Final answer:
Employers are generally required to maintain OSHA training records for 3 years from the training date, but the retention period can vary based on the specific type of training. Hazard communication training records, for instance, must be kept for the duration of employment plus 30 years. Other record-keeping obligations include posting OSHA citations and notifying OSHA of severe incidents.
Step-by-step explanation:
An employer's responsibility to maintain employee training records typically varies depending on the specific requirements of the regulatory agency or laws that apply to the workplace. For instance, under the Occupational Safety and Health Administration (OSHA), certain training records related to worker safety and health must be maintained for varying lengths of time. For example, records of hazard communication training must be retained for the duration of employment plus 30 years. However, the general rule for OSHA training records is to keep them for 3 years from the date on which the training occurred, though some specific types of training may have different requirements.
It is important for employers to provide safety training to workers in a language and vocabulary they can understand and to keep accurate records of work-related injuries and illnesses. Besides training records, certain medical records must be maintained for specific periods according to OSHA standards, which could be for the duration of the worker's employment plus 30 years. Employers must also perform tests in the workplace, such as air sampling, and provide personal protective equipment at no cost to workers. They are required to post OSHA citations, summary data, display safety posters, and notify OSHA of severe workplace incidents.
Additionally, regulations like the Worker Adjustment and Retraining Notification (WARN) Act require employers with more than 100 employees to provide written notice 60 days before plant closings or large layoffs, reflecting the importance of documentation and record-keeping as part of compliance with labor laws.