OSHA Requirements Equal A 21st Century Necessity

OSHA requirements too often are ignored by small to mid-sized companies. Part of the United States Department of Labor, OSHA is an acronym that stands for the United States Occupational Safety & Health Administration. OSHA requires employers to maintain a workplace free from hazards by following established safety and health standards for workplace operations. As a professional employer organization (PEO), Total HR Management has helped many of our client companies become compliant with OSHA regulations and requirements.

The Importance of OSHA Requirements

osha requirements

Do you know about OSHA Requirements?

Although employers in many industries are exempt from OSHA’s basic injury and illness recordkeeping requirements, they still may be required to maintain records under specific OSHA requirements. Moreover, all employers must report the hospitalization of three or more employees resulting from a workplace accident or any fatalities in the workplace.

In the 21st century, OSHA requirements are not a choice, but a necessary element of ensuring your company’s ongoing success. The vast majority of employers must fill out and retain the following forms to maintain proper records and comply with OSHA regulations:

A) OSHA Form 300 — Log of Work-Related Injuries and Illnesses.

Part of the OSHA requirements, form 300 is used to record every work-related injury, including the following:

  1. Injuries that resulted in the loss of a workday
  2. Injuries that required medical treatment beyond first aid
  3. Injuries that involved a loss of consciousness, restriction of motion, or transfer to another job
  4. Any work-related condition involving a contaminated needle stick injury or cut from a sharp object
  5. Any potential tuberculosis infection
  6. Any work-related injury that downgraded an employee’s hearing test resulting in a Standard Threshold Shift in hearing

B) OSHA Form 301 — Injury and Illness Incident Report.

Part of the OSHA requirements, form 301 is used to detail a workplace injury or illness, including the following:

  1. The employer’s address
  2. A description of the incident
  3. A description and cause of injury or illness
  4. The name of the treating medical professional, physician, or hospital

C) All Employee Exposure Records

Records of employee exposure plus any resulting medical records must be maintained for all employees working in areas that may expose them to toxic substances or harmful physical agents. According to OSHA requirements, these records must be kept for thirty years.

D) All Employee Medical Records.

Employee medical records relate to the health status of an employee. They tend to be made or maintained by a physician, nurse, or another healthcare professional. According to OSHA requirements, such records must be kept for the duration of employment, plus thirty years.

OSHA Forms = OSHA Requirements

Outside of the medical and exposure records, a major part of OSHA requirements is that all these forms must be kept for five years following the year to which the record relates. Yearly updates are required to ensure accuracy. If these OSHA requirements seem overwhelming, you are not alone. Luckily working with a PEO can greatly help reduce any stress or worry about keeping in compliance.

A professional employer organization like Total HR Management will handle many of the OSHA requirements for your company, relieving you of that responsibility.  To learn more about what we can do to help your business with OSHA requirements, please call Total HR at (800) 975-5128. Once we understand what your company needs, we can help your business take the next step forward by offering you a tailored package of PEO offerings.


No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or another professional legal services provider.


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