When it comes to workplace safety, record-keeping plays a crucial role. It helps employers keep track of work-related injuries and illnesses and ensures compliance with Occupational Safety and Health Administration (OSHA) requirements.  

Learn more about how Asure can help you satisfy OSHA compliance requirements by connecting with an HR expert. 

 OSHA Forms 

There are three main forms that form the core basis of OSHA-required records: OSHA Form 300, OSHA Form 300A, and OSHA Form 301. 

OSHA Form 300 is a log of work-related injuries and illnesses. It provides a record of incidents that have occurred in the workplace, but it does not require detailed information. 

OSHA Form 300A, on the other hand, is a summary sheet of work-related injuries and illnesses. It provides a snapshot of the incidents recorded on Form 300 and must be posted in the workplace from February 1 to April 30 of each year.   

Finally, OSHA Form 301 is an incident report that provides more detailed information about a specific injury or illness. 

OSHA Requirements  

It’s important to note that not every injury or illness needs to be recorded in these forms. There are certain requirements that need to be met for a company to be required to record an incident.  

Generally, OSHA requirements apply to companies with 10 or more employees, although there are exceptions. For an incident to be recorded, it must be work-related, and the work environment must have caused or contributed to the injury, or significantly aggravated a pre-existing injury.  

This determination is made on a case-by-case basis and is based on a “more likely than not” standard, meaning that it is more likely than not that the work environment caused or contributed to the injury. 

 The responsibility of determining whether an incident is recordable lies with the employer, based on guidance from OSHA.  

However, if there is a dispute, it may be ultimately determined by an OSHA administrative law judge. There is also a potential for a review of the OSHA determination in a federal court.  

It’s important for employers to carefully consider whether an incident is recordable according to OSHA requirements, as failing to record a recordable injury or illness can result in penalties. 

Employers should also be aware that not all injuries or illnesses that are covered by workers’ compensation insurance are necessarily recordable under OSHA requirements. OSHA has a different definition of what constitutes a recordable incident, and it must be determined whether the incident was caused or contributed to by the workplace. 

Employers may face challenges in determining whether an incident is recordable or not, especially in cases where the cause of the injury or illness is not clear-cut.  

For example, incidents related to allergies, stress fractures, or other conditions that may have multiple causes can pose challenges in determining whether they are recordable or not.  

In such cases, the factual analysis may be required to determine whether the incident was workplace-related and subject to OSHA record-keeping requirements. 

Conclusion 

Understanding the basics of record keeping and OSHA requirements is essential for employers to ensure compliance and maintain a safe workplace.  

Familiarizing oneself with OSHA Form 300, 300A, and 301, as well as the requirements for recording work-related injuries and illnesses, can help employers effectively manage record keeping and maintain compliance with OSHA regulations.  

Consulting with legal experts or OSHA representatives can also provide guidance and assistance in navigating the complexities of record keeping and OSHA requirements. 

See our in-depth video with an employment attorney about OSHA here. 

Asure can help you satisfy OSHA compliance requirements. Contact us here.