Form 300A Workplace Posting Begins February 1

Covered employers who had 11 or more employees at any point in 2023 are required to post Occupational Safety and Health Administration (OSHA) Form 300A, Summary of Work-Related Injury and Illnesses, from February 1 through April 30 unless they qualify as an exempt low-risk industry.

Employers are required to post Form 300A even if they didn’t have any recordable incidents in 2023. OSHA Form 300A must be certified by a company executive and posted in a conspicuous location where notices to employees are customarily posted.

Employee count is based on the number of employees in the entire company, not per establishment. A full list of exempt low-risk industries, ordered by North American Industry Classification System (NAICS) codes, can be found here.

Form 300A Electronic Submission Required by March 2

Covered establishments that had 250 or more employees in the prior calendar year, or 20–249 employees if they’re in certain high-risk industries, must submit their 2023 Form 300A data electronically, using OSHA’s online Injury Tracking Application (ITA). The deadline to submit the report is March 2, 2024. These requirements are based on the size of the establishment (how many employees there are at the physical location), not how many employees are in the entire company.

Employers who are covered by a State Plan that has not yet adopted its own state rule must also use the ITA to send data electronically.

Employers who meet any of the following criteria DO NOT have to send Form 300A information to OSHA:

• Employers that are exempt from OSHA’s routine recordkeeping requirements, as mentioned above.
• Employers that never had 20 or more employees during the previous calendar year, regardless of industry.
• Employers that had between 20 and 249 employees at some point during the previous calendar year but are NOT on this list of high-risk industries.

Additional information, FAQs, and the Injury Tracking Application can be found on OSHA’s ITA page.

New Requirements: Form 300 and Form 301 Electronic Submission Required by March 2

Covered establishments in designated high-hazard industries that had 100 or more employees in the prior calendar year will need to electronically submit information from their Form 300, Log of Work-Related Injuries and Illnesses, and Form 301, Injury and Illness Incident Report, through OSHA’s Injury Tracking Application (ITA). This is in addition to submitting information from their Form 300A, Summary of Work-Related Injuries and Illnesses.

Establishments covered by federal OSHA can use the ITA Coverage Application to determine if they’re required to electronically submit their injury and illness information to OSHA. Establishments covered by an OSHA-approved State Plan should contact their State Plan directly to determine reporting requirements.

As a business owner or executive, you face the challenge of attracting, retaining, and developing a skilled workforce in a complex, competitive business landscape. To thrive, your organization needs to adopt a holistic approach to talent management.

Why Embrace a Holistic Approach?

Traditionally, talent management focused on recruitment, onboarding, and periodic performance reviews. Today, however, you need a more comprehensive strategy if you want your company to grow.

You need to start by recognizing your workforce is a valuable asset that requires continuous investment and development. When you take such a holistic approach, you foster a culture that values employee growth through all stages, from talent attraction, hiring, ongoing development, and support during transitions such as outplacement. Then coaching can become your “secret sauce” to developing a resilient and adaptive workforce, contributing significantly to your organization’s growth.

A Metrix Global study reveals that coaching offers a 788% return on investment (ROI), due to factors like increased productivity and employee retention.

Nurture Growth Within through Talent Development

Talent development is about identifying and harnessing the potential within your current workforce, fostering continuous learning and improvement. By prioritizing talent development, you acknowledge your employees’ value to your organization. Investing in their growth not only boosts individual performance but also creates a pool of skilled and adaptable professionals. This leads to enhanced productivity, employee satisfaction, and overall success.

The International Coaching Federation (ICF) reports significant improvements due to coaching: a 70% increase in individual performance (goal attainment, clearer communication, higher satisfaction), 50% in team performance (better communication, improved collaboration, enhanced work performance), and 48% in organizational performance (increased revenue, increase in employee retention).

Professional coaches can assist your employees in areas such as onboarding, career planning, problem-solving, and conflict resolution. They also offer support for well-being, guiding them in work-life balance, effective remote working, change management, resilience building, self-care, and emotional wellness.

Guide Through Transitions with Outplacement Coaching

Outplacement coaching provides targeted support during transitional phases like layoffs or restructuring. It includes professional guidance, resources, and emotional support, aimed at easing the challenges associated with change and empowering your employees to find new opportunities that align with their skills and aspirations.

Outplacement coaching demonstrates your organization’s empathy and commitment to employee well-being during challenging times. It facilitates a smooth transition, protecting your employer brand and maintaining positive relationships with departing employees, which is an investment in their future as well as in the long-term reputation of your organization.

Drive Long-Term Growth in Your Organization

The combination of talent development and outplacement coaching is a powerful tool for driving long-term growth for your organization. Access to coaching for ongoing development and support during career transitions enables your employees to become more resilient and motivated.

A skilled, adaptable, and motivated workforce becomes a strategic asset, leading to increased productivity, higher employee satisfaction, and reduced turnover rates. What’s more, the positive impact on morale fosters a culture of continuous improvement and innovation.

Ready to Learn More?

Embracing a holistic approach to talent management through coaching enables you, as the business leader, to unlock the full potential of your organization’s human capital. To see how this can work for your organization, reach out to us at CHR. We collaborate with REA Coaching for Well-being, a global coaching firm that specializes in empowering individuals in their careers and lives.

You can also discover more about the transformative power of coaching with REA’s free recorded webinar, “Advancing Your Career in a Remote Work World,” presented by an REA Professional Career Coach. It offers strategies and insights for thriving in the evolving landscape of remote work.