This is from a state OSHA plan that has released its State Emphasis Program (SEP) for Heat-Related Hazards. In this SEP there are some great questions we can ask of our own Heat-Related Injury and Illness Prevention Plans to see if our plan is meeting basic OSHA compliance.
Here are a couple of KEY points to consider:
- Is your facility able to measure Dry Bulb Temperature, and are you testing for this in “cool down areas”?
- Is your facility able to measure Wet Bulb Temperature, and are you testing for this in suspected high temp exposure areas/jobs/tasks?
- Are breaks based on the data from these measurements?
- Is your facility using Administrative Controls (earlier start times, personnel rotation, etc.) to reduce exposure to heat-related hazards?
The Dry Bulb temperature, usually referred to as air temperature, is the air property that is most commonly used. When people refer to the temperature of the air, they are normally referring to its dry bulb temperature. The Dry Bulb Temperature refers basically to the ambient air temperature. It is called “Dry Bulb” because a thermometer indicates the air temperature and is not affected by the air’s moisture.
The Wet Bulb temperature is the temperature of adiabatic saturation. This is the temperature indicated by a moistened thermometer bulb exposed to the airflow. Wet Bulb temperature can be measured using a thermometer with the bulb wrapped in wet muslin. The adiabatic water evaporation from the thermometer and the cooling effect is indicated by a “wet bulb temperature” lower than the “dry bulb temperature” in the air.
Determine if the employer has a heat illness and injury program addressing heat exposure, and consider the following:
- Was there a written program?
- How did the employer monitor ambient temperature(s) and levels of work exertion at the worksite?
- Was there unlimited cool water that was easily accessible to the employees?
- Did the employer provide additional breaks for hydration?
- Were there scheduled rest breaks?
- Was there access to a shaded area?
- Did the employer provide time for acclimatization of new and returning workers?
- Was a “buddy” system in place on hot days?
- Were administrative controls used (earlier start times, and employee/job rotation) to limit heat exposures?
- Did the employer provide training on heat illness signs, how to report signs and symptoms, first aid, how to contact emergency personnel, prevention, and the importance of
hydration?
Document conditions relevant to heat-related hazards, including:
- The heat index and additional weather data from that day, e.g., heat alerts from the NWS, data from the OSHA-NIOSH Heat Safety Tool App, saving a screenshot
on a mobile phone or tablet. Additional information may be needed for indoor heat investigations. - Observe and document current conditions and those at the time the incident occurred (for unprogrammed inspections), including:
- Observed wind speed.
- Relative humidity.
- Dry bulb temperature at the workplace and in the shaded rest area.
- Wet-bulb globe temperature at the workplace, (ensure the equipment has been properly calibrated prior to use).
- Cloud cover (no clouds, 25%, 50%, 75%, 100%).
- The existence of any heat advisories, warnings, or alerts the previous days.
Identify activities relevant to heat-related hazards. These can include, but are not limited to:
- Potential sources of heat-related illnesses (e.g., working in direct sunlight, a hot vehicle, or areas with hot air, near a gas engine, furnace, boiler, or steam
lines). - The use of heavy or bulky clothing or equipment, including personal protective equipment..
- Estimate workload exertions by observing the types of job tasks performed by employees and whether those activities can be categorized as moderate, heavy, or very heavy work, considering both average workload and peak workload..
- Duration of exposure during which a worker is continuously or repeatedly performing moderate to strenuous activities.
CLICK HERE for the AZ State SEP