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HR MATTERS E-TIPS
THIS WEEK'S TIP: Stay on Top of OSHA Posting Requirements
February 1, 2005, Volume 7, No. 5
Published by Personnel Policy Service, Inc.
"Your Policy and Compliance Experts Since 1972"
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THIS WEEK'S TIP: Stay on Top of OSHA Posting Requirements
It's time to comply with OSHA's annual illness and injury posting
requirements once again. This year make sure you break out any
hearing loss cases on Form 300A. |
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THIS WEEK'S TIP: Stay on Top of OSHA Posting Requirements
Do you have your Occupational Safety and Health Administration
(OSHA) Form 300A posted? Should you? Covered employers are
required to post the form, a Summary of Work-Related Injuries and
Illnesses, from February 1 until April 30 each year.
Form 300A reports your total number of deaths, missed workdays, job
transfers or restrictions, and injuries and illnesses as recorded on
Form
300 (the Log of Work-Related Injuries and Illnesses). Form 300 must
be
maintained throughout the year. Forms 300A and 300 are two of three
OSHA forms required as part of the agency's recordkeeping rule.
Learn
more about the rule's requirements and whether you must comply,
below.
(Of course, all employers covered by the Occupational Safety and
Health
Act (the OSH Act) also must post a notice informing employees of the
Act's protections and obligations. The notice must be posted in a
conspicuous place or where notices to employees are customarily
posted.)
* General OSHA Recordkeeping Requirements *
OSHA requires employers with 11 or more employees, except employers
in certain low-hazard industries, to maintain a log and summary of
all
"recordable" occupational injuries and illnesses. An injury or
illness is
considered "recordable" if it meets the following three criteria:
1. It is work-related;
2. It is a new case; and
3. It results in death, days away from work, days of restricted work
or transfer to another job, medical treatment beyond first aid, loss
of
consciousness, or a diagnosis as "significant" by a physician or
licensed
health care professional.
An occupational injury or illness is also recordable if it involves
a
needlestick or cut from a sharp object contaminated with another
person's blood or other potentially infectious material, medical
removal
under an OSHA standard, certain occupational hearing loss (see
below),
or work-related tuberculosis.
Employers in 56 low-hazard retail, service, finance, insurance, and
real
estate industries are exempt from this recordkeeping. These
industries
are specifically listed by Standard Industrial Classification (SIC)
code in
Appendix A of the OSHA recordkeeping regulations. Examples of the
kinds of operations that are exempt include hardware stores, banks,
physicians' offices, schools and colleges, and computer and data
processing services.
The regulations provide two forms for recording the required
information,
OSHA Forms 300 (the Log of Work-Related Injuries and Illnesses) and
300A (the Summary of Work-Related Injuries and Illnesses). You also
must maintain a supplementary record for each recordable injury or
illness on Form 301 (Injury and Illness Incident Report). Forms 300,
300A, and 301 should be maintained on a calendar year basis.
* Form 300A: New Column for Hearing Loss *
Form 300A is intended to summarize your yearly totals for illnesses
and
injuries and is taken from the information recorded on Form 300. It
requires that you calculate the total number of deaths, cases with
days
away from work, cases with job transfers or restrictions, and any
other
recordable cases in a calendar year.
In addition, you must identify the total number of days of job
restrictions
or transfers and days away from work. Finally, you must report what
injuries and illnesses you experienced, including the total number
of
injuries, skin disorders, respiratory conditions, poisonings,
hearing loss,
and all other illnesses.
Note that this is the first year employers have had to report
work-related
hearing loss in a special column on Form 300A. Changes to the OSHA
recordkeeping regulations in 2002 required employers to collect this
data
on the Form 300 Log beginning January 1, 2004.
* Where to Post Form 300A *
You should post a copy of Form 300A, from February 1 until April 30,
in
each work establishment in a conspicuous place or places where
notices
to employees are customarily posted, such as in employee break areas
or locker rooms. You also must ensure that the posted annual summary
is not altered, defaced, or covered by other material.
And finally, an executive must certify that the OSHA 300 Log has
been
examined and that the annual summary is believed to be correct and
complete. The certifying executive can be either the owner or an
officer
of the organization, the highest-ranking executive at the
establishment,
or the supervisor of that highest-ranking executive.
* Use Forms Issued in 2004 *
OSHA revised the Forms 300 and 300A in late 2003, so you should be
using the forms that say "Rev. 01/2004" to record all injuries that
occurred beginning January 1, 2004. The forms are available online
on
OSHA's Web site at www.osha-slc.gov/recordkeeping/RKforms.html.
OSHA also has posted a list of exempt industries online at www.osha-
slc.gov/recordkeeping/ppt1/RK1exempttable.html. |
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Subscribers to the
Personnel Policy
Manual and
HR Policy Answers
on
CD can find more information on the
OSHA's posting and
recordkeeping
requirements in
Safety, Chapter 601, notes 19 and 20.
Not a subscriber? If you would like to order the Safety chapter, go to:
http://www.hrpolicyanswers.com. |
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^^^^^^^^^^^^^^^^^^^Special Offer from Our Featured
Sponsor^^^^^^^^^^^^^^^^^^^ |
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|
|
Use HROffice to import all your HR and
employee information from the paper-based system you’re currently
using –
-
Centralize and manage all employee
information such as name, address, marital status, W4 & I9 status,
employment status, benefits information, complete dependent
information, compensation and performance reviews, payroll, and
many other categories.
-
Streamline benefits management
including but not limited to: medical, dental, disability, 401(k),
and life insurance plus non-traditional benefits. Use Employee
Self-Service to further automate benefits enrollment, leave
administration, and more.
-
Stay on top of compliance issues
such as COBRA, FMLA, EEO and avoid costly legal fines and
penalties.
-
Take advantage of HROffice’s leave
administration, compensation management, billing reconciliation,
innovative Employee Communication Wizard, advanced reporting,
payroll connectivity, alerting technology, and much more!
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