Violation Detail
Standard Cited: 5A0001 OSH Act General Duty Paragraph
Inspection Nr: 305961013
Citation: 01001
Citation Type: Serious
Abatement Date: 10/31/2003 X
Initial Penalty: $2,125.00
Current Penalty: $2,125.00
Issuance Date: 10/21/2003
Nr Instances: 2
Nr Exposed: 10
Related Event Code (REC):
Gravity: 03
Report ID: 0625700
Contest Date:
Final Order:
Emphasis:
| Type | Latest Event | Event Date | Penalty | Abatement Due Date | Citation Type | Failure to Abate Inspection |
|---|---|---|---|---|---|---|
| Penalty | I: Informal Settlement | 11/13/2003 | $2,125.00 | 10/31/2003 | Serious | |
| Penalty | Z: Issued | 10/21/2003 | $2,125.00 | 10/31/2003 | Serious |
Text For Citation: 01 Item/Group: 001 Hazard: UNAPEQUIP
Section 5(a)(1) of the Occupational Safety and Health Act of 1970: The employer did not furnish to each of his employees a place of employment which was 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 recognized hazard of mechanical lift failure: a) The Powered Industrial Truck manufactured by Moffett and designated as machine number 249 was not maintained in accordance with the manufacturers recommended Maintenance Specifications. For example, the suction filter on the hydraulic circuit was changed once (1 time) in 1900 hours of operation where the manufacturer recommended changes at 100 hours and every 200 hours thereafter - as well as a complete hydraulic oil change (with suction filter changes) every 800 hours. Among other methods, one feasible and acceptable abatement method to correct this hazard is to maintain and inspect all powered industrial trucks in conformance with a scheduled, planned maintenance, lubrication, and inspection system in accordance with the manufacturers recommendations - as required by Paragraph 6.2(a) of the American National Society of Mechanical Engineers (ASME) B56.1-1993, Safety Standard for Low Lift and High Lift Trucks. DISCLAIMERS: 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.
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