OSHA's Top 10: The more things change ...
OSHA may implement new rules and enforcement changes, but the agency's list of the Top 10 most frequently cited violations stays the same
Employers will be facing changes from OSHA.
In the past year or so, the agency has been enforcing new hazard communication and fall protection requirements. OSHA has prioritized temporary worker safety, and employers must soon comply with new injury reporting rules.
But will these actions affect OSHA’s Top 10 most frequently cited violations list?
The 2014 list is nearly the same as it has been in previous years, suggesting the hazards employers dealt with yesterday are the same hazards they will deal with tomorrow.
Sponsored by Brady Worldwide, Inc.
Despite a static Top 10, employers can improve safety by using the list as a guide to evaluate their own worksites, according to Patrick Kapust, deputy director of OSHA’s Directorate of Enforcement Programs.
“Employers need to be proactive and focus on prevention,” he said during an interview with Safety+Health
Most-cited violations, fiscal year 2014
*Data current as of Nov. 5, 2014
View the Top 10 infographic.
Top 10 'serious' violations, fiscal year 2014
A “serious” violation is defined by OSHA as “one in which there is substantial probability that death or serious physical harm could result, and the employer knew or should have known of the hazard.”
Top 10 'willful' violations, fiscal year 2014
A “willful” violation is defined by OSHA as one “committed with an intentional disregard of or plain indifference to the requirements of the Occupational Safety and Health Act and requirements.”
This year's "OSHA's Top 10" feature article is sponsored by Brady Worldwide, Inc.
Next: Penalty box
A list of OSHA's top proposed fines
Post a comment to this article
Safety+Health welcomes comments that promote respectful dialogue. Please stay on topic. Comments that contain personal attacks, profanity or abusive language – or those aggressively promoting products or services – will be removed. We reserve the right to determine which comments violate our comment policy. (Anonymous comments are welcome; merely skip the “name” field in the comment box. An email address is required but will not be included with your comment.)