See, in my opinion, that wouldn't be the way to go, because your employer will obviously know it originated from you and then fire you, but you can't sue for retaliatory discharge, because of the anonymity of the report to OSHA--"what the hell are you talking about Mr. Monomer? We didn't fire you because of any complaint you made because you didn't make one--you just suck and we all put it in your personnel file and backdated everything once OSHA knocked on the door", ect.....