Previous Criteria
Under the old criteria, employers could be placed in the SVEP based on cases including deaths, hospitalizations, egregious matters, the possible release of highly hazardous chemicals, or two or more willful or repeated violations of “high emphasis hazards.”
New Criteria
Under the expanded criteria, which now include all hazards and OSHA standards, employers can be placed in the program if they receive at least two repeated, willful, or failure-to-abate violations for any serious violations. There are also more defined timeframes as to when follow-up inspections will occur, which can include multiple worksites, and how long employers will remain on the “watchlist.”
Minimizing Risk
It is critical that employers have a comprehensive safety program in place to ensure compliance with OSHA regulations. A thorough plan should also identify how to manage and respond to potential OSHA inspections. An effective onsite safety program can help lower the risk of injuries and even combat rising worker’s compensation premiums.
Conclusion
If you do not have an injury and illness prevention plan in place or your current plan needs to be updated, Emplicity’s team of risk management experts is here to help. After thoroughly analyzing your worksite and records, Emplicity can establish or update your injury and illness prevention plan. Inspection, training, investigation, and general guidance are provided at the highest level to promote a safe and productive work environment.
Additional Information
U.S. Department of Labor News Release
Fisher & Phillips: OSHA Update and Insight
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About Emplicity:
Since 1995, Emplicity has provided a smarter, more secure, and integrated platform of employer services to its 300 business clients and their 8,500 employees. As a Professional Employer Organization, or PEO, the California-based HR outsourcing firm simplifies the compliance, administration, and support businesses need in the areas of employee benefits, payroll, and human resources technology.
NOTICE: Emplicity provides HR advice and recommendations. Information provided by Emplicity is not intended as a substitute for employment law counsel. At no time will Emplicity have the authority or right to make decisions on behalf of its clients.
