Sample example of incident report: what to write and how

Last updated 2026-07-09

What is a workplace incident report and what does it need to cover?

An incident report is a written record of any unplanned event at work that caused injury, illness, property damage, or a near-miss that could have caused one. It does more than satisfy OSHA recordkeeping, though the OSHA recordkeeping rules (29 CFR Part 1904) ^[1] set the minimum content most employers build their template around.

A good report answers six questions. Who was involved, what happened, where it happened, when it happened, why it happened (root cause), and what you did about it. Miss any one of those and the report stops being useful for preventing the next incident.

There is a legal dimension too. Under 29 CFR 1904.29, employers must use OSHA Form 301 (Injury and Illness Incident Report) or an equivalent form that captures at least the same information to record each recordable case ^[1]. Your internal incident report can serve as your Form 301 equivalent as long as it hits every required field. That means one document does both jobs, which saves time and kills the common mistake of keeping two separate records that end up contradicting each other.

Near-misses deserve their own report too, even though they never touch the OSHA 300 log. Good safety programs treat near-misses as free lessons. A forklift that clipped a rack and hurt no one is worth documenting in full. For definitions and thresholds, the incident report basics page covers the fundamentals.

What does a completed workplace incident report sample actually look like?

Below is a filled-in example built from OSHA Form 301's required fields, formatted as a typical internal incident report. The scenario is a warehouse slip-and-fall that produced a sprained ankle. It is a recordable case under 29 CFR 1904.7 because it involved days away from work ^[1].

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INCIDENT REPORT

Incident ID: IR-2024-0047 Date prepared: March 14, 2024 Prepared by: Jamie Reyes, Safety Coordinator

Section 1: Employee and Job Information

Field	Entry
Employee name	Marcus D. Webb
Date of birth	June 3, 1989
Date hired	August 11, 2019
Job title	Warehouse Associate II
Department	Receiving, Bay 3
Supervisor	Carla Okonkwo
Employee phone	(on file with HR)

Section 2: Incident Details

Field	Entry
Date of incident	March 12, 2024
Time of incident	7:22 AM
Date reported to employer	March 12, 2024
Location	Receiving Bay 3, near dock door 4, coordinates marked on facility map attached
Shift	First (6:00 AM to 2:30 PM)
Number of witnesses	2 (names on file)

What happened (employee's own words, recorded within 24 hours): "I was walking from the break room toward dock door 4 to start my route. The floor was wet near the drain. I slipped on the wet floor, fell to my right, and landed on my right ankle. I felt immediate pain and could not bear weight on it."

Supervisor's description of the incident: Employee Marcus Webb slipped on a wet concrete floor approximately 6 feet from dock door 4. The drain in that area had been slow-draining for roughly two weeks, according to two witnesses on shift. A wet floor warning cone was not in place at the time of the incident. Webb was wearing steel-toed boots with non-slip soles (verified compliant with site PPE policy).

Section 3: Injury and Medical Information

Field	Entry
Nature of injury	Sprain, right lateral ankle
Part of body affected	Right ankle
Object or substance that caused injury	Wet concrete floor
Medical treatment	Urgent care visit same day; X-ray negative for fracture; compression wrap, crutches prescribed
Physician or health care professional	Dr. Amanda Torres, City Urgent Care, 401 Main St
Treated in emergency room?	No
Hospitalized overnight?	No
Days away from work	3 (March 13, 14, 15)
Days on restricted duty	4 (March 18-21, light duty, no lifting >10 lbs)
OSHA recordable?	Yes (days away from work) [1]

Section 4: Root Cause Analysis

Contributing factor	Detail
Immediate cause	Wet floor, no wet floor sign present
Root cause #1	Maintenance work order for slow drain was open 14 days with no interim hazard control
Root cause #2	No procedure required supervisor inspection of Bay 3 drain area at shift start
Root cause #3	Wet floor cone inventory in Bay 3 was depleted; no restocking trigger existed

Section 5: Corrective Actions

Action	Responsible person	Due date	Completed
Drain repaired by facilities	Tom Barker, Facilities	March 15, 2024	March 14, 2024
Wet floor cone stock restocked to 6 units in Bay 3	Carla Okonkwo	March 13, 2024	March 13, 2024
Shift-start inspection checklist updated to include drain check	Jamie Reyes	March 18, 2024	March 18, 2024
Maintenance SLA updated: hazard-related WOs flagged red, 48-hr max before interim control required	Facilities manager	March 22, 2024	Pending
Incident reviewed at all-hands safety meeting	Carla Okonkwo	March 19, 2024	March 19, 2024

Signatures: Employee: _Marcus D. Webb_ Date: March 14, 2024 Supervisor: _Carla Okonkwo_ Date: March 14, 2024 Safety coordinator: _Jamie Reyes_ Date: March 14, 2024

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That is roughly 400 words on a single form. It looks like a lot. Most of it takes under 20 minutes to fill in when you do it right after the incident, while the details are still fresh and the witnesses are still in the building.

What does OSHA actually require on an incident report form?

OSHA's Form 301 sets the legal floor for what a recordable case record must contain ^[6]. The required fields are:

• Employee information (name, address, date of birth, date hired, sex)
• Case information (date of injury or illness, time of day, time employee began work)
• Full job title
• Where exactly the event occurred
• What the employee was doing before the incident (the task, more than the location)
• What happened (a narrative, not a checkbox)
• What object or substance directly harmed the employee
• The nature of the injury or illness (sprain, laceration, dermatitis, etc.)
• What body part was affected
• Name and contact info of the treating physician or facility
• Whether the employee was treated in an emergency room or hospitalized overnight

Employers with 10 or fewer employees are partially exempt from routine OSHA injury and illness recordkeeping under 29 CFR 1904.1. They still have to report severe injuries (hospitalizations, amputations, loss of an eye) to OSHA within 24 hours, or 8 hours for a fatality, under 29 CFR 1904.39 ^[1]. Being off the hook for the 300 log does not mean you are off the hook for all reporting.

The split between "recordable" and "reportable" trips up a lot of small business owners. Recordable means it goes on the OSHA 300 log. Reportable means you call OSHA. Two different thresholds. A broken arm that required one overnight hospital stay is both recordable and reportable. A sprained wrist that needed two stitches is recordable but not reportable.

For a wider view of how OSHA standards work and where incident reporting sits in the compliance picture, read that overview before you lock down your form template.

What are the most common mistakes on workplace incident reports?

The mistakes that show up most often are not spelling errors. They are structural gaps that make the report useless for preventing the next injury.

Vague language in the narrative. "Employee was injured while working" tells you nothing. Who, doing what, with what equipment, in what exact location, under what conditions? The narrative needs enough detail that someone who was not there can rebuild the scene in their head.

Missing root cause. A lot of forms stop at the immediate cause. Immediate cause is what physically caused the injury (the wet floor). Root cause is why the hazard existed (the drain was broken and no interim control was in place). Skip root cause and you fix the symptom while the same incident reloads.

Delayed documentation. The Bureau of Labor Statistics 2022 Survey of Occupational Injuries and Illnesses recorded nearly 2.8 million nonfatal workplace injuries and illnesses among private industry employers in 2022 ^[2]. Accurate records start with timely reporting. OSHA's own guidance points employers toward documenting incidents as soon as possible, ideally the same day. Memory fades fast and witnesses scatter faster.

No corrective action, or open-ended corrective action. A good report assigns a specific person, a specific task, and a specific deadline to each fix. "Management will review the situation" is not a corrective action.

Missing employee signature. Having the injured employee review and sign the report confirms accuracy and protects you. It does not mean the employee agrees with every finding. It means they had a chance to correct factual errors.

Treating near-misses differently from injuries. Near-misses should run through the same process. If your form has an "injury description" field that does not fit a near-miss, that is a form design problem, and it is worth fixing.

How should a near-miss incident report be written differently from an injury report?

A near-miss report looks almost identical to an injury report. You still fill in who, what, where, when, why, and corrective action. The one real difference is the injury section. Instead of documenting the harm that happened, you document the harm that could have happened and how bad it would likely have been.

A quick severity-probability matrix in the root cause section helps here. Rate the potential severity (minor, moderate, severe) and the probability of recurrence (low, medium, high) if nothing changes. A near-miss with high probability and severe potential should get the same urgency as an actual injury.

Here is how the description changes.

Injury report version: "Employee slipped on wet floor and sustained a sprained right ankle requiring 3 days away from work."

Near-miss report version: "Employee slipped on wet floor near dock door 4 but caught herself on a nearby rack and avoided a fall. No injury occurred. Potential consequence if fall had occurred: head trauma or fracture (concrete floor, no nearby cushioning). Probability of recurrence without corrective action: high (hazard still present)."

Everything else is the same. Root cause, corrective actions, signatures, all of it. Nobody getting hurt this time does not make the report less important. It often makes it more important, because you still have time to prevent the injury.

What are examples of incident reports for different types of workplace accidents?

Different incident types have different fields that matter most. Here is a quick reference across the common categories.

Incident type	Most critical fields	Common root causes to probe
Slip, trip, fall	Exact location, floor condition, footwear, lighting	Housekeeping gaps, maintenance backlog, no inspection routine
Struck by object	Height of fall zone, PPE worn, task being done	No exclusion zone, no hard hat requirement, poor stacking
Caught in/between	Machine involved, guarding status, lockout status	LOTO procedure missing or not followed, guard removed
Chemical exposure	Substance name, CAS number, SDS consulted, PPE worn	No SDS training, PPE not provided, hazard communication gaps
Electrical	Voltage, circuit status, PPE worn	No lockout tagout procedure, unauthorized work
Overexertion / lifting	Weight lifted, body mechanics, prior injury	No lift limit policy, no mechanical assist available
Vehicle / forklift	Equipment ID, operator certification status, speed	No forklift certification on file, pedestrian zone not marked
Ergonomic / cumulative	Task description, frequency, duration, prior symptoms	No ergonomic assessment, no rotation schedule

For a forklift incident, the operator's certification status is one of the first things to document. Under 29 CFR 1910.178(l), employers must certify that each powered industrial truck operator is competent ^[3]. An uncertified operator who gets injured is a compounding violation.

For chemical exposures, put the Safety Data Sheet number and the specific section you referenced (Section 4, First Aid Measures; Section 8, Exposure Controls) in the report. That detail matters if OSHA inspects.

How do you write the narrative section of an incident report clearly?

The narrative is the most important part of the form and the part most people write worst. A usable narrative has three layers. What the employee was doing immediately before the incident, what exactly happened, and what the immediate consequence was.

Write it in plain past tense. Skip the jargon and abbreviations someone outside the department would not follow. Do not editorialize or assign blame in the narrative. Save your analysis for the root cause section.

Here is a before-and-after.

Weak narrative: "Employee was injured on the floor while working in receiving."

Strong narrative: "At approximately 7:22 AM on March 12, 2024, employee Marcus Webb was walking from the break room through Receiving Bay 3 toward dock door 4 to begin his route. The floor in the area of the slow-draining floor drain (approximately 6 feet from dock door 4) was wet. Webb's right foot slipped on the wet surface. He fell to his right and landed on his right ankle. He reported immediate pain and was unable to bear weight. Two coworkers, Priya Santos and Leo Mendez, witnessed the fall and assisted Webb to a chair."

The strong version takes about 90 seconds longer to write and does far more work when it is time to figure out what went wrong and stop it from happening again.

One practical tip. Have the injured employee give their account first, in their own words, and write that down verbatim. Then add the supervisor's observations. When the two accounts differ, note the discrepancy instead of smoothing it over. Discrepancies point to missing information, and missing information is where accidents hide.

What are examples of incident reports for different types of workplace accidents by severity?

The categories above cover what type of incident happened. Severity is a separate axis, and it drives how much investigation each report gets. A minor first-aid case and a fatality use the same form structure, but the depth of the root cause work should scale up hard as the stakes rise.

Use a simple tier system so nothing gets under-investigated.

Severity tier	Example	Investigation depth
First aid only	Small cut cleaned and bandaged	Short report, log the hazard, quick fix
Recordable, no lost time	Restricted duty, prescription meds	Full report with root cause and corrective action
Lost-time injury	Days away from work	Full report, 5 Whys, management review
Severe / reportable	Hospitalization, amputation, loss of eye	Formal investigation, scene preservation, OSHA notification within 24 hours [1]
Fatality	Work-related death	Formal investigation, scene preservation, OSHA notification within 8 hours [1]

The trap is treating a high-severity near-miss like a first-aid case because nobody got hurt. A near-miss that could have killed someone belongs in the top tier of investigation no matter how the injury column reads. Rate the potential, more than the outcome.

How long do you have to file an incident report after a workplace accident?

OSHA's reporting deadlines are set by 29 CFR 1904.39 ^[1]. A work-related fatality must be reported to OSHA within 8 hours. A work-related inpatient hospitalization, amputation, or loss of an eye must be reported within 24 hours. These are hard deadlines, and missing one is a separate violation from the underlying incident.

For the OSHA 300 log entry, you have 7 calendar days from the time you learn of a recordable injury or illness to record it ^[1].

Your internal incident report should move faster than any of those deadlines. Best practice, which lines up with what lawyers and insurers recommend, is to complete the initial report within 24 hours of the event. Root cause analysis and corrective action documentation can follow within 5 to 7 days as you gather more information.

Workers' compensation carriers often set their own timelines, and those are usually shorter than OSHA's. Most states require the employer to report a workers' comp claim to the insurer within 5 to 10 days of learning of the injury, though it varies by state. Missing the workers' comp deadline does not create an OSHA violation, but it can complicate coverage. Check your state's requirements directly.

For a small business building safety documentation from scratch, SafetyFolio's safety program generator produces the written program framework, including your incident reporting procedure, in about 15 minutes instead of weeks.

Does OSHA require you to keep incident reports and for how long?

Yes. Under 29 CFR 1904.33, employers must save OSHA 300 logs, 300A summaries, and 301 incident reports (or their equivalents) for 5 years following the end of the calendar year they cover ^[11]. Records from 2024 have to be kept through at least the end of 2029.

During those 5 years you must provide access to the records to current and former employees, their personal representatives, and their authorized employee representatives on request. OSHA compliance officers can request them during an inspection, and you have to hand them over.

The 5-year rule applies to the OSHA records specifically. Your workers' comp insurer, your state, or your general counsel may want longer. A reasonable default that covers most situations is 7 years from the date of the incident, or longer if litigation is pending or reasonably likely.

Store records so you can actually find them. A folder buried in someone's inbox is not a records system. Use a shared drive, a cloud safety platform, or at minimum a physical binder organized by calendar year, with a consistent naming convention for every file.

What injury types are most often missed on OSHA 300 logs, and why does it matter for your incident report?

The BLS 2022 Survey of Occupational Injuries and Illnesses found the highest days-away-from-work rates in transportation and material moving, construction, and healthcare and social assistance ^[2]. Under-recording is a known problem across industries.

OSHA's National Emphasis Programs and recordkeeping audits have repeatedly caught employers misclassifying recordable cases as non-recordable. The categories that slip through most:

Musculoskeletal cases. Employees write off aches and soreness as "just getting old" instead of a work condition. Under 29 CFR 1904.5, a case is work-related if an event or exposure in the work environment caused or contributed to the injury, regardless of pre-existing conditions ^[10]. If work aggravated a pre-existing back condition, it is recordable.

Restricted duty cases. If a doctor says an employee cannot lift more than 10 pounds for two weeks and you accommodate with light duty, the case is still recordable as days on job transfer or restriction. A lot of employers miss this one.

Mental health cases. OSHA's recordkeeping rule does cover occupational mental illness in theory, though these get recorded rarely in practice. The rule does not require you to identify the cause or label the condition. It requires recording when a healthcare professional diagnoses a work-related mental health disorder.

Needlestick and sharps injuries. Healthcare and lab employers must record all work-related needlestick injuries and cuts from sharp objects that are contaminated or reasonably assumed to be contaminated, even when no illness results, under 29 CFR 1904.8 ^[8].

Here is why this matters for your template. If your form has no fields that surface these case types, the supervisor filling it out will not know to record them. Build a short checklist into the form: "Did the employee receive any medical treatment beyond first aid? Was any restricted duty assigned? Was this a needlestick or sharps incident?" That checklist catches the cases people overlook.

How do OSHA incident reports connect to your broader written safety program?

An incident report is not a standalone document. It is the output end of a system that runs on hazard identification, safety training, and written procedures. When your reports keep surfacing the same root cause, that is a signal your written program has a hole in it.

Say three forklift near-miss reports all cite "operator did not check pedestrian zone before reversing," and your written osha training program has no procedure for pedestrian zone checks. The incident report just diagnosed a program deficiency. Fix the written program, retrain, and document both.

OSHA's General Duty Clause (Section 5(a)(1) of the OSH Act) requires employers to provide a workplace free from recognized hazards that are causing or likely to cause death or serious physical harm ^[4]. Repeated incidents with the same root cause, documented in your own records and left uncorrected, is exactly the evidence OSHA uses to establish that a hazard was "recognized." Read together over time, your incident reports are a liability map. Use them that way.

If you are starting your written safety program from scratch and want incident reporting built in correctly, the OSHA 30 training curriculum covers incident investigation as one of its required supervisor topics, and OSHA 30 certification is worth considering for anyone who will lead investigations at your facility.

SafetyFolio's program generator builds incident reporting procedures directly into the written safety program it produces, so the form and the procedure stay consistent from day one.

What should a supervisor do immediately after a workplace incident before filling out the report?

The report comes after the scene. In order:

1. Get the injured employee appropriate medical attention. Never let paperwork delay care. 2. Secure the scene if there is an ongoing hazard. Do not let coworkers work in an unsafe area while you investigate. 3. Preserve physical evidence. If a machine malfunctioned, tag it out of service. If there was a spill, photograph it before cleanup. If a tool broke, keep the broken parts. 4. Identify and separate witnesses. Talk to each one alone before they talk to each other. Group discussions blend accounts and lose detail. 5. Photograph the scene. Take more photos than you think you need, both wide-angle shots showing the full work area and close-ups of the specific hazard. 6. Then start the report.

This sequence matters because OSHA investigators and workers' comp adjusters will both ask whether physical evidence was preserved. "We cleaned it up before we took photos" is a bad answer. It creates suspicion about what you might be hiding, even when the honest truth is that nobody thought about it.

For scenes involving serious injuries, equipment failures, or a possible fatality, do not disturb the scene at all until you have documented it thoroughly. OSHA's accident investigation guidance calls for scene preservation.

Frequently asked questions

Can I use my own incident report form instead of OSHA Form 301?

Yes. Under 29 CFR 1904.29, OSHA allows employers to use an equivalent form that collects the same information as Form 301. Your form must capture every required field: employee information, incident date, time, location, task, narrative, injury type, body part, treating physician, and whether the employee was hospitalized. If your form hits those fields, it qualifies as a Form 301 equivalent and you do not need to fill out the official OSHA form separately.

Do near-miss incidents need to be reported to OSHA?

No. OSHA does not require employers to report near-misses, and they do not go on the OSHA 300 log. You should still document them internally. Near-miss data is some of the most valuable safety intelligence a workplace has. It tells you where serious injuries are likely to hit before they do. Many safety professionals argue near-misses should get more investigation attention than minor injuries, not less.

How do I write an incident report for a verbal altercation or workplace violence event?

Treat it like a physical injury report. Document who was involved, what was said or done, where and when it happened, and whether any physical contact, injury, or credible threat occurred. Note witnesses. Under OSHA's General Duty Clause, workplace violence is a recognized hazard. If a violent incident results in injury requiring medical treatment beyond first aid, it is recordable. Keep witness accounts confidential and involve HR immediately.

What is the difference between an incident report and an accident report?

In practice they mean the same thing at most workplaces. "Incident" is the preferred term in modern safety management because it is broader. It covers near-misses and unsafe conditions that produced no injury, plus accidents where someone got hurt. Some organizations use "accident report" for injury-only documentation and "incident report" for the wider category. Either way, use whatever term your form uses consistently so records do not get misfiled.

Who is required to fill out an incident report at work?

Usually the supervisor of the area where the incident happened, often with input from the injured employee and any witnesses. The injured employee should provide a written or recorded account in their own words. A safety coordinator or manager typically reviews and co-signs. In small businesses without a dedicated safety person, the owner or operations manager handles it. Assign the responsibility in writing so it never falls through the cracks.

Can an incident report be used against an employee?

OSHA's anti-retaliation provisions under Section 11(c) of the OSH Act prohibit employers from retaliating against employees for reporting injuries or illnesses ^[4]. Using an incident report as a basis for discipline creates real legal exposure, especially if the discipline looks like it is for reporting rather than for an actual safety violation the employee committed. Some post-incident drug testing policies have also drawn OSHA scrutiny for discouraging reporting.

What counts as 'first aid' versus 'medical treatment' for OSHA recordkeeping?

OSHA's definition of first aid is listed in 29 CFR 1904.7 and includes items like non-prescription medication at non-prescription strength, cleaning and bandaging a wound, use of non-rigid back belts, and tetanus shots ^[7]. Any treatment beyond that list is 'medical treatment beyond first aid' and makes the case recordable. Prescription drugs, stitches, physician-ordered physical therapy, and splints are all medical treatment.

How detailed does the incident location description need to be?

Detailed enough that someone unfamiliar with your facility could find the exact spot from the report alone. A street address is not enough. You need the building, the floor, the room or bay, and if possible coordinates referenced against a facility map. 'Warehouse, near dock door 4, approximately 6 feet from the floor drain' is a good standard. Attaching a simple sketch or photograph of the location is even better and takes about two minutes.

Do small businesses with fewer than 10 employees have to fill out incident reports?

Partially exempt businesses (10 or fewer employees, or certain low-hazard industries) are not required to keep the OSHA 300 log or 300A summary under 29 CFR 1904.1 and 1904.2. They still must report severe injuries to OSHA within the required timeframe (8 hours for a fatality, 24 hours for hospitalization, amputation, or loss of an eye) under 29 CFR 1904.39. Keeping an internal incident report is still smart for workers' comp, insurance, and legal reasons even when OSHA recordkeeping is not required.

Should an incident report include photographs and what should they show?

Yes, always attach photos when you can. Photograph the exact location before anything is moved or cleaned up, the specific hazard (wet floor, broken equipment, missing guard), any relevant equipment including its condition and labels, the surrounding area for context, and any PPE the employee was wearing. Number or caption each photo in the report. Photos are often the difference between a credible investigation and one reconstructed from memory weeks later.

What happens if an employee refuses to sign the incident report?

Note the refusal on the form and have a witness sign acknowledging it. Do not alter the report or leave the signature line blank without explanation. An employee refusing to sign does not invalidate the report or stop you from recording the case on the OSHA 300 log if it is recordable. Find out why they refused. Sometimes it reveals a concern about accuracy you should address, and sometimes it reveals a concern about retaliation you definitely need to address.

How is a root cause analysis different from the incident description?

The incident description says what happened. Root cause analysis asks why it happened, then why that happened, until you reach a systemic cause you can actually fix. The classic tool is the '5 Whys': ask why five times in sequence. A wet floor caused a slip. Why was the floor wet? The drain was slow. Why was the drain not fixed? The work order sat open 14 days. Why? No priority system existed for hazard-related maintenance. That last answer is the root cause worth fixing.

Can the same incident report be used for workers' compensation and OSHA recordkeeping?

Often yes, with caveats. The required information overlaps heavily. Workers' comp forms sometimes ask for things OSHA forms do not (wage data, insurance policy numbers), and OSHA forms ask for things workers' comp forms may skip (root cause, corrective action). A well-designed internal report can collect all of it in one place, and you can use that single document to satisfy both requirements instead of maintaining two separate sets of records.

What are the OSHA penalties for failing to record or report incidents correctly?

OSHA can issue citations for recordkeeping violations under 29 CFR 1904. Penalties for serious recordkeeping violations can reach $16,550 per violation as of 2024, and OSHA adjusts these limits annually for inflation. Willful or repeated violations can reach $165,514 per violation. Failing to report a fatality or severe injury within the required timeframe is a separate citable violation. OSHA has run national emphasis programs aimed specifically at recordkeeping accuracy.

Sources

1. OSHA, 29 CFR Part 1904 Recordkeeping Rule: Employer requirements for recording and reporting work-related injuries and illnesses, including Form 300, 300A, and 301 content requirements, 7-day recording window, 5-year retention, and severity reporting timelines.
2. Bureau of Labor Statistics, Survey of Occupational Injuries and Illnesses 2022: 2.8 million nonfatal workplace injuries and illnesses reported by private industry employers in 2022; highest rates in transportation, construction, and healthcare.
3. OSHA, 29 CFR 1910.178(l) Powered Industrial Trucks: Employers must certify that each powered industrial truck operator is competent to operate a forklift safely, as demonstrated by successful completion of training and evaluation.
4. OSHA, Form 301 Injury and Illness Incident Report: OSHA Form 301 is the official Injury and Illness Incident Report form listing all required fields for recordable case documentation.
5. OSHA, 29 CFR 1904.7 General recording criteria and first aid definition: Definition of first aid versus medical treatment beyond first aid for determining OSHA recordability; includes the specific list of first aid treatments.
6. OSHA, 29 CFR 1904.8 Recording criteria for needlestick and sharps injuries: All work-related needlestick injuries and cuts from contaminated sharps must be recorded regardless of whether illness results.
7. OSHA, Penalties page: Maximum penalties for serious violations are $16,550 per violation; willful or repeated violations up to $165,514 per violation as adjusted for inflation.
8. OSHA, 29 CFR 1904.5 Work-relatedness determination: A case is work-related if an event or exposure in the work environment caused or contributed to the injury or illness, or significantly aggravated a pre-existing condition.
9. OSHA, 29 CFR 1904.33 Employee access to records: Employers must save OSHA 300 logs, 300A summaries, and 301 incident reports for 5 years following the end of the calendar year they cover.