Annual OSHA Form 300A Posting Begins February 1, Expanded Electronic Reporting Due March 2

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.Annual OSHA Form 300A Posting Begins February 1

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.

Take Note! Q2-Q3 2024 Holiday Dates

These upcoming April through September 2024 holidays may affect your payroll processing:

  • Memorial Day, May 27 – CHR and Federal Reserve/banks closed
  • Juneteenth, June 19 – Federal Reserve/banks closed
  • Independence Day, July 4 – CHR and Federal Reserve/banks closed
  • Labor Day, September 2 – CHR and Federal Reserve/banks closed

Stay up to date on all holidays and CHR closings. Download the 2024 Payroll Calendar.

Maximize Your Company’s Human Capital: Integrating Talent Development and Outplacement Coaching for Organizational Growth

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.
Integrating Talent Development and Outplacement Coaching for Organizational Growth
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.

Exemption from 2023 Federal Tax Withholding Certificate Expires February 17, 2024

If you wish to claim an “Exempt” withholding status for Federal tax purposes in 2024, you must file an Internal Revenue Service (IRS) Form W-4. This applies whether you claimed “Exempt” withholding status in 2023 or not.
Exemption from 2023 Federal Tax Withholding Certificate Expires February 17, 2024

The IRS Form W-4, Employee’s Withholding Certificate, is used to designate how much tax is to be withheld and remitted to the IRS as advance tax payments throughout the year.

If you claimed “Exempt” in 2023, and the CHR Payroll Team does not receive a new signed IRS form W-4 by February 15, 2024, the Federal Income Tax withholding status will be changed to “Single/No Exemption” PPE March 9, 2024.

The CHR Payroll Team cannot apply retroactive withholding adjustments if the Form W-4 claiming “EXEMPT” status is submitted late. Per IRS guidance, if the form is received after the deadline the exempt status is applied to future wages only.

Why Your Company Needs Employment Practices Liability Insurance

Any privately held company that hires and fires people exposes itself to potential liabilities. That’s why every business with employees should carry employment practices liability (EPL) insurance.
Why Your Company Needs Employment Practices Liability Insurance
An EPL policy is a risk management tool that protects your business against a range of claims made by current and former employees, independent contractors, and job applicants as well as vendors, customers, and others who interact with the business.

In short, this additional insurance mitigates risk by shielding the business against harmful litigation in the event of claims of:

  • sexual harassment
  • wage and hour violations
  • wrongful termination or improper evaluations
  • workplace violence or hostile work environment
  • breach of contract
  • employment discrimination
  • Family Medical Leave Act violations

What ELP policies cover

We all know we are living in litigious times. Employers are well advised to get coverage against employment-related claims (including the growing trend of retaliation claims) and the expensive damages that may ensue. The wrongful acts that can be claimed can originate from among a broad spectrum of individuals, from part-time and seasonal employees to board members to volunteers or interns. The damages that are covered are also diverse; qualified damages may be settlement amounts, compensatory damages, and diversity and sensitivity training costs.

The bottom line is that whatever employment practices liability policy you get, you want to be sure your concerns about these matters are addressed—and company assets are protected.

Let’s talk business (and potential liability)

CHR offers all types of business insurance and we stand ready to review your ELP coverage and other business policies. Learn more at Contact your CHR account manager or use our Contact Form to discuss your needs.