Last September, the Environmental Protection Agency (EPA) issued its final rule on mandatory reporting of greenhouse gases. The rule requires the largest emitters of greenhouse gases to collect data regarding greenhouse gases and report that data to the EPA.

Even if you aren’t an emitter that is required to collect data and report, you still can do your part to prevent greenhouse gas emissions and the resulting global warming. Here are some tips to keep in mind:

1. Replace incandescent light bulbs: Replace your regular light bulbs with compact fluorescent light bulbs (CFLs). Replacing regular light bulbs with CFLs reduces the amount of electricity you use–and also saves you money. CFLs also now come in a variety of colors (e.g., soft white, bright light, daylight) that can better accommodate your lighting needs in the workplace. Not sure about CFLs because of possible disposal issues with the mercury they contain? Watch for the new-generation light emitting diode (LED) bulbs that are starting to come onto the market. These bulbs use even less electricity, with the added benefit of no mercury disposal issues.
2. Use less heat and air conditioning. Just two degrees lower in the winter and two degrees higher in the summer can save you lots of money and prevent thousands of pounds a year of carbon dioxide from being released into the atmosphere. Also, reduce your heating and air conditioning needs by using programmable thermostats, effective insulation, and well-maintained HVAC systems.
3. Reduce, reuse, and recycle: Manufacturing processes emit various types of greenhouse gases into the environment. If you can reduce the amount of manufacturing, packaging, and/or shipping you do, you’ll reduce your emissions.
4. If you drive, drive smart: If you have a fleet of company cars or trucks, make sure that the vehicles are properly maintained, which not only makes them safer but also uses less fuel. Every gallon of fuel that isn’t burned prevents about 20 pounds of carbon dioxide from being emitted. Also, properly inflated tires improve fuel usage by as much as three percent.
5. Plant trees: If you have the room to put trees on your facility, plant some. One tree can absorb as much as one ton of carbon dioxide during its lifetime (and, if located properly, can help cool your facility during the summer). Consider native species first when selecting what trees to plant; they will be better adapted to environmental conditions in your area and require less upkeep.  If you join the Arbor Foundation (membership is only $10) you have the choice to receive 10 free trees or the foundation will plant 10 trees in a national forest for you.  Remember Earth Day is April 22.

OSHA’s Regulatory Priorities

The Secretary’s vision of Good Jobs for Everyone requires a safe and healthy workplace for all workers. OSHA’s regulatory program is designed to help workers and employers identify and control hazards in the workplace and prevent injuries, illnesses and fatalities. OSHA’s current regulatory program demonstrates a renewed commitment to worker protection.

OSHA’s major projects to implement the Secretary’s vision are:

Airborne Infectious Diseases
Airborne infectious diseases such as tuberculosis, severe acute respiratory syndrome (SARS), and influenza can be spread from person-to-person. OSHA is interested in protecting the nation’s 13 million healthcare workers from airborne infectious diseases. Healthcare-acquired infections are on the rise and there are also increasing levels of drug-resistant microorganisms in healthcare settings. Most current infection control efforts are intended primarily for patient protection and not for worker protection. In March 2010, OSHA intends to publish a Request for Information to help examine how to improve worker protection from exposure to airborne diseases.

Occupational Injury and Illness Recording and Reporting Requirements (Musculoskeletal Disorders)
OSHA is proposing to revise its regulation on Recording and Reporting Occupational Injuries and Illnesses (Recordkeeping) to restore a column on the OSHA 300 Injury and Illness Log that employers will check when recording work-related musculoskeletal disorders (MSDs). The MSD data from the column will help about 750,000 employers and 40 million workers track injuries at individual workplaces, and improve the Nation’s occupational injury and illness information data published by the Bureau of Labor Statistics. The MSD column was removed from the OSHA 300 Log in 2003. The Agency will issue a proposed rule in January 2010.

Cranes and Derricks
More than 80 workers lose their lives each year in crane-related fatalities. OSHA’s existing rule, which dates back to 1971, is partly based on industry consensus standards that are over 40 years old. On October 9, 2008, OSHA issued a comprehensive proposed revision of the Cranes and Derricks standard. The proposed rule addresses electrocution hazards, crushing and struck-by hazards, overturning, procedures for ensuring that the weight of the load is within the crane’s rated capacity, and ensures that crane operators have the required knowledge and skills by requiring independent verification of operator ability. This year, OSHA completed the public hearing and comment phase of the process and is now analyzing the public’s input and preparing the final rule. OSHA plans to issue the final rule in July 2010.

Crystalline Silica
Inhalation of respirable silica dust can cause lung disease, silicosis and lung cancer. Exposure to airborne silica dust occurs in operations involving cutting, sawing, drilling and crushing of concrete, brick, block and other stone products, and in operations using sand products (e.g., in glass manufacturing and sand blasting). One study estimated that there may be as many as 7,000 new cases of chronic silicosis each year. This rulemaking will update existing permissible exposure limits and establish additional provisions to protect workers from exposures to respirable crystalline silica dust. OSHA plans to publish a Notice of Proposed Rulemaking in July 2010.

Combustible Dust
Combustible dust can cause catastrophic explosions like the 2008 disaster at the Imperial Sugar refinery that killed 14 workers and seriously injured dozens more. Deadly combustible dust fires and explosions can be caused by a wide array of materials and processes in a large number of industries. Materials that may form combustible dust include wood, coal, plastics, spice, starch, flour, feed, grain, fertilizer, tobacco, paper, soap, rubber, drugs, dyes, certain textiles, and metals. While a number of OSHA standards address aspects of this hazard, the Agency does not have a comprehensive standard that addresses combustible dust. OSHA is engaged in the early stages of rulemaking to develop a combustible dust standard for general industry. OSHA published an Advance Notice of Proposed Rulemaking in October 2009 and is preparing to hold stakeholder meetings in December 2009.

Hazard Communication Standard - Global Harmonization System of Classification and Labeling of Chemicals
OSHA and other U.S. agencies have been involved in a long-term project to negotiate a globally harmonized approach to informing workers about chemical hazards. The result is the Globally Harmonized System of Classification and Labeling of Chemicals (GHS). OSHA is revising its Hazard Communication Standard to make it consistent with the GHS. The new standard will include more specific requirements for hazard classification, as well as standardized label components which will provide consistent information and definitions for hazardous chemicals and a standard approach to conveying information on material safety data sheets. On September 30, OSHA published the proposal and is preparing for hearings in March 2010.

Beryllium
Beryllium is a lightweight metal that has a wide variety of applications, including aerospace, telecommunications and defense applications. Chronic beryllium disease occurs when people inhale beryllium dust or fumes and can take anywhere from a few months to 30 years to develop. The disease is caused by an immune system reaction to beryllium metal, and causes symptoms such as persistent coughing, difficulty breathing upon physical exertion, fatigue, chest and joint pain, weight loss, and fevers. OSHA is developing a rule that would update the Permissible Exposure Limit and establish additional provisions to protect exposed workers. Currently, the Agency is preparing to conduct a peer review of the health effects and risk assessments and plans on initiating the peer review in March 2010.

Diacetyl
Employee exposure to diacetyl causes obstructive airway disease, including the disabling and sometimes fatal lung disease called bronchiolitis obliterans or “popcorn lung.” This rulemaking will establish a Permissible Exposure Limit as well as additional provisions to protect workers from exposure to diacetyl. OSHA held a stakeholder meeting on diacetyl in 2007 and completed the small business review panel report in July 2009. OSHA is currently working on the proposed regulatory text and developing the health, risk and feasibility analysis. The Agency plans to initiate a peer review of the health effects and risk assessments in October 2010.

Walking / Working Surfaces - Subparts D & I
This proposed standard will update OSHA’s rules covering slip, trip and fall hazards and establish requirements for personal fall protection systems. The rule affects almost every non-construction worker in the United States. This is an important rulemaking because it addresses hazards that result in numerous deaths and thousands of injuries every year. The proposal is expected to prevent 20 workplace fatalities per year and over 3,500 injuries serious enough to result in days away from work. The Agency plans to issue a proposal in March 2010.

Every year since 1996 the Occupational Safety and Health Administration (OSHA) has collected work-related injury and illness data from more than 80,000 employers. For the first time, the agency has made the data from 1996 to 2007 available in a searchable online database, allowing the public to look at establishment or industry-specific injury and illness data. The workplace injury and illness data is available at http://www.osha.gov/pls/odi/establishment_search.htmlas well as Data.gov.

You can’t see, smell, or taste radon, but it could be present at a dangerous level in your home.  Radon is the leading cause of lung cancer deaths among nonsmokers in America and claims the lives of about 20,000 Americans each year.  In fact, the EPA and the U.S. Surgeon General urge all Americans to protect their health by testing their homes, schools, and other buildings for radon. Exposure to radon is a preventable health risk, and testing radon levels in your home can help prevent unnecessary exposure.  If a high radon level is detected in your home, you can take steps to fix the problem to protect yourself and your family.

MYTH: Scientists are not sure that radon really is a problem.

FACT: Although some scientists dispute the precise number of deaths due to radon, all the major health organizations (like the Centers for Disease Control and Prevention, the American Lung Association and the American Medical Association) agree with estimates that radon causes thousands of preventable lung cancer deaths every year. This is especially true among smokers, since the risk to smokers is much greater than to non-smokers.

MYTH: Radon testing is difficult, time-consuming and expensive.

FACT: Radon testing is easy. You can test your home yourself or hire a qualified radon test company. Either approach takes only a small amount of time and effort.

MYTH: Homes with radon problems can’t be fixed.

FACT: There are simple solutions to radon problems in homes. Hundreds of thousands of homeowners have already fixed radon problems in their homes. Most homes can be fixed for about the same cost as other common home repairs; check with one or more qualified mitigators. Call your state radon office for help in identifying qualified mitigation contractors.

MYTH: Radon affects only certain kinds of homes.

FACT: House construction can affect radon levels. However, radon can be a problem in homes of all types: old homes, new homes, drafty homes, insulated homes, homes with basements, and homes without basements. Local geology, construction materials, and how the home was built are among the factors that can affect radon levels in homes.

NATIONAL RADON MONTH

MYTH: Radon is only a problem in certain parts of the country.

FACT: High radon levels have been found in every state. Radon problems do vary from area to area, but the only way to know your radon level is to test.

MYTH: A neighbor’s test result is a good indication of whether your home has a problem.

FACT: It’s not. Radon levels can vary greatly from home to home. The only way to know if your home has a radon problem is to test it.

MYTH: Everyone should test their water for radon.

FACT: Although radon gets into some homes through water, it is important to first test the air in the home for radon. If your water comes from a public water supply that uses ground water, call your water supplier. If high radon levels are found and the home has a private well, call the Safe Drinking Water Hotline at 1 800-426-4791 for information on testing your water.

MYTH: It’s difficult to sell homes where radon problems have been discovered.

FACT: Where radon problems have been fixed, home sales have not been blocked or frustrated. The added protection is some times a good selling point.

MYTH: I’ve lived in my home for so long, it doesn’t make sense to take action now.

FACT: You will reduce your risk of lung cancer when you reduce radon levels, even if you’ve lived with a radon problem for a long time.

MYTH: Short-term tests can’t be used for making a decision about whether to fix your home.

FACT: A short-term test, followed by a second short-term test* can be used to decide whether to fix your home. However, the closer the average of your two short-term tests is to 4 pCi/L, the less certain you can be about whether your year-round average is above or below that level. Keep in mind that radon levels below 4 pCi/L still pose some risk. Radon levels can be reduced in most homes to 2 pCi/L or below.

* If the radon test is part of a real estate transaction, the result of two short-term tests can be used in deciding whether to mitigate. For more information, see EPA’s “Home Buyer’s and Seller’s Guide to Radon“.

A new “Warehouse Safety Hazards and Solutions Guide” is now available free from Graphic Products, Inc. It lists common warehouse safety hazards, presents safety solutions and provides “Think Safety” checklists for avoiding certain hazards.

OSHA recently solidified leadership for the agency and has provided a clearer picture of the regulatory horizon.

18 states and Washington DC have now passed laws prohibiting drivers of a moving vehicle to text while driving. Yet over 10% of all drivers still continue to text. Many of these drivers are under the age of 29. The University of Utah recently published a study (December 16, 2009) Text Messaging During Simulated Driving, which found that drivers who texting have a much greater chance for an vehicle incident (6 times) than those who use a hand-held cell phone.

Recently I have been speaking at regional and local safety conferences on the topic of driver distraction, You Can Drive Me To Distraction. During these presentations I ask the audience how many people either text or use a cell phone (hand-held or hands free) while they drive. When I ask them to be honest, more than 60% of the people raise their hands.

The National Highway Traffic Safety Administration defines distraction as:

Distraction is anything that diverts the driver’s attention from the primary tasks of navigating the vehicle and responding to critical events.  To put it another way, a distraction is anything that takes your eyes off the road (visual distraction), your mind off the road (cognitive distraction), or your hands off the wheel (manual distraction).  So when you think about tasks that can be a driving distraction, you can see that they often fit into more than one category: eating is visual and manual, whereas using a navigation system is all three.

Both the National Safety Council and the NHTSA have become very active in awareness programs and getting laws passed which prohibit the used of any electronic device while driving a motor vehicle.  To make the point much clearer click on this link and watch this video (hint; it is a little hard to watch, be prepared).

So, what’s that message here?  Any time you lose focus on driving for only 2 seconds, your reaction time to avoid an incident is the same as if your blood alcohol level is .08 or the DUI limit.  We must stay alert and focused to stay alive and keep others from getting killed or injured.

MOTOR VEHICLE COLLISIONS ARE THE #1 CAUSE OF EMPLOYEE DEATH AND INJURY.

More people have died in 1 year from texting related incidents in the US, than all the service people who have died in the middle east conflict since 2003.

Hepatitis B Vaccination and Post-Exposure Follow-Up Procedures

Q. Who must be offered the hepatitis B vaccination?

A. The hepatitis B vaccination series must be made available to all employees who have occupational exposure. The employer does not have to make the hepatitis B vaccination available to employees who have previously received the vaccination series, who are already immune as their antibody tests reveal, or who are prohibited from receiving the vaccine for medical reasons.

Q. When should the hepatitis B vaccination be offered to employees?

A. The hepatitis B vaccination must be made available within 10 working days of initial assignment, after appropriate training has been completed. This includes arranging for the administration of the first dose of the series. In addition, see page 17 for vaccination of designated first aiders.

Q. Can pre-screening be required for hepatitis B titer? Post-screening?

A. No. The employer cannot require an employee to take a pre-screening or post-vaccination serological test. An employer may, however, decide to make pre-screening available at no cost to the employee. Routine post-vaccination serological testing is not currently recommended by the CDC unless an employee has had an exposure incident, and then it is also to be offered at no cost to the employee.

Q. If an employee declines the hepatitis B vaccination, can the employer make up a declination form?

A. If an employee declines the hepatitis B vaccination, the employer must ensure that the employee signs a hepatitis B vaccination declination. The declination’s wording must be identical to that found in Appendix A of the standard. A photocopy of the Appendix may be used as a declination form, or the words can be typed or written onto a separate document.

Q. Can employees refuse the vaccination?

A. Employees have the right to refuse the hepatitis B vaccine and/or any post-exposure evaluation and follow-up. Is important to note, however, that the employee needs to be properly informed of the benefits of the vaccination and post-exposure evaluation through training. The employee also has the right to decide to take the vaccination at a later date if he or she so chooses. The employer must make the vaccination available at that time.

Q. Can the hepatitis B vaccination be made a condition of employment?

A. OSHA does not have jurisdiction over the issue.

Q. Is a routine booster does of hepatitis B vaccine required?

A. Because the U.S. Public Health Service (USPHS) does not recommend routine booster doses of hepatitis B vaccine, they are not required at this time. However, if a routine booster dose of hepatitis B vaccine is recommended by the USPHS at a future date, such booster doses must be made available at no cost to those eligible employees with occupational exposure.

Q. Whose responsibility is it to pay for the hepatitis B vaccine?

A. The responsibility lies with the employer to make the hepatitis B vaccine and vaccination, including post-exposure evaluation and follow-up, available at no cost to the employees.

Q. What information must the employer provide to the healthcare professional following an exposure incident?

A. The healthcare professional must be provided with a copy of the standard, as well as the following information:

•A description of the employee’s duties as they relate to the exposure incident;

•Documentation of the route(s) and circumstances of the exposure;

•The results of the source individual’s blood testing, if available; and

•All medical records relevant to the appropriate treatment of the employee, including vaccination status, which are the employer’s responsibility to maintain.

Q. What serological testing must be done on the source individual?

A. The employer must identify and document the source individual if know, unless the employer can establish that identification is not feasible or is prohibited by state or local law. The source individual’s blood must be tested as soon as feasible, after consent is obtained, in order to determine HIV and HBV infectivity. The information on the source individual’s HIV and HBV testing must be provided to the evaluating healthcare professional. Also, the results of the testing must be provided to the exposed employee. The exposed employee must be informed of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual.

Q. What if consent cannot be obtained from the source individual?

A. If consent cannot be obtained and is required by state law, the employer must document in writing that consent cannot be obtained. When the source individual’s consent is not required by law, the source individual’s blood if available shall be tested and the results documented.

Q. When is the exposed employee’s blood tested?

A. After consent is obtained, the exposed employee’s blood is collected and tested as soon as feasible for HIV and HBV serological status. If the employee consents to the follow-up evaluation after an exposure incident, but does not give consent for HIV serological testing, the blood sample must be preserved for 90 days. If, within 90 days of the exposure incident, the employee elects to have the baseline sample tested for HIV, testing must be done as soon as feasible.

Q. What information does the healthcare professional provide to the employer following an exposure incident?

A. The employer must obtain and provide to the employee a copy of the evaluating healthcare professional’s written opinion within 15 days of completion of the evaluation. The healthcare professional’s written opinion for hepatitis B is limited to whether hepatitis B vaccination is indicated and if the employee received the vaccination. The written opinion for post-exposure evaluation must include information that the employee has been informed of the results of the evaluation and told about any medical conditions resulting from exposure that may further require evaluation and treatment. All other findings or diagnoses must be kept confidential and not included in the written report.

Q. What type of counseling is required following an exposure incident?

A. The standard requires that post-exposure counseling be given to employees following an exposure incident. Counseling should include USPHS recommendations for prevention of HIV. These recommendations include refraining from blood, semen, or organ donation; abstaining from sexual intercourse or using measures to prevent HIV transmission during sexual intercourse; and refraining from breast feeding infants during the follow-up period. In addition, counseling must be made available regardless of the employee’s decision to accept serological testing.

Q. What information about exposure incidents is recorded on the OSHA 300 Log?

Revision 10/02 A. All work-related needlestick injuries and cuts from sharp objects that are contaminated with another person’s blood or other potentially infectious materials must be recorded. Enter the case on the 300 Log as an injury. To protect the employee’s privacy, do not enter the employee’s name. Enter the case on the sharps injury log or enter comparable data on the OSHA 300 Log.

NIOSH Update: Aging Workers at Higher Risk of Death, Severe Injury, Conference Report Suggests Ways to Keep Workers Healthy and Productive

Policy Shifts on Work Environment, Health Promotion, Continued Research Needed to Maintain Healthy U.S. Workforce

A report of conference presentations and discussions among participants from the National Academies of Science, universities and research institutions, and representatives of professional associations, industry and labor, recommends attention to workplace environments to maintain “work ability” as workers age, along with legislative fixes and research to fill in knowledge gaps for keeping workers healthy and productive.

According to researchers using U.S. Bureau of Labor Statistics (BLS) data, older workers are more severely injured and die with greater frequency from work-related injuries than younger workers. Older workers also have longer recovery periods than younger workers. These findings raise health care delivery and economic issues for the nation, as more workers are choosing to delay retirement due to collapsed 401(k) plans and savings. BLS uses workers age 55 and older in its calculations, although the rates rise sharply for those workers over age 65. Other agencies and organizations define the term as age 50 or 55 and up. The Department of Labor uses age 40 as a starting point for “older worker.”

“The issue of healthy aging is critically important as the U.S. economy is revitalized. As we go forward in time, the demand for workers will grow but fewer workers will be entering the workforce and a larger proportion of the workforce will be older. This is a simple reality of demographics,” said National Institute for Occupational Safety and Health (NIOSH) Director John Howard, M.D. “Having a healthy, productive workforce will help sustain economic growth in the decades ahead. We must take steps now to help all workers stay safe and healthy at work as they age. We must also take steps to address the special needs of older workers who, more and more, will be staying on the job past traditional retirement age.”

The conference, held Feb. 17-18, 2009, at the National Labor College in Silver Spring, Md., paid particular attention to workers in physically demanding jobs, such as construction and health care. Health care cost-containment has meant longer work hours and increased stress among health care workers, which has led to a shortage of nurses. Thirty-nine percent of RNs were 45 years or older in 2002.

Construction workers already suffer the highest number of fatalities in any U.S. industry.  But the death rate among construction workers 55 years and older was nearly 80% higher than that of construction workers under 35 in 2007. And like the rest of the workforce, the average age of a construction worker is rising; it was 40.4 in 2008, which is 4.4 years older than in 1985. The average retirement age among construction workers is 61.

“Our nation loses an average of four construction workers every workday to a job-related incident – and that’s been consistent for more than a decade,” said Pete Stafford, executive director of CPWR – The Center for Construction Research and Training, one of the conference’s co-sponsors. “As we start to rebuild our nation’s crumbling infrastructure and venture into green jobs, we want to make sure jobsites do not become a source of pain and death for older workers who have so much to contribute, especially in mentoring younger workers.”

Howard believes the conference confirms and expands on a 2004 report from the National Academies of Science that recognized the deteriorating conditions facing an aging workforce, to the detriment of workers, their families, and businesses. “Health and Safety Needs of Older Workers” made clear recommendations to increase research efforts toward preventing work-related injury, illness and fatality among aging workers.   These recommendations have yet to be adopted.

“The discussions and recommendations from the conference point to steps that can be taken to address needs identified in the 2004 report  that were never acted upon,” said Jordan Barab, acting Assistant Secretary of Labor for  the Occupational Safety and Health Administration (OSHA). “As those discussions make clear, a sustainable workforce will be a critical component of a secure and prosperous 21st century economy. The work we do now is an investment in a stronger workforce for tomorrow.”

The Healthy Aging for Workers conference was funded through grants from NIOSH and CPWR. The Association of Occupational and Environmental Clinics and the Society for Occupational and Environmental Health were conference sponsors. Additional co-sponsors were AARP, OSHA, the American Public Health Association, the Veterans Administration, and the University of Maryland Work and Health Research Center.

The full conference report and presentations from national and international researchers on occupational health and safety issues can be found on the Society for Occupational and Environmental Health’s Web site.