New Guidance Expands OSHA’s Instance-by-Instance Citations

New guidance from OSHA will change the way that citations are issued. Starting March 25, 2023, the new policy will give area administrators and regional directors the ability to issue citations for each instance of a violation. OSHA’s previous enforcement policy allowed several “serious” or “other than serious” violations to be grouped together under a single citation. Let’s review exactly what all of this means for your business.  

How Instance-by-Instance Citations Will Expand 

Certain factors must be taken into consideration when issuing these citations, including: 

  • A willful, repeat, or failure to abate violation has been issued to the organization in the last 5 years. 
  • The organization has failed to report a fatality, inpatient hospitalization, amputation, or loss of an eye as required by 29 CFR 1904.39.  
  • The intended citations are connected to a fatality or catastrophe.  
  • If the intended recordkeeping citation is related to an injury or illness that is the result from a serious hazard.  

Instance-by-instance violations can be issued per machine, location, entry, or employee, or when the violation instances can’t be stopped by a single method. For example, if three different machines were seen to be unguarded and are considered a “serious violation” the area administrator or regional director has the authority to split all three machines into three separate violations with penalty amounts at their discretion. 

As a reminder, maximum penalty amounts by violation type: 

  • Willful or Repeat: $145,027 
  • Serious: $14,502 
  • Other than serious: $14,502 

The scope of this expanded guidance is limited to high-gravity serious violations specific to: 

  • Falls 
  • Trenching 
  • Machine guarding 
  • Respiratory protection 
  • Permit required confined space 
  • Lockout tagout 
  • Other-than-serious violations specific to recordkeeping 

The expansion will generally apply to General Industry, Agriculture, Maritime, and Construction industries, although isn’t limited to them.  

OSHA stated that instance-by-instance citations should be used to deter employers from continued violations of a standard, particularly for repeat offenders and organizations that clearly aren’t committed to protecting their workers from hazards.  

What Should You Do? 

Comply with all OSHA regulations and strive to keep your safety program up-to-date, employees trained, and address hazards and issues as quickly as possible whenever they arise.  

Organizations that have past histories of citations should take particular note of this new guidance and review their program, training, and any other policies and procedures.  

For any organizations not currently using software like KPA EHS or Vera Suite, KPA is here to help. Contact us today. 

Author: Emily Hartman / February 06, 2023

This article and many more resources are available to our clients through the Tedrick Group's Risk Management Center

OSHA Reporting Resources

Reporting season is here, have you posted your OSHA 300A Log? Do you need to electronically file Form 300A to OSHA?  If you have access to our Risk Management Center, be sure to watch this 14-minute video explaining OSHA reporting essentials and how to use Incident Track and the Risk Management Center to fill out your reports. Or be sure to check out this more detailed recorded webinar about OSHA Reporting & You.

If you would like to have access to our Risk Management Center, contact someone at the Tedrick Group for login credentials. The Risk Management Center has many very useful toos that can be available to you at no additional cost.. 

OSHA Reporting – Here’s What You Need To Know To Make Reporting Easy

When someone is killed or seriously injured in the workplace, the incident must be reported to the Occupational Health and Safety Administration.

Most employers know this. And yet OSHA reporting requirements are sometimes ignored as other, more urgent matters take precedence. In the immediate aftermath of a workplace safety or health incident, rarely is anyone’s first thought, “we need to report this to OSHA.” Reporting, along with recordkeeping, can seem like an unimportant step or unnecessary paperwork—and get delayed or overlooked entirely as a result.

This is a grievous and costly mistake. If you don’t record and report incidents to OSHA on time, you could face significant expenses and penalties. The minimum fine for a single late or missing report is $5,000.

Moreover, if you neglect your OSHA reporting and recordkeeping duties, you put your workforce and bottom line at risk. Reporting to OSHA keeps your organization in compliance and gives you the information and visibility you need to improve workplace safety and minimize incidents.

Here’s what you need to know about OSHA reporting and OSHA recordkeeping: including what needs to be reported, the difference between OSHA reportable and OSHA recordable, exemptions from reporting and recordkeeping, and more.


Read up on all of the deadlines and best practices in the
OSHA Reporting Resource Hub

What Are OSHA’s Reporting Requirements?

Employers with more than ten employees in most industries are required to keep records of occupational injuries and illnesses at their establishments. These records include…

  • OSHA 300: Log of work-related injuries and illnesses
  • OSHA 300A: Summary of work-related injuries and illnesses
  • OSHA 301: Injury and illness incident report

The OSHA electronic reporting rule

OSHA’s reporting requirements have recently changed and now entail electronic reporting. Establishments with 250 or more employees that are currently required to keep OSHA injury and illness records, as well as establishments with 20–249 employees that are classified in certain industries with historically high rates of occupational injuries and illnesses, must electronically submit some information on an annual basis to OSHA. Moreover, organizations in regulated industries must submit 300A forms through OSHA’s Injury Tracking Application.

OSHA Reporting – Key Dates:

February 1: Workplace Posting Deadline

According to OSHA, “Each February through April, employers must post a summary of the injuries and illnesses recorded the previous year. Also, if requested, copies of the records must be provided to current and former employees, or their representatives. It must be posted in a location that is clearly visible to all employees and new applicants, and it must be kept posted until April 30. In addition, employees have the right to request a copy of the records at any time.”

March 2: Form 300A Data Electronic Submission Deadline

Submitted through the Injury Tracking Application. You don’t have to wait until the 2nd to submit your data. Collection begins on January 2nd.

Have more questions? We’ve got lots of answers…

What Is An OSHA Recordable Incident? And How Do You Report Them To OSHA?
What Are The Different OSHA Reporting Forms And What Are They Used For?
When Should I Report To OSHA?
Why Keep Workplace Injury Records?

Don’t let OSHA recordkeeping requirements take more time and energy than necessary.

KPA makes OSHA electronic reporting—and all elements of OSHA compliance and workforce health and safety—as easy as possible. Complete and file OSHA Forms 301, 300, and 300A quickly and accurately with KPA EHS Software.

Learn how we can save you time and money. Take a Test Drive >>

Wistia video thumbnail

Written by Toby Graham/January 04, 2023 Access the original article here.

Wishing you a Happy and Joyful New Year

In honor of the New Year, the Tedrick Group will be closed Monday. January 2, 2023  and will reopen at 8am on Tuesday, January 3, 2022.  

We wish you all a safe and Happy New Year!

5 Ways to Spot a Phishing Email

A phishing attack is a form of social engineering by which cyber criminals attempt to trick individuals by creating and sending fake emails that appear to be from an authentic source, such as a business or colleague. The email might ask you to confirm personal account information such as a password or prompt you to open a malicious attachment that infects your computer with a virus or malware.

Phishing emails are one of the most common online threats, so it is important to be aware of the tell-tale signs and know what to do when you encounter them. Here are five ways to spot phishing attacks.

  1. The email asks you to confirm personal information

Often an email will arrive in your inbox that looks very authentic. Whether this email matches the style used by your company or that of an external business such as a bank, hackers can go to painstaking lengths to ensure that it imitates the real thing. However, when this authentic-looking email makes requests that you wouldn’t normally expect, it’s often a strong giveaway that it’s not from a trusted source after all.

Keep an eye out for emails requesting you to confirm personal information that you would never usually provide, such as banking details or login credentials. Do not reply or click any links and if you think there’s a possibility that the email is genuine, you should search online and contact the organization directly  – do not use any communication method provided in the email.

  1. The web and email addresses do not look genuine

It is often the case that a phishing email will come from an address that appears to be genuine. Criminals aim to trick recipients by including the name of a legitimate company within the structure of email and web addresses. If you only glance at these details they can look very real but if you take a moment to actually examine the email address you may find that it’s a bogus variation intended to appear authentic ‒ for example: as opposed to

Malicious links can also be concealed with the body of email text, often alongside genuine ones.  Before clicking on links, hover over and inspect each one first.

  1. It’s poorly written

It is amazing how often you can spot a phishing email simply by the poor language used in the body of the message. Read the email and check for spelling and grammatical mistakes, as well as strange turns of phrase. Emails from legitimate companies will have been constructed by professional writers and exhaustively checked for spelling, grammar and legality errors. If you have received an unexpected email from a company, and it is riddled with mistakes, this can be a strong indicator it is actually a phish.

Interestingly, there is even the suggestion that scam emails are deliberately poorly written to ensure that they only trick the most gullible targets.

  1. There’s a suspicious attachment

Alarm bells should be ringing if you receive an email from a company out of the blue that contains an attachment, especially if it relates to something unexpected. The attachment could contain a malicious URL or trojan, leading to the installation of a virus or malware on your PC or network. Even if you think an attachment is genuine, it’s good practice to always scan it first using antivirus software.

  1. The message is designed to make you panic

It is common for phishing emails to instill panic in the recipient. The email may claim that your account may have been compromised and the only way to verify it is to enter your login details. Alternatively, the email might state that your account will be closed if you do not act immediately. Ensure that you take the time to really think about whether an email is asking something reasonable of you. If you’re unsure, contact the company through other methods.

Ultimately, being cautious with emails can’t hurt. Always remember this tip-

When in doubt, throw it out: Links in emails, social media posts and online advertising are often how cybercriminals try to steal your personal information. Even if you know the source, if something looks suspicious, delete it.


Author Bio

Mike James is a Brighton based writer and cybersecurity professional who specializes in penetration testing, ethical hacking and other cybersecurity issues facing businesses of all sizes

To see the original article, click here.

Tedrick Group Recognized for Solar Installation

FROM LEFT, Andrew Verderber of Springfield Electric; Gener Eyre of Springfield Electric; Roger Tedrick, owner of the Tedrick Group; Chad Brandon, President and Certified Risk Architect of the Tedrick Group; Pam Allen, president of Clinton Electric and Owen Allen, vice president of Clinton Electric.

A ceremony was held Wednesday, February 27, 2019 to recognize the Tedrick Group for being the first commercial solar array system installed within the city.

Pam Allen, president of Clinton Electric based in Ina, said that February 4th was the date where the system got energized at the Tedrick Group.
"We are really recognizing two things today: the solar array being energized and the fact that the Tedrick Group is the first commercial solar array in the city of Mt. Vernon," Allen said, "That is really no surprise to me at all.  We are a customer of theirs and we have been with them for many years for our insurance."

Roger Tedrick, owner of the Tedrick Group, discussed the decision to have the solar array installed.
"We like to be on the cutting edge and the first one in the community to have solar on our building," Tedrick said.  "We think it is the right thing to do.  When we first approached it with Clinton Electric, we had that discussion and cost was a factor of course, there are tax credits."
"It's still a leap of faith.  You still have to feel like it is the right thing to do," Tedrick said.  "I hope it is a catalyst for other people to look into it and go down this path."

The total cost of the system was $70,369, with some tax credits helping to offset the cost.

Darren Volle, energy team leader of Springfield Electric, which has a branch office in Mt. Vernon, discussed their involvement with this project.
"Springfield Electric is a distributor of electrical equipment. We have a team that Andrew [Verderber] is a part of and he designed and engineered it," Velle said.  "That team goes around and puts together all of the bills and materials, the design of the system, consults with structural engineer on the roof to make sure it is structurally sound to hold the array.
"Then we go in and we apply for all the rebates, speak with the customer about the tax credits, what the payback is going to be," Volle said.  "That is what our team focuses on for the solar.  Then we partner with Clinton Electric, who does all the installation and who has the relationships with the customers."

The new system will require minimal maintenance, as Verderber shared some of the specifications of the panels that were installed on the roof of the Tedrick Group Building.  The size of their solar array is a 22.7-kilowatt system.
“They are 360-watt panels and there are 63 of them,” Verderber said.  “They are American made from Mission Solar out of Texas. So that was something that Tedrick and Clinton really liked about that panel, just the American made aspect.”

Allen commented on Clinton Electric’s relationship with the Tedrick Group.
“They are a leader in the insurance industry,” Allen said.  “They are on the cutting edge of what is going on in the insurance world.  They are a leader. They are not catching up, they are leading the way and it is not surprising that they are doing that with the solar array as well.”

Allen gave her reaction to Clinton Electric being the installer for the system for the Tedrick Group.
“We are really proud that we got to be the installer on their solar array, and as soon as we get some nice weather it will really start producing energy,” Allen said. “You will have about 62 percent of your energy needs supplied by this array.  That is the estimate with the type of system that was put in.  Over 25 to 30 years, the projection is that you will save a little over $100,000 on your electric bills.”

A plaque was presented to the Tedrick Group recognizing them for being the first commercial system array in the city, along with the date the system was energized.

Written by Josh Jones, Sentinel News Staff and published in the February 28, 2019 edition of the Mt. Vernon Sentinel

The Tedrick Group Celebrates Lisa Champlin and her 20 Years of Service

The Tedrick Group office was closed October 1st from 12:00PM to 1:30PM in order to honor Lisa Kay Champlin and her 20 year anniversary with the Tedrick Group with a staff luncheon.  Congratulations and Thank You to Lisa for her long time of service!

Information regarding new law impacting Illinois Employers

New Law Prohibits Employers from Asking for Wage History
Pursuant to Public Act 101-0177 the Illinois Equal Pay Act now bans employers and employment agencies from asking about applicants’ past wage and compensation histories. This law takes effect on September 29, 2019. Employers can be penalized for asking the applicant or the applicant’s current or former employers for wage or salary history. If they have not yet done so, employers should review their employment applications to make sure they do not ask for salary and wage history. They should also train those involved in hiring on the new law. For more information you may contact the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365.

Frequently Asked Questions on Wage History Ban

  1. Can employers ask for salary history or use salary history when determining whether to offer a job or when determining how much to pay the job applicant?
    No. It is unlawful for an employer to request or require a wage or salary history from a job applicant as a condition of being considered for employment or as a condition of employment.
  2. Can employers ask about employment benefits that have been provided in the past to a job applicant during the application process?
     No. It is also unlawful for an employer to request or require a job applicant to disclose benefits or other compensation received at any current or former employer as a condition of being considered for employment or as a condition of employment.
  3. Who is covered by the law?
    Illinois job applicants. This includes applicants to part-time and full-time positions, temporary or permanent, whether hourly or salary. The law however does not cover independent contractors.
  4. Can employers use recruiters to determine applicants' salary histories?
    No. Recruiters, employment agencies, staffing agency or any other agent of an employer may not screen applicants based on their current or prior wages or salary histories, benefits or other compensation.
  5. Can an employer ask a current or former employer of the job applicant for the applicant’s wage history?
    No. It is unlawful for an employer or their agent to ask for a wage or salary history, benefits or other compensation from an applicant’s employer or former employers when conducting verification or reference checks.
  6. What if the employee already works for the company where he or she is applying?
    The prohibition does not apply if a job applicant’s salary history is a matter of public record or if the applicant is a current employee applying with the same employer.
  7. Can an employer prohibit employees from discussing their salaries?
    No. An employer cannot prohibit its employees from disclosing their own salaries, benefits or other compensation to other individuals.
  8. Can job applicants volunteer salary history information?
     Yes. Applicants may voluntarily disclose their prior wage or salary history including benefits or other compensation. The employer shall not consider or rely on the voluntary disclosures as a factor in determining whether to offer a job applicant employment, in making an offer of compensation, or determining future wages, salary or benefits.
  9. Can employers provide a salary range to an applicant or discuss with an applicant their salary and benefits expectations?
    Yes. An employer can provide information about the wages, benefits, compensation, or salary offered in relation to a position. The employer can also engage in discussions with an applicant about the applicant’s expectations with respect to wage or salary or benefits.
  10. Who do I contact if I have questions about the new law?
    You should call the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365


The Tedrick Group Celebrates Cheryl Kwiatkowski and her 20 Years of Service

The Tedrick Group office was closed February 28 from 11:30AM to 1:30PM in order to honor Cheryl Kwiatkowski and her 20 year anniversary with the Tedrick Group with a staff luncheon.  Congratulations and Thank You to Cheryl for her long time service!