Under the employee involvement provisions of the final rule, personalized name baby groot and jack daniels tumbler employers are required to let employees know how and when to report work-related injuries and illnesses.
personalized name baby groot and jack daniels tumbler
and eliminate workplace safety and health hazards. The following paragraphs discuss privacy and access issues, and their relationship to the recordkeeping rule. The former rule. personalized name baby groot and jack daniels tumbler The access provisions of the former recordkeeping regulation required employers to provide government representatives, as well as employees, former employees, and their representatives, with access to the OSHA Logs and year-end summaries, including the names of all injured and ill employees. The former regulation permitted only government representatives to have access to the supplemental incident reports . Id. Employees, former employees and their representatives had no right to inspect and copy the incident reports, although employers were permitted to disclose these forms if doing so was included in the terms of a collective bargaining agreement. Id.
OSHA agrees with commenters that employees must know and understand that they have an affirmative obligation to report injuries and illnesses. Additionally, OSHA believes that many employers already take these actions as a common sense approach to discovering workplace problems, and that the rule will thus, to a large extent, be codifying current industry practice, rather than breaking new ground. These requirements are a direct outgrowth of the issues framed by OSHA in the 1996 proposal. In that Federal Register notice, OSHA proposed an employee access provision, § 1904.11, and discussed the issue at length in the preamble . OSHA did not propose a specific provision for employee involvement in the reporting process, but raised the issue for discussion in the preamble (61 FR ) (see Issue 7. Improving employee involvement). The proposed rule did contain a reference to section 11 of the OSH Act and its applicability to retaliatory discrimination by employers against employees who report injuries or illnesses.