📢 OSHA Proposes Heat Injury and Illness Prevention Standard! 🔥
OSHA announced an unofficial version of a proposed standard aimed at protecting workers from extreme heat. 🌡️ If finalized, this groundbreaking standard would require employers to create a comprehensive plan to evaluate and control heat hazards in their workplaces.
NOTE: In California, regulations for heat illness prevention are already in place. On June 20, 2024, the Occupational Safety and Health Standards Board approved California Code of Regulations, Title 8, section 3396, “Heat Illness Prevention in Indoor Places of Employment”. This standard applies to most workplaces where the indoor temperature reaches 82°F, establishing required safety measures to prevent worker exposure to the risk of heat illness. Other states, such as Colorado, Minnesota, Oregon and Washington, have also passed similar heat safety and prevention regulations.
While the proposed federal standard is not yet the law in all states, employers should stay ahead and start preparing now by identifying and addressing potential heat hazards, updating policies, and planning training protocols for your team.
KEY POINTS:
Who it affects: All employers conducting indoor and outdoor work in general industry, construction, maritime, and agricultural sectors.
WHAT'S REQUIRED: Identifying heat hazards, developing heat illness and emergency response plans, providing training, and implementing work practice standards (including rest breaks, access to shade and water, and heat acclimatization for new employees).
TIMELINE: The proposed rule will undergo a 120-day comment period and review before being finalized. Compliance requirements would likely take effect in 2025.
For more details and to learn how to provide comments, visit OSHA's Rulemaking Process (https://lnkd.in/d5tbkUyv).
Also feel free to reach out to your Acrisure Sales Professional and Acrisure Risk Resources Advisor to learn more.
#OSHA #HeatSafety #WorkplaceSafety #HeatPrevention #EmployerResponsibility
NOTE: The information contained herein is provided for informational purposes only and should not be viewed as a substitute for any legal or other professional advice on any particular issue or for any particular reason. While the information contained herein has been compiled from sources reasonably believed to be reliable, no warranty, guarantee, or representation, either expressed or implied, is made as to the correctness or sufficiency of any representation contained herein.