Security Dealer & Integrator

OCT 2016

Find news and information for the executive corporate security director, CSO, facility manager and assets protection manager on issues of policy, products, incidents, risk management, threat assessments and preparedness.

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68 Security Dealer & Integrator / www.SecurityInfoWatch.com October 2016 M any employers are unaware that OSHA recently revised numer- ous procedural rules as part of an ongoing enforcement cam- paign. e new rules dramat- ically increase the size of penalties for OSHA viola- tions. OSHA also created new rules regarding drug testing, injury reporting and employer incentive pro- grams that run contrary to many employers' well-es- tablished workplace policies and procedures. Given the recent changes and OSHA's enforcement agenda, employers are at increased risk for inspec- tions and citations. One of the most common triggers for an OSHA inspection is an employee complaint. Terminated or disgruntled employees will oen call OSHA to complain about workplace hazards, which frequently triggers an on-site inspection into whether the company is properly following regulations. OSHA also has numerous special emphasis pro- grams that target specific hazards, such as fall haz- ards, electrical hazards and heat/cold stress. If your employees work outside in the heat/cold or are involved with electrical work or working on ladders/ getting on a roof, you should be especially careful that your safety policies are current and training is up to date. is is one area where an ounce of prevention is truly worth the investment. Increased Penalties & Drug Testing Effective Aug. 1, 2016, the penalties of non-compli- ance with OSHA regulations increased by 78 percent (see the chart on page 70). On average, OSHA issues approximately three to five citations per inspection. With OSHA's increased enforcement agenda, employ- ers can now expect to see typical penalties in the $30,000 to $60,000 range and penalties well into six figures for repeat or willful offenders. OSHA's new rules also prohibit an employer from discharging or discriminating against an employee for reporting a work-related injury or illness. OSHA's Preamble to the Final Rule interprets the regulation broadly to prohibit any "adverse action that could well dissuade a reasonable employee from reporting a work-related injury or illness." OSHA applies this prohibition to any "blanket post-injury drug testing policies that deter proper reporting," concluding that drug-testing alone consti- tutes an "adverse employment action." Big Changes for OSHA Your Business Significantly higher penalties, along with new rules on drug testing, retaliation and accident reporting have transformed workplace safety By James L. Curtis

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