SAFETY & COMPLIANCE NEWS
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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
FEATURED NEWS
2025-03-11T05:00:00Z
NewsIndustry NewsSafety & HealthGeneral Industry SafetyWalking Working SurfacesIn-Depth ArticleLaddersEnglishFocus AreaUSA
Step up to ladder safety with training and inspections
Although it’s always a good time to practice ladder safety, March is Ladder Safety Month, so there’s no better time to focus your compliance efforts on this common equipment. It’s easy to take ladders for granted — after all, we use them regularly at home and at work. However, the Bureau of Labor Statistics (BLS) claims that, from 2021 to 2022, ladders were the source of more than 42,250 days-away on-the-job injuries and took the lives of over 330 workers.
While ladders can cause struck-by and overexertion injuries, 85 percent of ladder-related injuries from 2021 to 2022 stemmed from falls, according to the BLS. Industries that experience higher ladder fall injury rates include:
- Installation, maintenance, and repair;
- Construction and extraction; and
- Service occupations.
Some of the major causes of ladder falls are:
- Inappropriate ladder for the task,
- Incorrect extension ladder setup angle,
- Insufficient ladder inspection, and
- Improper ladder use.
What do the regulations require?
Ladders come under OSHA’s walking-working surfaces regulations in 29 CFR 1910 Subpart D. The ladder regulation at 1910.23 applies to all general industry employers that use ladders, with two exceptions: ladders used for emergency operations (e.g., firefighting or rescue operations) and ladders that are an integral part of a machine’s design.
As an employer, you must ensure that:
- All ladders used in your workplace meet the safety requirements outlined in 1910.23, and
- Workers are trained in the proper use and inspection of the ladders they use in the workplace.
Get a leg up on training
Ladder safety training must be conducted by a “qualified person.” Per 1910.21, a qualified person describes someone who has successfully demonstrated the ability to solve or resolve problems relating to the subject matter, the work, or the project. That demonstrated ability must be shown by:
- Possession of a recognized degree, certificate, or professional standing; or
- Extensive knowledge, training, and experience.
OSHA believes that many employers can draw upon the knowledge and experience of their staff to provide effective ladder safety training. Crew chiefs, supervisors, and other individuals at a facility can train workers. The catch is if they do not have a recognized degree, certification, or professional standing, then these trainers must have extensive knowledge, training, and experience. You may use outside personnel to train workers if, again, that trainer is a “qualified person.”
Workers must be trained on the proper use of ladders, correct climbing techniques, and how to use any safety systems that are in place. When making a climb, your workers must:
- Face the ladder while going up or down it.
- Use at least one hand to grasp the ladder when climbing up or down.
- Not carry anything up or down a ladder that could cause them to lose their balance and fall.
Other ladder safety precautions include:
- Select a ladder with adequate length and load limits.
- Don’t use metal ladders near electrical lines.
- Set up the ladder on a firm, solid surface.
- Keep areas around the top and bottom of the ladder clear.
- Fully open a stepladder and lock the spreaders.
- Store ladders securely in designated areas on racks or hooks.
All eyes on safety: Ladder inspections
Ladders must be inspected before initial use in each work shift, and more frequently as necessary. The idea is to identify any visible defects that could cause workplace injury. The phrase “as necessary” may include instances where a ladder falls over or potentially gets damaged during use.
Although inspection procedures aren’t outlined in the regulations, OSHA has said that it recognizes that an inspection done before the first use of the shift may be different from an “as necessary” inspection. For example, an inspection performed before the first use may include a check that the rungs are parallel and the footing is stable, while an inspection that’s conducted if a ladder is struck by a vehicle may look for structural cracks, missing rungs, or bent spreaders.
If you or your workers find a defect during use or inspection, immediately tag it, “Dangerous: Do Not Use,” or other similar language that meets the requirements of 1910.145. The ladder must be immediately removed from service until repaired or replaced.
Key to remember: Statistics show that workers have been seriously injured or killed due to falls from ladders. You, the employer, must ensure workers are trained on safe use and that ladder inspections are performed initially and as necessary.
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2025-03-11T05:00:00Z
NewsIndustry NewsHazmat PlacardingHazmat SafetyFocus AreaIn-Depth ArticleHazmat markings, Placards, and LabelsEnglishTransportationUSA
The importance of hazmat placards during transportation
As the backbone of hazmat communication, placards play a vital role in keeping us safe throughout the transportation process. They help prevent accidents by clearly indicating the type of hazard present, allowing for appropriate precautions to be taken. Without these pieces of information, the risks associated with transporting hazardous materials would significantly increase.
In the complex world of hazmat transportation, a simple diamond-shaped sign can mean the difference between safety and disaster. Hazmat placards, often overlooked yet critically important, serve as silent sentinels, guiding the safe transportation of hazmat across highways and byways. These placards provide important information to first responders and transporters, ensuring they handle hazardous materials with care.
Still have questions about placards? Check out this placard FAQ.
Importance of placards
Let’s look at some of the reasons why placards are so important:
Immediate identification: Placards provide quick and accurate identification of hazardous materials during transportation. Each placard includes specific symbols, colors, and numbers that indicate the type of hazard, such as flammable liquids, corrosive substances, or toxic materials. Immediate identification is crucial for preventing accidents during loading, unloading, and transportation.
Enhanced emergency response: In the event of an accident, spill, or fire, placards are invaluable for first responders. The information on the placards allows emergency personnel to quickly assess the situation and determine the appropriate safety measures. This includes evacuation protocols, containment strategies, and the use of personal protective equipment to minimize exposure to hazardous substances.
Regulatory compliance: The Pipeline and Hazardous Materials Safety Administration requires the use of placards for the transportation of hazardous materials in certain situations. Compliance with these regulations is not only a legal requirement but also a critical aspect of liability protection. Proper placarding helps companies avoid fines and penalties while ensuring that they meet safety standards.
Public and environmental safety: Placards play an important role in protecting the public and the environment. By clearly indicating the presence of hazardous materials, placards help prevent accidental exposure and environmental contamination. This is particularly important in densely populated areas and ecologically sensitive regions.
Tips for placard compliance
Now that you know how important placards are, let’s look at some ways you can stay compliant with placarding regulations:
Know the regulations: Familiarize yourself with the Hazardous Materials Regulations, which outline the requirements for hazmat placarding. These regulations specify when and where placards are required, the dimensions and visibility standards, and the specific requirements for different classes of hazardous materials.
Placement: Ensure that placards are properly placed on all sides of the vehicle—front, back, and both sides. Proper placement makes the placards visible from any direction, aiding in quick identification by emergency responders and law enforcement.
Visibility: Placards should be placed in a square-on-point shape (diamond) and kept at least three inches away from other markings or labels that might obscure them. Ensure that the placards are not covered by dirt, grime, or other obstructions that could reduce their visibility.
Correct placards: Always use the correct placards for the specific hazardous materials being transported. Each placard must accurately reflect the hazard class and include the appropriate symbols and UN numbers (if required). Using incorrect placards can lead to severe safety risks and regulatory violations.
Regular inspections: Conduct regular inspections of the placards to ensure they are in good condition and properly affixed. Replace any damaged or faded placards immediately to maintain compliance and safety standards.
Training and awareness: Ensure that all personnel involved in the transportation of hazardous materials are adequately trained in hazmat regulations and placarding requirements. Regular training sessions can help reinforce the importance of proper placarding and ensure that everyone is aware of the latest safety protocols.
Key to remember: Hazmat placards are a critical component of hazardous materials transportation, providing essential information for safe handling and emergency response. By adhering to regulatory requirements and following best practices for placarding, companies can enhance safety, protect the environment, and ensure compliance with legal standards.
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2025-03-11T05:00:00Z
NewsEnforcement and Audits - OSHAEnvironmental Management SystemsUnions/Labor RelationsUnions/Labor RelationsBusiness planning - Motor CarrierUSAEnglishBusiness planning - Motor CarrierEnvironmental Management SystemsIndustry NewsIndustry NewsEnforcement and Audits - OSHASafety & HealthGovernment contractsGeneral Industry SafetyGovernment ContractsHR GeneralistFocus AreaFleet OperationsTransportationHuman Resources
Trump order begins potential purge of federal regulations
A new executive order from the Trump administration sets in motion a campaign pledge to weed out regulations deemed overly burdensome or constructed on potentially shaky legal grounds.
The order requires federal agencies to review their regulations and report back to the White House by April 20, 60 days after the order was issued. Under the order, agencies are tasked with identifying rules that, among others:
- Are not clearly authorized by Congress or the “best reading” of what Congress intended;
- Raise “constitutional difficulties”;
- Cost more than their benefits; or
- Stifle innovation, development, or entrepreneurship.
The priority is on “significant” rules, generally considered to be those with an annual effect on the economy of $100 million or more.
DOGE and OMB review
Once the regulations have been identified, the White House Office of Management and Budget (OMB) and the Department of Government Efficiency (DOGE) will work with agency leaders to:
- Create a plan for rescinding or modifying the regulations, and
- Begin winding down their enforcement.
Executive order 14219, titled “Ensuring Lawful Governance and Implementing the President’s ‘Department of Government Efficiency’ Deregulatory Initiative,” was issued February 19, 2025.
The order exempts regulations related to the military, national security, foreign affairs, immigration, and the federal workforce.
It also directs agencies to consult with DOGE and OMB on any potential new regulations to ensure they comply with all of President Trump’s executive orders to date, including orders to:
- Remove 10 new regulations for every new one issued, and
- Freeze any pending regulations until the new administration has had a chance to review them.
The OMB is expected to issue guidance to help agencies determine how best to implement the executive orders.
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2025-03-10T05:00:00Z
NewsIndustry NewsHuman Resource ManagementAudits - HRHR GeneralistIn-Depth ArticleUSAAssociate RelationsEnglishHR ManagementFocus AreaHuman Resources
Expert Insights: Stick out your tongue and say ‘audit’
Many HR departments are plagued with staffing shortages and wonder if it’s worth allocating company time and resources to an HR audit.
Even if you, an HR professional, think it’s a good idea, how do you justify an audit to a leadership team that wants you to stay focused on filling open positions and keeping them filled?
An audit is sort of like getting a thorough medical exam. Sure, it’s a hassle to schedule a physical, and no one enjoys having a medical professional scrutinizing them from head to toe, but in the end, a few minutes of discomfort could prevent severe illness.
An audit can diagnose compliance issues
The same is true with HR audits. When weighing the pros and cons of an audit, keep in mind that a successful audit can help identify and correct regulatory noncompliance problems, which can help reduce your company’s liability.
An audit can also serve as an educational tool, as it can increase employee awareness about HR processes and procedures.
In addition, an audit is an opportunity to demonstrate your company’s commitment to employees’ well-being and overall success. Transparent and compliant HR practices create a positive work culture, enhancing employee trust and morale.
Finally, an audit might identify ways to improve the efficiency and cost-effectiveness of HR technology systems.
Show you’re making a good faith effort
As a bonus, regular audits may be viewed favorably by regulatory agencies and in legal proceedings.
A thorough HR audit with proper follow-up action steps can show that your company is making a good-faith effort to comply with applicable regulatory requirements and has good overall policies and practices.
You probably wouldn’t make the dietary changes necessary to lower your blood sugar unless your physician ran tests, discovered your glucose levels were high, and suggested ways to bring the number down.
Likewise, you probably wouldn’t be aware of some problems in your day-to-day HR operations without an audit. And who knows? Maybe you’ll discover you and your department are perfectly healthy.
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NewsEnforcement and Audits - OSHAWhistleblower RetaliationToxic Substances Control Act - EPAToxic Substance ControlPersonal Protective EquipmentWhistleblower Protection ProgramVideoMonthly Roundup VideoEnglishOSHA Violations and PenaltiesIndustry NewsSafety & HealthToxic Substances - EPAGeneral Industry SafetyHearing ProtectionEnvironmentalFocus AreaUSA
EHS Monthly Round Up - February 2025
In this February 2025 roundup video, we'll review the most impactful environmental health and safety news.
Hi everyone! Welcome to the monthly news roundup video, where we’ll review the most impactful environmental health and safety news. There’s a lot going on, so let’s get started!
Under a new Executive Order, federal agencies must eliminate 10 regulations for each new one they introduce. This applies to all new rules, regulations, or guidance issued by government agencies such as the Department of Labor, which includes OSHA, and the Environmental Protection Agency.
A new OSHA fact sheet outlines employee rights and protections when filing a whistleblower complaint. Employers may not retaliate against employees who exercise their rights under the Occupational Safety and Health Act.
OSHA will not cite employers for COVID-19 recordkeeping violations under its Healthcare Emergency Temporary Standard. These regulations are specific to healthcare settings. The provisions remain in effect, but until further notice, OSHA will not enforce them.
New guidance from the National Institute for Occupational Safety and Health recommends that employers use individual, quantitative fit-testing for hearing protection. This helps evaluate how well workers’ hearing protection reduces noise levels and ensures a proper fit.
And finally, turning to environmental news, states across the country continue to consider and implement regulations related to PFAS. These “forever chemicals” are long-lasting chemicals that may pose risks to human and environmental health. A recent study anticipates that more than half of the states in the U.S. are likely to consider PFAS-related policies this year.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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NewsMonthly Roundup VideoLeaveTime offUSAHuman ResourcesHR ManagementEnglishTalent Management & RecruitingAssociate Benefits & CompensationDiscriminationGender DiscriminationDiscriminationIndustry NewsAffirmative ActionRecruiting and hiringRecruiting and hiringHR GeneralistExecutive Order 11246Applications/ApplicantsAssociate RelationsFocus AreaVideo
HR Monthly Round Up - February 2025
In this February 2025 roundup video, we’ll review the most impactful HR news.
Welcome, everyone! In the next few minutes, we’ll review the latest HR news. Let’s get started.
Diversity, equity, and inclusion programs are under scrutiny, due to recent executive orders. Employers should make sure their policies comply with federal civil rights laws by not prioritizing race or sex over individual merit and aptitude during the hiring process or any other employment actions. Employers must keep in mind that state and local discrimination laws still apply.
Promoting tolerance and respect in a diverse workforce is not the target of these orders, as long as it doesn't result in preferential treatment based on membership in a protected class.
In other news, the acting chair of the Equal Employment Opportunity Commission issued a memo addressing how the EEOC plans to approach gender identity discrimination in the workplace. The agency will implement narrower definitions and policies.
These changes may suggest the agency will handle incoming claims differently than they have for the past few years. Many states have their own gender identity protections and privacy laws that employers must still follow, regardless of EEOC policy changes.
And, finally, a recent opinion letter by the U.S. Department of Labor sheds light on overlapping leave laws. Under the federal Family and Medical Leave Act, employers may require, or employees may choose to use, accrued paid leave (like vacation time) when taking unpaid FMLA leave. This is referred to as substituting paid leave.
When employees get money from a state paid family and medical leave program, employers may not require that employees use their company paid leave since the leave is not unpaid. The bottom line is employers that have employees in states with paid leave laws should be careful of how they administer state and federal leave programs.
That’s all the HR news we have time for today. Thanks for watching. See you next month!
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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.