• 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

Worker Falls From 8-Story Water Tower: $485K OSHA Fine

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: July 29, 2024
2 minute engagement
OSHA Finds Safety Hazards, Fines Trader Joe’s Nearly $217K

The Occupational Safety and Health Administration (OSHA) has cited a New Jersey water tower painting company for three willful and 19 serious violations after finding the contractor failed to provide safety equipment that would’ve prevented an employee from falling 80 feet to the bottom of a water tower.

U.S. Tank Painting Inc. employed workers to sandblast and paint the tower and replace a ladder attached to the structure to access the tower’s peak. In January 2024, a worker fell while climbing a maintenance tube ladder into the water tank and suffered severe injuries.

After an investigation, OSHA safety inspectors determined U.S. Tank Painting failed to protect workers from fall hazards and “exposed workers to respiratory injuries and hearing loss while working in a permit-required confined space, fire and explosion hazards, and long-term lung damage related to unsafe levels of silica dust.”

OSHA’s Response

In a press release, OSHA Area Director Paula Dixon-Roderick in Marlton, New Jersey, issued a statement on the investigation.

“An employee suffered numerous severe injuries because their employer did not make sure legally required fall protection was provided for workers climbing up and down the inside of an 8-story water tower,” Dixon-Roderick said. “We intend to hold employers responsible when they fail to follow rules put in place to protect the safety and well-being of workers.”

OSHA cited the company for three willful and 19 serious violations for failing to:

  • Ensure workers used fall protection while ascending or descending the maintenance tube ladder.
  • Reduce noise levels below the permissible exposure level using hearing protection, administrative or engineering controls.
  • Evaluate the hazards within the water tower, which was considered “a permit-required confined space”, and ensure the hazards were eliminated.
  • Complete required confined space permits.
  • Develop a rescue plan for those working inside the water tower, for which the company was cited in 2017.
  • Provide continuous air monitoring equipment for use inside the water tower.
  • Take proper safety precautions when flammable paint was being used.
  • Evaluate employee exposure to crystalline silica contained within paint, which was found to be over safe levels.
  • Train workers on crystalline silica hazards and have a specific silica program for the jobsite.
  • Develop a site-specific respiratory protection program.
  • Ensure the use of a carbon monoxide detector when workers used supplied air respirators.
  • Provide the required respirator cartridge needed to filter crystalline silica.

U.S. Tank Painting faces $485,580 in proposed penalties for the violations.

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

ZESTFUL Page – Reignite Collaboration and Morale in Your Remote Workers

Webinars

Data-Driven Culture Transformation – Go Beyond Vanity Metrics

Webinars

Unconscious Bias in Recruitment

Webinars

Moving from Ping-Pong to Purpose: What Your Candidates Want From Their Next Career Move

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
Fired for Getting Hurt? Court Orders Employer to Pay $141K

Getting hurt shouldn’t cost you your job. A federal district court in Oregon has ruled that the U.S. Postal Service should pay more t...

  • Employment Law
Groundbreaking AI discrimination settlement: 3 key lessons for HR

The EEOC and iTutorGroup, Inc. have reached an agreement to resolve the first AI discrimination lawsuit. The EEOC’s complaint alleged ...

  • Employment Law
Overtime Miscalculation Costs Hawaii Rehab Clinic $171K in Back Wages, Plus Penalty

A physical therapy and rehabilitation clinic in Hawaii recently learned an expensive lesson about overtime compliance after a federal inves...

  • Employment Law
Jobs for Men Only? Employer Pays $1.6M to Settle EEOC Lawsuit

A contract security solutions provider headquartered in Birmingham, Alabama, has agreed to pay $1.6 million to settle an EEOC lawsuit that ...

  • Employment Law
How FMLA Retaliation Risk Starts With One Leave Call

An employee asked for FMLA leave. Not long after, he was fired. He sued, claiming the termination of his employment amounted to retaliation...

  • Employment Law
What the AI Hiring Conversation Keeps Getting Wrong

The debate around AI in hiring has grown louder and, in many ways, more confused. The cautions around AI are driving most of the conversati...

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.