Small Entity Compliance Guide for

OSHA’s Abatement Verification Regulation

29 CFR 1903.19

 

U.S. Department of Labor

Occupational Safety and Health Administration

1997
ii

Contents Page

Overview of the Abatement Verification Regulation 1

Abatement Verification: Who Does What 2

OSHA-Approved State Plan States 11

Questions and Answers about the Abatement Verification Regulation 12

Miscellaneous Information - Important Time Periods, Sample Abatement

Certifications, Listing of OSHA -Approved State Plans 22

List of Illustrations

Figure 1 - How to Submit Abatement Certificates 3

Figure 2 - How to Prepare Abatement Plans 4

Figure 3 - How to Prepare Progress Reports 5

Figure 4 - Tagging Requirements for Hand-Held Equipment 6

Figure 5 - Tagging Requirements for Non-Hand-held Equipment 7

Figure 6 - When Can the Tag or Copy of the Citation Be Removed? 8

Figure 7 - How Do I Notify Employees that Abatement Has Occurred? 9

Figure 8 - What Other Methods Can I Use to Notify Employees of

 Abatement? 10
1

Overview of

ABATEMENT VERIFICATION REGULATION

29 CFR 1903.19

î What is abatement?

Abatement is the correction of the safety or health hazard/violation

that led to an OSHA citation.

î Does this regulation apply to me?

This regulation applies to you only if you have received a citation

from OSHA during an inspection. (Procedures in States with

OSHA-approved State Plans may differ. See pages 11, 12, and

25.) 

î What do I have to do?

î Fix the hazard.

î Certify that you’ve fixed the hazard.

î Notify your employees and their representatives that you 

 have fixed the hazard.

î Send document(s) to OSHA saying that you have abated the

hazard.

î Tag any cited movable equipment with a warning tag or a

copy of the citation.

î What happens if I don’t comply?

You could get a citation for failure to certify to OSHA, notify
2

employees, and tag movable equipment.
3

Abatement Verification: Who Does What

Employers must:

Certify that hazards/violations cited by OSHA during an inspection have been

abated. OSHA has provided examples of simple abatement certification

letters that employers may use to certify that they have abated each cited

hazard. 

Provide abatement documentation, abatement plans, and progress reports for

some violations. 

Inform affected employees and their representatives of the abatement action

the employer has taken.

Allow employees to examine and copy abatement documents sent to OSHA. 

Tag cited movable equipment to warn employees of the hazard. Employers

can use tags of their own design or those that are available through OSHA.

OSHA will:

Indicate on the Citation and Notification of Penalty any serious items that

require additional abatement documentation, abatement plans, and progress

reports. 

Document, during the inspection, any cited conditions that the employer

permanently corrects; no further abatement certification is required for these

corrected items.

Employees must:

Notify their employer, within 3 working days of the time abatement

information is sent to OSHA, that they wish to review or copy that

information.
4

Figure 1 - How to Submit Abatement

Certificates

Correct the Hazard

Within 10 days of the

abatement date on the

citation, prepare

abatement certificate(s)

OR

complete the form in

this guide or 

Appendix A of the

regulation

Send to 

Area Office

that issued

the citation.

Notify affected

employees and 

employee

representatives.

and
5

Figure 2 - How to Prepare

Abatement Plans

Do any violations have

an abatement date

GREATER that 90 days?

Yes No

Yes

Are abatement plans

required by the

citation?

You do not have to

submit an abatement

plan.

Prepare abatement

plan(s) or complete

form in Appendix B

of the regulation.

Notify affected

employees and their

representatives.

Send abatement plan

to the OSHA Area

Office within 25

days.

No
6

Figure 3 - How to Prepare Progress

Reports

Are progress reports

required by the

citation?

No

You do not have

to submit a

progress report.

Yes

Prepare a

progress

report(s) by the

date(s) indicated

on the citation.

Send to the

OSHA Area

Office that issued

the citation.

Notify affected

employees and

their

representatives.
7

Figure 4 - Tagging Requirements for

Hand-Held Equipment

Is the cited equipment

hand-held when operated?

When you get the citation,

attach a tag

or

a copy of the citation 

to

the operating control(s)

or

hazardous component(s)

of

 the cited equipment.

Yes

No

See chart for

non-hand-held

equipment.

(next page)

The tag remains attached

until the hazard is abated.

(See tag removal chart.)
8

Figure 5 - Tagging Requirements for

Non-Hand-Held Equipment

If the cited equipment is not hand-held

when operated, is it movable? *

Yes

No

No tagging is

required.

Before moving the cited equipment

from the location where it was cited,

attach a tag

or

a copy of the citation

to

the operating control(s)

or

hazardous component(s)

of

the cited equipment.

The tag remains attached

until the hazard is abated.

(See tag removal chart.)

* Movable equipment is a device or machine that is moved within the

worksite where it is cited, or is moved to another worksite. 
9
10

or or

Figure 6 - When Can the Tag or Copy

of the Citation Be Removed?

Tag or citation remains in

place until:

The hazard

is corrected.

The equipment

is permanently

removed from

service.

The equipment

is no longer

within the

employer's

control.

Remove

tag/citation

upon certifying

abatement and

notifying

affected

employees.

Remove

tag/citation

when

equipment is

rendered

inoperable.

Remove

tag/citation

after sale or

delivery of

equipment to

new owner.

The citation

is vacated. or

Remove tag

after

Commission

vacates the

citation.
11
12

Figure 7 - How Do I Notify Employees

that Abatement Has Occurred?

Will affected

employees see the

document if it is

posted near where the

violation occurred?

Yes

Post a copy of the

document(s) sent to

OSHA near the place

where the violation

occurred.

No

or

Post each document in a

place where it will be

readily observed.

(See Other Methods of

Notification chart.)

Take other steps to

communicate

information about the

abatement actions to

employees and their

representatives.

(See Other Methods of

Notification chart.)
13

Figure 8 - What Other Methods Can I Use to

Notify Employees of Abatement?

What are examples of other

methods that I can use to notify

employees if they work at a

non-fixed or mobile worksite?

Put the document or a summary of it in the affected employees' pay envelopes

or with their pay checks.

Post the document inside the lid of the tool box or in a visible location in the

compartment where the cited equipment is normally stored.

Attach the document on the visible surface of a vehicle's sun visor where the

cited equipment is located.

Attach the document to a clipboard on a vehicle's dashboard where the cited

equipment is located (but not inside a vehicle's glove compartment).

Present or discuss the contents of the document at a training, safety, or other

meeting with affected employees.

Publish the contents of the document in an employee newsletter or another

general communication medium that reaches affected employees and their

representatives.

OR

OR

OR

OR

OR
14

OSHA-Approved State Plan States

If the workplace (the site where the inspection took place) is

in one of the 25 states with OSHA-approved State Plans (see

list below), the abatement verification procedures and policy

may be different from those in this guide. 

These States are:

ALASKA, ARIZONA, CALIFORNIA, CONNECTICUT

(Public Employees Only), HAWAII, INDIANA, IOWA,

KENTUCKY, MARYLAND, MICHIGAN, MINNESOTA,

NEVADA, NEW MEXICO, NEW YORK (Public

Employees Only), NORTH CAROLINA, OREGON,

PUERTO RICO, SOUTH CAROLINA, TENNESSEE,

UTAH, VERMONT, VIRGINIA, VIRGIN ISLANDS,

WASHINGTON, and WYOMING 

Contact the State for specific requirements. See page 25 for

specific addresses. 

Information on State Plan States can also be obtained from

the OSHA Internet Home Page (http://www.osha.gov/) under

the title of Programs and Services.
15

QUESTIONS MOST FREQUENTLY ASKED

ABOUT ABATEMENT VERIFICATION 

(29 CFR 1903.19)

SCOPE, APPLICATION, AND GENERAL ISSUES [Paragraphs (a) and (b)]

What is abatement?

Abatement is the correction of the safety or health hazard/violation that led to an OSHA

citation.

What is abatement verification?

It is the process by which an employer informs OSHA, affected employees, and their

representatives that a hazard cited by OSHA has been corrected. 

When does the regulation affect an employer?

When the employer receives an OSHA citation from an inspection that began after May

30, 1997.

How does the regulation apply to an employer in a state with an OSHA-approved State 

 Plan?

Each of the 25 states with OSHA-approved State Plans must adopt its own abatement

verification regulations or other equivalent mechanism that can be enforced in a manner as

effective as OSHA’s. Contact the State Plan agency for specific requirements. See pages

11 and 25 of this guide for more information.

Whose requirements do I follow if my home office is in one state and the worksite where I 

 was cited is in another?

The state where your employees were working at the time of the inspection and citation. 

How does the regulation differ from OSHA’s previous procedures for abatement 

 verification?

The new regulation provides a uniform system for documenting the correction of cited

hazards, and the amount of documentation required now increases as the seriousness of

the violation increases. The previous procedures did not use the sliding scale approach to

abatement verification.
16

Does the new rule reduce paperwork?

Yes. When hazards are abated during an inspection, no abatement certification is

required. Also, documentation or proof of abatement is not required for minor (otherthan-serious) violations or for most violations classified as serious. 

How will employees benefit from the new rule? 

Employees and their representatives now will be informed of the abatement activities

taken by their employers. Movable equipment that is cited must be tagged to alert

employees to the danger posed by the equipment. 

By regulation, how long after transmission of an abatement document to OSHA must an 

 employer retain the submitted document?

Three working days, the required employee-notification period.

What effect does the regulation have on an employer’s right to contest a citation?

None. The regulation does not restrict the right of employers, employees, and employee

representatives to contest citation item(s).

When do abatement verification obligations begin if an employer contests a citation?

Until a contested item is resolved, the abatement verification process is delayed for that

item.

ABATEMENT CERTIFICATION [Paragraph (c)]

What is the difference between abatement certification and abatement documentation?

Abatement certification is the “affidavit or signed statement” the employer sends to

OSHA. Abatement documentation is the “proof of correction” the employer sends to

OSHA as evidence that the hazard has been corrected, such as pictures or receipts or

work orders.

What does OSHA mean by the phrase “the employer must certify” in paragraph (c)(1) of 

 the regulation?

Certification means that the employer must submit a brief signed statement that the

hazardous condition(s) has been corrected.
17

How is abatement certification accomplished?

An employer or an authorized employer representative must inform OSHA in a signed

letter of the abatement actions they have taken. A sample abatement certification letter is

available in Appendix A of the regulation. The letter must include the following

identifying information: 

! Inspection, citation, and item numbers for each violation. 

! Date of abatement. 

! A statement that the violation was abated.

! A brief description of how the hazardous condition was abated. 

! A statement informing OSHA that affected employees and their representatives

were informed of the abatement actions. 

! A statement that the information provided in the letter is accurate. 

ABATEMENT DOCUMENTATION [Paragraph (d)]

What is acceptable documentation? 

Documentation is acceptable if it clearly proves that the violation has been corrected. [The

quality or acceptability of documentary evidence will be assessed by OSHA, either during

abatement negotiations with the employer or after receipt of the abatement

documentation.] OSHA will discuss documentation with you at the inspection closing

conference, or when citations are issued. If the documentation you send is not acceptable,

OSHA will let you know.

 Which citations require documentary evidence of abatement in addition to certification?

All “willful” and “repeat” violations, and those serious violations for which the Area

Director requires such evidence.

Are there examples of appropriate documentary evidence of abatement other than those 

 examples provided in the regulation?

The regulation does not mandate specific types of documentary evidence of abatement;

making this determination is the employer’s responsibility. 

The following types of documentation are generally acceptable:

! A photograph or videotape of the abated condition. 

! A copy of an invoice or sales receipt for equipment used to achieve abatement. 
18

! A report by a safety and health professional describing actions taken to abate the 

hazard or describing the results of analytical testing that substantiates abatement. 

! Documentation from the manufacturer that the article repaired is within the 

manufacturer's specifications.

! A copy of a signed contract for goods and services (for example, for needed 

protective equipment, an evaluation by a safety engineer, etc.). 

! Records of training completed by employees (if the citation is related to training). 

! A copy of program documents if the citation relates to a missing or inadequate 

program, such as a deficiency in the employer’s respirator program or hazard 

communication program. 

ABATEMENT PLANS [Paragraph (e)]

When is an abatement plan required by OSHA?

When the abatement period on the citation is more than 90 calendar days and the citation

states that an abatement plan is required.

For which violations can OSHA require abatement plans?

For serious, willful, and repeat violations having abatement periods lasting more than 90

days.

Are abatement plans required for other-than-serious violations?

No.

What happens if an employer asks for more time to abate, and this additional time 

 extends the period of abatement to more than 90 days?

The Area Director may require an abatement plan if the violation is a serious, willful, or

repeat violation. Your Petition for Modification of Abatement date (PMA) normally

would require speaking to the Area Office that issued the citation. Full compliance with

the conditions for requesting additional abatement time (see 29 CFR 1903.14a) may

convince the Area Director that abatement plans are not needed. 

Does an employer have to submit an abatement plan if a violation is corrected before the 

 plan is due?

No. The employer must, however, still certify that abatement has occurred.
19

Can employers combine abatement plans into one submission to OSHA?

Yes, provided each plan is submitted on time.

PROGRESS REPORTS [Paragraph (f)]

How do I know if a progress report is required?

The citation will say so.

Can an employer use the same form for the progress report and the abatement plan if 

these are required?

Yes.

Does an employer have to submit a progress report if a violation is corrected before the 

 report is due?

No. The employer must, however, still certify to OSHA that abatement has occurred.

EMPLOYEE NOTIFICATION OF ABATEMENT ACTIONS [Paragraph (g)]

What abatement information must be provided to affected employees?

The same information that is given to OSHA, as well as a notice of their right to examine

and copy the information.

Who are “affected employees”?

Affected employees are those employees exposed to the hazard(s) identified as a

violation(s).

Do employees have to be notified of the abatement certification letter?

Yes. A copy of the letter must be posted unless posting it will not inform affected

employees because they work off-site or travel from one worksite to another. In such

cases, other methods of notifying employees must be used. (see next question)
20

When posting would not fully inform employees, what are examples of methods that an 

 employer can use to inform affected employees about abatement actions?

Employers who have mobile work operations, or who do not assemble employees

routinely at a central location, may use a means other than posting to communicate with

employees.

The following are examples of methods acceptable to OSHA when posting is ineffective:

! Including the document or summary of it in affected employees’ pay envelopes or

with their paychecks.

! Posting the document inside the lid of the tool box (gang box) or in a visible

location in the compartment where the cited equipment is normally stored.

! Attaching the document to the visible surface of a vehicle’s sun visor where the

cited equipment is located.

! Attaching the document to a clipboard on a vehicle’s dashboard where the cited

equipment is located (but not inside a vehicle’s glove compartment).

! Presenting or discussing the contents of the documents at a training, safety, or

other meeting with affected employees.

! Publishing the contents of the document in an employee newsletter or another

general communication medium that reaches affected employees and their

representatives.

Any method that creates a hazard (such as a visibility hazard) cannot be used.

For how long must the abatement materials be posted?

Three working days after submission to OSHA.

TRANSMITTING ABATEMENT DOCUMENTS TO OSHA. [Paragraph (h)]

In addition to the mail, what other means of transmitting abatement documents are 

acceptable to the Agency?

Hand delivery and facsimile (fax) are two examples of acceptable methods of transmitting

documents. If the materials submitted are not legible, they may be deemed unacceptable

by the Agency. 
21

What about e-mail?

At present, e-mail transmission is not acceptable. 

TAGGING MOVABLE EQUIPMENT [Paragraph (i)]

What does tagging mean?

Tagging means that the employer puts a warning tag or a copy of the citation on the

operating controls or cited components of the movable equipment.

What is the purpose of tagging?

The tag warns employees about the cited hazard, briefly describes the violation, and tells

them where they can find the complete citation.

Are there any advantages to using a copy of the citation instead of a warning tag to meet 

 the tagging requirement?

Yes. Affixing a copy of the citation to the operating controls or cited components of the

movable equipment provides the employees with more information than is on the tag, and

using a copy of the citation for this purpose also fulfills the employer’s obligation under 29

CFR 1903.16 (Posting of citations). If a warning tag is used, the employer must still post

a copy of the citation required by 29 CFR 1903.16, although the copy does not have to be

posted at the point of violation. 

What kind of a warning tag can be used?

Employers can use the warning tag displayed in Appendix C of the regulation or the tag

provided by OSHA or they can use any “warning “ tag that provides the information

required by the regulation. For employers in the construction sector, tags that are

designed and used as specified in 29 CFR 1926.20(b)(3) and 1926.200(h) can be

substituted for the tags required by this abatement verification regulation when the tag

also properly warns employees about the nature of the violation involving the equipment

and identifies the location of the citation.

What is movable equipment?

Any machine or device, hand-held or not-hand-held, that is moved within the worksite

where it was cited, or is moved to another worksite.
22

Does an employer have to tag movable equipment that has been cited for an other-than- 

 serious violation?

No. Movable equipment has to be tagged only if it is cited for a serious, repeat, or willful

violation.

What is hand-held equipment?

It is equipment that is hand-held when operated. Examples of hand-held equipment are a

hand grinder and a portable electric drill. A drill press is not considered to be hand-held

equipment.

When does cited hand-held equipment have to be tagged?

The tag or citation has to be put on the operating controls or cited components of the

equipment immediately after the citation is received.

Does cited hand-held equipment have to be tagged immediately, even if it is not moved or 

 used?

Yes.

What is movable non-hand-held equipment?

It is equipment that is not hand-held when operated, such as a drill press, lathe, or other

mounted equipment.

Does cited personal protective equipment (PPE), including respirators and eye and face 

 protection, have to be tagged?

No. OSHA considers PPE deficiencies violations of the PPE standard, not movable

equipment violations.

Does an employer who receives a citation for a violation involving rented equipment have 

 to tag it?

Yes.

Does an employer have to tag equipment, such as a trailer or a truck, that was cited for 

 not having chocks in place if that equipment has been moved?

No, because such a violation arises from an administrative or procedural violation (the use

of chocks), not a hazard of the truck or trailer itself.
23

Does cited movable equipment have to be tagged if it is owned by an affected employee?

Yes. An employer’s duty under the Occupational Safety and Health Act to maintain a safe

and healthful workplace applies to employee-owned equipment that the employer allows

to be used at the worksite.

Does an employer have to tag all similar movable equipment that poses the same hazard 

 as the cited equipment but was not cited by OSHA (for example, all ladders if a single 

 ladder was cited)?

Such tagging is not required by this regulation; however, the employer can be cited for a

repeat or willful violation if an OSHA compliance officer identifies the violation during a

later inspection.

When can the tag or copy of the citation be removed from the cited equipment?

The tag may be removed when the employer:

! Corrects the cited violation and submits all required abatement verification

documents to the Area Director.

! Permanently removes the cited equipment from service (for example, makes it

inoperable).

! Receives a Commission order stating that the Commission has vacated the citation

(for contested citations only).

! No longer controls the equipment (for example, sells it and places it under the

control of the buyer or returns it to the rental company).

Does a warning tag have to stay on cited equipment that is sold and is no longer under the 

 control of the seller?

No. The seller of the cited equipment is not responsible for tagging or abating a hazard

once the equipment is sold and is no longer under the seller’s control.

If an employer buys tagged equipment, what will happen?

The buyer isn’t responsible for the original citation, but can be cited by OSHA for having

hazardous equipment (just like the former owner) if the hazard is still uncorrected.

Can the buyer of tagged equipment be cited for a willful violation?

If the buyer knew about the hazard (for example, the employer was told about the hazard

by the seller or saw the warning tag or citation on the equipment), the buyer can be cited

for a willful violation.
24

What should a buyer do with the tags or citations on cited equipment?

OSHA recommends that the buyer keep the tags or citations on the equipment until the

hazard is corrected. 

What if an employer buys equipment that has been cited, but there’s no tag on it?

If the buyer knows that it has been cited, or knows (or should know) that it is hazardous,

the buyer must correct the hazard before making the equipment available to employees for

their use.

If an employer moves cited equipment for use on another worksite of that employer, does 

 the tag stay on the equipment?

Yes.
1The definition of “working days” found in former 29 CFR 1903.21(c), now redesignated

as 29 CFR 1903.22(c), is “ . . . Mondays through Fridays but shall not include Saturdays,

Sundays, or Federal holidays . . .”.

25

Important Time Periods

For Correcting Violations:

! 90 calendar days -- Minimum period to correct a violation before OSHA can

require an abatement plan.

For Sending Documents to OSHA:

! 10 Calendar days -- Maximum period after the abatement date to send a

certification document.

! 25 calendar days -- Maximum period after receiving a citation to send an

abatement plan.

! 55 calendar days -- Maximum period after receiving a citation to send the first

progress report.

For Employee Notice:

! 3 working days1

 -- Minimum period that abatement-verification documents

have to stay posted.

! 3 working days -- Maximum period after posting for employees or their

representatives to request to examine and/or copy the documents.

! 5 working days -- Maximum period to provide the documents to employees

or their representatives after they request them.
26

SAMPLE ABATEMENT CERTIFICATION (Blank)

 , Area Director

U.S. Department of Labor - OSHA

Address of the Area Office (on the citation)

[Company’s Name]

[Company’s Address]

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

I attest that the information contained in this document is accurate and that the affected

employees and their representatives have been informed of the abatement activities described in

this certification.

 

 Signature

 

 Typed or Printed Name
27

SAMPLE ABATEMENT CERTIFICATION (Completed)

 Ms. Jane Doe , Area Director

U.S. Department of Labor - OSHA

Address of the Area Office (on the citation)

My Company

111 High St

Any Town , ST 99999

The hazard referenced in Inspection Number123456789 for the violation identified as Citation 

 1 and item 1 was corrected on 4/25/97 by installing a lower blade guard on

the table saw .

The hazard referenced in Inspection Number Same for the violation identified as Citation 

 1 and item 2 was corrected on 4/25/97 by installing a 42 inch high guardrail 

per OSHA across the storage loft’s opening where OSHA said I needed one .

The hazard referenced in Inspection Number Same for the violation identified as Citation 

 2 and item 1 was corrected on 4/26/97 by buying gloves for the employee who 

stocks the bulk supplies in the loft and making sure he uses them .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

 

The hazard referenced in Inspection Number for the violation identified as Citation 

 and item was corrected on by 

 .

I attest that the information contained in this document is accurate and that the affected

employees and their representatives have been informed of the abatement activities described in

this certification.

 John Smith 

 Signature

 John Smith 

 Typed or Printed Name
2

The most current directory of State Plan States is maintained on the OSHA Internet Home page

(http://www.osha.gov) under the title of Programs and Services.

28

States with OSHA-Approved State Plans 2

Updated August 14, 1997

Alaska Department of Labor

1111 W. 8th Street, Room 306

Juneau, Alaska 99801

Tom Cashen, Commissioner (907) 465-2700 Fax: (907) 465-2784

Alan W. Dwyer, Program Director (907) 465-4855 Fax: (907) 465-3584

Industrial Commission of Arizona

800 W. Washington

Phoenix, Arizona 85007

Larry Etchechury, Director (602) 542-5795 Fax: (602) 542-1614

Derek Mullins, Program Director (602) 542-5795 Fax: Same as above

California Department of Industrial Relations

45 Fremont Street

San Francisco, California 94105

John Duncan, Acting Director (415) 972-8835 Fax: (415) 972-8848

Dr. John Howard, Chief (415) 972-8500 Fax: (415) 972-8513

Connecticut Department of Labor

200 Folly Brook Boulevard

Wethersfield, Connecticut 06109

James P. Butler, Commissioner (860) 566-5123 Fax: (860) 566-1520

Program Director’s Office (860) 566-4550 Fax: (860) 566-6916

Hawaii Department of Labor and Industrial Relations 

830 Punchbowl Street

Honolulu, Hawaii 96813

Lorraine H. Akiba, Director (808) 586-8844 Fax: (808) 586-9099

Jennifer Shishido, Administrator (808) 586-9116 Fax: (808) 586-9104

Indiana Department of Labor

State Office Building

402 West Washington Street, Room W195

Indianapolis, Indiana 46204

Timothy Joyce, Commissioner (317) 232-2378 Fax: (317) 233-3790

John Jones, Deputy Commissioner (317) 232-3325 Fax: Same as above 

Iowa Division of Labor Services

1000 E. Grand Avenue

Des Moines, Iowa 50319

Byron K. Orton, Commissioner (515) 281-3447 Fax: (515) 242-5144

Mary L. Bryant, Administrator (515) 281-3469 Fax: (515) 281-7995
29

Kentucky Labor Cabinet

1049 U.S. Highway 127 South, Suite 2

Frankfort, Kentucky 40601

Joe Norsworthy, Secretary (502) 564-3070 Fax: (502) 564-5387

Steven A. Forbes, Federal\State Coordinator (502) 564-2300 Fax: (502) 564-1682

Maryland Division of Labor and Industry 

Department of Licensing and Regulation

1100 North Eutaw Street, Room 613

Baltimore, Maryland 21201-2206

John P. O'Conner, Commissioner (410) 767-2215 Fax: (410) 767-2003

Ileana O'Brien, Deputy Commissioner (410) 767-2992 Fax: Same as above

Michigan Department of Consumer and Industry Services 

3423 North Martin Luther King Boulevard

P.O. Box 30649

Lansing, Michigan 48909

Kathleen M. Wilbur, Director (517) 373-7230 Fax: (517) 373-2129

Douglas R. Earle, Program Director for Safety and Health (517) 322-1814 Fax: (517) 335-8010

Minnesota Department of Labor and Industry

443 Lafayette Road

St. Paul, Minnesota 55155

Gary Bastian, Commissioner (612) 296-2342 Fax: (612) 282-5405

Gail Blackstone, Assistant Commissioner (612) 296-6529 Fax: Same as above 

Nevada Division of Industrial Relations

400 West King Street

Carson City, Nevada 97502

Ron Swirczek, Administrator (702) 687-3032 Fax: (702) 687-6305

Danny Evans, Assistant Administrator (702) 687-3250 Fax: (702) 687-6150

New Mexico Environment Department

1190 St. Francis Drive

P.O. Box 26110

Santa Fe, New Mexico 87502

Mark E. Weidler, Secretary (505) 827-2850 Fax: (505) 827-2836

Sam A. Rogers, Chief (505) 827-4230 Fax: Same as above

New York Department of Labor

W. Averell Harriman State Office Building - 12, Room 500

Albany, New York 12240

John E. Sweeney, Commissioner (518) 457-2741 Fax: (518) 457-6908

Richard Cuculo, Program Director (518) 457-3518 Fax: Same as above

North Carolina Department of Labor

319 Chapanoke Road

Raleigh, North Carolina 27603

Harry Payne, Commissioner (919) 662-4585 Fax: (919) 662-4582

Charles Jeffress, Deputy Commissioner (919) 662-4585 Fax: Same as above 
30

Oregon Occupational Safety and Health Division

Department of Consumer & Business Services

350 Winter Street, NE, Room 430

Salem, Oregon 97310

Peter DeLuca, Administrator (503) 378-3272 Fax: (503) 378-4538

David Sparks, Deputy Administrator (503) 378-3272 Fax: Same as above 

Puerto Rico Department of Labor and Human Resources

Prudencio Rivera Martinez Building

505 Munoz Rivera Avenue

Hato Rey, Puerto Rico 00918

Cesar J. Almodovar-Marchany, Secretary (787) 754-2119 Fax: (787) 753-9550

Assistant Secretary’s Office (787) 754-2119/2171 Fax: (787) 767-6051

South Carolina Department of Labor, Licensing, and Regulation 

KogerOfficePark, Kingstree Building

110 Centerview Drive

Columbia, South Carolina 29210

Lewis Gossett, Director (803) 896-4300 Fax: (803) 734-9716

William Lybrand, Program Director (803) 734-9594 Fax: (803-734-9772

Tennessee Department of Labor

710 James Robertson Parkway

Nashville, Tennessee 37243-0659

Alphonso R. Bodie, Commissioner (615) 741-2582 Fax: (615) 741-5078

Don Witt, Program Director (615) 741-2793 Fax: (615) 741-3325

Labor Commission of Utah

160 East 300 South, 3rd Floor

PO Box 146650

Salt Lake City, Utah 84114-6650

R. Lee Ellertson, Commissioner (801) 530-6898 Fax: (801) 530-6880

Jay W. Bagley, Administrator (801) 530-6898 Fax: (801) 530-7606

Vermont Department of Labor and Industry

National Life Building - Drawer 20

120 State Street

Montpelier, Vermont 05620

Stephen Jamsen, Commissioner (802) 828-2288 Fax: (802) 828-2748

Robert McLeod, Project Manager (802) 828-2765 Fax: Same as above

Virginia Department of Labor and Industry 

Powers-Taylor Building

13 South 13th Street

Richmond, Virginia 23219

Theron Bell, Commissioner (804) 786-2377 Fax: (804) 371-6524

Charles Lahey, Deputy Commissioner (804) 786-2383 Fax: Same as above
31

Virgin Islands Department of Labor

2131 Hospital Street

Box 890, Christiansted

St. Croix, Virgin Islands 00820-4666

Carmelo Rivera, Commissioner (809) 773-1994 Fax: (809) 773-0094

Raymond Williams, Program Director (809) 772-1315 Fax: (809) 772-4323 

Washington Department of Labor and Industries

General Administration Building

PO Box 44001

Olympia, Washington 98504-4001

Gary Moore, Director (360) 902-4200 Fax: (360) 902-4202

Michael Silverstein, Assistant Director (360) 902-5495 Fax: (360) 902-5529

Wyoming Department of Employment

Worker's Safety and Compensation Division

Herschler Building, 2nd Floor East

122 West 25th Street

Cheyenne, Wyoming 82002

Stephan R. Foster, Safety Administrator (307) 777-7786 Fax: (307) 777-5850