Regulations You Never Want To Have To Comply With Regulations You Never Want To Have To Comply With

Regulations You Never Want To Have To Comply With

OSHA has a vast array of regulations.  Figuring out which apply to your industry can take specialized expertise.  The regulation that no business wants to have to deal with, those relating to deaths on the job and other catastrophes at work is about to change. 
Under OSHA’s revised Rule which is effective January 1, 2015, Companies are required to notify OSHA of work related fatalities within eight hours.  Work related in-patient hospitalizations of a single employee, an amputation or loss of an eye must be reported within 24 hours.  The old regulations required an employer to report work related fatalities and hospitalizations of three or more employees within eight hours.  Therefore, the rule has been expanded to include a single hospitalization, an amputation or the loss of an eye and the Company has 24 hours to make a report of these events.  OSHA is developing a web portal so that these reports can be electronically reported.  As of now, reports can be made by phone to your local area office or the National Office. 

The following information needs to be reported: 

  • Establishment name;
  • Location of work-related incident;
  • Time of work-related incident;
  • Type of reportable event (i.e. fatality, in-patient hospitalization, amputation or loss of eye);
  • Number of employees who suffered the event;
  • Names of the employees who suffered the event;
  • Contact person and his/her phone number; and
  • Brief description of the work-related incident.
After a catastrophe, emergency responders should get the first call.   Counsel should be the next call.  Our experience is that after a serious accident there is confusion.  In addition, people will blame themselves and take responsibility . . . when they have none.  Sorting through the facts after a serious injury or industrial death is a challenging task. 

Ice Miller’s Labor and Employment group has the experience to help in these tragic situations. If you have any questions, please don’t hesitate to contact Pete Wade or any of the labor and employment lawyers with the firm.  

This publication is intended for general information purposes only and does not and is not intended to constitute legal advice. The reader should consult with legal counsel to determine how laws or decisions discussed herein apply to the reader's specific circumstances. 
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