OSHA top 10 list - 2009

OSHA’s top 10 sited violations for 2009

Everyone feels they run a safe enough operation.  But is it safe enough for the Federal Government?  According to industry reports, the number of OSHA inspections was about the same from 2008 to 09 at roughly 27,000 with the number of reported violations also being roughly the same at around 100,000.  However, there was a substantial increase in the actual penalties levied against companies.  2008 had a total penalty draw of $94 million.  2009 saw a draw of over $104 million in penalties. 

So, what are the top 10 for this year?

10) Training Requirements – Fall Protection.

OSHA has specific and straightforward requirements on fall protection – and the first if this is to have a written plan and train your employees in the plan.  As in so many other instances, it doesn’t matter if your employees know the information, it matters on whether you prove it.  This requires documenting the training as well as any subsequent refreshers.  This category led to 2,335 violations and over $1.5 million in penalties

9) Electrical – General

This category covers a lot of space – literally.  The biggest issues in this category dealt with space.  Not enough space around electrical panels, too little space in electrical work ways, and allowing people to get too close to live exposed circuits.  This category led to more than 2400 violations and over $1.5 million in penalties.

8) Powered Industrial Trucks

Can you envision doing your job without forklifts and other similar types of tools?  OSHA requires more than just instructing your employees to back down an incline when they have a load.  Problems here included not inspecting the trucks, trucks missing data plates, modifications, and employee certification.  This category led to almost 3000 violations and just shy of $3 million in penalties.

7)  Wiring methods - components, and equipment for general use

Open junction boxes, failure to use strain reliefs, and incorrectly repaired wiring brought this category almost 3000 violations and over $1.7 million in fines.

6) Lock-out/Tag-out

Failure to control hazardous energy – whether electrical, hydraulic, or even gravity – is a constant visitor to the top 10.  Many companies don’t even have a written plan, which is the heart of the program.  Employee training and establishing procedures lead to a plan that will keep your employee safe and keep OSHA out of your hair.  This category had more than 3100 violations and almost $4 million in penalties.

5) Ladders

Ladders on the top 10 list?  Although it isn’t as costly in violations as LO/TO, ladder violations had more action than any of the previous issues.  Ladder violations are extremely common and are often overlooked by your site supervisors.  Issues include using ladders for other than intended purposes (like a scaffold), not removing defective ladders from service, using the top step of the ladder as a step (note: it is not step), and failing to have ladders extend 3 feet beyond the top step-off level (or securing the top from movement).  Did you know that you aren’t allowed to paint a ladder?  This category had 3252 violations and over $2.1 million in penalties.

4) Respirator Protection

If you need respirators in your job, OSHA requires more than just digging a respirator out of your tool box and tossing it to the next guy in line.  If you need respirators, then you are working with hazardous chemicals and that becomes serious.  OSHA requires a written Respirator Protection program, employee training, fit testing, pulmonary function testing, and more.  This category had more than 3600 violations and almost $1.3 million in fines.

3) Hazard Communication Program

This is one that continues to surprise everyone.  A Hazard Communication Program is not difficult to create & maintain, yet continues to be one of the most common violations every year.  What are the chemicals that you use? Get MSDS sheets and teach your employees how to read them.  This is incomplete and a gross oversimplification, but failure to maintain Right-To-Know information is both the most common violations and the easiest to maintain part of this program.  This category had more than 6000 violations and over $1.5 million in penalties.

2) Fall Protection

OSHA requires fall protection systems – whether guardrails, netting, or harnesses – anytime an employee is working at heights above 6 feet.  In addition to the common edges of buildings (like roofs), you must also protect from falls when there are floor or wall openings.  This category had more than 7000 violations and a whopping $9.3 million in penalties.

1)  Scaffolding

Scaffolding has been around since the times of the ancient Egyptians; however we are still working in the dark ages when it comes to safety.  Top concerns with scaffolds includes improper access, improper construction materials used, improperly preparing for the ground conditions, not installing fall protection (like guard rails), and much more.  This category had more than 9000 violations and almost $8.5 million in penalties.

Having a safe workplace is not as time consuming or as costly as you may envision.  Written programs and employee training are the hearts of these programs.  And if the penalties that these top 10 violations could impact upon your business don’t convince you, then think of the other costs associated – the lives of your employees.  Across the board in the construction industry – encompassing Independent Contractors, General Contractors, and Residential Builders –  slips, trips & falls are the top causes for injuries averaging more than $13,000 per accident claim.  And your actual cost can be substantially higher than that with increased insurance premiums, job delays, training (or hiring) someone else to do an injured employees job, and the loss of potential jobs due to a tarnished safety record.

Have you considered a Temp Agency to help you with employment issues?

Have you considered using a Staffing Firm to help you with employee recruitment, hiring, and retention?  Most employers are uncertain with the future may hold.  Will your product or service grow over the next year or two, or will the economy cause you to cut back on your ambitious plans.  A Staffing Company can offer several solutions to help you manage these shifts.

Contingency employment – Would you love to be able to ramp up or ramp down employee levels quickly as needed?  This includes warehousing, production, administrative, artistic talent, and all other positions in the company.  As your needs increase, you can rapidly add more employees to the project without long-term commitment to employee cost.  Conversely, if the need for your current level of employees drops off, you can reduce your workforce without taking hits to your unemployment rating (and public appearance).  A contingent workforce – whether 1 employee or 100 employees – can help you maintain consistent bottom line costs by relieving the costs associated with having idle employees.

Temp-to-hire – Hiring someone new is expensive.  Hiring the wrong person is more expensive.  How would you like to have a 90-day working interview before you bring a new person into the fold?  A temp-to-hire program will get you past the “honeymoon phase” and allow you to see what you are really getting.  In the first 30-45 days, you are typically happy to have a position filled and your new employee is happy to have a job.  After 60 days (the end of the honeymoon phase) you will see what you are really getting.  Is this person starting to show up late each day?  Is there extensive cell phone or internet use while at work?  This type of try-it-before-you-buy-it is virtually risk free as the employee is typically on the Staffing Companies Workers’ Comp insurance and Unemployment Insurance.  Further, they will have had required background checks, immigration verification (such as e-verify), and any education or certification confirmations, assuring you that you are getting exactly what you are looking for.  Of course, if during the temp phase of any temp employee’s tenure with you, you decide that this person is the perfect fit for your company, you may hire them as a direct employee.  If they aren’t the right person for the position, you typically have no requirement to keep them on staff for any length of time – meaning that there is no risk past the time that you decide they aren’t right for your position.

Direct Recruitment – Most Staffing Agencies will actively recruit for your positions.  If looking for an employee for your contingent workforce, a temp-to-hire position, or a direct hire position, discuss what you are looking for in detail.  Your staffing company will run the ads, select appropriate candidates from the pool of applicants, interview to make sure that they have the skills (both tangible and intangible) for the position, run the requisite background and education checks, and present only the best candidates of the group.  This extensive service – a HUGE time and money saver to you – is often included in the cost of service.

If you haven’t looked into how a Staffing Service can be an integral asset to your growth or are not sure of all of the services a staffing company can provide, talk to someone in the industry today.  Chances are you haven’t discovered the full range of benefits available for both you and your employees.

Focus1 is a full service HR outsourcing company offering Temporary Staffing, Direct Recruitment, Payroll Processing, HR Management, Benefits Administration, and Workers’ Comp & Safety services.