OSHA 300A Posting Requirement

Beth Dean 01.20.16
17 Hipster Office

On February 1 until April 30, each company worksite may be required to post a completed OSHA Form 300A Summary of Work-Related Injuries and Illnesses that occurred during the previous year.

OSHA Form 300A is a simple one-page table that shows a list of injuries that occurred at that workplace during the previous calendar year.

OSHA, the Occupational Safety and Health Administration, requires posting the report in a location that is easily and frequently seen by employees. This workplace injury information is unique to each worksite. Therefore, each company worksite must complete and post the OSHA Form 300A.

The OSHA Work-Related Injuries and Illnesses packet contains several pages with differing purposes. You only need to post the 300A one-page summary for public viewing. The remaining pages of the packet will be utilized by the worksite employer during 2016 to keep up-to-date records of on-the-job injuries.

Certain industries and companies with less than 10 employees may be exempt from the OSHA 300A posting requirement. A list of exempt industries can be found at osha.gov. Please note that the list of exempt industries narrowed on January 1, 2015 when OSHA updated its recordkeeping requirements. Your company may now be responsible for complying with this regulation, even if it was exempt a couple of years ago.

Even if your company’s 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. Clients may contact Nextep’s Risk Department for help determining whether your company is exempt from posting the OSHA 300A summary.

Each company worksite must also maintain ongoing records of work-related injuries. The OSHA packet includes Form 300, in which injuries are listed on an ongoing log, and Form 301, which details the specific nature of each individual injury. These forms will not be submitted to OSHA unless specifically requested but must be kept at your worksite for at least five years following the years they summarize.

Nextep clients who have questions regarding the OSHA posting requirements or need assistance completing the injury information for their companies may contact Nextep’s Risk Department at 888-811-5150 or risk@nextep.com.

The OSHA recordkeeping packet, including Form 300A, can be found here.

Also on Nextep

Are You Paying Your High-Earning Employees Correctly? In a recent case, the Supreme Court issued an opinion clarifying the overtime-exempt status requirements under the Fair Labor Standards Act (FLSA).  The ruling emphasizes the importance of the salary-basis requirement for high-earning employees to be overtime-exempt under the FLSA. Here’s what you need to know: Under the […]
Read more
Don’t worry. Nextep’s payroll processing is unaffected by the SVB closure. At Nextep, we understand that the recent closure of Silicon Valley Bank (SVB) has caused concern for our clients and their employees who bank with SVB. We want to assure you that Nextep’s ability to process payroll remains unaffected by this event. We are […]
Read more
On December 29, 2022, President Biden signed into law two bills that add protections for pregnant and post-partum employees. Here is what we know. Providing Urgent Maternal Protections for Nursing Mothers Act The PUMP Act amends the Fair Labor Standards Act (FLSA) to expand coverage to all employees (exempt and non-exempt). Employers are required to […]
Read more
Your Guide to DOL’s Latest Guidance on Telework, Lactation Breaks, and FMLA Eligibility for Remote Employees Are you an employer of employees who telework, or employees who needs breaks for lactation? Then you’ll want to read this update! The US Department of Labor (DOL) recently released Field Assistance Bulletin (FAB) No. 2023-1, which covers several […]
Read more
Your Guide to the Latest Court Ruling on the FLSA Administrative Exemption If you’re an employer in Maine, Massachusetts, New Hampshire, Rhode Island, or Puerto Rico, listen up! The 1st US Circuit Court of Appeals has clarified the Fair Labor Standards Act’s (FLSA) administrative exemption, and it could be a game-changer for your business. In […]
Read more
Empowering Employees and Employers Alike to Create Inclusive Work Environments As of January 24, 2023, the Equal Employment Opportunity Commission (EEOC) has updated its guidance on correctly handling people with hearing disabilities at work under the Americans with Disabilities Act (ADA). This updated guidance is essential for employers looking to create a more inclusive and […]
Read more
Your Intro to the H1-B Visa Process Exciting news for employers eagerly anticipating the 2024 H-1B cap initial registration period! Federal immigration officials have officially announced that registration will open between March 1 to March 17, 2023. Employers can register for the H-1B cap using USCIS’s online registration system. The H-1B visa, as a reminder, […]
Read more
Rest Up! For Illinois Workers, ODRISA is Now Law Beginning in 2023, The One Day Rest In Seven Act (ODRISA) allows Illinois employees the right to take one day off in seven, plus breaks during a long workday.  Here’s a breakdown of the basics: Employees must get a minimum of 24 hours of rest every […]
Read more
Starting in 2023, Illinois workers have expanded job-protected bereavement leave under the Family Bereavement Leave Act (FBLA). Let’s dig into the details. FBLA allows eligible employees to take up to 10 work days of unpaid leave following the death of a family member. Specifically, they are allowed time for any of the events covered by […]
Read more
Your medical leave could qualify for paid time off if you work in Colorado.  We’re familiar with the Family Medical Leave Act (FMLA), allowing qualified employees up to 12 weeks of unpaid, job-protected leave to care for themselves or a family member during certain medical or family events. But the FAMLI program takes this coverage […]
Read more
What business owners need to know right now. On January 5, 2023, the Federal Trade Commission (FTC) proposed a rule to prohibit non-competition clauses (“non-competes”) in employment agreements.  Non-compete provisions include broadly written non-disclosure agreements that ban working in the same field post-employment and require employees to pay “training costs” if the employment terminates within […]
Read more
The Ins and Outs of a PEO Relationship Are you thinking of moving your in-house HR tasks to a PEO? That’s great! Here’s what to expect. Professional Employer Organizations (PEOs) are a tried and true way for companies like yours to take advantage of some powerful perks: Access better benefits than you might be able […]
Read more

Download Our App