Reminder: Do Not Forget to Post
Your OSHA Form 300A
Employers are required to comply with the Occupational Safety
and Health Administration’s (OSHA) accident, illness or injury
reporting and posting requirements unless they are specifically
designated as exempt. On February 1, 2016, most company worksites
will be required to post a completed OSHA Form 300A, Summary of
Work Related Injuries and Illnesses which occurred during 2015.
The form must remain posted in the workplace for all employees
to review until April 30, 2016. OSHA requires employers to post
the form in a location that is easily accessible and frequently
seen by all employees.
Certain industries and companies which have 10 or fewer employees
may be exempt from this OSHA 300A posting requirement. A complete
listing of exempt industries can be found at www.osha.gov. On January
1, 2015, OSHA updated its recordkeeping requirements by narrowing
the list of exempt industries. As a result, if your company or
industry had previously been listed as exempt, you may now be required
to comply with the posting requirements.
Even if your company or industry meets the criteria for exemption
from the posting requirement, the worksite itself will not be exempt
if it experienced a recordable, work related injury during the
2015 calendar year.
The following are general rules regarding OSHA recordkeeping and
1. Accident reporting requirements apply
to all employers.
• Within 8 hours
the employer must report by telephone or in person to the nearest
OSHA office any accident that results in one or more fatalities
or work related inpatient hospitalizations.
2. Posting requirements apply to all employers.
• OSHA posters.
Regardless of the size of your business, if you have any employees,
you must display posters that inform employees of their job safety
• Material Safety
Data Sheets (MSDS). MSDS must be written and available on request.
• Form 300A must
be displayed for all employees to see and review from February
1 – April 30 of each year.
A company’s best defense against the potential expense and
aggravation related to federal law violations is to proactively
review and revise as needed their Human Resources policies, handbooks,
hiring procedures, compensation, benefits, training programs, communications
tools and other functions. The professionals of PHHR are ready
to assist your organization maintain compliance with the latest
state and federal mandates.
Paul Hilton Human Resources Consulting works with our clients to insure that all required documentation is correct and sufficient to successfully defend against a claim to any unemployment compensation commission.
|For assistance with any Human Resources related questions or other
issues, please Contact Us.
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