OSHA Electronic Recordkeeping And Anti-Retaliation Final Rule: Practical Tips For Ensuring Compliance Ahead of December 1, 2016
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Alert: You’ve got a slight reprieve now that OSHA has delayed enforcement for portions of the final Electronic Recordkeeping Rule to December 1, 2016 (originally November 1, 2016 was to be the effective date). The rule had originally gone into effect in August 2016, but OSHA delayed enforcement to provide more information and educational materials to employers.
December 1 is still right around the corner, though, and it’s essential for you to know what it covers and your compliance obligations under it.
This rule requires employers to electronically submit injury and illness records to OSHA on an annual basis. Depending on the number of employees at an establishment the employer may be required to submit all recordkeeping forms—300, 300A, and 301 for the calendar year, or just the 300A. OSHA’s intention is to make these recordkeeping forms publicly available and searchable on OSHA’s website.
In addition to the electronic submission, the final rule also includes an anti-retaliation provision that prohibits employers from taking adverse action such as; termination, reassignment or pay reduction against employees who report injuries or illnesses.
Join us when Tressi Cordaro, a partner at Jackson Lewis, PC, will discuss the scope and practical impact of OSHA’s final electronic recordkeeping rule and anti-retaliation provisions ahead of the December 1 effective date and provide real strategies for ensuring compliance.
About The Presenter:
- Who’s covered by the final rule
- What must be electronically submitted to OSHA
- When the various provisions of the final rule take effect
- What types of safety incentive programs are problematic under this final rule
- What types of drug testing programs are problematic under this final rule
- And much more!
Tressi L. Cordaro
Jackson Lewis PC
Ms. Cordaro advises and represents employers on occupational safety and health matters before federal and state OSHA enforcement agencies. She has advised employers faced with willful and serious citations as the result of catastrophic events and fatalities, including citations involving multi-million dollar penalties. Ms. Cordaro’s approach to representing an employer cited by OSHA is to seek an efficient resolution of contested citations, reserving litigation as the option if the client’s business objectives cannot otherwise be achieved. As a result, she has secured OSHA withdrawals of citations without the need for litigation.
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|Keywords For This Course:|
OSHA electronic recordkeeping, final rule, anti-retaliation
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