This Week's 5 HR Must Haves. Click Here. Complying with Workplace Safety and Health Standards and Procedures

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1 Home Contact Us SHRM Foundation SHRM India HR Certification Institute Welcome Dr. Colrain Zuppo, Ph.D. MEMBER TOOLS This Week's 5 HR Must Haves. Click Here Select... > Find a Chapter > Member Directory Ask an HR Advisor HR Jobs SHRM Connect SHRM Store HR Standards HR Competencies Logout Complying with Workplace Safety and Health Standards and Procedures 11/19/2011 Scope A comprehensive overview of the basics of occupational safety and health compliance, this article provides guidance in understanding what standards are relevant to most employers and describes the standards applicable to certain industries. The article also covers government investigations and enforcement under the federal Occupational Safety and Health Act and related state acts. Overview This article provides a basic, comprehensive overview of employers compliance obligations under federal and state occupational safety and health laws and regulations. These compliance obligations are contained in the federal Occupational Safety and Health Act of 1970, its standards and guidelines, and the numerous state laws that work in tandem with federal law. The goal of this article is to reduce or eliminate workplace risks of injury or illness to employees through a variety of methods, including policies, procedures and specific hazard control techniques. In addition, this article describes employers basic legal obligations under federal law, as administered by the Department of Labor s Occupational Safety and Health Administration (OSHA) and its state counterparts. It discusses scope of coverage, respective rights and responsibilities, required record keeping and reports, agency investigation and enforcement, and employer responses to citations and penalties. It sets out the business case for compliance strategies incorporating illness and injury prevention programs that may be required under federal law, or recommended by either governmental officials or other safety experts. The article also recommends a role for HR in ensuring a safe workplace and describes the type of career opportunities available to HR professionals interested in focusing on health and safety. In addition, the article explores specific legal issues that may arise from health and safety violations. It discusses HR s role in communicating employer policies and injury and illness prevention programs and strategies, as well as working with safety professionals, appropriate training and responding to employee complaints. Moreover, the article covers methods for measuring the effectiveness of compliance strategies, record keeping and program implementation. It also describes technology options for assisting with compliance, as well as the general outlook for multinational organizations subject to international workplace safety and health standards. The article concludes by recommending resources that may support HR professionals in meeting their health and safety responsibilities. Background In 1912, the U. S. Department of Labor (DOL) launched its first full scale survey of safety and health conditions in American workplaces with a study of industrial accidents in the iron and steel industry. The DOL also sponsored the work of industrial hygienists conducting research on workplace hazards, such as lead poisoning. By the late 1930s, injury record keeping had become sufficiently uniform to permit the collection of nationwide work injury data. Using the American Standard Method of Measuring and Recording Work Injury Experience (the Z16.1 standard), the Bureau of Labor Statistics (BLS), a division within the DOL, launched an annual nationwide survey of work injuries that resulted in death, permanent impairment or temporary disability. These surveys were useful for measuring and monitoring injury frequency and severity. But because participation was voluntary and only disabling injuries were counted, the usefulness of the reports was limited. Moreover, they did not include occupational illnesses or take into account numerous work injuries that required medical treatment but that did not result in a full day away from work. Occupational Safety and Health Act of 1970 Congress enacted the Occupational Safety and Health Act of 1970 to ensure "so far as possible every working man and woman in the Nation safe and healthful working conditions and to preserve our human resources" (See, 29 U.S.C. 651). The law created the Occupational Safety and Health Administration (OSHA), within the DOL, to enforce the regulations established by the 1970 act. Among other things, the 1970 act required the DOL to do the following: Establish occupational safety and health standards. Conduct safety related inspections and investigations. Conduct research relating to occupational safety and health, and compile statistical reports based on mandatory employer reporting of work related accidents and illnesses. (The responsibility for collecting statistics on occupational injuries and illnesses is delegated to the BLS. See, BLS Occupational and Health Definitions.) Coverage Under the Act. In general, the OSH Act covers all employers and their employees in the 50 states, the District of Columbia, Puerto Rico and other U.S. territories. Coverage is provided either directly by the federal OSHA or by an OSHA approved state job safety and health plan. 1/7

2 The act defines an employer as 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" (See, 29 U.S.C. 652). Therefore, the act applies to most private industries, including manufacturing, construction, long shoring, agriculture, law, medicine, charity, disaster relief and private education. The act establishes a separate program for federal government employees and extends coverage to state and local government employees only through the states with OSHA approved plans. The OSH Act does not cover the following groups: Self employed persons. Farms employing only immediate members of the farmer's family. Workplaces covered under other federal safety laws, including mines, nuclear energy and nuclear weapons plants, and many transportation employers. State and local government employees, unless they are covered under an OSHA approved plan. State Plans. Twenty five states, Puerto Rico and the U.S. Virgin Islands have OSHA approved plans and have adopted their own health and safety standards and enforcement policies. Most are identical to OSHA s. See, State Occupational Safety and Health Plans. Basic Employer Responsibilities. In general terms, all employers have the responsibility to provide a hazard free workplace and to obey OSHA requirements. That responsibility includes looking for and correcting safety and health problems. In addition, employers are required under law to try to eliminate or reduce hazards by making changes in working conditions; they cannot rely exclusively on masks, gloves, ear plugs or other types of personal protective equipment (PPE). Among the changes an employer may be required to make are the following: Switching to safer chemicals. Encapsulating hazardous areas to prevent the migration of harmful fumes. Installing ventilation systems to clean the air. Covered employers have the specific duty to do the following: Inform employees about chemical hazards through training, labels, alarms, color coded systems, chemical information sheets and other methods. Notify OSHA within eight hours of a workplace fatality or when three or more workers are hospitalized. Provide required personal protective equipment at no cost to workers. Keep accurate records of work related injuries and illnesses. Post OSHA citations, injury and illness summary data, and the OSHA Job Safety and Health: It s The Law poster in the workplace where workers will see them. Prevent discrimination or retaliation against workers for using their rights under the law. See, Employer Responsibilities. Basic Employee Rights. Employees are entitled to working conditions that do not pose a risk of serious harm. To help assure a safe and healthful workplace, OSHA also provides workers with the right to do the following: Ask OSHA to inspect their workplace. Use their rights under the law without retaliation and discrimination. Be informed about and trained in the use of hazards, methods to prevent harm and the OSHA standards that apply to their workplace. The training must be in a language employees can understand. Obtain copies of results from tests done to find hazards in the workplace. Review records of work related injuries and illnesses. Obtain their medical records from their employer. See, Workers Rights Under the OSH Act. Business Case for Illness and Injury Prevention Programs All private sector employers are responsible for complying with all applicable workplace safety and health standards. A safe workplace is essential for maintaining workforce morale and staying competitive. In addition, businesses may face significant penalties for noncompliance. See: HR s Role OSH Act, OSHA Standards, Inspections, Citations and Penalties Injury and Illness Prevention Programs Safety and Health Program Management Guidelines; Issuance of Voluntary Guidelines Effective Injury and Illness Prevention Programs Increasingly, human resource professionals are responsible for workplace safety and security matters such as safety program development, OSHA compliance, policies and procedures for protecting trade secrets, the risk of violence in the workplace, and general workplace access. Careers in safety vary widely and can include employment in the following settings: Insurance companies (e.g., loss control representatives, risk control specialists or consultants, accident prevention consultants). Industrial organizations, including textile mills, petrochemical plants and equipment manufacturing. Service organizations. Schools. Health care. Various safety related career opportunities also exist in government and include county health departments, public safety departments and emergency medical services. Federal agencies such as the Occupational Safety and Health Administration (OSHA), the National Institute for Occupational Safety and Health (NIOSH), and the Centers for Disease Control and Prevention (CDC), to name a few, utilize skilled safety professionals with diverse education and experience. 2/7

3 Legal Issues Workplace safety and health compliance entails an understanding of the specific legal issues that may arise from the various OSHA standards, as well as from DOL enforcement efforts, including investigations, the citation process and enhanced penalties for repeated or willful violations. The HR professional should also have a working knowledge of the appeals process for citations and penalties. The OSH Act s basic provisions and requirements OSHA is responsible for setting legally enforceable standards and for conducting inspections to ensure that workplaces are safe. OSHA rules may require employers to adopt new practices to protect workers on the job. While some standards are specific to just one category of worker, all industries share three standards: Access to medical and exposure records. Provides a right of access to employees, their designated representatives and OSHA to relevant medical records, including records related to that employee s exposure to toxic substances. Personal protective equipment. Requires employers to provide employees with hazard protecting personal equipment, such as helmets, eye and ear protection, hard toed shoes, and gauntlets, and to train workers to use the equipment. (The law allows the requirements to vary by industry.) Hazard communication. Requires manufacturers and importers of hazardous materials to conduct hazard evaluations of the products they produce or ship. Suppliers must label hazardous materials, and the first shipment of the hazard to a new customer must include a material safety data sheet (MSDS). Employers must train workers to handle the hazardous materials safely. See, the Occupational Safety and Health Act of General duty clause. Even when no government standard exists, employers are responsible for complying with the OSH Act's "general duty" clause. The general duty clause [Section 5(a)(1)] states that each employer "shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees (See, 29 U.S.C. 654). Promulgation of specific industry standards OSHA standards for specific industries fall into four major categories: general industry, maritime, construction and agriculture. OSHA can begin standards setting procedures on its own, or in response to petitions from other parties, including the U.S. Department of Health and Human Services (HHS); the National Institute for Occupational Safety and Health (NIOSH); the federal Environmental Protection Agency (EPA); state and local governments; any nationally recognized standardsproducing organization; employers or labor representatives; or any other interested person. See, OSH Act, OSHA Standards, Inspections, Citations and Penalties. When OSHA plans to propose a new standard or to change an existing one, it posts a notice in the Federal Register as a "Notice of Proposed Rulemaking," or as an earlier "Advance Notice of Proposed Rulemaking." The latter is used to invite input from third parties such as industry representatives, trade unions or other government agencies before finalizing a new rule or changing an existing one. The Notice of Proposed Rulemaking will include the terms of the new rule and provide a specific time (usually 60 days or more) for the public to respond. Parties that submit written arguments and pertinent evidence may request a public hearing on the proposal. Upon receiving such requests, OSHA usually complies and posts notice of the date, time and place in the Federal Register. When a rule is finalized, OSHA posts the full, final text along with an explanation of the standard in the Federal Register. OSHA may also publish a determination that no standard or amendment needs to be issued. These notices can range from a few sentences to hundreds of pages. There is no deadline for when the final rule must be published. If OSHA determines that workers are in grave danger due to exposure to substances or agents determined to be toxic or physically harmful or to new hazards, it can develop emergency, temporary standards that take effect immediately. Such standards also are published in the Federal Register. When emergency standards are adopted, they must be finalized within six months. Anyone claiming to be adversely affected may petition OSHA for a change or seek an injunction from a federal appeals court. Record keeping, reporting and notices Employers with 10 or fewer employees at all times during the last calendar year do not need to keep OSHA injury and illness records unless OSHA or the BLS informs them in writing that records must be kept. However, employers covered by the OSH Act must report to OSHA any workplace incident that causes a death or hospitalization of three or more employees. In low hazard industries, employers are not required to keep records unless OSHA or the BLS makes a request. If a company has several establishments engaged in different classes of business activities, only some of the workplaces may be required to keep records. Low hazard workplaces include the following: Automobile dealers. Apparel and accessory stores. Restaurants. Banks and realty offices. Personal and business services, medical and dental offices, law offices, and schools. See, Injury and Illness Recordkeeping. The following industries are not eligible for the partial industry classification exemption: agriculture, mining, construction, manufacturing, transportation, communication, electric, gas and sanitary services, and wholesale trade. All other employers are required to use the Form 300 Log of Work Related Injuries and Illnesses to classify work related injuries and illnesses and to note the extent and severity of each case. When an incident occurs, the employer must record specific details about what happened and how it happened. Employers are required to keep a separate log (Form 300) and Summary of Work Related Injuries and Illnesses (Form 300A) for each physical location that is expected to be in operation for one year or longer. The Injury and Illness Incident Report (Form 301) is filled out when a recordable work related injury or illness has occurred. These forms are used to help the employer and OSHA develop a picture of the extent and severity of work related incidents. See, OSHA's Recordkeeping Page, Recording and Reporting Standard (Standards 29 C.F.R.) and Injury and Illness Recordkeeping Forms. 3/7

4 Recording. Employers must record certain work related injuries and illnesses. They include those that result in the following: Death. Days away from work. Restricted work activity or job transfer. Medical treatment beyond first aid. Loss of consciousness. Employers must record any significant work related injuries and illnesses that are diagnosed by a physician or other licensed health care professional, such as any workrelated case involving cancer, chronic irreversible disease, a fractured or cracked bone, or a punctured eardrum. Employers must record the following conditions when they are work related: Any needle stick injury or cut from a sharp object that is contaminated with another person s blood or other potentially infectious material. Any case requiring an employee to be medically removed under the requirements of an OSHA health standard. Work related cases involving hearing loss under certain conditions. Tuberculosis infection as evidenced by a positive skin test or diagnosis by a physician or other licensed health care professional after exposure to a known case of active tuberculosis. Employers do not have to record certain injury and illness incidents such as a visit to a doctor solely for observation and counseling or a visit requiring first aid treatment only. See, Non Recordable Injury and Illness Incidents. Reporting. Employers must report any workplace incident to OSHA within eight hours after the death of any employee from a work related incident or the in patient hospitalization of three or more employees. Employers must orally report the fatality or multiple hospitalization by telephone or in person to the Area OSHA office that is nearest to the site of the incident. Employers may also use the OSHA toll free central telephone number, (800) 321 OSHA (6742). See, Reporting Fatalities and Multiple Hospitalization Incidents to OSHA ( ). Posters. All covered employers must permanently display the OSHA Job Safety and Health: It s the Law poster unless the employer s workplace is located in a state that operates an OSHA approved state plan. There is a separate poster for federal agencies. The OSHA poster must be displayed in a conspicuous place where employees and job applicants can see it. Reproductions or facsimiles of the poster must be at least 8 1/2 by 14 inches with 10 point type. Posting of the notice in languages other than English is not required. See, "Job Safety and Health: It s the Law" and Federal Agency Poster. Employers covered under state or territorial plans must display their state s safety poster. See, State Occupational Safety and Health Plans. Notices. Employees, former employees and their representatives have the right to review the OSHA Form 300 in its entirety. Employers are required to post the Summary of Work Related Injuries and Illnesses (Form 300A) in a visible location. Employers are required to post the Summary Form (300A) by February 1 of the year following the year covered by the form and keep it posted until April 30 of that year. See, Summary of Work Related Injuries and Illnesses (Form 300A). OSHA standards OSHA has established specific standards for general industry, construction, maritime, agriculture and record keeping. There also are specific requirements for compliance under the various State Occupational Safety and Health Plans. See, Regulations (Standards 29 C.F.R.). According to OSHA s web site, the Top 10 Most Accessed General Industry Standards are the following: Bloodborne Pathogens ( ) Hazard Communication ( ) Respiratory Protection ( ) Occupational Noise Exposure ( ) Powered Industrial Trucks ( ) Permit Required Confined Spaces ( ) Lockout/Tagout ( ) Hazardous Waste Operations and Emergency Response ( ) Guarding Floor and Wall Openings and Holes ( ) Personal Protective Equipment ( ) General industry standards apply across the board to all employers not specifically exempt by reason of other OSHA standards. Among the standards with similar requirements for all sectors of industry are those that address access to medical and exposure records, personal protective equipment, and hazard communication. For example, OSHA requires an employer to ensure the ready availability of medical personnel for advice and consultation in matters of occupational health. This does not mean the organization must have its own medical staff, but OSHA requires an employer to have an arrangement with medical personnel for advice and consultation. The General Industry Standard, 29 C.F.R 1910, and the Construction Industry Standard, 29 C.F.R. 1926, both require a person or persons to be adequately trained to render first aid in the absence of an infirmary, a clinic or a hospital in near proximity of the workplace and to have adequate first aid supplies readily available. Although the standard does not specifically mention shift work, it is understood that someone on each shift must be trained to administer first aid. See, Medical Services and First Aid ( ). Another example of a standard with broad application in general industry is the federal Hazard Communication Standard ( ). First enacted in 1983, the hazard communication standard takes a sweeping approach to allowing employees the right to know the hazards of the chemicals they work with and the precautions they should take with those chemicals. It requires employers that use hazardous chemicals in their operations to prepare a formal inventory of those chemicals; to inform and train employees on the nature of the chemicals through signs, labels and material safety data sheets; and to prepare a written program summarizing the employer s hazard communication program. The OSHA standard specifies the types of information required on material safety data sheets but leaves the sequence of the information up to the chemical manufacturer. A number of states have developed their own right to know laws, some of which have more stringent provisions than the federal standards. See, Hazard Communication ( ). 4/7

5 Periodically, OSHA reviews and revises the standards with input from the employer community. For example, OSHA announced plans in May 2011 to survey privatesector employers on a voluntary basis about current safety and health practices. As many as 19,000 employers nationwide will be asked about current practices with regard to safety and health management in their workplaces. Accident investigations Following a work related accident or injury, an investigation must be promptly conducted to ensure accurate information is obtained. Although OSHA does not have specific standards for accident investigation, as a best practice, all accidents and incidents should be investigated regardless of severity. Completing an accident investigation will be beneficial in determining safety hazards or safety training that will need to be addressed to reduce the risk of more injuries. See, How to Conduct an Accident Investigation. Inspections, citations and penalties Every establishment covered by the OSH Act is subject to inspection by OSHA compliance safety and health officers (CSHOs). In states with their own OSHA approved state plan, pursuant to state law, state officials conduct inspections, issue citations for violations and propose penalties in a manner that is at least as effective as the federal program. HR should ensure that work sites have detailed written response plans. Employees other than HR safety managers need to be familiar with the plans and to conduct periodic run throughs. See, Be Prepared in Case OSHA Comes Knocking. OSHA conducts two general types of inspections: programmed and unprogrammed. Establishments with high injury rates receive programmed inspections, while unprogrammed inspections are used in response to fatalities, catastrophes and complaints (which are further addressed by OSHA s complaint policies and procedures). Various OSHA publications and documents detail OSHA s policies and procedures for inspections. See, OSHA s Field Operations Manual. An investigation may result in an OSHA citation if a violation is found, in which case the employer would be required to abate the condition resulting in the violation. OSHA ranks violations according to seriousness: De minimus, which has no direct or immediate relationship to safety or health and carries no penalty. Other than serious, which has a direct relationship to job safety and health, but probably would not cause death or serious physical harm, with a discretionary penalty. Serious, where a substantial probability that death or serious physical harm could result and where the employer knew, or should have known, of the hazard, with a mandatory proposed penalty of up to $7,000 for each violation. Willful violation that the employer intentionally and knowingly commits, with a civil penalty of not more than $70,000 but not less than $5,000 for each violation, and if convicted of a willful violation that has resulted in the death of an employee, a court imposed fine or imprisonment for up to six months, or both. Repeat violation, where, upon re inspection, a substantially similar violation is found, with fines of up to $70,000 for each such violation. Failure to abate, where failure to correct a prior violation may bring a civil penalty of up to $7,000 for each day the violation continues beyond the prescribed abatement date. Appeals process If an employee complaint prompted the inspection, the employee or authorized employee representative may request an informal review of any decision not to issue a citation, but employees may not contest citations, amendments to citations, penalties or lack of penalties. They may contest the time allowed in the citation for abatement of a hazardous condition. Employees may also request an informal conference with OSHA to discuss any issues raised by an inspection, citation, notice of proposed penalty or the employer's notice of intention to contest. Within 15 working days of the employer's receipt of the citation, the employer may submit a written objection to OSHA or a Petition for Modification of an Abatement. If OSHA objects to a petition for modification, the employer is so notified, and all relevant documentation is sent to the OSH Review Commission. 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. Employee representatives may be invited to attend the meeting. To avoid prolonged legal disputes, the Area Director is authorized to enter into settlement agreements that may revise citations and penalties. If the employer decides to contest the citation, the time set for abatement or the proposed penalty, he or she has 15 working days from the time the citation and proposed penalty are received in which to notify the OSHA Area Director in writing. An orally expressed disagreement will not suffice. This written notification is called a "Notice of Contest." A copy of the Notice of Contest must be given to the employees' authorized representative. If any affected employees are unrepresented by a recognized bargaining agent, a copy of the notice must be posted in a prominent location in the workplace, or else served personally upon each unrepresented employee. If the written Notice of Contest has been filed within 15 working days, the OSHA Area Director forwards the case to the Occupational Safety and Health Review Commission (OSHRC). The Commission is an independent agency not associated with OSHA or the Department of Labor. The Commission assigns the case to an Administrative Law Judge (ALJ). The ALJ may disallow the contest if it is found to be legally invalid, or a hearing may be scheduled for a public place near the employer's workplace. The employer and the employees have the right to participate in the hearing; the OSHRC does not require that they be represented by attorneys. Once the ALJ has ruled, any party to the case may request a further review by the OSHRC. Also, any of the three OSHRC commissioners may individually move to bring a case before the Commission for review. Commission rulings may be appealed to the U.S. Courts of Appeals. States with their own occupational safety and health programs have their own systems for review and appeal of citations, penalties and abatement periods. The procedures are generally similar to federal OSHA's, but a state review board or equivalent authority hears cases. For more specific information on OSHA enforcement, see, 2010 Enforcement Summary. Relation to state, local and other federal laws The OSH Act covers all private sector working conditions that are not addressed by safety and health regulations of another federal agency under other legislation. OSHA also has the authority to monitor the safety and health of federal employees. Federal agency heads are responsible for the safety and health of federal employees. The OSHA approved state plan extends OSHA s coverage to state and local government employees. Finally, OSHA is also responsible for administering a number of whistle blower laws relating to safety and health. See, Whistleblower and Retaliation Protections and 5/7

6 The Whistleblower Protection Program. Communications HR plays an important role in maintaining the interest of management and employees in safety, even if the workplace has been engineered for safety, work procedures have been made as safe as possible, and the facility is generally in compliance with OSHA standards. Collaborating with corporate safety and health officers, HR officials assist with educating employees about the particular risks and hazards posed by their work environment, communicating with employees about policies, procedures and programs to address hazards, and training employees in those procedures, use of protective gear or devices, or other aspects of the employer s injury and illness prevention program. See, Four Types of Corporate Safety Cultures Detailed and Have an Emergency Communications Plan. Evaluating Workplace Safety Compliance Safe workplaces share a number of common characteristics, including the following: A supportive organizational culture and management support. Goals and objectives linked to the organization s strategic plan. Measurement systems that link program successes with business performance measures. Clearly assigned positions responsible and accountable for safety compliance. Vertical integration of all procedures from the front line to the top executives. Effective training, education and development processes. Hazard mitigation and control based on sound technical analysis with interventions to control or eliminate risks and hazards. Integration of domestic and global threats and safety exposures into safety and security measures. Consistent monitoring and reporting on use of procedures and programs. Expectation of safety first and foremost. The most effective safety programs include proactive steps to mitigate hazards and reduce employee injuries. Some organizations set safety objectives, for instance deeming their safety program effective if it results in a specific reduction in the previous year s injury rate. See, Preparation Makes Safe Employees, Experts Say. It is important for human resources professionals to establish meaningful safety and security metrics to determine how safety and security programs and practices are contributing to the business. Relevant metrics may include the following: Injury and illness rates. Workers compensation costs per employee. Workers compensation incidence rates. Workers compensation severity rate. Safety and security team initiatives completion rate. At risk behavior reduction. Observation of safety behavior. Compliance trainings. Near miss responses. Safety and security committee activities. Trend analysis. Safety systems must be measurable and goal oriented in order to be effective. Metrics can demonstrate that risk reduction and accident prevention are having a positive impact on the business. Technology Human resource professionals use various forms of technology to assist with workplace safety and health compliance. Human resource information systems (HRIS) provide a means to sort employee information so it can be readily used for record keeping and reporting required by OSHA. Workplace health and safety can benefit tremendously from technology by facilitating acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, and electronic communications, among other benefits. Global Workplace Safety HR professionals must consider what is necessary for compliance with foreign laws and regulations when U.S. employees work abroad. Expatriate employees are often given extra pay or benefits to compensate them for the difficulties and hazards of taking cross border assignments. These so called mobility premiums usually range from 10 to 15 percent of the employee s regular pay. They tend to be based on various factors, including level of isolation, climate, housing, sanitation and disease. See, Extreme HR. When doing business abroad, companies may need to adjust their health and safety policies to reflect those in the host country. Compliance with the OSH Act may not be adequate or even appropriate when operating in other countries. Recommended safety standards are spelled out by the DOL in the United Nations Globally Harmonized System of Classification and Labelling of Chemicals. Tools and Templates Many resources are available to assist employers with workplace safety and health compliance. The DOL s Occupational Safety and Health Administration web site is structured to provide information and outreach for employers and should be consulted on a periodic basis. Samples Accident: Incident Report #1 Accident: Incident Report #2 Accident: Incident Report #3 Accident: Injury Report Accident: Investigation Checklist 6/7

7 Accident: Investigation Report Health: First Aid Supply Kit Inventory Safety: Policy Violation Report Ergonomic Workstation Evaluation Information tools Employment Law Guide: Occupational Safety and Health OSH Act, OSHA Standards, Inspections, Citations and Penalties Injury and Illness Prevention Programs Introduction to the Human Resources Discipline of Workplace Safety and Security How to Complete the OSHA Form 300 How to Conduct an Accident Investigation How to Handle Communicable Diseases in the Workplace Managing Through Flu and Other Epidemics in the Workplace Managing Through Emergency and Disaster Dealing with Violence in the Workplace Safety Program: General: What Are the Essential Elements of an Effective Safety and Health Program? OSHA Launches Interactive Web Site to Help Employers Better Comply with Its Recordkeeping Rule Top Ten OSHA Developments Affecting Employers Agencies and organizations Occupational Safety and Health Administration The National Institute for Occupational Safety and Health Occupational Safety and Health Review Commission Board of Certified Safety Professional American Board of Industrial Hygiene National Association of Safety Professionals Acknowledgement This article was first prepared for SHRM Online by Margaret R. Bryant, Esq., an attorney and freelance writer with over 25 years of experience in the field of employment and labor law. In addition to relying on her own professional expertise and research in developing this treatment, the author has incorporated existing SHRM Online content. Publication Note This treatment was first published in November SHRM staff will update it periodically as developments warrant. For the most recent developments, see the Safety & Security discipline and articles archived under the Safety & Security Legal & Regulatory Issues topic. Notify SHRM of broken links or concerns about the content by e mailing content@shrm.org. Society for Human Resource Management 1800 Duke Street Alexandria, Virginia USA Phone US Only: (800) 283 SHRM (7476) Phone International: +1 (703) TTY/TDD (703) Fax (703) Questions? Contact SHRM Careers SHRM 2012 SHRM. All rights reserved. 7/7