Risk Management Resources

OSHA Log 300

The OSHA 300 log is used by each employer’s establishment to record and maintain information about employee injuries and illnesses. An establishment, as defined by OSHA, is, “A single physical location where business is conducted, or where services or industrial operations are performed; the place where employees report for work, operate from or from which they are paid.”

The form itself is divided into three general sections: Identity (e.g. name, case number, job title, etc.), Descriptive (e.g. date, injury location, description of incident, etc.) and Classification (e.g. type of injury, days away from work, days on restriction, etc.). The following is a list of guidelines to use for maintaining an OSHA 300 log:

  • Maintain OSHA 300 log on a calendar year cycle (not fiscal).
  • Record cases within seven calendar days of receiving information that a recordable case has occurred.
  • Retain OSHA 300 log for five years following the calendar year to which it relates.
  • Maintain OSHA 300 log during those five years and add or delete cases as necessary.

OSHA Form 301

If an injury or illness is recordable, a supplementary form (e.g., OSHA 301) must be completed. This form provides more information about the case. Such information as the events leading up to the injury or illness, body parts affected, object(s) or substance(s) involved, etc., must be included on this form.

The OSHA 301 form is only suggested. A different form may be used if it contains the same information as the OSHA 301 form. Other suitable forms are: state workers’ compensation reports, insurance claim reports or the employer’s accident report form.

The following is a list of guidelines to use for maintaining supplementary records:

  • Record cases within seven calendar days of receiving information that a recordable case has occurred.
  • Keep the OSHA 301 form or equivalent current with updated reports or forms
  • Each establishment must maintain an OSHA 301 form or similar form.
  • Retain records for five years following the calendar year to which they related.

OSHA Form 300A (Annual Summary)

The employer is responsible for preparing an annual summary of injuries and illnesses that occurred during the calendar year. The annual summary, OSHA form 300A, displays the totals from columns G through M of OSHA log 300. The summary also displays the calendar year covered, company name and address, annual average number of employees and total hours worked by all employees covered by the OSHA 300 log. Form 300A is a separate form and does not display any personal information, as shown on OSHA log 300. Form 300A also makes it easier to calculate incident rates. The annual summary must be:

  • Posted by February 1 and remain posted until April 30th
  • Posted in areas where other notices are normally placed
  • Certified (signed) by a company executive, stating that the information is correct and complete to the best of the employer’s ability
  • Retained for five years following the calendar year to which they relate

If no cases are recorded during a reporting period, a summary must still be posted. Zeros should be entered into all spaces provided on form 300A.


Commonly Asked Questions

Q. Where can I get a copy of the 300, 301 and 300A forms?

A. Contact the area OSHA office nearest you, or download the information off of the OSHA Web site at www.osha.gov.


Q. What is restricted work activity?

A. When the employee is kept from performing one or more routine (regularly performed at least once per week) functions of his or her job or when employee is kept from working a full workday. Production of fewer goods or services is not considered restricted work activity.


Q. Our company is closed on Saturday and Sunday. Do these still need to be counted as days away?

A. Yes, all calendar days the employee was unable to work—including weekend days, holidays, vacation days, etc.—must be counted. Cap day count at 180 days. The day the illness or injury occurred is not counted as a day away.


Q. If an employee is injured and misses the remainder of the work shift, is this a day away?

A. No, injuries and illnesses are not considered lost-time cases until they affect the employee beyond the day of injury or onset of illness.


Q. How are days away calculated if an employee works a normal shift that is longer than 8 hours?

A. A single workday for recordkeeping purposes is 12 hours.


Q. How should a partial lost workday be recorded?

A. If an employee is unable to work a full workday or shift (beyond the initial day of injury or onset of an illness), the day should be recorded as a job transfer of restriction.


Additional Resources

Employer Flexible can provide your company with total work hours and average number of employees during the time with us.

Also, if you are unable to determine if an injury or illness is recordable, call or email the  Employer Flexible Risk Control Department at: Risk@employerflexible.com

Employer Flexible Risk Department

Tel: 888-983-5881

Fax: 281.377.7029

Email: Risk@employerflexible.com



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