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Exposure to Dangerous Chemicals at Work

Dangerous chemicals are more common than one might expect. Many businesses work with them. From ordinary materials like the cleaning bleach or gasoline, to more exotic industrial chemicals, exposure can cause serious injuries or even diseases like cancer and respiratory failure. Employees who are injured by exposure to chemicals at work should file a workers’ compensation claim.

Workplace safety, chemicals, and liability

Most Nevada employers who handle dangerous materials are subject to a broad range of safety regulations under the Nevada Occupational Health and Safety Act, or OSHA. Nevada’s OSHA law is a variant of the federal OSHA standard, which provides most of the key rules governing workplace safety, including rules covering chemical hazards and toxic substances. OSHA is a regulatory regime that does not provide a private remedy for someone who is injured as a consequence of an employer’s failure to comply with its requirements. Employees who wish to raise concerns with Nevada’s oversight authority are protected by whistleblower laws from retaliation by the employer. Workers’ compensation is the sole remedy available to most people who are injured on the job. The workers’ compensation system strikes a bargain between employers and employees: in exchange for requiring all employers to carry insurance that will provide benefits for their employees who are injured at work, employers are shielded from liability for most types of workplace injuries. Workers’ comp is a no-fault form of insurance, which means that the insurer will not base its coverage decisions on the extent to which the employer or employee was at fault in the accident. This does not mean that fault has no effect on workers’ compensation: if the employer is failing to adhere to safety standards, its premiums will go up or it may lose coverage altogether and be forced to shut down until the problem is corrected. This, together with the employer’s interest in having a safe and healthy workforce, should provide employers with plenty of incentive to meet or exceed OSHA standards.

Considerations for making a workers’ compensation claim

An employee who is exposed to dangerous chemicals at work should report the incident to supervisors in writing. The employee should also keep keep a copy of the report and make notes about what happened, including when and where the accident occurred and the specific chemical that was involved. If the exposure caused an immediate injury that required medical attention, letting the treating physician know that the injury was work-related is an important part of the claims process. Records become crucially important when a chemical exposure leads to long-term illness. Especially if the exposure causes a problem like cancer, the employee may not be fully aware of the disease for a long time after the initial exposure. By making detailed reports and keeping records, the employee can make future claims easier to defend. For more than 45 years the law firm of Greenman Goldberg Raby Martinez has represented clients in the Las Vegas area in workers’ compensation cases. We can help anyone who has suffered a workplace injury in Nevada pursue the benefits they deserve. For a free attorney consultation, call us at 702-388-4476 or through our contact page.

Injuries Caused by Broken Equipment at Work

Workplace equipment can endure a lot of heavy abuse, especially in industries like construction or transportation. That equipment can break down and become a danger to employees is one reason that responsible employers incorporate routine maintenance checks into their risk management programs. But broken or badly maintained equipment can still end up in use, and workers can be injured as a consequence.

Equipment maintenance and the law

Nevada employers have an affirmative duty to maintain their work environments in a condition that is safe for employees. Under the standards set by Nevada’s Occupational Safety and Health Act (OSHA), NRS 618 et seq., and its related regulations, employers with at least eleven employees are required to adopt formal safety programs, which among other things should address potential hazards like wear and tear on dangerous equipment. OSHA is a regulatory program enforced by the Nevada Division of Industrial Relations (DIR). Although employees can make complaints to the DIR about safety problems at work, they are not able to take direct legal action themselves against their employers for safety violations. The DIR may respond to complaints by pursuing investigations into safety violations, which may result in fines and, in extreme cases, litigation.

Bad equipment and workers’ compensation

Workers who are injured by inadequately maintained equipment can be surprised to learn that their only recourse for recovery may be workers’ compensation. Nevada’s workers’ compensation system has several features that come into play. First, it is an exclusive remedy, which bars most personal injury lawsuits against employers who comply with their workers’ comp obligations. Second, it is no-fault insurance, which means that an injured employee will be covered for any injury arising in the course of employment, regardless of who is to blame. An exception to the exclusive remedy exists for an employer’s intentional acts that are intended to cause harm to an employee. If, for example, an agent of the employer (a manager, for example) deliberately sabotages a piece of equipment knowing that it creates a hazard for employees, an injured employee can pursue direct litigation against the employer and the employee who caused the injury. Note that even if an employer has behaved irresponsibly, for example by requiring workers to use equipment that hasn’t been properly maintained, the most likely recourse remains workers’ compensation. For over 45 years the law firm of Greenman Goldberg Raby Martinez has represented Las Vegas clients in workers’ compensation and personal injury cases. If you have been injured on the job, please reach out to us today for a free attorney consultation about your situation. Call us at 702-388-4476 or send us a request through our site.

Can Workers Sue Employers for Especially Dangerous Conditions at Work?

Some jobs are inherently dangerous. Firefighting, heavy construction, and police work are just a few examples of high-risk professions. Employers in these professions take steps to mitigate the dangers their employees face. Beyond the clear importance of protecting their valued employees from harm, employers also want to avoid the expense of an injured employee (in terms of lost time, insurance, disability accommodations, and so on) and the potential regulatory and media attention that can come from serious accidents. But at what point can employees sue employers for dangerous conditions at work? State and federal safety laws and regulations provide broad guidelines for workplace safety. Enforced by the federal and state Occupational Safety and Health Administrations (OSHA), these rules cover most types of high-risk conditions at work. Specific rules address things like workplace air quality, use of ladders, design and use of heavy equipment, and electrical work. In addition to specific rules, state and federal laws also feature what is called the “general duty clause.” This clause requires employers to provide workplaces that are “free from recognized hazards that are causing or likely to cause death or serious physical harm.” 29 U.S.C. § 654(a)(1), NRS 618.375(1). The primary means of addressing workplace safety concerns is to submit a complaint to the Nevada Department of Business and Industry. If the agency determines that a complaint has merit it will arrange for an inspection of the workplace. Findings from the inspection will be reported to the employer, which has a certain amount of time to resolve the dangerous conditions. If the employer fails to adequately address the problem the agency may take enforcement action against the employer to ensure that noncompliant conditions are resolved. It’s important to note that employees can’t sue to enforce OSHA rules on their own. Instead, workers who file OSHA complaints or who refuse to work in unreasonably dangerous conditions are protected against retaliation by their employers. If an employer fires an employee under such circumstances it may be liable in a lawsuit for wrongful termination. An employee considering these steps should consult with an attorney to craft a sound strategy. What about workers who are injured at work by unaddressed safety conditions? Even in these situations a worker’s ability to sue the employer may be limited. Workplace injuries are covered by Nevada’s workers’ compensation system, which has two critical features for this analysis. First, workers’ compensation is a no-fault system, meaning that the worker’s injuries are covered without consideration for who or what is responsible for the injury. Second, an employer that purchases workers’ compensation insurance ordinarily cannot be sued for personal injury unless the employer deliberately caused the injury or doesn’t carry enough insurance to cover the kinds of risks that its employees face. For more than 45 years the law firm of Greenman Goldberg Raby Martinez has helped clients in the Las Vegas area with workplace injuries. If you are concerned about dangerous conditions at your job and you’d like to understand how your legal rights may be affected by taking action to resolve them, call us today for a free attorney consultation. We can be reached at 702-388-4476, or ask us to call you through our contact page.

Are Nevada Employers Responsible for Providing Ergonomic Workplaces?

Are Nevada Employers Responsible for Providing Ergonomic Workplaces?
Working in an environment that is not ergonomically designed can lead to long-term health problems. Issues like carpal tunnel syndrome, bursitis, and strained muscles can take years to resolve and can require surgery. Nevada employers are not specifically mandated to provide ergonomic workplaces, but a combination of safety regulations and financial incentives gives them good reason to take ergonomics seriously.

OSHA and ergonomics in Nevada

The “general duty clause” of the federal Occupational Safety and Health Act (OSHA) and the equivalent state law requires employers to provide a workplace that is “free from recognized hazards that are causing or likely to cause death or serious physical harm” to employees. 29 U.S.C. §654, NRS 618.375. The Occupational Safety and Health Review Commission, which adjudicates disputes arising from enforcement of federal OSHA standards, has held that ergonomics problems can be a “recognized hazard.” Pepperidge Farm, Inc., 1997 OSHARC LEXIS 40 (No. 89-265, 1997). Because bad ergonomics can lead to enforcement actions by state and federal OSHA agencies, employers have good reason to adopt policies to encourage healthy practices, provide ergonomics evaluations, and upgrade work spaces to reduce the risk of repetitive motion injuries. The state has adopted an instructive set of guidelines to improve workplace ergonomics for its own employees.

The cost of ergonomics-related injuries

Besides concerns about OSHA compliance, employers also have good financial reasons to improve the ergonomics of their workplaces. In addition to potentially losing productivity due to injuries, an employer may also face other kinds of costs, including:
  • Higher workers’ compensation premiums. An employee who suffers an on-the-job injury that requires medical care is entitled to workers’ compensation benefits. When workers make claims an employer’s insurance costs can go up.
  • Disability law compliance. When an employee’s work-related injuries lead to temporary or total disability, an employer becomes responsible for providing the employee with reasonable accommodations that account for the disability. This might include offering the employee light duty, or moving the employee to another role. In addition to being expensive, these changes can be disruptive to the workplace.
The law firm of Greenman Goldberg Raby Martinez represents personal injury and workers’ compensation clients in the Las Vegas area. If you have suffered an injury at work that is ergonomics-related, our experienced attorneys are happy to help you understand your legal options. For a free attorney consultation, reach out to us today at 702-388-4476, or ask us to call you through our contacts page.

Dehydration and Workers’ Compensation

Dehydration and Workers' Compensation
Dehydration can be a precursor to serious injuries, including muscle tears, heatstroke, and even brain damage. Staying well-hydrated can be vitally important for people who work in the kinds of hot conditions we face here in Nevada. When dehydration leads to an injury on the job, it’s important to understand how dehydration fits into workers’ compensation law.

Workers’ comp only covers work-related injuries

Nevada’s workers’ compensation law ensures that benefits are extended to people who suffer injuries that arise out of and in the course of employment. In this regard, some kinds of dehydration-related injuries can at first seem straightforward. For example, a muscle torn while working on a job site may seem like an obvious case of a job-related injury. Insurers sometimes try to escape financial responsibility for a worker’s injuries by looking for independent, non-work causes of the injury. An employee’s serious dehydration could potentially serve that purpose in some situations. People who work in hot conditions probably need to routinely hydrate, not just at work but also during off-work time. People with dehydrating habits, like drinking multiple alcoholic beverages every day, may be contributing to their condition. If a doctor concludes that a specific injury was caused by dehydration that can be traced to something outside of work, a claim could potentially be denied. This uncertainty gives workers one more good reason to stay well-hydrated.

Employer obligations to provide water

The Nevada Occupational Safety and Health Administration recommends that employers provide workers with regular access to water as part of a broader plan to mitigate heat-related injury. But these are only recommendations. Under state and federal OSHA law, every employer is required to keep workplaces free of hazards that are likely to cause serious harm. This general duty is subject to interpretation, but can be construed as requiring employers to provide basic mitigation for heat-related injuries in situations where the workplace is exposed to the hot sun. A supply of water and regular opportunities for water breaks may fit within this obligation. Unfortunately, OSHA laws are only enforceable through administrative processes. They do not provide for a worker to sue to enforce their guidelines, and they aren’t typically useful in disputes over workers’ compensation coverage.

GGRM can answer your workers’ comp questions

The attorneys at the law firm of Greenman Goldberg Raby Martinez have broad experience with workers’ compensation issues. We help our clients resolve claims disputes and get the benefits they deserve. For a free attorney consultation call us today at 702-388-4476 or ask us to reach out to you through our contact page.

Workplace Injury Protections for Agricultural Laborers

Workplace Injury Protections for Agricultural Laborers
Nevada law excludes farm workers, including people in dairy, stock, and poultry industries, from the state’s mandatory workers’ compensation system. NRS 616A.110(4). This means that farm workers do not enjoy automatic, no-fault protection in the event they are injured on the job. But agricultural work is one of the most dangerous professions in the country, leading to questions about how an injured worker can recover compensation.

Personal injury lawsuits against agricultural employers

A major benefit for employers in the workers’ compensation system is that it provides the exclusive remedy for employees who are injured at work. Because farm laborers are outside the system, they are not limited by the exclusivity clause, meaning they can potentially file a personal injury lawsuit. If a worker is killed, his or her family may be able to pursue a wrongful death claim. A personal injury lawsuit likely will hinge on whether the employer acted negligently. To be actionable, the negligent behavior must have violated a legal duty owed to the worker and needs to have been the legal (or proximate) cause of the worker’s injury. The kinds of legal duties that can support a negligence claim vary based on the facts of the situation. For example, an employer that also owns or manages the property where the work is conducted may owe its workers an obligation to keep the premises reasonably safe. Where a given job involves known risks, an employer should be taking reasonable steps to manage those risks. There are at least two significant problems for farm workers who wish to pursue a personal injury claim. The first is that lawsuits take time. Until a case settles or gets decided in court, the worker bears all the costs of treatment for the injury. The second problem is that plenty of injuries in agricultural work happen not because of negligence but simply because the work itself is dangerous. A ladder tipping over or a cow’s kick may be independent of any action on the part of the employer. In each case, having the advice of an experienced personal injury attorney can be invaluable.

OSHA and agriculture

The federal Occupational Safety and Health Act (OSHA), 29 U.S.C. 15 et seq., requires every employer in the United States with at least 15 employees to ensure that the work environment is “free from recognized hazards that are causing or are likely to cause death or serious physical harm to [their] employees.” 29 U.S.C. 654. This so-called “general duty clause” requires employers to take reasonable steps to address hazardous conditions. These steps might include providing appropriate safety equipment and training, ensuring that machinery is properly maintained, and making sure that dangers like deep holes or exposed electrical wires are not left unmarked. In addition to the general duty clause, a number of specific OSHA standards apply to agricultural operations. For example, employers with 11 or more hand-laborers in the field must provide toilets, potable drinking water, and hand washing facilities in the field at no cost to the workers. There are also special rules governing roll-over bars on tractors. An employer who fails to comply with OSHA requirements can be subject to administrative fines by state and federal enforcement agencies. The law protects workers who bring complaints against retaliation by employers. Unfortunately, OSHA does not provide a private cause of action, meaning a worker cannot directly sue an employer for violating OSHA standards. Crane v. Conoco, Inc., 41 F.3d 547, 553 (9th Cir. 1994).

GGRM is here to answer your questions

The personal injury attorneys at GGRM have served the Las Vegas community for over 45 years. If you have questions about legal options following an injury at work, our attorneys will be happy to answer your questions. For a free attorney consultation call us today at 702-388-4476 or send us a request on our contact page.

Sun Exposure At Work

Sun Exposure At Work
Routine exposure to sun while working can lead to short-term consequences, like severe sun burns and heat stroke, as well as long-term problems like melanoma. Workers who develop serious medical conditions as a result of repeated sun exposure on the job may have questions about their legal options.

OSHA and sun exposure

The Federal Occupational Safety and Health Act (OSHA) and its related regulations do not include rules governing sun exposure. An Occupational Safety and Health Administration interpretation indicates that although OSHA doesn’t specifically require employers to provide sun protection, such as sunscreen lotion, hats, or shade structures, employers are required to provide “appropriate personal protective equipment to prevent exposure to serious hazards.” In short, an employer must take steps to protect employees only from “serious” overexposure. The interpretation cites 29 CFR 1910.132(a), which calls for employers to provide suitable protections against “hazards of environment” that are “capable of causing injury or impairment in the function of any part of the body through absorption, inhalation or physical contact.” But the regulations set a high standard where “hazards” are present, requiring employers to prepare a written certification of hazard assessment, and provide employee training. The regulations specifically exempt employers from having to pay for everyday sun protection clothing and creams. The Administration has not established measurements for determining how much sun exposure qualifies as “overexposure.” In another interpretation, it cites the OSHA general duty clause, which requires employers to keep their workplaces “free from recognized hazards that are causing or are likely to cause death or serious physical harm.” 29 U.S.C. 654. In short, if sun exposure is so bad that it could cause an employee’ s death or serious physical harm, an employer has an obligation to treat it as a “hazard.” In Nevada, where our temperatures can be very high, one can expect sun exposure to meet these requirements in many circumstances.

Sun exposure and workers’ compensation

For workers who suffer injuries like heat stroke or who develop skin cancer, workers’ compensation may offer relief. To be covered by Nevada’ s workers’ compensation system, an injury must arise in the course and scope of employment. Among other things, this rule means that insurers will look for potential causes of the injury that were not related to work. For example, a construction worker who came to work after a night of hard drinking might have contributed to his heat stroke by making himself more vulnerable and not hydrating properly before coming to work. For occupational diseases that develop more slowly, like melanoma, workers will face a more difficult challenge. Unlike other kinds of work-related diseases where exposure to a specific hazard can be isolated to the workplace, sun exposure happens to everyone. But in such circumstances an experienced workers’ compensation attorney should be consulted to carefully evaluate the facts.

GGRM understands complex work-related injury

For over 45 years the attorneys at the law firm of Greenman Goldberg Raby Martinez have handled complicated workers’ compensation cases in the Las Vegas area. If you have questions about your legal options after suffering a sun-related injury at work, contact us for a free attorney consultation. We can be reached at 702-388-4476 or send us a request through our site.

Casino Employees and Secondhand Smoke

Casino Employees and Secondhand Smoke

Although the Nevada Clean Indoor Air Act prohibits tobacco smoking in many public venues, it specifically exempts from its restrictions gaming areas in casinos where minors are not permitted. As a result, casino employees continue to be exposed to secondhand smoke, sometimes referred to as environmental tobacco smoke, or ETS. Secondhand smoke is associated with a wide range of health problems, including stroke, lung cancer, and heart disease. Casino employees who develop health problems as a consequence of the gaming floor’s smoky environment may have questions about their legal rights.

Secondhand smoke and workers’ compensation

To qualify for workers’ compensation benefits for occupational disease, an employee must show that the disease is “incidental to the character of the business and not independent of the relation of the employer and employee.” NRS 617.440(2). In 1992’s Palmer v. Del Webb’s High Sierra, 108 Nev. 673, the Nevada Supreme Court interpreted this requirement to exclude casino workers from receiving workers’ compensation benefits for secondhand smoke-related disease.

In Palmer the court’s rationale was that disease from secondhand smoke is not related to the nature of the job. The court reasoned that “environmental tobacco smoke is not incidental to the character of [bars and casinos],” and therefore diseases arising from it are not covered by the state workers’ comp statute. Id. at 674. It drew a distinction between environmental smoke in a casino and dust in a coal mine. Unlike coal dust, which is “incidental to the character of coal mining (mining coal necessarily creates coal dust), tobacco smoke is not part of the nature or character of a bar or casino business.” Id. at 675.

At least one plaintiff has raised the question of whether the Clean Indoor Air Act could change the Palmer rule. Heng v. Appeals Office of the Nev. Dep’ t of Admin., 2016 Nev. Dist. LEXIS 2829 (Nev. 2d Dist. Ct. 2016). Now that smoking is banned in many places, perhaps the exception for casinos could make secondhand smoke exposure “incidental” to working on the gaming floor. But unless the legislature acts, it seems unlikely that the state Supreme Court will reverse its Palmer decision.

Personal injury suits

A corollary of the Palmer rule is that casino workers must pursue a claim of personal injury if they hope to recover compensation for disease from secondhand smoke. Casino workers elsewhere have sometimes been successful in efforts to pursue personal injury claims against employers for secondhand smoke exposure. In 2010 an Atlantic City casino employee received a $4.5 million settlement for his lung cancer. To be successful, such cases require a careful legal analysis and close examination of facts.

The Occupational Safety and Health Act (OSHA) requires employers to maintain baseline air quality standards. Nicotine is a listed toxic substance under OSHA air quality regulations. 29 CFR 1910.1000, Table Z-1. Failure to comply with these rules, by providing proper ventilation and other appropriate mitigation, could expose a casino to administrative fines and other penalties. Unfortunately, OSHA does not provide a private cause of action for violations of its rules.

Talk to a Las Vegas personal injury lawyer about your options

The attorneys at the law firm of Greenman Goldberg Raby Martinez have served employees in the Las Vegas area for over 45 years. We would be happy to answer your questions about secondhand smoke and your legal options. For a free attorney consultation call us today at 702-388-4476 or ask us to reach out to you through our contact page.

Employer Responsibilities for Air Quality

Air pollution at work can cause serious health problems, and can aggravate conditions like asthma. For employers, maintaining good air quality in the workplace helps to keep employees healthy and safe, and improves productivity.

OSHA and indoor air quality

The general duty clause of the federal Occupational Safety and Health Act of 1970 (OSHA Act) requires employers to keep their workplaces free from recognized hazards that are causing or are likely to cause death or serious physical harm” to their employees. 29 U.S.C. 654. Although the regulations under the OSHA Act and Nevada’s own OSHA law, NRS 618 et seq., do not address indoor air quality in general, specific standards have been adopted, including: In addition to the specific standards, the Occupational Safety and Health Administration provides nonbinding guidance for employers who operate commercial and institutional buildings. For employees working in places that do not fall within one of the specific standards, the OSHA Act’s general duty clause offers an umbrella protection against inadequate ventilation or other unhealthy air quality problems. For example, a restaurant that fails to maintain adequate vent hoods and exposes its workers to constant oven smoke might be violating OSHA standards, among other things. The Safety Consultation and Training Section (SCATS) of the Nevada Division of Industrial Relations offers air quality evaluations by qualified industrial hygienists in the Las Vegas area.

Smoking and the Nevada Clean Indoor Air Act

The Nevada Clean Indoor Air Act, NRS 202.2483, regulates where smoking of tobacco is permitted in places of employment. The law prohibits smoking in most publicly accessible businesses, including indoor areas at restaurants, shops, schools, and government buildings. It also requires employers to post “No Smoking” signs and take steps to stop prohibited smoking. The Clean Indoor Air Act permits smoking in casinos, outdoor areas of restaurants, and other venues, so while it limits employee exposure to tobacco smoke to a large degree, it leaves many Las Vegas employees exposed to second-hand smoke.

Smoking marijuana in public is still illegal

Public consumption of marijuana, the recreational use of which has been legal in Nevada since January 2017, continues to be illegal. Unlike the Clean Indoor Air Act’s exceptions for tobacco smoking, Nevada’s recreational marijuana law makes no exceptions. Smoking marijuana in a public place, which is defined simply as “an area to which the public is invited or in which the public is permitted regardless of age,” is a misdemeanor. NRS 453D.030(17), NRS 453D.400(2).

GGRM helps Las Vegas workers protect their rights

Workers who are concerned that their employers are not taking adequate care to prevent air quality problems have a range of options for addressing the problem. State and federal agencies provide complaint mechanisms, and in some situations a workers’ compensation claim or even a personal injury lawsuit may be appropriate. The law firm of Greenman Goldberg Raby Martinez works with employees in the Las Vegas area to get compensation for injuries caused by problems like bad workplace air quality. For a free consultation call us today at 702-388-4476, or send us a request through our site.

New Nevada OSHA Rules for Safety Training in the Entertainment Industry

New Nevada OSHA Rules for Safety Training in the Entertainment Industry
Starting on January 1, 2018, the Las Vegas live entertainment industry must comply with new health and safety rules. Nevada Assembly Bill 190, signed into law in May, amends the state’s occupational health and safety (OSHA) laws to reduce the likelihood of accidents at shows or during rehearsals.

AB 190 requires special training courses for certain entertainment employees

New training requirements are at the heart of AB 190. From January 1, covered employees are required to complete a 10-hour (OSHA-10) or 30-hour (OSHA-30) training course, with the longer course required for supervisory employees. Employees must complete the appropriate course within 15 days of hire. The courses provide training on general industry safety rules. They are developed by the U.S. Department of Labor and administered in Nevada by the Safety Consultation and Training Section (SCATS) within the Division of Industrial Relations. SCATS will be offering courses for free in the early part of 2018. AB 190 only applies to certain employees involved in the live entertainment industry. Specifically, it captures workers whose primary occupation on site involves the construction, installation, maintenance, operation, repair, or removal of:
  • Theatrical scenery, rigging, or props;
  • Wardrobe, hair, or makeup;
  • Audio, camera, projection, video, or lighting equipment; or
  • Any other items or parts which are related to or components of the above items, and which are used in conjunction with the presentation or production of:
    1. Live entertainment;
    2. Filmmaking or photography;
    3. Television programs;
    4. Sporting events; or
    5. Theatrical performances.
Employers and workers should note that the rule doesn’t require unpaid workers, like volunteers or interns, to undergo training.

Ongoing compliance requirements

After completing the required course, employees will receive a completion card issued by the Division of Industrial Relations. The card is good for five years, after which the employee needs to take a refresher course or meeting the law’s continuing education requirements: at least 5 hours of training for OSHA-10 employees and at least 15 hours for OSHA-30 employees. AB 190 requires employers to suspend or terminate any covered employee who fails to complete the required training within 15 days of hire. Employers who fail to follow this rule are subject to fines. As a proud member of the Las Vegas community, the law firm of Greenman Goldberg Raby  Martinez is glad to know that workers in the live entertainment industry will be safer in 2018. If you have questions about Nevada’s OSHA requirements, our experienced team of attorneys is here to help. Reach out to us today at 702-388-4476, or send us a request through our site.