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OSHA Compliance Alert: 2017 Reporting and Recordkeeping Update

webinar OSHA Compliance Alert: 2017 Reporting and Recordkeeping Update

You Will Learn:

  • How to determine if the Final Rule applies to your company (based on industry, number of employees and worksite locations)
  • A plain-language explanation of OSHA Final Rule
  • Potential legal issues under OSHA’s Final Rule
  • Final Rule Compliance Schedule (important dates you need to know)
Watch the pre-recorded web conference
$269.00
Sale Price
$169.00
 

OSHA’s Anti-Retaliation Rules and Final Rule on Electronic Injury Reporting went into effect on January 18, 2017. Are you compliant?

In May 2016, the Occupational Safety and Health Administration (OSHA) issued its Final Rule on Electronic Injury Reporting, and Anti-Retaliation Rules. These new reporting rules place significant burdens on employers that could cost billions in potential liability.

In December 2016, OSHA clarified the new rules which make submission of the injury and illness forms mandatory and exclusively electronic for most employers. It also makes the information in those forms public and searchable.

In addition, the rule explains whistleblower protections for workers who report injuries, and imposes new requirements on employers procedurally and with respect to incentive and disciplinary programs affecting injured workers.

The Final Rule became effective Jan. 18, 2017. The Anti-Retaliation provisions went into effect Aug. 10, 2016 - and OSHA enforcement began on Dec. 1, 2016.  Did you meet the deadlines?

Learning Objectives

During this practical program you will learn specific changes under OSHA’s Final Rule, and how they affect your organization, including:

  • How to determine if the Final Rule applies to your company (based on industry, number of employees and worksite locations)A plain-language explanation of OSHA Final Rule
  • Potential legal issues under OSHA’s Final Rule
  • Final Rule compliance schedule (important dates you need to know)
  • Compliance guidance checklist to help your organization make any necessary changes
  • How the Rule clarifies whistleblower protections for workers who report injuries
  • New requirements for employers with respect to incentive and disciplinary programs affecting injured workers
  • Best practices for ensuring your data is tracked and compliant
  • What’s coming next? What employees might expect from OSHA in the first year of the Trump Administration

Product ID: 10627

Bonus Material

You also get the practical report, The Smart Manager’s Guide to OSHA Recordkeeping Basics – a $247 value – FREE!

OSHA-RecordkeepingJam-packed with recordkeeping guidelines, this guide covers:

  • Covered vs. Not Covered Employees
  • What Are The Exceptions To The “Work-Related” Definition?
  • What Types of Businesses Are Required To Keep OSHA Records?
  • What Should Your Business Record?
  • Recordkeeping Timeline
  • An In-Depth Look At Standard OSHA Forms
  • Evaluating Your Business’ Injury and Illness Rates
  • Occupational Safety & Health Administration Recordkeeping Summary

Plus, this essential guide gives you finger-tip access to:

  • OSHA Forms for Recording Work-Related Injuries and Illnesses
  1. OSHA Form 300: The Log of Work Related Injuries and Illnesses
  2. OSHA Form 300A: Summary of Work Related Injuries and Illnesses
  3. OSHA Form 301: Injury and Illness Report

So, don’t delay! Register today for this information-packed webinar and get your copy of The Smart Manager’s Guide to OSHA Recordkeeping Basics – a $247 value – FREE!

Learn the Steps You Need to Take NOW in Order to Comply!

Get it on demand now

Faculty

Tressi L. Cordaro
Tressi L. Cordaro
Attorney at Law, Jackson Lewis P.C.

Tressi L. Cordaro is a Principal in the Washington, D.C. Region office of Jackson Lewis P.C. She advises and represents employers on occupational safety and health matters before federal and state OSHA enforcement agencies.

Ms. Cordaro has advised employers faced with willful and serious citations as the result of catastrophic events and fatalities, including citations involving multi-million dollar penalties. Ms. Cordaro’s approach to representing an employer cited by OSHA is to seek an efficient resolution of contested citations, reserving litigation as the option if the client’s business objectives cannot otherwise be achieved. As a result, she has secured OSHA withdrawals of citations without the need for litigation.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.50 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Learn the Steps You Need to Take NOW in Order to Comply!

Get it on demand now

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