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 posting requirements:

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 rights.

       • 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.

Newsletter Archive

Our newsletter is updated regularly, providing information of interest
to many of our readers. We invite you to check back frequently.

Paul Hilton is a certified Human Resources Consultant, located in Columbia, SC.
If you would like to subscribe to our Newsletter e-mailing list, please submit our Contact Form.