Safety Knights

Yes, I have done this before when a previous employer completely refused to address a true life-threatening issue. If it's life-threatening, I'd try to get it fixed internally first, but if they refuse to mitigate the risk and there's a feasible solution, then calling OSHA is an option. If it's a non-life-threatening issue, OSHA can do it, but they'd much rather you address it internally, if possible, so that they can better use their resources.

Just know that typically when you do that, you're going to burn bridges between you and that employer, so make sure you consider and exhaust all other feasible options before calling OSHA.

I’ve luckily never had to do it on my own organization, but as a consultant I’ve done it twice for clients…this is bad for business and is essentially reporting your own employer. One was a truly crazy situation where I was just waiting for someone to fall to their death.

I have come pretty close, never actually pulled the trigger though

I guess I would ask this question, "Who had not at least wondered about it?"

I was fortunate to work for three very good companies that have wonderful safety records, especially to those in their same business. However, their have been times I have really questioned the decision made by "Corporate!" Fortunately for me none of these decisions approached my ethical and moral boundaries. For me it has always been most important to be able to look myself in the mirror every night before bed and go to bed knowing I did the bet I could for my people! For me when it came to that, I would make the call to OSHA in a heartbeat!

Now I work with many smaller companies as a consultant. I have sometimes seen things I have really questioned but so far non have been IDHL situations. In all these circumstances I put my feelings in writing, sign, and submit to my customers. They then can do what they wish but I feel I have done my job. If it was IDLH I am not sure what I would do.

The one I struggle with all the time is Arc Flash Warnings on Electrical Panels. Few of the small manufacturing companies I deal with have this labeling. Few will make the investment in this labeling. I make the case in writing and now have a standard/form letter I give to most customers.

If it came to it, I know what I would do if need be! I kept a couple promises when I first became a manager almost 50 years ago out of Michigan State. Fortunately, I was required to take a class in management ethics just before graduation. I promised then in writing that the people in my "charge" came first and I could look myself in the mirror every night! So far so good!

I think the sad thing is, is the concern for repercussions. If you have done everything you possibly could to rectify the issue and it still isn't being taken seriously, there are big issues. In that sense you are not the only person who can see the issue and you can anonymously file a complaint. It's disheartening to know that some companies just don't care about their employees until it's too late.

Jumping in the conversation a little late; I would advise to follow similar advice that Drew and Tom gave. Work diligently to address this internally, before going to OSHA.

On a sidenote, I’ve had to learn over the years to confront conflict in a way to better understand versus confronting conflict to win.