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January 2022 Federal HR Updates

25 Jan

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2022 OSHA Penalty Amounts

What happened?
The Department of Labor (DOL) has released its 2022 inflation-adjusted civil monetary penalties that may be assessed on employers for violations of a wide range of federal laws, including the Occupational Safety and Health Act (OSH Act). The increased amounts apply to civil penalties that are assessed on or after January 15, 2022.

What are the details?

Violation Type20212022
Posting requirementUp to $13,653 for each violationUp to $14,502 for each violation
Other-than-serious violationUp to $13,653 for each violationUp to $14,502 for each violation
Serious violationUp to $13,653 for each violationUp to $14,502 for each violation
Willful violationBetween $9,753 and $136,532 per violationBetween $10,360 and $145,027 per violation
Uncorrected violationUp to $13,563 per day until the violation is correctedUp to $14,502 per day until the violation is corrected

What do employers need to do?
Employers should become familiar with the new penalty amounts and review their safety protocols to ensure compliance.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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