Osha Workplace Injury And Illness Recordkeeping
Incident CenterOSHA WORKPLACE INJURYAND ILLNESS RECORDKEEPING:Your questions answered62468-110Copyright 2020 J. J. Keller & Associates, Inc.
OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answeredOSHA’s requirements for keeping and maintaining workplace injury and illnessrecords are found in Part 1904. Although the rules are written in plain language andseem easy to follow, recordkeeping can be challenging because it involves manyjudgment calls. As this whitepaper walks you through OSHA’s workplace injury andillness recordkeeping requirements, it will answer your most pressing questionsusing OSHA’s own words.ROUTINE RECORDKEEPING REQUIREMENTSAll employers covered by the Occupational Safety and Health Act (OSH Act) arecovered by the workplace injury and illness recordkeeping requirements in Part1904. However, not all employers have to keep the records.PARTIAL EXEMPTION FOR SMALL BUSINESSESIf your company always has 10 or fewer employees during the year, you arepartially exempt from the routine recordkeeping requirements in Part 1904. Thisexemption applies at the company level, meaning if you have more than onelocation, you must include the employees from all your locations in your count.FAQQ: You don’t have to complete Forms 300 – 300A if you have less than 11workers. Is this less than 11 permanent workers or do you count the temporaryworkers and the workers that you didn’t keep after hiring and let go for thatcalendar year?A: Each individual employed in the establishment at any time during thecalendar year counts as one employee, including full-time, part-time,seasonal, and temporary workers. The small employer exemption for OSHArecordkeeping requirements is based upon the size of your entire company. Ifyour entire company had 10 or fewer workers at all times during the previouscalendar year, then you are exempt from OSHA’s Recordkeeping basedupon the size of your company under section 1904.1 (Partial exemption foremployers with 10 or fewer employees).OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered2
PARTIAL EXEMPTION FOR LOW-HAZARD ESTABLISHMENTSIf your business is listed as a low-hazard industry in Appendix A toSubpart B, you do not need to keep the OSHA injury and illness recordsunless the government asks you to do so in writing. For instance, theBureau of Labor Statistics may select you for the annual Survey ofOccupational Injuries and Illnesses (SOII). This exemption applies at theestablishment level, so even if your firm does not meet the exemption forsmall businesses, your specific location may not have to keep the records.NO EXEMPTIONS FROM THEREPORTING REQUIREMENTSAll employers under OSHA jurisdiction must report all work-relatedfatalities, hospitalizations, amputations and losses of an eye to OSHA, evenemployers who are exempt from routinely keeping OSHA injury and illnessrecords due to company size or industry.Employers must report work-related fatalities within eight hours of findingout about them or of learning they were work-related.INCIDENTCENTERThe J. J. Keller INCIDENT CENTER offersan up-to-date repositoryof industry-specificOSHA requirementsshould you need claritywith recordkeeping andreporting.TAKE A FREE TRIALFor any inpatient hospitalization, amputation, or eye loss, employers mustreport within 24 hours of learning about it.There are some exceptions. Employers do not have to report anevent if it: esulted from a motor vehicle accident on a public street or highway.REmployers must report the event if it happened in a construction workzone. ccurred on a commercial or public transportation system (airplane,Osubway, bus, ferry, streetcar, light rail, train). Occurred more than:- 30 days after the work-related incident in the case of a fatality, or- More than 24 hours after the work-related incident in the case ofan inpatient hospitalization, amputation, or loss of an eye.OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered3
HOW TO REPORTThere are three options for reporting the event: By telephone to the nearest OSHA Area Office duringnormal business hours. By telephone to the 24-hour OSHA hotline at 1-800-321-OSHA (6742). Electronically through the OSHA website.RECORDABLE CASESNot all injuries and illnesses in the workplace are recordable. To be recordable,an injury or illness must meet all of the following conditions:1. It is work-related.2. It is new.INCIDENTCENTERUse the J. J. Keller INCIDENT CENTER toeffortlessly evaluateinjuries, illnesses, nearmisses, property damage,equipment failure, safetyobservations, and more.TAKE A FREE TRIAL3. It results in one or more of the general recording criteria.FAQQ: W e had an employee fall and chip a tooth. He went to the dentist andhad a small cap placed on the tooth. Is this considered a recordableinjury?A: Y es. A case involving a chipped or broken tooth is considered asignificant injury when diagnosed by a physician or other healthcare professional. Work-related significant injuries are automaticallyrecordable.DETERMINING WORK-RELATEDNESSTo be recordable, a case must first be work-related. You must consideran injury or illness to be work-related if an event or exposure in the workenvironment either caused or contributed to the resulting condition orsignificantly aggravated a pre-existing injury or illness. Work-relatednessis presumed for injuries and illnesses resulting from events or exposuresoccurring in the work environment, unless one of nine exceptions specificallyapplies.OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered4
THE 9 EXCEPTIONS TO WORK-RELATEDNESSUnder the OSHA recordkeeping system, work-relatedness is presumed for injuriesand illnesses resulting from events or exposures in the workplace, except under thefollowing circumstances. Note that for the exception to apply, a case must meet allthe conditions listed in the exception.1. The employee is present in the work environment as a member of the generalpublic rather than as an employee.2. The injury or illness involves signs or symptoms that surface at work, but resultsolely from a non-work-related event or exposure that occurs outside the workenvironment. For this exception to apply, the work environment cannot havecaused, contributed to, or significantly aggravated the injury or illness.3. T he injury or illness results solely from voluntary participation in a wellnessprogram or in a medical, fitness, or recreational activity such as blooddonation, physical examination, flu shot, exercise class, racquetball, or baseball.4. The injury or illness is solely the result of an employee eating, drinking, orpreparing food or drink for personal consumption, whether purchased oncompany premises or brought in.5. The injury or illness is solely the result of an employee doing personal tasks(unrelated to their employment) at the establishment and outside of theemployee’s assigned working hours (off-shift time).6. The injury or illness is solely the result of personal grooming, self-medicationfor a non-work-related condition, or is intentionally self-inflicted, such asattempted suicide.7. The injury or illness is caused by a motor vehicle accident and occurs ona company parking lot or company access road while the employee iscommuting to or from work or on a personal errand. Note: If an employee isinjured in a car accident while leaving the property to purchase supplies forwork, the case is considered work-related. Likewise, if an employee is injuredby slipping on ice permitted to accumulate in the parking lot, the case is workrelated.8. The illness is the common cold or flu.9. The illness is a mental illness. Mental illness is not considered work-relatedunless the employee voluntarily provides the employer with an opinion from aphysician or other licensed health care professional with appropriate trainingand experience, such as a psychiatrist, psychologist, or psychiatric nursepractitioner, stating that the employee has a mental illness that is work-related.OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered5
FAQQ: H ow would a company record an injury that was a result of a personalmedical illness (diabetes)? The employee felt weak, started to faint, fell andbroke their hip.A: I f an employee’s pre-existing medical condition is the sole cause of theincident which results in a subsequent injury, this is not a work-related injuryand is not recordable. However, if the work environment or work activitiesof the employee contributed to the employee’s faintness, this would be arecordable injury.Q: W hat are “personal tasks” for purposes of the exception to the geographicpresumption in section 1904.5(b)(2)(v)?A: “ Personal tasks” for purposes of section 1904.5(b)(2)(v) are tasks that areunrelated to the employee’s job. For example, if an employee uses a companybreak area to work on his child’s science project, he is engaged in a personaltask.Injuries that occur inthe workplace beforeor after normal workinghours are recordable,as long as one of thenine exceptions doesnot apply.Q: A n office employee driving a company vehicle on their normal commuteto the office was involved in an accident. If the employee required medicaltreatment would this have to be recorded?A: I njuries and illnesses that occur during an employee’s normal commute,to and from work, are not considered work-related, and therefore notrecordable. The fact that the vehicle was a company vehicle is not relevant todetermining work relatedness.NORMAL WORKDAYInjuries that occur in the workplace before or after normal working hours arerecordable, as long as one of the nine exceptions does not apply. For OSHArecordkeeping purposes, the “workday” doesn’t necessarily begin and end whenthe time clock says it does. Injuries to employees who are on company propertybefore starting work or after finishing work may be recordable. The employeedoes not have to be engaged in a work-related activity at the time. For example,injuries occurring to an employee who arrives to work early and hasn’t clocked inyet who trips and is injured in the parking lot would be recordable unless a specificexception applies.OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered6
On the other hand, injuries sustained during a pick-up basketball gameduring breaks or at lunch are not recordable because exception numberthree from above applies to voluntary participation in recreationalactivities.ARE INCIDENTS INYOUR PARKING LOTRECORDABLE?“Personal grooming activities” are activities directly related to personalhygiene, such as combing and drying hair, brushing teeth, clippingfingernails and the like. Bathing or showering at the workplace whennecessary because of an exposure to a substance at work is not withinthe personal grooming exception. Thus, the case of an employeeexposed to chemical hazards at work who is injured while showering inthe locker room, and sustains an injury that meets one of the generalrecording criteria, would be recordable.GEOGRAPHIC PRESUMPTIONSome injuries occur with no apparent work-related cause. An exampleis an employee who is walking on an even surface whose knee suddenlybuckles for no apparent reason. When an employee injures himself atwork in the course of an event that does not seem to be related to, orcaused by, the work environment, OSHA’s “geographic presumption”of work-relatedness assumes the injury is work-related because itoccurred at work, unless one of the previously noted exceptions apply.The “geographic presumption” also covers cases in which an injury orillness results from activities that occur at work but that are not directlyproductive, such as horseplay.COMPANY PARKING LOTSInjuries that occur in the company parking lot may be recordable if theparking lot is completely under your control. Lots that are used by thegeneral public are not covered.If an employee slips and falls in the company parking lot and is injured,the incident may be recordable. It may also be recordable if an employeeis injured getting in to or out of his vehicle in the parking lot.Injuries and illnesses that occur during an employee’s normal commuteto and from work are not considered work-related, and, therefore, notrecordable.OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered7
However, if during the normal commute to and from work an employee is hitby a car as he is walking toward the building in the company parking lot, it fallsunder the commuting exemption and is not recordable. The commuting exceptionapplies to “moving vehicles which are solely being used for commuting at thetime of the accident; i.e., vehicles which have not been parked and which are notbeing used for work.”WORKPLACE VIOLENCEThe Recordkeeping rule has no general exception to work-relatedness for casesinvolving acts of violence in the work environment. You use the same criteria fordetermining recordability for acts of workplace violence as for any other eventoccurring in the workplace.FAQQ: A n employee while in the work area and on duty threw a stapler at anotheremployee and struck him in the head. The laceration required a few stitches.Would you consider this a recordable accident?A: Y es. Cases involving workplace violence, horseplay etc. that occur in thework environment are considered to be work-related. Since the employeegot stitches, which is medical treatment beyond first aid, the case isrecordable.COVID-19 IS NOT THE COMMON COLD OR FLUOSHA says that COVID-19 is not the common cold or flu and does not qualify forthe exception to work-relatedness. Therefore, you must make a determination onthe work-relatedness and recordability of cases of COVID-19 for your employees.FAQQ: H ow do you determine if the sick employee caught the virus in theworkplace?A: Y ou need to determine if an exposure to the novel coronavirus in theworkplace was a “discernible cause,” that led to the employee’s illness. Insome cases, it may be easy to make this determination. Healthcare workers,for example, may be regularly exposed to people carrying the virus. Inother cases, you may have an employee exposed to a coworker who testedpositive for COVID-19. If the employee later becomes sick with COVID-19,that’s a discernible cause.INCIDENTCENTERUsing the J. J. Keller INCIDENT CENTER’spatented ‘Is it recordable’tool, you can quicklydetermine the eligibilityof specific incidents asthey occur.TAKE A FREE TRIALOSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING:Your questions answered8
HOW TO DETERMINE WORK-RELATEDNESS WITH COVID-19In the preamble discussion to Part 1904, OSHA says that when you’re notsure the employee’s injury or illness is work-related, you must evaluate theemployee’s work duties and the work environment to decide whether itis more likely than not that events or exposures in the work environmenteither caused or contributed to the condition. If so, the case is work-related.Where the spread of the coronavirus is occurring in the community, it canbe hard for employers to tell if sick employees were exposed to it in theworkplace or elsewhere. For non-healthcare employers, OSHA provides thefollowing guidance for determining if cases of COVID-19 are work-related:1. Ask the employee how he believes he contracted COVID-19;2. Discuss with the employee her work and out-of-work activities thatmay have led to the illness; and3. R eview the employee’s work environment for potential exposures tothe virus.Q: A re there any additional criteria to meet for a case of covid-19 to berecordable?A: Y es. OSHA says that for it to be recordable, a new case of COVID-19must be work-related, confirmed by a laboratory test, and meet one ormore of the recording criteria.Q: W hat does osha mean by “confirmed”?A: A confirmed case of COVID-19 means an individual with at least onerespiratory specimen that tested positive for SARS-CoV-2, the virus thatcauses COVI
OSHA WORKPLACE INJURY AND ILLNESS RECORDKEEPING: 2 Yor estions answered OSHA's requirements for keeping and maintaining workplace injury and illness records are found in Part 1904. Although the rules are written in plain language and seem easy to follow, recordkeeping can be challenging because it involves many judgment calls.
OSHA Directorate of Training and Education 04.2010 OSHA Training Institute Introduction to OSHA STUDENT HANDOUT PACKET #1. Weekly Fatality/Catastrophe Report #2. OSHA Poster #3. MSDS Example #4. Your Rights as a Whistleblower Fact Sheet #5. Refusing to Work Because Conditions are Dangerous #6. OSHA 300 Log example #7. Employers Must Provide and .
Nov 01, 2019 · OSHA 1-hour Lesson Directorate of Training and Education OSHA Training Institute Lesson Overview Purpose: To provide workers with introductory information about OSHA Topics: 1. Why is OSHA important to you? 2. What rights do you have under OSHA? 3. What responsibilities does your employer have under OSHA? 4. What do the OSHA standards say? 5.
Standards for General Industry OSHA 501: Trainer Course in OSHA Standards for General Industry OR OSHA 503: Update for General Industry Outreach Trainers OSHA 2015: Hazardous Materials OSHA 2045: Machinery and Machine Guarding Standards OSHA 2264: Permit-Required Confined Space entry OSHA 3095: Electrical Standards
30-Hour OSHA Training – General Industry Course Topics Introduction to OSHA o Importance of OSHA o Worker Rights Under OSHA o Employer Responsibilities o OSHA Standards o OSHA Inspections o Where to Go for Help OSHA Inspection Procedures o Posting of Notice & Inspec
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OSHA e-correspondence CATEGORIES 300 Log 11 QUESTION How long am I required to keep an OSHA 300 log? ANSWER You must save the OSHA 300 Log, the privacy case list (if one exists), the annual summary, and the OSHA 301 Incident Report forms for five (5) years following the end of the calendar year that these records cover. SOURCE OSHA e-correspondence
1.3 This Guide 6 2. Understanding mental illness 7 2.1 About mental illness 7 2.2 Facts about mental illness 7 3. Managing mental illness in the workplace 9 3.1 Effective communication strategies 9 3.2 Reasonable adjustments 11 3.3 Examples of reasonable adjustments to address the effects of a worker's mental illness in the workplace 13
Auditing and Assurance Services, 14e (Arens) Chapter 10 Section 404 Audits of Internal Control and Control Risk Learning Objective 10-1 1) Which of the following is not one of the three primary objectives of effective internal control? A) reliability of financial reporting B) efficiency and effectiveness of operations C) compliance with laws and regulations D) assurance of elimination of .
