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Top OSHA 300 Recordkeeping Mistakes Part 3

At Cotney Construction Law, we assist construction professionals with OSHA-related matters, including providing our clients with defense against OSHA citations. Because of this, we have extensive knowledge of OSHA regulations and what it takes to maintain compliance. If you require assistance, an OSHA attorney is but a phone call away. Proper recordkeeping is essential to your success. If you are a covered employer who is required by OSHA to comply with recordkeeping standards, it is imperative that you avoid the mistakes listed in this article as well as in part one and part two.

Mistake 5: Misclassifying Injuries or Illnesses

Cases should be classified appropriately on an OSHA 300 Form. Illness and injury misclassification is a common error. Errors entered on the 300 Form will automatically lead to inaccurate summary information on the 300A Form. An injury should be categorized as any wound or damage to the body while an illness will be classified as one of the following:

  • Skin diseases or disorders
  • Respiratory conditions
  • Hearing loss
  • Poisoning
  • All other occupational illnesses

Although some injuries and illnesses will overlap, it is important to check only the box that corresponds to the most serious outcome.

Mistake 6: Providing Inaccurate Counts

Another common mistake that many employers make on the OSHA 300 Form is failing to correctly count the number of days that an employee is away from work, on job restriction, or on a job transfer. This miscalculation translates to incorrect information on the 300A Form. The day that an injury occurs should not be counted. All days must be counted starting with the day following the incident. Even if an employee is out for more than 180 days, do not count beyond this number. It is imperative that employers have the right tools in place to properly track incidents for effective reporting and greater safety.

If you would like to speak with an OSHA defense lawyer, please contact us today.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.