Partners in workplace safety since 1998

Monthly archive for March 2016

Aerial Lift Training Information

NIOSH and OSHA have provided online resources to prevent aerial life injuries and fatalities. Click on the links below for more information. OSHA Fact Sheet – Aerial Lifts Hazard Alert – Aerial Lifts NIOSH Aerial Lifts Webpage   A video on what NOT to do!

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Reminder… The last GHS deadline is June 1! Are you ready?

This is just a friendly reminder to our clients and friends that OSHA’s last deadline for their new GHS standard is quickly approaching (June 1, 2016)!  By this date you need to make sure that your written “Hazard Communication Program” reflects the new standard, and replace your old MSDS with new SDS.  Have you done this?  Have you even started yet?  These are not quick and easy things to accomplish so we would recommend getting started soon if you haven’t already!

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OSHA has provided a Zip Line pamphlet

OSHA has produced a pamphlet that should help protect zip-line workers. It also explains employers’ responsibilities to provide safety training and equipment to workers who run recreational zip-lining activities. They hope this will also help remind workers of their right to speak up about safety concerns, and remind them they can request an OSHA inspection. Click here to see the pamphlet.  

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Connecticut business owner claiming he has 1099 contractors gets caught in a lie

OSHA cited Royal Construction, out of Canton Conn., for seven violations of workplace safety standards at a Farmington work site in 2014. The company contested the citations, claiming the workers at the job site weren’t employees, but instead were independent contractors (Non-W2 Employee) who worked under their own supervision and provided their own tools. Upon further investigation, the Labor Department established that: Royal Construction had employees at the job site, and provided materials, tools, trailer and equipment needed for the project. The owner had control over the workers and work site safety. Royal Construction determined when and for how long the individuals worked; the work was done as part of the regular business of Royal Construction. The company paid hourly wages to the individuals working at the site. The judge upheld the citations and penalties, ruling that the company misclassified employees as independent contractors.  

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