It’s been a while! We hope everyone is enjoying a safe, winter holiday season. I thought I would take a brief look a lead exposure in the workplace.
Lead is a metal element with the chemical symbol Pb, (from the Latin plumbum, the same root word as plumbing) that is classified as one of the heavy metals. Unlike some other metals, such as iron, zinc, and copper, it has no known function in human biology, and is considered a major toxic metal. Lead is used in a wide variety of industrial applications, including from the production of solder, batteries, bullets, and various alloys, such as linotype.
In humans, lead functions primarily as a neurotoxin, affecting the nervous system, although it can affect the blood, gastrointestinal system, and others. It has a particularly drastic effect on young children. A direct correlation has been established between lead exposure and IQ loss in young children. Lead can cross the placental barrier to a developing fetus, if the mother’s blood level is elevated. Children also spend more time crawling around on the floor, exposed to dust and paint chips that can contain lead, putting them at more risk of lead poisoning.
In adults, lead is most commonly seen as an occupational exposure. Workers engaged in processes that use lead can experience symptoms related to the exposure, if proper protective measures are not observed. Lead was a common component in paints and pigments in the past, and so any workers that have to disturb these coatings are also at risk. Abdominal pain, insomnia, personality changes, and unusual taste in the mouth, kidney failure, and headache are some common symptoms, but the route of exposure, as well as the dose, will determine the exact symptoms, due to the fact that lead can inhibit the function of many different body systems.
The first step for any employer that may have lead exposure to its employees is to perform an assessment of the workplace to determine what types of protective measures are appropriate. Part of this assessment may include having the air sampled to see if lead is present in the air that employees are breathing. It may be necessary to test employees periodically, if lead is a potential problem. Blood tests are usually used to detect short-term exposure to lead. Chronic exposure usually leads to lead deposition in the bones. Periodic retesting is a common requirement in facilities that use or generate lead as a normal part of business. After the hazard assessment is performed, then engineering controls, such as ventilation, work practice controls, or personal protective equipment, (especially respiratory protection) can be implemented to ensure worker safety. Employees will also need to be trained to understand the hazards, and to make sure that they know how to protect themselves.
Lead exposure in the workplace is a large subject, and this is just a very brief overview, but the problem is easily addressable if the employer takes and active approach in protecting worker safety. The consequences for ignoring the problem, however, can be quite severe, and can lead to extreme illness, or death.
- Jason
Showing posts with label OSHA Training. Show all posts
Showing posts with label OSHA Training. Show all posts
Tuesday, December 6, 2011
Monday, August 15, 2011
Developing Emergency Action Plans
Emergencies, by definition, happen unexpectedly, and may take many forms. OSHA requires employers to review the workplace for likely sources of emergency, and develop controls to protect their employees.
In general, an emergency can be thought of as any unplanned event that can cause injury or illness to employees, visitors, or the general public. Events that disrupt business, harm the company’s financial standing, or public image, may also be included. Weather-related emergencies, fire, and natural disaster are probably the most common hazards encountered, but chemical releases and terrorist activities may also need to be considered.
I know I must sound like a broken record, but, of course, the first step is for the employer to evaluate the workplace for likely hazards. Many resources are available to assist, including information from government agencies, insurance carriers, and independent consultants. This step is crucial to developing a meaningful Emergency Action Plan. Wholesale coping of plans from the internet or other companies, will usually leave the employer with a plan that does not effectively address the realistic hazards they may face. For example if an employer is situated on the coast, and hurricane response plan may be needed, but it would be a waste of resources for a company located in the Midwest.
After the hazards have been identified, then the employer can develop controls and response plans to safeguard employees and assets. OSHA requires that the plan include:
1) Emergency escape procedures and emergency escape route assignments;
2) Procedures to be followed by employees who remain to operate critical plant operations before they evacuate;
3) Procedures to account for all employees after emergency evacuation has been completed;
4) Rescue and medical duties for those employees who are to perform them;
5) The preferred means of reporting fires and other emergencies; and
6) Names or regular job titles of persons or departments who can be contacted for further information or explanation of duties under the plan.
Both the General Industry and Construction regulations require that the plan be a written document that is available for employee review. There is an exception for employers with ten or fewer employees. In this case the plan may does not have to be written, and may be communicated to employees orally.
After an effective plan is implemented, then employees must receive training on the contents of the plan that will affect their safety. This training should be a part of new-hire orientation so that employees are protected from the moment they begin their jobs. Employees must receive retraining if the plan changes, if they move to a different position with different hazards, and at least annually, thereafter.
Protecting employees in the event of an emergency is a requirement under OSHA standards, and is the duty of the employer. With effective analysis of the potential hazards, and effective communication to the affected employees, the employer can maintain compliance with the standard, and protect employees, which is the ultimate goal.
-Jason
In general, an emergency can be thought of as any unplanned event that can cause injury or illness to employees, visitors, or the general public. Events that disrupt business, harm the company’s financial standing, or public image, may also be included. Weather-related emergencies, fire, and natural disaster are probably the most common hazards encountered, but chemical releases and terrorist activities may also need to be considered.
I know I must sound like a broken record, but, of course, the first step is for the employer to evaluate the workplace for likely hazards. Many resources are available to assist, including information from government agencies, insurance carriers, and independent consultants. This step is crucial to developing a meaningful Emergency Action Plan. Wholesale coping of plans from the internet or other companies, will usually leave the employer with a plan that does not effectively address the realistic hazards they may face. For example if an employer is situated on the coast, and hurricane response plan may be needed, but it would be a waste of resources for a company located in the Midwest.
After the hazards have been identified, then the employer can develop controls and response plans to safeguard employees and assets. OSHA requires that the plan include:
1) Emergency escape procedures and emergency escape route assignments;
2) Procedures to be followed by employees who remain to operate critical plant operations before they evacuate;
3) Procedures to account for all employees after emergency evacuation has been completed;
4) Rescue and medical duties for those employees who are to perform them;
5) The preferred means of reporting fires and other emergencies; and
6) Names or regular job titles of persons or departments who can be contacted for further information or explanation of duties under the plan.
Both the General Industry and Construction regulations require that the plan be a written document that is available for employee review. There is an exception for employers with ten or fewer employees. In this case the plan may does not have to be written, and may be communicated to employees orally.
After an effective plan is implemented, then employees must receive training on the contents of the plan that will affect their safety. This training should be a part of new-hire orientation so that employees are protected from the moment they begin their jobs. Employees must receive retraining if the plan changes, if they move to a different position with different hazards, and at least annually, thereafter.
Protecting employees in the event of an emergency is a requirement under OSHA standards, and is the duty of the employer. With effective analysis of the potential hazards, and effective communication to the affected employees, the employer can maintain compliance with the standard, and protect employees, which is the ultimate goal.
-Jason
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