What Does OSHA Have to do Ensure they Meet the Deadlines by the New Administration on Safety in the Workplace on COVID-19

  • Course level: All Levels
  • Duration 1h 20m
  • Last Update October 19, 2021


On his first full day in office, President Joe Biden issued an Executive Order, Protecting Worker Health and Safety, which directs the Occupational Safety and Health Administration (OSHA) to take additional measures related to protecting workers from COVID-19. Referring to the health and safety of workers as a national priority and moral imperative, the Executive Order calls for OSHA to issue revised guidance to employers on workplace safety during the COVID-19 pandemic, consider whether an emergency temporary standard on COVID-19 is necessary, review current OSHA enforcement efforts related to COVID-19, and launch a national program to focus OSHA enforcement efforts related to COVID-19 on violations that put the largest number of workers at serious risk.

The New Administration has directed OSHA to consider and issue any new COVID-19 requirements or standards by March 15, 2021. The New OSHA requested Guidelines have not been submitted on the proposed deadline!

In light of the Executive Order. OSHA has provided some guidance for Employers. employers must be prepared for enhanced federal OSHA enforcement efforts. The national program required by the Executive Order would likely take the form of a National Emphasis Program (NEP), which focuses OSHA’s enforcement resources on particular hazards and high-hazard industries. Additionally, OSHA is expected to issue a COVID-19 emergency temporary standard (ETS) by the March 15 deadline established in the Executive Order.

Any ETS will likely contain many, if not all, of the health and safety measures covered by the revised guidance, including a requirement for employers to develop and implement a COVID-19 prevention program.

This training will focus on what current and proposed requirements will be in place and what the Employer’s requirements are. Additionally, as part of the executive order, the Biden Administration directed OSHA to examine the need for revised or additional workplace safety standards in response to the continuing COVID-19 pandemic. Importantly, the executive order directed OSHA to conduct an independent review and consider the need for a new COVID-19 specific standard.

Following President Biden’s executive order on Protecting Worker Safety—which required OSHA to issue revised guidance to employers on COVID-19—OSHA recently issued its latest guidance,

The guidance emphasizes the use of a COVID-19 prevention program as “the most effective way” to slow the spread of COVID-19 in the workplace and identifies key elements an employer’s program should contain.

Areas Covered in the Session:

  1. What is OSHA and What Employers are Required
  2. OSHA Requirements in 2020 How has it impacted Employers and employees
  3. New Administration Executive Order for OSHA When it comes to COVID-19
  4. OSHA Guidelines for Employers 2021
  5. Why Has OSHA Not Provided the Requested Rules
  6. How does the National Emphasis Program (NEP) differ from the new OSHA Guidance
  7. What must Employers do to Prepare for the New OSHA Guidelines
  8. How can Employers Mitigate OSHA and COVID-19 Requirements
  9. Is Guidance Enforcement
  10. What About State OSHA Requirements
  11. What about Liabilities for Employers
  12. What are the fines and penalties for OSHA
  13. Whistleblower Protections
  14. How to see Safety Committees as an effective OSHA Safety Program

What Will I Learn?

  • Since the Federal Civil Penalties Inflation Adjustment Improvements Act (the “IAIA”) took effect in 2016, OSHA penalties nearly doubled from historical levels, driven mainly by a significant “catch up” increase in the IAIA’s first year to bring historical OSHA penalty amounts in line with modern inflation trends. The federal Occupational Safety and Health Administration (OSHA) has adopted an Updated Interim Enforcement Response Plan for Coronavirus Disease (ERP). Now, as states begin reopening their economies, the revised ERP will “ensure employers are taking action to protect their employees.”
  • Learn how Employers can Increased OSHA Penalties should be communicated to Employers.
  • OSHA’s new COVID-19 guidance coincides with all-time high OSHA penalties.

Topics for this course

1 Lessons1h 20m

You can access all the webinar materials after successful payment

Webinar Link + Transcript

About the instructor

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management. Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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Material Includes

  • PDF
  • Full Webinar Video with unlimited access
  • Transcript


  • Operating System: Windows any version preferably above Windows Vista & Mac any version above OS X 10.6
  • Internet Speed: Preferably above 1 MBPS
  • Headset: Any decent headset and microphone which can be used to talk and hear clearly

Target Audience

  • Healthcare Administrators
  • Hospital and Medical offices
  • Hospital’s Staff
  • All Employers
  • Business Owners
  • Company Leadership
  • Compliance professionals
  • Payroll Administrators
  • HR Professionals
  • Leave Administrators
  • Managers/Supervisors
  • Employers in all industries
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