Home » , , , » Reporting OSHA Safety Violations Creates Blacklisted Workers

Reporting OSHA Safety Violations Creates Blacklisted Workers

Written By Iniesta Estable on Wednesday, July 4, 2012 | 4:50 AM

Protecting individual health and safety should be a desired goal. Furthermore, when individual health and safety is protected, then individuals and companies benefit from a productive and healthy workforce. Surprisingly, a healthy workforce through prevention creates a win-win environment for the employee and the employer. In essence, illness or injury prevention towards a successful work environment. Unfortunately, individuals encounter workplace obstacles through inaction, which must be reported. In other words, when a questionable substance such as EtO is used as a cleaning agent and the cleaning agent is not removed, then reporting the carcinogen cleaning agent to OSHA would prevent illness in the workplace. In addition, individuals come across retaliation or blacklisting activity for reporting OSHA violations. A blacklisting activity can be denied opportunity or other employment. In essence, reporting OSHA health and safety violations creates blacklisted workers. Furthermore, when approved copyright, "Health Reform through Prevention Creates Retaliation" becomes a norm, then other solutions are required. In other words, retaliation should not be a norm for individuals, who attempt towards protecting their individual lives or preventing unnecessary illnesses.

Recently, a pursued OSHA 510 class, covers many regulations, applies to construction industry, however can be cross-referenced to the general working industry. In addition, a classmate and former Human Resources Executive comments about blacklisting and discrimination in the workforce. Thus although regulations exists, reporting regulations towards proper authorities creates harassment opportunities. In essence, reporting health or safety violations becomes a catalyst for blacklisting and discriminatory activities. In other words, the reporting activity becomes a catalyst towards retaliation for reporting the unethical activity. In addition, while blacklisted employees encounter long-term unemployment, blacklisted unemployed employees suffer from life-span human-rights violations. However, an improved dialogue with suggestions would appear as a superior solution.

For instance, reporting second-hand smoke health effects, graveyard workplace cancers, and unidentified carcinogen liquid is rewarded with angry manager retaliation, disgruntled co-workers, and blacklisting activities. On the other hand, employees are rewarded with a shortened life span, workplace cancers, obesity, excessive medical bills, pre-existing conditions, some incapable attorneys, and other health dilemmas. Thus, while an illness and injury prevention program appears in the workplace, shortened life spans, workplace cancers, or blacklisting activities outweigh the prevention and regulation program. As stated by Smith (2011), "For example, in some industries, blacklisting of bad employees is common, and once an employee is blacklisted, it is impossible to find employment in that industry" (pg. 1). In other words, a bad blacklisted employee is an employee who alerts OSHA for health and safety violations using specific OSHA codes after company management fails corrective actions when alternative solutions are readily available. In essence, anyone who does not fit within the company's culture becomes a blacklisted employee.

In any event, reporting incidence of 29CFR1910.1200(f), 29CFR1910.1200(a)(1), and 29CFR1910.1200(h), which pertain to chemical labeling, communication, and training to OSHA uncovers further violations from OSHA training regardless of blacklisted activities. For instance, communicating health and safety information on a new product is required towards everyone affected before work activity begins. Hence, any time a new product is entered, concerned safety risks, location of safety in the MSDS, and location of the MSDS manual should be communicated to affected employees. In addition, identifying and locating the MSDS information in the workplace is another requirement. In other words, an employee should be able to find the MSDS information for the item in question and identify the required safety precautions. Unfortunately, communicating chemical specifics and finding an MSDS becomes a day-to-day challenge. The day-to-day challenge can be avoided by knowing MSDS binder locations. In addition, workers on third shift or cancer environments are lucky if health and safety communication is received. In other words, why should the employer or certain attorneys focus on health and safety prevention when the company provides cancer and a myriad of workplace diseases. Ironically, since the graveyard shift is a human carcinogen, reporting health and safety becomes a mute point. In the meantime, convinced attorney's and companies such as Remec Defense & Space and others disregard associated health and safety environments. Whereas focus should be towards illness prevention, communicating night-shift performance issues and sleep fatigue contractics the illness prevention program. Regrettably, former co-workers suffering from excessive nosebleeds, obesity, workplace cancers, night-shift accidents, birth defects, and future leukemia candidates are not happy from receiving chemotherapy or other cancer treatments. In essence, removing the chemist shows health and safety violations are not occurring in the workplace. In other words, workplace hazards can not be reported to a viable organization.

Undesirably, creating blacklisted workers for ethical reporting practices develops into detrimental consequences. As stated by WorldLifeExpectancy, "The reduction in Life Expectancy these people and their families have and will face in the years to come from this national tragedy is hard to estimate, at this point in the process, but that doesn't make it any less real" (pg. 1). In essence, the reporting activity, which was intended towards health and safety awareness, configured into a blacklisted event, followed by a shortened life span, and supported by specific attorneys. In other words, supporting the activity is by ignoring or looking in the other direction. Therefore, blacklisting or creating a large unemployment population contributes to a shortened life-span.

However, reporting incidences, which cause health and safety dilemmas, should not be a problem in today's workplace. In addition, California's protected rights are towards health and safety. In other words, every employee in California has a right to protect his or her health using reasonable information such as a Material Safety Data Sheet (MSDS) towards achieving a healthful working environment. Unfortunately, receiving workplace cancers or other side effects minimizes the protected health rights. For example, removing the chemist from the workplace, who can provide safer products for the employees and the environment, is inaction towards workplace injury prevention.

In summary, individuals encounter reported health and safety concerns. In addition, further health and safety violations occur through inadequate communication and training. Furthermore, when workplace cancers are generated from ignorance, then California's illness, injury, and protection plan takes a backseat towards safety. In other words, when California's illness, injury, and protection plan creates workplace cancers by avoiding the issue of prevention, then the IIPP program can become an illusion towards health and safety when other known or feasible methods are available.

However, verbal reprimands with required punitive damages may be in order. In other words, reprimands reminding individuals such as Steve Workman, Douglas Geyman, and against Thomas S. Ingrassia, Esq., that health and safety is an individual protected right. Furthermore, when cancers or blacklisted activities are allowed, then individuals endure hazards associated with cancer or blacklisted activities. In essence, immediate resolution is required, which will correct such a catastrophe.