Login
Tags
Administration
Benefits
Communication
Communication Programs
Compensation
Conflict & Dispute Resolution
Developing & Coaching Others
Employee Satisfaction/Engagement
Executive Coaching
HR Metrics & Measurement
HR Outsourcing
HRIS/ERP
Human Resources Management
Internal Corporate Communications
Labor Relations
Labor Trends
Leadership
Leadership Training & Development
Leading Others
Legal
Management
Motivating
Motivation
Organizational Development
Pay Strategies
Performance Management
Present Trends
Recognition
Retention
Staffing
Staffing and Recruitment
Structure & Organization
Talent
The HR Practitioner
Training
Training and Development
Trends
U.S. Based Legal Issues
Vision, Values & Mission
Work-Life Programs & Employee Assistance Programs - EAP
Workforce Acquisition
Workforce Management
Workforce Planning
Workplace Regulations
corporate learning
employee engagement
interpersonal communications
leadership competencies
leadership development
legislation
News
Onboarding Best Practices
Good Guy = Bad Manager :: Bad Guy = Good Manager. Is it a Myth?
Five Interview Tips for Winning Your First $100K+ Job
Base Pay Increases Remain Steady in 2007, Mercer Survey Finds
Online Overload: The Perfect Candidates Are Out There - If You Can Find Them
Cartus Global Survey Shows Trend to Shorter-Term International Relocation Assignments
New Survey Indicates Majority Plan to Postpone Retirement
What do You Mean My Company’s A Stepping Stone?
Rewards, Vacation and Perks Are Passé; Canadians Care Most About Cash
Do’s and Don’ts of Offshoring
Error: No such template "/hrDesign/network_profileHeader"!
Blogs / Send feedback
Help us to understand what's happening?
Reason
It's a fake news story
It's misleading, offensive or inappropriate
It should not be published here
It is spam
Your comment
More information
Security Code
OSHA Training Myths Busted! - Powered Industrial Truck Operator Training and Evaluations
Created by
Curtis Chambers
Content
Over the years I’ve conducted numerous mock-OSHA compliance audits of safety training records, and have picked up on some common mistakes that are repeatedly made by many businesses and organizations. When I discuss these deficiencies with the clients, I tend to hear the same misunderstandings or “myths” about the OSHA regulations that lead to their mistakes. Because these same myths come up repeatedly, I’ve decided to discuss a few of them in this blog from time to time to help raise awareness of these erroneous beliefs, and to clarify what is actually required so others can avoid making the same mistakes (and avoid OSHA citations, too).
So today I will focus on three common “myths” related to the OSHA training standards for Powered Industrial Truck Operators.
Myth #1
- OSHA requires employers to conduct refresher training for their powered-industrial truck (PIT) operators every three years.
FALSE! - OSHA standards do require initial training (formal “classroom” training and practical “hands on” training) and an evaluation (actual observation of performance) of all powered industrial truck (PIT) operators [see 1910.178(l)(2)(ii)]. The OSHA standard also requires additional refresher training and evaluations on pertinent topics be performed in special instances, such as when the operator is involved in an accident or near miss, observed operating unsafely, or there are changes in equipment or workplace conditions [see 1910.178(l)(4)(ii)]. But many employers also believe the OSHA standards require them to conduct refresher training for operators every three years, too. And that is where they can get themselves into trouble.
When you look closely at OSHA standard at issue here [see 1910.178(l)(4)(iii)], you will see it does not require refresher training every three years; it requires an evaluation of each powered industrial truck operator's performance be conducted at least once every three years. The evaluation is where the employer actually observes the operator performance in the workplace to ensure he or she is operating their PIT properly. Now I don’t have a problem if you want to provide refresher training every three years; knock yourself out. But be aware that if you only have a record of operator training conducted every three years to show an OSHA inspector instead of the mandatory operator evaluation that is required every three years, you are not in compliance with the OSHA standard referenced above. So always remember to conduct (and document) your PIT operator evaluations every three years.
Myth #2
- OSHA’s powered industrial truck operator training requirements do not apply to floor-operated battery-powered hand-lifts.
FALSE! - The operator training standard applies to all classifications of powered industrial trucks, which includes not just sit-down rider forklifts, but also order-pickers, stand-up lifts, rough-terrain forklifts, tuggers, and the electric-powered mobile hand-lifts controlled by an operator who walks along with the lift (also known as a Class III powered industrial truck, see OSHA e-tool here for pictures).
I have audited many sites where the employer had meticulously trained and evaluated their operators of the traditional sit-down forklifts, but they were not aware the same rules also applied to the many employees who were operating hand-operated battery-powered pallet lifts. And I guarantee you that most (I hesitate to say all) OSHA inspectors are aware that the training and evaluation requirements apply to operators of these walk-behind battery powered lifts. So avoid problems with OSHA by setting up a specific program for training and evaluating your PIT operators who run floor-operated battery-powered hand-lifts.
Myth #3
- OSHA standards require powered industrial lift operators to carry a “driver’s license” to prove they are authorized to operate their lift.
FALSE! - The OSHA PIT operator training standard does require the employer to “certify” that each operator has been trained and evaluated [see 1910.178(l)(6) ]. The rule state that the certification must include the name of the operator, the date of the training, the date of the evaluation, and the identity of the person(s) performing the training and/or evaluation. There is no requirement, however, that requires the certification be carried by the operator.
Now I am not discouraging you from issuing a wallet-sized license to your PIT operators; in fact it can be a useful tool to spot-check for compliance on the floor. But pay close attention to the requirements listed in the standard, because you must document ALL of the required details about the training and evaluation process. This can include in some instances three different names (the PIT operator name, the trainer name, and the evaluator name), as well as the date (or dates) the training and the evaluation were both conducted. That is a lot of information to cram onto a little wallet-sized card, especially if the training and the evaluation were performed by two different people on two different dates.
Very seldom have I seen wallet-sized cards that had all the required information, which sets the employer up for an OSHA citation if the wallet cards are the only documentation serving as operator certification. Furthermore, the cards tend to get lost or deteriorated over time, leaving you in a lurch during an OSHA inspection. So always utilize a full-fledged form to capture all the required information for each PIT operator (free sample certification form available here), and keep it on file in the office or someplace so it will not get lost or damaged, even if you issue forklift drivers licenses for your operators to carry.
So there is my two cents worth on the most common problems I see arising from misunderstanding related to the OSHA powered industrial truck operator training standards. I hope this helps clarify for some of you what is actually required, as opposed to some myth that you heard that could get you into trouble with OSHA.
Copyright © 1999-2025 by
HR.com - Maximizing Human Potential
. All rights reserved.