OSHA’s Multi-employer Citation Policy: Who Can OSHA Cite ...€¦ · Who Can OSHA Cite on a...
Transcript of OSHA’s Multi-employer Citation Policy: Who Can OSHA Cite ...€¦ · Who Can OSHA Cite on a...
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OSHA’s Multi-employer Citation Policy: Who Can OSHA Cite on a Construction
Jobsite?
Presented by:
Dee Anna D. Hays (Tampa)
Phillip B. Russell (Tampa)
FTBA Construction Conference
February 5-7, 2020
Hyatt Regency
Orlando, Florida
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Speakers
Dee Anna D. Hays Phillip B. Russell
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Ogletree Deakins is one of the largest labor and employment law firms representing management in all types of employment-related legal matters.
The firm has more than 900 attorneys located in 54 offices across the United States and in Europe, Canada, and Mexico.
We represent a diverse range of clients, from small businesses to Fortune 50 companies.
About the Firm
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Workplace Safety & HealthPractice Group
“Go to” firm for high-profile fatality cases
Defend clients in OSHA inspections and litigation
Advise clients regarding OSHA compliance issues involving recordkeeping, reporting, and OSHA standards
50+ attorneys nationwide
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Agenda
◼ Regulatory Update
-Who is the leader of OSHA?
◼ OSHA’s Multi-employer Citation Policy
-Who can OSHA cite?
◼ How to Handle an OSHA Inspection
-From the perspective of all 4 types of employers.
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““
We are not an educational institution.
We are here to punish!
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Regulatory Update
1. Florida update – 116 fatalities in 2018CY
2. Heat Stress
3. Workplace Violence
4. Silica
5. Trenching
6. Bonus Topic – Who’s in charge?
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OSHA’s Multi-employer Citation Policy
CPL 2-00.124 (12/10/99)
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Multiemployer Worksite/Citation Policy
◼ Enforcement policy only (in FOM); never codified through the federal regulatory process
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Who Will OSHA Cite?
More than one employer may be cite for a hazardous condition that violates an OSHA standard.
◼ Step 1: Is the employer a creating, exposing, correcting or controlling employer?⚫ Key: an employer may have multiple roles!
◼ Step 2: Did the employer’s actions sufficiently meet those obligations?
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This is only about OSHA liability
◼ Many considerations other than OSHA liability influence the legal relationships among parties on a construction worksite
◼ Many considerations other than liability influence how parties on a construction project deal with each other as to occupational safety and health
◼ This discussion deals only with federal OSHA compliance and liability
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What are an employer’s obligations under OSHA?
Comply with OSHA General Duty Clause and standards, 29 USC 654(a)
Each employer –(1) 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;
(2) shall comply with occupational safety and health standards promulgated under this chapter.
29 CFR 1910.12(a) states in pertinent part:
Each employer shall protect the employment and places of employment of each of his employees engaged in construction work by complying with the appropriate standards prescribed in this paragraph.
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To whom does a contractor owe a duty under OSHA?
◼ For alleged violations of the OSHA General Duty Clause (29 USC 654(a)(1)), a contractor may be cited only where his own employees are exposed to a violative hazard
⚫ The General Duty Clause applies where there is no standard addressing a specific hazard
◼ OSHA takes a different view, however, when there is a violation of a standard
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◼ Multi-employer obligations built into specific standards
◼ Several standards impose specific obligations on various parties on a worksite
◼ Confined spaces in construction
◼ Asbestos standard
◼ Hazard Communication standard
◼ Lockout/tagout standard for general industry
◼ Electric Power Generation Standard for general industry
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Why does all this matter, if at all, from the viewpoint of OSHA liability?◼ OSHA liability
⚫ Possible “repeat” citations just like citations issued based on your own company’s error
⚫ They can even be the basis for criminal liability where there is a fatality and the violation is found to be willful
◼ Bidding. Such citations also are as harmful to your record as citations based on your own company’s behavior, and potentially need be disclosed when bidding for future work.
◼ Personal Injury Lawsuits. Citations increase exposure to third-party actions where contractor’s employee injured, or where your employee (or his estate) tries to circumvent state law limits on workers compensation
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What does all this mean on your jobsites?
◼ There are obviously many considerations that motivate general contractors to pay close attention to subcontractors’ performance, especially as the industry changes.⚫ There is a premium on careful qualification and selection criteria⚫ To avoid all forms of liability- avoid accidents (who said you would hear rocket science here today?)
◼ This often means closer supervision, direction and control of subcontractors◼ Creates a counter-intuitive result under the multi-employer policy
◼ OSHA sees “control” where a general contractor acts pro-actively in◼ favor of safety on a jobsite◼ NO GOOD DEED GOES UNPUNISHED!
◼ The “bottom line” – a business judgment needs to be made about how to manage safety and risk on a project. This is but one set of factors to consider.
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Creating Employer
◼ The creator of the hazard that violates an OSHA standard
◼ Avoid liability by correcting the hazard created
◼ Don’t ignore the complaint letter from another employer
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Exposing Employer
An employer with employees exposed to a hazard
◼ Can be a creating employer also
◼ If cannot fix it:1. Ask the creating and/or controlling employer
2. Inform employees of hazard
3. Take reasonable alternative measures
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Correcting Employer
◼ An exposing employer that is responsible for correcting a hazard.
◼ This usually occurs where an employer is given the responsibility of installing and/or maintaining particular safety/health equipment or devices.
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Controlling Employers
Establish by:
◼ Control By Contract
◼ Control By Conduct
⚫ Architects and Engineers
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Controlling Employer –Avoiding an OSHA Citation
◼ Just say “no” to a contract?
◼ Carefully draft contract to assign management and safety-related obligations⚫ Avoid “manage,” “planning,” “coordinating,” “oversee”
◼ Adhere to obligations in contract
◼ Avoid exercising more control than contractually obligated to assume
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Exercise of Control
Creating employer by controlling either:
Means or methods that work is performed
-or-
Safety measures
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Stay In Your Lane
◼ Everyday you create a record; words matter
◼ Evidence Mail (aka email) and memoranda:⚫ Directives to “correct hazards”
⚫ Misrepresent authority, “Project Manager”
⚫ Good Samaritan Trap—advice on safety procedures
◼ “Large and in charge” on the jobsite
◼ Stay small during an OSHA inspection
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Protecting Your Exposed Employees –Imminent Dangers
◼ Complaint to creating/controlling employer?
◼ To owner?
◼ Alternative protective measures?
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Document Safety Issues
◼ Complaint letter is part of the record
◼ Avoid exercise or appearance of control
◼ Assert you have no control
◼ Highlight Creator’s obligations to OSH Act, not you
◼ E.g. “Because we have no control over the hazard you created, we would ask that you …. [fix it].”⚫ Avoid a demand of safety fix
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Handling an OSHA Inspection
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Why Would OSHA Show Up?
1. Report
2. Complaint – hazardous condition
3. Referral from another agency
4. Programmed inspection
5. Follow-up inspection
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Reports
1. Fatality
2. Hospitalization
3. Amputation
4. Loss of an Eye
8 hours for fatality; 24 hours for all others
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Preparation◼ Will you give consent to inspect without a warrant?
◼ Who can give the consent?
◼ When will a warrant be required?
◼ Who will accompany OSHA during the walk-around?
◼ Establish a chain of command during the inspection
◼ Document preparation (Logs; programs; training)
◼ Have supplies available - still camera, video camera, “Confidential/Trade Secret” stamps
◼ Decide on protocol you will ask of OSHA for information/document requests
◼ Will you involve inside/outside counsel?
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Inspections
◼ CSHO should be familiar with business he or she is inspecting
◼ Display credentials upon arrival
◼ Opening Conference⚫ Explain how establishment was selected
⚫ Determine if OSHA-funded consultation visit is in progress or if inspection exemption has been obtained
⚫ State purpose of visit, scope of inspection, and applicable standards
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Walk-around Process
◼ The Compliance officer will:
⚫ Consult with employees
⚫ Take photos/videotapes
⚫ Examine records and required postings
⚫ Monitor employee exposure to hazardous conditions
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Walk-around Process◼ Records review
⚫ Inspection of injury/illness logs
⚫ CO will calculate LWDI and compare to other employers in same SIC code
⚫ If below national rate, a comprehensive inspection is unlikely
⚫ If above, one can be expected
⚫ Will likely review Hazard Communication Program
◼ Protect Trade Secrets
◼ Employer should ensure that the CO gets information that accurately portrays the state of compliance
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Inspection Process◼ Closing Conference
⚫ If a party insists, can be done separately
⚫ Describe violations and standards
⚫ Discuss strengths and weaknesses of safety and health program
⚫ Seek input for establishing the dates of abatement
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Inspection Continues• Witness Interviews
• Supervisors and above
• Non-supervisory employees
• Document Requests
• Follow-up on-site and document
requests
• Further interviews
• Things you don’t know about!
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OSHA has a 6-month deadline
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What does this mean!?!?
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Contesting Citations
▪ Who decides if OSHA got it right?▪ Informal conference.▪ Notice of Contest
• Must be written and filed within 15 working days from date received.
• May be mailed, but must be postmarked.• Cannot be extended.
▪ Employers may contest any aspect of the citation.▪ Employees may contest reasonableness of the proposed
abatement period.▪ Hearing and appeals.
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Defenses▪ Coverage
▪ Procedural
• Limitations
• Lack of reasonable promptness
▪ Substantive
• Greater hazard
• Employee misconduct
• Lack of exposure/knowledge
• Existence of more specific standard
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What Must You Have In Place Now?
1. Safety and Health Program
2. Training
3. Enforcement
4. Inspection / Auditing
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Thank You!
Phillip B. Russell
812-221-7265
linkedin.com/in/phillipbrussell
@phillipbrussell
Dee Anna D. Hays
813-221-7239
linkedin.com/in/ddhays
@deeannahays
100 N. Tampa St., Ste. 3600
Tampa, FL 33602
Phone: 813-289-1247
www.ogletree.com