OSHA is there for the employee’s welfare… except when it isn’t.

Perhaps at the expense of employee safety and redress for workplace injury, during May 2021 OSHA changed “the law” on a dime going from this statement in the FAQ…

https://web.archive.org/web/20210506085613/https://www.osha.gov/coronavirus/faqs#vaccine

Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
In general, an adverse reaction to the COVID-19 vaccine is recordable if the reaction is: (1) work-related, (2) a new case, and (3) meets one or more of the general recording criteria in 29 CFR 1904.7 (e.g., days away from work, restricted work or transfer to another job, medical treatment beyond first aid).

…to…

https://www.osha.gov/coronavirus/faqs#vaccine

https://web.archive.org/web/20210601025712/https://www.osha.gov/coronavirus/faqs#vaccine

Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations. OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022. We will reevaluate the agency’s position at that time to determine the best course of action moving forward.

The employer requiring a vaccine is obviously on the hook for any health liability since the entire health chain has immunity from any bad health effects on vaccine recipients… but OSHA rules designed to protect the employee have bailed on your behalf via selective enforcement.