I recently got hit with a letter from OSHA. One of my employees filed a claim because their hours were cut during the winter. Nothing dramatic. Nothing malicious. Nobody did anything wrong. We simply didn’t have enough work to support full-time hours for every employee, and in our company, the people who haven’t been with us as long don’t get first right of refusal on jobs during slow seasons.
This particular employee was a dumpster driver looking for more hours. We also run junk removal, and my general manager told them, “If you want more hours, hop on a junk job. If you’re willing to do some labor, you’ll make hours and tips.”
So we sent them out with a crew to a hoarder job — a real hoarder situation, all the typical things you’d expect.
They hated it. They were repulsed and upset that this was the type of work they were assigned to. And instead of talking to management, they called OSHA. I got served with the letter shortly after.
If you’ve never been through this, here’s exactly how I’m handling it — because this is the first OSHA claim I’ve seen in my 11 years of running a junk removal and dumpster rental company.
Step 1: Read the OSHA Letter Carefully — You Only Get Seven Days
When that letter comes in, you have to read it carefully. OSHA gives you seven days to respond and satisfy their requirements. If you fail to respond or miss details, they will come out and do an in-person inspection of:
- your warehouse
- your trucks
- your job sites
- your yard
- your equipment
- your procedures
An OSHA inspection is extremely invasive. This is not something you take lightly.
My first move was simple:
Get the facts. All of them.
I had my administrative coordinator contact every crew member who was on the job that triggered the complaint. I requested written statements from each person.
I needed to know:
- What happened
- What they encountered
- What they did
- Whether procedures were followed
This leads into the next major point…
Step 2: Do You Have a Company Handbook and Written Procedures?
If you run a junk removal business, let me ask you something:
Do you have written procedures for hazardous situations?
Do you have a company handbook that outlines:
- how to handle feces
- how to handle blood
- biohazards
- hoarder filth
- dangerous materials
- dead animals
- and yes, even human remains
Our particular job didn’t involve any of those hazards — but it could have. And that’s the point.
If you don’t have proper documentation and training protocols in place, OSHA can tear your business apart. Junk removal is a messy industry. OSHA expects you to account for that.
Getting hit with this letter made me revisit everything.
Step 3: Contact Your Attorney — Do NOT Skip This Part
The next thing I did was contact my attorney.
Let me be clear: I do have a lawyer on retainer, but not in the expensive, “thousands per month” way people imagine. I use a legal service that offers discounted advice through a group plan. Everyone pays in, but only a few need help each month.
This service has been vital to me over the years. Any time I’ve faced something legally sensitive — employee issues, DOT problems, New York permitting insanity — I’ve had someone to call who actually knows the rules.
When employees are involved, you cannot wing it.
Employment law is heavily in their favor. A couple of wrong moves can set you back years.
So when the OSHA letter came in, I forwarded it to my attorney. I had them review it. I had them advise me on exactly how to respond and what to prepare.
There is no prize for handling an OSHA claim “by intuition.”
Get legal guidance.
Step 4: Do the Work OSHA Requests — Policies, Documentation, Evidence
After reading the letter, meeting with my attorney, and gathering statements, I started completing the OSHA requirements.
Here’s what I did:
- Updated our company handbook
- Updated our hazardous materials procedures
- Collected all written statements
- Explained the situation clearly in writing
I walked OSHA through:
- what happened
- why it happened
- what the job actually involved
- how there were no hazardous materials
- how the crew responded properly
- what our policies are for dangerous situations
And here’s the critical part:
Employees are trained to NEVER remove hazardous items.
They are trained to:
- Notify the homeowner immediately.
- Decline removal if it is unsafe, unsanitary, or outside our scope.
- Contact management before proceeding with anything questionable.
We’ve had extreme cases before — including scenes where the deceased had already been removed but biological matter was still present. Those jobs require strict procedure, and our team knows exactly what to do.
Not every job should be completed.
Not every job is safe to complete.
And OSHA needs to see that you understand that.
Where Things Stand Now
As I’m writing this, I don’t know what OSHA will do next. This is still unfolding. But I believe I’ve given myself the best chance of avoiding an in-person inspection — the kind where they comb through every inch of your operation and turn your business into a living nightmare.
The steps I took were simple but essential:
- Read the letter thoroughly
- Do not ignore the deadline
- Collect statements
- Update your documentation
- Get legal counsel
- Respond clearly and professionally
This is not something you want to learn the hard way.
Winter is already tough for junk removal companies. The last thing you need is OSHA showing up because of a misunderstanding, a frustrated employee, or a missing policy.
Preparation protects you.
Documentation protects you.
Systems protect you.
FAQs: OSHA and Junk Removal Companies
Can an employee call OSHA for something minor?
Yes. OSHA responds to all complaints, even if the issue is minor or rooted in miscommunication.
Does OSHA actually show up in person?
If your written response is weak, incomplete, or defensive, they absolutely can.
How fast do I need to reply to an OSHA letter?
You have
seven days to respond. Missing that window increases your risk of inspection.
Do I really need a company handbook for junk removal?
Yes. Not having written safety procedures puts you at legal and regulatory risk.
Should I contact a lawyer immediately?
Yes. Employment law and OSHA regulations are too complex to guess your way through.
Can I get in trouble if the customer’s home had hazards and my team avoided them?
No. OSHA wants to know that you handled the situation safely and followed procedure — not that you powered through dangerous conditions.
