OSHA
US federal regulation assuring workplace safety standards
K-PIPA
South Korea's regulation for personal data protection
Quick Verdict
OSHA ensures safe US workplaces through hazard standards and inspections, while K-PIPA protects Korean personal data via consent and breach rules. Companies adopt OSHA for legal compliance and injury reduction; K-PIPA for privacy trust and market access.
OSHA
Occupational Safety and Health Act of 1970
Key Features
- Mandates safe workplaces via OSH Act of 1970
- General Duty Clause targets recognized serious hazards
- Hierarchy of controls prioritizes engineering over PPE
- Risk-based inspections focus on imminent dangers
- Requires electronic injury reporting through ITA
K-PIPA
Personal Information Protection Act
Key Features
- Mandatory Chief Privacy Officer appointment
- Granular explicit consent requirements
- 72-hour breach notifications to subjects
- Extraterritorial reach for foreign entities
- Fines up to 3% annual revenue
Detailed Analysis
A comprehensive look at the specific requirements, scope, and impact of each standard.
OSHA Details
What It Is
Occupational Safety and Health Administration (OSHA) enforces the OSH Act of 1970, a federal regulation establishing workplace safety standards in 29 CFR 1910 for general industry. Its primary purpose is assuring safe, healthful conditions via standards enforcement, inspections, and hazard reduction. Key approach: performance-based standards with General Duty Clause for uncodified hazards and hierarchy of controls.
Key Components
- Subparts A-Z covering surfaces, PPE, HazCom, LOTO, toxic substances.
- Over 1,000 standards; core principles include employer/employee duties, recordkeeping (OSHA 300/300A/301), electronic reporting (ITA).
- Compliance model: inspections, citations, penalties up to $165K for willful violations; no certification, but voluntary VPP recognition.
Why Organizations Use It
Legal mandate reduces injuries, penalties, litigation; strategic benefits include lower insurance, productivity gains, ESG alignment. Builds stakeholder trust via transparency.
Implementation Overview
Systems-based: hazard assessments, written programs (IIPP), training, engineering controls. Applies to most US employers; scalable by size/industry; ongoing audits, no formal certification.
K-PIPA Details
What It Is
Personal Information Protection Act (K-PIPA) is South Korea's flagship data protection regulation, enacted in 2011 with key amendments in 2020, 2023, and 2024. It safeguards personal information of residents via consent-centric, risk-based approach, covering collection, use, transfer, and destruction by domestic and foreign entities targeting Koreans.
Key Components
- Principles: transparency, purpose limitation, data minimization, accountability.
- Obligations: mandatory Chief Privacy Officer (CPO), granular consents, encryption/access controls, data subject rights (access, rectification, erasure, portability within 10 days).
- Breach notifications (72 hours), cross-border transfer rules; enforced by PIPC with fines to 3% revenue.
Why Organizations Use It
- Mandatory for compliance amid high fines (e.g., Google KRW 70B).
- Mitigates risks, builds trust, enables EU adequacy flows.
- Enhances reputation, supports innovation via pseudonymization.
Implementation Overview
- Phased: gap analysis, CPO appointment, technical safeguards, training, audits.
- Applies universally to data handlers; no certification but PIPC oversight.
Key Differences
| Aspect | OSHA | K-PIPA |
|---|---|---|
| Scope | Workplace safety and health hazards | Personal data protection and privacy |
| Industry | All US industries, general/construction | All sectors processing Korean data |
| Nature | Mandatory US federal regulations | Mandatory Korean data protection law |
| Testing | OSHA inspections and audits | PIPC investigations and audits |
| Penalties | Civil fines up to $165K per violation | Fines up to 3% revenue or KRW 3B |
Scope
Industry
Nature
Testing
Penalties
Frequently Asked Questions
Common questions about OSHA and K-PIPA
OSHA FAQ
K-PIPA FAQ
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