Recording Injuries and Illnesses of Temporary Workers
By CatherineLang-Cline on June 05, 2014
Sometimes the typical workday is not all that typical. Occasionally, an employee may get sick or injured while on the job. Sometimes that person is a temporary employee. What then? Who is responsible for recording the incident
The Occupational Safety and Health Administration (OSHA) has some guidelines to help when this sort of thing occurs. The first step is to understand the relationship of the worker and the company. The OSHA defines the staffing company’s client as the “host” company. So while this person is working at your company, in most cases, it is your company who is responsible for recording any illnesses or injuries to a worker. This is because responsibility is determined by supervision. Therefore, if you supervise them, you must record the illness or injury.
Here is the OSHA basic requirement:
“You must record on the OSHA 300 Log the recordable injuries and illnesses of all employees on your payroll, whether they are labor, executive, hourly, salary, part-time, seasonal, or migrant workers. You also must record the recordable injuries and illnesses that occur to employees who are not on your payroll if you supervise these employees on a day-to-day basis. If your business is organized as a sole proprietorship or partnership, the owner or partners are not considered employees for record keeping purposes.” 29 CFR 1904.31(b)(4)
As the staffing company we do share responsibility for the health and safety of our employees. So we would need to know of any illness or injury that occurs involving our people. Communication is key. Letting us know when these types of occurrences happen allows us to respond appropriately to the worker as well as client. We also keep our own records internally, but these are not the official records, for the reasons stated above.
Prevention is always better than cure. As the staffing agency, we would like to know of any hazards that could occur on the job. And if we hear about anything that has occurred from our employee, it is our duty to inform you about the circumstances. This is an area where best practices can be applied and should go as far as having that language spelled out in a contract.
More information can be obtained at www.osha.gov.