HR Alert: Post Your OSHA 300 Log

OSHA 300 Log

The OSHA 300 Log

The Occupational Safety and Health Administration (OSHA) mandates that all employers required to maintain the OSHA 300 Log of Work-Related Injuries and Illnesses post a summary of the previous year’s log each year. Employers must post this summary annually from February 1st to April 30th. (Even if no incidents occurred in the previous year!) Additionally, the summary (OSHA Form 300A) must be certified by a company executive. Finally, it must be posted in a conspicuous location where notices to employees are customarily posted.

This requirement applies to all employers who had 10+ employees at any point in the last calendar year. However, establishments in certain “low hazard” industries are partially exempt from the requirement. You can find a full list of the industries exempt from OSHA routine recordkeeping requirements in your HR Support Center here.

Top Tip: The OSHA Log of Work-Related Injuries and Illnesses (Form 300), Summary (Form 300A) and Instructions can all be found in your HR Support Center! Simply search “OSHA Form 300″ and click the drop-down menu for “Forms”.

Electronic submission requirements

Both OSHA-covered employers with 250+ employees as well as those in certain high-risk industries with 20-249 employees must electronically report their Calendar Year 2018 Form 300A data by March 2, 2019. This reporting must be done through OSHA’s online Injury Tracking Application (ITA).

Please note that all affected employers must submit injury and illness data in the ITA online portal. (Even if the employer is covered by a State Plan that has not completed adoption of their own state rule.)

Final rule amending recordkeeping regulations

OSHA recently published a Final Rule to amend its recordkeeping regulations. This amendment officially removes the requirement to electronically submit Form 300 and Form 301 information for establishments with 250+ employees. Although OSHA never enforced these requirements, they are now officially off the books.

What do you think?

Even though navigating through these laws can be tricky, don’t forget that SDP is here to help keep you compliant. As an SDP client, you receive free access to our HR Support Center full of laws, handbook policies, job descriptions, and HR insights. Also, our OSHA Compliance Store has everything you need to comply with harassment laws, posting requirements, and safety provisions. Need something a bit more hands-on? Let us know and we’d be happy to provide you more information on our proactive HR services. Last but not least, don’t forget to follow us on FacebookTwitter, and LinkedIn to make sure you never miss a beat!

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