The Clean Air Act (CAA) is a comprehensive federal statute that governs air pollution from both fixed and mobile sources. It sets national ambient air quality standards (NAAQS) for hundreds of pollutants in addition to requiring states to establish their own plans to meet NAAQS or achieve other improvements in air quality.
The CAA was passed into law by Congress on December 11, 1970. It was intended to prevent air pollution from causing serious health problems for people who live in cities across the United States. The Act created an enforcement mechanism at the federal level called "air quality planning". Each state must have a plan for meeting or going beyond the federal requirements. The plan is known as the State Implementation Plan (SIP).
In addition to establishing national standards for air quality, the CAA requires each state to develop a SIP. The SIP has three main goals: first, it must set forth air quality objectives for each pollutant subject to regulation under the Act; second, it must provide for the continuous improvement of air quality; and third, it must be revised as necessary to ensure compliance with new requirements adopted by Congress or the EPA.
The Clean Air Act (CAA) is a federal law in the United States that was created in 1970 and later updated to prevent air pollution and thereby protect the ozone layer and improve public health. The Clean Air Act (CAA) empowered the federal Environmental Protection Agency (EPA) to take effective action against environmental pollutants. Specifically, the CAA required EPA to establish national ambient air quality standards (NAAQS) for various pollutants. State agencies were then given the responsibility to submit plans for achieving and maintaining these standards. If a state failed to meet its proposed deadline, the EPA could initiate proceedings to have the state standard imposed on it.
The CAA also provided financial assistance to states who wanted to develop their own air pollution control programs or join together to share resources. And it gave EPA the power to levy fines against parties that violated any requirement under the act. Finally, the CAA directed EPA to conduct research into the effects of air pollution on human health and to report its findings to Congress.
In addition to establishing NAAQS, the CAA requires each state to create an air quality management plan to help meet those standards. A management plan must be submitted to EPA for approval. If a state fails to submit such a plan, then one will be created by EPA and put into effect until the state can show progress reducing emissions.
Each state's plan must include provisions to ensure compliance with the CAA's requirements.
Employers are prohibited by the Clean Air Act (CAA) from retaliating against workers who engage in protected activities related to suspected breaches of air emissions from area, fixed, and mobile sources that damage public health and the environment. Examples include reporting a smell of smoke on the job or seeing evidence that your employer has violated environmental laws.
Those who believe they have been retaliated against can file a complaint with the Department of Labor's Occupational Safety and Health Administration (OSHA). If retaliation is found to have occurred, OSHA will issue a notice of compliance assistance conference (NCAC). The employer is then given an opportunity to come into compliance or explain their actions. If an employer fails to comply, further action may be taken including filing a civil lawsuit. An attorney experienced in working with OSHA complaints could help you determine what action if any should be taken.
An employer can also be held liable for punitive damages if it is determined that they acted with malice or reckless indifference to worker safety. An example would be if an employer intentionally violated occupational safety regulations to prevent someone from filing a claim for compensation under their employer-provided injury protection program.
In order for there to be a valid claim under the CAA, there must have been some kind of emission detected at or near the workplace. This could be based on personal observation by the employee, information provided by another employee, etc.