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
Tuesday, December 6, 2011
Monday, September 5, 2011
Have a safe Labor Day...
...from all of us at Comprehensive Safety Resource. A holiday where, according to my seven-year-old, we celebrate how we got our freedom by taking breaks at work.
-Jason
-Jason
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
Monday, July 25, 2011
Heat-Related Disorders
I was hoping that in the couple of weeks since the last blog, that the weather would have cooled off, and heat stress would no longer be a relevant topic. That did not occur, and I didn’t seriously expect it to. We will, then, take a closer look at some of the specific ways that heat can affect employees on the job. Heat effects can range from fairly minor to life-threatening, and prevention of all of them is preferable to treating them. Recognizing that hazards exist in the workplace is the first step, and understanding a little more about the more dangerous conditions will help to identify the hazards.
The effect most of us are the most familiar with is probably sunburn. Sunburn is mainly caused by ultraviolet radiation which is most intense between 10:00 AM and 4:00 PM. Workers who must be exposed to the sun during these hours should be encouraged to wear loose-fitting, but long-sleeved shirts and long pants to minimize the amount of bare skin exposed. Wide-brimmed hats will help reduce exposure to the face and ears. Topical sunscreens may also be used, although OSHA does not require the employer to furnish them {29 CFR 1910.132(h)(4)(iii)}. Most sunburns are fairly minor in nature, and may be treated with topical anesthetics, but more severe examples are possible, with blistering, and the subsequent risk of infection possible. Ultraviolet radiation is also strongly linked with chronic conditions such as skin cancer, cataracts, and macular degeneration, so do not ignore the hazards.
Heat exhaustion occurs when the body’s cooling mechanisms begin to fail to cope with heat being generated and heat being absorbed. It can develop over a period of several days of working in hot environments without sufficient hydration, electrolyte replenishment, and rest. In high heat, it can also develop more rapidly. Symptoms of heart exhaustion include fatigue, heavy sweating, muscle cramps, dizziness, and fainting. Treatment should include moving an affected employee to a cool environment, giving cool beverages (no alcohol, and preferably no caffeine) and encouraging effective rest cycles. If heat exhaustion is not treated, it can become more severe and lead to heat stroke, so take the warning signs seriously.
Heat stroke occurs when cooling mechanisms break down, and fail to regulate body temperature. The body’s core temperature begins to rise, and in extreme cases, may reach 106 degrees within ten to fifteen minutes. Heat stroke is life-threatening, and should be treated as a medical emergency (as in, call 911!) Death or permanent disability is possible. Symptoms of heat stroke may include hot, dry skin, with no sweating, severe headache, dizziness, and unconsciousness. While emergency responders are being summoned, try to cool the victim as quickly as possible. Spraying with water, immersing in a pool, or sponging water over the victim will all help. Do not try to give liquids to a victim of heat stroke.
Heat-related disorders can be prevented in the workplace through the use of hazard recognition followed by effective employee training. Of course, follow-up is important to ensure that policies and procedures are being followed, and that they effectively control the hazard. Working in the heat is a requirement for many workers, but it can be done efficiently, and without undue risk, if handled responsibly.
-Jason
The effect most of us are the most familiar with is probably sunburn. Sunburn is mainly caused by ultraviolet radiation which is most intense between 10:00 AM and 4:00 PM. Workers who must be exposed to the sun during these hours should be encouraged to wear loose-fitting, but long-sleeved shirts and long pants to minimize the amount of bare skin exposed. Wide-brimmed hats will help reduce exposure to the face and ears. Topical sunscreens may also be used, although OSHA does not require the employer to furnish them {29 CFR 1910.132(h)(4)(iii)}. Most sunburns are fairly minor in nature, and may be treated with topical anesthetics, but more severe examples are possible, with blistering, and the subsequent risk of infection possible. Ultraviolet radiation is also strongly linked with chronic conditions such as skin cancer, cataracts, and macular degeneration, so do not ignore the hazards.
Heat exhaustion occurs when the body’s cooling mechanisms begin to fail to cope with heat being generated and heat being absorbed. It can develop over a period of several days of working in hot environments without sufficient hydration, electrolyte replenishment, and rest. In high heat, it can also develop more rapidly. Symptoms of heart exhaustion include fatigue, heavy sweating, muscle cramps, dizziness, and fainting. Treatment should include moving an affected employee to a cool environment, giving cool beverages (no alcohol, and preferably no caffeine) and encouraging effective rest cycles. If heat exhaustion is not treated, it can become more severe and lead to heat stroke, so take the warning signs seriously.
Heat stroke occurs when cooling mechanisms break down, and fail to regulate body temperature. The body’s core temperature begins to rise, and in extreme cases, may reach 106 degrees within ten to fifteen minutes. Heat stroke is life-threatening, and should be treated as a medical emergency (as in, call 911!) Death or permanent disability is possible. Symptoms of heat stroke may include hot, dry skin, with no sweating, severe headache, dizziness, and unconsciousness. While emergency responders are being summoned, try to cool the victim as quickly as possible. Spraying with water, immersing in a pool, or sponging water over the victim will all help. Do not try to give liquids to a victim of heat stroke.
Heat-related disorders can be prevented in the workplace through the use of hazard recognition followed by effective employee training. Of course, follow-up is important to ensure that policies and procedures are being followed, and that they effectively control the hazard. Working in the heat is a requirement for many workers, but it can be done efficiently, and without undue risk, if handled responsibly.
-Jason
Monday, July 11, 2011
Heat Stress Prevention
With the forecast calling for another in a long line of over-100 degree days, and while listening to my air conditioner warm up for its daily struggle, I thought I would share a few thoughts on heat stress.
Heat stress, of varying severity, occurs when the body becomes unable to effectively maintain its temperature, approximately 98.6 degrees Fahrenheit. Every person will react differently to working in the heat, and a wide variety of causal factors can come into play. A person’s age, general health, nutrition, and degree of acclimatization will make a difference, as will medications, smoking, and alcohol use. It is important to train employees to recognize the signs, symptoms, and treatment of heat-related disorders, so they will be better equipped to recognize them in themselves and co-workers.
The body will react to heat by dilating blood vessels in order to move more blood to the skin, carrying heat away from the body. You cannot move cold in; you can only take heat away. Sweating is a mechanism that is also triggered in order to take advantage of the evaporation process in carrying away heat. If this process works correctly, the body temperature will remain stable. If the process cannot keep up with the amount of heat being generated or absorbed, the body will experience heat stress.
The best way to manage heat stress is through prevention, and one of the best methods is to ensure proper hydration. Maintaining the fluid level in the body is crucial to the process of heat removal. If there is not enough blood to move heat to the skin surface, then the mechanism will break down, so maintaining fluid levels is critical. Thirst should not be relied upon in hot weather to judge water needs. Instead, employees should drink water regularly throughout the workday, every ten to twenty minutes. OSHA standards require that employers provide an adequate supply of drinking water in the workplace. If portable containers are used, then they must be clearly labeled, with a tight-fitting lid, equipped with a spigot, and used for no other purpose. In other words, employees may not keep their lunches, soft-drinks, whatever, inside the water container. OSHA also prohibits shared or common drinking cups. If disposable cups are used, then there must be a place to throw them away near the water cooler.
Sports drinks (that have copyrighted names I won’t use here) may also be provided to employees, but the standard only requires water. In all cases, employees should be discouraged from drinking excessive quantities of caffeinated beverages. Soft drinks, coffee, tea, and energy drinks are diuretics, and may actually contribute to dehydration. Excessive alcohol use off-duty (and, on-duty, too, I suppose!) will also make it difficult for employees to stay hydrated on the job. If the body starts out depleted at the beginning of the day, then it is already struggling against a deficit, and will have a much harder time maintaining fluid levels.
As employees work in hot conditions, they will begin to acclimatize, and their bodies will become more efficient at maintaining their core temperatures. Encouraging proper rest breaks, good hydration, and effective recovery off-duty will help to ensure that heat-related illnesses will be kept to a minimum. If you are not sure about your exposure, or the best prevention methods available to you, numerous resources exist to get the answers you need. The OSHA website has good information, and you can always contact a specialist in your area. Next time, we will look at the various forms of heat stress, and their treatment.
Jason
Heat stress, of varying severity, occurs when the body becomes unable to effectively maintain its temperature, approximately 98.6 degrees Fahrenheit. Every person will react differently to working in the heat, and a wide variety of causal factors can come into play. A person’s age, general health, nutrition, and degree of acclimatization will make a difference, as will medications, smoking, and alcohol use. It is important to train employees to recognize the signs, symptoms, and treatment of heat-related disorders, so they will be better equipped to recognize them in themselves and co-workers.
The body will react to heat by dilating blood vessels in order to move more blood to the skin, carrying heat away from the body. You cannot move cold in; you can only take heat away. Sweating is a mechanism that is also triggered in order to take advantage of the evaporation process in carrying away heat. If this process works correctly, the body temperature will remain stable. If the process cannot keep up with the amount of heat being generated or absorbed, the body will experience heat stress.
The best way to manage heat stress is through prevention, and one of the best methods is to ensure proper hydration. Maintaining the fluid level in the body is crucial to the process of heat removal. If there is not enough blood to move heat to the skin surface, then the mechanism will break down, so maintaining fluid levels is critical. Thirst should not be relied upon in hot weather to judge water needs. Instead, employees should drink water regularly throughout the workday, every ten to twenty minutes. OSHA standards require that employers provide an adequate supply of drinking water in the workplace. If portable containers are used, then they must be clearly labeled, with a tight-fitting lid, equipped with a spigot, and used for no other purpose. In other words, employees may not keep their lunches, soft-drinks, whatever, inside the water container. OSHA also prohibits shared or common drinking cups. If disposable cups are used, then there must be a place to throw them away near the water cooler.
Sports drinks (that have copyrighted names I won’t use here) may also be provided to employees, but the standard only requires water. In all cases, employees should be discouraged from drinking excessive quantities of caffeinated beverages. Soft drinks, coffee, tea, and energy drinks are diuretics, and may actually contribute to dehydration. Excessive alcohol use off-duty (and, on-duty, too, I suppose!) will also make it difficult for employees to stay hydrated on the job. If the body starts out depleted at the beginning of the day, then it is already struggling against a deficit, and will have a much harder time maintaining fluid levels.
As employees work in hot conditions, they will begin to acclimatize, and their bodies will become more efficient at maintaining their core temperatures. Encouraging proper rest breaks, good hydration, and effective recovery off-duty will help to ensure that heat-related illnesses will be kept to a minimum. If you are not sure about your exposure, or the best prevention methods available to you, numerous resources exist to get the answers you need. The OSHA website has good information, and you can always contact a specialist in your area. Next time, we will look at the various forms of heat stress, and their treatment.
Jason
Tuesday, July 5, 2011
Permit-Required Confined Space Personnel
Last time, we took a look at confined spaces, and I wanted to explore it a little further in this post.
Once the employer has determined that a space meets all the requirements in the OSHA standard for Permit-Required Confined Spaces, a few roles have to be filled if employees intend to enter the space. The Permit itself will also contain the names of the relevant employees. Training must be provided to designated employees prior to the entry.
The first designated employee will be the Entrant. Entrants are the employees that will perform whatever task is required in the confined space. The authorized entrants are the only employees that may enter the confined space during normal (non-rescue) operations. They should be aware of the relevant hazards to the confined space, as well as the task they intend to perform. They must also stay in contact with the Attendant while they perform their tasks in the confined space. Communication methods will vary, depending on the exact nature of the space, but the main requirement is that the attendant must be able to effectively communicate emergency information back and forth with the entrants.
Next on the list is the Attendant. The attendant is an employee stationed outside a permit-required confined space to convey information to and from the entrants. The attendant must also be aware of the exact nature of the hazards that may be present in the confined space. The attendant may not perform any task that interferes with his primary role as the attendant, but may perform ancillary tasks such as air-monitoring or passing tools back and forth to the entrants. The attendant has the main authority to evacuate the confined space if a threat is detected, so, again, effective communication is paramount. The attendant will also be in the best position to summon emergency help if it becomes necessary. The attendant must not enter the confined space for any reason, and may not leave the space unless properly relieved by another attendant.
The last role that must be designated by the employer is that of the Entry Supervisor. The entry supervisor is the person responsible for coordinating the entry. This is the employee that will make sure that the permit is properly filled-out, that attendant and entrants are designated, and assume responsibility for ensuring that procedures related to the entry are followed. The entry supervisor’s duties are mostly administrative in nature, and this employee may not be physically on the jobsite where the entry occurs. The attendant and the entry supervisor might even be designated as the same person. The entry supervisor, like the attendant may not enter the confined space, although either may perform non-entry rescue.
Through effective hazard recognition and reduction techniques, entry into permit-required confined spaces may be made safely and efficiently. Training and detailed programs and procedures are also required both for regulatory compliance, and employee safety. Employers who demonstrate dedication to these practices benefit from reduced injuries and related costs.
-Jason
Once the employer has determined that a space meets all the requirements in the OSHA standard for Permit-Required Confined Spaces, a few roles have to be filled if employees intend to enter the space. The Permit itself will also contain the names of the relevant employees. Training must be provided to designated employees prior to the entry.
The first designated employee will be the Entrant. Entrants are the employees that will perform whatever task is required in the confined space. The authorized entrants are the only employees that may enter the confined space during normal (non-rescue) operations. They should be aware of the relevant hazards to the confined space, as well as the task they intend to perform. They must also stay in contact with the Attendant while they perform their tasks in the confined space. Communication methods will vary, depending on the exact nature of the space, but the main requirement is that the attendant must be able to effectively communicate emergency information back and forth with the entrants.
Next on the list is the Attendant. The attendant is an employee stationed outside a permit-required confined space to convey information to and from the entrants. The attendant must also be aware of the exact nature of the hazards that may be present in the confined space. The attendant may not perform any task that interferes with his primary role as the attendant, but may perform ancillary tasks such as air-monitoring or passing tools back and forth to the entrants. The attendant has the main authority to evacuate the confined space if a threat is detected, so, again, effective communication is paramount. The attendant will also be in the best position to summon emergency help if it becomes necessary. The attendant must not enter the confined space for any reason, and may not leave the space unless properly relieved by another attendant.
The last role that must be designated by the employer is that of the Entry Supervisor. The entry supervisor is the person responsible for coordinating the entry. This is the employee that will make sure that the permit is properly filled-out, that attendant and entrants are designated, and assume responsibility for ensuring that procedures related to the entry are followed. The entry supervisor’s duties are mostly administrative in nature, and this employee may not be physically on the jobsite where the entry occurs. The attendant and the entry supervisor might even be designated as the same person. The entry supervisor, like the attendant may not enter the confined space, although either may perform non-entry rescue.
Through effective hazard recognition and reduction techniques, entry into permit-required confined spaces may be made safely and efficiently. Training and detailed programs and procedures are also required both for regulatory compliance, and employee safety. Employers who demonstrate dedication to these practices benefit from reduced injuries and related costs.
-Jason
Monday, May 23, 2011
Confined Space Training
One of the more common training types our company has been asked to perform over the last year or so, has been Confined Space Training. Requests come from very diverse sources; from an oil refinery in the Bahamas, to a slaughterhouse outside of Amarillo, TX. (I’ll leave you to guess which of those I taught personally, and which I didn’t!) The one thing they all have in common, is the fact that they recognized the need for confined space training, and understood that OSHA requires employers to provide relevant training to employees exposed to hazards on the job.
The first part of the process is to determine if employees will be exposed to confined spaces on the job. Even if employees will not actually enter the confined spaces onsite, awareness training regarding the hazards may still be needed. Under OSHA guidelines, a confined space:
“(1) Is large enough and so configured that an employee can bodily enter and perform assigned work; and
(2) Has limited or restricted means for entry or exit (for example, tanks, vessels, silos, storage bins, hoppers, vaults, and pits are spaces that may have limited means of entry.); and
(3) Is not designed for continuous employee occupancy.” - 29 CFR 1910.146(b)
A wide range of spaces may fit this description on a given jobsite, so it is important for each employer to assess the worksite to identify these confined spaces. Then next step is to determine if any of the confined spaces qualify as ‘Permit- Required Confined Spaces.’ Basically, if the confined space contains, or has the potential to contain, some other serious hazard (such as bad air, engulfment hazards, etc.) then it becomes a Permit space. You can consult OSHA’s 1910.146 standard for further guidance, or engage a safety consultant to help audit your particular jobsite and needs.
Either way, once the types of confined spaces have been identified, employers must provide training to employees to make them aware of potential hazards on the jobsite. The training should be relevant to the jobsite, and specific enough to address the controls and procedures that will be used on the jobsite. The type of rescue to be used will also play a key role in the extent of the training, because employers wishing to maintain their own onsite rescue teams must also train those teams in the proper use of additional equipment as well as provide practical exercises annually to retain proficiency.
Confined Spaces can be deadly. About 65% of fatalities in confined spaces occur because of bad air, and of those incidents, almost 100% have no air monitoring equipment or powered ventilation. Approximately 60% of deaths in confined spaces are would-be rescuers who lack the proper training to effectively assist a coworker, and about 29% of fatalities are supervisors. All of these statistics point to one thing: a lack of awareness of the hazards of confined spaces that could be mitigated through proper assessment of the workplace, and effective training of employees. Both easily addressed with the resources available to employers.
Stay tuned, and we will look at Permit-Required Spaces more closely in the future.
-Jason
The first part of the process is to determine if employees will be exposed to confined spaces on the job. Even if employees will not actually enter the confined spaces onsite, awareness training regarding the hazards may still be needed. Under OSHA guidelines, a confined space:
“(1) Is large enough and so configured that an employee can bodily enter and perform assigned work; and
(2) Has limited or restricted means for entry or exit (for example, tanks, vessels, silos, storage bins, hoppers, vaults, and pits are spaces that may have limited means of entry.); and
(3) Is not designed for continuous employee occupancy.” - 29 CFR 1910.146(b)
A wide range of spaces may fit this description on a given jobsite, so it is important for each employer to assess the worksite to identify these confined spaces. Then next step is to determine if any of the confined spaces qualify as ‘Permit- Required Confined Spaces.’ Basically, if the confined space contains, or has the potential to contain, some other serious hazard (such as bad air, engulfment hazards, etc.) then it becomes a Permit space. You can consult OSHA’s 1910.146 standard for further guidance, or engage a safety consultant to help audit your particular jobsite and needs.
Either way, once the types of confined spaces have been identified, employers must provide training to employees to make them aware of potential hazards on the jobsite. The training should be relevant to the jobsite, and specific enough to address the controls and procedures that will be used on the jobsite. The type of rescue to be used will also play a key role in the extent of the training, because employers wishing to maintain their own onsite rescue teams must also train those teams in the proper use of additional equipment as well as provide practical exercises annually to retain proficiency.
Confined Spaces can be deadly. About 65% of fatalities in confined spaces occur because of bad air, and of those incidents, almost 100% have no air monitoring equipment or powered ventilation. Approximately 60% of deaths in confined spaces are would-be rescuers who lack the proper training to effectively assist a coworker, and about 29% of fatalities are supervisors. All of these statistics point to one thing: a lack of awareness of the hazards of confined spaces that could be mitigated through proper assessment of the workplace, and effective training of employees. Both easily addressed with the resources available to employers.
Stay tuned, and we will look at Permit-Required Spaces more closely in the future.
-Jason
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