In , with funding from the National Science Foundation and the U. In , ATC published the ATC report, Case Studies in Rapid Postearthquake Safety Evaluation of Buildings , which contains 53 in-depth case studies illustrated with photos and describing how buildings are inspected and evaluated for safety. The ATC report has been designed as an instructional guide for rapid evaluation. The forms and placards have been made available here, primarily to facilitate their rapid dissemination in any emergency, but also for instructional purposes.
Turkish language versions are also available. Active Projects Completed Projects. See 18 USC Restriction and Controls. At the commencement of an inspection, the employer may identify areas in the establishment that contain or that might reveal a trade secret. If the CSHO has no clear reason to question such identification, information obtained in such areas, including all negatives, photographs, video recordings, environmental samples, and OSHA documentation forms, shall be labeled: "Confidential — Trade Secret" Under Section 15 of the Act, all information reported to or obtained by CSHOs in connection with any inspection or other activity that contains or that might reveal a trade secret shall be kept confidential.
Such information shall not be disclosed except to other OSHA officials concerned with the enforcement of the Act or, when relevant, in any proceeding under the Act. Title 18 USC provides criminal penalties for Federal employees who disclose such information. Trade secret materials shall not be labeled as "Top Secret," "Secret," or "Confidential," nor shall these security classification designations be used in conjunction with other words unless the trade secrets are also classified by an agency of the U.
Collecting Samples. CSHOs shall determine, early in the inspection, whether sampling such as, but not limited to, air sampling and surface sampling is required by using the information collected during the walkaround and from the pre-inspection review. CSHOs are highly encouraged to conduct self-sampling. Summaries of sampling results shall be provided on request to the appropriate employees including those exposed or likely to be exposed to a hazard , to employer representatives, and to employee representatives.
Photographs and Video Recordings. Photographs that support violations shall be properly labeled, and may be attached to the appropriate Violation Worksheet. CSHOs shall ensure that any photographs relating to confidential trade secret information are identified as such and are kept separate from other evidence. All film and photographs or video recordings shall be retained in the case file.
If lack of storage space does not permit retaining the film, photographs or videotapes with the file, they may be stored elsewhere with a reference to the corresponding inspection.
Video recordings shall be properly labeled. Violations of Other Laws. If a CSHO observes apparent violations of laws enforced by other government agencies, such cases shall be referred to the appropriate agency.
Referrals shall be made using appropriate regional procedures. Interviews of Non-Managerial Employees. A free and open exchange of information between CSHOs and employees is essential to an effective inspection. Interviews provide an opportunity for employees to supply valuable factual information concerning hazardous conditions, including information on how long workplace conditions have existed, the number and extent of employee exposure s to a hazardous condition, and the actions of management regarding correction of a hazardous condition.
Section 8 a 2 of the Act authorizes CSHOs to question any employee privately during regular working hours or at other reasonable times during the course of an OSHA inspection. The purpose of such interviews is to obtain whatever information CSHOs deem necessary or useful in carrying out inspections effectively. The mandate to interview employees in private is OSHA's statutory right. Employee interviews are an effective means to determine if any advance notice of inspection has adversely affected the inspection conditions, as well as to obtain information regarding the employer's knowledge of the workplace conditions or work practices in effect prior to, and at the time of, the inspection.
During interviews with employees, CSHOs should ask about these matters. If an employee refuses to be interviewed, the CSHO shall use professional judgment, in consultation with the Area Director or designee, in determining the need for the employee's statement. Employee Right of Complaint. CSHOs can consult with any employee who desires to discuss a potential violation.
Upon receipt of such information, CSHOs shall investigate the alleged hazard, where possible, and record the findings. Time and Location of Interviews. CSHOs are authorized to conduct interviews during regular working hours and at other reasonable times, and in a reasonable manner at the workplace. Interviews often occur during the walkaround, but can be conducted at any time during an inspection. If necessary, interviews can be conducted at locations other than the workplace. CSHOs should consult with the Area Director if an interview is to be conducted someplace other than the workplace.
CSHOs shall inform employers that interviews of non-managerial employees will be conducted in private. CSHOs are entitled to question such employees in private regardless of employer preference. Interference with a CSHOs ability to conduct private interviews with non-managerial employees includes, but is not limited to, attempts by management officials or representatives to be present during interviews.
Conducting Employee Interviews. General Protocols. At the beginning of the interview CSHOs should identify themselves to the employee by showing their credentials, and provide the employee with a business card. This allows employees to contact CSHOs if they have further information at a later time. CSHOs should explain to employees that the reason for the interview is to gather factual information relevant to a safety and health inspection.
It is not appropriate to assume that employees already know or understand OSHA's purpose. Particular sensitivity is required when interviewing a non-English speaking employee.
In such instances, CSHOs should initially determine whether the employee's comprehension of English is sufficient to permit conducting an effective interview. Every employee should be asked to provide his or her name, home address and phone number. CSHOs should request identification and make clear the reason for asking for this information. In the event that an employee requests that a representative of the union to be present, CSHOs shall make a reasonable effort to honor the request.
An attorney for the employer may claim that individual employees have also authorized the attorney to represent them. Such a situation creates a potential conflict of interest. CSHOs should ask the affected employees whether they have agreed to be represented by the attorney. Interview Statements. Interview statements of employees or other persons shall be obtained whenever CSHOs determine that such statements would be useful in documenting potential violations.
Interviews shall normally be reduced to writing and written in the first person in the language of the individual. Employees shall be encouraged to sign and date their statement. Any changes or corrections to the statement shall be initialed by the individual. Statements shall not otherwise be changed or altered in any manner. Statements shall include the words, "I request that my statement be held confidential to the extent allowed by law" and end with the following; "I have read the above, and it is true to the best of my knowledge.
The statement shall, nevertheless, be read back to the person in an attempt to obtain agreement and then noted in the case file. A transcription of any recorded statement shall be made when necessary to the case.
The Informant Privilege. The informant privilege allows the government to withhold the identity of individuals who provide information about the violation of laws, including OSHA rules and regulations.
CSHOs shall inform employees that their statements will remain confidential to the extent permitted by law.
However, each employee giving a statement should be informed that disclosure of his or her identity may be necessary in connection with enforcement or court actions. The privilege also protects the contents of statements to the extent that disclosure may reveal the witness identity. Where the contents of a statement will not disclose the identity of the informant i. Interviewed employees shall be told that they are under no legal obligation to inform anyone, including employers, that they provided information to OSHA.
Interviewed employees shall also be informed that if they voluntarily disclose such information to others, it may impair the Agency's ability to invoke the privilege. Multi-Employer Worksites. On multi-employer worksites in all industry sectors , more than one employer can be cited for a hazardous condition that violates an OSHA standard.
A two-step process must be followed to determine whether more than one employer is to be cited. Administrative Subpoena. Employer Abatement Assistance. CSHOs shall offer appropriate abatement assistance during the walkaround to explain how workplace hazards might be eliminated. The information shall provide the employee with guidance to develop acceptable abatement methods or to seek appropriate professional assistance.
The issuance of citations shall not be delayed. The employer shall be informed that: The employer is not limited to the abatement methods suggested by OSHA; The methods explained are general and may not be effective in all cases; and The employer is responsible for selecting and carrying out an effective abatement method, and maintaining the appropriate documentation.
Closing Conference. At the conclusion of an inspection, CSHOs shall conduct a closing conference with the employer and the employee representatives, jointly or separately, as circumstances dictate. The closing conference can be conducted on-site or by telephone as CSHOs deem appropriate.
If the employer refuses to allow a closing conference, the circumstances of the refusal shall be documented in OIS and the case shall be processed as if a closing conference had been held.
Discussion Items. CSHOs shall discuss the apparent violations and other pertinent issues found during the inspection and note relevant comments on the Violation Worksheet , including input for establishing correction dates. CSHOs shall then briefly discuss the information in the booklet and answer any questions. All matters discussed during the closing conference shall be documented in the case file, including a note describing printed materials distributed.
CSHOs shall discuss the strengths and weaknesses of the employer's occupational safety and health program and any other applicable programs, and advise the employer of the benefits of an effective program and provide information, such as OSHA's website, describing program elements.
Both the employer and employee representatives shall be advised of their rights to participate in any subsequent conferences, meeting or discussions, and their contest rights. Any unusual circumstances noted during the closing conference shall be documented in the case file.
Since CSHOs may not have all pertinent information at the time of the first closing conference, a second closing conference can be held by telephone or in person.
Such contests must be in writing and must be postmarked within 15 working days after receipt of the citation. Advice to Attendees. The CSHO shall advise those attending the closing conference that a request for an informal conference with the OSHA Area Director is encouraged, as it provides an opportunity to: Resolve disputed citations and penalties without the need for litigation, which can be time-consuming and costly; Obtain a more complete understanding of the specific safety or health standards that apply; Discuss ways to correct the violations; Discuss issues concerning proposed penalties; Discuss proposed abatement dates; Discuss issues regarding employee safety and health practices; and Learn more about other OSHA programs and services available.
If a citation is issued, an informal conference or the request for one does not extend the working-day period during which the employer or employee representatives can contest. Oral disagreement or expression s during an informal conference, of intent to contest a citation, penalty, or abatement date does not replace the requirement that the employer's Notice of Contest be in writing.
Employee representatives have the right to participate in informal conferences or negotiations between the Area Director and the employer in accordance with the guidelines given in Chapter 7, Section II , Informal Conferences. Where appropriate, CSHOs will discuss control methodology with the employer during the closing conference. He retired in as the Detective Squad Commander of the NYPD's Terrorism Interdiction Unit, which he co-founded after as a proactive counter-terrorism investigative unit responsible to aggressively seek out and investigate terrorist cells in New York.
Lou Savelli was chosen as one of the top 10 of NYPD's most effective leaders of all ranks out of nearly 20, qualified supervisors and the first supervisor featured in NYPD's Leadership Training School newsletter because of his innovation and success in the field of leadership.
The most common language encountered, by far, is Spanish. The Pocket Guide to Spanish for Law Enforcement Officers offers the most common conversational and command situations encountered by law enforcement officers and provides an easy to use Spanish translation. This handy pocket-sized reference deals with: traffic stops arrest situations correction situations medical aid travel directions standardized field sobriety test Miranda warnings and more.
So, as a byproduct of our reconnaissance experiences and our earthquake safety advocacy, we teach ATC 20 classes to public and private organizations around the country. We include first-hand photography and videos from real-world earthquakes, use demonstration models to illustrate engineering principles, and make the class as engaging as possible.
Erik is a structural project engineer at Reid Middleton. His structural engineering experience includes the design and analysis of new buildings, seismic upgrades to existing buildings, and waterfront structure projects. He has also had the opportunity to participate in several post-earthquake reconnaissance efforts around the globe.
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