When a worker gets injured at your company, you have seven calendar days from OSHA to enter the case on a Form 300 Log and complete a Form 301. By the end of the year, those entries roll into Form 300A that your company’s executive must approve and sign.
The form asks for: your establishment’s address, your annual average number of employees across every pay period, and the total hours your employees worked with paid leave excluded.
SAP SuccessFactors already has that information, but it cannot fill out these forms. So, the practical question is: who fill out each form and from what data?
Every OSHA 301 Form Means Re-Entering SuccessFactors Data
Form 301 is the incident report OSHA requires for each recordable case.
Its first section always asks the same information: employee’s full name, home address, date of birth, date hired, and sex.
All this is part of the employee record HR has in SuccessFactors.
A company with SuccessFactors but no safety system has to recheck and re-enter details from the employee’s profile, one injury at a time, for each new case. The challenge grows once you realize there are questions only safety can answer, like what the employee was doing, what happened, and which part of the body was hurt.
So, each 301 is put together from two sources before the case reaches the 300 Log.
OSHA 300 Log Entries Keep Changing After the Injury
After an injury is added to the 300 Log, the entry must be updated for weeks or months.
OSHA requires employers to count the calendar days an injured employee is away from work or on restricted duty, starting the day after the injury, and to update that count once you figure out the actual number of days.
The count itself changes as the case evolves.
For example;
The count ends when the employee’s physician recommends a return-to-work, or a partial day on light duty is considered a restricted day. Cases that spill into the next year must be updated up to OSHA’s cap of 180 days, which means every leave extension, return date, or change in duties requires another log revision.
Companies with SuccessFactors will find that these dates are recorded in HR as leave and job changes while the log is with the safety team. Unless someone reconciles the two for each open case, the 300 Log may not reflect what actually happened.
Those totals eventually go into the year-end 300A.
Who Certifies the OSHA 300A When Headcount Lives in SuccessFactors?
A company executive is required to certify the OSHA 300A.
By signing, they confirm they have examined the 300 Log and that the year-end summary is correct and complete.
The 300A form asks for the annual average number of employees, total hours they worked, and case totals. Two of those can be found in SuccessFactors and the injury totals come from the safety team’s 300 Log. If no one updated that Log to reflect the leave dates in HR, the executive may approve and sign off numbers from two separate systems that are in conflict.
Organizations should be aware that the signed summary must be posted at each establishment from February 1 to April 30, and the OSH Act holds employers liable to knowingly making a false certification in a required record, which is a criminal offense.
So, double-checking the accuracy of both sources is up to whoever signs Form 300A.
Generate OSHA Forms from SAP SuccessFactors with Sodales
Our EHS platform connects incidents to the employee’s SAP SuccessFactors record and generates OSHA 300, 300A, and 301 forms automatically.
Sodales also connects disability, return-to-work and workplace accommodation cases to the original incident and keeps each site’s records audit-ready before the 300A is signed.
SAP lists Sodales as its partner for safety, labor relations, and employee relations.
Your OSHA 300A has to be posted by February 1, so book a walkthrough with Sodales and build it from your SuccessFactors data!
