OSHA Expands List of Injuries Employers Must Report, Changes Exempt Industries List
posted by Michael R. Fortney | Dec 16, 2014 11:42 AM in Employment Law
On January 1, 2015, OSHA will expand the list of work-related injuries and illnesses that covered employers must report. The new list includes all work-related inpatient hospitalizations, amputations (the traumatic loss of a limb or body part), or losses of an eye, within 24 hours. The previous rule did not require reporting of amputations or eye losses and only required reporting of inpatient hospitalizations if three or more people were hospitalized.
OSHA defines inpatient hospitalization as a "formal admission to the inpatient service of a hospital or clinic for care or treatment." Employers do not need to report an inpatient hospitalization if it was for diagnostic testing or observation only. Further, only inpatient hospitalizations that occur within 24 hours of a work-related incident must be reported.
Work-related fatalities must continue to be reported within 8 hours.
The new regulations also provide an updated list of low-hazard industries that are now exempt from routinely keeping OSHA injury and illness records. The regulations also call for new industries to routinely keep injury and illness records even though those industries were previously exempt.
Companies with 10 or fewer employees at all times in the previous year continue to be exempt from OSHA's recordkeeping requirements, regardless of their industry classification.
Employers should check OSHA's Fact Sheet to determine if they are subject to the new requirements.
Covered employers must complete and keep up-to-date the following forms:
· the Log of Work-Related Injuries and Illnesses (OSHA Form 300)
· the Summary of Work-Related Injuries and Illnesses (OSHA Form 300A), and
· the Injury and Illness Accident Report (OSHA Form 301)
Employers should also make certain that key personnel are aware of the new reporting and recordkeeping requirements.
If you would like to speak to an attorney about OSHA compliance issues or you would simply like more information about employment and labor issues please visit our website.
