cvapackage
New Member
Posted in our building here in Virginia about COVID-19 they made them post this by law for everyone to see!!
Central Virginia covid-19 OSHA Violation
- Thread starter cvapackage
- Start date
Posted in our building here in Virginia about COVID-19 they made them post this by law for everyone to see!!
ManInBrown
Well-Known Member
So did they get fined?
Ghost in the Darkness
Well-Known Member
Management here were shiite cover drivers.... they could barely do union work when they were hourly. They finally found a place to hide... they whine and cry about chasing misloads let alone training new cover drivers on routes cuz they don't know them either.
During my annual safety ride last year, sup wouldn't even get out of the truck when it rained.
35years
Gravy route
From OSHA:
Enforcement Guidance for Recording Cases of Coronavirus Disease 2019 (COVID-19) | Occupational Safety and Health Administration
April 10, 2020
FOR:
REGIONAL ADMINISTRATORS
STATE DESIGNEES
THROUGH:
AMANDA EDENS
Deputy Assistant Secretary
FROM:
LEE ANNE JILLINGS, Acting Director
Directorate of Technical Support and Emergency Management
PATRICK J. KAPUST, Acting Director
Directorate of Enforcement Programs
SUBJECT:
Enforcement Guidance for Recording Cases of Coronavirus Disease 2019 (COVID-19)
This memorandum provides interim guidance to Compliance Safety and Health Officers (CSHOs) for enforcing the requirements of 29 CFR Part 1904 with respect to the recording of occupational illnesses, specifically cases of Coronavirus Disease 2019 (COVID-19). This memorandum will take effect immediately and remain in effect until further notice. This guidance is intended to be time-limited to the current public health crisis. Please frequently check OSHA’s webpage at www.osha.gov/coronavirus for updates.
Under OSHA’s recordkeeping requirements, COVID-19 is a recordable illness, and employers are responsible for recording cases of COVID-19, if: (1) the case is a confirmed case of COVID-19, as defined by Centers for Disease Control and Prevention (CDC);[1] (2) the case is work-related as defined by 29 CFR § 1904.5;[2] and (3) the case involves one or more of the general recording criteria set forth in 29 CFR § 1904.7.[3] On March 11, the World Health Organization (WHO) declared COVID-19 a global pandemic, and the extent of transmission is a rapidly evolving issue.
In areas where there is ongoing community transmission, employers other than those in the healthcare industry, emergency response organizations (e.g., emergency medical, firefighting, and law enforcement services), and correctional institutions may have difficulty making determinations about whether workers who contracted COVID-19 did so due to exposures at work. In light of those difficulties, OSHA is exercising its enforcement discretion in order to provide certainty to the regulated community.
Employers of workers in the healthcare industry, emergency response organizations (e.g., emergency medical, firefighting, and law enforcement services), and correctional institutions must continue to make work-relatedness determinations pursuant to 29 CFR § 1904. Until further notice, however, OSHA will not enforce 29 CFR § 1904 to require other employers to make the same work-relatedness determinations, except where:
CSHOs will generally refer to CPL 02-00-135, Recordkeeping Policies and Procedures Manual (Dec. 30, 2004) and CPL 02-00-163, Field Operations Manual (FOM) (Sept. 13, 2019), Chapters 3 and 6, as applicable.[4],5] The following additional specific enforcement guidance is provided for CSHOs:
COVID-19 is a respiratory illness and should be coded as such on the OSHA Form 300. Because this is an illness, if an employee voluntarily requests that his or her name not be entered on the log, the employer must comply as specified under 29 CFR § 1904.29(b)(7)(vi).
If you have any questions regarding this policy, please contact Elizabeth Grossman, Director of the Office of Statistical Analysis, at (202) 693-2225.
[1] A confirmed case of COVID-19 means an individual with at least one respiratory specimen that tested positive for SARS-CoV-2, the virus that causes COVID-19. See www.cdc.gov/coronavirus/2019-ncov/php/reporting-pui.html. Back to Text
[2] Under 29 CFR § 1904.5, an employer must consider an injury or illness to be work-related if an event or exposure in the work environment (as defined by 29 CFR § 1904.5(b)(1)) 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 29 CFR § 1904.5(b)(2) specifically applies. See www.osha.gov/laws-regs/regulations/standardnumber/1904/1904.5. Back to Text
[3] Under 29 CFR § 1904.7, an employer must consider an injury or illness to meet the general recording criteria, and therefore to be recordable, 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. An employer 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, even if it does not result in death, days away from work, restricted work or job transfer, medical treatment beyond first aid, or loss of consciousness. See www.osha.gov/laws-regs/regulations/standardnumber/1904/1904.7. Back to Text
[4] www.osha.gov/enforcement/directives/cpl-02-00-135. Back to Text
[5] www.osha.gov/enforcement/directives/cpl-02-00-163. Back to Text
Enforcement Guidance for Recording Cases of Coronavirus Disease 2019 (COVID-19) | Occupational Safety and Health Administration
April 10, 2020
FOR:
REGIONAL ADMINISTRATORS
STATE DESIGNEES
THROUGH:
AMANDA EDENS
Deputy Assistant Secretary
FROM:
LEE ANNE JILLINGS, Acting Director
Directorate of Technical Support and Emergency Management
PATRICK J. KAPUST, Acting Director
Directorate of Enforcement Programs
SUBJECT:
Enforcement Guidance for Recording Cases of Coronavirus Disease 2019 (COVID-19)
This memorandum provides interim guidance to Compliance Safety and Health Officers (CSHOs) for enforcing the requirements of 29 CFR Part 1904 with respect to the recording of occupational illnesses, specifically cases of Coronavirus Disease 2019 (COVID-19). This memorandum will take effect immediately and remain in effect until further notice. This guidance is intended to be time-limited to the current public health crisis. Please frequently check OSHA’s webpage at www.osha.gov/coronavirus for updates.
Under OSHA’s recordkeeping requirements, COVID-19 is a recordable illness, and employers are responsible for recording cases of COVID-19, if: (1) the case is a confirmed case of COVID-19, as defined by Centers for Disease Control and Prevention (CDC);[1] (2) the case is work-related as defined by 29 CFR § 1904.5;[2] and (3) the case involves one or more of the general recording criteria set forth in 29 CFR § 1904.7.[3] On March 11, the World Health Organization (WHO) declared COVID-19 a global pandemic, and the extent of transmission is a rapidly evolving issue.
In areas where there is ongoing community transmission, employers other than those in the healthcare industry, emergency response organizations (e.g., emergency medical, firefighting, and law enforcement services), and correctional institutions may have difficulty making determinations about whether workers who contracted COVID-19 did so due to exposures at work. In light of those difficulties, OSHA is exercising its enforcement discretion in order to provide certainty to the regulated community.
Employers of workers in the healthcare industry, emergency response organizations (e.g., emergency medical, firefighting, and law enforcement services), and correctional institutions must continue to make work-relatedness determinations pursuant to 29 CFR § 1904. Until further notice, however, OSHA will not enforce 29 CFR § 1904 to require other employers to make the same work-relatedness determinations, except where:
- There is objective evidence that a COVID-19 case may be work-related. This could include, for example, a number of cases developing among workers who work closely together without an alternative explanation; and
- The evidence was reasonably available to the employer. For purposes of this memorandum, examples of reasonably available evidence include information given to the employer by employees, as well as information that an employer learns regarding its employees’ health and safety in the ordinary course of managing its business and employees.
CSHOs will generally refer to CPL 02-00-135, Recordkeeping Policies and Procedures Manual (Dec. 30, 2004) and CPL 02-00-163, Field Operations Manual (FOM) (Sept. 13, 2019), Chapters 3 and 6, as applicable.[4],5] The following additional specific enforcement guidance is provided for CSHOs:
COVID-19 is a respiratory illness and should be coded as such on the OSHA Form 300. Because this is an illness, if an employee voluntarily requests that his or her name not be entered on the log, the employer must comply as specified under 29 CFR § 1904.29(b)(7)(vi).
If you have any questions regarding this policy, please contact Elizabeth Grossman, Director of the Office of Statistical Analysis, at (202) 693-2225.
[1] A confirmed case of COVID-19 means an individual with at least one respiratory specimen that tested positive for SARS-CoV-2, the virus that causes COVID-19. See www.cdc.gov/coronavirus/2019-ncov/php/reporting-pui.html. Back to Text
[2] Under 29 CFR § 1904.5, an employer must consider an injury or illness to be work-related if an event or exposure in the work environment (as defined by 29 CFR § 1904.5(b)(1)) 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 29 CFR § 1904.5(b)(2) specifically applies. See www.osha.gov/laws-regs/regulations/standardnumber/1904/1904.5. Back to Text
[3] Under 29 CFR § 1904.7, an employer must consider an injury or illness to meet the general recording criteria, and therefore to be recordable, 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. An employer 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, even if it does not result in death, days away from work, restricted work or job transfer, medical treatment beyond first aid, or loss of consciousness. See www.osha.gov/laws-regs/regulations/standardnumber/1904/1904.7. Back to Text
[4] www.osha.gov/enforcement/directives/cpl-02-00-135. Back to Text
[5] www.osha.gov/enforcement/directives/cpl-02-00-163. Back to Text
35years
Gravy route
In addition to the UPS/Teamsters agreement...
Federal Families First Coronavirus Response Act (FFCRA)
The FFCRA requires certain employers to provide employees with expanded family and medical leave for specified reasons related to COVID-19. The expanded family and medical leave provisions of the FFCRA apply to certain public employers and to private employers with fewer than 500 employees. Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern. Generally, the FFCRA provides that employees of covered employers are eligible for: • two weeks (up to 80 hours) of paid leave at the employee’s regular rate of pay (up to $511 a day and $5,110 in the aggregate), where the employee is unable to work because the employee is quarantined (pursuant to federal, state or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or • two weeks (up to 80 hours) of paid leave at two-thirds the employee’s regular rate of pay (up to $200 a day and $2,000 in the aggregate), where the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to federal, state or local government order or advice of a health care provider) or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19; and • up to an additional 10 weeks of expanded family and medical leave at two-thirds the employee’s regular rate of pay (up to $200 a day and $12,000 in the aggregate), where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19. Call the U.S. Department of Labor, Wage and Hour Division, at 866-487-9243 with questions or visit www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave#_ftn3.
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So if your kid's school is closed, you may be entitled to take up 12 weeks at 2/3 pay up to $2,000 a week.
Federal Families First Coronavirus Response Act (FFCRA)
The FFCRA requires certain employers to provide employees with expanded family and medical leave for specified reasons related to COVID-19. The expanded family and medical leave provisions of the FFCRA apply to certain public employers and to private employers with fewer than 500 employees. Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern. Generally, the FFCRA provides that employees of covered employers are eligible for: • two weeks (up to 80 hours) of paid leave at the employee’s regular rate of pay (up to $511 a day and $5,110 in the aggregate), where the employee is unable to work because the employee is quarantined (pursuant to federal, state or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or • two weeks (up to 80 hours) of paid leave at two-thirds the employee’s regular rate of pay (up to $200 a day and $2,000 in the aggregate), where the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to federal, state or local government order or advice of a health care provider) or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19; and • up to an additional 10 weeks of expanded family and medical leave at two-thirds the employee’s regular rate of pay (up to $200 a day and $12,000 in the aggregate), where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19. Call the U.S. Department of Labor, Wage and Hour Division, at 866-487-9243 with questions or visit www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave#_ftn3.
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So if your kid's school is closed, you may be entitled to take up 12 weeks at 2/3 pay up to $2,000 a week.
MyTripisCut
Never bought my own handtruck
Not if you work at UPS. I underlined the reason why.
Heavy Package
Well-Known Member
My hub is as clean as a bathroom at O'Hare airport during Thanksgiving rush. It is pathetic.
Wally
BrownCafe Innovator & King of Puns
Warehouse?Our center has bathroom checklists they mark off and our supervisor's and management clean them.
That's about the only thing they do.
Other than that some dude/woman is paid to come in and empty the trash and clean the warehouse twice a day.
UpstateNYUPSer(Ret)
Well-Known Member
Wherehouse? Therehouse.
burrheadd
KING Of GIFS
Why are supes chasing misloads?
Fido
Don’t worry he’s friendly
Warehouse
Wally
BrownCafe Innovator & King of Puns
Been at UPS long?
Fido
Don’t worry he’s friendly
Long enough
Maple Grove MN Driver
Cocaine Mang!
hellfire
no one considers UPS people."real" Teamsters.-BUG
How did that we are gonna pick up covid home tests work out?
Wally
BrownCafe Innovator & King of Puns
Not too sure... You made need more experience in the warehouse.
