FV Blog

OSHA has launched a pilot program in the Midwest region to shame employers that violate the rights of an employee whistleblower.  We can all agree that employers should not be violating rights of any kind - especially those involving safety and health - BUT...

...should a government agency use the tactic of harming a private company's reputation before an allegation is proved?  What about due process?

For more information read this article by Tressi L. Cordaro of Jackson|Lewis...
The fire spread so quickly that the men stopped their suppression efforts and called 911. It started when an employee for this medium-sized sawmill was welding on equipment inside the mill’s main processing building.  He had followed normal procedures, including wetting down the area, but piles of sawdust and debris from the log debarking process— soaked with oil and grease leaked from equipment overhead—had caught fire nonetheless. Fires in mills happen all the time, but in this situation employees inadvertently dispersed the burning debris—sending the fire up a cable chase, rapidly spreading it throughout the building.

manage the system

Potential increases in a company's legal and regulatory liability lie ahead.

Under new guidance just published by OSHA, violations of the reporting rule now expose companies to fines 400% higher than previous requirements.

Carla J. Gunnin of Jackson Lewis explains how the new guidelines permit area directors to boost a fine to $7,000 if they decide that a company needs more "deterrent effect."

Read about it here...

The most efficient weight-loss book would have only two chapters, each with one sentence: Chapter One – “Eat less.” Chapter Two – “Exercise more.” There’d be a similar book for improving your company’s health: Chapter One – “Reduce costs.” Chapter Two – “Increase revenues.” This article hopes to make a case for the financial benefits of implementing a rigorous safety culture – a commitment that can both reduce costs and increase revenues.