You know the lockout/tagout program, but you also know what you’re doing, and you know a “one-size-fits-all” solution does not fit all situations. If you’re careful and there’s a good reason to make an exception to the procedures, you can make the occasional exception. Right?
Actually, it’s not an exception but a violation. Violations, however seemingly justified, degrade the integrity of the program. Where do you draw the line, and how can you ensure it won’t keep moving as the “justification” gets looser?
Violations are how people get hurt, which is why they can lead to huge penalties in a civil suit. That is, you are personally sued by the person injured due to your violation and so is your (soon-to-be-ex) employer. Note: In a civil suit, the burden of proof level for the plaintiff is only “the preponderance of the evidence.”
If you’re the only one injured, your violating the lockout/tagout reduces the culpability of your employer and may result in reduced workman’s compensation.
Following the lockout/tagout procedures can sometimes be challenging. However, it’s your job to find a way to comply.
