OSHA Proposes a Delay to Electronic Reporting

Posted July 7, 2017 Safety

In a recent update to its record keeping web page, OSHA has indicated it will not be ready to receive electronic workplace injury and illness reports by the established July 1, 2017 deadline. The obligation for employers in certain industries to electronically submit injury and illness data is a new requirement contained in the final rule released on May 12, 2016. OSHA has intended to create a website for employers to use for submitting the information but its website is not ready to receive the data.

The Occupational Safety and Health Administration’s (OSHA) electronic reporting rule requires certain establishments to report information electronically from their OSHA Forms 300, 300A and 301. The rule also requires OSHA to create a website that can be used to submit the required information. Under the rule, the first reports are due by July 1, 2017.

However, on a recent update to its recordkeeping webpage, OSHA indicated it will not be ready to receive electronic workplace injury and illness reports by July 1 and has proposed Dec. 1, 2017 as the new deadline. OSHA has not officially delayed the July 1, 2017, deadline.

Analysis:

  • Affected establishments should continue to record and report workplace injuries as required by law and should monitor these developments to learn when a new reporting deadline is officially adopted
  • As we prepare to submit the OSHA 300, 300A, and 301 forms, please be aware that not all workers compensation claims are OSHA Recordable incidents.  There are specific criteria OSHA has set forth regarding what incidents are placed onto the OSHA 300 log
  • We will be monitoring this situation since OSHA has opened the topic for public comment until July 13, 2017

Please contact me or any of the Risk Control Specialists at Henderson Brothers with questions regarding this information.


Please note that the information contained in this posting is designed to provide authoritative and accurate information, in regard to the subject matter covered. However, it is not provided as legal or tax advice and no representation is made as to the sufficiency for your specific company’s needs. This post should be reviewed by your legal counsel or tax consultant before use.