OSHA Further Relaxes OSHA Compliance Obligations

Constangy, Brooks, Smith & Prophete, LLP

Constangy, Brooks, Smith & Prophete, LLP

In a nod to the challenges facing many employers during the ongoing pandemic, the Occupational Safety and Health Administration has issued a “discretionary enforcement policy” titled “Discretion in Enforcement when Considering an Employer’s Good Faith Efforts during the Coronavirus Disease 2019 (COVID-19) Pandemic.” This policy is intended to be applied across both federal and state OSHA jurisdictions.

If an employer has not been able to comply with “annual or recurrent audits, reviews, training, or assessments” because of the COVID-19 pandemic, OSHA Area Offices have the discretion not to issue citations. But, if non-compliance is to be excused, OSHA must conclude that an employer has tried in good faith to comply, but has been unable to do so because of COVID-19-related reasons, such as the unavailability of third-party consultants or industrial hygiene services.

OSHA lists the following examples where compliance might temporarily not be possible:

  • Annual audiograms if the employer has this testing provided by an outside vendor who cannot provide the service right now.

  • Process safety management requirements such as process hazard analysis revalidation, review of operating procedures, and refresher training, if the employer contracts with a third-party consultant to conduct the PHA revalidation or review of operating procedures who cannot visit the employer’s location due to travel restrictions and shelter-in-place orders.

  • Respirator fit testing, medical evaluation, and training if a third-party consultant cannot conduct the fit testing because of travel restrictions, or a medical provider cannot perform a pulmonary function test that was deemed by the provider to be necessary before medical clearance to wear a respirator could be given.

  • Crane operator certification if an operator cannot be re-certified or re-licensed because of travel restrictions or social distancing protocols.

In each of these scenarios, to be excused from compliance, an employer would have to show that it considered alternative ways to comply, implemented alternative protective measures, where possible, and attempted in good faith to reschedule the required compliance as soon as possible.

Lessons Learned

Before you take much comfort in this relaxation of certain compliance obligations, please remember that this policy ultimately depends on each Area Office exercising its discretion whether to accept your explanation for not complying. The policy leaves lots of wiggle room for OSHA to still conclude that it was not impossible to comply and that you could have done more to comply. While OSHA is no doubt offering this guidance in good-faith recognition of the very real challenges facing employers, do not assume that this means you are excused from your compliance obligations. If you truly cannot comply, then make sure you have created a compelling explanation, with documentation, showing your good-faith efforts both to comply and to protect your employees in the interim until you can fulfill your compliance obligations.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Constangy, Brooks, Smith & Prophete, LLP | Attorney Advertising

Written by:

Constangy, Brooks, Smith & Prophete, LLP

Constangy, Brooks, Smith & Prophete, LLP on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide
- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.