information they need to improve safety and health in the workplace. vintage halloween horror killers go away unless you have mask doormat As this section makes clear, the final rule requires employers to retain their OSHA 300 and 301 records for five years
vintage halloween horror killers go away unless you have mask doormat
Indeed, several prominent industry representatives stated that the OSHA log should not be made available to the general public. See Ex. 335 ; Ex. . vintage halloween horror killers go away unless you have mask doormat Furthermore, employers are always free to seek authorization from employees to disclose their names in particular cases. Thus, employers retain a degree of flexibility to tailor their voluntary disclosure policies to meet exigent circumstances. Section 1904.35 of the final rule therefore establishes an affirmative requirement for employers to involve their employees and employee representatives in the recordkeeping process. The employer must inform each employee of how to report an injury or illness, and must provide limited access to the injury and illness records for employees and their representatives.
Section 1904.36 of the final rule makes clear that § 11 of the Act prohibits employers from discriminating against employees for reporting work-related injuries and illnesses. Section 1904.36 does not create a new obligation on employers. Instead, it clarifies that the OSH Act’s anti-discrimination protection applies to employees who seek to participate in the recordkeeping process. One of the goals of the final rule is to enhance employee involvement in the recordkeeping process. OSHA believes that employee involvement is essential to the success of all aspects of an employer’s safety and health program. This is especially true in the area of recordkeeping, because free and frank reporting by employees is the cornerstone of the system. If employees fail to report their injuries and illnesses, the “picture” of the workplace that the employer’s OSHA forms 300 and 301 reveal will be inaccurate and misleading. This means, in turn, that employers and employees will not have the