- OSHA Laws & Regulations
- OSH Act of 1970
SEC. 2. Congressional Findings and Purpose
SEC. 4. Applicability of This Act
SEC. 6. Occupational Safety and Health Standards
SEC. 7. Advisory Committees; Administration
SEC. 8. Inspections, Investigations, and Recordkeeping
SEC. 10.
Procedure for Enforcement
SEC. 12. The
Occupational Safety and Health Review Commission
SEC. 13. Procedures to Counteract Imminent Dangers
SEC. 14. Representation in Civil Litigation
SEC. 15. Confidentiality of Trade Secrets
SEC. 16. Variations, Tolerances, and Exemptions
SEC. 18. State
Jurisdiction and State Plans
SEC. 19. Federal Agency Safety Programs and Responsibilities
SEC. 20. Research and Related Activities
SEC. 21. Training and Employee Education
SEC. 22. National Institute for Occupational Safety and Health
SEC. 23. Grants to the States
SEC. 27. National Commission on State Workmen's Compensation Laws
SEC. 28. Economic Assistance to Small Businesses
SEC. 29. Additional Assistant Secretary of Labor
SEC. 30. Additional Positions
SEC. 31. Emergency
Locator Beacons
The Department is dedicated to promoting a workplace that provides equal opportunities for all and is free of discrimination, harassment, and retaliation. To help employees avoid actions and/or statements that can be considered inappropriate, it’s important to fully understand these behaviors:
DiscriminationThe differential treatment of an individual or group of people based on their race, color, national origin, religion, sex (including pregnancy and gender identity), age, marital and parental status, disability, sexual orientation, or genetic information.HarassmentUnwelcome conduct that is based on race, color, religion, sex, national origin, age, disability or genetic information. Harassment becomes unlawful where enduring the offensive conduct becomes a condition of continued employment or the conduct is sufficiently severe or pervasive to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. “Sexual” harassment is a particular type of harassment that includes unwelcome conduct such as sexual advances, requests for sexual favors or dates, remarks about an individual’s appearance, discussions, remarks or jokes of a sexual nature, and/or other verbal or physical harassment of a sexual nature. The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Harassing ConductUnwelcome conduct, verbal or physical, including intimidation, ridicule, insult, comments, or physical conduct, that is based on an individual’s protected status or protected activities under Personnel Bulletin 18-01, when the behavior can reasonably be considered to adversely affect the work environment, or an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct. Protected status is defined as an individual’s race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age, disability, family medical history (including genetic information), status as a parent, marital status, or political affiliation. Protected activity includes reporting harassing conduct, discrimination or retaliation; filing a claim of harassment; providing evidence in any investigation; or intervening to protect others who may have suffered harassing conduct, discrimination or retaliation.
RetaliationTaking an action that might deter a reasonable person from participating in activity protected by antidiscrimination and/or whistleblower laws. Protected activity includes: complaining about discriminatory or harassing behavior; disclosing/reporting violations of law, rule or procedure or fraud, waste or abuse; and participating in discrimination or whistleblower proceedings (such as an investigation or lawsuit). Retaliatory actions are not limited to formal personnel actions such as termination, demotion, non-promotion, or non-selection. Retaliatory actions are broadly defined to harassing behavior, significant changes to job duties or working conditions, and even threats to take personnel actions. Retaliation against employees who engage in protected activities under Personnel Bulletin 18-01 is also prohibited by that policy.