Posts Tagged ‘OSHA Injury and Illness Recordkeeping’
What are the OSHA 300 Recordkeeping Requirements for Businesses?
There are various reasons per OSHA Recordkeeping rules why injuries and illnesses in a workplace need to be accurately recorded and your workplace procedures need to be compliant. Otherwise, you run the risk of being subject to OSHA regulations with very hefty fines. In fact, one of the first things an OSHA inspector will review…
Read MoreOSHA Injury and Illness Recordkeeping Basics— A Guide for Employers
These type of records are not always required to be kept by all employers. But if yours falls under OSHA and its regulations, then you need to keep an accurate record of any injuries or diseases that take place in your workplace. Such documentation is necessary to track health and safety of workers, as well…
Read MoreHow OSHA Injury and Illness Recordkeeping and Reporting Mandates Assist and Enhance Worker Protections
Do you know all the ways OSHA protects you on the job? One important way is by requiring certain employers to keep track of work injuries and illnesses. Does your employer need to follow these rules? Have you ever wondered why it matters? Some insights can help you understand how detailed recordkeeping protects you and…
Read MoreOSHA Requires Mandatory Injury and Illness Recordkeeping and Reporting – Here’s What You Need to Know
We all like to hope that our workers will stay safe and healthy at all times. However, in reality, things sometimes go wrong – and whether that’s an injury at work or a staff member feeling ill, knowing how to tackle these issues s crucial. Fortunately, we’ve outlined some of the key things you need…
Read MoreOSHA Injury and Illness Recordkeeping Fundamentals Every New Mexico Contractor Should Know
When a staffing agency provides temporary workers to an organization, in most cases, the staffing agency and the organization that receives the temporary workers, commonly known as the host employer, are the employers of those workers. Both employers share some of the responsibility for defining employment terms and ensuring that they comply with the law.…
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