Powered by GoogleTranslate

Violation Detail

Standard Cited: 19260501 B13 Duty to have fall protection.

Inspection Nr: 1557525.015

Citation: 02001

Citation Type: Willful

Abatement Status: Abatement Completed

Initial Penalty: $145,027.00

Current Penalty: $25,000.00

Issuance Date: 04/11/2022

Nr Instances: 1

Nr Exposed: 6

Abatement Date: 12/05/2022

Gravity: 10

Report ID: 0111100

Contest Date: 04/27/2022

Final Order: 11/23/2022

Related Event Code (REC): R

Emphasis:


Penalty and Failure to Abate Event History
Type Latest Event Event Date Penalty Abatement Due Date Citation Type Failure to Abate Inspection
Penalty F: Formal Settlement 11/23/2022 $25,000.00 12/05/2022 Willful  
Penalty C: Contested 05/02/2022 $145,027.00 04/19/2022 Willful  
Penalty Z: Issued 04/11/2022 $145,027.00 04/19/2022 Willful  

Text For Citation: 02 Item/Group: 001 Hazard:

29 CFR 1926.501(b)(13): The employer does not ensure that each employee(s) engaged in residential construction activities 6 feet (1.8 m) or more above lower levels are protected by guardrail systems, safety net systems, or personal fall arrest system, nor were employee(s) provided with an alternative fall protection measure under another provision of paragraph 1926.501 (b): Oak Knoll Village Condos - Employees engaged in residential construction activities more than 6 feet above the ground are not protected from falling. The employer fails to assure effective protections against falls as required by the standard, as demonstrated on October 14, 2021, when employees were performing roofing activities on the roof of buildings 5 & 6. To abate this violation, the employer must ensure that all employees use complete personal fall arrest, guardrail, or safety net systems when an employee works 6 feet or more above a lower level. Pursuant to 29 CFR 1903.19, the employer must submit documents describing the steps it is taking to ensure compliance, including an explanation of how these steps protect employees from fall hazards.

Thank You for Visiting Our Website

You are exiting the Department of Labor's Web server.

The Department of Labor does not endorse, takes no responsibility for, and exercises no control over the linked organization or its views, or contents, nor does it vouch for the accuracy or accessibility of the information contained on the destination server. The Department of Labor also cannot authorize the use of copyrighted materials contained in linked Web sites. Users must request such authorization from the sponsor of the linked Web site. Thank you for visiting our site. Please click the button below to continue.

Close