Introduction to OSHA

The Occupational Safety and Health Administration (OSHA) was created by the Occupational Safety and Health Act of 1970, signed into law by President Richard Nixon on December 29, 1970. Before OSHA existed, approximately 14,000 workers died on the job each year in the United States, and millions more were injured or made ill by workplace hazards. OSHA operates within the U.S. Department of Labor and covers most private sector employers and their workers across all 50 states, the District of Columbia, and other U.S. jurisdictions. Some states operate their own OSHA-approved programs (State Plans) that must be at least as effective as federal OSHA.

The cornerstone of the OSH Act is the General Duty Clause (Section 5(a)(1)), which requires every employer to furnish a place of employment free from recognized hazards that are causing or likely to cause death or serious physical harm. This clause applies even when no specific OSHA standard addresses a particular hazard. Workers have fundamental rights under OSHA: the right to a safe workplace, the right to receive information about hazards they face, the right to request an OSHA inspection, the right to participate in OSHA inspections, and the right to report work-related injuries or illnesses without fear of retaliation. Section 11(c) of the OSH Act specifically prohibits employers from discriminating against workers who exercise their OSHA rights — including filing a complaint or refusing to perform work they reasonably believe poses imminent danger.

Employers have corresponding responsibilities: they must post the OSHA 'It's the Law' poster in a visible location, maintain records of work-related injuries and illnesses (if required), provide required PPE at no cost to workers, train workers in a language and vocabulary they can understand, and comply with all applicable OSHA standards. OSHA enforces these requirements through workplace inspections and can issue citations with monetary penalties. Serious violations can result in fines up to $15,625 per violation, while willful or repeat violations carry penalties up to $156,259 per violation. Employers who receive a citation have 15 working days to contest it before it becomes a final order.