OSHA regulations explained: what every employer must know

Last updated 2026-07-09

What are OSHA regulations and who has to follow them?

OSHA regulations are legally binding workplace safety and health standards published in Title 29 of the Code of Federal Regulations. They tell employers what hazards to control, what equipment to provide, what training to give, and what records to keep. The agency was created by the Occupational Safety and Health Act of 1970, which Congress passed after decades of workplace deaths with no federal enforcement mechanism ^[1].

Coverage is broad. The OSH Act applies to all private-sector employers and their workers in the 50 states, the District of Columbia, and most U.S. territories ^[2]. Self-employed workers with no employees are exempt. So are family farms that employ only immediate family members. Federal agency workers are covered under a parallel executive order rather than the Act itself, and most public-sector workers are covered only if their state runs an approved state plan.

Small businesses get no size exemption from the regulations themselves. A ten-person machine shop faces the same lockout/tagout requirements as a thousand-person manufacturer. The only formal small-business carve-out is in recordkeeping: employers with ten or fewer employees in low-hazard industries are partially exempt from keeping OSHA 300 injury logs, though they must still report severe injuries ^[3].

If you want more background on what OSHA stands for and how the agency is structured, that's a good starting point before working through the standards themselves.

How are OSHA standards organized inside the CFR?

The regulations live in 29 CFR (Code of Federal Regulations), split across several parts that track industry type. The main ones every employer should know:

CFR Part	What it covers
29 CFR Part 1903	Inspections, citations, and proposed penalties
29 CFR Part 1904	Injury and illness recordkeeping
29 CFR Part 1910	General Industry (manufacturing, warehousing, retail, healthcare, etc.)
29 CFR Part 1926	Construction
29 CFR Part 1915	Shipyard employment
29 CFR Part 1917	Marine terminals
29 CFR Part 1928	Agriculture

Most small businesses fall under 1910 (general industry) or 1926 (construction). Within 1910, individual subparts handle specific hazard categories. Subpart D is walking surfaces. Subpart E is emergency action plans and fire prevention. Subpart H covers hazardous materials. Subpart Z covers toxic and hazardous substances. Knowing which subpart applies to your hazards is the first step to finding the actual rule.

The General Duty Clause, Section 5(a)(1) of the OSH Act, fills gaps where no specific standard exists. It requires every employer to provide "employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm" ^[1]. OSHA has cited employers under the General Duty Clause for hazards from workplace violence to heat stress, situations where no specific standard covered the risk.

If you are curious about osha training requirements that sit inside many of these standards, those are addressed in a separate article.

What are the most commonly cited OSHA standards?

OSHA publishes the top ten most-cited standards after each fiscal year. The same standards appear on the list year after year, which tells you something about where real compliance gaps exist ^[4].

For fiscal year 2023, the top cited standards were:

Rank	Standard	Violations
1	29 CFR 1926.501 (Fall protection, construction)	7,762
2	29 CFR 1910.1200 (Hazard Communication)	3,213
3	29 CFR 1926.1053 (Ladders, construction)	2,978
4	29 CFR 1910.134 (Respiratory Protection)	2,859
5	29 CFR 1910.147 (Lockout/Tagout)	2,695
6	29 CFR 1910.178 (Powered Industrial Trucks)	2,534
7	29 CFR 1926.503 (Fall protection training)	2,268
8	29 CFR 1926.451 (Scaffolding, construction)	2,058
9	29 CFR 1910.305 (Electrical, wiring methods)	1,972
10	29 CFR 1910.212 (Machine guarding)	1,924

Fall protection, hazard communication, and lockout/tagout dominate the list every year. If you run a general industry facility, those three standards alone should be the core of your written safety program.

Fall protection in construction is a perennial problem for two reasons: falls are common, and the violations are visible enough that inspectors can document them fast. Hazard communication citations usually come down to a missing Safety Data Sheet or an incomplete chemical inventory. Lockout/tagout problems trace back to employers who wrote a program and then never checked whether workers actually follow it.

What do OSHA regulations actually require employers to do?

Most standards share a structure: a written program, an assessment or inventory step, equipment or engineering controls, worker training, and recordkeeping. Here is how that plays out across the standards small businesses hit most often.

Hazard Communication (29 CFR 1910.1200): Employers must maintain a written HazCom program, keep a current inventory of all hazardous chemicals, have Safety Data Sheets accessible for each one, label all containers, and train workers before they work with or near any listed chemical ^[5]. The GHS-aligned labeling format has been mandatory since 2016.

Lockout/Tagout (29 CFR 1910.147): Any machine that could release stored energy during service or maintenance needs a written energy control procedure. Workers must be trained. Periodic audits of the procedures must happen at least annually. There is no approved shortcut. Lockout/tagout is one of the standards where OSHA issues serious citations for paperwork gaps even when no one was hurt ^[5].

Respiratory Protection (29 CFR 1910.134): If you require or allow workers to wear respirators, you need a written program, medical evaluations for each worker, fit testing (for tight-fitting respirators), and training. The written program must name a program administrator. OSHA allows voluntary use with some reduced requirements, but many employers do not realize that even voluntary use of a filtering facepiece like an N95 triggers minimum requirements once an employer permits it.

Emergency Action Plan (29 CFR 1910.38): Required for employers covered by any OSHA standard that calls for one, which is a wide net. The plan must cover evacuation procedures, emergency escape routes, accounting for employees after evacuation, rescue and medical duties, means of reporting, and contact information for persons who can provide more detail. Employers with ten or fewer employees may communicate the plan orally rather than in writing ^[5].

Personal Protective Equipment (29 CFR 1910.132): Employers must assess workplace hazards, select appropriate PPE, provide it to workers at no cost in most cases, and train workers on its proper use and limitations. The no-cost rule covers most PPE including hard hats, safety glasses, high-visibility vests, and hearing protection. Certain PPE that is personal in nature, like non-specialty safety-toe footwear, has been subject to cost-sharing disputes, and OSHA's letter of interpretation history on this is worth reading if you are managing labor costs tightly.

What are OSHA penalty amounts in 2024 and 2025?

OSHA adjusts its civil penalty limits every January for inflation under the Federal Civil Penalties Inflation Adjustment Act. For penalties assessed after January 15, 2024, the maximums are ^[6]:

Violation Type	Maximum Penalty per Violation
Other-than-serious	$16,131
Serious	$16,131
Willful or Repeated	$161,323
Failure to Abate	$16,131 per day beyond abatement date

For 2025, OSHA published updated figures. Check the current penalty schedule on OSHA.gov, since these numbers change each January.

The "per violation" framing hides your real exposure. OSHA can treat each exposed worker as a separate instance, and each day a hazard persists can count as a separate violation. A small construction company cited for fall protection failures across several workers on one job site can run up citations in the six figures fast.

That said, OSHA's penalty reduction policies matter a lot for small employers. Employers with 25 or fewer workers get an automatic 60 percent penalty reduction for serious violations. Employers with 26 to 250 workers get a 40 percent reduction. Another 15 percent comes off if you show a good-faith effort, meaning a safety program that predates the inspection. One more 15 percent is available for a clean inspection history ^[6]. A small employer who has a written safety program, cooperates during the inspection, and corrects the hazard quickly can sometimes cut a proposed penalty by 70 percent or more from the listed maximum.

Here is the practical takeaway. Having a written safety program before an inspector shows up is your single most reliable way to cut penalty exposure after a citation.

What is a written safety program and does OSHA require one?

Multiple OSHA standards require written programs, but no single "OSHA written safety program" regulation covers everything in one place. The requirement lives inside specific standards. 1910.119 (Process Safety Management) requires a written program. 1910.146 (Permit-Required Confined Spaces) requires a written program. 1910.147 (Lockout/Tagout) requires written procedures. 1910.1200 (HazCom) requires a written program. The list keeps going.

For most small businesses, the written program requirements across every applicable standard can be consolidated into a single safety manual. OSHA does not require a specific format. It requires the specific content spelled out in each applicable standard.

Building that document from scratch takes time, which is why tools like SafetyFolio's safety program generator exist. You answer questions about your workplace, and it generates the written programs required by the standards that actually apply to your operation, instead of a 200-page binder covering rules you will never touch.

If you have a multi-hazard workplace, build these four written programs first: HazCom, Lockout/Tagout, Emergency Action Plan, and your PPE hazard assessment. They cover the highest-citation standards for general industry and earn you good-faith credit if an inspector arrives.

How do OSHA state plans differ from federal OSHA?

Twenty-two states and two territories (Puerto Rico and the Virgin Islands) operate OSHA-approved state plans for private-sector workers. Another six states and one territory run plans covering only state and local government workers ^[7].

State plans must be "at least as effective" as federal OSHA, and many go further. California's Cal/OSHA has stricter heat illness prevention rules (8 CCR 3395) and its own indoor heat standard. Washington State's WISHA has unique requirements for agricultural workers. Oregon OSHA requires workplace safety committees for employers with 11 or more workers, something federal OSHA does not.

If your business operates in a state-plan state, the state standard supersedes federal OSHA for private-sector workers there. You have to look up your state's specific rules, more than 29 CFR. The states with their own plans include California, Arizona, Maryland, Michigan, Minnesota, Nevada, New Mexico, North Carolina, Oregon, South Carolina, Tennessee, Utah, Vermont, Virginia, Washington, Wyoming, Hawaii, Indiana, Iowa, Kentucky, and Alaska ^[7].

For a full breakdown of how state plans work and what they require, see the osha overview article on this site.

What does an OSHA inspection actually look like?

OSHA conducts inspections through Compliance Safety and Health Officers (CSHOs). Most inspections come from one of four triggers: programmed inspections of high-hazard industries, a worker complaint, a referral from another agency, or a fatality or severe injury report ^[8].

When an inspector arrives, they present credentials and explain why they are there. Employers have the right to require a warrant before allowing entry, though exercising that right rarely improves the outcome. The inspection has three parts: an opening conference where the inspector explains the scope, a walkaround where the inspector and an employer representative tour the facility together (a worker representative also has the right to join), and a closing conference where the inspector summarizes the findings.

Citations come after the inspection, not during. Employers have 15 working days from receiving a citation to contest it. Miss that window, and the citation becomes a final order with the penalty due ^[8].

The inspection record follows you. A repeated violation, defined as a violation of the same or closely related standard within five years of a prior citation, carries a penalty up to the willful/repeated maximum of $161,323. Keep your abatement documentation after any citation.

One practical note. Inspectors notice whether a business has a written safety program. A program that predates the inspection, even an imperfect one, signals good faith. Its absence signals the opposite.

What are OSHA recordkeeping requirements for small businesses?

OSHA's recordkeeping rules under 29 CFR Part 1904 require covered employers to keep three forms: the OSHA 300 (Log of Work-Related Injuries and Illnesses), the OSHA 300A (Summary of that log, posted each February 1 through April 30), and the OSHA 301 (Incident Report, completed within seven calendar days of each recordable event) ^[3].

A recordable injury or illness is one that results in days away from work, restricted work or job transfer, medical treatment beyond first aid, loss of consciousness, or diagnosis of a significant condition by a healthcare professional.

Here is the small-employer carve-out. If you had ten or fewer employees at all times during the previous calendar year, you are exempt from routine 300/300A/301 recordkeeping. If you are in a low-hazard industry (NAICS codes listed in Appendix A to Part 1904), you are exempt regardless of size. Neither exemption covers reporting of severe injuries. All employers must report work-related fatalities within eight hours and work-related in-patient hospitalizations, amputations, or eye losses within 24 hours by calling 1-800-321-OSHA or through OSHA's online portal ^[3].

Electronic submission requirements have grown. As of 2023, establishments with 100 or more workers in high-hazard industries must submit their OSHA 300 and 301 data electronically each year. Establishments with 20 to 249 workers in high-hazard industries must submit 300A data. The OSHA Injury Tracking Application (ITA) on OSHA.gov handles submissions ^[3].

What OSHA training do employees need?

Training requirements live inside specific standards, not in one master training regulation. Each standard that requires training specifies who must be trained, on what, how often, and sometimes by whom.

A few examples that hit most workplaces:

Hazard Communication (1910.1200): Training required at initial assignment and whenever a new hazard is introduced. No fixed retraining interval, but you must retrain when new chemicals arrive.

Lockout/Tagout (1910.147): Initial training for authorized and affected employees. Retraining required when the program changes, when the employee's job changes, or when a periodic inspection reveals deficiencies.

Powered Industrial Trucks (1910.178): Evaluation required at least every three years. Retraining required when an operator is seen working unsafely, after an accident or near-miss, when assigned a different type of truck, or when workplace conditions change.

Emergency Action Plan (1910.38): Training required when the plan is developed, when an employee's responsibilities change, and when the plan changes.

OSHA's OSHA 30 course is widely recognized, but it does not substitute for the specific training requirements in each standard. The 30-hour course covers general awareness. Compliance with 1910.147 still requires procedure-specific lockout training for each piece of equipment an authorized employee services. Those are different things.

For a detailed breakdown of course formats and options, the osha 30 training and osha 30 hour online course articles cover that ground.

How much do OSHA violations cost employers, beyond the fines?

The fines are manageable for most businesses. The indirect costs are not.

The National Safety Council estimates the total cost of a workplace injury, including wage losses, medical expenses, administrative costs, and employer costs, averaged $42,000 per medically consulted injury in 2022 ^[9]. A fatality averaged $1.42 million. None of that is an OSHA fine. That is workers' compensation, lost productivity, training a replacement, and legal fees.

BLS data from the 2022 Survey of Occupational Injuries and Illnesses shows 2.8 million nonfatal workplace injuries and illnesses in private industry, a rate of 2.7 per 100 full-time equivalent workers ^[10]. Some industries run far higher: warehousing and storage at 5.5 per 100, nursing care facilities above 6 per 100.

The link between written safety programs and injury rates is hard to measure cleanly, but OSHA's On-Site Consultation Program data consistently shows that small businesses who go through that process (essentially a free OSHA inspection with no citation authority) find and fix hazards before they turn into injuries or fines. Small employers underuse it.

Here is a realistic frame. For a small manufacturer, a single lost-time injury usually costs more in workers' comp premium increases over three to five years than the entire cost of building and maintaining a compliant safety program. The OSHA fine, if one comes at all, is often the smaller line item.

What should a small business do first to get OSHA compliant?

Start with the hazards that actually exist in your workplace, not with the full 29 CFR index. The most useful first move is a simple hazard walk. Go through your facility or job site and identify everything that could injure someone. Focus on energy sources that could release unexpectedly (machines, electrical, hydraulic), chemicals workers handle or store, fall hazards above four feet, and emergency egress.

From that walk you can identify which OSHA standards apply. If workers handle chemicals, you need a HazCom program. If they service machines, you need lockout/tagout procedures. If the building has a single exit serving more than ten people, you need an emergency action plan.

Build the written programs for those standards first. Most small businesses need four to eight written programs to cover their main hazards, not dozens. OSHA's free compliance assistance resources on OSHA.gov include sample written programs, industry compliance guides, and the small business handbook, all worth reading before you spend money on a consultant ^[11].

Want to move faster? SafetyFolio's safety program generator lets you input your workplace type and hazards and get a compliant written program in about 15 minutes. That is a reasonable starting point if your time is the binding constraint, though you will still need to customize procedures for your specific equipment and chemicals.

Once you have written programs, train your workers on them. Document the training. Review and update the programs annually or when conditions change. Write, train, document, review. That cycle is the core of OSHA compliance for small businesses.

Does OSHA apply to remote workers and home offices?

This is an area where honest uncertainty is warranted. OSHA's jurisdiction technically reaches employer-directed work regardless of location, but the agency issued a formal policy in 2000 saying it will not inspect home offices and holds employers to a limited standard for home-based workers ^[12].

The 2000 directive states that OSHA does not hold employers liable for home offices and will not conduct inspections of them. It does note that employers stay responsible for hazards caused by work materials they supply, such as hazardous chemicals sent to a home-based worker.

For employees who work from home full time doing only computer and phone work, the practical OSHA exposure is minimal. For employees who do manufacturing, laboratory work, or client visits from home, the analysis gets more complicated and varies by state plan.

The rise of remote work since 2020 has not yet produced clear new OSHA rulemaking on the topic. The honest answer: the 2000 directive remains the best available guidance, the agency has not moved to withdraw it, and enforcement against home offices is effectively nonexistent. That could change. It has not.

Frequently asked questions

What is the difference between a serious violation and a willful violation under OSHA?

A serious violation is one where there is a substantial probability that death or serious physical harm could result, and the employer knew or should have known of the hazard. A willful violation is one where the employer intentionally and knowingly commits the violation, or shows plain indifference to the law. Willful violations carry penalties up to $161,323 per violation versus $16,131 for serious violations. The distinction matters enormously in any contest proceeding.

Does OSHA apply to businesses with fewer than 10 employees?

Yes. The OSH Act covers all private-sector employers regardless of size, with no small-business exemption from safety standards. The only size-based carve-out is partial exemption from routine recordkeeping under 29 CFR Part 1904 for employers with ten or fewer workers at all times during the prior year. All employers, regardless of size, must report fatalities and severe injuries to OSHA within the required timeframes.

How long does an employer have to fix a hazard after an OSHA citation?

The citation sets an abatement date, typically 30 days for serious violations, though inspectors have discretion to set longer timelines for complex hazards. If you need more time, you can petition OSHA for an extension before the original abatement date passes. Failure to correct within the abatement period triggers a separate failure-to-abate penalty of up to $16,131 per day for each day the violation continues past the deadline.

Can a worker file a complaint against their employer with OSHA anonymously?

Yes. Workers can file complaints online, by phone, or by mail, and OSHA does not reveal the identity of the complainant to the employer. OSHA also prohibits retaliation against workers who report safety concerns or file complaints, under Section 11(c) of the OSH Act. Workers who believe they have been retaliated against have 30 days to file a whistleblower complaint. OSHA has 21 separate whistleblower statutes it enforces across different industries.

What is the OSHA General Duty Clause and how is it used?

Section 5(a)(1) of the OSH Act requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm, even when no specific OSHA standard covers the hazard. OSHA has used it to cite employers for heat stress, workplace violence risk, and COVID-19 exposure, among others. To sustain a General Duty Clause citation, OSHA must show the hazard was recognized, likely to cause serious harm, and that a feasible means of abatement existed.

How often does OSHA update its penalty amounts?

OSHA adjusts civil penalty maximums every January under the Federal Civil Penalties Inflation Adjustment Act of 1990, as amended. The adjustments are tied to the Consumer Price Index. Penalty amounts have roughly doubled since 2016, when Congress required agencies to catch up to inflation. Checking OSHA.gov at the start of each year gives you the current maximums. The figures cited in this article reflect 2024 penalty levels.

What is the OSHA On-Site Consultation Program?

The On-Site Consultation Program is a free, confidential service funded by OSHA and delivered through state agencies, aimed mostly at small and medium businesses with fewer than 250 workers. Consultants identify hazards and suggest corrections but have no citation authority. Participation does not trigger OSHA enforcement. Businesses that achieve full compliance through the program can apply for the Safety and Health Achievement Recognition Program (SHARP), which provides a limited exemption from programmed inspections.

Are staffing agency workers covered by the host employer's OSHA obligations?

Yes. Both the staffing agency and the host employer share responsibility for temporary workers' safety under OSHA. OSHA's 2014 guidance on temporary workers clarifies that the host employer controls the day-to-day work and is responsible for site-specific hazard training, PPE, and safe conditions. The staffing agency is responsible for general safety and health training and for verifying that the host employer has a compliant safety program. Citations can go to either party or both.

Do OSHA regulations cover mental health and workplace stress?

Not directly through a specific standard. OSHA has no standard addressing workplace stress, burnout, or mental health conditions. Workplace violence and certain ergonomic hazards that contribute to psychological harm can be addressed under the General Duty Clause. Some state plans go further. California has workplace violence prevention requirements for healthcare (Cal/OSHA Title 8, Section 3342) and is extending them to general industry. Federal OSHA has been working on a general industry workplace violence rule but has not finalized it.

What records does OSHA require employers to keep and for how long?

OSHA 300 logs, 300A summaries, and 301 incident reports must be kept for five years following the end of the calendar year they cover. Medical records for workers exposed to toxic substances must be kept 30 years after employment ends, per 29 CFR 1910.1020. Exposure monitoring records also carry a 30-year retention requirement. Training records vary by standard but are commonly required to be kept for one to three years. When in doubt, keep longer.

What is the difference between an OSHA standard and an OSHA regulation?

In practice, the terms get used interchangeably, and OSHA itself uses both. Technically, an OSHA standard is a specific rule published in 29 CFR that addresses a particular hazard or topic (like 29 CFR 1910.147 for lockout/tagout). The broader term regulation covers all of OSHA's rules, including its procedural rules for enforcement in Part 1903. For compliance purposes, the distinction does not matter. Both are legally binding.

Can an employer be criminally charged for OSHA violations?

Yes, though it is rare. Section 17(e) of the OSH Act allows criminal prosecution for willful violations that result in the death of an employee, with penalties up to $10,000 and six months in prison for a first offense. Corporate officers can be charged individually. The Department of Justice can also bring charges under other statutes, such as 18 U.S.C. 1001 for false statements, which carry heavier penalties. Criminal OSHA prosecutions have increased modestly since the 2022 enforcement initiative.

What is the OSHA 10 vs. OSHA 30 distinction and which one do employees need?

The OSHA 10-hour course covers basic hazard awareness for entry-level workers. The OSHA 30-hour course is aimed at supervisors and workers with broader safety responsibilities. Neither is a standalone compliance certification. Completing either course does not satisfy the training requirements of specific standards like 1910.147 or 1910.134. Some states and federal contracting requirements mandate one or both. See the detailed comparison in the osha 30 article.

How does OSHA decide which businesses to inspect?

OSHA prioritizes inspections in this rough order: imminent danger situations first, then fatalities and severe injury reports, then worker complaints, then referrals from other agencies or media reports, then programmed (planned) inspections of high-hazard industries. The programmed inspection lists are generated from industry injury data, so industries with high BLS injury rates get more planned inspections. Having a low injury rate in a high-hazard industry can reduce programmed inspection frequency over time.

Sources

1. U.S. Department of Labor, OSH Act of 1970 (Public Law 91-596), Section 5(a)(1) General Duty Clause: The OSH Act of 1970 requires employers to provide employment free from recognized hazards likely to cause death or serious physical harm (General Duty Clause, Section 5(a)(1))
2. OSHA.gov, About OSHA: Coverage: The OSH Act covers all private-sector employers and workers in the 50 states, DC, and most U.S. territories
3. OSHA.gov, Recordkeeping Rule (29 CFR Part 1904): Employers with ten or fewer workers in low-hazard industries are partially exempt from maintaining OSHA 300 logs; all employers must report fatalities within 8 hours and severe injuries within 24 hours
4. OSHA.gov, Top 10 Most Frequently Cited Standards, FY2023: Fall protection (29 CFR 1926.501) was the most cited standard in FY2023 with 7,762 violations; Hazard Communication and Lockout/Tagout also in the top five
5. OSHA.gov, OSHA Standards (29 CFR 1910 Subparts H, J, and Z): 29 CFR 1910.1200 requires written HazCom programs, SDS access, container labeling, and worker training; 29 CFR 1910.147 requires written energy control procedures and annual program audits; 29 CFR 1910.38 requires Emergency Action Plans with specific written content
6. OSHA.gov, Civil Penalty Structure and Penalty Reductions: Serious and other-than-serious violations carry penalties up to $16,131; willful or repeated violations up to $161,323 per violation (2024 levels); employers with 25 or fewer workers receive 60% penalty reduction for serious violations
7. OSHA.gov, State Plans: 22 states and 2 territories operate OSHA-approved state plans covering private-sector workers; state plans must be at least as effective as federal OSHA
8. OSHA.gov, Inspections (29 CFR Part 1903): Employers have 15 working days from receipt of a citation to contest it; uninspected citations become final orders; inspectors conduct opening conference, walkaround, and closing conference
9. National Safety Council, Injury Facts 2023 Edition: The total cost of a workplace injury averaged $42,000 per medically consulted injury in 2022; workplace fatalities averaged $1.42 million in total costs
10. U.S. Bureau of Labor Statistics, Survey of Occupational Injuries and Illnesses, 2022: 2.8 million nonfatal workplace injuries and illnesses in private industry in 2022, a rate of 2.7 per 100 full-time equivalent workers; warehousing and storage rate was 5.5 per 100
11. OSHA.gov, Small Business Resources and Compliance Assistance: OSHA provides free sample written programs, industry compliance guides, and small business handbooks via OSHA.gov
12. OSHA Directive CPL 02-00-125, Home-Based Worksites, 2000: OSHA's 2000 directive states the agency will not inspect home offices and does not hold employers liable for home office conditions, but employers remain responsible for hazards from work materials they supply
13. OSHA.gov, Temporary Worker Initiative Guidance: OSHA's 2014 temporary worker guidance states that both host employers and staffing agencies share compliance responsibility; host employers control site hazards and day-to-day training