Posted 1 month ago - by Priscila Solis

What You Should Know About OSHA Form 300

When a work-related injury occurs, the Occupational Safety and Health Administration (OSHA) requires employers to fill out the Log of Work-Related Injuries and Illnesses (Form 300). Employers use Form 300 to classify work-related injuries/illnesses and to record the extent and severity of each case. Employers must also post an annual summary in their workplaces each year.

Location

Employers must place Form 300 logs in each physical place of work that they expect to operate for at least one year. A qualified place of work is a location in which the employee reports to, receives direction and supervision, and otherwise is in physical contact with the employer. For these reasons, OSHA does not require employers to provide the forms in the homes of remote employees.

Record keeping

Employers must record any work-related injuries/illnesses that result in the following:

• Death
• Time off from work
• Restricted work activity
• Loss of consciousness
• Medical treatment beyond first aid
• Anything work-related that may involve chronic disease, fractured bones, punctured eardrums, or cancer.

Additionally, employers must report if the following occurs:

• An employee receives an injury from a potentially infectious, cross-contaminated needle or sharp object.
• Any time an employee needs to miss work due to a medical condition
• Tuberculosis infections
• Employees with hearing test results that show that they have experienced a shift in hearing in one or both ears due to something occurring on the job.

Additional recordable injuries can be found on the OSHA website.

Determining relation to the workplace

Every time an accident occurs, it is the employer’s responsibility to document a recordable injury or illness on Form 300 within seven days. The injuries/illnesses recorded must be work-related. However, it is important to note that certain exemptions exist when the incidents are not work-related. These exemptions include but are not limited to:

• The employee was in the workplace at the time of the incident but was there as a member of the general public and not an employee.
• The event occurred at work but resulted solely from a nonwork-related activity or exposure.
• The incident is a result of eating/drinking for personal consumption.
• The employee sustains an injury while doing a personal task.

Next steps

Form 300 will contain information on an employee’s health and therefore must remain confidential once the employer submits it.

Additionally, employers need to fill out the 300A Summary form and post this in the workplace from February 1 to April 30 of the following year. The 300A summarizes the incidents recorded and submitted through Form 300 in the prior year. Employers must keep Form 300 and 300A documents for five years.

Moreover, it is important to note that employers with more than 20 employees are subject to OSHA’s recordkeeping regulations. These employers must electronically submit information from the 300A to OSHA by March 2^nd of each year. Employers with less than 20 employees do not need to submit anything electronically.

Compliance involves various moving parts and is a crucial part of operating a successful business. We always recommend you speak with a trusted professional to ensure your organization is not missing anything necessary to meet any of the standards set on a federal and local level.

How can Payroll Systems help you with workforce management? We offer a combination of software and human support for your business. Contact us to learn more about our highly scalable HR and payroll solutions.

This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.