- Consumer's Choice Award 2019
- Consumer's Choice Award 2020
- Consumer's Choice Award 2021
- Consumer's Choice Award 2022
- Consumer's Choice Award 2023
- Consumer's Choice Award 2024
OSHA recordability and reporting requirements can be confusing for Illinois employers facing workplace injuries or illnesses. This service helps businesses and injured workers understand which incidents must be recorded on OSHA logs and which events require immediate reporting to federal authorities. We explain the distinctions between recordable cases and reportable incidents, including criteria like days away from work, hospitalizations, and loss of consciousness. Our goal is to provide clear, practical guidance so you can make informed decisions about reporting, preserve your compliance records, and protect your business from unnecessary penalties or misunderstandings with regulators.
When an injury or illness occurs, timely and accurate decisions about OSHA recordkeeping and reporting are important for both employers and employees. This counseling service covers how to evaluate workplace incidents, document findings, and respond to inquiries from OSHA while maintaining appropriate confidentiality. We discuss what information belongs on OSHA Form 300 and Form 301, when to notify OSHA about severe incidents, and how to manage internal investigations. The aim is to reduce confusion and help you maintain compliant records while addressing employee safety concerns and minimizing disruption to daily operations.
Accurate OSHA recordkeeping and reporting matters because it affects regulatory compliance, workplace safety metrics, and potential enforcement outcomes. Counseling helps employers understand which events must be recorded and which must be reported, reducing the risk of citations or penalties. It also supports transparent communication with employees and insurers, and helps employers implement corrective measures to prevent repeat incidents. Practical benefits include improved incident documentation, clearer internal policies, and confidence when interacting with OSHA inspectors or insurance representatives. Ultimately, good recordkeeping contributes to a safer workplace and more defensible responses to regulatory inquiries.
Frankfort Law Group serves Illinois employers and injured workers on issues involving workplace injuries, OSHA recordability, and reporting obligations. Our trial lawyers combine courtroom experience with practical workplace law counseling to help clients navigate OSHA rules and related regulations. The firm focuses on providing clear guidance that aligns with business operations and legal obligations, helping clients make informed choices about documentation, reporting, and communication. We work to preserve client rights and records while helping minimize disputes and potential penalties, drawing on an understanding of both administrative procedures and litigation dynamics in Illinois.
OSHA recordability and reporting counseling is designed to help employers identify which work-related injuries and illnesses must be captured on OSHA logs and which require immediate notification to authorities. Counseling covers criteria such as medical treatment beyond first aid, days away from work, restricted work or transfer, loss of consciousness, and hospitalizations. The process includes reviewing incident facts, evaluating medical documentation, and advising on recordkeeping steps. Proper counseling can decrease uncertainty, enable consistent documentation practices, and prepare employers for potential inspections or inquiries while protecting employee privacy and organizational interests.
A practical counseling engagement typically begins with a review of incident reports, medical records, and internal communications about the event. Counsel will assess whether the incident meets the threshold for OSHA recordability and whether immediate reporting to OSHA is required under federal rules. The service includes guidance on completing OSHA forms, preserving evidence, and communicating with employees and third parties. For employers, this support can help ensure compliance and avoid penalties while maintaining a transparent response to workplace injuries and fostering safer practices moving forward.
OSHA recordability refers to the requirement for employers to log certain work-related injuries and illnesses on OSHA records, like Form 300. Reporting obligations require immediate notification to OSHA for severe incidents such as inpatient hospitalizations, amputations, loss of an eye, or fatalities. Determining whether an incident is work-related and meets recordability thresholds involves examining job duties, the work environment, and medical findings. Counseling explains these definitions and how to apply them to specific incidents so employers can meet both logging and reporting responsibilities in accordance with federal requirements and Illinois workplace practices.
The key elements of OSHA recordkeeping include identifying work-relatedness, determining the type of recordable injury or illness, and completing the appropriate forms and logs. Reporting processes require immediate notification of severe incidents and timely submission of required documentation. Counseling helps employers establish internal procedures for incident intake, investigation, and documentation. This includes training on what constitutes medical treatment versus first aid, how to interpret medical reports, and when to report to OSHA. Consistent application of these processes supports compliance and can reduce the risk of enforcement actions or disputes.
This glossary defines frequently used terms in OSHA recordability and reporting, including recordable case, work-relatedness, days away from work, restricted duty, hospitalization, and reporting thresholds. Each term is explained in plain language so employers can quickly reference definitions when reviewing incidents. Understanding these terms helps employers apply the rules consistently and communicate clearly with employees, medical providers, and regulators. Clear internal definitions are also useful for training staff who handle incident intake and for developing protocols to ensure compliant recordkeeping and timely reporting.
A recordable case is an injury or illness that meets OSHA thresholds for inclusion on the establishment’s injury and illness logs. Typical indicators include medical treatment beyond first aid, days away from work, restricted work or job transfer, loss of consciousness, or specific serious outcomes such as amputation. Determining whether a case is recordable requires considering whether the condition was work-related and whether it meets the regulatory criteria. Proper classification ensures accurate records and compliance with OSHA’s recordkeeping rules, which in turn affects safety metrics and reporting obligations.
Hospitalization refers to an admission to a hospital for medical treatment due to a work-related injury or illness. Under OSHA rules, admissions that result from work-related incidents may trigger mandatory reporting to OSHA. Counselors will review medical documentation to determine whether an admission qualifies as a hospitalization that must be reported and advise on the timing and content of any notifications. Proper documentation and communication with medical providers is important in assessing whether an event meets the threshold for hospital admission and reportability.
Work-relatedness addresses whether an injury or illness arose out of and in the course of employment. This determination involves evaluating the worker’s duties, location and time of the incident, and relevant medical information. Not every condition that occurs while at work is automatically work-related, and certain personal or nonoccupational conditions may be exempt. Counseling helps employers analyze facts, apply OSHA guidelines, and make consistent determinations about which incidents should be recorded or reported as work-related events.
Reporting thresholds refer to the specific events that require immediate notification to OSHA, such as fatalities, inpatient hospitalizations, amputations, and loss of an eye. These thresholds are distinct from general recordability criteria and demand prompt action and accurate documentation. Counseling assists employers in identifying when a threshold has been met, handling notification protocols, and preparing any follow-up information requested by OSHA. Understanding these thresholds is essential to meeting legal obligations and responding appropriately to serious workplace incidents.
Employers may choose between brief consultations for a single incident and ongoing comprehensive counseling for broader compliance. A limited approach can answer immediate questions about whether an event is reportable or recordable, while a comprehensive service establishes policies, training, and documentation procedures that reduce future uncertainty. Counseling can include periodic reviews of logs, incident handling checklists, and pre-inspection preparation. The right option depends on company size, frequency of incidents, and the need for consistent internal procedures to ensure sustained compliance and sound handling of workplace injuries.
A limited consultation can be sufficient when incidents are isolated and do not involve serious outcomes like hospitalization or permanent injury. In those situations, a focused review to determine recordability and correct form completion can resolve immediate compliance questions. These engagements are well-suited to employers who maintain consistent internal reporting procedures and only need occasional clarification. Brief counseling is also appropriate when an employer needs a quick determination to close out incident documentation or to respond to an employee’s inquiry about whether the case will appear on OSHA records.
When medical documentation clearly shows that an injury required only first aid or involves a non-work-related condition, a short review may be all that is needed to confirm non-recordability. Employers with robust intake procedures who can supply medical records and incident reports quickly often benefit from this streamlined approach. The goal is to reach a prompt conclusion about recordkeeping and move forward with any necessary internal follow-up, preserving resources while maintaining compliant practices and clear records for future reference.
Comprehensive counseling is advisable when a workplace experiences recurring injuries, complex medical outcomes, or frequent near misses that suggest systemic issues. This service includes in-depth reviews of incident patterns, development of tailored recordkeeping protocols, and training for staff who handle reports. It helps organizations establish consistent methods for classifying incidents, preserving evidence, and responding to regulatory inquiries. A thorough approach can reduce long-term regulatory risk and improve workplace safety by addressing root causes of repeated incidents and ensuring accurate records across the organization.
When a company faces regulatory scrutiny or anticipates an OSHA inspection, a comprehensive counseling engagement can prepare documentation, evaluate past logs, and advise on communication strategies. Counsel will help organize records, identify potential vulnerabilities, and recommend corrective actions to address compliance gaps. This preparation can be invaluable in minimizing enforcement exposure and ensuring that the organization has consistent, defensible recordkeeping practices. Proactive counseling helps employers approach inspections with clearer documentation and a plan for responding to regulatory questions.
A comprehensive approach to OSHA recordkeeping and reporting provides consistent incident classification, streamlined documentation procedures, and better preparedness for inspections or audits. It reduces ambiguity about what constitutes a recordable event and how reports should be made, which can lower the risk of citations or disputes. Comprehensive programs often include training for supervisors and HR staff so that incidents are handled uniformly. Over time, these measures contribute to more accurate safety metrics, improved internal communication, and stronger protection for both employees and employers.
In addition to compliance benefits, comprehensive counseling can improve organizational learning by identifying patterns in incidents and recommending corrective changes to operations or training. This results in tangible safety improvements and can reduce lost work time and associated costs. Employers also gain clarity on how to interact with medical providers, insurance carriers, and regulators in a way that preserves necessary documentation and protects privacy. A strong recordkeeping foundation supports ongoing safety initiatives and provides continuity when personnel change roles or responsibilities.
Comprehensive counseling helps employers maintain accurate, defensible documentation that aligns with OSHA requirements. This includes establishing standard procedures for intake, investigation, medical record handling, and form completion. Better documentation supports credible responses to inspections and inquiries, and can limit unnecessary disputes or penalties. It also enables consistent tracking of safety trends, which supports targeted prevention measures. By creating repeatable processes, businesses reduce confusion among staff and ensure that every incident is handled according to established criteria and timelines.
A comprehensive program reduces regulatory risk by ensuring that reportable incidents are promptly identified and communicated to authorities, and that recordable cases are properly logged. This helps avoid potential fines or enforcement actions stemming from incomplete or inaccurate records. Additionally, thorough analysis of incident patterns can lead to operational changes that mitigate hazards, lowering the likelihood of future injuries. Over time, these improvements support a safer work environment, better employee morale, and decreased costs related to workplace injuries and regulatory compliance.
Prompt and thorough documentation of workplace incidents helps preserve facts, supports accurate recordkeeping, and makes any later determinations more reliable. Record the date, time, location, witness statements, and initial medical observations as soon as possible after an incident. Maintain copies of medical records and treatment notes, and use consistent internal forms to gather the same types of information each time. Timely documentation reduces the chance of conflicting accounts later, aids in identifying trends, and supports better communication with regulators, insurers, and employees when questions arise about whether an event was recordable or reportable.
Regular review of OSHA logs and incident records can reveal patterns that point to systemic hazards or training gaps. Schedule periodic audits of logs to ensure entries are complete and accurate, and investigate clusters of similar incidents to determine root causes. Use those findings to update safety procedures, training programs, and hazard controls. Sharing summarized findings with management and employees promotes a culture of continuous improvement and demonstrates a proactive approach to preventing future incidents and maintaining compliance with recordkeeping and reporting requirements.
Employers should consider counseling when legal obligations or workplace conditions create uncertainty about how to classify and report incidents. Counseling helps clarify which events need to be recorded or reported, reduces the risk of regulatory penalties, and supports consistent internal procedures. It can also assist with preparation for inspections and improve documentation practices that impact insurance claims and safety metrics. For businesses that value a proactive compliance posture, counseling provides practical tools and procedures that streamline incident handling and improve communication within the organization.
Additionally, employers may seek counseling when they want to strengthen training or internal controls after a series of incidents, when facing unique or complex injury scenarios, or when leadership needs confidence in how to respond to regulatory inquiries. Counseling provides a pathway to clarify responsibilities, establish recordkeeping protocols, and align company practices with federal requirements. This guidance is valuable whether the goal is to reduce administrative burden, protect the business from avoidable citations, or foster an environment where workplace safety is consistently documented and improved.
Common triggers for counseling include incidents involving hospital admissions, uncertainty about whether treatment exceeded first aid, recurring injuries suggesting a pattern, and union or employee inquiries about reporting. Employers may also seek help after receiving inspection notices or citations related to recordkeeping. Counseling is also appropriate when a new manager is responsible for OSHA logs, when medical records are unclear, or when the company is updating safety protocols. In each of these circumstances, timely guidance can reduce confusion and help employers meet their obligations while addressing safety concerns.
When an employee requires hospitalization or experiences a serious injury, immediate counsel can clarify reporting obligations, document the event properly, and ensure communication with OSHA is handled correctly. Prompt review of medical records and incident facts determines whether the event meets mandatory reporting thresholds and advises on the content and timing of notifications. Counsel can also help preserve evidence and prepare follow-up documentation, reducing the risk of misunderstandings or procedural errors that might complicate later regulatory interactions or investigations.
Disputes about whether an injury or illness is work-related often arise when medical findings are ambiguous or the facts of the event are contested. Counseling helps evaluate the circumstances, review medical documentation, and apply OSHA guidance to determine work-relatedness. This process supports consistent decision-making, helps respond to employee concerns, and can reduce the potential for grievances or external inquiries. Clear documentation and reasoned analysis of the incident foster better outcomes for both employers and employees and reduce the likelihood of regulatory disputes.
When a workplace sees repeated incidents of a similar nature, counseling can identify underlying causes and recommend corrective measures. This involves analyzing logs and incident reports to uncover trends, assessing training and processes, and advise on preventive actions. Addressing the pattern not only improves safety but also reduces the number of recordable events and the likelihood of regulatory attention. A systematic approach supports long-term improvements and demonstrates a commitment to addressing hazards rather than merely reacting to individual events.
Frankfort Law Group offers counseling to help Illinois employers interpret OSHA recordability and reporting rules and implement consistent practices. We assist with incident reviews, form completion, documentation policies, and preparation for inspections. Our approach is practical and focused on reducing uncertainty, protecting the organization’s interests, and improving safety outcomes. Whether you need a one-time consultation after a serious incident or ongoing support to strengthen recordkeeping procedures, we provide guidance tailored to your operations and compliance needs while respecting confidentiality and employee privacy.
Frankfort Law Group provides pragmatic legal counseling for Illinois employers navigating OSHA rules. Our attorneys combine litigation experience with a thorough understanding of regulatory processes to help clients make defensible decisions about recordability and reporting. We focus on delivering clear guidance that aligns with operational realities and regulatory expectations. Clients benefit from structured procedures, improved documentation practices, and better preparedness for regulatory interactions. Our approach supports sustained compliance and a reasoned response to workplace incidents that minimizes business disruption.
We work closely with clients to tailor counseling to the size and complexity of their operations. This includes reviewing internal reporting protocols, training personnel, and advising on communication strategies with employees and medical providers. By establishing reproducible procedures, we help organizations maintain consistent records and respond to incidents promptly and appropriately. Our goal is to provide practical, actionable recommendations that protect both employees and the business while meeting legal obligations under federal OSHA rules and applicable state regulations.
Our services are designed to be accessible and responsive, whether you require guidance after a single event or a comprehensive review of your recordkeeping systems. We prioritize clear documentation, careful analysis of incident facts, and effective communication strategies for engaging with regulators or insurers if necessary. Employers receive straightforward direction on how to classify incidents, complete required forms, and preserve necessary records, helping to reduce uncertainty and enhance compliance across the organization.
Our process begins with an intake that collects incident reports, medical records, witness statements, and any internal forms already completed. We review the facts to assess work-relatedness and whether the event meets recordability or reportability criteria. After that assessment, we provide written recommendations for logging, reporting, and preserving evidence, and we advise on communication steps with employees and regulators. For ongoing engagements, we help implement recordkeeping protocols, train staff, and perform periodic audits to ensure sustained compliance and clearer responses to future incidents.
Step one focuses on gathering and reviewing all available documentation about the incident, including initial reports, witness statements, and medical records. This review helps determine the timeline of events and the nature of any medical treatment provided. We pay close attention to dates, treatment details, and any restrictions or lost work time indicated by medical professionals. A thorough intake ensures the subsequent evaluation of recordability and reportability is grounded in a complete factual record.
Gathering incident reports and witness statements provides a detailed account of what happened and helps establish whether the event arose out of employment duties. Accurate witness accounts can clarify the sequence of events and supply context that medical records alone may not show. Documenting statements promptly preserves the reliability of those accounts and supports a more accurate determination of work-relatedness and classification under OSHA rules. This collection process also identifies any immediate corrective actions taken at the scene.
Medical records offer essential information about the nature of treatment and whether the care provided goes beyond first aid. Reviewing physician notes and hospital records helps determine if the incident meets recordable case criteria or reporting thresholds. Counsel will analyze treatment dates, diagnoses, recommended work limitations, and hospitalization details to advise on logging and reporting. Accurate interpretation of medical documentation is central to making sound decisions about OSHA obligations and ensures proper handling of sensitive health information.
After reviewing incident facts and medical documentation, we classify the event as recordable or non-recordable and determine whether immediate reporting to OSHA is required. This step includes preparing guidance for completing OSHA forms, advising on documentation retention, and, if necessary, preparing the employer to make the required notification. Recommendations also cover any immediate corrective measures to protect employees and reduce repeat incidents, along with suggested communication to affected workers and internal stakeholders to ensure clarity and compliance.
We apply OSHA criteria to the facts to determine if the injury or illness must be recorded on the logs. This involves checking whether medical treatment beyond first aid occurred, whether there were days away from work or job restrictions, and whether the incident produced significant outcomes like loss of consciousness. We document the basis for the classification so that the employer has a clear rationale for regulatory interactions or internal audits. Thorough classification helps provide consistency in how similar incidents are handled in the future.
If an event meets reporting thresholds, we advise on the timing and content of notifications to OSHA and prepare the necessary supporting documentation. We also recommend next steps for evidence preservation and follow-up communication with employees and safety personnel. For non-reportable but recordable incidents, we provide instructions on accurate log entries and retention policies. This guidance helps employers meet obligations promptly and reduces uncertainty when responding to potential inquiries from OSHA or other agencies.
The final step supports implementing recordkeeping procedures and training staff to maintain accurate logs and handle incidents consistently. We assist with developing intake forms, checklists, and internal policies that ensure uniform treatment of claims and better documentation. For clients who opt for ongoing support, we conduct periodic reviews of logs and provide updates based on changes to federal guidance. Continuous attention to recordkeeping helps maintain reliable data, supports safety initiatives, and keeps the organization prepared for audits or inspections.
Implementing clear protocols and training responsible staff reduces misclassification and improves the consistency of incident handling. Training covers what details to collect, how to obtain medical documentation, and how to complete OSHA forms. We help create simple, repeatable procedures that supervisors and HR personnel can follow, which improves record accuracy and reduces the administrative burden of incident processing. Ongoing training reinforces best practices and helps new personnel quickly adopt established documentation methods.
Periodic audits of OSHA logs and incident files identify discrepancies and opportunities for process improvement. These reviews help ensure entries are complete, accurate, and aligned with regulatory guidance. We analyze trends and recommend preventive measures to address recurring hazards. Continuous improvement creates a feedback loop that enhances safety programs and reduces future recordable incidents. Regular oversight also provides reassurance to management and stakeholders that the organization maintains a reliable approach to workplace incident documentation and regulatory compliance.
At the Frankfort Law Group, we take great pride in our commitment to personal service. Clients come to us because they have problems, and they depend upon us to help them find solutions. We take these obligations seriously. When you meet with us, we know that you are only doing so because you need help. Since we started our firm in northeast Illinois, we have focused on providing each of our clients with personal attention. You do not have to be afraid to tell us your story. We are not here to judge you or make you feel ashamed for seeking help. Our only goal is to help you get results and move past your current legal problems.
At the Frankfort Law Group, we take great pride in our commitment to personal service. Clients come to us because they have problems, and they depend upon us to help them find solutions. We take these obligations seriously. When you meet with us, we know that you are only doing so because you need help. Since we started our firm in northeast Illinois, we have focused on providing each of our clients with personal attention. You do not have to be afraid to tell us your story. We are not here to judge you or make you feel ashamed for seeking help. Our only goal is to help you get results and move past your current legal problems.
An injury is generally OSHA-recordable if it is work-related and meets specific thresholds such as medical treatment beyond first aid, days away from work, restricted duty, loss of consciousness, or certain significant outcomes like amputations. The recordability assessment begins with establishing whether the condition arose out of and in the course of employment, considering the activity and location where the injury occurred. If the incident meets one of the defined criteria, it should be entered on the appropriate OSHA forms and logs.Employers should review medical notes and incident facts to document the basis for recording an injury. Keeping a record of the decision-making process, including why an event was considered recordable or not, helps defend the employer’s position in the event of an audit or inquiry. Consistent application of criteria across similar incidents supports defensible and reliable recordkeeping.
Employers must report certain severe incidents to OSHA promptly, including any work-related fatality, inpatient hospitalization of one or more employees, amputations, or loss of an eye. The required reporting timelines vary depending on the severity of the incident, and employers should be prepared to provide basic information about the event when notifying OSHA. Immediate reporting allows OSHA to respond if necessary and demonstrates the employer’s responsiveness to serious workplace events.When an incident meets a reporting threshold, employers should preserve evidence, collect accurate documentation, and prepare any follow-up materials that OSHA may request. Consulting with counsel before and after making a report can help ensure notifications are complete and that documentation is organized for potential inspections or inquiries.
Determining whether treatment exceeds first aid often depends on medical documentation and the nature of the care provided. First aid typically includes limited, non-invasive treatments such as cleaning minor wounds, applying bandages, or using over-the-counter medications. When medical care involves prescription medication, sutures, splints, or ongoing professional treatment, it is more likely to be considered medical treatment beyond first aid and could make the case recordable.Employers should obtain medical notes describing the treatment and any follow-up care, and use that documentation to guide their decision. When in doubt, documenting the facts and the medical opinion supporting classification helps clarify the basis for whether the care qualifies as first aid or more extensive treatment.
Employers should keep complete incident files that include the initial incident report, witness statements, medical records, and any forms completed in connection with the event. OSHA forms, such as Form 300 and Form 301, should be maintained where applicable, and employers should retain documentation that supports determinations about work-relatedness and recordability. Proper retention ensures that the employer can produce records during audits or inspections and that the basis for each classification is transparent and organized.Maintaining a secure system for storing records, including confidentiality protections for medical information, is important. Employers should also maintain records for the periods required by regulation and consider periodic reviews to ensure files remain complete and current, which supports compliance and clarity in responding to future inquiries.
Yes, an incident can be not recordable on OSHA logs but still require immediate reporting if it meets a reporting threshold such as hospitalization or amputation. The reporting thresholds are separate from the general recordkeeping criteria and require prompt notification to OSHA even when the event might not otherwise be logged. Understanding the difference between logging and reporting obligations is important to ensure the correct actions are taken for serious incidents.Employers should evaluate both recordability and reportability independently when an incident occurs, and document the rationale for each conclusion. Consulting with counsel helps ensure both requirements are properly assessed and met, avoiding inadvertent failures to notify authorities or to maintain accurate logs.
OSHA requires that certain injury and illness records be kept for specified periods, which can include maintaining OSHA logs for multiple years and keeping supporting documentation of work-related incidents. Employers should retain medical records and documentation that support determinations about recordability for the periods required by regulation. This retention helps demonstrate compliance and provides a record in case of future inquiries or inspections.Employers should establish a record retention policy that addresses how long each type of document will be stored and how confidential medical information will be protected. Regular review of retained records helps ensure they remain accessible and complete when needed for audits or follow-up inquiries.
After a workplace hospitalization, employers should preserve evidence, gather comprehensive documentation, and determine whether the event triggers mandatory reporting to OSHA. This includes collecting incident reports, witness statements, and medical records that describe the reason for hospitalization and the nature of the patient’s condition. Prompt assessment is essential to satisfy reporting timelines and to prepare for any follow-up by regulators or insurers.Employers should also review internal procedures to ensure that any necessary notifications have been made and that staff involved understand the documentation steps going forward. Counsel can advise on the correct reporting process and help prepare accurate, timely notifications while protecting sensitive medical information.
Privacy and medical confidentiality are important considerations when handling incident records and reporting to OSHA. While certain basic information may be required to satisfy reporting obligations, employers should avoid disclosing unnecessary medical details and must protect employee privacy in retained records. Redacting sensitive personal health information where appropriate and limiting access to medical files helps maintain confidentiality while meeting regulatory requirements.It is also important to communicate with employees about recordkeeping processes and how their medical information will be handled. Clear policies and secure storage practices balance regulatory obligations with respect for privacy and help maintain trust between employers and workers during incident investigations.
Employee statements and medical records both contribute valuable information but may differ in their accounts. Witness and employee statements provide context, description of events, and the worker’s experience, while medical records document clinical findings and treatment. Discrepancies between those sources should prompt a careful review to reconcile facts and document why a particular determination about recordability was made.When accounts differ, employers should document the reasons for the final classification, noting how medical evidence, witness statements, and other factors were weighed. This documented rationale supports consistent decision-making and provides a defensible record if questions arise later.
To prepare for an OSHA inspection related to recordkeeping, employers should organize incident files, ensure OSHA logs are up to date, and have clear documentation explaining recordability decisions. Conduct internal audits to identify and correct any discrepancies, and gather supporting materials such as medical records, witness statements, and internal policies. Being organized helps demonstrate that the company has consistent procedures for handling workplace incidents.Employers should also designate staff who will speak with inspectors and ensure those individuals understand the documentation and the rationale behind recordkeeping decisions. Counsel can assist with pre-inspection reviews to identify issues and prepare appropriate responses to regulatory inquiries.