Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22 Page 23 Page 24 Page 25 Page 26 Page 27 Page 28 Page 29 Page 30 Page 31 Page 3220 OCTOBER 2016 • FOGHORN LEGISLATIVEREPORT By Ed Welch, PV A Legislative Director EVERYTHING YOU NEED TO POWER FORWARD Produced by Presented by NOV. 30 - DEC. 2, 2016 NEW ORLEANS Morial Convention Center Halls A, B, C, D, E & F To exhibit contact: Chris Dimmerling cdimmerling@divcom.com Register before the show using promo code: FOGHORN and receive FREE* admission to the exhibit hall and keynotes. workboatshow.com SAVE $50! *Non-Exhibiting Suppliers Fee - $50 Pre-show and Onsite. WF_100050_IWBS16_Ad_half_page.indd 1 8/8/16 3:13 PM OSHA and You Part 2 T he September 2016 issue of FOGHORN addressed in detail how OSHA has no legal jurisdiction to regulate workplace safety on a Coast Guard-inspected passenger vessel and how OSHA personnel have no authority to issue a citation for alleged violations or deficien- cies on an inspected vessel. Of course, OSHA (or its state counterpart) does exercise authority over workplace safety for shoreside employees. In addition, even with respect to vessel employees, employers are obligated to file certain reports to the agency. Recordkeeping and Reporting Rules Despite OSHA’s inability to enforce workplace safety standards on inspected passenger vessels, the agency can (and does) impose a variety of reporting and recordkeeping requirements on passenger vessel operators. Every employer (regardless of size) is required to notify OSHA of a work-related fatality within eight hours, and a work-related in-patient hospitalization, amputation, or loss of an eye within 24 hours. This is to be done by a phone call or via a web portal. This reporting requirement is separate from the related requirement to notify the Coast Guard in the event of a marine casualty. Most employers (even those that operate Coast Guard- inspected passenger vessels), are required to maintain a log documenting serious workplace injuries and illnesses. A key exemption exists for an employer that hires no more than 10 employees at any one time during the previous calendar