What injury data goes on the OSHA 300 Log?

On February 1st, employers covered by the Occupational Safety and Health Administration (OSHA) recordkeeping rules are required to summarize 2015 year injury data on the OSHA 300A form and post it for employees to see.  The OSHA 300 Log of work-related injuries and illnesses contains the listing of each reportable employee injury in the preceding year. The OSHA 300A Summary is posted between February 1st and April 30th each year, even if no incidents occurred in the preceding calendar year.  A company executive is required to certify the accuracy of the OSHA 300A summary data, and it must be posted in a conspicuous location where notices to employees are customarily posted (i.e. bulletin board, or near the time clock, etc…).

What employers are covered? All employers who have more than ten employees are covered by this requirement unless they qualify as part of an exempt low-risk industry.   Exempt industries (more than 10 employees) are not required to complete the OSHA 300 Log, or post the OSHA 300A summary.

What is recordable on the OSHA 300 Log? Covered employers must record all work-related injuries and illnesses that result in (1) days away from work, restricted work or transfer to another job; (2) loss of consciousness; or (3) medical treatment beyond first aid.

What is work relatedness? Work-related injuries, illnesses and fatalities are those in which an event or exposure in the work environment either caused or contributed to the condition. In addition, if an event or exposure in the work environment significantly aggravated a pre-existing injury or illness, this is also considered work-related.

What is first aid treatment (not recordable)? Non-prescription (OTC) medication; immunizations; cleaning, flushing or soaking wounds on the surface of the skin;  wound coverings such as bandages, Band-Aids, gauze pads;  hot or cold therapy; elastic bandages, wraps, non-rigid back belts, etc. ; temporary immobilization devices while transporting an accident victim; drilling of a fingernail or toenail to relieve pressure; eye patches; removing foreign bodies from the eye using only irrigation or a cotton swab; removing splinters or foreign material from areas other than the eye by simple means; massages; and drinking fluids for relief of heat stress.

Question: An employee was injured and received first aid by a physician at a local hospital and was given a prescription for a pain killer “to be filled if necessary”. Is this recordable?

Answer: Yes. Once a prescription is written, this is a recordable injury, even if the it was “fill as needed” and not filled.

Consultstu LLC provides fractional HR services to small/mid businesses, and help clients ensure compliance, control costs and improve HR efficiency.  We deliver customized HR solutions that provide protection from expensive HR mistakes and strategies to improve employee engagement. Have a question – call us at 727-350-0370, or email at [email protected].

HR Categories
1095C form300 Log401(k)8(a)(1)AccommodationAffordable Care ActAmericans with Disabilities ActArbitrationARPAAuditsBackground screeningBilingualBonusesBusiness ExpensesCannabidiol (CBD)CDCCDLCFPBChild laborCHIP NoticeChristmas partyClearinghouseCOBRACommercial Motor Vehicle DriverCompany CultureCompensationComplianceConcerted ActivityCONNECTConstructionconsultstuConsultstu TeamContagious diseaseCoronavirusCraft BeerDepartment of LaborDirect ThreatDisabilitiesDiscriminationDOTDownsizing and RestructuringDress CodeDriversDrug and AlcoholDrug Free WorkplaceE-VerifyEEO-1 FormEEOCEmployee benefitsEmployee HandbookEmployee IllnessEmployee InjuryEmployee MisconductEmployee PoliciesEmployee RecognitionEmployee ReferralEmployee RightsEmployment PosterERISAEssential functionsExecutive OrderExempt EmployeeExit InterviewFair Credit Reporting ActFair Labor Standards ActFall ProtectionFederal ContractorsFFCRAFinancial Well-beingFirearmFitness for DutyFlorida rulesFluencyFMCSAFMLAForm 5500Form W-4Fractional HRGender Non-conformityGeneral HR QuestionsGoal SettingGroup Health InsuranceHarassmentHiringHolidaysHR ComplianceHR CostsHR ResourcesHR softwareHuman ResourcesHuman TraffickingI9 FormImmigrationIndependent ContractorIndividualized AssessmentInjury StatisticsInsuranceInterviewsInvestigationsIRSITAJob DescriptionJob PostJoint EmployerK1Leave of AbsenceLeaving a PEOManagementManagerMedical ExamsMedical MarijuanaMinimum WageMoraleNational OriginNew HireNLRBNo-match letterNon-complete AgreementsOnboardingOpioidsOSHAOutplacementOvertimePaid LeavePay CardsPay or PlayPaycheck Protection ProgramPayrollPayroll Protection ProgramPerformance Improvement PlanPerformance ReviewPersonnel FilePost offer medical questionnairePostersPregnancyPublix Immigration CertificationReasonable AccomodationRecall LetterRecord KeepingRecruitingReligionRemote employeesRestaurantsResumeRetaliationRetentionRetirementRewardsRisk ManagementSafetySalaried employeesSBASection 7 RightsSelf AppraisalSick LeaveSMART goalsSocial MediaSocial Security cardStart upTaxesTemporary EmployeeTerminationTipped EmployeesTitle VIITPD BenefitsTrainingUnemploymentUniformsUSCISVaccinesW2W4Wage and HourWellness programWork from HomeWorkers CompensationWorkplace MonitoringWrap Plans
Show All Categories
Show Less Categories
Archives
Need on-going HR support?
We have affordable HR retainers that offer a unique alternative to full HR outsourcing or the hiring of a full time HR employee. We design unique solutions to match your business strategy and budget. We have a proven track record of helping companies from many industries. We listen and probe to understand your needs and goals, before we offer recommendations and realistic solutions.
Contact Us Now