After April 30, employers can remove their Form 300A, Annual Summary of Work-Related Injuries and Illnesses posting, which they’ve had displayed at their place of business since February 1. Although the posting period will be over, employers must still retain their Form 300A summaries, as well as their Form 300, Log of Work-Related Injuries and Illnesses and Form 301, Injury and Illness Incident Report, for five years following the end of the calendar year that these records cover.
As a reminder, Form 300A is a required workplace posting intended to give employees the opportunity to review any injuries or illnesses that took place at their worksite in the prior year. It must be displayed in a common location where notices to employees are usually posted, and employees, former employees and their representatives have the right to review the form in its entirety. Form 300 is used to record and classify work-related injuries, illnesses and fatalities, as well as detailed information about those events. While employers must keep Form 300 for their records, they don’t have to publicly post it.
Certain employers were also required to electronically submit their Form 300A data to the federal Occupational Safety and Health Administration (OSHA) by March 2, 2021. Even if employers electronically reported their data, they still must keep and maintain their Form 300, Form 300A and Form 301 for five years.
Finally, while Form 300A requirements remain the same during COVID-19, the California Division of Occupational Safety and Health (Cal/OSHA) has guidance for reporting COVID-19 occurrences in the workplace.
Katie Culliton, Editor, CalChamber
CalChamber members can use the Log 300 wizard on HRCalifornia to determine whether a business is subject to Cal/OSHA’s Log 300 recording, reporting and posting requirements, and read more about Maintaining Your Work-Related Injury and Illness Records in the HR Library. Not a member? See how CalChamber can help you.
The post Employers Must Still Keep Form 300A After Posting Period Ends appeared first on HRWatchdog by Katie Culliton.