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The U.S. Occupational Safety and Health Administration has issued recommended practices to guard against retaliation against employees reporting workplace safety concerns.
The document, published on Friday, outlines five key elements of an effective anti-retaliation program: management leadership, commitment and accountability; a system for listening to and resolving employees’ safety and compliance concerns; a system for receiving and responding to reports of retaliation; anti-retaliation training for employees and managers; and program oversight.
“These recommended practices will provide companies with the tools to create a robust anti-retaliation program,” Jordan Barab, acting assistant secretary of labor for occupational safety and health, said in a statement. “In the long run, it's good for workers and good for business.”
The recommendations are intended to apply to all public- and private-sector employers covered by the 22 whistleblower statutes that OSHA enforces, but employers may adjust the recommendations based on factors such as the number of employees, the makeup of the workforce and the type of work performed.
The recommendations are advisory only and do not interpret or create any legal obligations or alter existing obligations under OSHA standards or regulations, according to the agency.
A federal appeals court has reinstated charges that an Ohio hospital interfered with a nurse’s Family and Medical Leave Act rights and subjected him to retaliation.