Safety News

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  • Wednesday, February 15, 2023 3:36 PM | Anonymous


    2023 OR-PRIMA Spring Education Session

    April 14th, 2023

    Oregon Garden Resort, Silverton Oregon

    Follow Event Updates on LinkedIn @ Oregon PRIMA

    Registration Opens Soon!

  • Wednesday, January 11, 2023 2:02 PM | Anonymous member (Administrator)

    Location Eugene, OR

    Job Type Full Time

    School/Department Risk Management and School Safety

    Job Number 2022-00806

    Closing 1/22/2023 11:59 PM Pacific

    Click Here for More Details

  • Thursday, December 15, 2022 7:41 AM | Anonymous

    POSITION: District Safety and Emergency Management Director (Non-Union Position) 

    LOCATION: District Wide

    FTE: 1.0 (Full-time; 7:30am - 4:30pm and night events as needed)

    CALENDAR: 260 Days Annually (will be prorated based on start date)

    SALARY: $92,643 - $103,114 Per Year (will be prorated based on start date)

    BENEFITS: PERS, Medical, Dental, Vision, Optional Insurances, Paid Leaves, Holiday Pay, etc.

    APPLICATION DEADLINE:  Open until filled

    The Oregon Governor and the Oregon Health Authority (OHA) have issued a state mandate due to COVID-19.  All staff are required to be fully vaccinated against COVID-19; proof of vaccination is required for employment.

    JOB PURPOSE STATEMENT(S):  The District Safety and Emergency Management Director is for the purpose of directing the comprehensive safety, security, and emergency management programs for the District, including for all facilities, ensuring emergency preparedness, training to school safety personnel, and serving as the District’s liaison to outside law enforcement and emergency responders.  The District Safety and Emergency Management Director works with significant autonomy under general supervision.  The nature of the work requires considerable independent judgment, as well as adherence to statutes, policies, procedures, regulations, and labor agreements.  The incumbent interfaces daily with departmental staff, District and school administrative staff, and outside professionals.  The incumbent supervises multiple school-based safety coordinators.

    ALL applicants (internal and external) are required to apply through TalentEd Recruit & Hire

  • Wednesday, December 07, 2022 10:37 AM | Anonymous

    Posted: 11/18/2022
    Location: Bend-La Pine Schools
    Closing: 12/18/2022 11:30PM

    Safety Systems Supervisor

    Salary: $77,122 - $82,150, plus exceptional benefits.
    Schedule: Full-time, year around

    Health, Dental and Vision Benefits
    Retirement Benefits: We contribute to your IRA-like account monthly AND you qualify for PERS pension benefits at retirement.

    Make a Difference
    Bend-La Pine Schools is seeking a dynamic leader to join the District’s Safety Team. Bend-La Pine Schools’ safety professionals support our community of 33 schools, 17,500 students, and 2,100 staff members. Our work helps to remove barriers and ensure students and staff have the teaching and learning environments they deserve. The District’s Safety Team strives to facilitate partnerships and implement systems that nurture students, families, and staff inclusion and belonging. Safety team members are committed to high expectations and care deeply about student and staff success.

    The Safety Services Supervisor oversees the daily operations of the district’s visitor and volunteer management systems and practices and will work directly with building principals, office teams, staff, students, and community members to coordinate, direct, train, coach and evaluate the usage and implementation of safety systems, including but not limited to cameras, visitor management, volunteer background check, and radios.

    Join our team and start making a positive impact of student and staff learning environments today. 

    Let's Connect! Click here and let us know if you would like to connect by phone or email. We look forward to talking to you soon!

  • Thursday, November 03, 2022 1:57 PM | Anonymous

    Posted: 10/26/2022
    Location: Central/East Oregon

    Risk Management Consultant
    (Location is Central/East Oregon)

    Do you enjoy applying your risk management knowledge to assess property and potential safety issues? Are you someone that enjoys helping others learn about what they can do to prevent future problems? Do you consider yourself to be an expert at understanding safety regulations? If so, we invite you to learn more about Special Districts Association of Oregon (SDAO) and our open Risk Management Consultant position.

    SDAO is a statewide association that supports Oregon’s special districts with a membership base of over 950 members. In addition, we are the administrators for the Special Districts Insurance Services Trust pool. We offer a long list of benefits and services to our members with customer service being a top priority.

    Our risk management team plays an essential role in maintaining relationships with our members and educating them on risk management best practices. They travel on a regular basis to meet with members across the state to ensure that districts are maintaining property appropriately, following state and federal safety regulations, and ensuring a safe workplace for their employees. In addition, risk management consultants provide trainings at conferences, seminars, webinars, and directly to district representatives at their facilities.

    Joining our team is a great opportunity to showcase your knowledge of loss prevention principles, communication and training skills, and expertise in OR-OSHA and other safety regulations. SDAO offers a supportive working environment and a fantastic membership base to work with. This position is to be located in the Central/Eastern Oregon region and is fully remote with the expectation of attending onsite meetings in Salem once monthly and attending other events and meetings on an as needed basis.  During the six month introductory period the successful candidate will be required to work from the Salem office on a pre-scheduled basis.

    For a detailed overview of the essential functions of this position, please view the job description, and follow the application instructions provided below.

    To be considered for the position please submit a current resume, completed SDAO application and cover letter to

    SDAO offers a very generous compensation package including:

    • 100% employer-paid medical, dental, and vision coverage for the employee and eligible dependents
    • Generous employer contribution to employee’s 401(k) (no match required)
    • Employer-funded HRA that the employee can use to cover eligible medical expenses
    • Generous vacation and sick leave
    • 100% employer-paid life insurance up to $50,000 benefit
    • 100% employer-paid short-term disability
    • Employee events
    • Employee assistance program
    • Long-term disability and flexible spending account available (employee expense)

    Position open until filled with first consideration given to submissions received by November 17, 2022.

    SDAO is an equal opportunity employer.

  • Friday, May 29, 2020 8:43 AM | Anonymous

    Revised Enforcement Guidance for Recording Cases of Coronavirus Disease 2019 (COVID-19)


    This memorandum provides updated interim guidance to Compliance Safety and Health Officers (CSHOs) for enforcing the requirements of 29 CFR Part 1904 with respect to the recording of occupational illnesses, specifically cases of COVID-19. On May 26, 2020, the previous memorandum on this topic[1] will be rescinded, and this new memorandum will go into and remain in effect until further notice. This guidance is intended to be time-limited to the current COVID-19 public health crisis. Please frequently check OSHA's webpage at for updates.

    Under OSHA's recordkeeping requirements, COVID-19 is a recordable illness, and thus employers are responsible for recording cases of COVID-19, if:

    1. The case is a confirmed case of COVID-19, as defined by the Centers for Disease Control and Prevention (CDC);[2]
    2. The case is work-related as defined by 29 CFR § 1904.5;[3] and
    3. The case involves one or more of the general recording criteria set forth in 29 CFR § 1904.7.[4]

    Confirmed cases of COVID-19 have now been found in nearly all parts of the country, and outbreaks among workers in industries other than healthcare, emergency response, or correctional institutions have been identified. As transmission and prevention of infection have become better understood, both the government and the private sector have taken rapid and evolving steps to slow the virus's spread, protect employees, and adapt to new ways of doing business. As the virus's spread now slows in certain areas of the country, states are taking steps to reopen their economies and workers are returning to their workplaces. All these facts—incidence, adaptation, and the return of the workforce—indicate that employers should be taking action to determine whether employee COVID-19 illnesses are work-related and thus recordable. Given the nature of the disease and ubiquity of community spread, however, in many instances it remains difficult to determine whether a COVID-19 illness is work-related, especially when an employee has experienced potential exposure both in and out of the workplace.

    In light of these considerations, OSHA is exercising its enforcement discretion in order to provide certainty to employers and workers. Accordingly, until further notice, OSHA will enforce the recordkeeping requirements of 29 CFR 1904 for employee COVID-19 illnesses for all employers according to the guidelines below. Recording a COVID-19 illness does not, of itself, mean that the employer has violated any OSHA standard. And pursuant to existing regulations, employers with 10 or fewer employees and certain employers in low hazard industries have no recording obligations; they need only report work-related COVID-19 illnesses that result in a fatality or an employee's in-patient hospitalization, amputation, or loss of an eye.[5]

    * * *

    Because of the difficulty with determining work-relatedness, OSHA is exercising enforcement discretion to assess employers' efforts in making work-related determinations.

    In determining whether an employer has complied with this obligation and made a reasonable determination of work-relatedness, CSHOs should apply the following considerations:

    • The reasonableness of the employer's investigation into work-relatedness. Employers, especially small employers, should not be expected to undertake extensive medical inquiries, given employee privacy concerns and most employers' lack of expertise in this area. It is sufficient in most circumstances for the employer, when it learns of an employee's COVID-19 illness, (1) to ask the employee how he believes he contracted the COVID-19 illness; (2) while respecting employee privacy, discuss with the employee his work and out-of-work activities that may have led to the COVID-19 illness; and (3) review the employee's work environment for potential SARS-CoV-2 exposure. The review in (3) should be informed by any other instances of workers in that environment contracting COVID-19 illness.
    • The evidence available to the employer. The evidence that a COVID-19 illness was work-related should be considered based on the information reasonably available to the employer at the time it made its work-relatedness determination. If the employer later learns more information related to an employee's COVID-19 illness, then that information should be taken into account as well in determining whether an employer made a reasonable work-relatedness determination.
    • The evidence that a COVID-19 illness was contracted at work. CSHOs should take into account all reasonably available evidence, in the manner described above, to determine whether an employer has complied with its recording obligation. This cannot be reduced to a ready formula, but certain types of evidence may weigh in favor of or against work-relatedness. For instance:
      • COVID-19 illnesses are likely work-related when several cases develop among workers who work closely together and there is no alternative explanation.
      • An employee's COVID-19 illness is likely work-related if it is contracted shortly after lengthy, close exposure to a particular customer or coworker who has a confirmed case of COVID-19 and there is no alternative explanation.
      • An employee's COVID-19 illness is likely work-related if his job duties include having frequent, close exposure to the general public in a locality with ongoing community transmission and there is no alternative explanation.
      • An employee's COVID-19 illness is likely not work-related if she is the only worker to contract COVID-19 in her vicinity and her job duties do not include having frequent contact with the general public, regardless of the rate of community spread.
      • An employee's COVID-19 illness is likely not work-related if he, outside the workplace, closely and frequently associates with someone (e.g., a family member, significant other, or close friend) who (1) has COVID-19; (2) is not a coworker, and (3) exposes the employee during the period in which the individual is likely infectious.
      • CSHOs should give due weight to any evidence of causation, pertaining to the employee illness, at issue provided by medical providers, public health authorities, or the employee herself.

    If, after the reasonable and good faith inquiry described above, the employer cannot determine whether it is more likely than not that exposure in the workplace played a causal role with respect to a particular case of COVID-19, the employer does not need to record that COVID-19 illness. In all events, it is important as a matter of worker health and safety, as well as public health, for an employer to examine COVID-19 cases among workers and respond appropriately to protect workers, regardless of whether a case is ultimately determined to be work-related.

    CSHOs will generally refer to CPL 02-00-135, Recordkeeping Policies and Procedures Manual (Dec. 30, 2004),[6] and CPL 02-00-163, Field Operations Manual (Sept. 13, 2019),[7] Chapters 3 and 6, as applicable. The following additional specific enforcement guidance is provided for CSHOs:

    • COVID-19 is a respiratory illness and should be coded as such on the OSHA Form 300. Because this is an illness, if an employee voluntarily requests that his or her name not be entered on the log, the employer must comply as specified under 29 CFR § 1904.29(b)(7)(vi).

    If you have any questions regarding this policy, please contact Elizabeth Grossman, Director of the Office of Statistical Analysis, at (202) 693-2225.

    cc:       DCSP

    [1] Memorandum from Lee Anne Jillings & Patrick J. Kapust, OSHA, “Enforcement Guidance for Recording Cases of Coronavirus Disease 2019 (COVID-19),” Apr. 10, 2020, to text

    [2] A confirmed case of COVID-19 means an individual with at least one respiratory specimen that tested positive for SARS-CoV-2, the virus that causes COVID-19. See to text

    [3] Under 29 CFR § 1904.5, an employer must consider an injury or illness to be work-related if an event or exposure in the work environment (as defined by 29 CFR § 1904.5(b)(1)) either caused or contributed to the resulting condition or significantly aggravated a pre-existing injury or illness. Work-relatedness is presumed for injuries and illnesses resulting from events or exposures occurring in the work environment, unless an exception in 29 CFR § 1904.5(b)(2) specifically applies. See As discussed below, OSHA is exercising enforcement discretion regarding work-relatedness in the context of employee COVID-19 illness. Back to text

    [4] Under 29 CFR § 1904.7, an employer must consider an injury or illness to meet the general recording criteria, and therefore to be recordable, if it results in any of the following: death, days away from work, restricted work or transfer to another job, medical treatment beyond first aid, or loss of consciousness. An employer must also consider a case to meet the general recording criteria if it involves a significant injury or illness diagnosed by a physician or other licensed health care professional, even if it does not result in death, days away from work, restricted work or job transfer, medical treatment beyond first aid, or loss of consciousness. See to text

    [5] See 29 CFR §§ 1904.1(a)(1), 1904.2. Back to text

    [6] to text

    [7] to text

  • Monday, January 27, 2020 12:03 PM | Anonymous

    April 10, 2020

    Oregon Gardens, Silverton, OR

    Registration opens in February!

  • Thursday, July 18, 2019 9:24 PM | Anonymous



    Agenda and Register Below

    The OR-PRIMA Board has been working diligently to bring you another great Fall conference and we are sure we won't disappoint so be sure to mark your calendars for October 2-4, 2019 at the beautiful Salishan Resort. 

    We will open the conference on Wednesday with the national awareness campaign "Stop the Bleed" and the following two days will include sessions on ADA, special events, mental health crisis, Opioid crisis, emergency preparedness, and a legal update. 

    We will also be hosting the always popular banquet and casino night. 

    Be sure to watch your email for further information!

    Click HERE for the Agenda

    Click HERE to Register 

  • Monday, July 24, 2017 2:51 PM | Anonymous member (Administrator)

    SafeOregon is a program created for Oregon students, parents, school staff, community members and law officers to report and respond to student safety threats.  To see if any of your schools are signed up for SafeOregon already, use this link and start typing your school's name into the School Name field!  SafeOregon

  • Thursday, July 28, 2016 10:45 AM | Anonymous member

    The Oregon Health Authority (OHA) has published their final "Testing for Schools Protocol" on their "Radon Gas and Public Health" Frequently Asked Questions webpage, which you can access by clicking this link.

    Oregon school districts may use the published protocol for their own plans, which are required to be submitted to OHA via email on or before September 1, 2016. 

    The email address for submission, as well as contact information for questions, is listed at the same webpage.

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