OSHA、米国労働安全衛生庁のすべて の英文と和訳
（All about OSHA）

This booklet provides a general overview of basic
topics related to OSHA and how it operates.
Information provided does not determine
compliance responsibilities under OSHA
standards or the Occupational Safety and Health
Act of 1970 (OSH Act).
Because interpretations and enforcement policy
may change over time, you should consult the
agency for the most up-to-date information.
Much of it is available at the OSHA website at
www.osha.gov. The website also includes
locations and phone numbers for OSHA offices
around the country. If you do not have access
to the website, call 1-800-321-OSHA (6742). This
information is available to sensory-impaired
individuals upon request. Voice phone: (202) 693-
1999; teletypewriter (TTY) number: (877) 889-5627.
Material in this publication is in the public domain
and may be reproduced, fully or partially, without
permission. Source credit is requested but not
required.

In 1970, the United States Congress and President
Richard Nixon created the Occupational Safety
and Health Administration (OSHA), a national
public health agency dedicated to the basic
proposition that no worker should have to choose
between their life and their job.
Passed with bipartisan support, the creation of
OSHA was a historic moment of cooperative
national reform. The OSHA law makes it clear that
the right to a safe workplace is a basic human right.
Since OSHA’s first day on the job, the agency
has delivered remarkable progress for our nation.
Workplace injuries, illnesses and deaths have
fallen dramatically. Together with our state
partners, OSHA has tackled deadly safety hazards
and health risks. We have established common
sense standards and enforced the law against
those who put workers at risk. Our standards,
enforcement actions, compliance assistance and
cooperative programs have saved thousands of
lives and prevented countless injuries and illnesses.
Looking to the future, OSHA is committed to
protecting workers from toxic chemicals and
deadly safety hazards at work, ensuring that
vulnerable workers in high-risk jobs have access
to critical information and education about job
hazards, and providing employers with vigorous
compliance assistance to promote best practices
that can save lives.
Although our task is far from complete, our
progress gives us hope and confidence that
OSHA will continue to make a lasting difference in
the lives of our nation’s 130 million workers, their
families and their communities.

OSHA’s Mission
Congress created OSHA to assure safe and
healthful conditions for working men and women
by setting and enforcing standards and providing
training, outreach, education and compliance
assistance.
Under the OSHA law, employers are responsible
for providing a safe and healthful workplace for
their workers. For more information, visit OSHA’s
website at www.osha.gov.
Introduction
On December 29, 1970, President Nixon signed
the Occupational Safety and Health Act of 1970
(OSH Act) into law, establishing OSHA. Coupled
with the efforts of employers, workers, safety and
health professionals, unions and advocates,
OSHA and its state partners have dramatically
improved workplace safety, reducing work-related
deaths and injuries by more than 65 percent.

In 1970, an estimated 14,000 workers were killed
on the job – about 38 every day. For 2010, the
Bureau of Labor Statistics reports this number
fell to about 4,500 or about 12 workers per day.
At the same time, U.S. employment has almost
doubled to over 130 million workers at more than

7.2 million worksites. The rate of reported serious
workplace injuries and illnesses has also dropped
markedly, from 11 per 100 workers in 1972 to 3.5
per 100 workers in 2010.
OSHA’s safety and health standards, including
those for asbestos, fall protection, cotton dust,
trenching, machine guarding, benzene, lead and
bloodborne pathogens have prevented countless
work-related injuries, illnesses and deaths.
Nevertheless, far too many preventable injuries
and fatalities continue to occur. Significant
hazards and unsafe conditions still exist in U.S.
workplaces; each year more than 3.3 million
working men and women suffer a serious
job-related injury or illness. Millions more are
exposed to toxic chemicals that may cause
illnesses years from now.
In addition to the direct impact on individual
workers, the negative consequences for
America’s economy are substantial. Occupational
injuries and illnesses cost American employers
more than $53 billion a year – over $1 billion a
week – in workers’ compensation costs alone.
Indirect costs to employers, including lost
productivity, employee training and replacement
costs, and time for investigations following
injuries can more than double these costs.
Workers and their families suffer great emotional
and psychological costs, in addition to the loss
of wages and the costs of caring for the injured,
which further weakens the economy.

OSHA Coverage
The OSH Act covers most private sector employers
and their workers, in addition to some public sector
employers and workers in the 50 states and certain
territories and jurisdictions under federal authority.
Those jurisdictions include the District of Columbia,
Puerto Rico, the Virgin Islands, American Samoa,
Guam, Northern Mariana Islands, Wake Island,

Johnston Island, and the Outer Continental Shelf
Lands as defined in the Outer Continental Shelf
Lands Act.
Private Sector Workers
OSHA covers most private sector employers and
workers in all 50 states, the District of Columbia,
and other U.S. jurisdictions either directly through
Federal OSHA or through an OSHA-approved
state plan.
State plans are OSHA-approved job safety and
health programs operated by individual states
instead of Federal OSHA. The OSH Act encourages
states to develop and operate their own job
safety and health programs and precludes state
enforcement of OSHA standards unless the state
has an approved program. OSHA approves and
monitors all state plans and provides as much
as fifty percent of the funding for each program.
State-run safety and health programs must be at
least as effective as the Federal OSHA program.
To find the contact information for the OSHA
Federal or state plan office nearest you, call 1-800-
321-OSHA (6742) or go to www.osha.gov.
The following 22 states or territories have
OSHA-approved state programs:
• Alaska • Arizona
• California • Hawaii
• Indiana • Iowa
• Kentucky • Maryland
• Michigan • Minnesota
• Nevada • New Mexico
• North Carolina • Oregon
• Puerto Rico • South Carolina
• Tennessee • Utah
• Vermont • Virginia
• Washington • Wyoming

Federal OSHA provides coverage to certain
workers specifically excluded from a state’s plan,
for example, those in some states who work in
maritime industries or on military bases.
Any interested person or group, including
individual workers, with a complaint concerning
the operation or administration of a state program
may submit a complaint to the appropriate
Federal OSHA regional administrator (regional
offices are listed at the end of this guide). This
is called a Complaint About State Program
Administration (CASPA). The complainant’s name
will be kept confidential. The OSHA regional
administrator will investigate all such complaints,
and where complaints are found to be valid, may
require appropriate corrective action on the part
of the state.

State and Local Government Workers
Workers at state and local government agencies
are not covered by Federal OSHA, but have OSH
Act protections if they work in those states that
have an OSHA-approved state program.
OSHA rules also permit states and territories to
develop plans that cover only public sector (state
and local government) workers. In these cases,
private sector workers and employers remain
under Federal OSHA jurisdiction. Five additional
states and one U.S. territory have OSHA-approved
state plans that cover public sector workers only:
• Connecticut • Illinois • Maine
• New Jersey • New York • Virgin Islands
Federal Government Workers
OSHA’s protection applies to all federal agencies.
Section 19 of the OSH Act makes federal agency
heads responsible for providing safe and
healthful working conditions for their workers.
Although OSHA does not fine federal agencies,
it does monitor these agencies and conducts
federal workplace inspections in response to
workers’ reports of hazards.
Federal agencies must have a safety and health
program that meets the same standards as
private employers. Under a 1998 amendment, the
OSH Act covers the U.S. Postal Service the same
as any private sector employer.
Not Covered under the OSH Act
• The self-employed;
• Immediate family members of farm
employers; and
• Workplace hazards regulated by another
federal agency (for example, the Mine Safety
and Health Administration, the Department of
Energy, or the Coast Guard).

Rights and Responsibilities under
OSHA Law
Employers have the responsibility to provide a
safe workplace. Employers MUST provide their
workers with a workplace that does not have
serious hazards and must follow all OSHA safety
and health standards. Employers must find and
correct safety and health problems. OSHA further
requires that employers must first try to eliminate
or reduce hazards by making feasible changes in
working conditions rather than relying on personal
protective equipment such as masks, gloves, or
earplugs. Switching to safer chemicals, enclosing
processes to trap harmful fumes, or using
ventilation systems to clean the air are examples
of effective ways to eliminate or reduce risks.
Employers MUST also:
• Prominently display the official OSHA Job
Safety and Health – It’s the Law poster that
describes rights and responsibilities under
the OSH Act. This poster is free and can be
downloaded from www.osha.gov.
• Inform workers about chemical hazards through
training, labels, alarms, color-coded systems,
chemical information sheets and other methods.
• Provide safety training to workers in a
language and vocabulary they can understand.
• Keep accurate records of work-related
injuries and illnesses.
• Perform tests in the workplace, such as air
sampling, required by some OSHA standards.
• Provide required personal protective
equipment at no cost to workers.*
• Provide hearing exams or other medical tests
required by OSHA standards.
• Post OSHA citations and injury and illness
data where workers can see them.

• Notify OSHA within 8 hours of a workplace
fatality or within 24 hours of any work-related
inpatient hospitalization, amputation or loss of
an eye (1-800-321-OSHA [6742]).
• Not retaliate against workers for using their
rights under the law, including their right to
report a work-related injury or illness.
* Employers must pay for most types of required personal
protective equipment.
Under OSHA law, workers are entitled to working
conditions that do not pose a risk of serious harm.
Workers have the right to:
• File a confidential complaint with OSHA to
have their workplace inspected.
• Receive information and training about
hazards, methods to prevent harm, and the
OSHA standards that apply to their workplace.
The training must be done in a language and
vocabulary workers can understand.
• Receive copies of records of work-related injuries
and illnesses that occur in their workplace.
• Receive copies of the results from tests and
monitoring done to find and measure hazards
in their workplace.
• Receive copies of their workplace medical
records.
• Participate in an OSHA inspection and speak in
private with the inspector.
• File a complaint with OSHA if they have been
retaliated against by their employer as the
result of requesting an inspection or using
any of their other rights under the OSH Act.
• File a complaint if punished or retaliated
against for acting as a “whistleblower” under
the 21 additional federal laws for which
OSHA has jurisdiction.
For more information, visit OSHA’s Workers’
Rights page at www.osha.gov/workers.

OSHA Standards
OSHA’s Construction, General Industry, Maritime
and Agriculture standards protect workers from a
wide range of serious hazards. Examples of OSHA
standards include requirements for employers to:
• provide fall protection;
• prevent trenching cave-ins;
• prevent exposure to some infectious diseases;
• ensure the safety of workers who enter
confined spaces;
• prevent exposure to harmful chemicals;
• put guards on dangerous machines;
• provide respirators or other safety
equipment; and
• provide training for certain dangerous jobs in
a language and vocabulary workers can
understand.

Employers must also comply with the General
Duty Clause of the OSH Act. This clause requires
employers to keep their workplaces free of serious
recognized hazards and is generally cited when
no specific OSHA standard applies to the hazard.

The Standards-Setting Process
OSHA has the authority to issue new or revised
occupational safety and health standards. The
OSHA standards-setting process involves many
steps and provides many opportunities for public
engagement. OSHA can begin standards-setting
procedures on its own initiative or in response
to recommendations or petitions from other
parties, including:
• The National Institute for Occupational
Safety and Health (NIOSH), the research
agency for occupational safety and health.
(For more information, call 1-800-CDC-INFO
(1-800-232-4636) or visit the agency’s website
at www.cdc.gov/niosh);
• State and local governments;
• Nationally recognized standards-producing
organizations;
• Employer or labor representatives; and
• Any other interested parties.

When OSHA is considering whether to develop
a new or revised standard, the Agency often
publishes a Request for Information (RFI) or
an Advance Notice of Proposed Rulemaking

(ANPRM) in the Federal Register to obtain
information and views from interested members
of the public. OSHA will also frequently hold
stakeholder meetings with interested parties
to solicit information and opinions on how the
Agency should proceed with the regulation.
When OSHA publishes an RFI or ANPRM,
interested parties can submit written comments
at www.regulations.gov, where all information
and submissions are made public.
If OSHA decides to proceed with issuing a new
or revised regulation, it must first publish a
Notice of Proposed Rulemaking (NPRM) in the
Federal Register and solicit public comment. The
NPRM contains a proposed standard along with
OSHA’s explanation of the need for the various
requirements in that proposed standard.
Interested parties are invited to submit written
comments through www.regulations.gov,
and OSHA will often hold public hearings in
which stakeholders can offer testimony and
provide information to assist the Agency in
developing a final standard. After considering
all of the information and testimony provided,
OSHA develops and issues a final standard that
becomes enforceable.
Each spring and fall, the Department of Labor
publishes in the Federal Register a list of all
regulatory projects underway. The Regulatory
Agenda provides a projected schedule for these
projects to inform stakeholders of the Agency’s
regulatory priorities and enable interested parties
to take advantage of opportunities to participate in
the regulatory process. Current and past issues of
the Regulatory Agenda can be accessed on OSHA’s
Law and Regulations page at www.osha.gov/
law-regs.html.

Input from Small Business
The Small Business Regulatory Enforcement Fairness
Act of 1996 (SBREFA) gives small businesses
help in understanding and complying with OSHA
regulations and allows them a voice in developing
new regulations. Under SBREFA, OSHA must:
• Produce Small Entity Compliance Guides for
some agency rules;
• Be responsive to small business inquiries about
complying with the Agency’s regulations;
• Have a penalty reduction policy for small
businesses;
• Involve small businesses in developing
proposed rules expected to significantly affect
a large number of small entities through Small
Business Advocacy Review Panels; and
• Give small businesses the opportunity to
challenge in court agency rules or regulations
that they believe will adversely affect them.
More information about OSHA standards and the
standards-setting process is available on OSHA’s
website at www.osha.gov. Standards can be
viewed on OSHA’s Law and Regulations page at
www.osha.gov/law-regs.html.
Enforcement
OSHA Inspection Activities:
Carrying Out Our Mission
Enforcement plays an important part in OSHA’s
efforts to reduce workplace injuries, illnesses, and
fatalities. When OSHA finds employers who fail to
uphold their safety and health responsibilities, the
agency takes strong, decisive actions.
Inspections are initiated without advance notice,
conducted using on-site or telephone and
facsimile investigations, performed by highly
trained compliance officers and scheduled based
on the following priorities:
• Imminent danger;
• Catastrophes – fatalities or hospitalizations;

• Worker complaints and referrals;
• Targeted inspections – particular hazards, high
injury rates; and
• Follow-up inspections.
Current workers or their representatives may file
a written complaint and ask OSHA to inspect their
workplace if they believe there is a serious hazard
or that their employer is not following OSHA
standards. Workers and their representatives have
the right to ask for an inspection without OSHA
telling their employer who filed the complaint. It
is a violation of the OSH Act for an employer to
fire, demote, transfer or in any way retaliate
against a worker for filing a complaint or using
other OSHA rights.

The on-site inspection begins with the
presentation of the compliance officer’s
credentials. The compliance officer will explain
why OSHA selected the workplace for inspection
and describe the scope of the inspection process,
walkaround procedures, employee representation
and employee interviews. Following the opening
conference, the compliance officer and the
representatives will walk through portions of the

workplace covered by the inspection, inspecting
for hazards that could lead to worker injury or
illness. After the walkaround, the compliance
officer will hold a closing conference with the
employer and the employee representative to
discuss the findings.
When an inspector finds violations of OSHA
standards or serious hazards, OSHA may issue
citations and fines. A citation includes methods an
employer may use to fix a problem and the date by
which the corrective actions must be completed.
Employers have the right to contest any part
of the citation, including whether a violation
actually exists. Workers only have the right to
challenge the deadline by which a problem must
be resolved. Appeals of citations are heard by
the independent Occupational Safety and Health
Review Commission (OSHRC). To contact the
OSHRC, visit www.oshrc.gov or call (202) 606-5370.
OSHA carries out its enforcement activities
through its 10 regional offices and 90 area offices.
OSHA’s regional offices are located in Boston,
New York City, Philadelphia, Atlanta, Chicago,
Dallas, Kansas City, Denver, San Francisco and
Seattle. Contact information for each regional
office is available at the end of this guide.
Severe Violator Enforcement Program
OSHA’s Severe Violator Enforcement Program
(SVEP) became effective on June 18, 2010.
The program focuses enforcement efforts on
employers who willfully and repeatedly endanger
workers by exposing them to serious hazards.
The SVEP directive establishes procedures and
enforcement actions for these violators, including
mandatory follow-up inspections of workplaces
found in violation and inspections of other
worksites of the same company where similar
hazards or deficiencies may be present. Visit
www.osha.gov for more information.

General Reporting and
Recordkeeping Requirements
OSHA’s Reporting Requirements
All employers must report to OSHA:
• The death of any worker from a work-related
incident within 8 hours of learning about it;
• All work-related inpatient hospitalizations,
amputations and losses of an eye within
24 hours.
For more information, visit www.osha.gov/report.
In addition, employers must report all fatal heart
attacks that occur at work. Deaths from motor
vehicle accidents on public streets (except those
in a construction work zone) and in accidents on
commercial airplanes, trains, subways or buses
do not need to be reported.
These reports may be made by telephone or in
person to the nearest OSHA area office listed
at www.osha.gov or by calling OSHA’s toll-free
number, 1-800-321-OSHA (6742).
OSHA’s Recordkeeping Requirements
Tracking and investigating workplace injuries and
illnesses play an important role in preventing
future injuries and illnesses, and for that reason,
OSHA requires certain covered employers in highhazard
industries to prepare and maintain records
of serious work-related injuries and illnesses.
Employers with more than ten employees and
whose establishments are not classified as a
partially exempt industry must record serious
work-related injuries and illnesses using OSHA
Forms 300, 300A and 301, which are available
at www.osha.gov/recordkeeping/RKforms.html.
A list of partially exempt industries, including
establishments in specific low hazard retail, service,
finance, insurance or real estate industries is
available at www.osha.gov/recordkeeping/ppt1/
RK1exempttable.html. Employers who are required

to keep Form 300, the Injury and Illness log, must
also post Form 300A, the Summary of WorkRelated
Injuries and Illnesses, in the workplace
every year from February 1 to April 30. For more
information, visit www.osha.gov/recordkeeping.
Employers and workers need accurate, timely
information to focus their prevention activities,
and OSHA uses this information for many
purposes, including inspection targeting,
performance measurement, standards
development and resource allocation. Injury and
illness data also aid employers and workers in
identifying possible safety and health hazards at
the employer’s establishment. OSHA encourages
employers to review and investigate patterns
of injuries and illnesses, and to conduct
investigations of injuries and near misses to
prevent similar events in the future.
OSHA is responsible for administering the
recordkeeping system established by the
OSH Act. OSHA’s recordkeeping regulations
provide specific recording and reporting
requirements which comprise the framework for
the nationwide occupational safety and health
recordkeeping system. For more information
about OSHA’s recordkeeping requirements visit
www.osha.gov/recordkeeping.
Filing a Complaint
Hazardous Workplace Complaints
If a workplace has unsafe or unhealthful working
conditions, workers may want to file a complaint.
Often the best and fastest way to get a hazard
corrected is to notify a supervisor or employer.
Workers or their representatives may file a
complaint online or by phone, mail, email or fax
with the nearest OSHA office and request an
inspection. A worker may also ask OSHA not to
reveal his or her name. To file a complaint, call

1-800-321-OSHA (6742) or contact the nearest
OSHA regional, area, state plan, or consultation
office listed at www.osha.gov. The teletypewriter
(TTY) number is (877) 889-5627.
Written, signed complaints submitted to OSHA area
offices are more likely to result in an on-site OSHA
inspection. Most online or unsigned complaints
are resolved informally over the phone with the
employer. Complaints from workers in states with
an OSHA-approved state plan will be forwarded to
the appropriate state plan for response.
Workers can call 1-800-321-OSHA (6742) to
request a complaint form from their local
OSHA office or visit www.osha.gov/pls/osha7/
eComplaintForm.html to submit the form online.
Completed forms can also be faxed or mailed to
the local OSHA office (provided at the end of this
guide). Include your name, address and telephone
number so that OSHA can contact you.
OSHA’s Whistleblower Program:
Protection from Retaliation
To help ensure that workers are free to participate
in safety and health activities, Section 11(c) of the
OSH Act prohibits any person from discharging
or in any manner retaliating against any worker
for exercising rights under the OSH Act. These
rights include raising safety and health concerns
with an employer, reporting a work-related injury
or illness, filing a complaint with OSHA, seeking
an OSHA inspection, participating in an OSHA
inspection and participating or testifying in any
proceeding related to an OSHA inspection.
Protection from retaliation means that an
employer cannot retaliate by taking “adverse
action” against workers, such as:
• Firing or laying off;
• Blacklisting;
• Demoting;

• Denying overtime or promotion;
• Disciplining;
• Denying of benefits;
• Failing to hire or rehire;
• Intimidation;
• Making threats;
• Reassignment affecting prospects for
promotion; or
• Reducing pay or hours.
If a worker believes an employer has retaliated
against them for exercising their safety and
health rights, they should contact their local
OSHA office right away. You must file a
retaliation complaint with OSHA within 30
calendar days from the date the retaliatory
decision has been both made and communicated
to the worker. No form is needed, but workers
must call OSHA within 30 days of the alleged
retaliation (at 1-800-321-OSHA [6742]). For more
information, please visit www.whistleblowers.gov.
If There is a Dangerous Situation at Work
If a worker believes working conditions are
unsafe or unhealthful, OSHA recommends that
he or she bring the conditions to the employer’s
attention, if possible. A worker may file a
complaint with OSHA concerning a hazardous
working condition at any time. However, workers
should not leave the worksite merely because
they have filed a complaint. If the condition
clearly presents a risk of death or serious
physical harm, there is not sufficient time for
OSHA to inspect, and, where possible, a worker
has brought the condition to the attention of the
employer, the worker may have a legal right to
refuse to work in a situation in which he or she
would be exposed to the hazard.
If a worker, with no reasonable alternative, refuses
in good faith to expose himself or herself to a
dangerous condition, he or she would be protected

from subsequent retaliation. The condition must be
of such a nature that a reasonable person would
conclude that there is a real danger of death or
serious harm and that there is not enough time
to contact OSHA and for OSHA to inspect. Where
possible, the worker must have also sought from
his or her employer, and been unable to obtain, a
correction of the condition. For more information,
go to www.osha.gov/workers.
Additional Whistleblower Protections
Since passage of the OSH Act in 1970, Congress
has expanded OSHA’s whistleblower protection
authority to protect workers from retaliation
under a total of 22 federal laws. These laws
protect workers who report violations of various
workplace safety, airline, commercial motor
carrier, consumer product, environmental,
financial reform, healthcare reform, nuclear,
pipeline, public transportation agency, railroad,
maritime and securities laws. Complaints must be
reported to OSHA within set timeframes following

the retaliatory action, as prescribed by each law.
These laws, and the number of days workers
have to file a complaint, are:
Worker, Environmental and Nuclear
Safety Laws
• Asbestos Hazard Emergency Response
Act (AHERA) (90 days). Provides retaliation
protection for individuals who report
violations of environmental laws relating
to asbestos in public or private nonprofit
elementary and secondary school systems.
• Clean Air Act (CAA) (30 days). Provides
retaliation protection for employees who,
among other things, report violations of this
law, which provides for the development and
enforcement of standards regarding air quality
and air pollution.
• Comprehensive Environmental Response,
Compensation, and Liability Act (CERCLA)
(30 days). Protects employees who report
regulatory violations involving accidents,
spills, and other emergency releases of
pollutants into the environment. The law also
protects employees who report violations
related to the cleanup of uncontrolled or
abandoned hazardous waste sites.
• Energy Reorganization Act (ERA) (180 days).
Protects certain employees in the nuclear
industry who report violations of the Atomic
Energy Act (AEA). Protected employees
include employees of operators, contractors
and subcontractors of nuclear power
plants licensed by the Nuclear Regulatory
Commission, and employees of contractors
working with the Department of Energy under
a contract pursuant to the Atomic Energy Act.
• Federal Water Pollution Control Act (FWPCA)
(also known as the Clean Water Act)
(30 days). Provides retaliation protection for
employees who, among other things, report
violations of the law controlling water pollution.

• Occupational Safety and Health Act of 1970
(30 days). Provides retaliation protection for
employees who exercise a variety of rights
guaranteed under this law, such as filing a
safety and health complaint with OSHA and
participating in an inspection.
• Safe Drinking Water Act (SDWA) (30 days).
Provides retaliation protection for
employees who, among other things, report
violations of this law, which requires that
all drinking water systems assure that their
water is potable, as determined by the
Environmental Protection Agency.
• Solid Waste Disposal Act (SWDA) (also known
as the Resource Conservation and Recovery
Act) (30 days). Provides retaliation protection
for employees who, among other things,
report violations of the law regulating the
disposal of solid waste.
• Toxic Substances Control Act (TSCA)
(30 days). Provides retaliation protection
for employees who, among other things,
report violations of regulations involving the
manufacture, distribution, and use of certain
toxic substances.
Transportation Industry Laws
• Federal Railroad Safety Act (FRSA) (180 days).
Provides protection to employees of railroad
carriers and contractors and subcontractors of
those carriers who report an alleged violation
of any federal law, rule, or regulation relating
to railroad safety or security, or gross fraud,
waste, or abuse of federal grants or other public
funds intended to be used for railroad safety
or security; report, in good faith, a hazardous
safety or security condition; refuse to violate or
assist in the violation of any federal law, rule, or
regulation relating to railroad safety or security;
refuse to work when confronted by a hazardous
safety or security condition related to the
performance of the employee’s duties (under

imminent danger circumstances); request prompt
medical or first-aid treatment for employmentrelated
injuries; are disciplined for requesting
medical or first-aid treatment or for following an
order or treatment plan of a treating physician.
• International Safe Container Act (ISCA)
(60 days). Provides retaliation protection for
employees who report violations of this law,
which regulates shipping containers.
• Moving Ahead for Progress in the 21st Century
Act (MAP-21) (180 days). Prohibits retaliation
by motor vehicle manufacturers, part suppliers,
and dealerships against employees for
providing information to the employer or the
U.S. Department of Transportation about motor
vehicle defects, noncompliance, or violations
of the notification or reporting requirements
enforced by the National Highway Traffic
Safety Administration or for engaging in related
protected activities as set forth in the provision.
• National Transit Systems Security Act (NTSSA)
(180 days). Provides protection to public transit
employees who, among other things, report
an alleged violation of any federal law, rule,
or regulation relating to public transportation
agency safety or security, or fraud, waste, or
abuse of federal grants or other public funds
intended to be used for public transportation
safety or security; refuse to violate or assist
in the violation of any federal law, rule, or
regulation relating to public transportation safety
or security; report a hazardous safety or security
condition; refuse to work when confronted by
a hazardous safety or security condition related
to the performance of the employee’s duties
(under imminent danger circumstances).
• Pipeline Safety Improvement Act of 2002 (PSIA)
(180 days). Provides retaliation protection for
employees who report violations of the federal
laws regarding pipeline safety and security or
who refuse to violate such provisions.

• Seaman’s Protection Act (SPA) (180 days).
Seamen are protected, among other things, for
reporting to the Coast Guard or other federal
agency a reasonably believed violation of a
maritime safety law or regulation prescribed
under that law or regulation. The law also
protects work refusals where the employee
reasonably believes an assigned task would
result in serious injury or impairment of health
to the seaman, other seamen, or the public and
when the seaman sought, and was unable to
obtain correction of the unsafe conditions.
• Surface Transportation Assistance Act (STAA)
(180 days). Provides retaliation protection for
truck drivers and other employees relating
to the safety of commercial motor vehicles.
Coverage includes all buses for hire and
freight trucks with a gross vehicle weight
greater than 10,001 pounds.
• Wendell H. Ford Aviation Investment and
Reform Act for the 21st Century (AIR21)
(90 days). Provides retaliation protection for
employees of air carriers, contractors, or
subcontractors of air carriers who, among
other things, raise safety concerns.
Fraud Prevention Laws
• Affordable Care Act (ACA) (180 days). Protects
employees who report violations of any
provision of Title I of the ACA, including
but not limited to retaliation based on an
individual’s receipt of health insurance
subsidies, the denial of coverage based on a
preexisting condition, or an insurer’s failure to
rebate a portion of an excess premium.
• Consumer Financial Protection Act of 2010
(CFPA), Section 1057 of the Dodd-Frank Wall
Street Reform and Consumer Protection Act
(180 days). Protects employees who report
perceived violations of any provision of the
Dodd-Frank Act, which encompasses nearly

every aspect of the financial services industry.
The law also protects employees who report
violations of any rule, order, standard or
prohibition prescribed by the Bureau of
Consumer Financial Protection.
• Section 806 of the Sarbanes-Oxley Act of
2002 (SOX) (180 days). Protects employees of
certain companies who report alleged mail,
wire, bank or securities fraud; violations of the
Securities and Exchange Commission (SEC)
rules and regulations; or violations of Federal
laws related to fraud against shareholders.
The law covers employees of publicly traded
companies and companies required to file
certain reports with the SEC.
Consumer Safety Laws
• Consumer Product Safety Improvement
Act (CPSIA) (180 days). Protects employees
who report to their employer, the federal
government, or a state attorney general
reasonably perceived violations of any
statute or regulation within the jurisdiction
of the Consumer Product Safety Commission
(CPSC). CPSIA covers employees of
consumer product manufacturers, importers,
distributors, retailers, and private labelers.
• FDA Food Safety Modernization Act (FSMA)
(180 days). Protects employees of food
manufacturers, distributors, packers, and
transporters for reporting a violation of the
Food, Drug, and Cosmetic Act, or a regulation
promulgated under this law. Employees are
also protected from retaliation for refusing to
participate in a practice that violates this law.
If you believe that you have been retaliated against,
call 1-800-321-OSHA (6742) to be connected to the
nearest OSHA office to report your complaint. For
more information, visit OSHA’s Whistleblower page
at www.whistleblowers.gov.

OSHA Assistance, Services and Programs
OSHA has a great deal of information to assist
employers in complying with their responsibilities
under OSHA law. Several OSHA programs and
services can help employers identify and correct
job hazards, as well as improve their safety and
health program.
Establishing a Safety and Health Program
The key to a safe and healthful work environment
is a comprehensive safety and health program.
Safety and health programs are systems that can
substantially reduce the number and severity of
workplace injuries and illnesses, while reducing
costs to employers. Thousands of employers
across the United States are already using
these programs, and OSHA believes that all
employers can and should do the same. Thirtyfour
states have requirements or voluntary
guidelines for safety and health programs.
Most successful safety and health programs
are based on a common set of key elements.
These include management leadership, worker
participation, hazard identification, hazard
prevention and control, education and training,
and program evaluation and improvement. Visit
OSHA’s Recommended Practices for Safety and
Health Programs web page at www.osha.gov/
shpguidelines for more information.
Compliance Assistance Specialists
OSHA has compliance assistance specialists
throughout the nation located in most OSHA
offices. Compliance assistance specialists can
provide information to employers and workers
about OSHA standards, short educational
programs on specific hazards or OSHA rights and
responsibilities, and information on additional
compliance assistance resources. For more

details, visit www.osha.gov/dcsp/compliance_
assistance/cas.html or call 1-800-321-OSHA (6742)
to contact your local OSHA office.
Free On-site Safety and Health Consultation
Services for Small Business
OSHA’s On-site Consultation Program offers free
and confidential advice to small and mediumsized
businesses in all states across the country,
with priority given to high-hazard worksites.
Each year, responding to requests from small
employers looking to create or improve their
safety and health management programs, OSHA’s
On-site Consultation Program conducts over
29,000 visits to small business worksites covering
over 1.5 million workers across the nation.
On-site consultation services are separate from
enforcement and do not result in penalties or
citations. Consultants from state agencies or
universities work with employers to identify
workplace hazards, provide advice on compliance
with OSHA standards, and assist in establishing
safety and health management programs.
For more information, to find the local On-site
Consultation office in your state, or to request
a brochure on consultation services, visit
www.osha.gov/consultation, or call 1-800-321-
OSHA (6742).
Under the consultation program, certain exemplary
employers may request participation in OSHA’s
Safety and Health Achievement Recognition
Program (SHARP). Eligibility for participation
includes, but is not limited to, receiving a fullservice,
comprehensive consultation visit,
correcting all identified hazards and developing an
effective safety and health management program.
Worksites that receive SHARP recognition are
exempt from programmed inspections during the
period that the SHARP certification is valid.

Cooperative Programs
OSHA offers cooperative programs under which
businesses, labor groups and other organizations
can work cooperatively with OSHA. To find out
more about any of the following programs, visit
www.osha.gov/cooperativeprograms.
Strategic Partnerships and Alliances
The OSHA Strategic Partnerships (OSP)
provide the opportunity for OSHA to partner
with employers, workers, professional or trade
associations, labor organizations, and/or other
interested stakeholders. OSHA Partnerships are
formalized through unique agreements designed
to encourage, assist, and recognize partner efforts
to eliminate serious hazards and achieve model
workplace safety and health practices. Through
the Alliance Program, OSHA works with groups
committed to worker safety and health to prevent
workplace fatalities, injuries and illnesses by
developing compliance assistance tools and
resources to share with workers and employers,
and educate workers and employers about their
rights and responsibilities.
Voluntary Protection Programs (VPP)
The VPP recognize employers and workers
in private industry and federal agencies who
have implemented effective safety and health
management programs and maintain injury and
illness rates below the national average for their
respective industries. In VPP, management, labor,
and OSHA work cooperatively and proactively to
prevent fatalities, injuries, and illnesses through a
system focused on: hazard prevention and control,
worksite analysis, training, and management
commitment and worker involvement.

Occupational Safety and Health Training
The OSHA Training Institute partners with
27 OSHA Training Institute Education Centers
at 42 locations throughout the United States
to deliver courses on OSHA standards and
occupational safety and health topics to thousands
of students a year. For more information on
training courses, visit www.osha.gov/otiec.
OSHA Educational Materials
OSHA has many types of educational materials in
English, Spanish, Vietnamese and other languages
available in print or online. These include:
• Brochures/booklets;
• Fact Sheets;
• Guidance documents that provide detailed
examinations of specific safety and health issues;
• Online Safety and Health Topics pages;
• Posters;
• Small, laminated QuickCards™ that provide
brief safety and health information; and
• QuickTakes, OSHA’s free, twice-monthly online
newsletter with the latest news about OSHA
initiatives and products to assist employers
and workers in finding and preventing
workplace hazards. To sign up for QuickTakes
visit www.osha.gov/quicktakes.
To view materials available online or for a
listing of free publications, visit www.osha.gov/
publications. You can also call 1-800-321-OSHA
(6742) to order publications.
Select OSHA publications are available in
e-Book format. OSHA e-Books are designed
to increase readability on smartphones, tablets
and other mobile devices. For access, go to
www.osha.gov/ebooks.
OSHA’s web site also has information on job
hazards and injury and illness prevention for
employers and workers. To learn more about

OSHA’s safety and health resources online,
visit www.osha.gov or www.osha.gov/html/
a-z-index.html.
OSHA Advisory Committees
OSHA sponsors advisory committees to advise
the Secretary of Labor and the Assistant Secretary
of Labor for Occupational Safety and Health on
workplace safety and health issues.
All of OSHA’s advisory committees have
membership balanced between representatives of
workers and employers, and most also include
other qualified individuals such as government
officials, safety and health professionals and
members of the public. All committees accept
comments from interested individuals. Transcripts
and minutes of the meetings are also available to
the public on the committee web pages at
www.osha.gov/osha-advisory-committee.html.

The five current advisory committees are:
• The National Advisory Committee on
Occupational Safety and Health (NACOSH),
which advises, consults with and makes
recommendations to the U.S. Secretaries of
Labor and Health and Human Services (HHS)
on matters regarding the OSH Act;
• The Advisory Committee on Construction
Safety and Health (ACCSH), which advises the
Secretary of Labor on construction safety and
health standards and other matters;
• The Federal Advisory Council on Occupational
Safety and Health (FACOSH), which advises
the Secretary of Labor on all aspects of federal
agency safety and health;
• The Maritime Advisory Committee for
Occupational Safety and Health (MACOSH),
which advises the Secretary of Labor on
workplace safety and health programs, policies
and standards in the maritime industry; and
• The Whistleblower Protection Advisory
Committee (WPAC), which advises, consults
with and makes recommendations to the
Secretary of Labor on ways to improve
the fairness, efficiency, effectiveness, and
transparency of OSHA’s administration of
whistleblower protections.
In addition, OSHA may form short-term advisory
committees to advise the agency on specific issues.

NIOSH Health Hazard Evaluation Program
Getting Help with Health Hazards
The National Institute for Occupational Safety and
Health (NIOSH) is a federal agency that conducts
scientific and medical research on workers’
safety and health. At no cost to employers or
workers, NIOSH can help identify health hazards
and recommend ways to reduce or eliminate
those hazards in the workplace through its Health
Hazard Evaluation (HHE) Program.
Workers, union representatives and employers
can request a NIOSH HHE. An HHE is often
requested when there is a higher than expected
rate of a disease or injury in a group of workers.
These situations may be the result of an unknown
cause, a new hazard, or a mixture of sources. To
request a NIOSH Health Hazard Evaluation go
to www.cdc.gov/niosh/hhe/request.html. To find
out more, in English or Spanish, about the Health
Hazard Evaluation Program:
E-mail HHERequestHelp@cdc.gov or call 800-CDCINFO
(800-232-4636).

OSHA Regional Offices
Region I
Boston Regional Office
(CT*, ME*, MA, NH, RI, VT*)
JFK Federal Building, Room E340
Boston, MA 02203
(617) 565-9860 (617) 565-9827 Fax
Region II
New York Regional Office
(NJ*, NY*, PR*, VI*)
201 Varick Street, Room 670
New York, NY 10014
(212) 337-2378 (212) 337-2371 Fax
Region III
Philadelphia Regional Office
(DE, DC, MD*, PA, VA*, WV)
The Curtis Center
170 S. Independence Mall West
Suite 740 West
Philadelphia, PA 19106-3309
(215) 861-4900 (215) 861-4904 Fax
Region IV
Atlanta Regional Office
(AL, FL, GA, KY*, MS, NC*, SC*, TN*)
61 Forsyth Street, SW, Room 6T50
Atlanta, GA 30303
(678) 237-0400 (678) 237-0447 Fax

Region V
Chicago Regional Office
(IL*, IN*, MI*, MN*, OH, WI)
230 South Dearborn Street
Room 3244
Chicago, IL 60604
(312) 353-2220 (312) 353-7774 Fax

Region VI
Dallas Regional Office
(AR, LA, NM*, OK, TX)
525 Griffin Street, Room 602
Dallas, TX 75202
(972) 850-4145 (972) 850-4149 Fax
(972) 850-4150 FSO Fax
Region VII
Kansas City Regional Office
(IA*, KS, MO, NE)
Two Pershing Square Building
2300 Main Street, Suite 1010
Kansas City, MO 64108-2416
(816) 283-8745 (816) 283-0547 Fax
Region VIII
Denver Regional Office
(CO, MT, ND, SD, UT*, WY*)
Cesar Chavez Memorial Building
1244 Speer Boulevard, Suite 551
Denver, CO 80204
(720) 264-6550 (720) 264-6585 Fax
Region IX
San Francisco Regional Office
(AZ*, CA*, HI*, NV*, and American Samoa,
Guam and the Northern Mariana Islands)
90 7th Street, Suite 18100
San Francisco, CA 94103
(415) 625-2547 (415) 625-2534 Fax
Region X
Seattle Regional Office
(AK*, ID, OR*, WA*)
300 Fifth Avenue, Suite 1280
Seattle, WA 98104
(206) 757-6700 (206) 757-6705 Fax

*These states and territories operate their own
OSHA-approved job safety and health plans and
cover state and local government employees
as well as private sector employees. The
Connecticut, Illinois, Maine, New Jersey, New
York and Virgin Islands programs cover public
employees only. (Private sector workers in these
states are covered by Federal OSHA). States with
approved programs must have standards that are
identical to, or at least as effective as, the Federal
OSHA standards.
Note: To get contact information for OSHA area
offices, OSHA-approved state plans and OSHA
consultation projects, please visit us online at
www.osha.gov or call us at 1-800-321-OSHA (6742).

How to Contact OSHA
For questions or to get information or advice, to
report an emergency, fatality, inpatient hospitalization,
amputation, or loss of an eye, or to file a confidential
complaint, contact your nearest OSHA office, visit
www.osha.gov or call OSHA at 1-800-321-OSHA
(6742), TTY 1-877-889-5627.
For assistance, contact us.
We are OSHA. We can help.