You might be required to maintain a record of serious work-related injuries and illnesses. If you are an employer with more than 10 employees, although there are certain low-risk industries that are exempted, it is important to know how OSHA classifies a high-risk injury and how it defines a recordable injury or illness. Employers, workers and OSHA use this information to evaluate the safety of your workplace. This information helps in understanding industry hazards and lay out basic requirements to implement worker protections, so workplace hazards can be reduced and eliminated and the future workplace injuries and illnesses can be prevented.
OSHA requires affected employers to maintain and update OSHA 300 logs and to document recordable injuries and illnesses. OSHA also requires these employers to prepare the OSHA 300A summary by February every year. Affected employers are required to submit information from the OSHA 300A summary electronically on OSHA’s Injury Tracking Application (ITA) website.
2022 saw many changes in health and safety and updates to OSHA Recordkeeping regulatory guidelines. This has created a lot of questions and concerns from companies about what this requirement means and what OSHA will do with this information. This training will provide a comprehensive overview of what the updated 2022 OSHA 300 Log Recordkeeping Reporting Requirements are so that a beginner or a seasoned EHS Professional will have confidence in knowing how to fill these out quickly and correctly.
You Will Learn:
-Employers required to maintain OSHA logs and report electronically
-OSHA’s definition of a recordable injury or illness
-OSHA’s requirements for reporting certain injuries and fatalities
-OSHA’s specific anti-discriminatory and prohibited activities
-Proper preparation of the OSHA 300A summary form
-Using data from the OSHA logs to calculate incident rate benchmarks
-The current state of affairs at OSHA
-Insights into OSHA’s regulatory agenda
-Properly recording work-related COVID-19 cases
This workshop is directed to all personnel whose responsibilities include maintenance and preparation of the OSHA 300 log and 300A summary and individuals with managerial responsibility for safety. Attendees include:
-Human resource professionals
-Anyone with responsibility for safety
Ask your question directly from our expert during the Q&A session following the live event.
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.
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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Pedu doesn’t support any Fake – News, Articles, or Compliance updates; Our Industry Experts are highly verified and recognized, and their Pre-publishment is verified via our experts and fact-checkers.
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