Why You Need OSHA Training in Healthcare

Why You Need OSHA Training in Healthcare

Kelli Ngariki • September 4, 2023

The Occupational Safety and Health Act of 1970 aims to protect American workers and prevent work-related injuries, illnesses, and deaths by setting and enforcing standards. As per OSHA guidelines, employers must comply with OSHA regulations. Therefore, they must provide the explicit safety and health training their workers need to perform their jobs safely.

Who Needs OSHA Training?

All healthcare workers with potential exposure to hazards must receive training on specific safety hazards and precautions (controls) before engaging in potentially hazardous activities. The timeliness of training is critical when it comes to adhering to OSHA regulations. While all employees are at risk, the risk of injuries and illnesses is even greater for newly hired employees. For this reason, all employees should receive OSHA training within the first ten days of employment and annually thereafter, as per OSHA requirements. Safety (OSHA) Officers should also receive training on identifying hazards, developing plans, and maintaining records.

What Help is Available?

Understandably, many employers are seeking assistance with the OSHA training process. Lack of time, resources, and intricate knowledge of ever-changing OSHA guidelines can expose employers to substantial risks and non-compliance penalties. Fortunately, employers don’t have to navigate this arduous process alone. At Healthcare Compliance Associates (HCA), we live and breathe OSHA compliance, so you don’t have to! Our job is to save you time, reduce risk exposure, and help you provide your employees with the best work environment possible.

Our specialists at HCA develop and conduct engaging training programs (on-site, virtual, and online), create practical checklists to make compliance easier, provide monthly newsletters with updates to stay informed, assist with setting up plans and policies, and provide personalized support to help in an inspection and with day-to-day challenges.

Working with an OSHA compliance company such as HCA has many advantages. Five of the most notable of these are:

Protects Employees

For employees, on-the-job injuries and illnesses can have devastating effects. According to a study by the American Journal of Industrial Medicine, a single workplace illness or injury costs an employee and their family on average $8,000 out of pocket. Employees may be forced to dip into their savings or default on payments. As a result, these employees are much more likely to lose their homes, cars, and health insurance.

Thankfully, you can significantly reduce the likelihood of injuries and illnesses by providing proactive and comprehensive OSHA training to all employees through a reputable OSHA compliance management company. Through this commitment to safety compliance, you can prevent much physical pain, emotional suffering, and financial stress on your workers. Additionally, establishing more standardized procedures creates consistency for employees, and an increased understanding of roles and expectations helps improve employee satisfaction. Smoother workflow processes and happier employees will likely result in a better patient experience…the ground on which great reputations and abundant referrals are built.

Increases Productivity and Saves You Money

According to the United States Bureau of Labor and Industries, in 2021, private industry employers reported 2.6 million non-fatal workplace injuries and illnesses. In 2020, the healthcare and social assistance industry had the most reported injuries and illnesses at over 800,000. Furthermore, healthcare and residential care had the highest number of incidents resulting in days away from work.

The financial toll of illnesses, injuries, and workplace fatalities can be enormous for employers. In today's business environment, this cost can be the difference between running in the black or the red. Small and medium-sized businesses are especially vulnerable to the impact of workplace injuries and illnesses. Slim budgets and the nature of “work-family” environments in businesses of these sizes can cause immediate and lasting financial and emotional trauma.

A quality training program that creates awareness about safety hazards and instructs employees on preventing them is a worthy investment. Returns on OSHA training investments include increased productivity, higher worker morale with decreased absenteeism, more predictable patient care, increased profitability, improved compliance with fewer worker's compensation claims, improved patient satisfaction, reduced insurance risk exposure, and minimized legal fees. Indirectly, an investment in OSHA training can also promote patient referrals, further supplementing your bottom line.

Reduces Your Risk of OSHA Fines and Citation

Employers have a moral obligation to protect their staff from unsafe working conditions. Further, non-compliance can lead to hefty fines reaching hundreds of thousands of dollars and citations that can cause individuals to lose their licenses. In many cases, the detrimental financial effects of non-compliance can be made even worse when a company’s reputation is tarnished. Effective training will reduce the risks of employees, patients, or members of the general public filing complaints about you to OSHA.

While some of these complaints can be minor, only warranting a letter asking for an explanation with possible internal remediation of the reported hazard, others substantiate an on-site OSHA investigation. If an inspector arrived at your facility today to thoroughly examine your potential risks, work practices, and controls, will you, your employees, and your facility be prepared to withstand the rigors of an OSHA compliance audit?

An effective OSHA training company should ensure that an OSHA trainer walks through your facility annually and recommends improving compliance. Your training company will likely give you an outline of the compliance process and specific instructions on responding to a complaint. More importantly, they should also provide you access to a local trainer who can serve as your representative during an inspection, offering guidance and assistance with any necessary follow-up.

This invaluable support will likely decrease the stress level for you and your staff. Additionally, OSHA inspectors will consider your 'good faith effort' to achieve compliance through safety plans, policies, and documented training. Your efforts may decrease sanctions or even avoid them altogether. Having an OSHA training certification not only provides your staff with continuing education credits (CE’s), it may save you money in fines. Annual professional training offers peace of mind knowing you're protected if an accident, complaint, or inspection occurs.

Increases Job Satisfaction and Morale

Everyone appreciates feeling valued and respected. Offering new-employee and annual staff training demonstrates management's commitment to the safety and health of their employees. By investing in staff education, management can earn the trust and loyalty of workers and boost morale. Better morale not only increases productivity and lowers the number of absences but also reduces the number of on-site accidents.

From our experience, the most effective and productive OSHA safety programs involve multiple staff working harmoniously to achieve and maintain compliance. This team approach takes the heavy lifting off of one or only a handful of employees and encourages the whole team to prioritize safety. Management’s fostering of teamwork and unity among workers typically leads employees to feel happier, more supported, and less stressed. When people know their role and the importance of workplace safety, they feel a greater sense of belonging to the group and empathy for their co-workers. As part of a team, members work together in a productive manner that results in better patient care and outcomes.

Keeps You Current on Laws and Requirements

Under OSHA rules, all healthcare employers should know and follow governmental regulations to protect their employees. Some OSHA rules haven't changed in many years, while others are revised often. Oregon OSHA (OR-OSHA) adds additional requirements to federal laws, making standards even more stringent. As an employer, you must keep up with frequent changes to federal and state-specific laws. Unfortunately, this can be challenging and time-consuming. To exemplify the complexities of changing regulations, Oregon OSHA Covid rules have been updated 14 times since coming out in 2020.

At HCA, we conduct ongoing research to stay current on OSHA guidelines and incorporate recent changes into our training program in a practical and helpful way that you and your staff can implement quickly. Working together, we focus your employees on areas that help your patients and generate income rather than compliance.

Finding an OSHA compliance expert in your state saves you time and money. There are numerous nuances in the world of OSHA compliance, and it helps to work with someone who knows the ins and outs of federal and state guidelines. For example, understanding which government organization to listen to, The Center for Disease Control (CDC), the Oregon Health Authority (OHA), or Oregon OSHA, can be very complicated. Depending on the specific hazard topic, any of these organizations might trump the others. But how would you know? A good compliance consultant will spend countless hours researching and communicating with these organizations to understand the distinctions.

Conclusion

Establishing and maintaining OSHA compliance can be tricky. By working with a reputable OSHA compliance company, you can remove the obstacles that put you and your companies at serious risk of injuries and illnesses. In working proactively and collaboratively, we can find and fix workplace hazards before employees are injured or become ill.

Proper employee training cultivates an understanding of OSHA responsibilities and empowers staff to make good decisions. OSHA training will reduce your risk of fines, legal fees, and citations, protect your team from injuries or illnesses, increase productivity and staff morale, keep you current on relevant laws and regulations, and improve patient outcomes.

OSHA certification demonstrates that you conduct business safely and ethically according to the law. It builds trust and improves your company's reputation with patients and the community. It will also likely minimize fines if your company has a complaint filed against you or OSHA arrives for an inspection. A reputable OSHA training and support company can assist you on your ever-evolving compliance journey.

We’ve got you!

We at Healthcare Compliance Associates live and breathe compliance, so you don’t have to.

We develop and conduct engaging training programs (onsite, virtual, and online), create practical checklists to make compliance easier, provide monthly newsletters with updates to stay informed, assist with setting up plans and policies, and provide personalized support to help in an inspection and day-to-day challenges. We keep your employees working and focused on areas that help your patients and generate income. Not focused on compliance.

In just 30 days, everyone in the office can be compliant, and it can cost less than $5 per day, depending on the size of your business.

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Do I Need Infection Control Training?

By Ayana Guzzino • August 15, 2025

What Most Clinics Get Wrong About Infection Control Too many clinics make assumptions that lead to risk. Let’s clear up the two biggest misconceptions: ❌ Misconception #1: Only Licensed Providers Need Training Every Two Years The Truth: Infection control training isn’t just for dentists or hygienists. Every team member who may be exposed to bloodborne pathogens or infectious materials—including front desk staff and janitorial crew—should receive training annually at a minimum. ❌ Misconception #2 : OSHA and Infection Control Training Are the Same The Truth: While some topics overlap, they have different goals. OSHA training focuses on protecting employees from workplace hazards. Infection control training focuses on preventing disease transmission to protect patients, staff, and anyone entering the clinic. Not recognizing this difference can create compliance gaps and increase your risk. 3 Quick Infection Control Wins You Can Use Today Confirm who’s been trained: Create or update your staff training log. Anyone potentially exposed should have documented annual training. Walk your clinic like an inspector: Look for expired supplies, unlabeled containers, or missing hand hygiene signage. These are easy-to-fix red flags. Review your exposure plan: Is it up to date and specific to your current team and workflows? If it’s collecting dust, it’s time to revise. Stay Ready Year-Round with HCA At Healthcare Compliance Associates, we make infection control training simple, specific, and stress-free. Our Infection Control Compliance Package includes: ✅ Annual Onsite + Online Training – Relevant, current, and clinic-specific ✅ Exposure Plan Workbook – Easy-to-follow and ready for inspection ✅ Facility Walk-Thru – Catch issues before they cost you ✅ Year-Round Support – Get expert answers when you need them Contact Us TODAY to learn more about how maintain compliance with ease!

What to Do When Patient Records Are Delayed

By Ayana Guzzino • August 14, 2025

Delays in receiving medical records are one of the most common frustrations we hear about from healthcare offices. Whether you’re waiting on x-rays, patient histories, or treatment notes, it can feel like a simple request is suddenly wrapped in red tape. With a clear understanding of HIPAA regulations, a collaborative approach, and a steady focus on quality patient care, your clinic can reduce friction, improve communication with other offices, and navigate records-related delays with greater confidence and clarity. To make this process even easier, we’ve created a set of ready-to-use Records Request Email Templates for healthcare offices . These templates were designed to help you communicate clearly, avoid delays, and stay HIPAA- and state-compliant. Download the Records Request Email Templates A Common Scenario: When Policy Becomes a Barrier A dental office submits a request to another provider for a patient’s records, which are needed before a scheduled procedure. The other office replies that the request must be submitted through their specific online portal — and once submitted, it may take up to 30 business days to process. No confirmation is provided, and no status update is available. The patient is growing anxious, the procedure must be rescheduled, and the receiving office is left feeling frustrated and powerless. This situation doesn’t reflect a bad actor. It reflects a inefficient process, often due to: Understaffed administrative teams Lack of understanding about the HIPAA rules Overreliance on policy templates Outdated systems for records handling The good news? There are realistic, professional steps you can take to move things forward — and avoid unnecessary conflict. What the Law Says About Records Release HIPAA Right of Access Under the federal HIPAA Privacy Rule: Patients have the right to access their records. Records must be provided within 30 calendar days (with an optional 30-day extension if justified in writing). Providers may require a written request but cannot create unreasonable delays or barriers. Full guidance: HIPAA Right of Access – HHS.gov Oregon Rule (Dental): Oregon dental providers must provide records, including x-rays, within 14 days of a written request from the patient or their guardian. Refer to OAR 818-012-0030(9)(a) for direct language. Internal policies should support timely care, rather than hindering it. Records Release Toolkit These steps are designed to support your office in responding effectively, lawfully, and professionally when facing delays in receiving patient records. Clarify and Confirm Ensure the records request was received. Ask if additional documentation or formats are preferred (fax, secure email, form submission). Offer to resend or adjust the request to their stated process, so long as it does not impose unreasonable delays. Connect with the Right Person If initial communication isn’t productive, request to speak with a supervisor or office manager. Approach the conversation with the goal of: Understanding their process Building a cooperative relationship Identifying a smoother path forward for both offices Sample language: “We’d like to make this process easier for everyone involved. Who is the best person to speak with about streamlining this request and ensuring the patient receives timely care?” Provide Educational Context If helpful, you may share federal guidance or state law — not as a threat, but as context: “We understand your office has internal policies, but understand that under HIPAA and Oregon law, patient records must be released within specific timelines, and processes cannot create unreasonable delays. We’re happy to collaborate in a way that works for both offices and puts the patient’s needs first.” Empower the Patient Patients often get faster responses. Encourage them to: Submit their own written request Note the urgency for treatment Request an estimated date of release Reference their right to access under HIPAA You can also provide the patient with a link to HHS’s Right of Access page for more information. When It Might Be Information Blocking The 21st Century Cures Act prohibits covered entities from interfering with access to or use of electronic health information. While most delays are not intentional, consistent or unexplained refusals to share records may fall under the category of information blocking . To learn more: Information Blocking FAQ – HealthIT.gov Report a Complaint – OCR Use this step when education and collaboration have failed, and there’s clear harm being done to the patient’s ability to receive care. Focus on Collaboration, Not Conflict Delays in care can be deeply frustrating, especially when you’re doing everything right. Still, it’s important to remember that many offices are working with limited resources, under pressure, and with outdated systems. Most delays are not acts of harm — they are opportunities for system improvement and clearer communication. By staying professional, knowledgeable in law, and focused on the patient, your office can be a model for collaborative, compassionate compliance. Need Support? If you need help navigating a difficult records release situation, reach out anytime at: Phone: (541) 345-3875 Email: Support@OshaHipaaTraining.com And if you want to save time and take the guesswork out of your records requests, grab our free Records Request Email Template Pack — including the initial request, follow-up, and escalation messages. Get your templates here!

OSHA Compliance Checklist for Dental & Medical Clinics (2025)

By Kelli Ngariki • August 13, 2025

Stay OSHA-compliant in 2025 with this essential checklist for dental and medical clinics. Covers safety training, TB testing, PPE, documentation, and inspections.

When Patients Cry “HIPAA Violation”: What to Do

By Ayana Guzzino • August 12, 2025

In healthcare, the word “HIPAA” carries weight—and sometimes, confusion. It's not uncommon for patients or their loved ones to claim that a privacy violation has occurred, even when no such breach has taken place. With the rise of online forums, social media, and secondhand information, many people feel empowered to speak up—but unfortunately, not all claims are grounded in a clear understanding of the law. So what should your clinic do when someone insists their privacy rights have been violated, but the situation appears to be a misunderstanding, miscommunication, or outright exaggeration? Here’s a clear, professional approach to handling these claims with integrity, care, and confidence. 1. Pause and Listen Carefully Even if the complaint seems misguided, every concern deserves a respectful ear. Listen without defensiveness. Let the individual fully explain their concern and take notes. The way you respond in these early moments can shape their overall perception of how seriously your office takes patient privacy. 2. Document Everything! Immediately document: Who made the complaint and when What they claimed happened Whether PHI was involved Any key phrases or direct quotes that help show the tone or seriousness of the complaint (e.g., “I’m calling my lawyer if you don’t fire them”) How your team responded in the moment Avoid including: Personal opinions, assumptions, or guesses about the person’s intentions (e.g., “they were probably lying” or “seemed unstable”) Emotional reactions or commentary (e.g., “the patient was being ridiculous”) Diagnoses, unless you're a licensed clinician referencing a known medical fact relevant to the incident Stick to observable facts and language. Your goal is to create a clear, professional record—not an interpretation of someone’s behavior. 3. Assess the Claim Objectively Not all HIPAA complaints indicate an actual violation. Sometimes patients misunderstand what HIPAA protects—or they become upset about an experience unrelated to privacy and reach for legal terminology out of frustration. Let’s define PHI (Protected Health Information): PHI includes any information that can be used to identify a patient and relates to their health status, care received, or payment for care. This can include names, addresses, birthdates, diagnoses, treatment details, or even something as simple as an appointment date—if it’s tied to the person’s identity. Ask yourself: Was any identifiable health information actually disclosed? Was the disclosure intentional or accidental? Was the recipient someone authorized to receive it? Did the patient misunderstand normal administrative processes (e.g., calling a patient’s name in the lobby, sending appointment reminders)? If there’s no PHI exposure, or the alleged "violation" falls outside the scope of HIPAA, it’s important to remain clear in your own understanding before addressing the concern further. 4. Conduct a Formal Internal Investigation Even if a claim seems unfounded, treat it with seriousness and respect. Review relevant documentation, talk to any staff involved, and consult your policies. This shows due diligence and creates internal accountability. If the complaint is clearly based on misinformation, consider it a learning opportunity—for both your team and the patient. 5. Respond with Compassion and Clarity Once you've reviewed the situation: Provide a calm, professional response Acknowledge the patient’s concerns Offer a brief explanation (in plain language) of what HIPAA does and does not cover, if appropriate Share any corrective steps taken or training provided—even if it’s just a refresher for your team Avoid legal jargon or a defensive tone. The goal is to rebuild trust, not to “win” an argument. 6. Don’t Let Emotions Guide the Response Some complaints can feel personal—especially if the patient posts online, demands punishment for a staff member, or becomes hostile. It’s essential that leadership remain steady. Avoid: Engaging in back-and-forth debates (especially on social media) Making decisions purely based on pressure or fear Escalating a situation that may simply need clear, compassionate communication If needed, consult legal counsel for guidance—especially if the patient is making legal threats or posting defamatory content. 7. Reinforce Training and Culture Regardless of the claim's validity, use the opportunity to reinforce best practices around privacy and professionalism. Offer a quick HIPAA refresher to staff and revisit your internal policies for any needed improvements. You might even review how your office handles: Social conversations inside or outside of the clinic- what isn't allowed under the HIPAA law Visible documents or whiteboards Use of devices or screens near patients Proactive steps build a culture of awareness and protect against future misunderstandings. Not every HIPAA complaint means your clinic is at fault—but every complaint is a chance to listen, learn, and lead with integrity. By responding calmly, documenting thoroughly, and reinforcing your team’s commitment to privacy, you protect both your practice and the trust your patients place in you. Need support navigating patient complaints or strengthening your privacy protocols? We’re here to help healthcare teams turn complex compliance into confident care. Reach out for resources, training, and guidance tailored to your unique needs.

Healthcare Cybersecurity

By Kelli Ngariki • August 5, 2025

Learn how healthcare practices—especially small and dental offices—can strengthen cybersecurity by breaking down silos, preparing for ransomware, and building a team-based defense. Practical, HIPAA-friendly guidance for non-technical teams.

Learn From a Ransomware Mistake

By Kelli Ngariki • July 29, 2025

A ransomware attack at Syracuse ASC triggered a $250K HIPAA settlement. Discover what went wrong—and how your healthcare practice can avoid similar cybersecurity compliance failures.

OSHA 2025 Penalty Reductions: How Small Medical & Dental Clinics Can Save Up to 70%

By Kelli Ngariki • July 23, 2025

Learn how small healthcare practices, including dental and medical clinics, can reduce OSHA penalties by up to 70% under the new 2025 guidelines. Discover eligibility, documentation tips, and how to claim your discount.

How to Build a Healthcare Compliance Program That Works

By Kelli Ngariki • June 22, 2025

Running a small dental or medical office means wearing a lot of hats. Beyond delivering great care, there's the crucial task of staying compliant with laws like HIPAA, OSHA, and CDC guidelines. An effective compliance program is more than a formality, it’s a vital part of safeguarding your patients, supporting your team, and maintaining your professional credibility. To make things easier, the U.S. Department of Health and Human Services (HHS) Office of Inspector General has outlined seven core elements every compliance program should include. Here's what they mean for small healthcare practices like yours: 1. Written Policies and Procedures Start with clear, straightforward policies that reflect how your office operates. Cover essential topics like patient privacy, billing practices, workplace safety, and infection control. Make sure everyone knows where to find these documents and how to follow them. 2. Compliance Oversight Appoint someone to oversee your compliance efforts. It might be your office manager, lead assistant, or even you. What's important is that someone keeps tabs on updates, deadlines, and compliance tasks. 3. Staff Training and Education Everyone in your office should understand the rules that apply to their job. That means training on HIPAA privacy and security, OSHA safety, and your specific office protocols. Do this when people are hired and at least annually. 4. Open Communication Create a work environment where team members feel comfortable speaking up. Whether it's an anonymous suggestion box, regular check-ins, or just a culture of openness, employees need a way to share concerns without fear. 5. Regular Monitoring and Auditing Check in regularly to see how things are going. That could mean reviewing OSHA logs, spot-checking sterilization records, or ensuring patient forms are properly handled. These routine audits help catch small problems before they become big ones. 6. Fair Enforcement of Rules Make sure your team understands that policies are enforced fairly and consistently. A simple, written discipline policy helps set expectations and avoid confusion. 7. Quick Response and Follow-Up If something goes wrong, act quickly to fix it. That might mean retraining a staff member, updating a policy, or reporting a serious issue. The goal is to correct the problem and make sure it doesn’t happen again. Putting these seven elements in place can seem like a big task, but you don’t have to do it all at once. Start with what you already have and build from there. Over time, these steps will help your office run more smoothly and with less risk. Bonus Resource: If you're ready to elevate your practice's success beyond compliance, check out my new book, Good Dentist, Poor Dentist—a practical guide for running a smarter, more profitable practice. Get your copy today at gooddentistbook.com .

Patient Doctor Interaction, HIPAA Violation, Patient Trust, PHI

Can You Talk About a Patient If You Don’t Say Their Name?

By Kelli Ngariki • June 20, 2025

Can you talk about a patient if you don’t say their name? Learn what HIPAA really allows, what puts your reputation at risk, and how to protect patient trust through compliant and respectful communication.

Is Online OSHA Training Acceptable? Why Onsite Training Is Better for Medical and Dental Practices

By Kelli Ngariki • June 17, 2025

Discover the benefits of onsite OSHA compliance training for healthcare offices—live staff education, inspection support, HIPAA compliance, and peace of mind.