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  • This Injury and Illness Incident Report is one of the first forms you must fill out when a recordable work-related injury or illness has occurred.

  • **IMPORTANT** PLEASE SUBMIT THIS FORM WITHIN 24 HOURS OF INJURY.
    mail: Injuryreports@moralesgroup.net
    mail: claimsexpress@unitedheartland.com
    Phone : 0000 000 000

CLIENT INFORMATION

  • Client:

  • New Client:

ASSOCIATE INFORMATION

  • Associate Name:

  • SSN:

  • Sex:

  • Address (Street, City, State and Zip)

  • Date of Birth: (MM/DD/YYYY)

  • Date of Hire: (MM/DD/YYYY)

  • Phone:

INFORMATION ABOUT THE CASE

  • Associate Job Title:

  • Shift:

  • Time employee began work:

  • Date and Time of Injury or Illness :

  • Add drawing

  • Part of Body Affected

  • Other parts of the body affected? (Specify)

  • Type of Injury

  • Was it Fatal?

  • If the employee died, when did death occur? (Date of death)….. Safety must be reported to OSHA within 8 hours.

  • WHERE...?

  • WHERE, exactly did the accident occurred?

  • WHAT...??

  • WHAT was the employee doing just before the accident occurred?

  • HOW...???
    Please describe, step-by-step, the events that led to the injury. Include names of machinery, parts, objects, tools, materials, and other important details:

  • HOW did the injury occurred? *Note: Be as descriptive as possible *

  • Was PPE (Personal Protective Equipment) used?

  • What type:

  • Did injured employee miss work?

  • Were there any witnesses to the accident?

  • Witness Name:

  • Phone:

  • Other:

Completed by:

  • Supervisor’s Name:

  • Supervisor’s Phone:

  • Supervisor’s Signature:

  • Additional follow up needed?

  • If Yes, please explain:

  • **THIS FORM MUST BE SUBMITTED TO MORALES GROUP – WITHIN 24 HOURS OF INCIDENT**

    Injuryreports@moralesgroup.net

    claimsexpress@unitedheartland.com
    0000000 0000 000

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.