Three steps, then the record keeps itself.
WorkShield takes the plan you already have and makes sure everything that follows lands on one record.
How it works
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Upload the plan your counsel wrote
Add the plan as a document, with its version and effective date. WorkShield keeps that document on file, records when it was replaced, and tracks when the next review is due.
- Version, effective date and review date are part of the record, not a filename.
- Replacing the plan is recorded, with the date it happened.
- An overdue review counts against the audit-ready score until it is done.
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Invite your people; they acknowledge and train
Invite each person by email. They set their own password, read the current plan and acknowledge it from a phone or a desk. Training sessions are recorded with the date, the contents, the trainer and who attended.
- Every acknowledgement is dated, and the list of who has not yet acknowledged is always current.
- Training shows what is on record and what is due next.
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Handle reports and incidents inside the record
Employees file reports from their phone, anonymously if they choose. Managers acknowledge, evaluate and close each one inside WorkShield. Incidents, hazards, corrective actions, walkthroughs and investigations are logged the same way, and the record shows what was done and when.
- Each report gets a reference code so an anonymous reporter can check on it.
- The audit-ready score reflects the state of the record, not a checklist someone ticked.
- A printed report or CSV export can be produced from the record at any time.
Never silent
A filed report cannot sit unseen. The moment it is filed it raises a blocking item, and the workplace is not audit-ready until that report has been acknowledged, evaluated and the reporter informed of the outcome. Nothing is quietly closed and nothing is deleted: every report, every incident and every acknowledgement is a permanent entry, kept in the order it happened.
Where it's required
- OSHA's General Duty Clause applies to every employer in the United States.
- California requires a written prevention plan and a violent incident log from all employers.
- New York requires a written prevention policy and training from retail employers.
- Healthcare workplaces are covered by their own rules in many states.
Your counsel decides what applies to you; WorkShield keeps the record either way.