Introduction Cadmium, a naturally occurring element found in the earth’s
crust, was discovered in 1817, but was not used commercially
until the end of the 19th century. This soft, silver-white
metal was first used in paint pigments and as a substitute
for tin in World War I. Today, about three-fourths of cadmium
is used as an electrode component in alkaline batteries, with
the remainder used in pigments, coatings, and platings and
as a stabilizer for plastics.
Workers in many industries face potential exposure to cadmium.
The potential for exposure is highest among workers in electroplating,
metal machining, plastics, ceramics, paint, and welding operations.
The main exposure routes are through inhalation of dust and
fumes and the incidental ingestion of dust from contaminated
hands, food, or cigarettes.
Workers may also be exposed to cadmium from the smelting
and refining of metals or from air in industrial plants that
manufacture batteries, coatings, or plastics. The Agency for
Toxic Substances and Disease Registry estimates that more than
500,000 workers in the United States face exposure to cadmium
each year.
How OSHA protects workers exposed to cadmium The primary and most serious adverse health effects of long-term
exposure to cadmium include kidney dysfunction, lung cancer,
and prostate cancer. Cadmium may cause local skin or eye irritation
and can affect long-term health if inhaled or ingested. Workers
face a greater danger of cadmium exposure from inhalation than
from ingestion. Exposure to cadmium that may be dangerous to
life or health may occur in jobs in which workers are exposed
to cadmium dust or fumes, where they heat compounds or surfaces
that contain cadmium, or where workers weld or cut with materials
or solders that contain cadmium.
OSHA moved to protect workers exposed to cadmium more than
30 years ago when it adopted the American National Standards
Institute’s (ANSI) threshold limit values (TLVs) for
cadmium as a national consensus standard under the authority
of the Occupational Safety and Health Act of 1970, Section
6(a) in 1971. In 1992, OSHA reduced the exposure limits after
a quantitative risk assessment and a long-term evaluation of
epidemiological studies of lung cancer and renal dysfunction
among workers and animal studies. The revised exposure limits
were published in the Federal Register (Title 29 CFR, Part
1910.1027) and took effect on December 14, 1992.
The full OSHA standard relating to cadmium (applicable to
general industry, agriculture, and maritime) is found at 29
CFR 1910.1027. This booklet should not be used as a substitute
for the full regulatory requirements of the cadmium standard.
The construction industry has a separate cadmium standard,
found in 29 CFR 1926.1127.
Exposure limits for cadmium There are three exposure limits an employer must observe
under the OSHA cadmium standard. The first is the action level,
or AL, which is defined as the airborne level of cadmium that
creates a need for airborne exposure monitoring, a medical
surveillance program for employees who are at or above the
AL on 30 or more days per year, and the provision of a respirator
to any employee that requests one. The second limit is the
Permissible Exposure Limit, or PEL, which defines the limit
to which an employee may be exposed to cadmium in the workplace.
The third limit level is known as a Separate Engineering Control
Air Limit, or SECAL, and may be one of several specific and
unique exposure limits that apply to select and defined industries
and processes. The employer must achieve the PEL through engineering
controls and work practices in all industries not designated
with a separate SECAL.
The action level The action level for workplace exposure to cadmium is 2.5
micrograms per cubic meter of air (2.5 µg/m 3) calculated
as an 8-hour time-weighted average (TWA) exposure.
The PEL The PEL is a time-weighted average concentration that must
not be exceeded during any 8-hour work shift of a 40-hour work
week. The standard sets a PEL of 5 micrograms of cadmium per
cubic meter of air (5 µg/m 3) for all cadmium compounds,
dust, and fumes.
The SECALs The SECAL is a separate exposure limit to be achieved in
specified processes and workplaces where it is not possible
to achieve the PEL of 5 µg/m 3 through engineering and
work practices alone. The SECAL for cadmium is 15 µg/m
3 or 50 µg/m 3, depending on the processes involved.
The employer covered by the SECAL is required to achieve that
limit by engineering and work practice controls to the extent
feasible and to protect employees from exposures above the
PEL by any combination of compliance methods, including engineering
and work practice controls and respirators.
The industries that have separate SECALs identified for specific
processes include nickel cadmium battery production, zinc/
cadmium refining, pigment and stabilizer manufacturing, lead
smelting, and plating.
The SECAL is set at 50 µg/m 3 for the following industries
and processes:
Nickel cadmium battery industry Plate making, plate preparation process
Communicating cadmium hazards to employees Employees must be made aware of the dangers associated with
exposure to cadmium in the workplace. The employer must comply
with the requirements of the OSHA Hazard Communication Standard
(29 CFR 1910.1200), including the placement of warning signs
and labels in visible locations, access to material safety
data sheets (MSDS), and providing appropriate employee training.
Warning signs must be displayed in regulated areas and in
all approaches to regulated areas. (A regulated area is defined
as the area in which an employee may face exposure to cadmium
at levels above the PEL.) The signs must be illuminated, cleaned,
and maintained so that the legend is readily visible, and they
must include the following words:
Danger
Cadmium
Cancer hazard
Can cause lung and kidney disease
Authorized personnel only
Respirators required in this area
Shipping and storage containers that contain cadmium, cadmium
compounds, or cadmium-contaminated clothing, equipment, waste,
scrap, or debris must be labeled with the following information:
Danger
Contains cadmium
Cancer hazard
Avoid creating dust
Can cause lung and kidney disease
Installed cadmium products must have a visible label or other
indication that cadmium is present, where feasible.
Employee training Employees must receive training prior to or at the time of
their initial assignment to a position that involves potential
exposure to cadmium and at least annually thereafter. Required
training elements include:
Explanation of the health hazards associated with
cadmium exposure (See Appendix A of the cadmium standard at
29 CFR 1910.1027).
Information about where and how cadmium is used,
stored, and released at the worksite, including processes or
operations that involve potential cadmium exposure, especially
above the PEL.
Explanation of engineering controls and work practices
for the employee’s job assignment to control exposure
to cadmium associated with the employee’s job assignment.
Description of measures employees can take to protect
themselves from cadmium exposure, such as modification of smoking,
personal hygiene precautions, and appropriate work practices.
Explanation of emergency procedures.
Information on the purpose, selection, fitting, use, and
limitations of personal protective equipment.
Explanation of the medical surveillance program.
Make a copy of the cadmium standard and its appendices
readily available and provide employees with a copy of the
standard if requested.
Informing employees of their rights of access to
records.
The employer must ensure that employees understand that they
are prohibited from eating, drinking, smoking, chewing tobacco
or gum, or applying cosmetics of any kind in regulated areas.
This also includes a prohibition on carrying or storing these
materials or items in a regulated area.
The employer must make information about the company training
program available to the Assistant Secretary of Labor for Occupational
Safety and Health or the Director of the National Institute
for Occupational Safety and Health upon request.
Requirements for air monitoring for cadmium If your business or workplace has the potential to expose
employees to cadmium, the first step is to determine whether
that exposure will be at or above the action level of 2.5 µg/m
3. Levels of exposure are measured by taking breathing zone
air samples that reflect an employee’s regular, daily
TWA exposure over an eight-hour period. The monitoring method
and analysis must have an accuracy rate of not less than plus
or minus 25 percent with a confidence level of 95 percent.
The breathing zone samples must be taken for every employee
on each shift, for each job classification, in each work area.
Where several employees perform the same job tasks, in the
same job classification, on the same shift, in the same work
area, for the same duration, and levels of cadmium exposures
are similar, the employer may sample a representative fraction
of employees instead of all employees. Those selected for sampling
are expected to have the highest exposure levels.
If air monitoring shows that employees are exposed at or
above the action level, periodic monitoring must be performed
at least every six months. If periodic air monitoring shows
levels of exposure below the action level and a repeat test
at least seven days later also shows levels below the action
level, the employer may discontinue the semi-annual air monitoring
for those employees whose exposures are represented by such
monitoring.
If new equipment is added, raw materials are changed, new
personnel are hired, work practices and final products are
altered that may result in additional employees being exposed
to cadmium at or above the action level, additional monitoring
must be performed. If, at any time, the employer has reason
to suspect that exposure to cadmium may increase and employees
already exposed to cadmium at or above the action level will
be exposed above the PEL, additional air monitoring should
be undertaken.
If the employer has “objective data”, which means
information that demonstrates that a specific product, material,
or process involving cadmium cannot release dust or fumes in
concentrations at or above the action level based on an industry-wide
study or laboratory product test results that closely resemble
conditions in the employer’s facilities, then the employer
may rely on this data instead of implementing initial monitoring
as described above.
Notifying employees of monitoring results Within 15 days after the receipt of the air monitoring results,
each affected employee must be notified of these results individually
and in writing. The results must also be posted where all affected
employees can view them. Employees exposed to cadmium above
the PEL must be informed in writing that the PEL has been exceeded,
along with a written explanation of the corrective actions
being taken by the employer to reduce the employee exposure
level to or below the PEL.
Mechanical ventilation If mechanical ventilation is used to control exposure, measurements
that demonstrate the effectiveness of the system in controlling
exposure, such as capture velocity, duct velocity, or static
pressure, must be made as necessary, to maintain the system’s
effectiveness. Any change in production processes or controls
that might increase cadmium exposure requires the effectiveness
of the ventilation system to be reevaluated within five working
days of the change.
If air is recirculated from exhaust ventilation into the
workplace, the system must be equipped with a high efficiency
filter and be monitored periodically to ensure effectiveness.
Requirements for a compliance program In any workplace or business that experiences exposure levels
above the PEL or SECAL, a written compliance program must be
established and implemented to reduce employee exposure to
or below the PEL by means of engineering and work practice
controls. If engineering and work practice controls cannot
reduce exposure to or below the PEL, the employer must include
the use of appropriate respiratory protection in the written
compliance program to achieve compliance with the PEL. This
written program must be updated at least annually (more often,
if necessary) and must be available for examination and copying
to employees as well as the Assistant Secretary of Labor for
Occupational Safety and Health and the Director of the National
Institute for Occupational Safety and Health upon request.
A written compliance program must contain the following elements:
A description of each operation that involves the
emission of cadmium, the type of machinery used, the material
processed, controls in place, and crew size.
Description of operating and maintenance procedures
and employee job responsibilities.
Description of how the employer will achieve compliance,
such as engineering plans and studies and the use of respiratory
protection.
A report on the technology used or considered for
use to meet the PEL.
Air monitoring data to document the sources of cadmium
emissions.
A schedule for implementation of the program that
includes documentation such as copies of purchase orders for
equipment and construction contracts.
A plan for emergency situations that includes the
use of respirators and personal protective equipment and methods
to restrict access to an area to non-essential employees until
the problem is corrected.
Requirements for protective equipment Employees working in areas where exposure to cadmium is expected
to exceed the PEL or where skin or eye irritation can result
from cadmium exposure at any level must be provided with respiratory
protection and other protective work clothing and equipment
to prevent contamination of both the employee and the employee’s
clothes. If skin or eye irritation is associated with cadmium
exposure at any level, the worker must be provided with equipment
that protects the worker’s skin and eyes. Examples of
appropriate personal protective equipment include coveralls,
gloves, head coverings, boots, face shields, and goggles. The
employer must provide and maintain necessary personal protective
equipment to employees at no cost and provide changing rooms,
hand washing facilities, and showers.
The following precautions must be taken to protect workers:
Employees must remove all protective work clothing
and equipment at the end of a shift in a changing area designated
for this purpose, taking care not to shake or blow any cadmium
residue from the clothing or equipment.
Changing rooms must have separate storage areas for
street clothes and for cadmium-contaminated protective clothing.
The employer must clean and maintain protective work
clothing and equipment, which includes washing at least once
a week and repairing or replacing as necessary; tears or rips
in protective clothing must be repaired immediately or the
item replaced.
Employees exposed to cadmium above the PEL must shower
at the end of a work shift when exposure occurred and may not
eat, drink, smoke, chew tobacco or gum, or apply cosmetics
before washing their hands and face.
Special cleaning requirements for protective clothing Cleaning or laundering cadmium-contaminated work clothing
requires special precautions. The employer must ensure that
any person designated to handle protective clothing and equipment
contaminated with cadmium understands the potential harmful
effects of exposure and knows how to launder or clean such
items in a safe manner that prevents the release of cadmium
at levels above the PEL.
An important step in this process is to ensure that only
authorized employees remove cadmium-contaminated clothing or
equipment from the workplace for any purpose, including laundering,
cleaning, or disposal. Items removed from the work area for
cleaning, maintenance, or disposal must be placed in sealed,
impermeable bags designed to prevent dispersion of cadmium
dust. These bags must be labeled as described in the section
on communicating hazards to employees.
Types of respirators The respiratory protection program must comply with 29 CFR
1910.134 (Respiratory Protection), including the need for a
written respiratory protection program administered by a trained
administrator. Respirators must be used any time employees
are exposed to cadmium at levels above the PEL, including maintenance
and repair activities as well as normal operations.
The following table (page 13) depicts specific requirements
for respirators, depending on the exposure level, but respirators
assigned for higher environmental concentrations may be used
at lower exposure levels. Quantitative fit testing is required
for all tight-fitting air purifying respirators when the airborne
concentration of cadmium exceeds 10 times the PEL. If there
is any indication of eye irritation, a full face piece respirator
is required.
Requirements for medical monitoring The employer must institute a medical surveillance program
for all employees who are or may be exposed to cadmium at or
above the action level for 30 or more days per year (or in
a 12-month consecutive period). All medical examinations related
to this requirement must be provided at no cost to the employee
at a reasonable time and convenient place, and they must be
performed by or under the supervision of a licensed physician
who is familiar with the regulatory text of the cadmium standard,
including appendices that provide details on health effects
and protocols for sample handling and laboratory selection.
Biological samples must be collected in a manner that assures
their reliability, and analyses must be performed in laboratories
with demonstrated proficiency in the testing performed.
The employer must promptly inform the employee of the option
to seek a second medical opinion after any medical examination
or consultation provided by a physician provided by the employer
to review any findings, determinations, or recommendations
or to conduct examinations, consultations, or laboratory tests.
The employer may require the employee to notify the employee
that he or she intends to seek a second medical opinion and
to initiate steps to make an appointment within 15 days of
being told of this option or of receiving the physician’s
written opinion from an employer-provided examination, whichever
is later, as a condition of providing payment for a second
medical opinion.
Medical surveillance begins with an initial examination for
each employee covered by this requirement within 30 days of
employment in a position that involves exposure to cadmium.
The only exception is for employees who can show that they
have had an examination that includes all required elements
in the last 12 months. Results from a qualifying examination
within the last 12 months must be maintained as part of the
employee’s medical record and are treated as the initial
examination. The examination must include:
Medical and work history
Any past, present, or anticipated future exposure to cadmium
History of renal, cardiovascular, respiratory, hematopoietic, reproductive or musculoskeletal system dysfunction
Current use of medication with potential nephrotoxic side effects
Smoking history and current status
Biological monitoring
Cadmium in urine (CdU), standardized to grams of creatinine (g/Cr)
Beta-2 microglobulin in urine (β2-M), standardized to grams of creatinine (g/Cr), with pH specified
Cadmium in blood (CdB), standardized to liters of whole blood (lwb)
The following parameters will determine what level of medical
surveillance will follow the initial examination. Levels at
or below the levels specified below require only the minimum
level of periodic medical surveillance, which includes a follow-up
exam within one year of the initial exam and a periodic exam
every two years from that point forward. Biological sampling
must be provided at least annually.
Trigger levels for medical surveillance:
CdU level: at or below 3 µg/g Cr
β2-M level: at or below 300 µg/g Cr
CdB level: at or below 5 µg/lwb
If the initial biological monitoring tests for an employee show levels exceeding
any of the above parameters, then the employer must reassess
the employee’s occupational exposure to cadmium within
two weeks of receiving the results of the tests. This reassessment
must include a reevaluation and reassessment of the employee’s
work practices and personal hygiene, respirator use (if any)
and respirator program, smoking history and current usage,
as well as available hygiene facilities and engineering controls
in use. If any deficiencies are noted during this reevaluation,
the employer must correct them within 30 days.
An employee who shows biological test results elevated relative to the
trigger levels noted above must receive a full medical examination
within 90 days after receiving the results from the initial
testing. At this point, the examining physician should make
a decision whether to medically remove the employee from cadmium
exposure. If the physician decides not to medically remove
the employee, biological monitoring must continue on a semiannual
basis along with an annual medical exam.
If an employee shows
biological testing results during both the initial and follow-up
medical examination elevated above the following trigger levels,
that employee must be medically removed from exposure to cadmium
at or above the action level:
CdU level: above 7 µg/g Cr or
CdB level : above 10 µg/liter of whole blood or
β2-M level: above 750 µg/g Cr and
CdU exceeds 3 µg/g Cr or
CdB exceeds 5 µg/liter of whole blood
Employee removal is mandatory if the second set of biological monitoring
results from the medical examination shows that one of the
above mandatory removal trigger levels has been exceeded. The
employer must continue to monitor the employee with biological
monitoring on a quarterly basis along with semiannual medical
examinations until such time as the employee’s levels
fall within the acceptable trigger levels for medical surveillance.
Employee removal is also required if the examining physician
determines that the employee needs removal from exposure to cadmium based on other findings from the examination regardless
of the above testing results.
Required periodic medical exams The minimum level of medical surveillance for employees who
face exposure to cadmium but who do not test above trigger
limits during biological sampling includes an exam within one
year after the initial exam and thereafter an exam at least
every two years. This exam must include the following:
Detailed medical and work history.
Complete physical examination, emphasizing blood
pressure, the respiratory system, and the urinary system.
A 14 x 17 inch or a reasonably-sized posterior-anterior
chest x-ray (frequency to be determined by the examining physician).
Pulmonary function tests.
Blood analysis.
Urinalysis.
Prostate exam for males over 40 years old.
Other tests deemed appropriate by the physician.
Annual biological sampling is required, either as part of
the medical exam or separately as periodic biological monitoring.
When an employee who has been previously provided with medical
surveillance is terminated or voluntarily leaves employment,
the employer must provide a medical examination that includes
a chest x-ray. If the last periodic or other required exam
was less than six months prior to the date of termination or
departure, no further exam is required.
Access to and protection of medical information The employer must provide the examining physician with a
copy of the OSHA cadmium standard and all appendices, a description
of each affected employee’s former, current, and anticipated
duties and exposure levels as they relate to the employee’s
occupational exposure to cadmium, results of any previous medical
and biological monitoring, and a description of personal protective
equipment used by each employee.
The employer shall obtain from the examining physician a
written medical opinion for each medical examination performed
on each employee. The physician must be told not to reveal
any findings or diagnoses unrelated to occupational exposure
to cadmium to the employer. The written opinion must include:
A diagnosis for the employee.
A written opinion as to whether the employee has
any medical condition that places him or her at increased risk
of material impairment to health from further exposure to cadmium,
including evidence of cadmium toxicity.
Results of biological tests.
Any recommended removal from or limitation on the
activities or duties of the employee, or on the employee’s
use of personal protective equipment, such as respirators.
A statement that the physician has clearly and carefully
explained the results of the medical examination to the employee,
including results of biological tests.
A copy of this written opinion and the results of the biological
monitoring tests (including an explanation of the results)
must be provided to the employee within two weeks after the
employer receives it. If the employee requests access to the
information provided by the employer to the physician, this
information must be provided within 30 days.
Exposures created through emergencies In the case of an emergency that may result in acute cadmium
exposure for an employee, the employer must provide a medical
examination equivalent to the standard periodic medical exam
as soon as possible, with special emphasis on the respiratory
system, other organ systems considered appropriate by the examining
physician, and monitoring for symptoms of overexposure.
Procedures to remove an employee from duty The employer must temporarily remove any employee from work
where there is excess exposure to cadmium if biological monitoring
tests show that employee to have reached any specific trigger
zones or on each occasion that a physician determines in a
written medical opinion that the employee must be removed.
The employer must place that employee in another position where
exposure to cadmium is below the action level. If such a position
is not immediately available, the employer must provide one
as soon as it becomes available. An employee must also be removed
from excess cadmium exposure if a physician recommends this
action, which can be based on biological monitoring results,
an employee’s inability to wear a respirator, evidence
of illness or other signs or symptoms of cadmium-related dysfunction,
or any other reason deemed medically appropriate by the physician.
Inability to wear a respirator requires removal of the employee
from work where exposure to cadmium is above the PEL; any other
reason for removal requires removal of the worker from work
where exposure to cadmium is below the action level.
Follow-up biological monitoring must be provided for any
employee removed from duty at least every three months with
follow-up medical examination semiannually until the examining
physician provides a written opinion that the employee may
be returned to the former job status or that the employee must
be permanently removed from excess cadmium exposure.
The employer must provide Medical Removal Protection Benefits
(MRPB) for up to a maximum of 18 months to an employee each
time the employee is temporarily medically removed from a position
because of excess cadmium exposure. This requires the employer to sustain the normal earnings,
seniority, and all other employee rights and benefits, including
the right to former job status during this period. In return,
the employer may require the employee to participate in medical
surveillance. If an employee is unable to return to the former
position by the end of the 18-month period, the employer must
provide the employee with a medical examination to obtain a
final medical determination regarding whether the employee
can return to the former position or needs permanent removal
from excess cadmium exposure.
Recordkeeping requirements There are three distinct types of records required for an
employer who operates a facility with the potential for occupational
exposure to cadmium: air monitoring, medical surveillance,
and training records.
The date, duration, and results of air monitoring
tests, in terms of an 8-hour TWA for each sample.
The name, social security number, and job classification
of the employees monitored as well as all employees the monitoring
is intended to represent.
A description of the sampling and analytical methods
used and evidence of their accuracy.
The type, if any, of respiratory protection worn
by the monitored employee(s).
A notation of any conditions that may affect the
outcome of the monitoring results.
The employer must maintain
these records for 30 years.
The employer may use “objective data” as an exemption
from the requirement for initial monitoring under the OSHA
standard. OSHA defines “objective data” as “information
demonstrating that a particular product or material containing
cadmium or a specific process, operation, or activity involving
cadmium cannot release dust or fumes in concentrations at or
above the action level even under the worst-case release conditions.” Such
information may be obtained from industry wide studies or from
laboratory test results conducted under conditions similar
to those used by the employer in current operations. If the
employer chooses to use objective data, records to substantiate
this decision must be maintained for 30 years.
Medical surveillance records The employer must maintain records for every employee subject
to medical surveillance that includes the following:
The name and social security number of the employee.
A description of the employee’s duties.
A copy of the physician’s written opinions
and an explanation sheet for biological monitoring results.
A copy of the medical history and results of the
physical examination and all test results.
A description of any employee symptoms that might
be related to cadmium exposure.
A copy of the information provided to the physician.
These records must be maintained for the duration of the employee’s
employment with the company plus 30 years. Upon request of
the employee, an employee’s designated representative,
anyone having the written consent of the employee, and members
of the employee’s family after the employee’s death
or incapacitation, the employer must provide copies of these
records within 15 days of such a request.
Training records The employer must create a certification record showing that
employees have been trained, to include the identity of the
trained employee, the signature of the trainer or the employer,
and the date the training was completed. These records must
be retained for one year after the training.
If an employer ceases to do business and no successor employer
is available to retain the records required to be maintained
by the business, the employer must comply with the requirements
for transferring records contained in 29 CFR 1910.1020 (h).
OSHA assistance OSHA can provide extensive help through a variety of programs,
including technical assistance about effective safety and health
programs, state plans, workplace consultations, voluntary protection
programs, strategic partnerships, and training and education,
and more. An overall commitment to workplace safety and health
can add value to your business, to your workplace, and to your
life.
Safety and health program management guidelines Effective management of worker safety and health protection
is a decisive factor in reducing the extent and severity of
work-related injuries and illnesses and their related costs.
In fact, an effective safety and health program forms the basis
of good worker protection and can save time and money (about
$4 for every dollar spent) and increase productivity and reduce
worker injuries, illnesses, and related workers’ compensation
costs.
To assist employers and employees in developing effective
safety and health programs, OSHA published recommended Safety
and Health Program Management Guidelines (54 Federal Register
(16): 3904-3916, January 26, 1989). These voluntary guidelines
can be applied to all places of employment covered by OSHA.
The guidelines identify four general elements critical to
the development of a successful safety and health management
system:
Management leadership and employee involvement.
Work analysis.
Hazard prevention and control.
Safety and health training.
The guidelines recommend specific actions, under each of
these general elements, to achieve an effective safety and
health program. The Federal Register notice is available online
at www.osha.gov.
State programs The Occupational Safety and Health Act of 1970 (OSH Act)
encourages states to develop and operate their own job safety
and health plans. OSHA approves and monitors these plans. There
are currently 26 state plans: 23 cover both private and public
(state and local government) employment; 3 states, Connecticut,
New Jersey, and New York, cover the public sector only. States
and territories with their own OSHA-approved occupational safety
and health plans must adopt standards identical to, or at least
as effective as, the Federal standards.
Consultation services Consultation assistance is available on request to employers
who want help in establishing and maintaining a safe and healthful
workplace. Largely funded by OSHA, the service is provided
at no cost to the employer. Primarily developed for smaller
employers with more hazardous operations, the consultation
service is delivered by state governments employing professional
safety and health consultants. Comprehensive assistance includes
an appraisal of all-mechanical systems, work practices, and
occupational safety and health hazards of the workplace and
all aspects of the employer’s present job safety and
health program. In addition, the service offers assistance
to employers in developing and implementing an effective safety
and health program. No penalties are proposed or citations
issued for hazards identified by the consultant. OSHA provides
consultation assistance to the employer with the assurance
that his or her name and firm and any information about the
workplace will not be routinely reported to OSHA enforcement
staff.
Under the consultation program, certain exemplary employers
may request participation in OSHA's Safety and Health Achievement
Recognition Program (SHARP). Eligibility for participation
in SHARP includes receiving a comprehensive consultation visit,
demonstrating exemplary achievements in workplace safety and
health by abating all identified hazards, and developing an
excellent safety and health program.
Employers accepted into SHARP may receive an exemption from
programmed inspections (not complaint or accident investigation
inspections) for a period of 1 year. For more information concerning
consultation assistance, see the list of consultation projects listed at the end of this publication.
Voluntary Protection Programs (VPP) Voluntary Protection Programs and onsite consultation services,
when coupled with an effective enforcement program, expand
worker protection to help meet the goals of the OSH Act. The
three levels of VPP are Star, Merit, and Demonstration designed
to recognize outstanding achievements by companies that have
successfully incorporated comprehensive safety and health programs
into their total management system. The VPP motivate others
to achieve excellent safety and health results in the same
outstanding way as they establish a cooperative relationship
between employers, employees, and OSHA.
For additional information on VPP and how to apply, contact
the OSHA regional offices listed at the end of this publication.
Strategic Partnership Program OSHA’s Strategic Partnership Program, the newest member
of OSHA’s cooperative programs, helps encourage, assist,
and recognize the efforts of partners to eliminate serious
workplace hazards and achieve a high level of worker safety
and health. Whereas OSHA’s Consultation Program and VPP
entail one-on-one relationships between OSHA and individual
work sites, most strategic partnerships seek to have a broader
impact by building cooperative relationships with groups of
employers and employees. These partnerships are voluntary,
cooperative relationships between OSHA, employers, employee
representatives, and others (e.g., trade unions, trade and
professional associations, universities, and other government
agencies).
For more information on this and other cooperative programs,
contact your nearest OSHA office, or visit OSHA’s website
at www.osha.gov.
Alliance Programs Alliances enable organizations committed to workplace safety
and health to collaborate with OSHA to prevent injuries and
illnesses in the workplace. OSHA and its allies work together
to reach out to, educate, and lead the nation’s employers
and their employees in improving and advancing workplace safety
and health.
Alliances are open to all, including trade or professional
organizations, businesses, labor organizations, educational
institutions, and government agencies. In some cases, organizations
may be building on existing relationships with OSHA through
other cooperative programs.
There are few formal program requirements for alliances,
which are less structured than other cooperative agreements,
and the agreements do not include an enforcement component.
However, OSHA and the participating organizations must define,
implement, and meet a set of short- and long-term goals that
fall into three categories: training and education; outreach
and communication; and promotion of the national dialogue on
workplace safety and health.
OSHA training and education OSHA area offices offer a variety of information services,
such as compliance assistance, technical advice, publications,
audiovisual aids and speakers for special engagements. OSHA’s
Training Institute in Des Plaines, IL, provides basic
and advanced courses in safety and health for federal and state
compliance officers, state consultants, federal agency personnel,
and private sector employers, employees, and their representatives.
The OSHA Training Institute also has established OSHA Training
Institute Education Centers to address the increased demand
for its courses from the private sector and from other Federal
agencies. These centers are nonprofit colleges, universities, and other
organizations that have been selected after a competition for
participation in the program.
OSHA also provides funds to nonprofit organizations, through
grants, to conduct workplace training and education in subjects
where OSHA believes there is a lack of workplace training.
Grants are awarded annually. Grant recipients are expected
to contribute 20 percent of the total grant cost.
For more information on grants, training, and education,
contact the OSHA Training Institute, Office of Training and
Education, 1555 Times Drive, Des Planes, IL 60018, (847) 297-4810. For further information on any OSHA
program, contact your nearest OSHA area or regional office
listed at the end of this publication.
Information available electronically OSHA has a variety of materials and tools available on its
website at http://www.osha.gov. These include e-Tools such as Expert
Advisors, Electronic Compliance Assistance Tools (e-cats),
Technical Links; regulations, directives, publications; videos,
and other information for employers and employees. OSHA’s
software programs and compliance assistance tools walk you
through challenging safety and health issues and common problems
to find the best solutions for your workplace.
OSHA’s CD-ROM includes standards, interpretations,
directives, and more and can be purchased on CD-ROM from the
U.S. Government Printing Office. To order, write to the Superintendent
of Documents, P.O. Box 371954, Pittsburgh, PA 15250-7954 or
phone (202) 512-1800, or order online at http://bookstore.gpo.gov.
OSHA publications OSHA has an extensive publications program. For a listing
of free or sales items, visit OSHA’s website at www.osha.gov or contact the OSHA Publications Office, U.S. Department of
Labor, 200 Constitution Avenue, NW, N-3101, Washington, DC
20210. Telephone (202) 693-1888 or fax to (202) 693-2498.
Contacting OSHA To report an emergency, file a complaint, or seek OSHA advice,
assistance, or products, call (800) 321-OSHA or contact your
nearest OSHA regional or area office listed at the end of this
publication. The teletypewriter (TTY) number is (877) 889-5627.
You can also file a complaint online and obtain more information
on OSHA federal and state programs by visiting OSHA’s
website at www.osha.gov.
For more information on grants, training, and education,
contact the OSHA Training Institute, Office of Training and
Education, 1555 Times Drive, Des Planes, IL 60018, (847) 297-4810, or see “Outreach” on OSHA’s
website at www.osha.gov.
(IA,* KS, MO, NE) City Center Square 1100 Main Street, Suite 800 Kansas City, MO 64105 (816) 426-5861
Region VIII
(CO, MT, ND, SD, UT,* WY*) 1999 Broadway, Suite 1690 PO Box 46550 Denver, CO 80202-5716 (303) 844-1600
Region IX
(American Samoa, AZ,* CA,* HI, NV,* Northern Mariana Islands) 71 Stevenson Street, Room 420 San Francisco, CA 94105 (415) 975-4310
Region X
(AK,* ID, OR,* WA*) 1111 Third Avenue, Suite 715 Seattle, WA 98101-3212 (206) 553-5930
* These states and territories operate their own OSHA-approved job safety and health programs (Connecticut, New Jersey, New York and the Virgin Islands plans cover public employees only.) States with approved programs must have standards that are identical to, or at least as effective as, the Federal standards.
Note: Please visit www.osha.gov or call 1-800-321-OSHA for information on OSHA area offices, OSHA-approved state plans and OSHA Consultation Projects.
This is one in a series of informational fact sheets highlighting OSHA programs, policies or
standards. It does not impose any new compliance requirements. For a comprehensive list of
compliance requirements of OSHA standards or regulations, refer to Title 29 of the Code of Federal
Regulations. This information will be made available to sensory impaired individuals upon request.
The voice phone is (202) 693-1999; teletypewriter (TTY) number: (877) 889-5627.
For more complete information:
Occupational
Safety and Health
Administration
U.S. Department of Labor www.osha.gov (800) 321-OSHA
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