• Skip to primary navigation
  • Skip to main content

HRMorning

  • FREE RESOURCES
  • PREMIUM CONTENT
  • HR DEEP DIVES
  • PODCASTS
    • VOICES OF HR
    • WOMEN’S LEADERSHIP TODAY
  • LOGIN
  • SIGN UP FREE
  • Employment Law
  • Benefits
  • Recruiting
  • HR Technology
  • Payroll
  • Management
  • Women’s Leadership
  • More
    • Talent Management
    • Performance Management
    • Leadership & Strategy
    • Compensation
    • Policy & Procedures
    • Wellness
    • Staff Departure
    • HR Career & Self-Care
    • Health Care
    • Retirement Plans
  • Employment Law

On-the-job fatality: Company, owners fined nearly $2.5M after worker’s death

Carol Warner
By: Carol Warner
  • Share on

About the Author

For nearly two decades, Carol Warner has analyzed the legal and financial realities behind workplace decisions, covering employment law, benefits, payroll and HR technology. She translates complex legal updates, regulatory shifts and vendor claims into plain language that HR teams can act on. Her focus is simple: What does this mean for employers, and what should they do next? Connect with her on LinkedIn.

Show Less
Last Updated: March 7, 2024
2 minute engagement

An Alabama employer’s “willful disregard” for safety led to an employee’s death, according to OSHA.

The agency proposed a seven-figure fine, citing MDLG Inc., operating as Phenix Lumber Co., a sawmill in Alabama and its owners, John Menza Dudley Jr. and Leslie Elizabeth Dudley for multiple violations.

Second on-the-job fatality in three years

According to reports from first responders, OSHA found a 67-year-old sawmill supervisor climbed on top of an auger to access a difficult-to-reach area to unclog a wood chipper. It started while the man was on top of the auger. He got caught in the machinery and suffered fatal injuries.

OSHA’s investigation found this incident was the second time in three years that the sawmill could’ve prevented a tragic incident by following lockout/tagout requirements.

“Phenix Lumber’s willful disregard for the well-being of their employees leaves another family to grieve the loss of their loved one. This must stop,” said OSHA Regional Administrator Kurt Petermeyer in Atlanta. “This worksite has become all too familiar to OSHA. Phenix and its owners have a legal responsibility to follow federal safety laws that are meant to prevent the exact hazards that cost this employee’s life.”

The sky-high cost of noncompliance

The agency proposed a $2,471,683 fine for 22 willful violations, one repeat violation and five serious violations. Among other things, OSHA found the company failed to:

  • Ensure employees used energy control procedures to prevent the unexpected start-up of machines while performing maintenance and servicing activities such as clearing jams.
  • Ensure the use of lockout/tagout devices on machinery when performing maintenance.
  • Provide training to employees on the purpose and function of the energy control program, as well as ensure they have the knowledge and skills required for the safe application of energy control measures.
  • Maintain guarding on machines that posed amputation hazards to employees.
  • Require fall protection to be used in work areas above four feet.

Info: Feds propose nearly $2.5M fine after ‘willful safety violation’ leads to fatality, 2/22/24.

Filed under
  • Employment Law
  • Share on

Get the HRMorning Newsletter

With HRMorning arriving in your inbox, you will never miss critical stories on labor laws, benefits, retention and onboarding strategies.

  • This field is for validation purposes and should be left unchanged.
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form
  • This field is hidden when viewing the form

Free Training & Resources

Webinars

Surviving the Retail Apocalypse: Why Those Committed to Employee Engagement Are Winning

Webinars

Employee Engagement: Strategies for Success With Seth Mattison

Webinars

Workplace Compliance Trends for 2025

Provided by Paycom

White Papers

The Employer Growth Standard

Provided by Asure Software

SPONSORED CONTENT

HR Technology

sponsored content
The Best AI Software for HR Automation

Courtesy of G-P

Talent Management

sponsored content
Powerful Employee Retention Strategies for 2025: How to Keep Your Best People

Courtesy of PEOPLEGURU

Benefits

Health Care

Wellness

sponsored content
Proven Results: 5 Ways Teladoc Health Chronic Condition Management Transforms HR Outcomes

Courtesy of TELADOC HEALTH

Further Reading

  • Employment Law
Blame that tune: Music at work can be sexual harassment, court says

Is it possible for music played at work to constitute discrimination based on sex? Yes, the U.S. Court of Appeals for the Ninth Circuit ...

  • Employment Law
Is this a racially derogatory nickname? Black worker says ‘yes’

What’s solid evidence of race bias, and what’s not? In this lawsuit, a Black worker claimed that the use of the nickname “Sly,” tog...

  • Employment Law
Equal pay dispute: Out-of-state remote employee wins first round in court

Scoring a significant preliminary victory, an out-of-state remote employee who lives and works in New Hampshire will be allowed to pursue p...

  • Employment Law
  • Payroll
Immigration and Nationality Act: Trump Steps Up Enforcement

You already understand the need to have new hire paperwork, such as Form I-9, in order. Now with the spotlight on illegal immigration, that...

  • Employment Law
Pay Transparency Compliance Missteps Lead to $900K Payout

A $900,000 settlement in Washington shows how easily employers can stumble on pay transparency compliance when job postings lack required p...

  • Employment Law
DOL Opinion Letter FLSA2026-10 Addresses Phone Calls During Commutes

Field-based roles raise unique FLSA compliance questions, including whether an employer must pay for work tasks performed before or during ...

Get the latest from HRMorning in your inbox PLUS immediately access 10 FREE HR guides.

I WANT MY FREE GUIDES
HR Morning Logo
  • Facebook
  • Linked In
  • ABOUT HRMORNING
  • ADVERTISE WITH US
  • WRITE FOR US
  • CONTACT
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • Performance Management
  • HR Technology
  • Leadership & Strategy
  • Compensation
  • Policy & Procedures
  • Wellness
  • Staff Departure
  • HR Career & Self-Care
  • Health Care
  • Retirement Plans
  • DEI

HRMorning, part of the Rover Insights Network, provides the latest HR and employment law news for HR professionals in the trenches of small-to-medium-sized businesses. Rather than simply regurgitating the day's headlines, HRMorning delivers actionable insights, helping HR execs understand what HR trends mean to their business.

Powered By Rover Insights
Privacy Policy | Terms of Service
Copyright© 2026 Rover Insights
HRMorning Logo

WELCOME BACK!

Enter your username and password below to log in

Forget Your Username or Password?

Reset Password

Lost your password? Please enter your username or email address. You will receive a link to create a new password via email.

Log In

Why do we need your credit card for a free trial?

We ask for your credit card to allow your subscription to continue should you decide to keep your membership beyond the free trial period.  This prevents any interruption of content access.

Your card will not be charged at any point during your 21 day free trial
and you may cancel at any time during your free trial.

During your free trial, you can cancel at any time with a single click on your “Account” page.  It’s that easy.