What is OSHA Form 300A?
If you haven’t posted a copy of your OSHA 300A summary yet, do so now! Under the Occupational Safety and Health Administration (OSHA) recordkeeping rule, most employers are required to post a copy of Form 300A from February 1 and April 30.
The form contains summary information, pulled from the OSHA 300 Log, on the injuries and illness recorded the previous year. OSHA requires that the form be posted in a common area where employee notices are typically posted.
Form 300A posting requirements
If your company is required to complete this summary, here’s what you need to do:
- Review OSHA injury logs for accuracy.
- Complete the summary form (300A). Employers are required to post the summary, even if your company had zero work-related injuries or illnesses in the prior year.
- Certify the summary by having it signed by a company executive (such as the CEO, owner, or president).
- Post the summary in a common area from February 1 to April 30.
What is the OSHA 300 Log?
The OSHA 300 log is a form on which businesses must record work-related injuries and/or illnesses resulting in death, loss of consciousness, days away from work, restricted work activity or job transfer, or medical treatment beyond first aid. Note that these records should include any temporary employees that are injured at your worksite. This OSHA 300 log must be kept throughout the year and updated regularly.
What is the difference between OSHA 300 and 300A?
OSHA 300 Log is a detailed log of workplaces injuries and illnesses that is used for reference and archive purposes. It needs to be filed according to OSHA rules. Under no circumstances should the OSHA 300 Log be publicly posted.
OSHA Form 300A is a summary of Form 300 with personal information removed. It must be signed, dated, confirmed, and posted conspicuously in a common area, such as a break room or lunch room, where employees will see it.
Who must maintain the OSHA 300 Log?
Most companies with 11 or more employees must maintain the OSHA 300 log and summary; however, certain low-risk industries are exempt from this process.
Partially exempt companies may still be required to keep OSHA 300 records if asked by the government to do so. In addition, all employers must report any workplace incidents resulting in fatality, inpatient hospitalization, amputation, or loss of an eye.
For more information, see the OSHA Injury and Illness Recordkeeping and Reporting Requirements.
Who must electronically submit the OSHA 300A Form?
In addition to posting a Form OSHA 300A summary in the workplace, certain employers must also electronically submit their Form 300A information to OSHA.
Establishments with 250 or more employees that are currently required to keep OSHA injury and illness records, and establishments with 20-249 employees that are classified in certain industries with historically high rates of occupational injuries and illnesses must submit their Form 300A data to OSHA electronically.
Penalties for Not Maintaining an OSHA 300 Log
In many cases, the OSHA 300 log is the first document OSHA will ask for in an inspection. Failure to maintain OSHA records can result in penalties of up to $14,502 for each year of the violation (as of January 2022).
See a full list of OSHA penalties.
Need help with OSHA compliance?
We know how difficult it can be to maintain compliance and keep up with ever-changing OSHA laws and regulations. In addition to federal OSHA laws, Hawaii employers must also comply with specific state laws as instituted by the Hawaii Occupational Safety and Health Division (HIOSH).
That’s why we have our own Safety and Risk Management department dedicated exclusively to helping clients manage worksite safety and prevention, OSHA compliance, and workers’ compensation claims administration.
Our Hawaii-based team offers a variety of consultation services that can help your business remain compliant with both state and federal regulations. To learn more, contact one of our helpful human resource consultants at (808) 791-4900 or contact simplicityHR.
This article is for informational purposes only and does not constitute legal advice. Readers should first consult their attorney, accountant or adviser before acting upon any information in this article.