Sep 24, 2013 U.S. Department of Labor Announces New Initiative to Protect Temporary Workers
The U.S. Department of Labor Occupational Safety and Health Administration (“OSHA”) announced this week that it has launched an initiative aimed at protecting “temporary workers” from workplace hazards. The U.S. Department of Labor cites a number of recent fatal injuries on the job by temporary workers. OSHA has communicated with its field inspectors and directed them to assess whether companies that are using temporary workers are complying with OSHA laws. Among other issues that inspectors will investigate are whether temporary workers have received required training in a language that they understand, and whether they continue to receive proper follow-up training.
While this news may not translate into a noticeable increase in OSHA inspections and findings of violations by Federal inspectors, it should serve as a reminder to all businesses that they have an affirmative obligation to maintain a safe and healthy workplace. Management should ask themselves whether their workplace is safe and whether they are in compliance with OSHA regulations. All businesses should seriously consider obtaining an onsite consultation concerning their OSHA compliance (or non-compliance) and should develop an OSHA compliance program. Last but not least, businesses should train their employees how to work in a safe manner in the workplace. Workplace injuries account for millions of dollars in losses for businesses each year, and result in unnecessary litigation and risk to employees – all of which provide strong incentives to take OSHA regulations seriously.Disclaimer: This blog and website are public sources of general information concerning our firm and its lawyers, as well as the information presented. They are intended, but not promised or guaranteed, to be correct, complete, and up-to-date as of the date posted. This blog and website are not intended to be, and are not, sources of legal opinion or advice. The materials, information, and communications on this blog and website do not apply to any particular person, entity, or situation, and do not apply to you or to your specific situation. You will need to consult with an attorney and/or other appropriate professional about your specific situation. Thank you.