Frequently Asked Questions - XO Safety

Yes — the materials cover the OSHA knowledge topics for the subject. But OSHA compliance requires more than “watch a video and sign a form.” You still need site-specific procedures, hazard controls, and hands-on demonstration/evaluation for the tasks your employees perform.

In most OSHA standards, the employer can designate a trainer (no outside “certification body” required). The key is that the trainer should be experienced/knowledgeable for the work and company procedures — and it’s smart to document the designation in writing for your records.

We offer a 30‑day return window. If you’re not satisfied, contact us within 30 days of purchase to request a refund or exchange (eligibility depends on product condition/type).

Yes — returns/exchanges are generally accepted within 30 days when items are unused and in original packaging. Some items are non‑returnable (for example, gift cards and certain downloadable products). See the policy for full details.

Most orders ship within about 24 hours, typically via USPS First Class Mail with delivery in about 3–4 business days. Some products ship directly from vendors (sometimes UPS) and may take up to 7 days.

If your order includes a download, you’ll get a download link on the order confirmation page and a separate email with the download link. If you don’t see it, check spam/junk folders.

Operators are “certified” through an employer-led process: training on the hazards/rules, plus hands‑on practice and a performance evaluation demonstrating safe operation for the equipment and tasks at your workplace.

Typically the employer designates a qualified person to train and evaluate operators. The “certifier” should understand the equipment, hazards, and your site procedures — and should document training/evaluation.

Fall protection depends on the type of lift and manufacturer requirements. Boom‑type lifts commonly require a harness and appropriate lanyard/anchor. Many scissor lifts rely on guardrails, but some manufacturers require additional fall protection — follow the specific equipment guidance and your risk assessment.

Confined space “certification” is generally employer-driven: designate a qualified trainer, train workers on hazards/procedures, and verify competency (including entry roles, permit system, atmospheric testing, rescue, and PPE) for the spaces they will enter.

A permit is required when a confined space meets the definition of a Permit‑Required Confined Space (PRCS) — for example, it has actual/potential hazardous atmosphere, engulfment hazard, inwardly converging walls/sloping floors, or other serious safety/health hazards.

Compliance centers on OSHA’s powered industrial truck rule: train operators on truck-related and workplace-related hazards, evaluate operator performance, certify completion, and provide refresher training when needed (plus re‑evaluation at least every 3 years).

The employer can designate a trainer/evaluator who has the knowledge, training, and experience to train operators and evaluate their competence. Documentation of training and evaluation is part of the certification process.

OSHA doesn’t issue a government “forklift license.” Instead, employers must train and evaluate operators and then certify them to operate the specific types of forklifts at the workplace.

Federal child labor rules generally prohibit employees under 18 from operating forklifts in non‑agricultural work. Employers should also ensure operators meet company policy and are trained/evaluated as required.

OSHA requires operators be trained using the operator’s manual information relevant to the truck and safe operation. Keeping the manual available helps trainers and operators follow manufacturer instructions and limitations.

OSHA doesn’t prescribe a minimum “observation time” in minutes/hours. What it requires is an evaluation of the operator’s performance to confirm they can operate safely — so observation should be long enough to make that determination for your tasks and workplace conditions.

Written, machine‑specific procedures are generally required, unless a strict “minor servicing” exception applies (simple, single energy source, readily identifiable isolation, etc.). Most real-world equipment needs a documented procedure to control hazardous energy safely and consistently.

There isn’t a “magic number” of points — if hazardous energy can’t be reliably controlled with a simple, obvious method, you need a written procedure that identifies each isolation point and the steps to shut down, isolate, verify, and restore energy safely.

If testing/positioning requires power, you can temporarily remove lockout/tagout controls — but only using a controlled sequence (clear the area, remove devices, energize for the test, then de-energize and reapply lockout/tagout before continuing servicing).

The employer designates trainers who understand the hazardous energy program, equipment, and procedures. Training must cover roles (authorized/affected/other), the purpose/function of LOTO, and the specific energy control procedures used at the workplace.

Tagout may be used when the equipment cannot accept a lock, and only if it provides equivalent protection — usually by adding extra control measures (e.g., removing an isolating circuit element, blocking a control switch, opening an extra disconnect, etc.).

The employer designates a trainer who understands the respiratory hazards, the respirator program requirements, and correct respirator use/limitations. Training must be understandable to each employee and cover donning/doffing, checks, maintenance, limitations, and emergency use (as applicable).

OSHA requires retraining when changes in workplace/respirator type make prior training obsolete, when inadequacies are observed, or when any other situation indicates employees need it. Many employers set a regular (often annual) refresher schedule as a best practice.

Exposure levels are typically determined through a hazard assessment using air monitoring, objective data, and/or industry sampling data (depending on the hazard and rule). Results guide the selection of respirators, controls, and program requirements.

Fit tests must be conducted by someone who can follow OSHA’s required fit test protocols (qualitative or quantitative) and properly administer the test. The “fit test administrator” must understand the procedure and ensure the test is performed correctly.

Face coverings (cloth/surgical masks) are not respirators and do not require OSHA respirator fit testing. Fit testing applies to tight‑fitting respirators (e.g., N95s) when they are required or used as part of a respirator program.

Quantitative fit testing (QNFT) measures a numeric fit factor and is often used when a higher level of fit verification is needed or when the employer chooses QNFT for consistency. The specific scenario depends on respirator type and program decisions.

Fit tests are required at least annually, and whenever changes occur that could affect respirator fit (e.g., weight change, facial surgery, dental changes, scarring) or if a different make/model/size is used.

Employers typically designate a qualified/competent trainer to teach fall protection systems and evaluate worker competence. Training should include equipment use/limitations, inspection, anchorage, rescue considerations, and the specific tasks/sites where work is performed.

When personal fall arrest systems are used, employers must provide for prompt rescue of employees in the event of a fall (or ensure they can rescue themselves). A practical rescue plan is essential to reduce suspension trauma risk.

OSHA requires scaffold training be provided by a qualified person, and many scaffold safety decisions/inspections are tied to a competent person. Employers designate individuals with the right knowledge/experience for the systems in use.

Fall protection requirements depend on scaffold type and height (commonly 10 feet and above for many scaffolds), along with specific OSHA scaffold provisions. Employers must ensure appropriate guardrails and/or personal fall arrest systems where required.

Coverage depends on business size and industry. Many small employers and certain low‑hazard industries are partially exempt, but exemptions have important exceptions (for example, if OSHA/BLS requests records).

In general, work‑related injuries/illnesses are recordable if they result in death, days away, restricted work/transfer, medical treatment beyond first aid, loss of consciousness, or a significant diagnosed injury/illness (plus certain special cases).

When regulated areas are required, employers must post signs that warn employees of the respirable crystalline silica hazard and restrict access to authorized personnel (with wording consistent with the rule/requirements for regulated areas).

Many OSHA standards don’t specify an expiration date for “train the trainer” credentials. Best practice is to refresh training when standards change, when you notice knowledge gaps, or on a recurring schedule to keep trainers current.

Signal persons must be qualified — meaning they have demonstrated knowledge/training and can be evaluated as competent to perform required signals, understand crane dynamics, and follow the applicable standard/company procedures.