Violation Detail
Standard Cited: 5A0001 OSH Act General Duty Paragraph
Inspection Nr: 123627440
Citation: 01003
Citation Type: Serious
Abatement Status: X
Initial Penalty: $5,000.00
Current Penalty: $3,000.00
Issuance Date: 08/20/1999
Nr Instances: 1
Nr Exposed: 4
Abatement Date: 08/26/1999
Gravity: 10
Report ID: 0626700
Contest Date:
Final Order:
Related Event Code (REC):
Emphasis:
Type | Latest Event | Event Date | Penalty | Abatement Due Date | Citation Type | Failure to Abate Inspection |
---|---|---|---|---|---|---|
Penalty | I: Informal Settlement | 09/15/1999 | $3,000.00 | 08/26/1999 | Serious | |
Penalty | Z: Issued | 08/20/1999 | $5,000.00 | 08/26/1999 | Serious |
Text For Citation: 01 Item/Group: 003 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: a) being struck by or crushed by falling parts of elevated hoist mechanisms, such as, but not limited to traveling block, hook and drilling line, oil rig pulling line, four parts on Pemco derrick, s/n #1119, model #96-180-C, rig #435. The dead end connection was improperly applied. The dead end hoisting line, pulling line, was secured on a flat steel plate about 4"x 10" x 1", welded to rig substructure in a horizontal position and secured by three wire rope clips, which had been cut into and welded to each side of steel plate to hole pulling line into place. The three wire rope clips were improperly applied and were not re-tightened before tubing was pulled to present end connections from slipping through three wire rope clips. Among other methods, one feasible and acceptable abatement method to correct this hazard is to comply with Wyoming Occupational Health and Safety Rules and Regulations for oil and gas well servicing, April 17, 1975 Chapter VI (Equipment) Section 2(b)(8)(Hoisting Line). Disclaimers: 1. You are not limited to the abated methods suggested above. 2. The methods explained are general and not be effective in all cases. 3. The employer is responsible for selecting and carrying out an appropriate method.