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Violation Detail

Standard Cited: 5A0001 OSH Act General Duty Paragraph

Inspection Nr: 309082600

Citation: 01001

Citation Type: Serious

Abatement Status: X

Initial Penalty: $750.00

Current Penalty: $450.00

Issuance Date: 02/01/2006

Nr Instances: 2

Nr Exposed: 3

Abatement Date: 02/07/2006

Gravity: 03

Report ID: 0625700

Contest Date:

Final Order:

Related Event Code (REC):

Emphasis:


Penalty and Failure to Abate Event History
Type Latest Event Event Date Penalty Abatement Due Date Citation Type Failure to Abate Inspection
Penalty I: Informal Settlement 02/23/2006 $450.00 02/07/2006 Serious  
Penalty Z: Issued 02/01/2006 $750.00 02/07/2006 Serious  

Text For Citation: 01 Item/Group: 001 Hazard: CRUSHING

Section 5(a)(1) of the Occupational Safety and Health Act of 1970: The employer did not furnish employment and a place of employment which were free from recognized hazards that were causing or likely to cause death or serious physical harm to employees in that employees were exposed to the hazards of being crushed by the #4 Nissan Enduro 50 and the Toyota Model #42- 5FG25 Serial #405FGU2578958 propane forklift trucks in the event of a tip over. a) Warehouses #3, #000 and the yard; Seat belts were not being used by operators of the #4 Nissan Enduro 50 and the Toyota powered industrial trucks being used to load and unload trucks and to transport products between warehouses, thereby exposing operators to the hazards of being crushed by potential roll-over action of the fork truck. b) Warehouses #3, #000 and the yard; The seat belt was broken off on the Toyota powered industrial truck being used to unload trucks and to transport products between warehouses, thereby exposing operators to the hazards of being crushed by potential roll- over action of the fork trucks. Among other methods, one feasible and acceptable method to correct this hazard would be to require that the operators of the powered industrial truck utilize the seat belt and that missing seat belts be replaced. DISCLAIMER 1. You are not limited to the abatement methods suggested above. 2. The methods explained are general and may not be effective in all cases. 3. The employer is responsible for selecting and carrying out an appropriate method of abatement.

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