Wellness exercises are not physical therapy for the 300 Log
The severity of an injury is partly defined by whether medical treatment, like physical therapy, is required. However, preventative exercises under a wellness program are not usually medical treatment, even if recommended in response to an injury.
OSHA defines an injury or illness as an “abnormal condition or disorder” but clarified that muscle soreness from performing a new task is not “abnormal.” However, if an employee reports tingling, numbness, or pain (which can be subjective) and if the discomfort is strong enough to need physical therapy (which counts as medical treatment), then an abnormal condition presumably exists and the medical treatment makes the case recordable on the 300 Log.
However, many employers recommend simple stretches or exercises as part of a wellness program. Employers suggest these exercises for all employees who perform certain job duties to help prevent disorders from developing. A recommendation to perform those exercises in response to reported discomfort is not “medical treatment,” according to OSHA. On the other hand, if the recommendation is to use different exercises or to increase the frequency of the wellness exercises, that counts as medical treatment and would make the case recordable.
For example, suppose that, as part of a wellness program, employees are advised to perform specific stretches at the start of the shift and after lunch. However, an employee who reported significant discomfort receives a recommendation to perform the stretches hourly. That increased frequency counts as medical treatment.
Prevention or treatment?
In an enforcement memo issued May 2, 2024, OSHA noted that, “Exercise and stretching that are generally part of safe work practices commonly recommended for anyone engaged in certain tasks or working with certain equipment are not recordable as medical treatment.”
As a related caveat, however, an OSHA interpretation from January 25, 2010, clarified that “Simple subjective signs, such as an employee’s statement that he or she feels pain or other symptoms such as muscle soreness, of and by themselves, would be conclusive in determining that an abnormal condition exists.”
This raises the question of how an employer should determine whether an abnormal condition exists. Rather than focusing on the condition, OSHA advises employers to focus on the treatment. Employers are usually trying to evaluate recordability on the 300 Log. Even if a condition is “abnormal,” it would not be recordable if no medical treatment or restrictions are needed. For related information, see our article Can aches and pains become recordable on the OSHA 300 Log?
Finally, an OSHA interpretation dated December 14, 2015, responded to a question of whether advice to use wellness stretches would count as medical treatment. OSHA said no, stating that if “there is no change in the course of stretching exercises to specifically address the discomfort” then a recommendation to “continue with the already existing program of stretching does not constitute medical treatment beyond first aid.”
In short, employers may establish recommended exercises or stretching for all employees performing certain job tasks, at a specified frequency. If an employee reports discomfort, then a recommendation to use those wellness exercises at the same frequency is not medical treatment.
Key to remember: Physical therapy such as exercises or stretches to treat a condition would be medical treatment. However, recommending that an employee use preventative wellness stretches or exercises that are suggested for all workers is not medical treatment.