Confused about which OSHA reporting and recordkeeping requirements apply to your organization? In this session, we’ll review these requirements – who they apply to, what your company must do for compliance, and when to complete various responsibilities. We’ll review the OSHA 2023 changes that will impact organizations in 2024
In this informative, 60-minute program we’ll address:
What OSHA requires when recording work-related fatalities, certain injuries and illnesses
How workers’ compensation and OSHA recordkeeping requirements are independent of each other, where an injury may be compensable under workers compensation but not recordable under OSHA
Department of Labor announced in July 2023, that a rule expanding submission requirements for injury, and illness data provided by employers in high-hazard industries includes the following submission requirements:
Establishments with 100 or more employees in certain high-hazard industries must electronically submit information from their Form 300-Log of Work-Related Injuries and Illnesses, and Form 301-Injury and Illness Incident Report to OSHA once a year. These submissions are in addition to the submission of Form 300A-Summary of Work-Related Injuries and Illnesses.
To improve data quality, establishments are required to include their legal company name when making electronic submissions to OSHA from their injury and illness records.
Various nuances of recording a hearing loss, needle sticks, and under what circumstance an employee can request their name not be listed on the log due to “privacy concerns”
Guidelines & Best Practices for OSHA Recordkeeping Compliance
What size establishments must report to OSHA
Accurately preparing, OSHA Information
Handling special situations: Working at home, travel, parking lots & more
The latest OSHA recordkeeping Letters of Interpretation (LOI’s) and their impact
Reporting vs. recording an injury or Illness: Understanding the difference
Determining if an injury or illness is justifiably work-related
Who Should Attend?
Human Resource Professionals
Safety/ Security Professionals
All Managers
EHS Personals.
OSHA Professionals
C-level
Ask your question directly from our expert during the Q&A session following the live event.
Speaker
Matthew Burr
Matthew Burr has over 15-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC, Talentscape, LLC and Co-Owner of Labor Love, a Labor and Employment Law poster printing company. Prior to founding the consulting firm, the majority of his career was spent in manufacturing and healthcare. He specializes in labor and employment law, conflict resolution, performance management, labor, and employment relations. Matthew has a generalist background in HR and provides strategic HR services to his clients, focusing on small and medium sized organizations.
In July 2017, Matthew started as an Associate Professor of Business Administration at Elmira College and was promoted into the Continuing Education & Business Administration Department Liaison role in July 2018. He teaches both undergraduate and graduate level business courses at Elmira College, and successfully designed an HR Concentration in the business management major that is aligned with both SHRM and HRCI certifications. Matthew is also the SHRM Certification Exam Instructor, with a current pass rate of 89% on the SHRM-SCP and 100% pass rate on the SHRM-CP.
Matthew works as a trainer Tompkins Cortland Community College, Corning Community College, Broome Community College, Penn State University and HR Instructor for Certification Preparation for the Human Resource Certification Institute (HRCI). He also acts as an On-Call Mediator and Factfinder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions.
Certification
Pedu is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
This Program has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
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