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OSHA recordkeeping: Injuries and illnesses
Recording Injuries and Illnesses
OSHA has requirements for recording injuries and illnesses that differ from the worker's compensation requirements, and it is important for campus worker's compensation coordinators to record this information in a timely and accurate manner.
("Timely" means that by law that the injury or illness must be recorded within seven days of receiving information that an injury or illness has occurred.)
General regulatory citations (federal and Wisconsin) and standards
Public employees in Wisconsin are covered by reference at SPS 332.50 under the various OSHA standards. The rule in title 29 of the Code of Federal Regulations (CFR) that applies here is 29 CFR 1904.
Link to resources for worker's compensation coordinators
State of Wisconsin Worker's Compensation Coordinator STARS - OSHA TAB GUIDE: This document has been created to help Worker’s Compensation Coordinators standardize STARS reporting according to OSHA reporting guidelines. It covers everything that you need to classify injuries or illnesses as work-related or not, and to note the extent and severity of each case. When an injury/illness occurs, use this document to record specific details about what happened and how it happened.
Recordability — First Aid vs. Medical Treatment, And Significant Diagnosed Injury or Illness: This is an excerpt of information covered in the OSHA Tab Guide pertaining specifically to figuring out if treatment is classified as first aid (not recordable) or medical treatment (recordable).
OSHA Recordkeeping Handbook: Daunting at 174 pages in length, but useful in providing the rule preamble discussion and letters of interpretation for each subsection of the regulation.
Recordkeeping Related Letters of Interpretation: Many interpretations covering a variety of situations.
This publication was prepared for environmental, health and safety staff at University of Wisconsin System campuses, to assist in finding resources and information for regulatory compliance. It is not intended to render legal advice.
(Read full legal disclaimer.)