The Occupational Safety and Health Act of 1970 established that employers must provide a place of employment “free from recognized hazards that are causing or are likely to cause death or serious physical harm.”
More than half a century later, OSHA standards and regulations serve as the baseline for protecting worker safety and health.
But does your workplace promote a culture where workers can feel comfortable speaking about issues that affect their safety in the workplace?
Some may encounter a leader who wants you to violate an OSHA regulation.
Remember, you have an obligation to do what is necessary to protect the safety and health of your workforce and there are legal consequences for noncompliance. And while OSHA sets the regulatory standards, it is your responsibility to establish ethical standards for yourself and your team.
One source of ethical dilemmas is the fear of repercussions for sharing concerns.
For example, if your employer asks you not to make note of a recordable injury because the organization has gone a long time without one, you must be able to tactfully maintain ethical boundaries and frame the situation as an opportunity to improve your safety and health management system.
According to the California Dept. of Industrial Relations, the name of any person who submits a complaint to Cal/OSHA must be kept confidential by law, unless the person requests otherwise.
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