This presentation guides the reader through the new OSHA fines that increase in 2016 and for consecutive years. The presentation tells an organization what to do before, during, and after an OSHA inspection.
The document provides 10 tips for employers during an OSHA inspector visit based on the experiences of a retired OSHA inspector. The tips include having a written safety program available, selecting representatives to participate in the inspection, taking notes and photos during the walkaround, and using notes to contest any citations without displaying a negative attitude. The overall message is that being prepared, cooperative and non-confrontational will help employers have a more positive interaction and outcome with OSHA inspectors.
The document provides guidance on how to handle an OSHA inspection, including maintaining professionalism, limiting the scope of the inspection, correcting any issues found during the inspection, and establishing safety rules and procedures to help defend against citations if issued. It notes the different types of violations and associated penalties, and advises requesting meetings to review any corrections made in order to potentially reduce citations and penalties.
This document provides guidance for companies undergoing an OSHA inspection. It outlines procedures for interacting with OSHA compliance officers, including requirements for record keeping, facility access, and interviews. It also explains the citation and appeal process, and emphasizes maintaining a cooperative and professional relationship with inspectors. Developing strong safety programs can help reduce violations and lower insurance costs. Consulting services are available to help companies achieve full compliance.
This document provides information about workplace safety inspections conducted by OSHA (Occupational Safety and Health Administration). It outlines OSHA's goals of enforcing safety standards and regulations to protect workers. It also describes the inspection process, including an opening conference, physical inspection, record review, interviews, a closing conference to discuss any potential violations, and post-inspection procedures for contesting citations. The document advises being cooperative but also standing up for employee rights and limiting the scope of inspections when possible.
How to interact with an OSHA Inspectorlerickson312
OSHA officers can conduct unannounced inspections of workplaces to ensure compliance with health and safety standards. It is important for employers to always be prepared for inspections by designating representatives to greet the inspector, guide them, and provide any requested documents. When an inspection occurs, employers should verify the inspector's credentials, accompany them during walk-throughs, correct any identified violations immediately, and have a closing meeting to discuss findings. Fines for violations can be significant, ranging from $1,000-$500,000 depending on the type and severity of the violation. Employers should cooperate with inspectors and address any issues to avoid penalties.
This document provides an overview of how to prepare for and respond to an OSHA audit. It discusses the different types of inspections OSHA prioritizes and how the audit process typically unfolds in four parts: 1) an opening where the inspector introduces themselves, 2) a walkaround where violations are identified, 3) citations which may be issued, and 4) a closing conference to discuss corrections. It also provides tips on documenting safety programs, training records, and disciplining employees to enforce safety rules in order to defend against citations if needed. Overall, the document aims to help companies understand OSHA inspection priorities and procedures to be prepared.
This document provides information about a 2-day certification workshop on conducting effective workplace investigations. The workshop will teach participants how to properly conduct internal investigations of workplace issues like harassment, discrimination, theft and violence. It will cover all aspects of the investigation process from gathering information and interviewing to documenting findings. Participants will receive a toolkit of HR forms and policies to support their investigation work. The workshop aims to give HR and business professionals the confidence to handle workplace investigations properly under the guidance of an experienced facilitator. It will be held on September 9-10 in Karachi with a cost of Rs. 25,000 per participant and group discounts available.
MBA 550 Final Project Part II Milestone Two Guidelines andAbramMartino96
This document provides guidelines for a milestone assignment requiring analysis of an organizational leader's vision, strategic planning methods, and use of power to structure the organization and affect culture. Students must submit a 2-4 page paper identifying the leader's vision and strategic plan, recommending additional planning methods, and analyzing the leader's personal, political, and positional power in shaping the organization and culture. The assignment will be evaluated on multiple critical elements including analysis of the leader's power and how they structured the organization.
The document provides 10 tips for employers during an OSHA inspector visit based on the experiences of a retired OSHA inspector. The tips include having a written safety program available, selecting representatives to participate in the inspection, taking notes and photos during the walkaround, and using notes to contest any citations without displaying a negative attitude. The overall message is that being prepared, cooperative and non-confrontational will help employers have a more positive interaction and outcome with OSHA inspectors.
The document provides guidance on how to handle an OSHA inspection, including maintaining professionalism, limiting the scope of the inspection, correcting any issues found during the inspection, and establishing safety rules and procedures to help defend against citations if issued. It notes the different types of violations and associated penalties, and advises requesting meetings to review any corrections made in order to potentially reduce citations and penalties.
This document provides guidance for companies undergoing an OSHA inspection. It outlines procedures for interacting with OSHA compliance officers, including requirements for record keeping, facility access, and interviews. It also explains the citation and appeal process, and emphasizes maintaining a cooperative and professional relationship with inspectors. Developing strong safety programs can help reduce violations and lower insurance costs. Consulting services are available to help companies achieve full compliance.
This document provides information about workplace safety inspections conducted by OSHA (Occupational Safety and Health Administration). It outlines OSHA's goals of enforcing safety standards and regulations to protect workers. It also describes the inspection process, including an opening conference, physical inspection, record review, interviews, a closing conference to discuss any potential violations, and post-inspection procedures for contesting citations. The document advises being cooperative but also standing up for employee rights and limiting the scope of inspections when possible.
How to interact with an OSHA Inspectorlerickson312
OSHA officers can conduct unannounced inspections of workplaces to ensure compliance with health and safety standards. It is important for employers to always be prepared for inspections by designating representatives to greet the inspector, guide them, and provide any requested documents. When an inspection occurs, employers should verify the inspector's credentials, accompany them during walk-throughs, correct any identified violations immediately, and have a closing meeting to discuss findings. Fines for violations can be significant, ranging from $1,000-$500,000 depending on the type and severity of the violation. Employers should cooperate with inspectors and address any issues to avoid penalties.
This document provides an overview of how to prepare for and respond to an OSHA audit. It discusses the different types of inspections OSHA prioritizes and how the audit process typically unfolds in four parts: 1) an opening where the inspector introduces themselves, 2) a walkaround where violations are identified, 3) citations which may be issued, and 4) a closing conference to discuss corrections. It also provides tips on documenting safety programs, training records, and disciplining employees to enforce safety rules in order to defend against citations if needed. Overall, the document aims to help companies understand OSHA inspection priorities and procedures to be prepared.
This document provides information about a 2-day certification workshop on conducting effective workplace investigations. The workshop will teach participants how to properly conduct internal investigations of workplace issues like harassment, discrimination, theft and violence. It will cover all aspects of the investigation process from gathering information and interviewing to documenting findings. Participants will receive a toolkit of HR forms and policies to support their investigation work. The workshop aims to give HR and business professionals the confidence to handle workplace investigations properly under the guidance of an experienced facilitator. It will be held on September 9-10 in Karachi with a cost of Rs. 25,000 per participant and group discounts available.
MBA 550 Final Project Part II Milestone Two Guidelines andAbramMartino96
This document provides guidelines for a milestone assignment requiring analysis of an organizational leader's vision, strategic planning methods, and use of power to structure the organization and affect culture. Students must submit a 2-4 page paper identifying the leader's vision and strategic plan, recommending additional planning methods, and analyzing the leader's personal, political, and positional power in shaping the organization and culture. The assignment will be evaluated on multiple critical elements including analysis of the leader's power and how they structured the organization.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
Accident Investigation Training by Construction Compliance Training CenterAtlantic Training, LLC.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
This accident investigation PowerPoint by CSCB breaks down the necessary steps to take when conducting an accident investigation in the construction industry.
CURRICULUM VITAE Sonja Oliver December 2016Oliver Sonja
This curriculum vitae is for Sonja Oliver, providing her personal details and work experience. She has worked at Liberty Life since 1989, holding various roles including administrator, senior administrator, team leader, senior claims assessor, and trustee liaison and recommendations officer. She has strong computer, communication, and analytical skills and strives for high quality work and deadlines. She is seeking new employment opportunities where she can contribute positively and continue developing.
Retaliation is the most common basis of discrimination claims, appearing in more than a third of all claims filed with the EEOC and costing employers millions each year. Learn how to deal with the challenges of retaliation and earn CE credits at the same time.
What To Do When OSHA Visits--NAEM EHS and Sustainability Managers Forum 2016Antea Group
We walk you through OSHA inspection do's and don'ts, help you understand the purpose of a visit from OSHA and the changing regulatory environment, learn about the necessity of proactive action during an inspection, and how to position your organization in the best possible light.
2010 Employment Lifecycle And Orientation Team Lead TrainingRobert Shearer
This presentation was delivered to Team Leads from across the country who were recently put into roles with supervisory responsibilities for the first time.
This expression is a blending of what’s wished for with what’s realistic. It ...NoeAranel
This document discusses guidelines for effective safety audits. It defines the difference between inspections and audits, noting that audits are more interactive and aim to improve safety culture. The benefits of audits include preventing injuries, raising awareness, establishing standards, and identifying weaknesses. It recommends a minimum monthly audit frequency for different roles. Audits should be quantified to identify trends, with results tables or indexes. Areas with high violation rates should be targeted for improvement. The audit process involves observing, communicating issues, follow-up, and striving for continuous improvement.
This document provides an overview of performance appraisals, including how to set goals, give feedback, document critical incidents, write appraisal forms, and conduct appraisal interviews. Key aspects covered include setting SMART goals, providing informal and formal feedback, documenting important positive and negative behaviors, addressing common errors in evaluations, preparing for and having constructive appraisal discussions, and planning next steps after the review.
This document summarizes a presentation about Prior Learning Assessment and Recognition (PLAR). It discusses the basic PLAR process of identifying, equating, assessing, and recognizing prior learning. Key principles of PLAR are that all learning has value regardless of where or how it occurred, and that assessment requires evaluating evidence of skills and knowledge through informal or formal means. Examples are given of applying PLAR for vocational skills, academics, employment, and recognizing unpaid work. Benefits include increased confidence, clarity of strengths, and new opportunities. Implications discussed include applying the concept differently and developing partnerships to enhance work in this area.
The document discusses the role and duties of a presenting officer in disciplinary proceedings. It states that the presenting officer must logically present evidence to support the charges against an employee in order to prove the charges. The duties include preparing the case, submitting documents and witness lists, examining witnesses, cross-examining witnesses, and making additional evidence requests. The presenting officer must follow proper procedures and remain unbiased in presenting the management's perspective in the fact-finding inquiry.
Top tips for creating an employee performance improvement plan (PIP). There is also a slide that provides information on a Timesaver Kit that includes templates to creating an employee performance improvement plan process.
This document provides instructions for a student assessment involving four tasks to establish and confirm a counselling relationship. The student will complete role-plays and counseling sessions with three clients (Darren, Lee, and Claire) which will be recorded and submitted. The document outlines preparing for assessments, assessment requirements, roles and procedures for the role-plays, and submitting work. Feedback will be provided, but the assessments are not formally graded - the student must meet all requirements to pass.
This document provides information for students to prepare for the 2015 MN Private College & Internship Job Fair. It outlines the agenda for a preparation session, which aims to help students feel confident interacting with employers at the fair. The document reviews tips for before, during, and after the job fair, including researching employers, preparing questions, proper attire, and following up after the event. Additional resources for students to utilize in their preparation are also provided.
Basic Supervisory Skills Training Presentation. Includes placeholders for customized company info and training games. Topics covered include:
Interviewing, Performance Evaluations,
Coaching & Communication, and Progressive Discipline. NOTE: handwritten fonts don't convert in SlideShare and were replaced with ComicSans.
The document provides tips for reinventing yourself in a tough economic climate, including utilizing staffing agents, following a 6-step hiring process, conducting an effective job search through various online tools and networking, and working with multiple staffing agents. Staffing agents act as matchmakers between clients and qualified candidates, following a discovery, request, search, interview, and offer process. An effective job search involves reviewing past roles, crafting targeted resumes, using job boards selectively, leveraging LinkedIn for networking and research, and following relevant accounts on Twitter. When working with multiple agents, be upfront about any limitations and treat all as equal business partners.
The document provides tips for reinventing yourself in a tough economic climate, including utilizing staffing agents, following a 6-step hiring process, conducting an effective job search through various online tools and networking, and working with multiple staffing agents. Staffing agents act as matchmakers between clients and qualified candidates, following a discovery, request, search, interview, and offer process. An effective job search involves reviewing past roles, crafting targeted resumes, using job boards selectively, leveraging LinkedIn for networking and research, and following relevant accounts on Twitter. When working with multiple agents, be upfront about any limitations and treat all as equal business partners.
The document provides tips for reinventing yourself in a tough economic climate, including utilizing staffing agents, following a 6-step hiring process, conducting an effective job search through various online tools and networking, and working with multiple staffing agents. Staffing agents act as matchmakers between clients and qualified candidates, following a discovery, request, search, interview, and offer process. An effective job search involves reviewing past roles, crafting targeted resumes, using job boards selectively, leveraging LinkedIn for networking and research, and following relevant accounts on Twitter. When working with multiple agents, be upfront about any limitations and treat all as equal business partners.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
Accident Investigation Training by Construction Compliance Training CenterAtlantic Training, LLC.
This document summarizes a training presentation on accident investigation. The presentation provides information on why accident investigation is important, defines accidents and incidents, outlines the steps in an effective accident investigation including securing the scene, interviewing witnesses, analyzing direct and root causes, and making recommendations. It emphasizes investigating both accidents and near misses to prevent future occurrences.
This accident investigation PowerPoint by CSCB breaks down the necessary steps to take when conducting an accident investigation in the construction industry.
CURRICULUM VITAE Sonja Oliver December 2016Oliver Sonja
This curriculum vitae is for Sonja Oliver, providing her personal details and work experience. She has worked at Liberty Life since 1989, holding various roles including administrator, senior administrator, team leader, senior claims assessor, and trustee liaison and recommendations officer. She has strong computer, communication, and analytical skills and strives for high quality work and deadlines. She is seeking new employment opportunities where she can contribute positively and continue developing.
Retaliation is the most common basis of discrimination claims, appearing in more than a third of all claims filed with the EEOC and costing employers millions each year. Learn how to deal with the challenges of retaliation and earn CE credits at the same time.
What To Do When OSHA Visits--NAEM EHS and Sustainability Managers Forum 2016Antea Group
We walk you through OSHA inspection do's and don'ts, help you understand the purpose of a visit from OSHA and the changing regulatory environment, learn about the necessity of proactive action during an inspection, and how to position your organization in the best possible light.
2010 Employment Lifecycle And Orientation Team Lead TrainingRobert Shearer
This presentation was delivered to Team Leads from across the country who were recently put into roles with supervisory responsibilities for the first time.
This expression is a blending of what’s wished for with what’s realistic. It ...NoeAranel
This document discusses guidelines for effective safety audits. It defines the difference between inspections and audits, noting that audits are more interactive and aim to improve safety culture. The benefits of audits include preventing injuries, raising awareness, establishing standards, and identifying weaknesses. It recommends a minimum monthly audit frequency for different roles. Audits should be quantified to identify trends, with results tables or indexes. Areas with high violation rates should be targeted for improvement. The audit process involves observing, communicating issues, follow-up, and striving for continuous improvement.
This document provides an overview of performance appraisals, including how to set goals, give feedback, document critical incidents, write appraisal forms, and conduct appraisal interviews. Key aspects covered include setting SMART goals, providing informal and formal feedback, documenting important positive and negative behaviors, addressing common errors in evaluations, preparing for and having constructive appraisal discussions, and planning next steps after the review.
This document summarizes a presentation about Prior Learning Assessment and Recognition (PLAR). It discusses the basic PLAR process of identifying, equating, assessing, and recognizing prior learning. Key principles of PLAR are that all learning has value regardless of where or how it occurred, and that assessment requires evaluating evidence of skills and knowledge through informal or formal means. Examples are given of applying PLAR for vocational skills, academics, employment, and recognizing unpaid work. Benefits include increased confidence, clarity of strengths, and new opportunities. Implications discussed include applying the concept differently and developing partnerships to enhance work in this area.
The document discusses the role and duties of a presenting officer in disciplinary proceedings. It states that the presenting officer must logically present evidence to support the charges against an employee in order to prove the charges. The duties include preparing the case, submitting documents and witness lists, examining witnesses, cross-examining witnesses, and making additional evidence requests. The presenting officer must follow proper procedures and remain unbiased in presenting the management's perspective in the fact-finding inquiry.
Top tips for creating an employee performance improvement plan (PIP). There is also a slide that provides information on a Timesaver Kit that includes templates to creating an employee performance improvement plan process.
This document provides instructions for a student assessment involving four tasks to establish and confirm a counselling relationship. The student will complete role-plays and counseling sessions with three clients (Darren, Lee, and Claire) which will be recorded and submitted. The document outlines preparing for assessments, assessment requirements, roles and procedures for the role-plays, and submitting work. Feedback will be provided, but the assessments are not formally graded - the student must meet all requirements to pass.
This document provides information for students to prepare for the 2015 MN Private College & Internship Job Fair. It outlines the agenda for a preparation session, which aims to help students feel confident interacting with employers at the fair. The document reviews tips for before, during, and after the job fair, including researching employers, preparing questions, proper attire, and following up after the event. Additional resources for students to utilize in their preparation are also provided.
Basic Supervisory Skills Training Presentation. Includes placeholders for customized company info and training games. Topics covered include:
Interviewing, Performance Evaluations,
Coaching & Communication, and Progressive Discipline. NOTE: handwritten fonts don't convert in SlideShare and were replaced with ComicSans.
The document provides tips for reinventing yourself in a tough economic climate, including utilizing staffing agents, following a 6-step hiring process, conducting an effective job search through various online tools and networking, and working with multiple staffing agents. Staffing agents act as matchmakers between clients and qualified candidates, following a discovery, request, search, interview, and offer process. An effective job search involves reviewing past roles, crafting targeted resumes, using job boards selectively, leveraging LinkedIn for networking and research, and following relevant accounts on Twitter. When working with multiple agents, be upfront about any limitations and treat all as equal business partners.
The document provides tips for reinventing yourself in a tough economic climate, including utilizing staffing agents, following a 6-step hiring process, conducting an effective job search through various online tools and networking, and working with multiple staffing agents. Staffing agents act as matchmakers between clients and qualified candidates, following a discovery, request, search, interview, and offer process. An effective job search involves reviewing past roles, crafting targeted resumes, using job boards selectively, leveraging LinkedIn for networking and research, and following relevant accounts on Twitter. When working with multiple agents, be upfront about any limitations and treat all as equal business partners.
The document provides tips for reinventing yourself in a tough economic climate, including utilizing staffing agents, following a 6-step hiring process, conducting an effective job search through various online tools and networking, and working with multiple staffing agents. Staffing agents act as matchmakers between clients and qualified candidates, following a discovery, request, search, interview, and offer process. An effective job search involves reviewing past roles, crafting targeted resumes, using job boards selectively, leveraging LinkedIn for networking and research, and following relevant accounts on Twitter. When working with multiple agents, be upfront about any limitations and treat all as equal business partners.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
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Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
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2. Inspection Advice from Former
OSHA Inspector
S Paul McNeill, CSP, CHST
S Certified Safety
Professional
S Construction, Health and
Safety Technician
3. OSHA Laws Have Updated
S In November 2015, previous bans on OSHA penalties were
removed
S Penalties have been increased dramatically
S In 2016, penalties were adjusted for inflation
S Each year the penalties will increase with annual inflation
4. Penalties Update Summer of
2016
S By July 1, 2016, the Department of Labor will publish in
the Federal Register an Interim Final Rule adopting the
new penalties
S Penalties will take effect on August 1, 2016
S If companies are currently participating
in inspections that may extend beyond
August 1, 2016, any proposed penalties
will fall under the new penalties
5. Preparation for Inspection
S Organizations must have a plan for the OSHA inspection:
S Before it occurs
S While the inspection occurs
S After the inspection
Company
OSHA
readiness
requires
planning
6. Advance Preparation for
OSHA Inspection
S Organizational planning can limit delays in operations
S Prior planning could limit fines
S Advanced preparation keeps employees safe and
decreases organizational liability
7. S Written safety programs allow an organization to maintain
OSHA compliance
S The plan can even remedy occupational safety concerns
not covered by OSHA
S Employee involvement with the written safety
plan will put the organization in a more positive
light when the OSHA inspector arrives
Written Safety Program
8. Safety Committee Meetings
S Meetings should discuss the type of questions that an
inspector might ask
S Employee training questions
S Employee familiarity with safety programs
S Safety committee meetings should be
be documented for employees and
OSHA
9. Safety Checklist
S A safety checklist provides employees a daily reminder of safety’s
importance
S The checklist should be reviewed by supervisors and safety
personnel at the organization
S Different checklists can be utilized by individual departments to meet
the organization’s needs
S Employees should be using the checklist to look for safety
hazards on a daily basis
S Simple daily checks such as looking for blocked exits can
establish patterns that avoid OSHA citations
10. Establishing Company
Representatives for Inspection
S Personnel involvement in the OSHA inspection must be
designed in advance of the inspection
S Representatives are needed for:
S OSHA opening conference
S Walkaround inspection
S Closing Conference
S Training of all representatives is
highly important
11. OSHA Inspection Roles
S Determine which manager/supervisor will be the primary
contact with the OSHA compliance officer
S Establish union representatives to work with OSHA
S Decide who will accompany the
inspector on the walkaround
S Define who will receive OSHA receives
requests for documents
Clearly Defining Roles
12. Primary
Contact with
OSHA
S Ideally this contact
should be the company’s
safety director
S Individual must be well
versed in OSHA
standards related to the
facility including:
S Health and safety
conditions at the facility
S Company’s health and
safety program
S Location of all company
safety records
13. Primary
Contact with
OSHA
S Representative needs to request
the purpose of the OSHA
inspection
S An inspection involving a complaint
can limit the scope of the OSHA
inspector's scrutiny
S Contact must have knowledge of
national emphasis programs that
relate to the organization's industry
S Combustible dust, federal agencies,
hazardous machinery, hexavalent
chromium, isocyanates, lead, primary
metal industries, process safety
management, shipbreaking, silica,
trenching and excavation
S National emphasis programs may
involve a wall to wall inspection
S Anything an OSHA inspector can
observe in plain view is considered
in evaluating safety conditions and
can result in citations
14. Accompanying
the OSHA
Inspector
S The individual(s)
accompanying the
inspector should be
defined before the
inspection
S This individual will
document the areas
reviewed by the
inspector and any
comments made to or by
the inspector
S While accompanying the
inspector, pictures can
be taken of the
conditions the inspector
notices
15. Receipt of
OSHA
Documentation
Requests
S Person handling documentation
requests must be thoroughly
trained and know the location of
safety documentation
S OSHA inspector may request
copies of documents
S Companies have the option to
ask OSHA to make a written
request
S All written requests from OSHA
should be reviewed by staff before
a response is made
S Produce requested documents in
a timely manner
S Citations can be written for
noncompliance
S Answer only the document
request that is asked
16. Determine in
Advance
Whether to
Request a
Warrant
S Organizations have the right to
ask OSHA inspectors for a
warrant for probable cause to
inspect
S While this option is legally
permissible, it can be
disadvantageous to an employer
S Often, requests for a warrant still
result in the area being inspected
S OSHA inspector will contact
OSHA supervisor and regional
director
S Determination of whether a
warrant is required will be made
by the OSHA regional director
S Requesting a warrant creates
curiosity for the inspector and
may result in enhanced attention
to the establishment
17. The Day of the Inspection
S Opening Conference
S Walkaround Inspection
S Employee Interviews
S Closing Conference
18. Opening Conference
S Send for the organization’s pre-planned OSHA
representatives during the opening conference
S Determine what the subject of the inspection is
S Complaint
S Programmed inspection
S Local enforcement program
S The OSHA inspector will allow up to an hour
before beginning the inspection
S Do not delay the inspection
S There is a specific place on the OSHA notes
for delays
19. Opening Conference
S Use the time during the opening conference to decide the
direction of the walkaround inspection
S Notify floor supervisors to utilize daily safety checklist
S OSHA inspectors have to undergo the same safety
orientation/briefing as employees
and wear the appropriate personal
protective equipment
20. Managing the Inspection
S OSHA inspectors must be accompanied at all times by
company representatives
S The individual(s) going on the walkaround need to make
notes about anything the inspector
says is in an unsafe condition
S These notes will be used during the
closing conference or any informal
conference
21. Pictures During the Inspection
S The OSHA inspector may or may not take pictures
S Organizations can take a picture at the same time the
inspector does
S Representatives should politely ask
what condition attracted attention
S Taking the pictures and writing out
detailed notes gives material to contest a
proposed citation
22. Employee Interviews
S Inspectors can ask to do a random sample of private
employee interviews
S In a company with a union, an employee can choose to
have a union rep or not
S It is not common for managerial staff to be present
during the interview
S Requesting a manager to be present raises red flags
with OSHA and may bring unnecessary attention to
your organization
S Briefing employees about the types of questions that
may be asked prevents the need for management
presence
23. Closing Conference
S The OSHA inspector will lead the closing conference
S Inform the organization of any conditions that they thought
were unsafe
S Explain possible citations
S Request documentation
S Note the organization’s response to
feedback
24. Attitude Matters
S There is a section on the OSHA inspection report for “any unusual
conditions-negative employer attitude”
S Remain polite and neutral with all issues but explain why you feel
a condition is not unsafe
S There is a section on the closing conference
form for the inspector to make comments about on
any issues that were brought up during the
closing conference
S Be sure that high quality notes are taken during the
closing conference
25. After OSHA Leaves
S Correct any unsafe conditions that the OSHA inspector
may have pointed out.
S Any citations that are received must be posted in the
workplace.
S Citations must be posted for a minimum of
three days and should remain posted until the
issue is resolved.
26. Informal Settlement
Procedures
S Companies have 15 working days after receiving a
citation to contest
S If the time elapses, the original fines will remain on the final
order
S Before the 15 days elapse, an informal
settlement conference can be requested
S The notes and pictures your representative
took during the walkaround will be integral
27. During the Informal Settlement
S Discuss why you feel a citation is inaccurate
S Negotiate for the status of an item to be reduced from
“serious” to “other”
S Local OSHA Area Offices have the
authority to reduce monetary fines by
30% - 40%
28. Appeals Procedures After the
Informal Conference
S Companies can initiate a formal appeal by filing a “Notice of
Contest” with OSHA Area Director within 15 working days of
citation receipt
S Violations, monetary penalties, and the abatement deadline
can be appealed
S If the informal conference does not result in a favorable
settlement, your case file is sent to the Regional Solicitor’s
Office of OSHA
S There will likely be further attempts to get your company to
settle on any citations
29. Trial Before an Administrative
Law Judge
S The Regional Solicitor has limited resources
S Only a minute percentage of cases with citations issued
by OSHA ever go all the way trial
S For example, in the nearly 700 OSHA inspections I
performed not a single case went to trial
30. Summary
S Regardless of what the penalty amounts might become
after OSHA increases them, employers should focus
efforts on implementing an effective safety program and
preparing for an OSHA inspection.