

and environmental hazards of the workplace,

and

• Aspects of the employer’s present job safety

and health program.

Employers also may receive training and education services, as well as limited assistance away

from the worksite.

Who can get consultation

assistance from OSHA?

Consultation assistance is available to smaller

employers (with fewer than 250 employees at a

fixed site and no more than 500 nationwide) who

want help in establishing and maintaining a safe

and healthful workplace.

How Can OSHA Help Me? 35

How Can OSHA Help Me?

A single, free copy of the safety and health

program management guidelines can be

obtained from the U.S. Department of

Labor, OSHA Publications, P.O. Box

37535, Washington, DC 20013-7535.

Send a self-addressed mailing label with

your request.

Or, visit OSHA’s website at www.OSHA.gov

and search via the Index or Federal

Register.

Do employers have to pay for

consultation assistance?

No. Largely funded by OSHA, consultation

programs are run by state agencies at no cost to

the employer who requests it. OSHA does not

propose penalties or issue citations for hazards

identified by the consultant. The employer’s

only obligation is to correct all serious hazards

and potential safety and health violations OSHA

identifies.
Can OSHA assure privacy to

an employer who asks for

consultation assistance?

OSHA provides consultation assistance to the

employer with the assurance that his or her

name and firm and any information about the

workplace will not be routinely reported to

OSHA enforcement staff.

Can an employer be cited for

violations after receiving

consultation assistance?

Not likely, since there are no citations issued or

penalties proposed for hazards identified by the

consultant. The purpose of the program is to

help smaller employers

identify and fix hazards in their workplaces.

Does OSHA provide any incentives for seeking consultation

assistance?

Yes. Certain exemplary employers may request

participation in OSHA’s Safety and Health

Achievement Recognition Program (SHARP).

Eligibility for participation in SHARP includes

receiving a comprehensive consultation visit,

demonstrating exemplary achievements in

workplace safety and health by abating all

identified hazards, and developing an excellent

safety and health program.

Employers accepted into SHARP may receive

an exemption from programmed inspections—

not complaint or accident investigation inspections—for a period of 1 year.

What are Voluntary

Protection Programs?

Voluntary Protection Programs (VPP) represent

one part of OSHA’s effort to extend worker

protection beyond the minimum required by

OSHA standards. These programs—along with

others such as expanded onsite consultation

services and full service area offices, and

OSHA’s Strategic Partnership Program

(OSPP)—are cooperative approaches which,

when coupled with an effective enforcement

program, expand worker protection to help meet

the goals of the OSH Act.

What do the Voluntary

Protection Programs do?

There are three VPP levels: Star, Merit, and

Demonstration designed to:

• Recognize outstanding achievement of employers who have successfully incorporated

effective comprehensive safety and health

programs into their total management system;

• Motivate other employers to achieve excellent

safety and health results in the same

outstanding way; and

• Establish a relationship between employers,

employees, and OSHA that is based on

cooperation rather than coercion.

36 All About OSHA
How does VPP help employers?

And employees?

VPP participation can mean:

• Improved employee motivation to work

safely, leading to leading to a better quality of

life at work, and enhanced productivity;

• Lost-workday case rates generally 50 percent

percent below industry averages;

• Reduced workers’ compensation and other

injury- and illness-related costs;

• Positive community recognition and

interaction;

• Further improvement and revitalization of

already good safety and health programs; and

• Positive relationship with OSHA.

How does OSHA monitor VPP

sites?

OSHA reviews an employer’s VPP application

and conducts an onsite review to verify that the

safety and health programs described are operating effectively at the site. OSHA conducts onsite

evaluations on a regular basis, annually for

participants at the Demonstration level, every 18

months for Merit, and every 3 to 5 years for

Star. Each February, all participants must send a

copy of their most recent annual site evaluation

to their OSHA regional office. This evaluation

must include their injuries and illnesses for the

past year.

Can OSHA inspect an employer who is participating in

the VPP?

Sites participating in VPP are not scheduled for

regular, programmed inspections. OSHA,

however, handles any employee complaints,

serious accidents, or significant chemical releases that may occur according to routine

enforcement procedures.

How Can OSHA Help Me? 37

For further information about consultation assistance, contact your regional or

area OSHA office or visit OSHA’s website

at www.osha.gov.

You can get additional information concerning consultation assistance, including

a directory of OSHA-funded consultation

projects, by requesting OSHA publication

No. 3047, Consultation Services for the

Employer. (Also see the list of consultation

projects at the end of this booklet.)
How can a partnership with

OSHA improve worker safety

and health?

OSHA has learned firsthand that voluntary,

cooperative partnership with employers, employees, and unions can be a useful alternative to

traditional enforcement and an effective way to

reduce worker deaths, injuries, and illnesses.

This is especially true when a partnership leads

to the development and implementation of

comprehensive workplace safety and health

programs.

What are OSHA Strategic

Partnerships Programs

(OSPPs*)?

These strategic partnerships are alliances among

labor, management, and government to foster

improvements in workplace safety and health.

These partnerships are voluntary, cooperative

relationships between OSHA, employers, employee representatives, and possibly others—

trade unions, trade and professional associations,

universities, and other government agencies.

OSPPs are the newest member of OSHA’s family

of cooperative programs.

What do OSPPs do?

These partnerships encourage, assist, and recognize the efforts of the partners to eliminate

serious workplace hazards and achieve a high

level of worker safety and health. Whereas

OSHA’s Consultation Program and VPP entail

one-on-one relationships between OSHA and

individual worksites, most strategic partnerships

seek to have a broader impact by building

cooperative relationships with groups of

employers and employees.

Are there different kinds

of OSPPs?

There are two major types:

• Comprehensive, which focus on establishing

comprehensive safety and health programs at

partnering worksites.

• Limited, which help identify and eliminate

hazards associated with worker deaths, injuries, and illnesses, or have goals other than

establishing comprehensive worksite safety

and health programs.

OSHA is interested in creating new OSPPs at the

national, regional, and local levels. OSHA also

has found the more limited partnerships to be

valuable. Limited partnerships might address

the elimination or control of a specific industry

hazard.

Additional information on VPPs is

available from OSHA national, regional,

and area offices. See the list at the end of

this booklet.

Also, see Outreach at OSHA’s website at

www.osha.gov.

38 All About OSHA

*

 “Strategic Partnership for Worker Safety and Health,”

Federal Register 64:22652, April 21, 1999.
What are the benefits of participation in the OSHA Strategic Partnership Program?

• Improved employee motivation to work

safely, leading to a better quality of life at

work, and enhanced productivity;

• Reduced workers’ compensation and other

injury- and illness-related costs due to declines in workplace injuries and illnesses;

• Positive community recognition and

interaction;

• Development of or improvement in safety and

health programs; and

• Positive interaction with OSHA.

Can OSHA provide occupational safety and health

training for employers and

employees?

Yes. The OSHA Training Institute in Des

Plaines, IL, provides basic and advanced training

and education in safety and health for

federal and state compliance officers, state

consultants, other federal agency personnel, and

private sector employers, employees, and their

representatives.

Institute courses cover diverse safety and health

topics, including electrical hazards, machine

guarding, personal protective equipment,

ventilation, and ergonomics.

The Institute facility includes classrooms, laboratories, a library, and an audiovisual unit. The

laboratories contain various demonstrations and

equipment, such as power presses, woodworking

and welding shops, a complete industrial ventilation unit, and a sound demonstration laboratory.

More than 57 courses are available for personnel

in the private sector dealing with subjects such as

safety and health in the construction industry and

methods of voluntary compliance with OSHA

standards.

OSHA also offers safety and health training and

assistance through the Institute’s 12 education

centers. The education centers provide an

opportunity for other non-profit institutions, such

as universities and technical and community

colleges, to conduct OSHA courses for the

private sector and federal agencies.

OSHA’s 66 area offices are also full-service

centers offering a variety of informational

services such as availability of personnel for

speaking engagements, publications,

audiovisual aids on workplace hazards, and

technical advice.

How Can OSHA Help Me? 39

For more information about OSPPs,

contact your nearest OSHA office or visit

OSHA’s web site at www.osha.gov.
Does OSHA give money to

organizations for training

and education?

OSHA provides funds to nonprofit organizations

to conduct workplace training and education in

subjects where OSHA believes there is a current

lack of workplace training.

Organizations awarded grants use funds to

develop training and educational programs,

reach out to workers and employers for whom

their program is appropriate, and provide these

programs to workers and employers.

How can I learn more about

these and other OSHA assistance programs?

You can contact your nearest OSHA regional or

area office listed at the end of this booklet. All

OSHA standards, programs, training, and other

activities are available online at

http://www.osha.gov/.

For more information on grants, training,

and education, contact the OSHA Training Institute, Office of Training and

Education, 1555 Times Drive, Des

Plaines, Il 60018, (847) 297-4810, or see

Outreach on OSHA’s website at

www.osha.gov.

40 All About OSHA
Does OSHA have published

materials on safety and

health regulations and

related topics?

Yes. OSHA has an extensive publications program. You can get single, free copies of the

following publications from the U.S. Department of Labor, OSHA/OICA Publications, P.O.

Box 37535, Washington, DC 20013-7535. Send

a self-addressed mailing label with your request.

These and other OSHA publications are available online at www.osha.gov.

• Access to Medical and Exposure Records

(OSHA 3110)

• Consultation Services for the Employer

(OSHA 3047)

• Employer Rights and Responsibilities Following an OSHA Inspection (OSHA 3000)

• Employee Workplace Rights (OSHA 3021)

• How to Prepare for Workplace Emergencies

(OSHA 3088)

• Q’s & A’s for Small Business Employers

(OSHA 3163)

• OSHA Inspections (OSHA 2098)

• Voluntary Protection Programs (VPP)—

So You Want to Apply to VPP

• What to Expect During OSHA’s Visit

• You’ve Been Selected to Be a VPP Onsite

Team Member...What Now?

Related OSHA Publications 41

Related OSHA Publications

You also can obtain the following publications

from the U.S. Government Printing Office,

Superintendent of Documents, Washington, DC

20402; phone: (202) 512-1800; fax: (202) 512-

2250. A GPO Order Form is available online at

www.osha.gov, see News Room, OSHA Publications, “OSHA Publications Available from the

Government Printing Office.”

• General Industry Digest (OSHA 2201)—

Order No. 029-016-00166-2; $2.75.

• Handbook for Small Business (OSHA 2209)—

Order No. 029-016-00176-0; $7.00.

• Job Hazard Analysis (OSHA 3071)—

Order No. 029-016-00142-5, $1.00.

• Construction Industry Digest (OSHA 2202)—

Order No. 29-016-00193-0; $4.00.

• Training Requirements in OSHA Standards

and Training Guidelines (OSHA 2254)—

Order No. 029-016-00196-4; $12.00.

• Hazard Communication Guidelines for Compliance (OSHA 3111)—Order No. 029-016-

00195-6; $2.75.

• Principal Emergency Response and Preparedness Requirements (OSHA 3122)—Order No.

029-016-00154-9; $4.00.

• Assessing the Need for Personal Protective

Equipment: A Guide for Small Business

Employers (OSHA 3151)—Order No. 029-

016-00179-4; $4.25.
OSHA Regional Offices

42 All About OSHA

Region I

(CT,* MA, ME, NH, RI, VT*)

JFK Federal Building

Room E-340

Boston, MA 02203

Telephone: (617) 565-9860

Region II

(NJ, NY,* PR,* VI*)

201 Varick Street

Room 670

New York, NY 10014

Telephone: (212) 337-2378

Region III

(DC, DE, MD,* PA, VA,* WV)

The Curtis Center

170 S. Independence Mall West

Philadelphia, PA 19106-3309

Telephone: (215) 861-4900

Region IV

(AL, FL, GA, KY,* MS, NC,* SC,* TN*)

Atlanta Federal Center

61 Forsyth Street, SW, Room 6T50

Atlanta, GA 30303

Telephone: (404) 562-2300

Region V

(IL, IN,* MI,* MN,* OH, WI)

230 South Dearborn Street

Room 3244

Chicago, IL 60604

Telephone: (312) 353-2220

Region VI

(AR, LA, NM,* OK, TX)

525 Griffin Street

Room 602

Dallas, TX 75202

Telephone: (214) 767-4731

Region VII

(IA,* KS, MO, NE)

City Center Square

1100 Main Street, Suite 800

Kansas City, MO 64105

Telephone: (816) 426-5861

Region VIII

(CO, MT, ND, SD, UT,* WY*)

1999 Broadway, Suite 1690

Denver, CO 80202-5716

Telephone: (303) 844-1600

Region IX

(American Samoa, AZ,* CA,* Guam,

HI,* NV,* Trust Territories of the Pacific)

71 Stevenson Street

Suite 420

San Francisco, CA 94105

Telephone: (415) 975-4310

Region X

(AK,* ID, OR,* WA*)

1111 Third Avenue

Suite 715

Seattle, WA 98101-3212

Telephone: (206) 553-5930

*These states and territories operate their own OSHA-approved job safety and health programs

(Connecticut and New York plans cover public employees only). States with approved programs

must have a standard that is identical to, or at least as effective as, the federal standard.
Area Offices 43

US Department of Labor - OSHA

Todd Mall - 2047 Canyon Road

Birmingham, AL 35216-1981

(205) 731-1534

US Department of Labor - OSHA

3737 Government Blvd., Suite 100

Mobile, AL 36693-4309

(334) 441-6131

US Department of Labor - OSHA

301 W. Northern Lights Blvd.

Suite 407

Anchorage, AK 99503-7571

(907) 271-5152

US Department of Labor - OSHA

3221 North 16th Street, Suite 100

Phoenix, AZ 85016

(602) 640-2007

US Department of Labor - OSHA

425 West Capitol Ave., Suite 450

Little Rock, AR 72201

(501) 324-6291(5818)

US Department of Labor - OSHA

5675 Ruffin Road, Suite 330

San Diego, CA 92123

(619) 557-2909

US Department of Labor - OSHA

1391 Speer Blvd., Suite 210

Denver, CO 80204-2552

(303) 844-5285

OSHA Area Offices

US Department of Labor - OSHA

7935 E. Prentice Ave., Suite 209

Englewood, CO 80011-2714

(303) 843-4500

US Department of Labor - OSHA

Clark Building

1057 Broad Street

Bridgeport, CT 06604

(203) 579-5581

US Department of Labor - OSHA

Federal Office Building

450 Main Street, Room 613

Hartford, CT 06103

(860) 240-3152

US Department of Labor - OSHA

1 Rodney Square

920 King Street, Suite 402

Wilmington, DE 19801-3319

(302) 573-6115

US Department of Labor - OSHA

Jacaranda Executive Court

8040 Peters Road

Building H-100

Fort Lauderdale, FL 33324

(954) 424-0242

US Department of Labor - OSHA

Ribault Building

1851 Executive Center Drive, Suite 227

Jacksonville, FL 32207

(904) 232-2895
44 All About OSHA

US Department of Labor - OSHA

5807 Breckenridge Pkwy., Suite A

Tampa, FL 33610-4249

(813) 626-1177

US Department of Labor - OSHA

450 Mall Blvd., Suite J

Savannah, GA 31406

(912) 652-4393

US Department of Labor - OSHA

2400 Herodian Way, Suite 250

Smyrna, GA 30080-2968

(770) 984-8700

US Department of Labor - OSHA

La Vista Perimeter Office Park

2183 N.Lake Parkway, Bldg. 7, Suite 110

Tucker, GA 30084-4154

(770) 493-6644/6742/8419

US Department of Labor - OSHA

1150 North Curtis Road, Suite 201

Boise, ID 83706

(208) 321-2960

US Department of Labor - OSHA

1600 167th Street, Suite 12

Calumet City, IL 60409

(708) 891-3800

US Department of Labor - OSHA

O’Hara Lake Plaza

2360 E. Devon Avenue, Suite 1010

Des Plaines, IL 60018

(847) 803-4800

US Department of Labor - OSHA

344 Smoke Tree Business Park

North Aurora, IL 60542

(630) 896-8700

US Department of Labor - OSHA

2918 West Willow Knolls Road

Peoria, IL 61614

(309) 671-7033

US Department of Labor - OSHA

46 East Ohio Street, Room 423

Indianapolis, IN 46204

(317) 226-7290

US Department of Labor - OSHA

210 Walnut Street, Room 815

Des Moines, IA 50309

(515) 284-4794

US Department of Labor - OSHA

300 Epic Center

301 N. Main

Wichita, KS 67202

(316) 269-6644

US Department of Labor - OSHA

John C. Watts Fed. Bldg.

330 W. Broadway, Room 108

Frankfort, KY 40601-1922

(502) 227-7024

US Department of Labor - OSHA

9100 Bluebonnet Center Blvd.

Suite 201

Baton Rouge, LA 70809

(225) 389-0474
Area Offices 45

US Department of Labor - OSHA

202 Harlow Street, Room 211

Bangor, ME 04401

(207) 941-8177

US Department of Labor - OSHA

1099 Winterson Road, Suite 140

Linthicum, MD 21090-2218

(410) 962-2840

US Department of Labor - OSHA

639 Granite Street, 4th Floor

Braintree, MA 02184

(617) 565-6924

US Department of Labor - OSHA

Valley Office Park

13 Branch Street

Methuen, MA 01844

(617) 565-8110

US Department of Labor - OSHA

1441 Main Street, Room 550

Springfield, MA 01103-1493

(413) 785-0123

US Department of Labor - OSHA

801 South Waverly Rd., Suite 306

Lansing, MI 48917-4200

(517) 377-1892

US Department of Labor - OSHA

3780 I-55 North, Suite 210

Jackson, MS 39211-6323

(601) 965-4606

US Department of Labor - OSHA

6200 Connecticut Avenue, Suite 100

Kansas City, MO 64120

(816) 483-9531

US Department of Labor - OSHA

911 Washington Avenue, Room 420

St. Louis, MO 63101

(314) 425-4249

US Department of Labor - OSHA

2900 4th Avenue North, Suite 303

Billings, MT 59101

(406) 247-7494

US Department of Labor - OSHA

Overland Wolf Bldg.

6910 Pacific Street, Room 100

Omaha, NE 68106

(402) 221-3182

Department of Labor - OSHA

279 Pleasant Street, Suite 201

Concord, NH 03301

(603) 225-1629

US Department of Labor - OSHA

1030 St. Georges Ave.

Plaza 35, Suite 205

Avenel, NJ 07001

(908) 750-3270

US Department of Labor - OSHA

500 Route 17 South, 2nd Floor

Hasbrouck Heights, NJ 07604

(201) 288-1700
46 All About OSHA

US Department of Labor - OSHA

Marlton Executive Park, Bldg. 2

701 Route 73 South, Suite 120

Marlton, NJ 08053

(609) 757-5181

US Department of Labor - OSHA

299 Cherry Hill Road, Suite 304

Parsippany, NJ 07054

(203) 263-1003

US Department of Labor - OSHA

505 Marquette Avenue, NW

Suite 820

Alburquerque, NM 87102

(505) 248-5302

US Department of Labor - OSHA

401 New Karner Road, Suite 300

Albany, NY 12205-3809

(518) 464-4338

US Department of Labor - OSHA

5360 Genesee Street

Bowmansville, NY 14026

(716) 684-3891

US Department of Labor - OSHA

6 World Trade Center, Room 881

New York, NY 10048

(212) 466-2482

US Department of Labor - OSHA

3300 Vikery Road

Syracuse, NY 13212

(315) 451-0808

US Department of Labor - OSHA

660 White Plains Road, 4th Floor

Tarrytown, NY 10591-5107

(914) 524-7510

US Department of Labor - OSHA

1400 Old Country Road, Suite 208

Westbury, NY 11590

(516) 334-3344

US Department of Labor - OSHA

Century Station Federal Building

300 Fayetteville Street Mall

Room 438

Raleigh, NC 27601-9998

(919) 856-4770

US Department of Labor - OSHA

1640 East Capitol Avenue

Bismarck, ND 58502

(701) 250-4521

US Department of Labor - OSHA

36 Triangle Park Drive

Cincinnati, OH 45246

(513) 841-4132

US Department of Labor - OSHA

Federal Office Building

1240 East 9th Street, Room 899

Cleveland, OH 44199

(216) 522-3818

US Department of Labor - OSHA

Federal Office Bldg.

200 N. High Street, Room 620

Columbus, OH 43215

(614) 469-5582
Area Offices 47

US Department of Labor - OSHA

Ohio Building

420 Madison Avenue, 600

Toledo, OH 43604

(419) 259-7542

US Department of Labor - OSHA

420 West Main, Suite 300

Oklahoma City, OK 73102

(405) 231-5351

US Department of Labor - OSHA

1220 S.W. 3rd Avenue, Room 640

Portland, OR 97204

(503) 326-2251

US Department of Labor - OSHA

850 North 5th Street

Allentown, PA 18102

(610) 776-0592

US Department of Labor - OSHA

3939 West Ridge Road, Suite B-12

Erie, PA 16506-1887

(814) 833-5758

US Department of Labor - OSHA

Progress Plaza

49 North Progress Avenue

Harrisburg, PA 17109

(717) 782-3902

US Department of Labor - OSHA

U.S. Custom House, Room 242

Second and Chestnut Street

Philadelphia, PA 19106-2902

(215) 597-4955

US Department of Labor - OSHA

Federal Building

1000 Liberty Avenue, Room 1428

Pittsburgh, PA 15222-4101

(412) 395-4903

US Department of Labor - OSHA

Penn Place

20 North Pennyslvania Ave. Room 2005

Wilkes-Barre, PA 18701-3590

(717) 826-6538

US Department of Labor - OSHA

BBV Plaza Building

1510 F.D. Roosevelt Avenue

Guaynabo, PR 00968

(787) 277-1560

US Department of Labor - OSHA

380 Westminster Mall, Room 243

Providence, RI 02903

(401) 528-4669

US Department of Labor - OSHA

Strom Thurman, Federal Building

1835 Assembly Street, Room 1468

Columbia, SC 29201-2453

(803) 765-5904

US Department of Labor - OSHA

Green Hills Office Park

2002 Richard Jones Road

Suite C-205

Nashville, TN 37215-2809

(615) 781-5423
48 All About OSHA

US Department of Labor - OSHA

903 San Jacinto Blvd., Suite 319

Austin, TX 78701

(512) 916-5783

US Department of Labor - OSHA

Wilson Plaza

606 North Carancahua, Suite 700

Corpus Christi, TX 78476

(512) 888-3420

US Department of Labor - OSHA

8344 East R.L. Thornton Freeway

Suite 420

Dallas, TX 75228

(214) 320-2400/2558

US Department of Labor - OSHA

North Star 2 Building

8713 Airport Freeway, Suite 302

Fort Worth, TX 76180-7601

(817) 428-2470

US Department of Labor - OSHA

17625 El Camino Real, Suite 400

Houston, TX 77058

(281) 286-0583

US Department of Labor - OSHA

350 North Sam Houston Parkway

Suite 120

Houston, TX 77060

(281)591-2438

US Department of Labor - OSHA

Federal Building, Room 806

1205 Texas Avenue

Lubbock, TX 79401

(806) 472-7681

US Department of Labor - OSHA

1781 South 300 West

Salt Lake City, UT 84115-1802

(801) 487-0680

US Department of Labor - OSHA

Federal Office Building, Room 835

200 Granby Mall

Norfolk, VA 23510

(757) 441-3820

US Department of Labor - OSHA

505 106th Avenue, N.E., Suite 302

Bellevue, WA 98004

(206) 553-7520

US Department of Labor - OSHA

405 Capitol Street, Room 407

Charleston, WV 25301

(304) 347-5937

US Department of Labor - OSHA

1648 Tri Parkway

Appleton, WI 54914

(920) 734-4521

US Department of Labor - OSHA

Federal Building U.S. Courthouse

500 Barstow Street, Room B-9

Eau Claire, WI 54701

(715) 832-9019
Area Offices 49

US Department of Labor - OSHA

4802 E. Broadway

Madison, WI 53716

(608) 441-5388

US Department of Labor - OSHA

Henry S. Reuss Bldg.

310 West Wisconsin Ave.

Suite 1180

Milwaukee, WI 53202

(414) 297-3315
Commissioner

Alaska Department of Labor

1111 West 8th Street

Room 306

P.O. Box 21149

Juneau, AK 99802-1149

(907) 465-2700

Director

Industrial Commission

 of Arizona

800 W. Washington

Phoenix, AZ 85007

(602) 542-5795

Director

California Department

 of Industrial Relations

455 Golden Gate Avenue

10th Floor

San Francisco, CA 94102

(415) 703-5050

Commissioner

Connecticut Department of Labor

200 Folly Brook Boulevard

Wethersfield, CT 06109

(860) 566-2211

Director

Conecticut Department of Labor

38 Wolcott Hill Road

Wethersfield, CT 06109

(860) 566-4550

50 All About OSHA

States with Approved Plans

Director

Hawaii Department of Labor

 and Industrial Relations

830 Punchbowl Street

Honolulu, HI 96831

(808) 586-8844

Commissioner

Indiana Department of Labor

State Office Building

402 West Washington Street

Room W195

Indianapolis, IN 46204

(317) 232-2378

Commissioner

Iowa Division of Labor Services

1000 E. Grand Avenue

Des Moines, IA 50319

(515) 281-3447

Secretary

Kentucky Labor Cabinet

1047 U.S. Highway, 127 South, Suite 2

Frankfort, KY 40601

(502) 564-3070

Commissioner

Maryland Division of Labor

 and Industry

Department of Labor Licensing

 and Regulation

1100 N. Eutaw Street, Room 613

Baltimore, MD 21201-2206

(410) 767-2215
States With Approved Plans 51

Director

Michigan Department of Consumer

 and Industry Services

4th Floor, Law Building

P.O. Box 30004

Lansing, MI 48909

(517) 373-7230

Commissioner

Minnesota Department of Labor

 and Industry

443 Lafayette Road

St. Paul, MN 55155

(651) 296-2342

Adminstrator

Nevada Division of Industrial

 Relations

400 West King Street

Carson City, NV 89703

(702) 687-3032

Secretary

New Mexico Environment Department

1190 St. Francis Drive

P.O. Box 26110

Santa Fe, NM 87502

(505) 827-2850

Commissioner

New York Department of Labor

W. Averell Harriman State Office

 Building - 12, Room 500

Albany, NY 12240

(518) 457-2741

Commissioner

North Carolina Department of Labor

4 West Edenton Street

Raleigh, NC 27601-1092

(919) 807-2900

Adminstrator

Oregon Department of Consumer

 & Business Services

Occupational Safety and Health

 Division (OR-OSHA)

350 Winter Street, NE, Room 430

Salem, OR 97310-0220

(503) 378-3272

Secretary

Puerto Rico Secretary of Labor

 and Human Resources

Department of Labor and Human

 Resources

Prudencio Rivera Martinez Building

505 Munoz Rivera Avenue

Hato Rey, PR 00918

(787) 754-2119

Director

South Carolina Department of Labor

 Licensing and Regulation

Koger Office Park, Kingstree Building

110 Centerview Drive

P.O. Box 11329

Columbia, SC 29210

(803) 896-4300

Commissioner

Tennessee Department of Labor

710 James Robertson Parkway

Nashville, TN 37243-0659

(615) 741-2582
52 All About OSHA

Commissioner

Labor Commission of Utah

160 East 300 South, 3rd Floor

P.O. Box 146650

Salt Lake City, UT 84114-6650

(801) 530-6880

Commissioner

Vermont Department of Labor

 and Industry

National Life Building - Drawer 20

120 State Street

Montpelier, VT 05620-3401

(802) 828-2288

Commissioner

Virginia Department of Labor

 and Industry

Powers-Taylor Building

13 South 13th Street

Richmond, VA 23219

(804) 786-2377

Commissioner

Virgin Islands Department of Labor

2203 Church Street

Christiansted

St. Croix, VI 00820-4660

(340) 773-1990

Director

Washington Department of Labor

 and Industries

P.O. Box 44001

Olympia, WA 98504-4001

(360) 902-4200

Administrator

Worker’s Safety and Compensation

 Division (WSC)

Wyoming Department of Employment

Herschler Building, 2nd Floor East

122 West 25th Street

Cheyenne, WY 82002

(307) 777-7786
OSHA Consultation Projects 53

OSHA Consultation Projects

Safety State Program University of Alabama

425 Martha Parham West

P.O. Box 870388

Tuscaloosa, AL 35487

(205) 348-3033

Consultation Section

ADOL/AKOSH

3301 Eagle Street, Suite 305

P.O. Box 107022

Anchorage, AK 99510

(907) 269-4957

Consultation and Training

Division of Occupational Safety and Health

Industial Commission of Arizona

800 West Washington

Phoenix, AZ 85007-9070

(602) 542-5795

OSHA Consultation

Arkansas Department of Labor

10421 West Markham

Little Rock, AR 72205

(501) 682-4522

CAL/OSHA Consultation Service

Department of Industrial Relations

455 Golden Gate Avenue

10th Floor

San Francisco, CA 94102

(415) 703-5270

Occupational Safety and Health Section

Colorado State University

115 Environmental Health Building

Fort Collins, CO 80523

(970) 491-6151

Division of Occupational Safety and Health

Connecticut Department of Labor

38 Wolcott Hill Road

Wethersfield, CT 06109

(860) 566-4550

Occupational Safety and Health

Division of Industrial Affairs

Delaware Department of Labor

4425 Market Street

Wilmington, DE 19802

(302) 761-8219

Office of Occupational Safety and Health

D.C. Department of Employment Services

950 Upshur Street, N.W.

Washington, DC 20011

(202) 576-6339

7(c)(1) Onsite Consultation Program,

 Division of Safety

Florida Department of Labor

 and Employment Security

2002 St.Augustine Road

Building E, Suite 45

Tallahassee, FL 32399-0663

(850) 922-8955

7(c)(1) Onsite Consultation Program

Georgia Institute of Technology

O’Keefe Building - Room 22

Atlanta, GA 30332

(404) 894-2643
OSHA Onsite Consultation

Department of Labor, Government

 of Guam

P.O. Box 9970

Tamuning, GU 96931

011-(671) 475-0136

Consultation and Training Branch

Dept of Labor and Industrial Relations

830 Punchbowl Street

Honolulu, HI 96831

(808) 586-9100

Safety and Health Consultation Program

Boise State University

Department of Health Studies

1910 University Drive

Boise, ID 83725

(208) 426-3283

Illinois Onsite Consultation

Industrial Service Division

Department of Commerce & Community Affairs

State of Illinois Center

100 West Randolph St.

Suite 3-400

Chicago, IL 60601

(312) 814-2337

Division of Labor

Bureau of Safety, Education

 and Training

402 West Washington

Room W195

Indianapolis, IN 46204-2287

(317) 232-2688

7(c)(1) Consultation Program

Iowa Bureau of Labor

2016 DMACC Boulevard

Building 17, Room 10

Ankeny, IA 50021

(515) 965-7162

Kansas 7(c)(1) Consultation Program

Kansas Department of Human Resources

512 South West 6th Street

Topeka, KS 66603-3150

(785) 296-7476

Division of Education & Training

Kentucky Labor Cabinet

1047 U.S. Highway 127, South

Frankfort, KY 40601

(502) 564-6895

7(c)(1) Consultation Program

Louisiana Dept. of Labor

1001 N. 23rd Street, Room 230

P.O. Box 94094

Baton Rouge, LA 70804-9094

(225) 342-9601

Division of Industrial Safety

Maine Bureau of Labor Stds.

Workplace Safety & Health Division

State House Station #45

Augusta, ME 04333-0045

(207) 624-6460

MOSH Consultation Servicesstry

312 Marshall Avenue, Room 600

Laurel, MD 20707

(410) 880-4970

54 All About OSHA
Division of Occupational Safety & Health

Department of Workforce Development

1001 Watertown Street

West Newton, MA 02165

(617) 727-3982

Occupational Health Division/BSR

7150 Harris Drive

P.O. Box 30649

Lansing, MI 48909

(517) 322-6823 (H)

Department of Consumer and Industry Services

7150 Harris Drive

Lansing, MI 48909

(517) 322-1809 (S)

Department of Labor & Industry

 Consultation Division

443 Lafayette Road

St. Paul, MN 55155

(612) 297-2393

Mississippi State University

Center for Safety and Health

2906 North State Street

Suite 201

Jackson, MS 39216

(601) 987-3981

Onsite Consultation Program

Division of Labor Standards

Department of Labor & Industrial Relations

3315 West Truman Boulevard

P.O. Box 449

Jefferson City, MO 65109

(573) 751-3403

Department of Labor & Industry

Bureau of Safety

P.O. Box 1728

Helena, MT 59624-1728

(406) 444-6418

Division of Safety, Labor & Safety Standards

Nebraska Department of Labor

State Office Building, Lower Level

301 Centennial Mall,South

Lincoln, NE 68509-5024

(402) 471-4717

Safety Consultation & Training Section,

 Division of Industrial Relations

Department of Business & Industry

1301 Green Valley Parkway

Henderson, NV 89014

(702) 486-9140

New Hampshire Department of Health

 & Human Services

6 Hazen Drive

Concord, NH 03301-6527

(603) 271-2024

Division of Public Safety &

Occupational Safety & Health New Jersey

 Department of Labor

225 E.State Street, 8th Floor West

Post Office Box 953

Trenton, NJ 08625-0953

(609) 292-3923

New Mexico Environment Department,

Occupational Health & Safety Bureau

525 Camino De Los Marquez, Suite 3

Post Office Box 26110

Santa Fe, NM 87502

(505) 827-4230

OSHA Consultation Projects 55
Division of Safety and Health

State Office Campus

Building 12, Room 130

Albany, NY 12240

(518) 457-2238

Bureau of Consultative Services

N.C.Department of Labor - OSHA

4 West Edenton Street

Raleigh, NC 27601-1092

(919) 807-2905

Division of Environmental Engineering

1200 Missouri Avenue, Room 304

Bismark, ND 58504

(701) 328-5188

Division of Onsite Consultation

Bureau of Employment Services

145 S. Front Street

Columbus, OH 43215

(614) 644-2246

Oklahoma Department of Labor OSHA Division

4001 North Lincoln Blvd.

Oklahoma City, OK 73105-5212

(405) 528-1500

Department of Consumer & Business

350 Winter Street, N.E., Room 430

Salem, OR 97310

(503) 378-3272

Indiana University of Pennsylvania

Walsh Hall

301 E. Walk, Room 210

Indiana, PA 15705-1087

(724) 357-2396

Occupational Safety and Health Office

Department of Labor and Human Resources

505 Munoz Rivera Avenue, 21st Floor

Hato Rey, PR 00918

(787) 754-2171

OSH Consultation Program

Division of Occupational Health

 & Radiation Ctrl.

Rhode Island Department of Health

3 Capital Hill

Providence, RI 02908

(401) 222-2438

South Carolina Department of Labor

Licensing & Regulation

3600 Forest Drive

P.O. Box 11329

Columbia, SC 29204

(803) 734-9614

Engineering Extension

Onsite Technical Division

SD State University, West Hall

Box 510,907 Harvey Dunn Street

Brookings, SD 57007

(605) 688-4101

OSHA Consultative Services Division

Tennessee Department of Labor

710 James Robertson Parkway, 3rd Fl.

Nashville, TN 37243-0659

(615) 741-7036

Workers’ Health and Safety Division

Texas Workers’ Compensation Commission

Southfield Building

4000 South I H 35

Austin, TX 78704

(512) 440-3854

56 All About OSHA
State of Utah Labor Commission

Workplace Safety and Health

Consultation Services

160 East 300 South

Salt Lake City, UT 84114-6650

(801) 530-6901

Division Of Occupational Safety and Health

Vermont Department of Labor and Industry

National Life Building, Drawer #20

Montpelier, VT 05602-3401

(802) 828-2765

Virginia Department of Labor and Industry

Occupational Safety and Health

 Training and Consultation

13 South 13th Street

Richmond, VA 23219

(804) 786-6359

Division of Occupational Safety and Health

Virgin Islands Department of Labor

3021 Golden Rock

Christainsted

St. Croix, VI 00840

(809) 772-1315

Washington Department of Labor and Industries

Division of Industrial Safety and Health

P.O. Box 44643

Olympia, WA 98504

(360) 902-5638

West Virginia Departmentof Labor

Capitol Complex Building #3

1800 East Washington Street, Room 319

Charleston, WV 25305

(304) 558-7890

Wisconsin Department of Health

 and Human Services

Division of Health

Section of Occupational Health

1414 E. Washington Avenue, Room 112

Madison, WI 53703

(608) 266-8579 (H)

Wisconsin Department of Commerce

 Division of Manufacturing and Technical

 Development

401 Pilot Court, Suite C

Waukesha, WI 53188

(414) 521-5063 (S)

 262-523-3040 WRONG NUMBERS.

Wyoming Department of Employment

Workers’ Safety and Compensation Division

Herschler Building, 2 East

122 West 25th Street

Cheyenne, WY 82002

(307) 777-7786

(H) —Health

(S) — Safety

OSHA Consultation Projects 57
A

Abatement time 33

Achievement recognition program 36

Administrative law judge 34

Advance notice 17

Advisory Committee on Construction

Safety and Health, ACCSH 16

Annual survey 24

Arts and Humanities Act 15

Asbestos Hazard Emergency Response Act 13

B

Bureau of Labor Statistics, BLS 21

C

Catastrophes 26

Citation 19, 33

Clean Air Act 14

Closing conference 27

Compensation and Liability Act 14

Complaint 26

Compliance officer 25, 26

Comprehensive partnerships 38

Comprehensive Environmental Response

and Compensation and Liability Act 14

Construction Safety Act 15

Consultation 35

Criminal fines 25, 32

D

Death, worker 22

Demonstration 39

E

Education 40

Emergency temporary standards 17

Employee complaints 26

Employee involvement 35

Employee representatives 28

Employee legal rights 13

Employer rights and responsibilities 9

Energy Reorganization Act 14

Establishment 23

Experimental variance 19

F

Failure to abate 32

Fatalities 22

Fatal accidents 26

Federal Register 17

Federal Safety and Health Advisory

Commitee, FACOSH 16

Federal sector 7

Federal Water Pollution Act 14

Follow-up inspections 26

G

General duty clause 15

Grants 40

Index

Index 59
60 All About OSHA

H

Hazard prevention and control 35

Hazards 15

Health and Human Services, HHS 16

High-hazard industries 26

I

Imminent danger 26

Injury and illness log 23

Inspection 33

Inspection walkaround 27

Inspector credentials 27

International Safe Container Act, ISCA 13

Internet 4

J

Job safety and health protection poster 24

L

Limited partnership 38

Log and Summary of Occupational

Injuries and Illnesses 23

Longshoremen’s and Harbor

Workers’ Compensation Act 15

M

Management commitment 35

Maritime Advisory Committee

for Occupational Safety, MACOSH 16

Merit 37

Multiple work sites 23

N

National Advisory Committee

on Occupational Safety, NACOSH 16

National Institute for Occupational

Safety and Heath, NIOSH 1, 11

Notice of contest 34

Notice of intent to contest 33

Notice of proposed penalty 33

Notice of proposed rulemaking 17

O

Occupational illness 22

Occupational injury 22

Occupational Safety and Health Review

Commission, OSHRC 34

Occupational safety and health training 39

Opening conference 27

OSH Act 1, 13

OSHA annual survey 24

OSHA 101 23

OSHA 200 23

OSHA approval for state plans 8

OSHA area offices 43

OSHA consultation projects 53

OSHA coverage 6

OSHA exemption 21

OSHA regional offices 42

OSHA standard 16

OSHA Strategic Partnership

Program, OSPP 37, 38

Other-than-serious violation 31
P

Penalties 31-32

Permanent variance 19

Petition 17

Petition for modification of abatement 33

Planned, or programmed, inspections 26

Private sector 7

Publications 41

R

Referrals 26

Repeated violation 32

Reporting and recordkeeping 20

S

Safe Drinking Water Act 14

Safety and Health Achievement

Recognition Proram, SHARP 36

Safety and health program management

guidelines 35

Safety and health training 35

Section 11(c) 13

Serious violation 31

Services Contract Act 15

Small Business Regulatory Enforcement

Fairness Act of 1996, SBREFA 17, 30

Solid waste disposal 14

Standards-setting 8

Star 36

State inspection 8

State and local government 7

State plans 9

States with approved plans 50

Supplementary Record of Occupational

Injuries and Illnesses 23

Surface Transportation Assistance Act 13

T

Temporary variance 19

Toxic Substance Control Act 14

Training 40

V

Variance 18

Video products 5

Violations 31

Voluntary Protection Programs, VPP 36

W

Walsh-Healey Act 15

Walkaround 28

Whistleblower Protection Act of 1989 7

Whistleblowers 14

Willful violations 31

Worker deaths 22

Workplace emergency 4

Worksite analysis 35

Index 61
SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA

SHA OSHA OSHA OSHA OSHA OSHA