Tag: Workplace Compliance

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Heat Safety Training: Preventing Heat-Related Illness

Worker drinking water to cool off.

As temperatures rise, so do the risk of heat-related illness and injury among workers, especially those in physically demanding or poorly ventilated environments. Whether on a rooftop, in a kitchen, or behind the wheel of a delivery truck, heat stress is a silent but serious occupational hazard. That’s why heat safety training for workers is essential—not only for compliance but for saving lives.

Who’s Most at Risk of Heat-Related Illness?

Workers at highest risk typically fall into four categories:

1. Outdoor Laborers: These workers face direct sunlight, physical exertion, and heavy gear:

  • Construction Workers
  • Agricultural Workers (Farmworkers)
  • Landscaping and Grounds Maintenance Workers
  • Roofing Workers
  • Utility Workers (Electricians, Water Treatment, etc.)
  • Outdoor Event Workers (Festival and Construction Crew Members)

2. Indoor High-Heat Workers: These workers operate in enclosed spaces near heat-generating machinery:

  • Factory and Warehouse Workers
  • Food Service Workers (Kitchen Staff, Cooks, Dishwashers)

3. Mobile Workers: Spending long hours in hot, enclosed vehicles poses their own dangers:

  • Truck Drivers
  • Delivery Personnel

4. Underground/Confined Space Workers: Often facing extreme humidity and limited airflow in confined spaces:

  • Mining Workers
  • Maintenance and Repair Workers
  • Farm Workers

Why Heat Safety Training Matters

Heat-related illnesses are 100% preventable. Yet every year, thousands of workers suffer from heat stress, and some cases turn fatal. Employers must ensure that both supervisors and workers are trained to prevent, recognize, and respond to these dangers.

Key Elements of Effective Heat Safety Training

1. Educating on Heat Stress

  • Types of heat-related illnesses: heat cramps, heat exhaustion, and heat stroke
  • Common symptoms and early warning signs
  • High-risk environmental conditions like high heat with  humidity

2. Prevention Best Practices

  • Schedule regular water breaks (every 15–20 minutes)
  • Encourage light, breathable clothing
  • Rotate shifts or modify schedules during extreme heat

3. Emergency Response

  • What to do when a worker shows symptoms
  • Cooling methods (ice packs, shade, hydration)
  • When to call 911 or activate your emergency plan

4. Acclimatization Programs

  • Gradual exposure over 7–14 days for new or returning workers
  • Monitor vulnerable employees more closely during heat waves

5. Communication and Support

  • Empower workers to speak up if they feel unwell
  • Train supervisors to act quickly and without hesitation
  • Foster a culture that prioritizes worker well-being over productivity

If your team includes high-risk roles—from construction crews to kitchen staff, now is the time to make heat safety training part of your standard protocol. As summer arrives and extreme heat events return, the workplace must be prepared. Train. Protect. Prevent. That’s a formula for a safer, cooler, and more productive workforce.

At NSC, we have the Heat Safety Training course you need to equip your workers for the heat. They need to be aware of heat-related illnesses and hazards, be able to keep themselves safe in hot environments, and be on the lookout for dangerous heat-related symptoms in their co-workers. Heat-related illnesses can have severe consequences for both workers and employers. Everyone has a role to play to keep each other safe. Workers in physically demanding jobs, especially those who are exposed to high temperatures for extended periods, are most vulnerable. Don’t delay, begin training today in order to keep all your employees safe tomorrow.

Additional Helpful Resources:

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Forklift Safety Training is Essential

Forklift safety training is essential to fulfill the mission of OSHA: to assure safe and healthful working conditions for all workers. Because forklifts are commonly used in such a broad range of industries such as construction, distribution, manufacturing, retail, recycling operations, and warehousing, the importance of properly training all forklift operators cannot be overstated. Forklifts play a pivotal role in enhancing warehouse efficiency, providing workers with the ability to swiftly move heavy loads as well as transport goods between various locations at a much faster rate. Forklifts can save a significant amount of time and manpower.

Benefits of Using Forklifts

  • Enhancing Productivity
  • Optimizing Storage Capacity
  • Prioritizing Workplace Safety
  • Controlling Labor Costs
  • Versatility in Handling Materials

While forklifts improve workplace efficiency by enabling quick and safe movement of goods and equipment, they also pose a significant risk of injury. The power and functionality of these machines come with inherent risks. Forklift accidents can lead to serious injuries, damaged property, and even fatalities. Therefore, forklift safety training is essential to assure safe and healthful working conditions for all workers. In fact, OSHA mandates that employers ensure all forklift operators are trained and tested, including a practical evaluation of their skills. Completing forklift training is crucial for individual safety and the safety of fellow workers. Quality training ensures operators are qualified to operate heavy equipment. 

Benefits of Proper Forklift Safety Training

  • Adherence to OSHA Standards
  • Protects Lives
  • Mitigate Risks and Accidents
  • Improve Operator Competence
  • Reduce Downtime and Costs
  • Preserve Equipment and Infrastructure
  • Empower Emergency Preparedness
  • Enhanced Safety and Productivity
  • Boost Workplace Morale

In warehouses, distribution centers, and construction sites around the world, forklifts are indispensable tools that streamline operations and boost efficiency. Forklifts improve workplace efficiency by enabling quick and safe movement of goods and equipment. At National Safety Compliance we offer a Forklift Safety Course that satisfies the OSHA requirements for classroom training for forklift operators in industrial, transportation, and warehouse industries. Additionally, we have a Forklift Load Stability Training Course that covers safe forklift operation and how to properly balance their forklift while hauling loads to avoid collisions or loss of control. For the construction industry, our Forklift Safety: Construction Program covers all topics needed to comply with the classroom portion of the training regulations for OSHA forklift certification in construction. As previously mentioned, the importance of properly training all forklift operators cannot be overstated and at NSC we have the forklift training resources you need.

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Personal Protective Equipment Must Fit Properly

Personal Protective Equipment (PPE) must fit properly to provide employees appropriate protection from workplace hazards. In fact, improperly fitting PPE reduces the effectiveness of protection. Even worse, it may fail to provide any protection at all to an employee. Further, it presents additional hazards to employee safety. Sadly, it can even discourage employees from using vital protective equipment at all. The construction industry is at high risk of failing to offer properly fitting PPE for all workers. OSHA is taking this issue seriously.

In response to this problem, OSHA has finalized revisions to its personal protective equipment standard for construction, (29 CFR 1926.95(c). The revisions explicitly state that PPE must fit properly. This revision aligns the language in the PPE standard for construction with the corresponding language in OSHA’s PPE standards for general industry and shipyards. It affirms OSHA’s interpretation of its PPE standard for construction as requiring properly fitting PPE.  The Center for Construction Research and Training (CPWR) has created a new infographic that reminds employers and workers about the importance of proper fit and what that should look like.

In construction, women often have a harder time than men in having access to properly fitting protective equipment. Often, they resort to altering the equipment available which can create its own hazards.

There is hope for women in construction according to Allison Roberts Grealis, founder and president of the Women in Manufacturing Association, “I believe there has been a huge improvement in the last decade in PPE for women, and it’s exciting to see more vendors offering PPE designed for women.” The Center for Construction Research and Training (CPWR) has compiled a list of providers of appropriate-fitting personal protective equipment for female workers.

Jessica Richardson, who chairs the Safety and Health Awareness Committee of the National Association of Women in Construction said, “I don’t know of anyone who thought that PPE wasn’t supposed to fit.” Richardson goes on, “That being said, having this clarity around it, I think, will help drive folks in the right direction, especially the manufacturers, suppliers, distributors and employers.”

Industry leaders are expecting more widespread improvements with the publication of OSHA’s final rule requiring PPE to properly fit each worker in the construction industry.  Kelly Franko of AWSAM (Alliance of Women’s Safety Apparel Manufacturers) expressed, “With OSHA passing the standard on fit, I think we’re going to see even more, because companies are trying to do the right thing.”

Encourage Proper Use of PPE for All Employees

  • Use visual cues: eye-catching signage near workstations and entry ways.
  • Make PPE easily accessible: position PPE in high-traffic areas. 
  • Positive reinforcement: create a culture where PPE use is encouraged and rewarded.
  • Create a default safety option: make PPE part of the workflow and build safety into daily routines.
  • Reshape the work environment: place PPE dispensers near task-specific equipment.

Pitfalls to Avoid

  • Information overload: too many signs overwhelm workers.
  • Relying on data: facts and statistics are useful, but they aren’t effective motivators. Avoid overwhelming with too much copy or numbers.
  • Inflexible design: One-size-fits-all solutions don’t work.

Properly fitting PPE is a critical element of an effective occupational safety and health program. PPE must fit properly to provide appropriate protection to employees from workplace hazards. Improperly fitting PPE fails to provide protection to an employee, reduces the effectiveness of protection, can present additional hazards, and may discourage employees from using the protective equipment in the workplace. NSC offers a variety of Personal Protective Equipment training resources.

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Hazard Communication Standard Updated

True to its mission, OSHA is always working to assure America’s workers have safe and healthful working conditions, OSHA has recently updated The Hazard Communication Standard (HCS). The update seeks to better align the HCS with Revision 7 of the United Nations’ Globally Harmonized System of Classification, as well as improve alignment with other federal agencies and international trading partners. The updated standard will improve effectiveness by better informing employees about chemical hazards in the workplace. This final rule will increase worker protections and reduce the incidences of chemical-related occupational illnesses and injuries by improving the information on the labels and safety data sheets for hazardous chemicals.

Highlights of the Changes

  • Enhanced Information on Labels and SDS
  • Clearer Hazard Classification
  • Improved Physical Hazard Classes
  • Streamlined Precautionary Statements

With these changes, even labels on small containers will be more comprehensive and readable, so that workers have crucial hazard information easily available. The update also addresses trade secret concerns, while also ensuring critical safety information remains accessible on SDS. OSHA revised the classification process to provide complete and accurate hazard information on labels and SDS so that workers understand the chemicals they handle and make informed decisions. Updates to physical hazard classifications will better inform workers on the safe handling of explosives, aerosols, and chemicals under pressure. In addition, updated precautionary statements will provide clearer instructions on handling, storing, and disposing of hazardous chemicals. 

In light of these updates to the Hazard Communication Standard, we have updated a series of three Hazard Communication training programs. At NSC we strive to ensure that our training programs contain the most relevant and up to date content for your training efforts.

Updated Training Programs

Hazard Communication 

The number of existing chemical products is estimated to be in the hundreds of thousands with hundreds of new ones being introduced into the workplace each year.  This poses a serious problem for exposed workers and their employers. This training program has been developed to assist with training all employees concerning chemical products and the hazards they present.

Hazard Communication: Safety Data Sheets

Thousands of chemicals are used in our personal lives and at work.  Most of us encounter chemicals at work on a daily basis. While many chemicals are relatively harmless when handled properly, many are dangerous substances by nature. With some chemicals, the simple act of pouring from one container to another can be hazardous. All chemicals can pose serious physical and/or health hazards when transported, handled, or used improperly. Manufacturers are constantly developing new chemicals to be used in ever widening ways.  Without accurate adequate knowledge about these chemicals, their hazards, and appropriate precautionary measures, employees are at a great risk of harmful and even fatal accidents.

Hazard Communication: Chemical Safety

The basic goal of any effective Hazard Communication program is to ensure the safety of the employee who works with and around different hazardous chemicals. Each and every workday, over 30 million workers in the U.S. are potentially exposed to a chemical hazard. Exposure to chemicals can cause serious physical and health problems. For employees to be safe when dealing with chemicals, information must be transmitted to them about the identities and hazards of the chemicals. This training program was created to assist with training employees concerning these chemical products and the hazards they present. The focus of this training will be the chemical label.

Overall, this significant revision to the Hazard Communication Standard OSHA aims to better inform employees about chemical hazards in the workplace. The rule does this by improving the quality and accessibility of information on chemical labels and safety data sheets (SDS). It is vital that employers and employees have training that is in alignment with these revisions.

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Updated Hazard Communication Standard Set to Take Effect

OSHA aims to better inform employees about chemical hazards in the workplace.

Updated Hazard Communication Standard Effective July 19, 2024

With a significant revision to the Hazard Communication Standard (HCS) OSHA aims to better inform employees about chemical hazards in the workplace. The rule does this by improving the quality and accessibility of information on chemical labels and safety data sheets (SDS). Further, OSHA seeks to better align the HCS with the United Nations’ Globally Harmonized System of Classification, primarily Revision 7 (GHS), and improve alignment with other federal agencies and international trading partners.

History of the Hazard Communication Standard

The Hazard Communication Standard in 1983 gave the workers the ‘right to know,’ and the 2012 Globally Harmonized System ensured workers had the ‘right to understand.’ The original standard allowed chemical manufacturers and importers to convey hazard information on labels and material safety data sheets in whatever format they chose. However, the modified 2012 standard provided a single set of harmonized criteria for classifying chemicals according to their health and physical hazards and specifies hazard communication elements for labeling and safety data sheets. The updated Hazard Communication Standard tackles concerns identified since the 2012 update by addressing past issues and promoting alignment. Additionally, it fosters better alignment with other federal agencies and Canada, promoting a more unified approach to workplace chemical safety across North America.

Highlights of the Changes

  • Enhanced Information on Labels and SDS
  • Clearer Hazard Classification
  • Improved Physical Hazard Classes
  • Streamlined Precautionary Statements

With these changes, even labels on small containers will be more comprehensive and readable, so that workers have crucial hazard information easily available. The update also addresses trade secret concerns, while also ensuring critical safety information remains accessible on SDS. OSHA revised the classification process to provide complete and accurate hazard information on labels and SDS so that workers understand the chemicals they handle and make informed decisions. Updates to physical hazard classifications will better inform workers on the safe handling of explosives, aerosols, and chemicals under pressure. In addition, updated precautionary statements will provide clearer instructions on handling, storing, and disposing of hazardous chemicals. The updated standards are effective July 19, 2024, however, OSHA has established a phased set of deadlines for compliance.

Timeframe for Implementing Compliance

Compliance DateRequirementWho
January 19, 2026Update labels and SDSs for substancesChemical manufacturers, importers, distributors, and employers
July 20, 2026Update workplace labels, hazard communication program, and training as necessary for substancesEmployers
July 19, 2027Update labels and SDSs for mixturesChemical manufacturers, importers, distributors, and employers
January 19, 2028Update workplace labels, hazard communication program, and training as necessary for mixturesEmployers

At National Safety Compliance we have a variety of Hazard Communication products to help businesses keep workers safe while handling hazardous materials including several video training courses, SDS binders, HAZCOM booklets, and several posters.

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Preventing Violence in the Workplace

California leads the nation in efforts to prevent workplace violence.

In a historic move, Governor Gavin Newsom signed into law Senate Bill (SB) 553 creating the first general industry workplace violence prevention safety requirements in the United States. This groundbreaking legislation mandates a comprehensive Workplace Violence Prevention Plan (WVPP) for nearly all employers in California. The required WVPP can be built into an existing injury and illness prevention plan (IIPP). Employers are required to create or adopt, implement and train employees on the WVPP.

Effective July 1, 2024, this law is likely to be a landmark legislative move, as it is the first law of its kind nationwide to be applicable across various industries. Further, there is speculation it will be used as a template for similar laws across the country in coming years. The law incorporates many aspects beginning with developing the plan in cooperation with employees and others, regular training on workplace violence hazards, procedures for each element of the prevention plan, maintaining a detailed violent incident log, and conducting regular reviews of the WVPP. The enforcement of these requirements fall under the jurisdiction of California’s Division of Occupational Safety and Health (Cal/OSHA).

What is “workplace violence”?

Labor Code Section 6401.9 defines workplace violence as “any act of violence or threat of violence that occurs in a place of employment,” but does not include lawful acts of self-defense or defense of others.

Workplace violence specifically includes, but is not limited to, the following:

  • The threat or use of physical force against an employee that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress, regardless of whether the employee sustains an injury.
  • An incident involving a threat or use of a firearm or other dangerous weapon, including the use of common objects as weapons, regardless of whether the employee sustains an injury.
  • Any of the following four types of workplace violence.

What are the Four Types of Workplace Violence?

  1. Type 1 violence: workplace violence committed by a person who has no legitimate business at the worksite and includes violent acts by anyone who enters the workplace or approaches employees with the intent to commit a crime.
  2. Type 2 violence: workplace violence directed at employees by customers, clients, patients, students, inmates, or visitors.
  3. Type 3 violence: workplace violence against an employee by a present or former employee, supervisor, or manager.
  4. Type 4 violence: workplace violence committed in the workplace by a person who does not work there but has or is known to have had a personal relationship with an employee.

What are the Essential Elements of a WVPP?

  • Responsible Personnel: Designate individuals responsible for the WVPP, recommending more than one person for this role. 
  • Employee Input and Enforcement: Develop procedures for obtaining input from employees on the plan and its enforcement. 
  • Training Procedures: Establish comprehensive training procedures covering all aspects of the WVPP. 
  • Incident Reporting: Create procedures for reporting both potential and actual workplace violence incidents. 
  • Incident Investigation: Implement procedures for investigating potential workplace violence incidents and issues. 
  • Plan Implementation: Set procedures for the plan’s implementation, including periodic inspections, annual reviews, and ensuring comprehensive training for all employees. 
  • Anti-Retaliation Clause: Incorporate an anti-retaliation clause to protect employees who report workplace violence. 
  • Role Coordination: Develop procedures for coordinating roles between supervisors and management. 
  • Interdepartmental Communication: Establish communication procedures between departments or shifts, as necessary for specific job positions. 
  • Training Development: Focus on developing effective training procedures. 
  • Risk Identification: Identify environmental and other risk factors, including considerations for contingent workers, temporary staff, and remote employees. 
  • Risk Evaluation and Control Development: Create procedures for evaluating specific work-related risks (e.g., customer interactions, security roles) and developing appropriate controls, including engineering, administrative, and personal protective equipment. 
  • Recordkeeping: Implement procedures for maintaining records, including workplace violence incident logs. 
  • Post-Incident Response and Investigation: Establish emergency response procedures and investigation protocols for incidents that occur. 

Employers are required to train employees on the WVPP when the program is first established, and then every year thereafter. The employee training required under the new law must cover particular subjects, allow for “interactive questions and answers,” and be in “vocabulary appropriate to the educational level, literacy, and language of the employees.” Further, as part of the training, employers also must provide employees with an opportunity for interactive questions and answers with a person knowledgeable about the WVPP. Additional training must take place when a new or previously unrecognized workplace violence hazard has been identified and when changes are made to the WVPP for clarity, this training may be limited to addressing the new hazard or change. 

Training requirements

  • The employer’s plan, how to obtain a copy, and how to participate in development and implementation of the WVPP.
  • The definition of workplace violence and requirements of Labor Code Section 6401.9.
  • How to report workplace violence incidents to the employer or law enforcement.
  • Workplace violence hazards specific to the employer’s industry, corrective measures the employer has implemented, and strategies on how to prevent or respond to violence.
  • The violence log required by the Labor Code and how to obtain a copy.
  • An opportunity for interactive questions with a person knowledgeable about the plan.

What are employer responsibilities? Employers are required to take reasonable care to prevent and correct harassment. This includes having a comprehensive Workplace Violence Prevention Plan (WVPP). Key steps to demonstrating reasonable care include: Having a broadly disseminated policy. Establishing an effective complaint process. Providing regular training to ensure employees and supervisors and managers. Understand their rights and responsibilities. Monitoring the workplace to ensure adherence to the employer’s policy.

To help California employers meet this new regulation, and other employers throughout the country, NSC has updated its Workplace Violence Training Program to include the following:

  • Impact of Workplace Violence
  • Types of Workplace Violence
  • OSHA and State Requirements for Workplace Violence (*NEW)
  • Developing a Written Workplace Violence Plan (*NEW)
  • Risk Factors for Workplace Violence
  • Warning Signs of Workplace Violence
  • Preventing/Reducing Workplace Violence
  • Response Actions
  • Training Employees on Workplace Violence (*NEW)

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Reporting Accidents to OSHA: Understanding Recordkeeping Requirements   

small accident at construction site

Accidents happen in the workplace, no matter how careful we are. Whether it’s a slip and fall, a minor injury or something more serious, it’s crucial that these incidents are accurately documented and reported to the appropriate authorities.  
 
In the U.S., the Occupational Safety and Health Administration (OSHA) sets specific standards for workplace accident reporting and recordkeeping. Failing to comply with these requirements can have serious consequences for both employees and employers. Let’s delve into the importance of recordkeeping, the specifics of OSHA’s requirements and why it matters. 

The Significance of Recordkeeping and OSHA’s Mandate 

Accurate recordkeeping is not just a bureaucratic obligation; it is a fundamental aspect of ensuring workplace safety and employee well-being. OSHA requires employers to maintain records to: 

1. Monitor Workplace Safety: 

Recordkeeping allows employers to track accident trends and identify potential hazards. This data empowers companies to take proactive measures to prevent future incidents, making workplaces safer for everyone. 

2. Identify Training Needs: 

Employee safety training is a critical component of OSHA’s requirements. By keeping records of training programs, employers can assess whether their employees are adequately prepared for their roles and identify areas that may require additional training. 

3. Ensure Medical Care When Needed: 

Proper recordkeeping helps employers identify cases where an injury or illness requires more than just basic first aid. It ensures that employees receive the necessary medical attention promptly. 

4. Prevent Repeated Incidents: 

Through records, employers can spot recurring accidents or near-miss incidents and implement preventive measures to reduce their recurrence. 

OSHA’s Definition of a Recordable Injury or Illness 

To understand the reporting requirements, it’s essential to know how OSHA defines a recordable injury or illness. According to OSHA, a recordable injury or illness includes: 

1. Any workplace-related fatality: This is self-explanatory and should be reported immediately. 

2. Any work-related injury or illness that results in loss of consciousness, days away from work, restricted work or transfer to another job: This category encompasses incidents that significantly impact an employee’s ability to perform their duties. 

3. Any work-related injury or illness requiring medical treatment beyond first aid: This extends beyond basic first aid and covers situations where professional medical care is necessary. 

4. Any work-related diagnosed case of cancer, chronic irreversible diseases, fractured or cracked bones or teeth and punctured eardrums: These are serious conditions that should be documented. 

OSHA also has special recording criteria for specific work-related cases, such as needle sticks and sharps injuries, medical removal, hearing loss, tuberculosis and more. Employers must carefully review OSHA’s guidelines to ensure they are properly reporting all recordable incidents. 

The Alarming Statistics 

Accidents in the workplace are more common than one might think. In the year 2022, OSHA’s enforcement summary revealed that there were approximately 3.7 million non-fatal workplace injuries and illnesses reported by private industry employers. Additionally, the OSHA data related to work-related fatalities and injuries offers a sobering perspective. The need for effective accident reporting and recordkeeping becomes evident when we consider these statistics. 

According to OSHA’s enforcement summary for 2022, the reported injuries and illnesses in the workplace covered a wide range of industries. These statistics are not just numbers – they represent real people whose lives were affected by accidents on the job. It is our collective responsibility to ensure that workplaces become safer and more protective environments. 

The Change in Reporting Requirements 

OSHA continuously strives to improve workplace safety standards. In line with this commitment, OSHA recently announced a new rule, effective soon, that will enhance the reporting requirements for employers. This rule seeks to improve the accuracy and transparency of workplace injury and illness data, ensuring that employees’ health and safety are safeguarded to the best extent possible. 

The upcoming final rule from OSHA aims to strengthen the electronic reporting requirement for certain establishments. While the details can be complex, the underlying goal is straightforward – to make workplace injury and illness data more accessible and transparent. This, in turn, will help in identifying workplace hazards and developing effective strategies for injury prevention. 

To learn more about these forthcoming changes, you can refer to OSHA’s official website for details on the upcoming final rule. Staying updated on these changes is essential for employers to maintain compliance and ensure that their workplace remains safe for their employees. 

Ensuring Compliance with OSHA Reporting Requirements

Keeping up with OSHA reporting requirements is not just a legal obligation; it’s an essential aspect of responsible business management. It is every employer’s duty to ensure that they abide by these regulations, not just for the sake of compliance, but also for the well-being of their workforce. Ultimately, OSHA’s stringent standards are in place to ensure workplace incidents are reported, analyzed and acted upon to prevent future occurrences.  

As an employer, it’s absolutely vital to take the necessary steps to both understand and implement OSHA’s reporting requirements. Compliance with these requirements is essential, and failing to do so can lead to severe consequences, such as fines, penalties or legal action. Additionally, neglecting proper reporting can compromise the health and safety of your employees. 

A Path to Compliance with NSC 
National Safety Compliance (NSC) recognizes the importance of OSHA compliance and provides valuable resources to assist employers in meeting these requirements. With over two decades of experience in the safety and compliance industry, NSC offers comprehensive training materials designed to help employers, managers, and supervisors understand and fulfill OSHA’s recordkeeping requirements. 

NSC’s “OSHA Recordkeeping for Managers and Supervisors” DVD offers a thorough and easy-to-understand training program to equip employers and their staff with the knowledge necessary to ensure full OSHA recordkeeping compliance. 
 
Learn more about this invaluable training resource and how it can support your organization here.   

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Equipping New Employees to Embrace Safety

Research shows that more than one-third of workplace injuries occur within the first year of employment. Those injuries account for one-third of workers’ compensation claim costs. “Safety training programs and practices should start before an employee’s first day and continue throughout the employee’s time at an organization,” said Chris Hayes, of Travelers Insurance. Clearly, it is critical that employers have clearly communicated practices and safety training programs in place. New employees must know who to go to with safety questions and concerns. Further, it is imperative that they are empowered to stop work with out fear of reprisal.

5 Ways to Equip All Employees

  1. Integrate Safety into the Hiring Process
  2. Onboard and Continuously Train Employees
  3. Conduct a Job Safety Analysis
  4. Implement an Accident Analysis Program
  5. Continue Supporting Employees Throughout Their Careers

It is vitally important to show new employees that your company takes safety seriously. For example, consider making it part of the performance evaluations for supervisors. “The most common mistake is not including risk and safety/health goals in the performance evaluation process for managers,” Scott Smith, director of safety management at Selective Insurance. “Having risk and safety/health goals for managers that impact their performance evaluation sets expectations and establishes the organization’s safety culture.” Another “significant, commonly observed mistake is management’s failure to intervene when they observe employees failing to follow sound risk management or safety,” he added. 

Additionally, how you manage injuries can significantly impact your business. Employers should be prepared before an injury takes place. Including having a plan that helps injured employees return to work as soon as medically appropriate. For example, a transitional duty program can help employees remain engaged and connected at work during their recovery.

When workers are injured, it might be possible to temporarily assign them to different tasks that are less physically demanding. “There are pros and cons to having an injured employee perform in a light-duty position while recovering,” Smith said. “They can stay engaged in the business during this interim period, which might help with overall absenteeism and maintain positive employee morale, as remaining workers will see the employee returning to work.”

A Transitional Duty Program Can Help in 3 Ways:

  1. Employees to receive prompt, quality medical care.
  2. Keep employees at work, allowing the company to get meaningful, productive work done while the employee recovers.
  3. The employee, employee’s medical provider, employer and insurance professional to work together to help the employee to return to work as soon as possible.

Following an injury on the job, it is important to have a plan for returning employees to work as soon as they are medically able to return.

According to Rich Ives, vice president of business insurance claims at Travelers Insurance, “We stress to our customers the importance of maintaining contact with the injured employee, checking on how they are feeling and setting up a modified duty program as they recover,” he added. “By focusing on what they can do, rather than on their pain or limitations, conversations about their return to work can help an injured employee stay engaged, feel productive and look ahead.” 

At NSC we provide a safety orientation course that is an excellent resource for new hires in any industry. It is designed to foster positive safety attitudes and raise awareness of potential workplace hazards and emergencies. Safety in the workplace starts with having the right attitude about safety and taking the right steps to prevent safety incidents. This training course is designed to make you aware of just a few of the possible hazards which you might encounter at work. It is a quick overview to provide you with some basic understanding of each area and to set you on the right path towards a safe and healthy work day. We also offer safety orientation courses specific to janitorial, construction, foodservice, and healthcare industries.

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New for 2023: Food Safety & Personal Hygiene Training

Providing food safety training helps employees handle food responsibly. Food safety incidents put customer’s health in jeopardy, damages a company’s reputation, and costs your business money. This can threaten the long-term health of a business. National Safety Compliance has just released a new Food Safety & Personal Hygiene Training Program. This training is designed to give your staff a clear understanding of proper food handling and personal hygiene techniques to prevent foodborne illnesses.

Topics covered in the course include:

  • Health Codes
  • Your Personal Hygiene
  • The Steps to Handling Food Safely
  • Other Safety Rules When Handling and Preparing Food


Some benefits of proper food safety and personal hygiene training include, cutting down on waste, reducing the risk of food poisoning, employees gaining a better understanding of their job. This understanding will lead to improvements in work habits and practices. Our Food Safety & Personal Hygiene Training Course is versatile. It includes everything you need to train new employees or to use as a refresher course for current employees. The training video and documentation are available in several formats to meet your ever changing training needs.

Included in the training course:

  • 22 Minute Training Video
  • Employee Quiz & Answer Key
  • Training Certificate
  • Wallet Cards
  • Power Point® Presentation and more.

Formats available:

In order to uphold high standards of personal hygiene and cleanliness, businesses must provide adequate food safety training to every employee who handles food. Proper training will ensure that everyone is aware of what they need to do, and how they need to do it. Food safety and personal hygiene training should not be one and done, it needs to be ongoing.

Our course is suitable for:

  • New hire orientation
  • Refresher / annual training
  • Train the Trainer
  • Class sizes from 1-100+

The World Health Organization estimates that illness from unsafe food causes 420,000 deaths per year. Safe food handling saves lives. Additional benefits of following proper food safety protocols include reduced economic loss, increased uptake of nutritious foods, and reduced environmental impact from food loss and waste. At NSC we offer affordable, reliable food safety & personal hygiene training.

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Renewed Focus on Enforcement

In recent years, the Department of Labor, DOL for short, has renewed its commitment to enforce labor laws, promoting the safety and health of American workers. The Occupational Safety and Health Administration, OSHA for short, was created in 1970 to ensure safe and healthy conditions for all workers. It is OSHA’s responsibility to set and enforce safety standards that employers must comply with in order to provide employees with the safest workplace possible. Just last month, OSHA issued two memorandums indicating that they are stepping up their focus on the enforcement of labor laws. In Fact, both memorandums were issued by OSHA’s Directorate for Enforcement Programs. 

According to the DOL, OSHA “has issued new enforcement guidance to make its penalties more effective in stopping employers from repeatedly exposing workers to life-threatening hazards or failing to comply with certain workplace safety and health requirements.”

The first memorandum, Application of Instance-by-Instance Penalty Adjustment, gives OSHA Regional Administrators and Area Office Directors the authority to cite certain types of violations as “instance-by-instance citations.” This includes cases where the agency identifies “high-gravity” serious violations of OSHA standards specific to certain conditions. Specifically when the language of the rule supports a citation for each instance of non-compliance. The purpose of this change is to encourage OSHA personnel to apply the full authority of the Occupational Safety and Health Act where increased citations will in fact discourage non-compliance. 

Conditions Where Instance-by-Instance Citations May Apply:

The second memorandum, Exercising Discretion When Not to Group Violations, states that it is “intended to reiterate existing policy that allows Regional Administrators and Area Directors discretion to not group violations in appropriate cases to achieve a deterrent effect.” Instead they should cite them separately, with the goal of effectively encouraging employers to comply with the the OSH Act.

This updated guidance covers enforcement activity in general industry, agriculture, maritime and construction industries, and becomes effective 60 days from Jan. 26, 2023. Since the current policy has been in place for more than 30 years and applies only to egregious willful citations, these aggressive changes make it clear that OSHA is focused on deterring employers from ignoring their responsibilities to keep workers safe.

Doug Parker, Assistant Secretary for Occupational Safety and Health explained the changes this way, “Smart, impactful enforcement means using all the tools available to us when an employer ‘doesn’t get it’ and will respond to only additional deterrence in the form of increased citations and penalties. This is intended to be a targeted strategy for those employers who repeatedly choose to put profits before their employees’ safety, health and wellbeing. Employers who callously view injured or sickened workers simply as a cost of doing business will face more serious consequences.”

OSHA has delivered remarkable progress in improving the safety of America’s work force. Workplace injuries, illnesses and fatalities have fallen dramatically over the years. OSHA has tackled fatal safety hazards and health risks by establishing common sense standards and enforcing the law against those who put workers at risk. OSHA standards and enforcement actions have saved thousands of lives and prevented countless injuries and illnesses. Looking to the future, OSHA is renewing its commitment to protecting workers by promoting best practices that can save lives.