In the first part of our series on the Top 10 OSHA violations of 2016, we looked at violations 6-10, the number of violations cited per issue, and what actions led to these violations. The annual list was announced at the 2016 National Safety Congress in October. According to OSHA, the list is not exhaustive. However, they feel that if companies committed to eliminating the behaviors that led to the top ten list violations, many lives would be saved and fewer workplace injuries would occur. If your company received an OSHA citation in 2016, please contact an OSHA attorney from Trent Cotney P.A. as soon as possible. They can protect your interests in this matter.
Below are violations 5-1, along with specific details about these violations:
5. Lockout/Tagout (LOTO)
In 2016, OSHA cited 3,414 lockout/tagout violations. These citations were due in large part to a lack of LOTO devices for machinery as well as a lack of training when a LOTO device was in place.
4. Respiratory Protection
OSHA wrote 3,585 citations in 2016 for violations of respiratory protection policies. The biggest culprits were employers overexposing workers to harmful materials and employees wearing masks that don’t properly fit.
There were 3,906 citations in 2016, which was a sharp decrease from last years numbers. (4,295 in 2015.) In many cases, improper assembly and access to the scaffold was the issue.
2. Hazard Communications
There were 5,677 citations for hazard communications violations in 2016. In many cases, sheets were not updated or were not available at all.
1. Fall Protection
Once again, fall protection tops the list for OSHA’s most cited violation. This year there were 6,929 citations. Fall protection is particularly dangerous when not done correctly as nearly 40 percent of deaths in the construction industry were fall-related.
While these stats are all alarming, what’s particularly troublesome is that many of the violations are on the rise. Both hazard communications and lockout/tagout violations rose by over 400 citations in 2016. Protecting employees is paramount and must be a focal point for both employers and workers.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.