{"id":6846,"date":"2014-07-01T00:00:00","date_gmt":"2014-07-01T00:00:00","guid":{"rendered":"https:\/\/insulation.org\/io\/articles\/legally-speaking-osha-focuses-in-on-heat-stress\/"},"modified":"2017-09-06T16:16:18","modified_gmt":"2017-09-06T16:16:18","slug":"legally-speaking-osha-focuses-in-on-heat-stress","status":"publish","type":"articles","link":"https:\/\/insulation.org\/io\/articles\/legally-speaking-osha-focuses-in-on-heat-stress\/","title":{"rendered":"Legally Speaking: OSHA Focuses in on Heat Stress"},"content":{"rendered":"

Although there is no specific legal standard for addressing hot-work environments, the Occupational Safety and Health Administration (OSHA) is currently focusing its efforts on the prevention of heat-related illnesses. OSHA has launched its annual Campaign to Prevent Heat Illness in Outdoor Workers, and is focusing many of their efforts on ensuring employers are addressing the threat of heat illness. A recent Washington memo to OSHA’s Regional Administrators emphasized the importance of this issue, and stated that “this memo directs the Field to expedite heat-related inspections and to issue Citations . . . as soon as possible.” Employers should take action now to ensure their workplaces are free of heat hazards, or they could potentially face costly citations and litigation.<\/p>\n

Working in a hot environment puts stress on a body’s cooling system; too much heat can result in dehydration, cramps, heat exhaustion, or even a fatal heat stroke. The risk of heat stress depends upon many factors\u2014some of which relate to individual employees\u2014and
\ncan make it difficult to establish safe working processes. These risk factors include the employee’s physical condition, the temperature and humidity, clothing worn, the pace of work and how strenuous it may be, exposure to sun, and environmental conditions such as air movement.<\/p>\n

OSHA is utilizing its General Duty Clause, Section 5(a)(1), in an attempt to make new standards that will further regulate employers’ activities when they have projects in hot environments. A violation of the General Duty Clause may exist when workers have been working in a hot environment and the employer is aware of the heat-related dangers, but has not taken adequate protective action for the workers\u2014such as water, rest, and shade. However, OSHA expects that employers will take steps beyond these basic measures to ensure worker safety, which is why employers must plan for additional safety measures. To be compliant with OSHA’s expectations for heat-illness prevention, employers should implement an acclimatization program for new employees, and also for those returning from extended time away, such as vacations or leaves of absence. OSHA also suggests that employers implement a work\/rest schedule and provide a climate-controlled area for cool down. Temporary workers have a greater risk of experiencing heat-related illnesses, and
\nOSHA is urging greater care in adopting an acclimatization program for them. Simply telling your employees that it is a hot day and they should take breaks when they need to and drink as much water as necessary will not meet OSHA’s expectations, and could very easily result in a citation. OSHA believes that employers should actively encourage the consumption of at least 5 to 7 ounces of fluids every 15 to 20 minutes.<\/p>\n

OSHA is also urging that each employer establish a heat-stress program, but by doing so, the employer is acknowledging heat stress as a hazard on their job site. Once a hazard is recognized and a safety program is established, an OSHA Compliance Officer may
\ninvestigate, and may potentially find an employer’s safety program inadequate. This is a dilemma for employers that is yet unresolved
\nby the courts.<\/p>\n

A heat stress program can have many components, including, but not limited to:<\/p>\n

Training<\/strong><\/p>\n