Contributor: Arthur Sapper, Esq. Title: Partner Contact Information: Arthur Sapper McDermott, Will & Emery 600 13th St.NW Washington DC 20005 Phone: 202 756 8246 Fax:202 756 8087 E-mail: Asapper@mwe.com Web Site: www.mwe.com/ Biography: Arthur G. Sapper is a partner in the OSHA Practice Group of McDermott, Will & Emery in Washington, D.C. Mr. Sapper regularly represents employers and major trade associations in OSHA cases before the federal appellate courts and the Occupational Safety and Health Review Commission. He has litigated ground-breaking cases in the field. Mr. Sapper was for nine years an adjunct professor at Georgetown University Law Center, where he taught a graduate course in OSHA law. He was a member of the Committee on Model Agency Procedural Rules of the Administrative Conference of the United States. Previously, Mr. Sapper was the Deputy General Counsel of the Occupational Safety and Health Review Commission, and the Special Counsel to the Federal Mine Safety and Health Review Commission. Mr. Sapper has several times testified before Congress on occupational safety and health issues, has published numerous articles in the field of OSHA law, and is a contributing editor of OCCUPATIONAL HAZARDS magazine. Mr. Sapper was awarded a J.D. degree from Georgetown University Law Center in 1975.

Title of Presentation: OSHA'S New Injury and Illness Recordkeeping Requirements -- Hey! This isn't Ergonomics! Author: Robert Gombar Keywords: OSHA, illness, injury, recordkeeping, compliance, requirements Abstract: On November 14, 2000, OSHA promulgated its final Ergonomics Standard. The broad rule will require millions of employers in general industry to establish comprehensive ergonomics programs implementing a host of very specific elements. OSHA has allowed employers until October 15, 2001, to comply with the standard. Among employers' greatest concerns is the cost of implementing the rule, including the MSD Management provision, which requires employers to pay as much as 100% of an employee's wages and benefits for up to 90 days while the employee is recovering from injury. Numerous industry groups have filed judicial challenges to the standard; these suits, however, do not operate to stay the standard. The McDermott, Will & Emery OSHA Group counsels clients on the numerous compliance issues that arise from the rule.