Model written lock out/tag out program

June 12th, 2018 by Edwin G Foulke, Jr. at Fisher Phillips

This blog is an excerpt from our book Workplace Safety and Health Compliance Manual by Edwin G Foulke, Jr. at Fisher Phillips. For more information, go to the Products tab above and click on "Federal" to subscribe.







This policy is intended to comply with the requirements for lock-out and/or tag out of energy sources to prevent personal injury under OSHA’s lockout/tag out standard. It shall apply to all employees and contractors of: (Company Name).                                                                                                                     

The company has adopted this program in order to implement the OSHA standard regulating the control of hazardous energy (lockout/tag out), 29 C.F.R. §1910.147. That OSHA standard, in §1910.147(c)(1), requires that each employer shall establish:

“[A] program consisting of energy control procedures, employee training and periodic inspections to ensure that before any employee performs any servicing or maintenance on a machine or equipment where the unexpected energizing, start up or release of stored energy could occur and cause injury, the machine or equipment shall be isolated from the energy source, and rendered inoperative.”

Section 1910.147(c)(4) of that standard provides as follows:

“(i) procedures shall be developed, documented and utilized for the control of potentially hazardous energy when employees are engaged in the activities covered by this section.

(ii) the procedures shall clearly and specifically outline the scope, purpose, authorization, rules, and techniques to be utilized for the control of hazardous energy, and the means to enforce compliance including, but not limited to, the following:

  • a specific statement of the intended use of this procedure;
  • specific procedural steps for shutting down, isolating, blocking and securing machines or equipment to control hazardous energy;
  • specific procedural steps for the placement, removal and transfer of lockout devices or tag out devices and the responsibility for them; and
  • specific requirements for testing a machine or equipment to determine and verify the effectiveness of lockout devices, tag out devices, and other energy control measures.”

There is an exception to the foregoing. It provides that:

“The employer need not document the required procedure for a particular machine or equipment when all of the following elements exist:

  1. the machine or equipment has no potential for stored or residual energy or reaccumulation of stored energy after shut down which could endanger employees;
  2. the machine or equipment has a single energy source which can be readily identified and isolated;
  3. the isolation and locking out of that energy source will completely de-energize and deactivate the machine or equipment;
  4. the machine or equipment is isolated from that energy source and locked out during servicing on maintenance;
  5. a single lockout device will achieve a locked out condition;
  6. the lockout device is under the exclusive control of the authorized employee performing the servicing or maintenance; 
  7. the servicing or maintenance does not create hazards for other employees; and
  8. the employer, in utilizing this exception, has had no accidents involving the unexpected activation or reenergization of the machine or equipment during servicing or maintenance.”


The OSHA lockout/tag out standard 29 CFR Section 1910.147 can be found on the OSHA website at It covers the servicing and maintenance of machines and equipment in which the unexpected energization or start-up of the machines or equipment, or release of stored energy could cause injury to employees. It establishes minimum performance requirements for the control of such hazardous energy. The standard does not, however, cover the following:

  1. Employment in the agriculture, construction and maritime industries.
  2. Installations under the exclusive control of electric utilities for the purpose of power generation, transmission and distribution, including related equipment for communication or metering.
  3. Exposure to electrical hazards from work on, near or with conductors or equipment in electric utilization installations covered by the OSHA standards in Subpart S of Part 1910, Title 29, Code of Federal Regulations (29 C.F.R. §§1910.301 to 1910.399).


The OSHA lockout/tag out standard applies to the control of energy during servicing and/or maintenance of machines and equipment, but it does not apply to:

  1. Normal Production Operations (see “Definitions”) unless:
    1. An employee is required to remove or bypass a guard or other safety device, or
    2. An employee is required to place any part of his/her body into the point of operation (the area on a machine or piece of equipment where work is actually performed) or where an associated danger zone exists during a machine operating cycle.
  2. Minor tool changes and adjustments, and other minor servicing activities that take place during normal production operations if they are routine, repetitive, and integral to the use of the equipment for production, provided that the work is performed using alternative measures which provide effective protection.
  3. Work on cord- and plug-connected electric equipment for which exposure to the hazards of unexpected energization or start-up is controlled by unplugging the equipment from the energy source as long as the plug is under the exclusive control of the employee performing such work.
  4. Hot-tap operations (see “Definitions”) involving transmission and distribution systems for substances such as gas, steam, water or petroleum products when they are performed on pressurized pipelines, provided it is demonstrated that (a) continuity of service is essential, (b) shutdown of the system is impractical, and (c) documented procedures are followed and special equipment is used that will provide proven effective protection for employees.


A number of other OSHA standards contain various lockout/tag out requirements, which must also be observed when they apply. Those standards in part cover:

Powered Industrial Trucks

29 C.F.R. §1910.178(q)

Overhead and Gantry Cranes

29 C.F.R. § 1910.179(g)(5)

29 C.F.R. §1910.179(l)(2)


29 C.F.R. §1910.180(f)(2)

Woodworking Machinery

29 C.F.R. §1910.213(a)(10)

29 C.F.R. §1910.213(b)(5)

Mechanical Power Presses

29 C.F.R. §1910.271(b)(8)

29 C.F.R. §1910.217(d)(9)

Forging Machines

29 C.F.R. §1910.218(a)(3)

29 C.F.R. §1910.218(d)(2)

29 C.F.R. §1910.218(e)(1)

29 C.F.R. §1910.218(f)(1)

29 C.F.R. §1910.218(f)(2)

29 C.F.R. §1910.218(h)(2)

29 C.F.R. §1910.218(i)(1)

29 C.F.R. §1910.218(j)(1)

Welding, Cutting and Brazing

29 C.F.R. §1910.252(c)(1)

29 C.F.R. §1910.252(c)(2)

Pulp, Paper and Paperboard Mills

29 C.F.R. §1910.261(b)(4)

29 C.F.R. §1910.261(f)(6)

29 C.F.R. §1910.261(g)(15)

29 C.F.R. §1910.261(g)(21)

29 C.F.R. §1910.261(j)(4)

29 C.F.R. §1910.261(j)(5)

29 C.F.R. §1910.261(k)(2)


29 C.F.R. §1910.262(c)(1)

29 C.F.R. §1910.262(n)(2)

29 C.F.R. §1910.262(p)(1)

29 C.F.R. §1910.262(q)(2)

Bakery Equipment

29 C.F.R. §1910.263(k)(12)

29 C.F.R. §1910.263(l)(3)

29 C.F.R. §1910.263(l)(8)


29 C.F.R. §1910.265(c)(12)

29 C.F.R. §1910.265(c)(13)

29 C.F.R. §1910.265(c)(26)

Grain Handling Facilities

29 C.F.R. §1910.272(e)(1)

29 C.F.R. §1910.272(g)(1)

29 C.F.R. §1910.272(l)(4)

The lockout/tag out requirements of those standards must be followed when they are applicable and they must also be supplemented by the procedural and training requirements of the OSHA lockout/tag out standard, 29 C.F.R. §1910.147.


Affected Employee - means an employee whose job requires him/her to operate or use a machine or equipment on which servicing or maintenance is being performed under lockout or tag out, or whose job requires him/her to work in an area in which such servicing or maintenance is being performed. (The same person can simultaneously be both an affected and an authorized employee. See the definition of “Authorized Employee.”) Employees who exclusively perform functions related to normal production operations and who perform servicing and/or maintenance under the protection of normal machine safeguarding are treated as “affected” rather than “authorized” employees. See the discussion above under “Application”.

Authorized Employee - means a person who locks out or tags out machines or equipment in order to perform the servicing or maintenance on that machine or equipment. (An authorized employee and an affected employee may be the same person when the affected employee’s duties also include performing maintenance or service on a machine or equipment which must first be locked out or tagged out.)

Capable of Being Locked Out - means an energy-isolating device is capable of being locked out if it has a hasp or other means of attachment to which, or through which, a lock can be affixed, or it has a locking mechanism built into it. Other energy-isolating devices are capable of being locked out, if lockout can be achieved without the need to dismantle, rebuild, or replace the energy-isolating device or permanently alter its energy-control capability.

Energized - means connected to an energy source or containing residual or stored energy.

Energy Source - means any source of electrical, mechanical, hydraulic, pneumatic, chemical, nuclear, thermal or other energy.

Hot Tap - means a procedure used in the repair, maintenance and services activities which involves welding on a piece of equipment (pipelines, vessels or tanks) under pressure, in order to install connections or appurtenances. It is commonly used to replace or add sections of pipeline without the interruption of service for air, gas, water, steam and petrochemical distribution systems.

Lockout - means the placement of a lockout device on an energy-isolating device, in accordance with an established procedure, ensuring that the energy-isolating device and the equipment being controlled cannot be operated until the lockout device is removed.

Lock-out Device - means a device that utilizes a positive means such as a lock and key (or a combination-type lock) to hold an energy-isolating device in a safe position and prevents the energizing of the machine or equipment in order to protect personnel from injury. Included are blank flanges and bolted slip blinds.

Lock-Out/Tag-Out - means the placement of a lock/tag on an energy-isolating device in accordance with established procedure to assure that the energy-isolating device will not be operated until removal of the lock/tag.

Maintenance - (See “Servicing and/or Maintenance”)

Normal Production Operations - means the utilization of a machine or equipment to perform its intended production function.

Other Employee - means an employee who does not work on the machinery or equipment that is locked out or tagged out, but whose work operations are or may be in the area where there are servicing or maintenance operations subject to the lockout/tag out requirements and procedures.

Servicing and/or Maintenance - means workplace activities such as constructing, installing, setting up, adjusting, inspecting, modifying, and maintaining and/or servicing machines or equipment.  These activities include lubrication, cleaning or unjamming of machines or equipment and making adjustments or tool changes, where the employee may exposed to the unexpected energization or startup of the equipment or release of hazardous energy.

Setting Up - means any work performed to prepare a machine or equipment to perform its normal production operation.

Tag Out - means the placement of a tag out device on an energy-isolating device, in accordance with an established procedure, to indicate that the energy-isolating device and the equipment being controlled may not be operated until the tag out device is removed.

Tag Out Device - means a prominent warning device, such as a tag and a means of attachment, which can be securely fastened to an energy-isolating device in accordance with an established procedure, to indicate that the energy-isolating device and the equipment being controlled may not be operated until the tag out device is removed.


  1. Authorized employees are required to lockout and tag out machinery and equipment and restore it to service in accordance with OSHA requirements and the company’s lockout/tag out procedures.
  2. All employees are required to comply with all obligations, restrictions and limitations imposed upon them during the use of lockout and tag out.
  3. No employee (other than an authorized employee following the procedures listed in No. 1 above) shall attempt to start, energize, or use any machine or piece of equipment that is locked out or tagged out.
  4. Each employee must comply at all times with all provisions of this lockout/tag out program, the OSHA lockout/tag out standards, and all rules, regulations and orders that are applicable to his/her own actions and conduct.


Disciplinary actions will be taken against any employee who fails to observe any rule listed above under “Employee Responsibilities,” who does servicing or maintenance work on, or comes within physical contact of, any machinery or equipment that is required to be locked or tagged out at a time when it has not been properly locked or tagged out, or who fails to comply with any restriction, limitation or obligation imposed by our lockout/tag out program and procedures or by OSHA lockout/tag out requirements.

Any manager, foreman, supervisor or official of management, as soon as he/she becomes aware of any such failure, shall ensure that the following action is taken:

  1. FIRST OFFENSE. A written report of the incident shall be made and placed in the employee’s personnel file. The employee must undergo additional lockout/ tag out retraining before he is permitted to work on any job where he may become an affected employee, an authorized employee or an other employee (see the Definitions, above).
  2. SECOND OFFENSE. The employee shall be immediately suspended from employment without pay for a period of ____days. A written report of the incident shall be made and placed in the employee's personnel file. Upon his return to work, he must undergo additional lockout/tag out retraining before he is permitted to work on any job where he may become an affected employee, an authorized employee or another employee (see the Definitions, above).
  3. THIRD OFFENSE. The employee shall be immediately terminated.


A.     LOCKS

Each authorized employee who works with machinery or equipment subject to the company’s lockout procedures will be issued a padlock with one key.

  1. Each individual lock will be identified by the employee’s name and/or number. No employee shall ever use anyone else’s lock.
  2. All locks will be operated by different keys.
  3. There will be no master keys.

The locks issued to employees have been determined to be capable of withstanding the environment to which they are exposed for the maximum period of time that exposure is expected, and substantial enough to prevent removal when in place by any means (other than the regular key) without the use of excessive force or unusual techniques (such as with the use of bolt cutters or other metal-cutting tools).

Any person who knows of any lock that does not satisfy the above must immediately report that fact to his supervisor. That supervisor shall take immediate steps to ensure that the lock in question meets the above or that a suitable replacement lock is provided.

B.     TAGS

Under company policy, lockout is the preferred method to assure against injury. The use of tags in the deenergization process and in preventing unauthorized start-up of machines and equipment is therefore limited to:

  1. Machinery and equipment with energy isolating devices that are not capable of being locked out.  See definition “Capable of Being Locked Out”. (NOTE: The company will not purchase any such equipment in the future and the existing equipment will be retrofitted to accept a lockout device when it undergoes replacement or major repair, modification or renovations.)
  2. Special and temporary situations where use of a tag out system will provide full employee protection.

The tags to be used in those situations will be provided by the company. Each tag must indicate the identity of the employee who applies it (examples of such tags are attached). The tags to be used have been determined by the company to be capable of withstanding the environment to which they are exposed for the maximum period of time that exposure is expected. They have been constructed and printed so that exposure to weather conditions, wet or damp locations or corrosive environments (such as areas where acid and alkali chemicals are handled and stored) will not cause the tag to deteriorate or the message on the tag to become illegible.

Tags that are reusable, non-locking, or easily detached (such as string, cord, or adhesive) are not permitted.

All tags to be used have been standardized by color, shape, size, print and format. They are non-reusable, self-locking, attachable by hand, non-releasable with a minimum unlocking strength of no less than 50 pounds, and have the general design and basic characteristics of being at least equivalent to a one-piece, all-environment-tolerant nylon cable tie.

Each tag contains a warning against hazardous conditions if the machine or equipment should be energized. They contain words such as:






Any employee or contractor who knows of the use of any tag that does not satisfy the above must immediately report that fact to his supervisor. That supervisor shall take immediate steps to ensure that the tag in question satisfies the above or that a suitable replacement tag is provided.


Lockout shall be performed only by the authorized employees who are performing the servicing or maintenance. No one will be permitted to perform lockout who is not thoroughly familiar with the machinery/equipment involved. That familiarity must include:

(a) Knowledge of the type and magnitude of the energy;

(b) The hazards of the energy to be controlled; and

(c) The means and methods to control the energy.

Lockout shall be performed as follows:

A. Sequence

1. Review lockout/tag out plans and procedures.

2. Make a survey to locate and identify all isolating devices in order to be certain which switch(es), valve(s) or other energy-isolating devices apply to the equipment to be locked out. Bear in mind that more than one energy source (electrical, mechanical, or others) may be involved.

3. Notify all affected employees of the lockout requirement and the reasons for its use. The authorized employee must know the type and magnitude of energy that the machine or equipment utilizes, and the means and methods to control that energy, and must understand the hazards thereof.

4. Shut down operating equipment by the normal procedure (depress stop button, open toggle switch, etc.)

5. Operate the switch, valve or other energy-isolating device so that the energy sources (electrical, mechanical, hydraulic, etc.) are disconnected or isolated from the equipment. Stored energy, such as that in capacitors, springs, elevated machine members, rotating flywheels, hydraulic systems (air, gas steam or water pressure), etc., must also be dissipated or restrained by methods such as:

  • grounding
  • repositioning
  • blocking
  • double block & bleed
  • bleed-down, etc.

6. Lock out all of the energy isolating devices with an assigned individual lock. Affixed the lock in a manner that will isolate the machine or equipment from the energy source(s) – hold the energy-isolating devices in a “safe” or “off” position. Keep the key in your possession.

7. After the lock is in place, all potentially hazardous stored or residual energy shall be relieved, disconnected, restrained, and otherwise rendered safe.

8. Operate push button or other normal operating controls to make certain the equipment will not operate. CAUTION: You must first assure that no personnel are exposed. If there is a possibility of reaccumulation of stored energy to a hazardous level, verification of isolation shall be continued until the servicing of maintenance is completed, or until the possibility of such accumulation no longer exists.

9. Return operating controls to neutral position after test.

10. The equipment is now locked out.

B.     Restoring Equipment to Service

1. When job is completed and equipment is ready for testing or normal service, check the equipment area to see that no one is exposed.

2. Inspect the work area to ensure that nonessential items have been removed and to ensure that the machine or equipment components are operationally intact.

3. When equipment is all clear, all locks shall be removed and affected employees shall be notified that the locks have been removed.

4. The energy-isolating devices may now be operated to restore energy to the equipment.

NOTE: The lock shall only be removed by the same employee who put the lock on the energy isolating device. However, when the authorized employee who applied the lock is not available to remove it, it may be removed under the direction of his supervisor, but only if it is first:

  • verified by the supervisor that the authorized employee who applied the lock is not at the facility;
  • all reasonable efforts to contact the authorized employee have been made in order to inform the employee who applied the lock that his/her lock has been removed; and
  • made certain that the authorized employee has this knowledge before he/she resumes work.

Our lockout/tag out training program includes additional training and instruction on this process.

C.     Special Considerations

1. Procedure Involving More Than One Person - (Group Lockout)

  • If more than one individual is required to service or maintain machinery or equipment, the provisions of this Lockout Procedure must be observed as well as the following additional precautions:
    • One authorized employee will be designated to coordinate the affected work forces and ensure continuity of protection. He will be designated as the “primary authorized employee.”
    • The primary authorized employee shall coordinate with equipment operators before and after completion of servicing and maintenance operations that require lockout.
    • A verification system will be implemented in order to ensure the continued isolation and deenergization of hazardous energy sources during the maintenance and servicing operations.
    • Each authorized employee will be given the right to verify individually that the hazardous energy has been isolated and/or deenergized.
    • When more than one crew, craft, department, etc., is involved, each separate group of servicing/maintenance personnel will be accounted for by a principal authorized employee from each group.  The principal employee will be responsible to the primary authorized employee for maintaining accountability of each worker in that specific group in conformance with our company lockout procedure.
    • No person may sign on or sign off for another person, or attach or remove another person’s lock, unless the provisions of the exception listed below in paragraph (b) are met.
    • Each authorized employee shall place his/her personal lock upon each energy-isolating device, shall remove it upon departure from that assignment, and must verify or observe the deenergization of the equipment.
    • When an energy-isolating device cannot accept multiple locks, a multiple lockout device (such as a hasp) may be used.
  • One designated individual of a work crew or the crew’s supervisor may lockout equipment for the entire crew only if the following procedure is used:
    • each member of the work crew must verify that the equipment is properly locked out.
    • a lockout box is used to hold the lockout keys.
    • each individual’s lock and tag is used to lock the box
    • locks and tags used to actually lockout equipment shall identify members of the work crew and/or lockout box being used.
    • locks and tags used for the lockout equipment cannot be removed until the last individual of the crew has removed his/her lock and tag from the lockout box.
    • the designated individual must ascertain the exposure status of all members of the crew and is responsible for ensuring that all of this program’s requirements for employee protection are observed during the entire process.

D.     Temporary Removal of Locks

In those situations where the lock must be temporarily removed from the energy-isolating device and the machine or equipment energized to test or position the machine, equipment or component thereof, the following sequence of actions shall be followed:

1. Clear the machine or equipment of tools and materials in accordance with part “B” above: “Restoring Equipment to Service”;

2. Remove employees from the machine or equipment area;

3. Remove the lock;

4. Energize and proceed with testing or positioning;

5. Deenergize all systems and reapply energy control measures in the sequence set forth in part A, above, in order to continue the servicing and/or maintenance;

6. The steps taken to re-energize the equipment are the same as those set forth above in part B (Restoring Equipment to Service). All the requirements of those steps must be observed.

E.     Shift Changes and Personnel Changes

If the lockout continues beyond the end of the shift of the employee who locked it out, it will remain in the locked out position until the same employee returns to the job. The only exception to this rule is that set forth in the NOTE: following part B above.


In those instances where machinery or equipment is tagged out, rather than locked out, the lockout procedures listed above will be followed except that the tags described above will be used instead of locks. The following additional requirements will also be taken:

  1. Tag-out will not be used unless it will provide a level of safety equivalent to that obtained by the lockout procedures.
  2. Additional safety measures beyond those necessary for lockout – such as the removal of an isolating circuit element, blocking of a controlling switch, opening of an extra disconnecting device, or the removal of a valve handle – must be taken to reduce the likelihood of inadvertent energization.
  3. The tag shall be affixed to each energy-isolating device by an authorized employee.
  4. The tag shall be affixed in such a manner as to clearly indicate that the operation or movement of energy-isolating devices from the “safe” or “off” position is prohibited.
  5. Where a tag is used on an energy-isolating device that is capable of being locked, the tag attachment shall be fastened at the same point at which the lock would have been attached. However, where a tag cannot be affixed directly to the energy-isolating device, the tag shall be located as close as safely possible to the device, in a position that will be immediately obvious to anyone attempting to operate the device.
  6. No tag will be removed without the specific advance approval of the authorized employee responsible for it.
  7. No tag will be bypassed, ignored or otherwise defeated.
  8. The tags must be securely attached to each energy-isolating device so that they cannot be inadvertently or accidentally detached during use.
  9. All employees must keep in mind at all times that tags are WARNING DEVICES that are put in place for their protection. They do not provide physical restraint like a lock does.
  10. The words of warning on the tag must be observed by all employees at all times.
  11. Instruction and training on the use and limitation of tags is included in our training sessions. Additional training of authorized, affected and other employees is required when tag out programs are used.
  12. Each manager, foreman and supervisor with responsibility for an area or process where machinery or equipment is tagged out must pay close attention to all employees in the area to see that these rules are observed. He or she shall take immediate action to protect their safety whenever it becomes necessary and, when appropriate, shall immediately invoke the disciplinary procedures listed above.


The company has a training program for all employees who work with machinery or equipment subject to lockout/tag out requirements, including those employees who do not work directly on that machinery or equipment but whose work operations are or may be in the area. An employee must successfully complete the training program before he/she will be permitted to work in the area of, or perform any servicing or maintenance upon, any machinery or equipment that is subject to OSHA lockout/tag out requirements.

The program is described briefly below:

  1. The Training Program has been designed to educate our employees about their respective roles in the control of energy, to give them the knowledge that they must possess to accomplish their tasks safely, and to ensure the safety of fellow workers as related to the lockout/tag out procedures.
  2. Because the OSHA standard recognizes three types of employees:  (1) “Authorized”, (2) “Affected”, and (3) “Other” (each of which has been defined above), different levels of training are provided. See the discussion above under “Application.”
  3. Employees who exclusively perform functions related to normal production operations, and who perform servicing and/or maintenance under the protection of normal machine safeguarding are trained as “affected” (rather than “authorized”) employees.  See the discussion under “Application.”
  4. At a minimum, each employee who goes through the training program must be trained in:
    • The purpose and function of the company’s Energy Control (Lockout/Tag out) Program (this document).
    • The elements of the energy control procedures that are relevant to the employee’s duties.
    • The pertinent requirements of the OSHA Lockout/Tag out Standard, 29 C.F.R. §1910.147.
  5. Each authorized employee shall also receive training in the recognition of applicable hazardous energy sources, the type and magnitude of the energy available in the workplace, and the methods and means necessary for energy isolation and control.
  6. Each affected employee shall be instructed in the purpose and use of the energy control procedure.
  7. All other employees whose work operations are or may be in an area where energy control procedures may be utilized, shall be instructed about the lockout/tag out procedures and about the prohibition relating to attempts to restart or reenergize machines or equipment which are locked out or tagged out.
  8. Where tag out is used, employees shall also be trained in the following limitations of tags:
    • Tags are essentially warning devices affixed to energy-isolating devices, and do not provide the physical restraint on those devices that is provided by a lock.
    • When a tag is attached to an energy-isolating means, it is not to be removed without authorization of the authorized person responsible for it, and it is never to be bypassed, ignored, or otherwise defeated.
    • In order to be effective, tags must be legible and understandable by all authorized employees, all affected employees, and all other employees whose work operations are or may be in the area.
    • Tags and their means of attachment must be made of materials which will withstand the conditions encountered in the workplace.
    • Tags may evoke a false sense of security, and their meaning needs to be understood as part of our overall energy control (lockout/tag out) program.
    • Tags must be securely attached to energy-isolating devices so that they cannot be inadvertently or accidentally detached during use.
  9. The training shall be conducted at a frequency and in a manner that ensures that the purpose and function of our energy control (lockout/tag out) program are understood by employees and that they have the knowledge and skills required for the safe application, usage and removal of required energy controls.
  10. The company maintains a roster (or Certification of Training) that lists the name of each employee who has completed the training together with the calendar dates of his training. That document serves as certification that employee training has been accomplished and is being kept up to date.
  11. Employees affected by lockout/tag out will be provided with re-training as needed and:
    • Whenever there is a change in employee job assignments that involves different lockout/tag out equipment or procedures;
    • Whenever a new hazard is introduced due to a change in machines, equipment or process;
    • Whenever there is a change in the energy control (lockout/tag out) procedures;
    • Whenever a company official, manager, or supervisor learns of inadequacies in the company procedures or in the knowledge or performance of an employee as a result of a periodic inspection, a failure to observe required procedures, noncompliance with any rule included in this Program, or because inadequacies are brought to the company’s attention in any other way.
  12. The retraining will maintain and reestablish employee proficiency and introduce new or revised control methods and procedures, as necessary.


The company supervisor with responsibility for maintenance of machinery and equipment, or a person (or persons) designated by the supervisor, will conduct periodic inspections at least once a year in order to verify the effectiveness of the employees’ knowledge of the energy control (lockout/tag out) procedures and observance of OSHA lockout/tag out requirements for the different pieces of equipment. Those inspections will include:

  1. Demonstration of the required procedures by Authorized and Affected employees.
  2. Visual observation of the way lockout/tag out is being used on relevant machinery and equipment.
  3. Individual review of the responsibilities of each authorized employee implementing the procedure. (Group meetings between the person who is performing the inspection and all authorized employees who implement the procedure may be used in lieu of such individual review.)
  4. When tag out is used, an individual review of each employee’s lockout/tag out responsibilities shall be conducted with the affected and authorized employee. It shall include the extent of his/her understanding of the training component listed in parts 8(a) through (f) under “Training.”
  5. If any energy control procedure is used less frequently than once a year, annual inspection is not required. Such a procedure need only be inspected when used.
  6. Whenever the inspection discloses lockout/tag out deficiencies, the person who conducts the inspection must take whatever action may be necessary to correct such deficiencies and to ensure the effective implementation of lockout/tag out requirements.
  7. A written record will be maintained of each inspection that includes at least the following:
    • The name of the person conducting the inspection;
    • The machinery and equipment that was inspected;
    • The names of the employees who were covered by the inspection;
    • The calendar date of the inspection;
    • Deficiencies noted (if any) and corrective action taken, if necessary.
  8. The person authorized or designated to conduct the inspection cannot be the same person who uses the particular lockout/tag out procedure being inspected. In other words, no one can be the inspector of his own compliance.


The supervisor responsible for the maintenance and servicing of each machine and item of equipment that is subject to the lockout/tag out requirements, or a person or persons designated by that supervisor, shall obtain or prepare a written procedure that will identify (by name, machine number, category or similar identifying criteria) the particular machine (or group of machines) and equipment (or items of equipment), and include:

  1. The specific procedural steps for shutting down, isolating, blocking and securing the machines or equipment in order to control hazardous energy.
  2. Specific procedural steps for the placement, removal and transfer of lockout devices or tag out devices and the responsibility for them.
  3. Specific requirements for testing the machine or equipment to determine and verify the effectiveness of lockout devices, tag out devices and other energy control measures.
  4. A statement of the intended use of the procedure
  5. A clear and specific outline of the scope, purpose, authorization, rules and techniques to be utilized for the control of hazardous energy, and for the enforcement of compliance.
  6. A single set of procedures can cover any number of machines or items of equipment if they all have the same energy control measures.


The supervisor responsible for the maintenance and servicing of each machine and item of equipment that is subject to the lockout/tag out requirements, or a person or persons designated by that supervisor, will maintain a current list containing the names of:

  1. Each employee who is authorized to lockout or tag out particular machines or items of equipment in order to perform servicing or maintenance thereon (Authorized Employees).
  2. Each employee whose job requires him/her to operate or use a particular machine or item of equipment on which servicing or maintenance is being performed under lockout/tag out (Affected Employees).
  3. Each employee whose job requires him/her to work in an area where such servicing or maintenance is being performed (Other Employees). (See the “Definitions”).

The list of employees and the particular lockout/tag out procedures for the machines/equipment covered by this program do not have to be separate documents.


Whenever outside contractors or outside servicing personnel are to be engaged by the company to perform activities covered by the scope and application of the OSHA lockout/tag out standard (29 C.F.R. §1910.134), the designated company official will inform the contractor(s) of the relevant lockout/tag out procedure, and shall obtain from them the lockout/tag out procedure they will use on our premises.

All affected company employees will be provided with sufficient information and instruction regarding the outside contractors’ (or outside service personnel’s) energy control (lockout/tag out) program to enable the employees to understand and comply with its restrictions and prohibitions.


Each matter covered in this lockout/tag out program is interrelated. Consequently, this program is enforced by each employee’s continued compliance with all procedures, rules, regulations and orders applicable to his/her own actions and conduct. Each employee is expected to take appropriate action when noncompliance occurs.


HR Webinars
Terminations Got You Down? 5 Tips to Tighten Your Termination Tactics
December 17th, 2018 at 12:00pm CST by Brian T. Benkstein at Fredrikson & Byron

Unconscious bias - whether you realize it or not
December 18th, 2018 at 11:00am CST by Margaret A. Matejkovic, Esq. at Kastner Westman & Wilkins, LLC

HR Articles
SavE tHE offICe hoLidAY PArTy!
MeToo, avoiding women, and the modified Mike Pence Rule
Carnac the Magnificent says – Politicussin
Non-competes for non-skilled – non-productive, non-legal, non-enforceable?
Discrimination CHARGE! – Step 3 Cause or no cause, because you gotta do something
Discrimination CHARGE! – Step 2 Go Kim Possible for the investigation phase
Discrimination CHARGE! – Step 1 Don't panic, ask questions
Depression – what can an employer do?
Employers beware - what you say can and will be used against you
Holiday stew – ingredients for a happy and non-litigious holiday
MO - The weed du jour - marijuana médicale
Biometrics in the workplace - not a measure of bios accumulated by an employee
Thanks-giving isn't just about turkeys - include the good employees too
The best "stay" to help you retain employees
Overtime, daylight savings time and circadian rhythyms
Controlling the political speech of buttons*
Cursing, surfing, weapons, gadgets – illegal, inappropriate or OK?
How to Ghostbuster a new hire or applicant
Election leave – employer's civic duty, migraine, or just wishful thinking (election, leave!)
Costumes, booze and the Great Pumpkin – beware the office Halloween party
Disability – Dr. or employee approved?
401(k) plan + payroll provider = 401k good things
Disability/pregnancy practices – what not to practice
Bad hire! Bad, bad hire!
TN – A drug-free workplace program is good
Open enrollment – personalizing perks pays off
Unpaid intern – depends on who benefits
The #1 office perk is . . . ?
FMLA leave before being eligible for FMLA leave
IL – Required expense reimbursement for your employees, not Bill Self
Help hiring holiday help here
Are the new DOL opinion letters like noses?
Public disclosure of confidential information is easier than you think
Bad mix – accommodation request and firing
If religious accommodation and a flu shot both equal angst, is that the transitive or substitution property?
Workplace shootings – 20 can-dos to prevent them
No call/no show shows. No what about it.
List 10 Up: Top tips for starting a workplace incident interview
Mr. Freeze unveils National Security Freeze tagline: "They can't steal your identity if it's frozen"
If it's called a dress code, can I wear pants?
I've changed my name – to Optimus Prime
TN: Conceal and carry means post to prohibit or permit
I'll take "ADA in 5s?" please Alex
Swearing at work – 7 rules
Is that red light flashing?
Four-legged office mates and the pawternity policies they benefit
Notice: notices and forms for FMLA that were already expired now updated virtually unchanged
Don't feel ripped off when you get ripped off – get even
School-related parental leave does not mean you forge a note from your kid
NY: Draft model sexual harassment policy/training released
Discipline - Demote - Depart or Communicate - Counsel - Channel
ICE audits II – FAQs to make you wiser
Round up stew: sick leave, harassment, non-compete, etc.
Identifying trade secrets does not mean figuring out how to barter better
ICE audits have nothing to do with freezer police
Being at work full time is not an essential function of a job?
List 10 up: Positive employee relations training: reap the benefits of engagement
Employment agreements – what to do before you do
Background checks of the future are continuous
Treating service animal requests (always treat the animal)
Prepare for saying "No" – you need to decide how to refuse service
List 10 up: What's the deal with employee handbook rules?
I cannot tell a lie . . . you're fired for cutting down the cherry tree
Milk Stork delivers for working mom's and their baby
Job tasks and essential functions under the ADA
Who are you? Why are you here? Personality testing?
No, you can't sleep on the job
Technology driving the hiring process
Should you give your employees a little Slack – or do they have enough already?
"We need to talk" isn't any easier to say than to hear
Bet employers must make: call and raise your minimum wage
Zero tolerance for "zero tolerance" policies
Ralph Waldo Emerson as a productivity consultant
Is the employee "disabled" under the ADA?
The six step DOL audit polka
PTO on the house!
New rules for work rules
Dr. Strangelabor or: How I Learned to Stop Worrying and Love the Millennial
Did Bartleby the scrivener write his own job description?
"Treating" disgruntled or bad behaving employees
Hiring under the age of 18
DO NOT LICK THE BRAIN! and other obvious stuff
Helping your employees save for emergencies
Right to bare arms in the workplace
#MeToo quiz
Under standing desks
How to approach an employee showing signs of cognitive decline
Dress codes should not be encoded
Foul language *
Rorschach, Horshack and Abednego
Don't ask a woman the gender of her child, especially. . .
Guidelines for a valid no-solicitation/no-distribution policy
All aboard the Love Train for long-term onboarding!
Gender and workplace bathrooms
No FMLA for pet's death
Personal hygiene in the workplace
Yes Virginia, there is a St. Patrick's Day in Ireland
Master the modern method for managing March Madness
Drug testing in The Office
Background checks
"Thank you" and "I'm sorry" – meaningful, simple and impactful
Michael Corleone HR tip for the day
S'not flu or it is, doesn't matter
Be prepared for ICE raids
Looking for employees: an untapped source of talent
Calling Dr. Love(less)
Non-exempt employees – what counts as wages?
HR is not a happy accident
Do new hires have to be a culture club fit?
Remote workers and telecommuting
When former employees ask for references
Model written lock out/tag out program
Wrong table cat
They might be giants . . . transforming healthcare?
Conducting internal I-9 audits
The Nebraska Chamber has issued a W-2 challenge to state taxpayers
The impact of super bowl(ing)
12 steps to handling violence in the workplace
Workplace retaliation: don't give in to the Dark Side
Would you really want to work with a bunch of yous?
What is the ADA?
Monty Python should not write your job descriptions
FMLA definitions
Unemployed or wear a bra – are those the only choices?
What "government shutdown" means for employers
An intern by any other name
FMLA - "leave" as in "leave the employee alone"
 “M,” “F,” Or “X”? Nonbinary Gender Designations in the Workplace
Sexual harassment – can't find it – what now?
Probationary periods
Employee contracts
How to treat fringe benefits for employees
Attendance policies
Different repeal
Temporary and leased employees
Birthdays in the workplace
Needy employees
Holiday parties - acknowledge, avoid, assume (nothing)
Dress codes: who, what, wear
Punch clock
Nepotism: favoring relatives and friends in the workplace
Year-end performance reviews
Hiring interviews
The Form I-9 has changed… Again!
Service dogs at work
Bring your own gun
Social media
Year-end or holiday incentives
Arizona sick day policy
Paternity leave
HRsimple spotlight - Fiona Ong
Permissible post-accident drug testing
Paid family leave: a growing trend
Politics in the workplace: how to remain legally compliant during election season
Termination Series: Communicating the reason for discharge
It’s only a matter of overtime
Interview with attorneys at Kastner Westman & Wilkins
Valentine's Day heartaches around the office
Safety and health tips
Wearable technology
Favorite HR sites
Back to school time is here!
Vacation policies and time off
Interview with author J. Hagood Tighe
Non-compete agreements
Workplace romance
Bullying in the workplace
Employment references
Telecommuting or remote (control) workers
Social media and employment
Performance evaluations
Interview with attorneys at Wilson Worley PC
Interview with attorneys at Knudsen Law Firm
Interview with Kathy Speaker MacNett
Firing, a job to do right the first time
Job advertisement do’s and don’ts
Employee handbooks – getting a handle on your policies
Technology in the workplace
Interview questions: do's and don'ts
Employee personnel files