Introduction to OSHA study guide
This guide covers two OSHA rules that apply to construction employers as they do to other employers: 29 CFR Part 1903 (inspections, complaints, citations and contests) and 29 CFR Part 1904 (recording and reporting work-related injuries and illnesses). It sets out what the rule text states on the OSHA poster, how inspections and the walkaround work, employee complaints, imminent danger, citations and their posting, contests and abatement, who must keep injury records, the 300, 300-A and 301 forms, and reporting fatalities and severe injuries. Penalty dollar amounts are left out because they change every year. Every point links to the regulation and quotes its exact words.
The OSH Act and the OSHA poster
Part 1903 explains that the OSH Act requires every covered employer to provide employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious physical harm to employees.
“requires, in part, that every employer covered under the Act furnish to his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.”
Each employer must post and keep posted the notice (poster) furnished by OSHA that informs employees of their protections and obligations under the Act.
“Each employer shall post and keep posted a notice or notices, to be furnished by the Occupational Safety and Health Administration, U.S. Department of Labor, informing employees of the protections and obligations provided for in the Act”
29 CFR 1903.2, Posting of notice; availability of the Act, regulations and applicable standards
The notice goes in a conspicuous place where notices to employees are customarily posted, and the employer must make sure it is not altered, defaced or covered by other material.
“Such notice or notices shall be posted by the employer in each establishment in a conspicuous place or places where notices to employees are customarily posted. Each employer shall take steps to insure that such notices are not altered, defaced, or covered by other material.”
29 CFR 1903.2, Posting of notice; availability of the Act, regulations and applicable standards
For physically dispersed activities such as construction, the notice must be posted at the location to which employees report each day.
“Where employers are engaged in activities which are physically dispersed, such as agriculture, construction, transportation, communications, and electric, gas and sanitary services, the notice or notices required by this section shall be posted at the location to which employees report each day.”
29 CFR 1903.2, Posting of notice; availability of the Act, regulations and applicable standards
OSHA inspections
Compliance Safety and Health Officers (CSHOs) are authorized to enter without delay and at reasonable times any workplace where an employee of an employer works, including a construction site.
“Compliance Safety and Health Officers of the Department of Labor are authorized to enter without delay and at reasonable times any factory, plant, establishment, construction site, or other area, workplace or environment where work is performed by an employee of an employer”
If the employer refuses to let the CSHO enter, inspect, review records or question people, or refuses to let an employee representative accompany the CSHO, the CSHO must end the inspection or limit it to areas and items with no objection, try to find out why, and immediately report the refusal and the reason to the Area Director, who consults the Regional Solicitor about appropriate action, including compulsory process if necessary.
“Upon a refusal to permit the Compliance Safety and Health Officer, in exercise of his official duties, to enter without delay and at reasonable times any place of employment or any place therein, to inspect, to review records, or to question any employer, owner, operator, agent, or employee, in accordance with § 1903.3 or to permit a representative of employees to accompany the Compliance Safety and Health Officer during the physical inspection of any workplace in accordance with § 1903.8, the Safety and Health Officer shall terminate the inspection or confine the inspection to other areas, conditions, structures, machines, apparatus, devices, equipment, materials, records, or interviews concerning which no objection is raised. The Compliance Safety and Health Officer shall endeavor to ascertain the reason for such refusal, and shall immediately report the refusal and the reason therefor to the Area Director. The Area Director shall consult with the Regional Solicitor, who shall take appropriate action, including compulsory process, if necessary.”
Advance notice of inspections may not be given except in the listed situations, such as apparent imminent danger, so the employer can abate the danger as quickly as possible.
“Advance notice of inspections may not be given, except in the following situations: (1) In cases of apparent imminent danger, to enable the employer to abate the danger as quickly as possible;”
When advance notice is allowed, it may not be given more than 24 hours before the inspection, except in apparent imminent danger situations and other unusual circumstances.
“Advance notice in any of the situations described in paragraph (a) of this section shall not be given more than 24 hours before the inspection is scheduled to be conducted, except in apparent imminent danger situations and in other unusual circumstances.”
At the end of the inspection, the CSHO confers with the employer and informally advises it of any apparent violations, and the employer may bring pertinent information to the CSHO's attention.
“At the conclusion of an inspection, the Compliance Safety and Health Officer shall confer with the employer or his representative and informally advise him of any apparent safety or health violations disclosed by the inspection. During such conference, the employer shall be afforded an opportunity to bring to the attention of the Compliance Safety and Health Officer any pertinent information regarding conditions in the workplace.”
A representative of the employer and a representative authorized by the employees must be given an opportunity to accompany the CSHO during the physical inspection, to aid the inspection.
“A representative of the employer and a representative authorized by his employees shall be given an opportunity to accompany the Compliance Safety and Health Officer during the physical inspection of any workplace for the purpose of aiding such inspection.”
The employees' authorized representative may be an employee of the employer or a third party. A third party may accompany the CSHO only if, in the CSHO's judgment, good cause has been shown that this is reasonably necessary to an effective and thorough physical inspection.
“The representative(s) authorized by employees may be an employee of the employer or a third party. When the representative(s) authorized by employees is not an employee of the employer, they may accompany the Compliance Safety and Health Officer during the inspection if, in the judgment of the Compliance Safety and Health Officer, good cause has been shown why accompaniment by a third party is reasonably necessary to the conduct of an effective and thorough physical inspection of the workplace”
During an inspection, any employee must be given an opportunity to bring any violation he or she believes exists to the CSHO's attention.
“During the course of an inspection, any employee shall be afforded an opportunity to bring any violation of the Act which he has reason to believe exists in the workplace to the attention of the Compliance Safety and Health Officer.”
Complaints and imminent danger
An employee or employee representative who believes a violation exists in the workplace where the employee works may request an inspection by notifying the Area Director or a CSHO.
“Any employee or representative of employees who believe that a violation of the Act exists in any workplace where such employee is employed may request an inspection of such workplace by giving notice of the alleged violation to the Area Director or to a Compliance Safety and Health Officer.”
The complaint must be put in writing, state the grounds with reasonable particularity, and be signed by the employee or representative.
“Any such notice shall be reduced to writing, shall set forth with reasonable particularity the grounds for the notice, and shall be signed by the employee or representative of employees.”
The employer gets a copy of the complaint, but if the person who filed it asks, his or her name and the names of employees mentioned in it must not appear on that copy or on any record the Department of Labor releases.
“upon the request of the person giving such notice, his name and the names of individual employees referred to therein shall not appear in such copy or on any record published, released, or made available by the Department of Labor.”
If the complaint meets the requirements and there are reasonable grounds to believe the violation exists, the Area Director must have an inspection made as soon as practicable. The inspection is not limited to the matters in the complaint.
“If upon receipt of such notification the Area Director determines that the complaint meets the requirements set forth in paragraph (a) of this section, and that there are reasonable grounds to believe that the alleged violation exists, he shall cause an inspection to be made as soon as practicable, to determine if such alleged violation exists. Inspections under this section shall not be limited to matters referred to in the complaint.”
Section 11(c)(1) of the Act, quoted in 1903.11, prohibits discharging or discriminating against an employee for filing a complaint, testifying, or exercising any right under the Act.
“No person shall discharge or in any manner discriminate against any employee because such employee has filed any complaint or instituted or caused to be instituted any proceeding under or related to this Act or has testified or is about to testify in any such proceeding or because of the exercise by such employee on behalf of himself or others of any right afforded by this Act.”
When a CSHO concludes, on the basis of an inspection, that conditions or practices in a place of employment could reasonably be expected to cause death or serious physical harm immediately or before the danger can be removed through normal enforcement, the CSHO must inform affected employees and employers of the danger and that a civil action to restrain the conditions or practices is being recommended.
“Whenever and as soon as a Compliance Safety and Health Officer concludes on the basis of an inspection that conditions or practices exist in any place of employment which could reasonably be expected to cause death or serious physical harm immediately or before the imminence of such danger can be eliminated through the enforcement procedures otherwise provided by the Act, he shall inform the affected employees and employers of the danger and that he is recommending a civil action to restrain such conditions or practices and for other appropriate relief in accordance with the provisions of section 13(a) of the Act.”
Citations, contests and abatement
If, on the basis of the CSHO's inspection report, the Area Director believes the employer has violated a requirement of section 5 of the Act, a standard, rule or order promulgated under section 6 of the Act, or a substantive rule in Chapter XVII, he or she (after consulting the Regional Solicitor if appropriate) issues either a citation or a notice of de minimis violations (violations with no direct or immediate relationship to safety or health). It is issued even if the employer immediately abates, or starts steps to abate, the alleged violation after the CSHO informs it.
“If, on the basis of the report the Area Director believes that the employer has violated a requirement of section 5 of the Act, of any standard, rule or order promulgated pursuant to section 6 of the Act, or of any substantive rule published in this chapter, he shall, if appropriate, consult with the Regional Solicitor, and he shall issue to the employer either a citation or a notice of de minimis violations which have no direct or immediate relationship to safety or health. An appropriate citation or notice of de minimis violations shall be issued even though after being informed of an alleged violation by the Compliance Safety and Health Officer, the employer immediately abates, or initiates steps to abate, such alleged violation.”
No citation may be issued after 6 months following the occurrence of the alleged violation.
“No citation may be issued under this section after the expiration of 6 months following the occurrence of any alleged violation.”
The Area Director determines the amount of any proposed penalty, giving due consideration to the size of the business, the gravity of the violation, the employer's good faith, and the history of previous violations.
“The Area Director shall determine the amount of any proposed penalty, giving due consideration to the appropriateness of the penalty with respect to the size of the business of the employer being charged, the gravity of the violation, the good faith of the employer, and the history of previous violations”
On receiving a citation, the employer must immediately post it (or a copy), unedited, at or near each place an alleged violation referred to in the citation occurred, except as the rule otherwise provides.
“Upon receipt of any citation under the Act, the employer shall immediately post such citation, or a copy thereof, unedited, at or near each place an alleged violation referred to in the citation occurred, except as provided below.”
Where the nature of the operations makes posting at or near each place impracticable, the citation is posted, unedited, in a prominent place readily observable by all affected employees. For physically dispersed activities, it may be posted at the location to which employees report each day.
“Where, because of the nature of the employer's operations, it is not practicable to post the citation at or near each place of alleged violation, such citation shall be posted, unedited, in a prominent place where it will be readily observable by all affected employees. For example, where employers are engaged in activities which are physically dispersed (see § 1903.2(b)), the citation may be posted at the location to which employees report each day.”
The citation must stay posted until the violation is abated or for 3 working days, whichever is later. Filing a notice of contest does not change this duty unless and until the Review Commission issues a final order vacating the citation.
“Each citation, or a copy thereof, shall remain posted until the violation has been abated, or for 3 working days, whichever is later. The filing by the employer of a notice of intention to contest under § 1903.17 shall not affect his posting responsibility under this section unless and until the Review Commission issues a final order vacating the citation.”
An employer that wants to contest a citation or proposed penalty must notify the Area Director in writing, postmarked within 15 working days of receiving the notice of proposed penalty, and say whether it contests the citation, the penalty, or both.
“notify the Area Director in writing that he intends to contest such citation or proposed penalty before the Review Commission. Such notice of intention to contest shall be postmarked within 15 working days of the receipt by the employer of the notice of proposed penalty. Every notice of intention to contest shall specify whether it is directed to the citation or to the proposed penalty, or both.”
29 CFR 1903.17, Employer and employee contests before the Review Commission
An employee or employee representative of a cited employer may file a written notice with the Area Director alleging that the abatement period fixed in the citation is unreasonable. It must be postmarked within 15 working days of the employer's receipt of the notice of proposed penalty or notice that no penalty is being proposed.
“file a written notice with the Area Director alleging that the period of time fixed in the citation for the abatement of the violation is unreasonable. Such notice shall be postmarked within 15 working days of the receipt by the employer of the notice of proposed penalty or notice that no penalty is being proposed.”
29 CFR 1903.17, Employer and employee contests before the Review Commission
Working days are Monday through Friday, not counting Saturdays, Sundays or Federal holidays. In counting 15 working days, the day the notice is received is not counted and the last day is.
“Working days means Mondays through Fridays but shall not include Saturdays, Sundays, or Federal holidays. In computing 15 working days, the day of receipt of any notice shall not be included, and the last day of the 15 working days shall be included.”
An informal conference with the Assistant Regional Director, or a request for one, does not stay (pause) the 15-working-day period for filing a notice of intention to contest under 1903.17.
“No such conference or request for such conference shall operate as a stay of any 15-working-day period for filing a notice of intention to contest as prescribed in § 1903.17.”
Within 10 calendar days after the abatement date, the employer must certify to OSHA that each cited violation has been abated. This is not required if the OSHA Compliance Officer, during the on-site part of the inspection, observes within 24 hours after a violation is identified that abatement has occurred and notes this in the citation.
“Within 10 calendar days after the abatement date, the employer must certify to OSHA (the Agency) that each cited violation has been abated, except as provided in paragraph (c)(2) of this section. (2) The employer is not required to certify abatement if the OSHA Compliance Officer, during the on-site portion of the inspection: (i) Observes, within 24 hours after a violation is identified, that abatement has occurred; and (ii) Notes in the citation that abatement has occurred.”
Not covered here
Dollar amounts of OSHA penalties (1903.15(d)). They are adjusted for inflation every year, so check the current eCFR text. We only write what an official source states, so study these parts with your certifying program's materials.
Who must keep injury and illness records
A company that had 10 or fewer employees at all times during the last calendar year does not need to keep OSHA injury and illness records unless OSHA or BLS informs it in writing that it must.
“If your company had 10 or fewer employees at all times during the last calendar year, you do not need to keep OSHA injury and illness records unless OSHA or the Bureau of Labor Statistics informs you in writing that you must keep records under § 1904.41 or § 1904.42.”
29 CFR 1904.1, Partial exemption for employers with 10 or fewer employees
The size exemption is based on the number of employees in the entire company, not in one establishment.
“The partial exemption for size is based on the number of employees in the entire company.”
29 CFR 1904.1, Partial exemption for employers with 10 or fewer employees
Even partially exempt employers must report to OSHA any work-related incident resulting in a fatality, in-patient hospitalization, amputation or loss of an eye.
“However, as required by § 1904.39, all employers covered by the OSH Act must report to OSHA any work-related incident that results in a fatality, the in-patient hospitalization of one or more employees, an employee amputation, or an employee loss of an eye.”
29 CFR 1904.1, Partial exemption for employers with 10 or fewer employees
Establishments classified in the NAICS industries listed in non-mandatory Appendix A to Subpart B (for example certain retail stores, finance and insurance, professional services, schools, physicians' and dentists' offices, and restaurants) do not have to keep OSHA injury and illness records unless OSHA, the BLS or a state agency operating under their authority asks them in writing. No construction industry appears on that list.
“Employers are not required to keep OSHA injury and illness records for any establishment classified in the following North American Industry Classification System (NAICS) codes, unless they are asked in writing to do so by OSHA, the Bureau of Labor Statistics (BLS), or a state agency operating under the authority of OSHA or the BLS.”
Employers record the cases of all employees on their payroll (labor, executive, hourly, salary, part-time, seasonal or migrant) and of employees not on their payroll whom they supervise on a day-to-day basis.
“You must record on the OSHA 300 Log the recordable injuries and illnesses of all employees on your payroll, whether they are labor, executive, hourly, salary, part-time, seasonal, or migrant workers. You also must record the recordable injuries and illnesses that occur to employees who are not on your payroll if you supervise these employees on a day-to-day basis.”
If a contractor's employee is under the contractor's day-to-day supervision, the contractor records the case. If you supervise that worker day to day, you record it.
“If the contractor's employee is under the day-to-day supervision of the contractor, the contractor is responsible for recording the injury or illness. If you supervise the contractor employee's work on a day-to-day basis, you must record the injury or illness.”
For activities where employees do not work at a single physical location, such as construction, the establishment is represented by the main or branch offices that supervise the activities or are the base for the workers.
“For activities where employees do not work at a single physical location, such as construction; transportation; communications, electric, gas and sanitary services; and similar operations, the establishment is represented by main or branch offices, terminals, stations, etc. that either supervise such activities or are the base from which personnel carry out these activities.”
Not covered here
Electronic submission of injury and illness data to OSHA (1904.41) and Bureau of Labor Statistics survey requests (1904.42). We only write what an official source states, so study these parts with your certifying program's materials.
Recording cases: criteria and forms
An employer that must keep records records each fatality, injury and illness that is work-related, is a new case, and meets one or more of the general recording criteria (or the specific-case rules in 1904.8 to 1904.12).
“must record each fatality, injury and illness that: (1) Is work-related; and (2) Is a new case; and (3) Meets one or more of the general recording criteria of § 1904.7 or the application to specific cases of §§ 1904.8 through 1904.12.”
An injury or illness is work-related if an event or exposure in the work environment caused or contributed to it or significantly aggravated a preexisting condition. Work-relatedness is presumed for events or exposures in the work environment unless a listed exception applies.
“You must consider an injury or illness to be work-related if an event or exposure in the work environment either caused or contributed to the resulting condition or significantly aggravated a pre-existing injury or illness. Work-relatedness is presumed for injuries and illnesses resulting from events or exposures occurring in the work environment, unless an exception in § 1904.5(b)(2) specifically applies.”
A case meets the general recording criteria if it results in death, days away from work, restricted work or transfer to another job, medical treatment beyond first aid, or loss of consciousness, or is a significant injury or illness diagnosed by a physician or other licensed health care professional.
“if it results in any of the following: death, days away from work, restricted work or transfer to another job, medical treatment beyond first aid, or loss of consciousness. You must also consider a case to meet the general recording criteria if it involves a significant injury or illness diagnosed by a physician or other licensed health care professional”
The complete list of first aid treatments in 1904.7 includes cleaning, flushing or soaking wounds on the surface of the skin and using wound coverings such as bandages or butterfly bandages; other wound closing devices such as sutures and staples are medical treatment.
“Cleaning, flushing or soaking wounds on the surface of the skin; (D) Using wound coverings such as bandages, Band-AidsTM, gauze pads, etc.; or using butterfly bandages or Steri-StripsTM (other wound closing devices such as sutures, staples, etc., are considered medical treatment);”
Recordable injuries and illnesses must be entered on the OSHA 300 (Log of Work-Related Injuries and Illnesses), 300-A (Summary) and 301 (Injury and Illness Incident Report) forms, or equivalent forms.
“You must use OSHA 300, 300-A, and 301 forms, or equivalent forms, for recordable injuries and illnesses. The OSHA 300 form is called the Log of Work-Related Injuries and Illnesses, the 300-A is the Summary of Work-Related Injuries and Illnesses, and the OSHA 301 form is called the Injury and Illness Incident Report.”
Each recordable case must be entered on the 300 Log and the 301 Incident Report within seven (7) calendar days of receiving information that it occurred.
“You must enter each recordable injury or illness on the OSHA 300 Log and 301 Incident Report within seven (7) calendar days of receiving information that a recordable injury or illness has occurred.”
Not covered here
The detailed rules for counting days away and restricted work, determining new cases (1904.6), and specific cases such as needlesticks, medical removal, hearing loss and tuberculosis (1904.8 to 1904.11). We only write what an official source states, so study these parts with your certifying program's materials.
Annual summary, retention and employee access
The annual summary (300-A) must be posted no later than February 1 of the following year and kept posted until April 30.
“You must post the summary no later than February 1 of the year following the year covered by the records and keep the posting in place until April 30.”
The 300 Log, the privacy case list (if any), the annual summary and the 301 forms must be saved for five (5) years following the end of the calendar year they cover.
“You must save the OSHA 300 Log, the privacy case list (if one exists), the annual summary, and the OSHA 301 Incident Report forms for five (5) years following the end of the calendar year that these records cover.”
Employers must set up a reasonable procedure for employees to report work-related injuries and illnesses promptly and accurately. A procedure is not reasonable if it would deter or discourage a reasonable employee from reporting.
“You must establish a reasonable procedure for employees to report work-related injuries and illnesses promptly and accurately. A procedure is not reasonable if it would deter or discourage a reasonable employee from accurately reporting a workplace injury or illness;”
Employers must inform each employee that employees have the right to report work-related injuries and illnesses, and that employers are prohibited from discharging or in any way discriminating against them for reporting.
“You must inform each employee that: (A) Employees have the right to report work-related injuries and illnesses; and (B) Employers are prohibited from discharging or in any manner discriminating against employees for reporting work-related injuries or illnesses; and”
When an employee, former employee, personal representative or authorized employee representative asks for copies of the current or stored 300 Log(s) for an establishment the employee or former employee has worked in, the employer must give a copy by the end of the next business day.
“When an employee, former employee, personal representative, or authorized employee representative asks for copies of your current or stored OSHA 300 Log(s) for an establishment the employee or former employee has worked in, you must give the requester a copy of the relevant OSHA 300 Log(s) by the end of the next business day.”
When an authorized government representative asks for the Part 1904 records, the employer must provide copies within four (4) business hours.
“When an authorized government representative asks for the records you keep under part 1904, you must provide copies of the records within four (4) business hours.”
29 CFR 1904.40, Providing records to government representatives
Reporting severe injuries to OSHA
A work-related fatality must be reported to OSHA within eight (8) hours after the death.
“Within eight (8) hours after the death of any employee as a result of a work-related incident, you must report the fatality to the Occupational Safety and Health Administration (OSHA), U.S. Department of Labor.”
An in-patient hospitalization of one or more employees, an amputation, or a loss of an eye from a work-related incident must be reported within twenty-four (24) hours.
“Within twenty-four (24) hours after the in-patient hospitalization of one or more employees or an employee's amputation or an employee's loss of an eye, as a result of a work-related incident, you must report the in-patient hospitalization, amputation, or loss of an eye to OSHA.”
If the employer does not learn of a reportable event when it takes place, the report is due within eight (8) hours for a fatality and twenty-four (24) hours for an in-patient hospitalization, amputation or loss of an eye after it is reported to the employer or any of its agents.
“If you do not learn about a reportable fatality, in-patient hospitalization, amputation, or loss of an eye at the time it takes place, you must make the report to OSHA within the following time period after the fatality, in-patient hospitalization, amputation, or loss of an eye is reported to you or to any of your agent(s): Eight (8) hours for a fatality, and twenty-four (24) hours for an in-patient hospitalization, an amputation, or a loss of an eye.”
Reports are made by telephone or in person to the OSHA Area Office nearest the site of the incident, by telephone to 1-800-321-OSHA (1-800-321-6742), or electronically with the reporting application on www.osha.gov.
“By telephone or in person to the OSHA Area Office that is nearest to the site of the incident. (ii) By telephone to the OSHA toll-free central telephone number, 1-800-321-OSHA (1-800-321-6742). (iii) By electronic submission using the reporting application located on OSHA's public Web site at www.osha.gov.”
A fatality, in-patient hospitalization, amputation or loss of an eye resulting from a motor vehicle accident in a construction work zone must be reported. If the accident occurred on a public street or highway but not in a construction work zone, it does not have to be reported to OSHA, but it must still be recorded if the employer is required to keep injury and illness records.
“If the motor vehicle accident occurred in a construction work zone, you must report the fatality, in-patient hospitalization, amputation, or loss of an eye. If the motor vehicle accident occurred on a public street or highway, but not in a construction work zone, you do not have to report the fatality, in-patient hospitalization, amputation, or loss of an eye to OSHA. However, the fatality, in-patient hospitalization, amputation, or loss of an eye must be recorded on your OSHA injury and illness records, if you are required to keep such records.”
A fatality must be reported only if it occurs within thirty (30) days of the incident; an in-patient hospitalization, amputation or loss of an eye only if it occurs within twenty-four (24) hours of the incident.
“You must only report a fatality to OSHA if the fatality occurs within thirty (30) days of the work-related incident. For an in-patient hospitalization, amputation, or loss of an eye, you must only report the event to OSHA if it occurs within twenty-four (24) hours of the work-related incident.”
In-patient hospitalization means a formal admission to the in-patient service of a hospital or clinic for care or treatment. Admission only for observation or diagnostic testing does not have to be reported.
“OSHA defines in-patient hospitalization as a formal admission to the in-patient service of a hospital or clinic for care or treatment. (10) Do I have to report an in-patient hospitalization that involves only observation or diagnostic testing? No, you do not have to report an in-patient hospitalization that involves only observation or diagnostic testing.”
Sources
- eCFR: 29 CFR 1903.1, Purpose and scope (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.2, Posting of notice; availability of the Act, regulations and applicable standards (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.3, Authority for inspection (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.4, Objection to inspection (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.6, Advance notice of inspections (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.7, Conduct of inspections (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.8, Representatives of employers and employees (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.10, Consultation with employees (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.11, Complaints by employees (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.13, Imminent danger (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.14, Citations; notices of de minimis violations; policy regarding employee rescue activities (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.15, Proposed penalties (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.16, Posting of citations (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.17, Employer and employee contests before the Review Commission (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.22, Definitions (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.20, Informal conferences (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1903.19, Abatement verification (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.1, Partial exemption for employers with 10 or fewer employees (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR Part 1904, Subpart B, Appendix A (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.31, Covered employees (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.46, Definitions (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.4, Recording criteria (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.5, Determination of work-relatedness (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.7, General recording criteria (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.29, Forms (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.32, Annual summary (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.33, Retention and updating (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.35, Employee involvement (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.40, Providing records to government representatives (as of Nov 3, 2026)Checked November 5, 2026
- eCFR: 29 CFR 1904.39, Reporting fatalities, hospitalizations, amputations, and losses of an eye as a result of work-related incidents to OSHA (as of Nov 3, 2026)Checked November 5, 2026
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