SECTION 1:
Introduction
Approximately 30 million American workers are exposed to hazardous levels of noise in the workplace. Exposure to hazardous levels of noise can cause noise-induced hearing loss (NIHL) by damaging the ear. Initially, the noise exposure may cause a temporary hearing loss. Repeated exposures may lead to permanent damage to the ear and permanent and irreversible hearing loss. Exposure to high levels of noise can also cause other harmful health effects as well, such as stress, chronic ringing in the ears, and high blood pressure. In addition, unprotected workers in high noise environments have more lost time accidents, are less productive, have higher absenteeism rates, and have more discipline problems.
If your workplace has high noise levels, your business is required by the California Occupational Safety and Health Administration (Cal/OSHA) to have a “Hearing Conservation Program (HCP).” You may also be required to lower the noise level.
This product is designed to help you:
- Find out whether your business needs a HCP and noise controls.
- Startup your HCP, if needed
SECTION 2:
Do I Need Noise Monitoring
Signs that you may need noise monitoring:
- People in your workplace need to raise their voices to be heard by someone standing at arm’s length.
- Workers are experiencing ringing or buzzing (tinnitus) in the ears or temporary hearing loss after leaving the work area.
- Workers have evidence of permanent hearing loss.
- Workers are complaining about the noise level.
Regulatory Requirements
Cal/OSHA Action Level (AL): The average employee noise exposure for an 8 hour day, which when reached or exceeded requires the implementation of activities (the HCP) to reduce the risk of noise-induced hearing loss. The Cal/OSHA Action Level (AL) for noise is 85 dBA.
Cal/OSHA Permissible Exposure Limit: Permissible Exposure Limit: The average employee noise exposure for an 8 hour day, 40 hour work week at which nearly all employees may be exposed without adverse health effects. The Cal/OSHA Permissible Exposure Limit (PEL) is 90 dBA.
NOTE: (1) Type 2 sound level meters are typically used for occupational noise evaluations. Cal/OSHA recognizes an error factor of plus or minus 2 dBA with this equipment, something that should be kept in mind when determining if the AL or PEL is being exceeded. (2) The AL and PEL are intended to protect most, not all exposed employees.(3) Adjustments are made where employees work shifts greater than 8 hours.
DEFINITION
Noise Dosimetry: A type of sound level monitoring where specialized equipment (noise dosimeters) are placed on a representative number of employees for the entire shift. These instruments measure the sound level and will give an average sound level for the time sampled (TWA) and are designed to calculate whether the sound level will meet or exceed the AL or the PEL of 90 dBA, 8-hour TWA.
Taking Noise Measurements
Start with a sound level meter (a Type 1 or Type 2 – Type 2 is most common and less expensive) survey of various areas throughout your facility during the busiest, noisiest shifts. Be sure to follow the equipment’s instructions on proper use for occupational noise evaluations, and calibration. Don’t forget to include the equipment that repair and maintenance personnel work on, such as compressors, boilers, and machine shop equipment. (Use Form I – Sound Level Meter Survey Record to help you document the noise levels.) Use the sound level meter to take instantaneous readings to identify individuals that could be exposed to high levels of noise, and areas where high levels of noise exist.
If you get any sound level readings near or exceeding 85 decibels measured on the A-scale (dBA), have a qualified health and safety professional conduct noise dosimetry. The Cal/OSHA “Action Level” is an 8-hour time-weighted average (TWA) of 85 dBA. Peak sound levels from impulsive or impact noise should not exceed 140 dB, so be sure to make a special note of sound levels that approach this number – noise controls may be necessary. Peak/impulse sound levels are measured a little differently, so be sure to follow the equipment’s instructions accordingly.
Once a particular job or area is identified as having a TWA at or above 85 dBA, all employees who perform that job or work in that area must be in a HCP. The employees that are monitored are representative of other employees in their department, job, or location.
Some industries are exempt from having to implement a HCP. Agriculture, Construction, and Oil and Gas Well drilling and servicing operations are exempt from the HCP requirement. All industries are required to control their employee noise exposures so that they do not exceed the PEL.
Be sure to document all surveys well and notify all affected employees of monitoring results. (Form II – Noise Dosimetry Survey Record can be used to help you document noise monitoring.) See the recordkeeping portion for details about keeping records.
This booklet contains forms and information to help you comply with Cal/OSHA requirements. You can avoid the need for a HCP by reducing your workplace noise so that your employees’ noise exposure does not exceed 85 dBA on an 8-hour time weighted average. It is recommended that you contact an acoustical engineer or consultant and implement control measures to reduce your employees’ exposure to less than 85 dBA. Acoustical engineers can be found by typing acoustical engineer followed by the location, or typing directory of acoustical consultants into a computer search engine.
SECTION 3:
Noise Monitoring Decision Chart
SECTION 4:
Hearing Conservation Program Elements
Your business needs a HCP if employee 8-hour TWA noise exposures are equal to or greater than 85 dBA, and your business is not Agriculture, Construction, and Oil and Gas Well drilling and servicing operations which are exempt from the HCP requirement.
There are five main elements of HCPs:
Noise Monitoring – Sound level meter surveys or noise dosimetry surveys to identify jobs and areas that require controls and compliance
Audiometry (Hearing Tests) – A surveillance program of hearing tests to track whether employee hearing loss is being prevented.
Training – At least annually, the employer must train employees on how hearing loss occurs and the proper way to wear and maintain HPDs
Hearing Protection Devices – A variety of HPDs must be supplied and maintained at the employer’s expense
Recordkeeping – The employer must keep records of audiometry, noise monitoring and employee training
In the add forms section of this product are the “Hearing Conservation Program Compliance Checklists.” Filling these out will guide you through each program element. When these checklists are complete they can be integrated into your written Injury and Illness Prevention Program or safety program.
Noise Monitoring – When It May be Needed
When information indicates that any employee’s exposure may equal or exceed an 8-hour TWA of 85 dBA, the employer shall develop and implement a monitoring program.
It is necessary to periodically update noise data because noise levels can change over time. Equipment that is out of balance or that needs a tune-up can become louder. Adding new equipment will add to the noise level. Replacing old equipment with new equipment can also change the noise level – sometimes lowering it. Also, changing job tasks can change employee noise exposure levels.
Cal/OSHA requires that monitoring be repeated whenever a change in production, process, equipment or controls increases noise exposures to levels where additional employees are exposed above the AL or where the hearing protectors used may no longer be adequate. However, it is a good idea to re-monitor when any changes are made to ensure that your program is just right.
Audiometry (Hearing Tests)
Audiometry is crucial to the success of the HCP. It is the only way to determine whether hearing loss is being prevented. Because hearing loss is gradual and not painful, the affected employee will not notice the change until a loss has occurred. Hearing loss due to noise overexposure is permanent. Employees who receive feedback from the audiologist about their hearing status are much more likely to assume responsibility for preserving their hearing.
The audiometric monitoring program:
- Educates and motivates the employee.
- Assesses overall program effectiveness.
- Provides a health screening benefit.
Cal/OSHA requires that employees who are in HCPs receive audiometric tests as follows:
Annual audiograms are compared with the baseline audiogram to determine whether hearing loss has occurred. Cal/OSHA considers a Standard Threshold Shift (STS) to be an indication of hearing loss.
DEFINITION
Standard Threshold Shift (STS): A change in the hearing threshold relative to the baseline audiogram of an average of 10 decibels or more at frequencies of 2000, 3000, and 4000 hertz in either ear.
In other words, if the audiologist must turn the audiometer volume up an average of 10 decibels so that the worker can hear these tones, it denotes a STS. Cal/OSHA allows some hearing loss from aging (presbycusis) to be factored into the calculation of the STS.
When an employee is found to have a STS (confirmed by a retest within 30 days) the employee must be:
- Informed, in writing, within 21 days.
- Provided with and required to wear HPDs, if he or she doesn’t already have them. Refitted and retrained in the use of HPDs and provided with hearing protectors offering greater protection if necessary.
- Employees with a STS must have HPDs that decrease their exposure to 85 dBA or below, instead of 90 DBA or below.
Use Form IV – Audiometry Program Evaluation Checklist, to help you assess potential providers.
Training
A HCP that overlooks the importance of education and motivation is not likely to be successful, because employees will not understand why it is in their best interest to cooperate and management will fail to show the necessary commitment.
A training program must be instituted for all employees who are exposed to noise at or above an 8-hour TWA of 85 dBA. The training program must be repeated annually for each employee included in the HCP. Information provided in the training program shall be updated to be consistent with changes in protective equipment and work processes. Training must include:
- The effects of noise on hearing.
- The purpose of HPDs, the advantages, disadvantages and attenuation of various types, and instructions on selection, fitting, use and care.
- The purpose of audiometric testing and an explanation of test procedures.
You must also make copies of the Occupational Noise Regulation (California Code of Regulations, Title 8, General Industry Safety Orders, Occupational Noise, Control of Noise Exposures, Sections 5095 through 5100) available to affected employees or their representatives and post a copy in the workplace.
Thoroughly document all training. Use Form V – “Employee Training Record” to help you.
Effective Training Strategies:
- Have current, relevant training.
- Train an individual employee before he or she is exposed to noise – don’t just wait for the annual training.
- Limit content to short simple presentations of the most relevant facts.
- Focus on real-life losses employees may experience; use testimonials from well-respected peers.
- Have the audiologist explain audiometry results to individual employees.
- Refer to off-the-job exposures as well as on-the-job exposures.
- Tailor the training to the specific group and industry.
- Train in small groups to encourage interaction.
- Encourage questions from employees.
- Include hands-on practice with hearing protectors.
- Use films and pamphlets as supplemental reinforcement only; use current materials.
- Use opportunities other than the formal training sessions (e.g. the annual audiometric test).