OSHA inspections in 2026 are more targeted and data‑driven, focusing on high‑hazard industries, injury and illness reporting, heat hazards, workplace violence prevention, and employer accountability. Organizations unprepared for OSHA inspections risk citations, penalties, and operational disruptions.
This session provides a practical roadmap to prepare before OSHA compliance officers arrive. Learn what inspectors look for, how to handle document requests and employee interviews, and strategies to minimize citations while strengthening workplace safety compliance.
📌 Session Highlights
- OSHA enforcement priorities & inspection trends for 2026
- How OSHA selects employers for inspections (programmed, complaint, referral, fatality, catastrophe)
- Preparing for OSHA inspections before officers arrive
- Employer rights & responsibilities during inspections
- Best practices for opening conferences, walk‑arounds, interviews, and closing conferences
- OSHA 300, 300A, and 301 recordkeeping requirements
- Maintaining written safety programs, training records, hazard assessments
- Focus on injury/illness data accuracy & inspection targeting
- Key compliance updates: HazCom, heat illness prevention, workplace violence, fall protection, lockout/tagout, machine guarding
- Understanding OSHA citations, penalties, abatement, and appeals
- Common employer mistakes leading to serious, repeat, and willful violations
- Building an OSHA inspection readiness strategy for 2026
🎯 Learning Objectives
By attending, participants will:
- Prepare confidently for OSHA inspections
- Understand 2026 enforcement priorities & procedures
- Maintain inspection‑ready documentation & records
- Respond effectively to OSHA compliance officers
- Reduce risks of citations, penalties, and repeat violations
Interactive Q&A included – ask your questions directly to our expert.
Speaker
Matthew Burr
Matthew Burr has over 15-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC, Talentscape, LLC and Co-Owner of Labor Love, a Labor and Employment Law poster printing company. Prior to founding the consulting firm, the majority of his career was spent in manufacturing and healthcare. He specializes in labor and employment law, conflict resolution, performance management, labor, and employment relations. Matthew has a generalist background in HR and provides strategic HR services to his clients, focusing on small and medium sized organizations.
In July 2017, Matthew started as an Associate Professor of Business Administration at Elmira College and was promoted into the Continuing Education & Business Administration Department Liaison role in July 2018. He teaches both undergraduate and graduate level business courses at Elmira College, and successfully designed an HR Concentration in the business management major that is aligned with both SHRM and HRCI certifications. Matthew is also the SHRM Certification Exam Instructor, with a current pass rate of 89% on the SHRM-SCP and 100% pass rate on the SHRM-CP.
Matthew works as a trainer Tompkins Cortland Community College, Corning Community College, Broome Community College, Penn State University and HR Instructor for Certification Preparation for the Human Resource Certification Institute (HRCI). He also acts as an On-Call Mediator and Factfinder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions.
certification
HRcpe is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
This Program has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
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