EmployeeWorkplace Rights

OSHA 3021-01R 2005

Employers are responsible for providing asafe and healthful workplace for their employ-ees. OSHA’s role is to assure the safety andhealth of America’s working men and womenby setting and enforcing standards; providingtraining, outreach and education; establishingpartnerships; and encouraging continualimprovement in workplace safety and health.

This handbook provides a general overview ofa particular topic related to OSHA standards.It does not alter or determine compliance re-sponsibilities in OSHA standards or theOccupational Safety and Health Act of 1970.Because interpretations and enforcement pol-icy may change over time, you should consultcurrent OSHA administrative interpretationsand decisions by the Occupational Safety andHealth ReviewCommission and the Courts foradditional guidance on OSHA compliancerequirements.

This publication is in the public domain andmay be reproduced, fully or partially, withoutpermission. Source credit is requested but notrequired.

This information is available to sensory im-paired individuals upon request. Voice phone:(202) 693-1999; teletypewriter (TTY) number:(877) 889-5627.

U.S. Department of Labor

Occupational Safety and Health Administration

OSHA 3021-01R2005

EmployeeWorkplace Rights

Contents

Introduction…3

Worker Rights Under the OSHAct…3

Worker Rights to Information…5

Worker Rights toAccessRecords and Test Results…6

Worker Rights to PromoteWorkplace Safety…7

Worker Rights During theInspection Process…9

Worker Rights to Protectionfrom Retaliation…10

Worker Rights in State-Plan States…14

Worker Responsibilities…15

OSHAAssistance…15

OSHA Regional Offices…22

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Introduction

The Occupational Safety and Health (OSH) Actof 1970 created the Occupational Safety and HealthAdministration (OSHA) within the Department ofLabor and encouraged employers and employeesto reduce workplace hazards and to implementsafety and health programs. The Act gaveemployees many new rights and responsibilities.This booklet discusses these rights and responsi-bilities and encourages employees to work coop-eratively with employers to promote safe andhealthful workplaces that add value to everyone:businesses, workplaces, and workers’ lives.

Worker Rights Under the OSHAct

The law encourages workers to be activeplayers in their workplace’s safety and healtheffort. It gives employees the right to� Review copies of appropriate standards, rules,

regulations, and requirements that the employeris required to have available at the workplace;

� Request information from the employer onsafety and health hazards in the workplace,appropriate precautions to take, andprocedures to follow if the employee isinvolved in an accident or is exposed to toxicsubstances;

� Gain access to relevant employee exposureand medical records;

� Request an OSHA inspection if they believehazardous conditions or violations ofstandards exist in the workplace;

� Accompany an OSHA compliance officerduring the inspection tour, or have anauthorized employee representative do so;

� Respond to questions from the OSHAcompliance officer;

� Observe any monitoring or measuring ofhazardous materials and see the resulting

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records, as specified under the OSH Act andrequired by OSHA standards;

� Review or have an authorized representativereview the employer’s Log of Work-RelatedOccupational Injuries and Illnesses (OSHA 300)at a reasonable time and in a reasonablemanner;

� Object to the timeframe set by OSHA for theemployer to correct a violation by writing tothe OSHA area director within 15 working daysfrom the date the employer receives thecitation;

� Submit a written request to the NationalInstitute for Occupational Safety and Health forinformation on whether any substance in theworkplace has potentially toxic effects in theconcentration being used, and, if requested,have their names withheld from the employer;

� Be notified if the employer applies for avariance from an OSHA standard, and have anopportunity to testify at a variance hearing andappeal the final decision;

� Have their names withheld from their employer,by request to OSHA, if they sign and file awritten complaint;

� Be advised of OSHA actions regarding acomplaint, and request an informal review ofany decision not to inspect the site or issue acitation; and

� File a complaint if punished or discriminatedagainst for acting as a "whistleblower" underthe OSH Act or 13 other federal statutes forwhich OSHA has jurisdiction, or for refusingto work when faced with imminent danger ofdeath or serious injury and there is insufficienttime for OSHA to inspect.

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Worker Rights to Information

Employer responsibilitiesEmployers have a legal obligation to inform

employees of OSHA safety and health standardsthat apply to their workplace. Upon request, theemployer must make available copies of thosestandards and the OSH Act. The employer alsomust prominently display the official OSHA posterthat describes rights and responsibilities underthe OSH Act.

Protecting employees who work withhazardous materials

Employers must establish a written, compre-hensive hazard communication program to ensurethat employees who work with or near hazardousmaterials are informed of the hazards and providedproper protection. A hazard communicationprogram includes provisions for container labeling,material safety data sheets, and an employeetraining program. The programmust include� A list of the hazardous chemicals in each work-

place and material safety data sheets for each;� Methods the employer uses to inform employees

of the hazards of non-routine tasks (forexample, the cleaning of reactor vessels) andthe hazards associated with chemicals inunlabeled pipes in their work areas; and

� A description of methods the employer at amulti-employer worksite will use to informother employers at the site of the hazards towhich their employees may be exposed.

Employee rights when an employerfiles a variance

Some employers may not be able to complyfully with a new safety and health standard in thetime provided due to shortages of personnel,materials, or equipment. In these situations,employers may apply to OSHA for a temporaryvariance from the standard. In other cases,

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employers may prefer to use methods or equip-ment that differ from those prescribed by OSHA,but which the employer believes are equal to orbetter than OSHA’s requirements. In these cases,the employer may seek a permanent variance forthe alternative approach.

The employer’s application for a permanent ortemporary variance must include certification that� The employer has informed workers of the

variance application;� The employee representative receives a copy

of the variance application; and� The employer has posted a summary of the

application wherever notices are normallyposted in the workplace.

Employers also must inform employees thatthey have the right to request a hearing on theapplication. OSHA encourages employees,employers, and other interested groups to partici-pate in the variance process. Notices of varianceapplications are published in the Federal Registerinviting all interested parties to comment on theaction.

Worker Rights toAccess Recordsand Test Results

Access to exposure and medical recordsEmployers must inform employees of the exis-

tence, location, and availability of their medicaland exposure records when they begin employ-ment and then at least annually.

Employers also must provide these records toemployees or their designated representativesupon request.

Whenever an employer plans to stop doingbusiness and there is no successor employer toreceive and maintain these records, the employermust notify employees of their right of access to

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these records at least three months before closingthe business.

Right to observe monitoring proceduresand see testing results

OSHA standards require the employer tomeasure exposure to harmful substances. Theemployee (or employee representative) has theright to observe the testing and examine therecords of the results. If the exposure levels areabove the limit set by an OSHA standard, theemployer must tell employees what will be doneto reduce the exposure.

During an OSHA inspection, an OSHA industri-al hygienist may conduct exposure tests if healthhazards may be present in the workplace. Theinspector may take samples to measure levels ofdust, noise, fumes, or other hazardous materials.

OSHA will inform the employee or employeerepresentative who participates in the inspectionas to whether the employer is in compliance withOSHA standards. The inspector also will gatherdetailed information about the employer’s effortsto control health hazards, including results of teststhe employer may have conducted.

Right to review injury and illness recordsAn employer with more than 10 employees

must maintain records of all work-related injuriesand illnesses, and the employees or their repre-sentative have the right to review those records.Some industries with very low injury rates areexempt from these recordkeeping requirements.

Worker Rights to PromoteWorkplace Safety

Working cooperatively to reduce hazardsOSHA encourages employers and employees

to work together to reduce hazards. Employees

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should discuss safety and health problems withthe employer, other workers, and, if a labor unionexists, union representatives. The OSHA areaoffice can provide information on OSHA require-ments. If the worksite is in a state with its ownOSHA-approved occupational safety and healthprogram, the state can provide similar informa-tion. (See page 16 for more information aboutstate programs.)

Right to refuse to perform unsafe workAlthough nothing in the OSHA law specifically

gives an employee the right to refuse to performan unsafe or unhealthful job assignment, OSHA’sregulations, which have been upheld by the U.S.Supreme Court, provide that an employee mayrefuse to work when faced with an imminent dan-ger of death or serious injury. The conditions nec-essary to justify a work refusal are very stringent,however, and a work refusal should be taken onlyas a last resort. If time permits, the employeeshould report the unhealthful or unsafe conditionto OSHA or another appropriate regulatoryagency.

Recourse if the employer does notcorrect a hazard

An employee may file a complaint by phone,mail, e-mail, or fax with the nearest OSHA officeand request an inspection if there are unsafe orunhealthful working conditions. When doing so,the employee may request that OSHA not revealhis or her name. If the OSHA area or state officedetermines that there are reasonable grounds forbelieving that a violation or danger exists, theoffice will investigate.

To file a complaint, call (800) 321-OSHA (6742);contact the nearest OSHA regional, areas, stateplan, or consultation office; or file an online com-plaint at www.osha.gov. The teletypewriter (TTY)number is (877) 889-5627.

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Worker Rights Duringthe Inspection Process

Right to representationThe OSH Act gives employees or a workers’

representative the right to accompany an OSHAcompliance officer (also referred to as a compli-ance safety and health officer, CSHO, or inspector)during an inspection. The labor union, if oneexists, or the employees must choose the repre-sentative. Under no circumstances may theemployer choose the workers’ representative.

If more than one union represents the employ-ees, each union may choose a representative.Normally, union representatives will accompanythe inspector in the areas of the facility wheretheir members work. An OSHA inspector mayconduct a comprehensive inspection of the entireworkplace or a partial inspection limited to certainareas or aspects of the operation.

Right to help the compliance officerWorkers have a right to talk privately to the

compliance officer on a confidential basis,whether or not a workers’ representative has beenchosen. Workers are encouraged to� Point out hazards;� Describe accidents or illnesses that resulted

from those hazards;� Discuss past worker complaints about hazards;

and� Inform the inspector if working conditions are

not normal during the inspection.

Rights to information followingthe inspection

At the end of the inspection, the OSHA inspec-tor will meet with the employer and the employeerepresentatives in a closing conference to discusshow any hazards that may have been found willbe abated. If it is not practical to hold a joint con-ference, the compliance officer will hold separate

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conferences. OSHA will provide written sum-maries, on request.

How to challenge the abatement periodWhether or not the employer accepts OSHA’s

findings, the employee (or representative) has theright to contest the time OSHA allows for correct-ing a hazard. This contest must be filed in writingwith the OSHA area director within 15 workingdays after the citation is issued. The OccupationalSafety and Health Review Commission, an inde-pendent agency that is not part of the Departmentof Labor, will decide whether to change the abate-ment period.

Right to information if no inspection isconducted or no citation issued

The OSHA area director evaluates complaintsfrom employees or their representatives anddecides whether they are valid. If the area directordecides not to inspect the workplace, he or shewill send a certified letter to the complainantexplaining the decision and the reasons for it.

OSHA will inform complainants that they havethe right to request further clarification of thedecision from the OSHA area director. If stilldissatisfied, they can appeal to the OSHA regionaladministrator for an informal review. Similarly, inthe event that OSHA decides not to issue a cita-tion after an inspection, employees have a right tofurther clarification from the area director and aninformal review by the regional administrator.

Worker Rights to Protectionfrom Retaliation

Right to confidentialityEmployees who make a complaint to OSHA

about safety and health hazards in their work-places have a right to confidentiality. If the

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employee requests that his or her name not beused, OSHA will not tell the employer who filedthe complaint or requested an inspection.

Whistleblower protectionsEmployees have a right to seek safety and

health on the job without fear of punishment. Thatright is spelled out in Section 11(c) of the OSHAct. The law forbids the employer from punishingor discriminating against employees for exercis-ing such rights as� Complaining to the employer, union, OSHA, orany other government agency about job safetyand health hazards; and� Participating in OSHA inspections, conferences,

hearings, or other OSHA-related activities.

States administering their own occupationalsafety and health programs must have provisionsat least as effective as those in the OSH Act toprotect employees from discharge or discrimina-tion. OSHA, however, retains its whistleblowerprotection authority in all states regardless of theexistence of an OSHA-approved state occupation-al safety and health program.

Workers who believe they have been punishedfor exercising safety and health rights must con-tact the nearest OSHA office within 30 days of thetime they learn of the alleged discrimination. Arepresentative of the employee’s choosing canfile the complaint for the worker. Following a com-plaint, OSHA will contact the complainant andconduct an in-depth interview to determinewhether an investigation is necessary.

If the evidence shows that the employee hasbeen punished for exercising safety and healthrights, OSHA will ask the employer to restore thatworker’s job, earnings, and benefits. If theemployer refuses, OSHA may take the employerto court. In such cases, a Department of Laborattorney will represent the employee to obtainthis relief.

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Additional whistleblower protectionsSince passage of the OSH Act in 1970,

Congress has expanded OSHA’s whistleblowerprotection authority to protect workers from dis-crimination under 13 additional federal statutes.The agency’s investigators receive about 2,000complaints a year from employees who chargetheir employer with retaliation. Complaints mustbe reported to OSHA within set timeframesfollowing the discriminatory action, as prescribedby each law.

These statutes, and the number of daysemployees have to file a complaint, are:� Occupational Safety and Health Act of 1970

(30 days)

Provides discrimination protection for employeeswho exercise a variety of rights guaranteedunder the Act, such as filing a safety and healthcomplaint with OSHA and participating in aninspection.� SurfaceTransportation Assistance Act

(180 days)

Provides discrimination protections for truckdrivers and other employees relating to the safetyof commercial motor vehicles. Coverage includesall buses for hire and freight trucks with a grossvehicle weight greater than 10,001 pounds.� Asbestos Hazard Emergency Response Act

(90 days)

Provides discrimination protection forindividuals who report violations of environmentallaws relating to asbestos in elementary andsecondary school systems, public or private.� International Safety Container Act (60 days)

Provides discrimination protection foremployees who report violations of the Act, whichregulates shipping containers.� Energy Reorganization Act (180 days)

Provides discrimination protection for employees12

of operators and subcontractors of nuclear powerplants licensed by the Nuclear RegulatoryCommission and for employees of contractorsworking under contract with the Department ofEnergy.� CleanAir Act (30 days)

Provides discrimination protection for employeeswho report violations of the Act, which providesfor the development and enforcement of stan-dards regarding air quality and air pollution.� Safe DrinkingWater Act (30 days)

Provides discrimination protection foremployees who report violations of the Act, whichrequires that all drinking water systems in publicbuildings and new construction of all types belead-free.� FederalWater Pollution Control Act (30 days)

Provides discrimination protection for employeeswho report hazardous pollution of waters thatprovide a natural habitant for living things. Alsocalled the Clean Water Act.� Toxic Substances Control Act (30 days)

Provides discrimination protection for employeeswho report violations of regulations involving themanufacture, distribution, and use of certain toxicsubstances.� SolidWaste Disposal Act (30 days)

Provides discrimination protection for employ-ees who exercise certain rights under the Act,which provides assistance for the development offacilities for the recovery of energy and otherresources from discarded materials and regulateshazardous waste management. Also called theResource Conservation and Recovery Act.� Comprehensive Environmental Response,

Compensation, and Liability Act (30 days)

Provides discrimination protection for employeeswho exercise rights under the Act, which providesliability, compensation, cleanup, and emergency

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response for hazardous substances released intothe environment and for the cleanup of inactivehazardous waste disposal sites.� Wendell H. Ford Aviation Investment and

ReformAct for the 21st Century (90 days)

Provides discrimination protection for employ-ees of air carriers, contractors, or subcontractorsof air carriers who raise safety concerns.� Corporate and Criminal FraudAccountability

Act of 2002 (90 days)

Provides discrimination protection for employ-ees of publicly traded companies or brokeragefirms or their contractors, subcontractors, oragents, who report violations of the Act, whichcovers mail, wire, bank, or securities fraud or viola-tions of laws related to fraud against stockholders.� Pipeline Safety Improvement Act of 2002

(180 days)

Provides discrimination protection for employ-ees who report violations of the federal lawregarding pipeline safety and security or whorefuse to violate such provisions.

If you believe that you have been discriminat-ed against, call (800) 321-OSHA (6742) to beconnected to the nearest OSHA office to reportyour complaint.

Worker Rights in State-Plan States

States that assume responsibility for their ownoccupational safety and health programs musthave provisions at least as effective as FederalOSHA’s, including the protection of employeerights.

Any interested person or group, includingemployees, with a complaint concerning theoperation or administration of a state plan maysubmit a complaint to the appropriate OSHA

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regional administrator. (See contact lists at theend of this booklet.) The OSHA regional adminis-trator will investigate the complaints and informthe state and the complainant of these findings.When appropriate, OSHA will recommend correc-tive action.

Worker Responsibilities

Although OSHA does not cite employees forviolations, the OSH Act requires that eachemployee "shall comply with all occupationalsafety and health standards and all rules, regula-tions, and orders issued under the Act" that areapplicable. Each employee should� Read the OSHA poster at the jobsite;� Comply with all applicable OSHA standards;� Follow all lawful employer safety and health

rules and regulations, and wear or useprescribed protective equipment while working;

� Report hazardous conditions to the supervisor;� Report any job-related injury or illness to the

employer, and seek treatment promptly;� Cooperate with the OSHA compliance officer

conducting an inspection if he or she inquiresabout safety and health conditions in the work-place; and

� Exercise rights under the OSH Act in aresponsible manner.

OSHAAssistance

OSHA can provide extensive help through avariety of programs, including technical assistanceabout effective safety and health programs, stateplans, workplace consultations, voluntary protec-tion programs, strategic partnerships, training andeducation, and more. An overall commitment to

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workplace safety and health can add value to yourbusiness, to your workplace and to your life.

Safety and Health ProgramManagement Guidelines

Effective management of worker safety andhealth protection is a decisive factor in reducingthe extent and severity of work-related injuriesand illnesses and their related costs. In fact, aneffective safety and health program forms thebasis of good worker protection and can savetime and money and increase productivity andreduce worker injuries, illnesses and relatedworkers’ compensation costs.

To assist employers and employees in devel-oping effective safety and health programs, OSHApublished recommended Safety and HealthProgram Management Guidelines (54 FederalRegister (16): 3904-3916, January 26, 1989). Thesevoluntary guidelines apply to all places of employ-ment covered by OSHA.

The guidelines identify four general elementscritical to the development of a successful safetyand health management program:� Management leadership and employee

involvement.� Worksite analysis.� Hazard prevention and control.� Safety and health training.

The guidelines recommend specific actions,under each of these general elements, to achievean effective safety and health program. TheFederal Register notice is available online atwww.osha.gov

State ProgramsThe Occupational Safety and Health Act of

1970 (OSH Act) encourages states to develop andoperate their own job safety and health plans.OSHA approves and monitors these plans.Twenty-four states, Puerto Rico and the Virgin

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Islands currently operate approved state plans: 22of these plans cover both private and public (stateand local government) employment; Connecticut,New Jersey, New York and the Virgin Islands coverthe public sector only. States and territories withtheir own OSHA-approved occupational safety andhealth plans must adopt standards identical to, orat least as effective as, the Federal standards.

Consultation ServicesConsultation assistance is available on request

to employers who want help in establishing andmaintaining a safe and healthful workplace.Largely funded by OSHA, the service is providedat no cost to the employer. Primarily developedfor smaller employers with more hazardous oper-ations, the consultation service is delivered bystate governments employing professional safetyand health consultants. Comprehensive assis-tance includes an appraisal of all mechanical sys-tems, work practices and occupational safety andhealth hazards of the workplace and all aspects ofthe employer’s present job safety and health pro-gram. In addition, the service offers assistance toemployers in developing and implementing aneffective safety and health program. No penaltiesare proposed or citations issued for hazards iden-tified by the consultant. OSHA provides consulta-tion assistance to the employer with the assur-ance that his or her name and firm and any infor-mation about the workplace will not be routinelyreported to OSHA enforcement staff.

Under the consultation program, certain ex-emplary employers may request participationin OSHA’s Safety and Health AchievementRecognition Program (SHARP). Eligibility for par-ticipation in SHARP includes receiving a compre-hensive consultation visit, demonstrating exem-plary achievements in workplace safety andhealth by abating all identified hazards and devel-oping an excellent safety and health program.

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Employers accepted into SHARP may receivean exemption from programmed inspections (notcomplaint or accident investigation inspections)for a period of one year. For more informationconcerning consultation assistance, see the OSHAwebsite at www.osha.gov

Voluntary Protection Programs (VPP)Voluntary Protection Programs and on-site

consultation services, when coupled with an effec-tive enforcement program, expand worker protec-tion to help meet the goals of the OSH Act. Thethree levels of VPP are Star, Merit, and StarDemonstration designed to recognize outstand-ing achievements by companies that have suc-cessfully incorporated comprehensive safety andhealth programs into their total managementsystem. The VPPs motivate others to achieveexcellent safety and health results in the sameoutstanding way as they establish a cooperativerelationship between employers, employees andOSHA.

For additional information on VPP and howto apply, contact the OSHA regional offices listedat the end of this publication.

Strategic Partnership ProgramOSHA’s Strategic Partnership Program, the

newest member of OSHA’s cooperative programs,helps encourage, assist and recognize the effortsof partners to eliminate serious workplace hazardsand achieve a high level of worker safety andhealth. Whereas OSHA’s Consultation Programand VPP entail one-on-one relationships betweenOSHA and individual worksites, most strategicpartnerships seek to have a broader impact bybuilding cooperative relationships with groups ofemployers and employees. These partnershipsare voluntary, cooperative relationships betweenOSHA, employers, employee representatives andothers (e.g., trade unions, trade and professionalassociations, universities and other governmentagencies).

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For more information on this and other coop-erative programs, contact your nearest OSHAoffice, or visit OSHA’s website at www.osha.gov

Alliance ProgramThrough the Alliance Program, OSHA works

with groups committed to safety and health,including businesses, trade or professionalorganizations, unions and educational institu-tions, to leverage resources and expertise todevelop compliance assistance tools andresources and share information with employersand employees to help prevent injuries, illness-es and fatalities in the workplace.

Alliance program agreements have beenestablished with a wide variety of industriesincluding meat, apparel, poultry, steel, plastics,maritime, printing, chemical, construction, paperand telecommunications. These agreements areaddressing many safety and health hazards andat-risk audiences, including silica, fall protection,amputations, immigrant workers, youth and smallbusinesses. By meeting the goals of the AllianceProgram agreements (training and education, out-reach and communication, and promoting thenational dialogue on workplace safety and health),OSHA and the Alliance Program participants aredeveloping and disseminating compliance assis-tance information and resources for employersand employees such as electronic assistancetools, fact sheets, toolbox talks, and training pro-grams.

OSHATraining and EducationOSHA area offices offer a variety of informa-

tion services, such as compliance assistance, tech-nical advice, publications, audiovisual aids andspeakers for special engagements. OSHA’sTraining Institute in Arlington Heights, IL, providesbasic and advanced courses in safety and healthfor Federal and state compliance officers, stateconsultants, Federal agency personnel, and pri-

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vate sector employers, employees and their repre-sentatives.

The OSHA Training Institute also has estab-lished OSHA Training Institute EducationCenters to address the increased demand for itscourses from the private sector and from otherfederal agencies. These centers include colleges,universities and nonprofit training organizationsthat have been selected after a competition forparticipation in the program.

OSHA also provides funds to nonprofit organi-zations, through grants, to conduct workplacetraining and education in subjects where OSHAbelieves there is a lack of workplace training.Grants are awarded annually. Grant recipients areexpected to contribute 20 percent of the totalgrant cost.

For more information on grants, training andeducation, contact the OSHA Training Institute,Office of Training and Education, 2020 SouthArlington Heights Road, Arlington Heights, IL60005, (847) 297-4810 or see “Training” onOSHA’s website at www.osha.gov. For furtherinformation on any OSHA program, contact yournearest OSHA area or regional office listed at theend of this publication.

Information Available ElectronicallyOSHA has a variety of materials and tools avail-

able on its website at www.osha.gov. These includeelectronic compliance assistance tools, such asSafety and Health Topics, eTools, Expert Advisors;regulations, directives and publications; videos andother information for employers and employees.OSHA’s software programs and compliance assis-tance tools walk you through challenging safetyand health issues and common problems to findthe best solutions for your workplace.

A wide variety of OSHA materials, includingstandards, interpretations, directives, and more,

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can be purchased on CD-ROM from the U.S.Government Printing Office, Superintendent ofDocuments, phone toll-free (866) 512-1800.

OSHA PublicationsOSHA has an extensive publications program.

For a listing of free or sales items, visit OSHA’swebsite at www.osha.gov or contact the OSHAPublications Office, U.S. Department of Labor, 200Constitution Avenue, NW, N-3101, Washington,DC 20210. Telephone: (202) 693-1888 or fax to(202) 693-2498.

Contacting OSHATo report an emergency, file a complaint or

seek OSHA advice, assistance or products, call(800) 321-OSHA (6742) or contact your nearestOSHA regional or area office listed below. Theteletypewriter (TTY) number is (877) 889-5627.

Written correspondence can be mailed to thenearest OSHA regional or area office listed belowor to OSHA’s national office at: U.S. Departmentof Labor, Occupational Safety and HealthAdministration, 200 Constitution Avenue, N.W.,Washington, DC 20210.

By visiting OSHA’s website at www.osha.gov,you can also:� file a complaint online;� submit general inquires about workplace safety

and health electronically; and� find more information about OSHA and occu-

pational safety and health.

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OSHA Regional Offices

Region I(CT,* ME, MA, NH, RI, VT*)JFK Federal Building, Room E340Boston, MA 02203(617) 565-9860

Region II(NJ,* NY,* PR,* VI*)201 Varick Street, Room 670New York, NY 10014(212) 337-2378

Region III(DE, DC, MD,* PA, VA,* WV)The Curtis Center170 S. Independence Mall WestSuite 740 WestPhiladelphia, PA 19106-3309(215) 861-4900

Region IV(AL, FL, GA, KY,* MS, NC,* SC,* TN*)61 Forsyth Street, SW, Room 6T50Atlanta, GA 30303(404) 562-2300

RegionV(IL, IN,* MI,* MN,* OH, WI)230 South Dearborn StreetRoom 3244Chicago, IL 60604(312) 353-2220

RegionVI(AR, LA, NM,* OK, TX)525 Griffin Street, Room 602Dallas, TX 75202(972) 850-4145

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RegionVII(IA,* KS, MO, NE)Two Pershing Square2300 Main Street, Suite 1010Kansas City, MO 64108(816) 283-8745

RegionVIII(CO, MT, ND, SD, UT,* WY*)1999 Broadway, Suite 1690PO Box 46550Denver, CO 80202-5716(720) 264-6550

Region IX(AZ,* CA,* HI,* NV,* and American Samoa,Guam and the Northern Mariana Islands)90 7th Street, Suite 18-100San Francisco, CA 94103(415) 625-2547

Region X(AK,* ID, OR,* WA*)1111 Third Avenue, Suite 715Seattle, WA 98101-3212(206) 553-5930

*These states and territories operate their own OSHA-approved job safety and health programs and cover stateand local government employees as well as private sectoremployees. The Connecticut, New Jersey, New York andVirgin Islands plans cover public employees only. Stateswith approved programs must have standards that areidentical to, or at least as effective as, the Federal standards.

Note: To get contact information for OSHA area offices,OSHA-approved State Plans, and OSHA ConsultationProjects, please visit us online at www.osha.gov or callus at 1-800-321-OSHA (6742).

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