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ALERT: Required employee information deadline Nov. 1; OSHA requires additional electronic reporting of workplace injury/illness for certain employers

OSHA reporting requirements image

October 3, 2016

OSHA enforcement of a new workplace injury and illness reporting regulation starts Nov. 1. Before then, employers must:

  • Make sure all employees are aware of their right to report workplace injury and illness (posting the OSHA Job Safety and Health – It’s the Law worker rights poster from April 2015 or later may meet this requirement).
  • Provide information about the procedure to do so.

Additionally, employers are prohibited from retaliation against any employee who makes such a report. The regulation went into effect in August but OSHA has delayed enforcement until Nov. 1 to allow employers time to understand and implement it.

Another important part of this regulation is that starting Jan. 1, 2017, employers of 250 or more will be required to report workplace injuries and illness electronically on top of the current OSHA documentation. Employers of 20-249 in what OSHA considers “high-hazard” industries will also report electronically, but with less information. Some of this data will be posted publicly on OSHA’s website, in what OSHA calls a “nudge” to encourage employers to create safer workplaces. Since the data will be publicly available, job candidates could review it and choose workplaces with safer records.

OSHA identified “high-hazard” industries required to report for 20-249 employees. It includes agriculture, utilities, construction, manufacturing and wholesale, most transportation, warehousing and storage, most health care, and commercial and industrial machinery repair and maintenance. OSHA also proivded a Fact Sheet covering the new regulation.

Need more information?

Before the Nov. 1 enforcement deadline, if employers of any size have questions about this regulation, including how to develop and implement a workplace injury/illness reporting procedure or how to communicate the procedure to employees effectively, please contact your AGH professional, or AGH senior organizational development consultant Carrie Cox using her information below.

Carrie Cox, PHR, SHRM-CP

Senior Organizational Development Consultant,
Organizational Development & Family Business Services
Carrie has experience in a variety of human resource functions, including labor laws, compensation structures, employee classification, benefits administration, performance management, and human resource best practices. She has served clients in a number of industries including manufacturing, construction, banking, and not-for-profits. Carrie is a member of the national and local chapters of the Society of Human Resource Professionals (SHRM) and serves on the Wichita chapter board of directors.

She is a certified practitioner for the Myers-Briggs Type Indicator® and the Hay Group’s Emotional and Social Competency Inventory. Her additional certifications include Professional in Human Resources (PHR) from the Human Resource Certification Institute and SHRM-CP designated by the Society for Human Resource Management.
Carrie Cox photo
Carrie Cox, PHR, SHRM-CP
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Information in this document has been obtained by Allen, Gibbs & Houlik, L.C. from sources believed to be reliable. However, AGH does not guarantee the accuracy nor completeness of any information. This communication does not and is not intended to provide legal, accounting or other professional advice or opinions on specific facts or matters, and accordingly, AGH assumes no liability whatsoever in connection with its use. Nothing in this communication can be used to avoid penalties that may be imposed by a governmental taxing authority or agency.