OSHA Seeks Comments on Whistleblower Guidance

The Occupational Safety and Health Administration (OSHA) is seeking comments on a draft document intended to help employers develop a program to protect employees from retaliation when they raise concerns about workplace conditions or activities that could harm workers or members of the public.

Protecting Whistleblowers: Recommended Practices for Employers for Preventing and Addressing Retaliation will help employers create a non-retaliatory environment in the workplace and will provide practical guidance on protecting whistleblower rights for public, private, and non-profit employers. The document contains sections on how to ensure leadership commitment, foster an anti-retaliation culture, respond to reports of retaliation, conduct anti-retaliation training, and monitor Progress and Program Improvement.

The draft document is based on recommendations of the Whistleblower Protection Advisory Committee in its document, Best Practices for Protecting Whistleblowers and Preventing and Addressing Retaliation.

The Occupational Safety and Health Act prohibits employers from retaliating against employees for exercising their rights under the OSH Act. OSHA also enforces the whistleblower protection provisions of 21 other statutes relating to asbestos in schools, cargo container safety, aviation safety, commercial motor carrier safety, consumer product safety, environmental protection, consumer financial protection, food safety, health insurance reform, motor vehicle safety, nuclear safety, pipeline safety, public transportation safety, railroad safety, maritime safety, and securities laws. For more information, please visit www.whistleblowers.gov.

Comments on the document will be accepted until Jan. 19, 2016, and will be considered by OSHA when preparing the final document for issuance.


To ensure you’re in full compliance with OSHA regulations, get a copy of our Workplace Safety Meeting Manual today. The easy-to-follow guidebook provides both insights in OSHA regulations and training solutions for those same regulations.



NOTE: The details in this blog are provided for informational purposes only. All answers are general in nature and do not constitute legal advice. If legal advice or other expert assistance is required, the services of a competent professional should be sought. The author specifically disclaims any and all liability arising directly or indirectly from the reliance on or use of this blog.
You can follow any responses to this entry through the RSS 2.0 feed. You can skip to the end and leave a response. Pinging is currently not allowed.

Leave a Reply

Your email address will not be published. Required fields are marked *

* Copy This Password *

* Type Or Paste Password Here *

Leave a Reply

XHTML: You can use these tags: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

Comments (required)*