HR Update
February, 2004
Welcome to the latest issue of Holloway Human Resources
HR Update. Feel free to forward this update to your colleagues.
After reading the February edition, be sure to scroll down to read the January edition of HR Update
The links to the forms, documents and websites listed in this newsletter may have changed. For the most updated and current links, be sure to go visit our Resources page.
In this issue:
* OSHA 300A Job Related Injury and Illness Summary Posting Requirements
* Download OSHA Record Keeping Documents Below
OSHA FORM 300A MUST BE POSTED ON FEBRUARY 1
Do you have your Occupational Safety and Health Administration (OSHA) Form 300A posted? Should you? Covered employers are required to post the Summary of Work-Related Injuries and Illnesses in their workplaces from February 1 until April 30, each year. Form 300A reports the employer's total number of deaths, missed workdays, job transfers or restrictions, and injuries and illnesses as recorded on Form 300 (the Log of Work-Related Injuries and Illnesses). Form 300 must be maintained by the employer throughout the year.
Form 300A is one of three OSHA forms required as part of the agency's recordkeeping rule that took effect in January 2002. Learn more about the rule's requirements and whether you must comply, below.
General Recordkeeping Requirements
If your company never had more than ten (10) employees during the last calendar year, or you are an employer in a certain industry group, you are normally considered partially exempt from the OSHA routine injury and illness recordkeeping and posting requirements. The list of partially exempt industries in the retail, services, finance and real estate sectors is available at the end of this HR Update.
Most employers with 11 or more employees must maintain a log and summary of all recordable work-related injuries and illnesses. The regulations provide two forms for recording this information, OSHA Forms 300 (the Log of Work-Related Injuries and Illnesses) and 300A (the Summary of Work-Related Injuries and Illnesses). In addition, you must maintain a supplementary record for each recordable injury or illness on Oregon Form 801 (Injury and Illness Incident Report - Oregon's version of OSHA Form 301). Form 300, 300A, and Form 801 should be maintained on a calendar year basis.
Exempted employers may still be selected by the Labor Department's Bureau of Labor Statistics to participate in an annual statistical survey. All employers covered by Oregon Safe Employment Act, regardless of size or exemption, need to comply with safety and health standards, which includes posting a notice informing employees of the protections and obligations provided by the Act. In addition, all employers must report verbally within eight hours to the nearest OR-OSHA office all accidents that result in any workplace fatality, the hospitalization of three or more employees, or overnight hospitalizations.
What Form 300A ReportsForm 300A summarizes the total numbers of job-related injuries and illnesses that occurred in 2003 and were logged on the OSHA Form 300. Employment information about annual average number of employees and total hours worked during the calendar year is also required to assist in calculating incidence rates. Companies with no recordable injuries or illnesses in 2003 must post the form with zeros on the total line.
Specifically, Form 300A requires that you calculate the total number of work related deaths, cases with days away from work, cases with job transfers or restrictions, and any other recordable cases. In addition, you must identify the total number of days of job restrictions or transfers and days away from work. Finally, you must report what types of injuries and illnesses you experienced, including the total number of injuries, skin disorders, respiratory conditions, poisonings, and all other illnesses.
Where to Post Form 300AThe Form is to be displayed in a common area wherever notices to employees are usually posted. Employers must make a copy of the summary available to employees who move from worksite to worksite, such as construction workers, and employees who do not report to any fixed establishment on a regular basis. You also must ensure that the posted annual summary is not altered, defaced or covered by other material.
In addition, an executive must certify that the OSHA 300 Log has been examined and that the annual summary is believed to be correct and complete. The certifying executive can be either the owner or an officer of the organization, the highest ranking executive at the establishment, or the supervisor of that highest-ranking executive.
DOWNLOAD OSHA RECORD KEEPING DOCUMENTS HERE
The links below will allow you to download the required Oregon OSHA (OR-OSHA) recordkeeping documents directly from the OR-OSHA website. You have several options to choose from, which are explained below. If you have difficulty downloading any of the forms, please contact me and I will email any of the forms directly to you.
For OSHA 300 and 300A Recordkeeping forms:
Option 1: If you prefer to work with printed (hard copy) forms, download the .pdf file
Adobe Acrobat .pdf format:
Option 2: If you prefer to maintain your recordkeeping logs electronically in MS Word format, download this file:
MS Word 97 File:
Option 3: If you prefer to maintain your recordkeeping logs electronically in an Excel spreadsheet, download this file:
Excel 97 Spreadsheet:
Copies of the Form 801 are available in English and Spanish in MS Word or Adobe Acrobat formats. The MS Word document is set up as a form, so you can either complete it electronically, or print the document and fill it out by hand.
Form 801 English (you will have the option of either MS Word or Adobe Acrobat files)
Form 801 Spanish in MS Word format:
Form 801 Spanish in Adobe Acrobat format:
You can obtain you own copy of the OR-OSHA Recordkeeping, Division 1 rules in an Adobe Acrobat file by clicking the link below. The rules also detail the industries that are partially exempt from the recordkeeping requirements described in this HR Update:
If you have any questions regarding OSHA recordkeeping requirements or any other human resource management issues, please call or email us. If you have difficulty downloading any of the forms, please contact me and I will email the forms to you directly.
Sincerely,
Fred Holloway, MS, SPHR
Holloway Human Resource
Management Consulting
(541) 941-1821
HR Updates are provided as a courtesy to friends and clients. Please feel free to distribute this HR Update to your colleagues. If you have a topic or subject area you would like see addressed in future editions, please let us know.
If you would like to receive HR Updates from Holloway Human Resource Consulting directly to your In Box, please send us an email with your contact information, and type "SUBSCRIBE" in the Subject line.
Your email address and contact information will be held in strictest confidence and will never be shared.
|
HR Update
January, 2004
Welcome to the latest issue of Holloway Human Resources
HR Update. Feel free to forward this update to your colleagues.
In this issue:
* Oregon and Washington Minimum Wages Increase
* New Minimum Wage Posters Available
OREGON AND WASHINGTON MINIMUM WAGES INCREASE ON JANUARY 1, 2004
The Oregon minimum wage increased from $6.90 per hour to $7.05 per hour, effective January 1, 2004. The passage of Ballot Measure 25 in November 2002 raised Oregon’s minimum wage from $6.50 to $6.90 per hour, effective January 1, 2003. Measure 25 also provided for annual adjustments to compensate for the effects of inflation, indexed to a rise in the U.S. City Average Consumer Price Index for All Urban Consumers for All Items (CPI-U). These adjustments are calculated each September for the next calendar year, rounded to the nearest five cents, and implemented the following January 1.
The Washington minimum wage increased from $7.01 per hour to $7.16 per hour, effective January 1, 2004. Washington increased its minimum wage (as a result of a 1998 voter initiative) from $6.90 per hour to $7.01 per hour, effective January 1, 2003. The State of Washington also employs an annual cost-of-living adjustment mechanism to its minimum wage. Adjustments to the minimum wage are recalculated each September, rounded to the nearest cent, and implemented January 1 of the following year.
Washington's minimum wage applies to both agricultural and non-agricultural workers, and employees under age 16 may be paid at 85 per cent of the minimum wage.
Although the federal minimum wage is lower than the minimum wages of both Oregon and Washington, private, state and local employers must comply with their state’s higher minimum wage. The current federal minimum wage is $5.15 per hour and has not been adjusted since 1997.
NEW MINIMUM WAGE POSTERS AVAILABLE
New posters that reflect the minimum wage increase are available below for both Oregon and Washington. By law, the posters must be displayed in your workplace, for your respective state. You can follow the links below to view and print a copy of the new posters.
If you have any questions regarding minimum wages or any other human resource management issues, please call or email us.
Sincerely,
Fred Holloway, MSIR, SPHR
Holloway Human Resource
Management Consulting
2049 Roberts Rd. # 107
Medford, OR 97504
(541) 941-1821
HR Updates are provided as a courtesy to friends and clients. Please feel free to distribute this HR Update to your colleagues. If you have a topic or subject area you would like see addressed in future editions, please let us know.
If you would like to receive HR Updates from Holloway Human Resource Consulting directly to your In Box, please send us an email with your contact information, and type "SUBSCRIBE" in the Subject line.
Your email address and contact information will be held in strictest confidence and will never be shared. |
Contact Us Today for more information, and to receive HR Updates and articles by email.
Holloway Human Resource
Management Consulting
2019 Aero Way, Suite 103-177
Medford, OR 97504
(541) 941-1821
©2004 Holloway Human Resource Consulting
All Rights Reserved
|
