In April of 2022, The Occupational Safety and Health Administration (OSHA) launched a new initiative that aims to prevent heat-related injuries and illnesses. The program focuses on industries that are at high risk for heat-related injuries. This can include foundries, steel mills, oil rigs, and more.
The new program comes with two kinds of inspection protocols:
1. Programmed inspections– This will affect businesses within industries that are at risk of heat-related illness due to environmental factors. For instance, these industries include construction, farming, vehicle manufacturing plans, and more.
Businesses that fall under a programmed inspection include the following:
Programmed inspections will happen on days that the National Weather Service declares a heat advisory in the area in which the business location is.
2. Non-programmed inspections– This will affect any industry because it is triggered by reports instead of weather advisors. As a result, these inspections occur when a hazardous heat condition is recorded on an OSHA 300 log or 301 incident report. In addition, they will occur when an employee raises concerns about a heat-related hazard in the workplace. If this does come up, OSHA expects employers to have preventative measures in place to present during the inspection.
Similarly, they are going to look that an established heat and illness prevention program exists that includes:
With this new program, OSHA plans to double down on the number of heat-related inspections. Moreover, all OSHA regional offices must comply with these new protocols.
Compliance involves various moving parts and is a crucial part of operating a successful business. That is why we always recommend you speak with a trusted professional to ensure your organization is not missing anything necessary to meet any of the standards set on a federal and local level.
How can Payroll Systems help you with workforce management? We offer a combination of software and human support for your business. Contact us to learn more about our highly scalable HR and payroll solutions.
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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.