Create a free Industrial Equipment News account to continue

OSHA Orders Compensation for UPS Employee who Refused to Drive Without Safety Measure

OSHA said UPS violated the Surface Transporation Assistance Act when managers retaliated against an employee who refused to drive a vehicle that didn't have an electronic logging device.

I Stock 1055643758

BOSTON, MA — The U.S. Department of Labor's Occupational Safety and Health Administration (OSHA) has determined that UPS Ground Freight Inc. — doing business as UPS Freight — violated the Surface Transportation Assistance Act (STAA) when managers retaliated against a driver at the Londonderry, NH facility. The driver had refused to operate a commercial motor vehicle that did not have either a permanent electronic logging device (ELD) or a mounting device for a portable ELD. OSHA ordered UPS Freight to pay the driver $15,273 in compensatory damages, $30,000 in punitive damages, and approximately $2,700 in back wages plus interest.

OSHA investigators determined that in March 2019, the driver refused in good faith to drive a truck without either a permanent ELD or a mounting device for a portable ELD because he believed doing so would violate the Federal Motor Carrier Safety Regulations (FMCSR). ELDs automatically record an operator's driving time and facilitate the accurate recording of a driver's hours of service. FMCSR required the driver to use an ELD, and the company to provide a vehicle with either a permanent ELD or a portable ELD mounted in a fixed position during his assigned route.

Investigators also determined that the driver's supervisor was not trained on FMCSR's requirements for ELDs, and that company managers attempted to coerce the complainant into violating the regulation. When he refused, the company terminated him for “gross insubordination.” The investigation revealed that the company later modified the driver's termination to a suspension and engaged in post-reinstatement harassment.

OSHA also ordered the company to take additional corrective actions to resolve violations of the whistleblower provisions of STAA, including:

  • Clear the driver's personnel file of any reference to the issues involved in the investigation;
  • Post a notice informing all employees of their whistleblower protections under STAA;
  • Refrain from firing or discriminating against any employee who engages in STAA-protected activity; and
  • Not use a driver's refusal to drive because of a good faith concern that doing so would violate a FMCSR as a contributing factor in any termination decision.

“Truck drivers are protected from retaliation when they refuse to violate laws put in place to protect their safety and health,” said OSHA Regional Administrator Galen Blanton in Boston, MA. “This order underscores the agency's commitment to protect workers who exercise their right to ensure the safety of themselves and the general public.”

More in Regulation