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  • Whether you need to follow legal regulations or simply have company rules, workplace compliance requirements are crucial for any small business. Unfortunately, it’s not always easy to get employees on the same page. While workplace compliance is often seen as an HR issue, it’s important for every employee to be aware of the laws that affect their work environment.

    It’s critical for small businesses to take steps toward encouraging a compliant workplace. Encouraging this type of culture can help businesses save on workers’ compensation, create a safer workplace, and help everyone stay on the same page. Compliance is not a one-time effort. It’s an ongoing process requiring constant vigilance and attention to detail. The benefits of compliance far outweigh the costs, though, so it’s important to ensure every employee understands their role in maintaining workplace compliance and feels comfortable raising issues with management if they see something wrong.

    Let’s break down what you can do to get your employees to buy into your company’s rules.

    The Benefits Of Workplace Compliance

    Workplace compliance is an essential part of any HR department’s responsibilities. The goal of workplace compliance is to ensure that all employees are following the laws and regulations that govern their industry. By doing so, you will protect your company from potential lawsuits, fines, and other costly penalties.

    In addition to complying with government regulations, there are other benefits to maintaining workplace compliance:

    • It helps protect your employees from injury or illness by ensuring that they have the necessary safety equipment and training.  
    • It helps protect your customers from harm by making sure your products and services meet quality standards.
    • It reduces employee turnover because employees feel safer working in a company that cares about their safety and well-being.
    • It makes it easier for employees to focus on their jobs, knowing they will not be injured or ill due to unsafe conditions at work or poor-quality products or services provided by the company. 

    How To Ensure Compliance In The Workplace

    There are several different steps that employers can take to help cultivate a culture of compliance. Here are ways that you can ensure that your workforce complies with existing policies and procedures.

    Document any rules your employees need to follow

    The first step toward workplace compliance is to make sure everyone knows your policies and procedures. It’s important to document your company’s rules in your employee handbook. This way, you can give each employee a handbook so that they can review the regulations you have in place.

    This process will not only give everyone a document to review their rights and obligations but also serves as a compliance tool in case there are any occasions where people violate company policies. You can have employees sign off on receiving and reviewing your handbook. You can also create checklists to ensure employees understand all the right steps for specific procedures.

    It’s also important to make sure your policies and procedures stay up to date with any new federal laws or business trends. You can update your handbook to add new policies or tweak existing rules, just make sure that every employee has the means to access these rule changes to stay compliant. Finally, these documents should be easily accessible so that employees can review them at their leisure.

    Consistently apply these policies and procedures

    Having policies and procedures in place is one thing; the way you apply them is another. Your compliance rules affect everyone at your company, from the top executive to the newest member of your team.

    It’s essential to make sure that you consistently apply these policies and procedures equally so that your whole organization sees that there isn’t any special treatment. Should any employee notice that the rules aren’t applied equally, they’ll be much less likely to buy into them. That disenchantment can quickly lead to non-compliance.

    The best way to avoid this potential problem is to reinforce how important these policies and procedures are for everyone. Have regular handbook reviews where you go over key policies and company culture with your whole staff and reinforce that it takes buy-in from everyone. By setting an example and making sure everyone is accountable, you can instill a culture of compliance and avoid issues stemming from inconsistent treatment.

    Take a positive approach instead of just saying “no”

    If you want your employees to truly buy into a culture of compliance, it’s best to focus on what they should do instead of telling them what not to do. Taking an “anti” approach to workplace policies is similar to telling someone “no” over and over – at some point, they may stop listening.

    This natural reaction to being told what not to do is why it’s better to focus on proper behaviors and educate employees on why that approach is best. If you have specific safety rules in place, create policies of what employees should do and why those behaviors are best.

    For example, lay out guidelines on the safety equipment employees should use and how that equipment keeps them safe and healthy. That type of message will naturally hit home harder than simply saying, “Don’t work without a harness.” By providing positive instructions and providing the reason behind them, your workforce can at least understand why those rules are in place, even if they don’t like them.

    Invest in employee training

    Once your policies are in place, you’ll want to do more than just communicate them with employees. Training will help reinforce those compliance procedures and policies so that they’re less likely to make mistakes. These training sessions should cover the following topics:

    • Safety and health policies, goals, and procedures
    • Functions of the safety program
    • Proper contacts for any questions or concerns about the program
    • How to report hazards, injuries, illnesses, and close calls/near misses

    What to do in an emergency

    Training should also be more than a one-time event. An ongoing training program can help your employees stay aware of company policies and procedures, especially if there are any changes to your compliance guidelines.

    Use positive reinforcement for doing the right thing

    Let’s be honest, the average person doesn’t think of workplace compliance as an exciting topic. That doesn’t mean the subject has to be a drag. Utilizing positive reinforcement to reinforce your policies and procedures can not only help prevent problems but also encourage your employees to participate actively in workplace compliance measures.

    There are several different ways that you can go about this process. If you’re trying to get individuals into compliance training, the company could buy lunch for employees to get them more excited about the session. You can also incentivize employees by setting up a small rewards program for people who actively engage in compliant behaviors. If you make compliance a positive experience, employees will be much more likely to follow company policies and procedures.

    Keep employees engaged

    Positive reinforcement is one step in the right direction, but don’t forget that compliance is a two-way street. It’s critical to keep communication open for any employees who want to talk about workplace compliance. Those conversations will not only help your employees feel heard but also uncover some potential opportunities for improvement.

    Sometimes these conversations aren’t exactly enjoyable. If someone breaks company rules about safety, harassment, or something else, it’s time to have a serious discussion about unacceptable behavior. It’s important to foster a compliant work environment, so these conversations are necessary to explain why an employee’s behavior went against company policy and how to move forward.

    It’s also essential to keep an open dialogue with employees to see what’s going on around the workplace. If employees are experiencing difficulties with certain policies or have feedback about how to create a safer work culture, let them know that management is there to listen. Allowing your employees to share what they’re experiencing can help foster a more engaging workforce and help identify potential opportunities to improve compliance.

    Ensure equal employment opportunity

    Equal employment opportunity (EEO) laws are designed to ensure equal employment opportunity for all employees regardless of race, color, religion, sex (including gender identity), national origin, age (40 or older), disability, or genetic information. These laws also extend protection against discrimination based on pregnancy, childbirth, or related medical conditions.

    Employers must maintain records that document hiring practices and promotions to demonstrate their compliance with EEO laws. For example, they must keep records of applications received and interviews conducted. This can prove that they didn’t discriminate against any applicants based on protected characteristics such as race or sex (including gender identity).

    Revisit health and safety regulations

    Health and safety compliance is a very important aspect of any business or organization. If you are not compliant with health and safety laws, then there can be serious consequences for you, your staff, and your business.

    It’s essential that all businesses have a health and safety policy in place which outlines exactly what needs to happen if an incident occurs or when an injury does occur (i.e.: what do I do?). This policy should be reviewed regularly so that it reflects current legislation as well as ensures that everyone knows what their responsibilities are when it comes to handling such incidents.

    If you have an accident at work or someone gets injured, then this could result in a fine from the health and safety executive (HSE) if the accident wasn’t reported correctly or if no records were kept of incidents that occurred on-site.

    Create A Culture Of Compliance

    From safety regulations to parking policies, it’s important to ensure everyone buys into your company’s rules. Fortunately, you don’t have to go through this process alone. GMS works with businesses to develop a culture of workplace compliance and helps them save time and money through expert HR outsourcing. Our team can help instill a culture of compliance through employee training, documentation, and other measures to help prevent future issues.

    Ready to make your company simpler, safer, and stronger? Contact GMS today about how we can support your business through comprehensive human resource services.

  • NOX US, an Ohio vinyl tile manufacturer faces over $1.2 million in proposed penalties from the U.S. Department of Labor Occupational Safety and Health Administration (OSHA). Since February 2017, there have been seven worksite injuries after incorrectly following mandatory machine safety procedures. In addition, NOX US recorded at least 13 serious injuries at the Fostoria, Ohio, plant which were caused by exposure to burn and amputation hazards. All incidents put the Fostoria plant on OSHA’s Severe Violator Enforcement Program in 2017.

    NOX US LLC

    NOX US was founded in 1994 and focuses on luxury vinyl tile flooring innovation, design, and manufacturing for global customers. They continue to lead the industry with innovation and expertise. In addition, they offer superior quality control with their integrated vertical production system. They control the complete manufacturing process in their facilities to meet their customers’ various needs.

    The Most Recent Incident

    On April 28th, 2022, OSHA inspectors responded after a worker suffered severe injuries after being caught in a machine on the worksite. This inspection found that the worker’s finger was caught in a rotating spindle on a plastic winding machine and their body was pulled around the machine’s spindle. This employee was at the company for only six short weeks and suffered multiple severe injuries requiring surgery. OSHA cited NOX US with the following:

    • Eight willful violations
    • One repeat violation
    • Six serious violations
    • One other-than-serious violation for exposing workers to machine hazards, lacking personal protective equipment, and failing to train their workers on safety hazards and precautions

    Be Proactive Before It’s Too Late

    While this is a terrible accident that could’ve been prevented, it’s vital you use this example as a lesson to get the protection you need. Thankfully, GMS can help business owners take a proactive approach to workplace safety through various services. These strategies include:

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations 
    • OSHA inspection and citations assistance 
    • And more!

    Contact GMS today to talk to our safety experts to ensure you’re following all rules and regulations as well as keeping your employees safe. 

  • On September 24th, 2022, Arizona Senate Bill (SB) 1403 took effect. Following the effective date, the Arizona workers’ compensation statute will be amended to add section A.R.S. § 23-1061(N). The purpose of SB 1403 is to outline the reporting requirements related to when an insurance carrier or self-insured employer receives written notification of injury from an employee who was injured on the job and intends to file a compensation claim.

    Understanding The Provisions 

    The provision requires an insurance carrier or self-insured employer, upon receipt of written notification of injury from an employee who was injured and intended to file a compensation claim, to:

    • Forward the written notification of injury and intended claim for compensation to the Industrial Commission of Arizona (ICA) within seven business days
    • Inform the employee of the employee’s requirement to file a claim with the ICA

    Additionally, the new provision suspends the one-year deadline by which an employee or other entitled party may file a claim after the insurance carrier or self-insured employer receives written notification of the injury and intended compensation claim. The deadline for forwarding the written notice to the ICA is the date the insurance carrier or self-insured employer receives the written notification.

    Failure to report by the insurance company and the self-insuring employer could relieve the injured workers of their requirement to file the claim within one year under A.R.S. & 23-1061(A). The new form for insurance companies and/or self-insuring employers to file a written notification can be found here.

    Stay Up To Date By Partnering With GMS

    At GMS, we understand the complexity of staying up to date with ever-changing rules and regulations. In addition, we know how expensive workers’ compensation claims can be if they aren’t handled correctly. The formula for determining your company’s workers’ compensation rates is complex, but the concept behind it is simple – the more claims that your employee’s file, the higher your rate will be. The good news is that GMS partners with businesses to control their workers’ compensation insurance rates and protect them from costly claims. Ready to partner with a company that provides you with workers’ compensation experts that ultimately save you time and money? Contact us today and get your workers’ compensation risk under control.

  • Individual state governments continue to propose and adopt legislation requiring businesses to ensure consumers’ privacy rights; however, some states are preparing faster than others. All companies in Michigan, Ohio, and Pennsylvania should be prepared for changes that could be coming their way. The three states have considered implementing bills similar to California’s strict law.

    The California Consumer Privacy Act (CCPA) gives consumers more control over the personal information being collected about them. This law secured new privacy rights for California consumers, including:

    • The right to know about the personal information collected and how it’s used and shared
    • The right to remove or delete personal information 
    • The right to opt-out of the sale of their personal information 
    • The right to nondiscrimination when exercising CCPA rights

    What This Means For Michigan, Ohio, & Pennsylvania

    Should Michigan, Ohio, and Pennsylvania implement a law similar to the CCPA, it would require covered businesses to enforce policies and procedures that provide privacy rights to consumers. If you’re a business owner in one of these states, it is vital to understand the requirements, as they could impact your business.

    Michigan

    The Michigan legislature is considering the Consumer Privacy Act that would apply to for-profit entities conducting business in Michigan or producing products or services targeted at Michigan residents.

    Should the Michigan legislature pass, it would provide consumers with the following rights: 

    • The right to access the personal data collected about an indiviual
    • The right to request that a business is to correct any personal data about them that is inaccurate
    • The right to opt-out of the processing of personal data for purposes of targeted advertising or profiling 
    • The right to obtain the personal data that they provided to the business in a portable and readily usable format
    • The right to opt-out of the sale of the consumer’s data

    Ohio

    The Ohio Personal Privacy Act applies to certain for-profit entities in Ohio. This also includes producing products or services targeted to consumers within the state that has met specific requirements. In addition, this act would exclude specific organizations from its coverage, including state agencies, institutions by HIPAA, and more.

    The act would provide consumers with the following rights:

    • The right to access personal data collected about them
    • The right to request the removal of personal data collected from a consumer for business purposes retained in electronic formats 
    • The right to opt-out of data being processed or transmitted
    • The right to request your data must be provided electronically in a portable, easily usable format
    • The right to opt-out of the sale of personal data of the consumer

    Pennsylvania 

    The Pennsylvania legislature is considering three pieces of legislation: the Consumer Privacy Act and two bills called the Consumer Data Protection Act. The Consumer Privacy Act provides consumers the same rights as the Michigan Consumer Privacy Act.

    The Consumer Data Act applies to for-profit entities that do business in Pennsylvania and meet specific limitations. This act is different from the Consumer Privacy Act as it does not include the right to correct misinformation, restrict the processing of personal data for targeted advertising or profiling, or obtain data in a portable format. In addition, the Consumer Data Act provides for a private right of action when a consumer whose non-encrypted or non-modified personal information is subject to unauthorized access and exclusion, theft or disclosure, to implement and maintain appropriate security procedures and practices resulting in a breach of the business of duty.

    The act includes: 

    • The right to access personal data collected about them
    • The right to request that the business remove any personal information it collected from the consumer
    • The right to opt-out of the personal data of the consumer 

    What’s Next 

    No matter where your business operates, it’s vital to understand the ever-changing laws in each state. As states are beginning to implement similar laws to California, Ohio, Michigan, and Pennsylvania regarding privacy. As a business owner, staying on top of the evolving rules and regulations is essential. When you partner with GMS, you gain access to experts and resources that will help you do so. We partner with small businesses to take on the administrative burdens they don’t have time to handle. Stop worrying about the future and partner with GMS. Contact us today.

  • The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) cited Woodbridge Englewood Inc. for one willful and nine serious violations, with the proposed penalties equaling $271,403. It is determined that the company was cited for exposing their workers to fires while failing to properly train them on initial stage fire identification and the use of fire extinguishers. This was followed by federal safety investigators receiving a referral from a local fire department that had responded to 13 fires at this company in two years.

    Woodbridge Englewood Company 

    Woodbridge Englewood, formerly known as Hematite, is a designer and manufacturer of automotive and industrial components. Its products include insulators, body plugs, acoustic wheel liners, underbody shields, lower air deflectors, aero shields, under-engine covers, and more. Woodbridge Englewood has multiple locations across the country, with its headquarters in Canada. However, this incident occurred at its Clayton, Ohio, location.

    OSHA’s Findings

    Between June 2020 and June 2022, Woodbridge Englewood Inc. had 13 fires at its facility. OSHA found that the polyethylene material this company heats to create molten plastic for automotive parts catches on fire in the ovens. In addition, the material is easily ignited, even by static, and is very difficult to put out when a fire occurs. Employees combated fires with extinguishers, which lessened repair costs and production time, rather than allowing sprinklers to activate, endangering workers.

    Ken Montgomery, OSHA Area Director in Cincinnati, Ohio, stated, “the company must immediately review its emergency action plans and the process for storing and handing flammable materials. Incorporating training and protective measures will help minimize fires and protect workers on the job.”

    Be Proactive, Partner With GMS

    At GMS, our safety experts are here to ensure a similar situation similar to this Ohio manufacturer doesn’t happen in your warehouse. It’s essential your employees are given the right tools to succeed while creating a culture of safety to minimize any risks their daily activities may carry. GMS can help business owners take a proactive approach to workplace safety through various services, including:

    • Onsite consulting
    • Job inspections
    • Accident and injury investigations
    • Training
    • Job hazard analysis (JHA) and standard operating procedures (SOP)
    • OSHA inspection and citation assistance 

    Want to make your workplace a safer place? Contact us today. 

  • According to a report released by the Texas Department of Insurance, 24% of workers in Texas who had approved COVID-19 workers’ compensation claims received medical or hospital/facility services one-month post-injury. In addition, the division reported that 74 insurers in Texas saw more than 90,000 COVID-19 claims and 459 fatalities.

    Sixty-eight percent reported had involved employees who tested positive or had been diagnosed with COVID-19. It was determined that insurers had denied 39% of COVID-19 claims for tests that came back positive. However, with more than 22,000 denials of COVID-19 claims with positive tests or diagnoses, there were only 207 disputes filed with the Division of Workers’ Compensation as of August 7th.

    Of the 35% of the medical and indemnity claims:

    • 89% of the hospital/facility payments were made for inpatient services
    • 8% for outpatient services
    • 3% for other

    How GMS Can Help You

    While COVID-19 is unpredictable and we can’t stop the spread completely, our team of experts can certainly help you take steps to prevent the spread of COVID-19 in your workplace. While you probably already have a safety protocol in place for COVID-19, our risk management team can do a walkthrough of your building to ensure you are taking all necessary steps. Partnering with GMS makes your business simpler, safer, and stronger. Let us take on the administrative burdens so you don’t have to. Contact us today.

  • With recent news regarding gun control, there has been additional confusion over when, where, and how weapons can be carried. Laws and regulations related to carrying firearms, specifically concealed guns and where weapons can be carried, continue to change.

    The Second Amendment of the U.S. Constitution states, “a well-regulated militia, being necessary to the security of a free state, the right of the people to keep and bear arms, shall not be infringed.” As a business owner, you may wonder how this affects your business. To remain compliant with evolving legislation, employers should communicate expectations consistently throughout their organization.

    Safe Work Environment 

    Employers must provide a workplace for employees that does not pose a severe risk of harm. A weapons-free workplace policy sets the stage for a safe work environment. There should be training for any possible incidents of workplace violence, including those that involve weapons. For this to happen, employers must assess risks through a workplace audit. This will allow the workplace to be prepared should an incident occur.

    In addition, you must monitor any additional changes to relevant laws and regulations. Understand that laws vary at local and state levels. If you’re a business owner with office locations in multiple states, you must understand each law that could impact the organization.

    Ensure you are consistent when issuing and maintaining policies and procedures throughout the workplace. If you’re an employer who enforces a strict no-weapons policy, it must be implemented fairly throughout the organization. For example, if no employee is allowed to have a weapon in the workplace, this policy should include all employees, even executives such as the CEO.

    How Will You Protect Your Employees?

    Partnering with a PEO such as GMS can provide you with the resources you need to make informed decisions. Our safety experts conduct walkthroughs of your facility to ensure you remain compliant with OSHA rules and regulations. In addition, our HR experts work with you to create employee handbooks. If you already have an employee handbook written, we can help you update it with a no-weapon policy. Contact us today to learn more.

  • For many business owners, a visit from the Occupational Safety and Health Administration (OSHA) can be a nerve-wracking experience. OSHA conducts tens of thousands of inspections each year to ensure that businesses maintain their legal responsibility to protect employees from injuries and illnesses.

    No employer wants to see an OSHA inspector at their door, but that doesn’t mean you can’t be prepared. Let’s break down what can trigger OSHA inspections and what employers can do to make the experience as quick and painless as possible.

    What Causes OSHA Inspections To Happen?

    There are several reasons why OSHA may conduct an unplanned visit to your business, but some are more likely to trigger an inspection than others. The following reasons can all cause OSHA to come knocking on your door and are ranked in order of priority.

    1. High-hazard environments with issues that pose imminent danger.
    2. Someone died or multiple people were hospitalized on a job site.
    3. Employees on-site filed complaints or requested an inspection.
    4. Other agencies, businesses, or individuals referred a worksite for OSHA investigation.
    5. OSHA is following up on a previous inspection to determine if the violations have been corrected.
    6. A visit was pre-planned because a workplace previously experienced high incident rates or is in a hazardous industry.

    Generally, the majority of OSHA inspections are surprise events. According to OSHA, there are only four instances when the organizations will give advance notice for inspections:

    • OSHA needs to involve management to immediately address cases of apparent imminent danger.
    • An inspection requires special preparation or must be conducted after regular working hours.
    • If management and worker representatives are not likely to be on-site unless they have advance notice.
    • If the OSHA area director thinks a more complete inspection is necessary, such as an investigation following a fatality.

    How To Prepare Ahead Of Time

    Workplace safety begins long before an OSHA official stops by for a walkaround inspection. Preventative safety measures can help drastically limit the odds of accidents and ensuing visits from OSHA.

    Conduct jobsite inspections and risk assessments

    The best way to prevent accidents and inspections is to eliminate issues that lead to them. Take some time to identify and eliminate potential hazards on your worksites. Everything from minor trip hazards to missing safety equipment can lead to problems, so a proactive approach can save you and your employees from physical harm and future headaches.

    Train employees on workplace safety

    The better educated your employees are about workplace safety, the more likely it is that they will safely perform their jobs. Ongoing training sessions can teach your workforce everything they need to know about workplace safety, including:

    • What personal protective equipment (PPE) is required on the job, when it’s needed, and how to properly wear it.
    • Special safety procedures, such as fall protection guidelines.
    • How to identify hazards and report them.
    • Proper procedures for how to use and store workplace tools, equipment, and machinery.
    • Best practices for fire safety, first aid, and other needs.
    • Next steps to take in the event of an accident or other incident.

    Maintain safety documentation

    A well-defined set of workplace safety policies is an effective way to encourage employees to adopt safe work habits and a valuable compliance tool. Update your employee handbook to include safety and health policies included in your workplace safety program.

    Even if you have existing policies in place, review them to ensure there are no gaps and that they are up to date. You should also keep records of any relevant safety data, including:

    • OSHA 300 logs
    • Safety data sheets
    • Safety training and toolbox training sign-in sheets

    What To Do During An OSHA Inspection

    Preventative measures can help your business drastically reduce workplace accidents and OSHA inspections. However, it’s important to act accordingly if OSHA arrives with an inspection warrant. The following tips can help you protect your business and make the inspection go as smoothly as possible for both parties.

    Know your rights

    During an OSHA inspection, you have the right to take measures to protect your business. The Society for Human Resource Management (SHRM) recommends that employers know about the following rights they can use to their benefit:

    • OSHA may not inspect a workplace without administrative probable cause and a warrant, giving employers some room to negotiate a reasonable scope for the inspection.
    • Employers have the right to exclude nonemployee third parties from the inspection process.
    • Employers have the right to an opening conference that they can use to:
      • Negotiate the inspection scope.
      • Ask questions about the purpose and cause of the inspection.
      • Establish ground rules for how the inspection will proceed, including document collection, conducting interviews, and gaining physical access to the facility.
    • If an investigation was triggered by an employee complaint, employers have a right to obtain that complaint before consenting to an investigation.
    • Employers can accompany the OSHA compliance officer at all times during the inspection walkaround and document evidence alongside them.
    • After the inspection is complete, employers have the right to contest any OSHA citations.

    Be civil and accommodating when the inspector arrives

    The arrival of an OSHA inspector isn’t something you want to see, but it’s still important to be civil and accommodating when they’re in your workplace. While employers can use their rights to protect themselves and their company, it’s essential that you don’t do anything that can be viewed as an obstruction of the investigation. Don’t do anything that would prevent the inspector from doing their job; otherwise, your business could face criminal penalties.

    Another great reason for civility is that acting in good faith goes a long way in the eyes of OSHA. If you don’t act like you’re trying to hide something, the inspector is more likely to be lenient if they do find any issues and deal out penalties. This doesn’t mean that you need to provide info you aren’t asked about, but working with the investigator goes a long way toward making the investigation quicker and easier.

    Stay with the inspector

    If someone from OSHA is on site, make sure they’re not alone. Accompany the compliance officer wherever they go. Ensure you can see what they see and collect the same information as them, in case you need to defend your business against a citation.

    If you can’t stay with them, ensure that an authorized representative stays with the inspector in your place.

    Work With Safety Experts Who Can Help Protect Your Business

    It’s not always easy to maintain a culture of safety, but taking the time and effort to do so can make a major difference for both you and your employees. Fortunately, you don’t have to address workplace safety and OSHA inspections alone.

    GMS partners with business owners to make their business a safer place. We use cost containment and loss prevention strategies to improve workplace safety, manage the OSHA inspection process, and lower workers’ compensation costs. Contact GMS today to learn more about how our risk management services can protect your business and save you time.

  • General Aluminum Manufacturing Company, located in Wapakoneta, Ohio, was recently cited for exposing workers to workplace hazards. As a result, they face $480,000 in proposed penalties. This follows a previous inspection conducted by the U.S. Department of Labor’s Occupational Safety Administration (OSHA) earlier this year.

    In February 2022, OSHA found a band saw and quench tank that lacked adequate machine guarding. In addition, the company failed to train workers in performing service and maintenance tasks on industrial machinery for energy control procedures. Due to the lack of proper training, some workers experienced amputation, caught-in, and struck-by hazards. These citations were also issued for these violations at the Conneaut and Ravenna facilities.

    In June 2022, OSHA also cited the Conneaut plant for eight additional violations and assessed $315,952 in proposed penalties.

    General Aluminum 

    General Aluminum Manufacturing Company offers engineered casting solutions. They produce machined aluminum castings for the automotive and non-automotive industries. In addition, they offer their customers low-pressure permanent molding, permanent molding, semi-permanent molding, lost foam, and high-pressure die castings. The company employs around 1,200 workers across the U.S., with 137 employees at the Wapakoneta location.

    OSHA Penalties They Face Today

    The most recent OSHA inspection conducted in the Wapakoneta facility cited the company with: 

    • One repeat
    • Two willful
    • 10 serious violations for exposing workers to fall hazards while working on top of casting machines, burn hazards due to water accumulation around casting machines, and using improper personal protective equipment

    OSHA inspectors determined worker exposure to electrical and arc flashes, confined space, and powered industrial vehicle hazards. General Aluminum has 15 business days from the day they received the citations and penalties to comply, request an informal conference with OSHA’s area director, or contest the findings before the independent OSHA Review Commission.

    Do You Want To Make Your Workplace Safer?

    GMS can help business owners take a proactive approach to workplace safety through various services through the following strategies: 

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations
    • Training
    • Job hazard analysis (JHA) and standard operating procedures (SOP)
    • OSHA inspection and citation assistance

    Take this concrete example from a manufacturing company as a reminder to act now before it’s too late. Don’t wait for OSHA to knock on your door; let GMS safety experts inspect your facility first. Learn more today.

  • It’s no secret that the construction industry can be more dangerous than many other types of work. According to the Bureau of Labor Statistics, there were more than 174,000 nonfatal construction injuries and illnesses in 2020 alone. OSHA also reports that construction workers made up 20% of private industry fatalities.

    These dangers are exactly why it’s essential for construction companies to have safety plans in place for each job site. A good safety program can help companies avoid accidents and keep workers safe and healthy. However, it’s not always obvious how to make a safety plan for construction sites. Below, we’ll break down how to create effective plans to protect your construction workers and your business.

    What Is A Construction Safety Plan?

    A construction safety plan is a written document used to protect workers on job sites. This plan should outline the various rules, procedures, and policies designed to:

    • Put measures in place to prevent accidents
    • Outline response plan following accidents or other safety issues
    • List medical services and emergency contacts
    • Detail the review process for any on-site incidents
    • Highlight safety goals for the construction site

    What Does A Construction Safety Plan Template Look Like?

    While every construction site safety plan will differ from location to location, the majority of plans will include the same types of information. The following construction safety plan example outlines common details that you may want to include in your documentation.

    • Company information
      • Name, address, and phone number
      • Person who approved the site safety plan and approval date
    • Site information
      • List of responsible individuals, such as project manager, site safety officer, etc.
      • Description of the project, work location, and site condition
    • Employees, subcontractors, and other individuals covered by this specific construction safety plan
      • Names of individuals involved in the project
      • Job descriptions/roles
      • Contact information
    • Site rules
      • Personal protective equipment (PPE)
      • Fall protection
      • Safety hazard identification
      • Lockout/tagout
      • Hand and power tools
      • Fire safety
      • First aid
      • Restricted areas
    • Emergency contact information
      • Name, location, and phone number of nearby medical emergency facilities
      • Name, location, and phone number for police department
      • Name and phone number for any leadership that need to be informed about incidents

    A worker using fall protection according to their construction safety plan.

    Best Practices For Construction Safety Plans

    While the elements listed above can help you create a solid safety plan, there are ways in which you can maximize the impact of your risk management efforts. Keep the following best practices in mind when you create and maintain your construction company’s safety plans.

    Embrace OSHA’s fall protection standards

    Slips, trips, and falls are one of the biggest pain points for construction sites. Fall protection is the most frequently cited OSHA violation, making fall protection standards and employee requirements especially important for safety plans. Want to learn more specifics on what businesses should know about fall protection? Check out our post on OSHA’s fall protection standards.

    Make personal protective equipment (PPE) a requirement

    Good protective equipment is another cornerstone for proper risk management in the construction industry. Anything from hard hats to hand protection can be necessary depending on the work being done on a site. Make sure to document what PPE is required on your job site, when and how it must be worn, and proper procedures for storing and maintaining PPE over time.

    Stay flexible

    While a construction company’s safety plan should be made before any work is done, that doesn’t mean it can’t change over time. Important plan details can and should be adjusted as necessary.

    Being flexible with your construction site’s safety plan will help your company address new hazards and make job sites safe and compliant . It’s best to review your plans at least once a year to stay on top of any new potential hazards or other risks.

    Consider various weather conditions

    The weather can create new safety issues for a construction project. If your site is outdoors or can be impacted by weather conditions, you’ll want to evaluate the work space for potential risks caused by rain, extreme heat, and more. Any identified risks should be added to your plan to make sure everyone is prepared regardless of the weather.

    Maintain ongoing safety education

    A safety plan doesn’t have to be a one-time teaching tool. In addition to updating your plans on a regular basis, don’t be afraid to discuss important aspects of your plans during construction safety meetings. Tackling topics ranging from fall protection to first aid can help reinforce the rules set in your safety plans and keep employees informed about how to protect themselves.

    Protect Your Business With A Construction Safety Plan

    Between accidents and rising workers’ compensation costs, it’s important for construction companies to invest in workplace safety. GMS partners with businesses to create thorough plans, complete jobsite inspections, and protect your company through other workplace safety strategies. In turn, business owners can limit accidents and control workers’ compensation costs.

    Ready to take a proactive approach to workplace safety? Contact GMS today to see how we can protect your business while you focus your valuable time on growing your business.