Ihab Saad – Recording and Reporting

Stance that directly injured or made person ill. So here, for

example, an example is second degree burns on right forearm

for acetylene

from acetylene torch. So basically, we're gonna write the

the area that was was injured, and what was the cause of that injury.

And here we're going to put basically, using these four

categories, check only the most serious result in each case, so

whether it was death or days away from work or

there was a transfer

from from the job, or other recordable cases. So if, for

example, we had a an employee who was injured and required a job

transfer away from the job to recover from that job, we're going

to put here days away from work, number of days away from work. So

if it's on job transfer, basically you're saying that, okay, we're

going to put that employee for clerical services only. They're

not going to do any physical work, just reporting, typing reports and

things like that. So it's still on job transfer, then we have to

write down for how many days that took place. And if it's away from

work, they need to rest at home or in the hospital or whatever. Then

we're going to mention for how long they were away from work as

well, and then check the injury column or choose one type of

illness. Again, this form is available in your book, so you can

look at the details, because sometimes on the screen here, it's

very hard to read the the details of the form. So this is the OSHA

300 log, and he's going to be maintained on a calendar year

basis, year round. You're gonna fill it and you're gonna submit it

on an annual basis. The second form, which is the 300 a which is

summary of work related injuries and illnesses. Again, basically,

this is the summary of the previous form. So you're going to

take the results from the previous form. You don't need to write the

employee name or the location of the injury and so on, just the

summary of how many people were injured for how long, and if it

was a reassignment or things like that. So you're going to put the

total number of deaths, if any, total number of day cases with

days away from work, total number of cases with job transfer or

restriction, and total number of other recordable cases that did

not require any days away from job. So you might, you might have

someone who was injured on site then came back the following day,

or continued work on this on the same day as well. And again,

you're going to put the establishment information, your

company name, the address, state and whatever, and the employment

information. So what's the annual average number of employees, total

hours worked by all employees for last year? And then you're going

to have to sign it, and this is what is going to be posted, as we

mentioned, from February 1 till April, April 30,

the third form, which is the 300 This is an additional worksheet to

help fill the summary. Basically tells you what to fill and how to

fill it and so on. So it's instructions on filling the 300 a

summary. Here's the 301 injury, and in this incident report for

each injury, for each incident. So this is the most detailed form

that's going to talk about the details of each and every

incident. The 300 is going to be collecting all of these. The 300 A

is going to be summarizing all of these in the more concise format.

So

now, what if you do not comply by these requirements for record

keeping and for reporting? First of all, there's going to be a

penalty, financial penalty, and then there might also be

imprisonment. So for false statements, you could receive a

fine not to exceed $10,000

or imprisonment up to six months, or in some excessive cases, both

if it was done intentionally and repeat violation and so on. It

might be both

other requirements. You must also display on your site an OSHA

poster. You must display an OSHA or state poster at each work site.

We're going to see an example of that. And for fatality reporting,

you must report all fatalities or hospitalization of three or more

employees, which is basically what we call a severe accident or

severe incident. If you have at least one fatality or

hospitalization of three or more employees, you have to report that

within eight hours. And there's an 800 number, very easy to remember,

three to one OSHA. So again, everyone on site should memorize

that number and should be able to report such incidents within eight

hours of their occurrence. This is an example of the OSHA stand.

It

poster that has information more than OSHA, by the way, it has

information about equal employment and Family and Medical Leave Act

and so on. But this is part of a comprehensive poster that you have

to post on site. And when the OSHA inspector comes for inspection,

one of the first thing that things they're going to look for is the

existence of such a poster, usually in more and more than one

place on the construction site.

Some general record keeping criteria. The following are

recordables. Remember that not all incidents are recordable. What

you're going to put on the form are recordable incidents only. So

samples of these recordables include death. That's definitely a

recordable loss of consciousness because it might lead to a more

severe injury, or might be the result of a severe injury, lost

work days. So if there's there was an employee who was injured and

could not complete that work day, or was absent from their job for

several days. You have to report that restricted work or job

transfer again, even if they were not absent from work, but due to

the injury, they could not do their normal work. You assign them

or reassign them to something else. You have to report that

medical treatment, with some exceptions, as we're going to

discuss in a minute and transfer to another job, if again, that

employee will not be able to continue doing their job on this

site, and you reassign them to something else, then on another

site. Then in this case, we have to report that as well.

So these are recordables lost work days are going to be counted as

calendar days and not work days. It says work days. It's called

work days, but basically it's counted on the calendar day basis.

So including weekends, if that employee is not going to be able

to return before the weekend, the weekend counts in these lost work

days. If the doctor says, takes that take time off, you must count

it as lost time, even if the employee does not take the time

off, as long as it was prescribed by a physician. And the maximum

number of work days of lost work days for an employee is going to

be 180 days. Beyond that, they're going to be considered as

transferred to another job or left that job. So the counting cap is

180 days.

When we talk about restricted work days or job transfer, basically

the same thing is going to be counted as calendar days, not just

work days with the 180 days cap. So the counting cap is going to be

days, and you stop counting if it's going to be a permanent job

transfer, even if it's less than 180 days, if it's going to be a

permanent job transfer, they're not going to return to their older

job. Then in this case, you have to stop counting.

When we talk about medical treatment, that's going to be

recordable if the employee received medical treatment, except

for first aid, anything apart from first aid, is going to be

recordable. First Aid is going to be non recordable. So if someone,

for example, has a headache and they need a Tylenol or something

like that, that's not going to be considered a recordable if someone

just scratched their elbow, for example, and that just just needed

a band aid or so, that's not a recordable injury. So non

recordable first aid, regardless of who provided the treatment,

whether the treatment was provided on site or in a medical facility,

it's still considered the first three first aid. And in this case,

it's non recordable.

The medical treatment exceptions, as we said, which is non

recordable, include the first aid, and we're going to see a list of

examples of that first aid and diagnostic procedures. So if

someone gets an x ray, for example, or an MRI, that's still

considered a medical treatment, but it's an exception from what's

going to be recorded. So it's non recordable. X rays, blood work or

other tests solely for diagnostic purposes are not recordable.

So an example of the first aid

non recordable issues, non prescription medication, as long

as it's it's off the counter, then it's non recordable. Tetanus

immunizations, which is a standard if someone falls or someone is

injured on site, they usually should get a tetanus immunization,

cleaning flushing or soaking wind wounds, just to clean them, to

bandage, to bandage them and so on. Band aids, butterfly bandages,

steri strips, hot or cold therapy for like pain

relief in the back or something like that, splints, slings, neck

collars. Again, this is still considered as a temporary issue.

It's a first aid, so it's non recordable drilling nails to

relieve pressure and drain blisters. Again, that's still

first aid non recordable.

So Other examples include removal of foreign bodies using irrigation

or a cotton swab. Removal of splinters by irrigation tweezers

or cotton swab, use of finger guards. Massage therapy, we wish

to have that everywhere, and drinking fluid for heat stress,

again, that's definitely a first aid and is non recordable.

So basically, what we have learned in this very brief lecture is what

kind of forms need to be filled. How they are going to be filled?

We talked about three different forms, the 300 300 A and the 301

we talked about their posting. They have to be posted on site,

especially if the project duration exceeds 12 months. If it's less

than 12 months, it can be at the corporate office. Corporate

office. It has to be signed. You have to have the OSHA poster also

posted on site, and you have to post the 300 a form from February

1 to April 30. You might be invited to participate in a

randomly selected survey by OSHA, that's going to be for the Bureau

of Labor Statistics. And again, you have to inform your employees

on how to report incidents, and especially if it's a major

incidents. Well, incident, whether it was a fatality or an injury of

three or more employees, it has to be reported within eight hours.

Hopefully, everyone's going to comply with these requirements to

avoid any additional citations or penalties by OSHA. So I'll see you

in another lecture. You.