Osha Work Related Hearing Loss

The work place is one of the locations for the cause of hearing loss and cause of tinnitus. Even though individuals take some precautions they often do not take enough. Employers at places that have the circumstances of a threat to the hearing health of the workers must take special precautions to see to it that workers are protected to a certain standard. Guest article writer takes it from there:

One of the occupational hazards of life in the modern industrial age is exposure to noise, both inside and outside the workplace. Acoustic noise can be defined as unwanted sound and loud sounds of 80 decibels (dB) are considered potentially hazardous. According to the National Institute of Deafness and Other Communication Disorders (NIDCD), more than 30 million Americans are regularly exposed to dangerous levels of sound. According to the EPA the number of people exposed to damage induced by noise is about 9 million.

The noise is considered a necessary evil and insidious effects of exposure above acceptable levels are generally not effective, especially since there are no visible effects. The main effect of excess noise is hearing loss, whether temporary or permanent, depending on the level and duration of exposure. What is even less known side effects ranging from sleep disorders: stress and fatigue, irritability, annoyance and lack of concentration. Noise-induced lack of attention and consequent loss of effectiveness are of primary concern in the workplace. It is not only affected productivity, but the chances of accidents, which affect workers and job security are also increasing.

Federal Occupational Safety and Health Administration (OSHA) has developed standards for acceptable threshold limits of noise in the workplace and the mitigation of excessive noise. 29 CFR 1910.95 standards occupational noise exposure, sets permissible exposure limits for different durations of exposure. Recommend the level of exposure, according to the rule, is 85 dB A in an 8-hour time weighted average (TWA) basis. If this limit is exceeded, feasible engineering or administrative controls must be used. If these controls to reduce sound levels within the limits of exposure, personal protective equipment (PPE) is to be provided. Moreover, regardless of the reduction of exposure to noise of 85 dB A or down to the use of PPE, the employer is implementing a program for protection of hearing loss.

The rule refers to 1910.95 mandate hearing protection program as the "Hearing Conservation Program." This program has five parts operational mandate: (1) Noise Monitoring (2) Evidence of audiometry (3) training for employees (4) hearing protectors and (5) Maintenance of records.

Noise monitoring
Sound levels in the workplace should be measured to determine which employees to include in the agenda, the need for hearing protection equipment and its suitability.

Audiometry test
All employees in the program should be a baseline to determine existing audiometric hearing loss, if any. Annual tests will be conducted later to evaluate the effectiveness of the program and the appropriate corrective action as necessary. The rule requires that audiometric tests are carried out by suitably qualified personnel, under the supervision of an audiologist or ENT doctor.

Employee training
All employees in the program should receive annual training on the effects of noise on hearing, hearing protection devices and purpose of audiometric testing.

Hearing protectors
Hearing protection devices must be accessible to all employees in the program.

Record Keeping
Records of worker exposure (measurement noise), acoustic or exhaustive calibration audiometer and audiometric records should be updated. These records will be kept for specific periods of time.

Experience has shown that effective programs for the protection of hearing loss are universally beneficial and that both the employer and employees can benefit from the programs. Employees are protected against hearing loss, fatigue and general weakness. The employer benefits from improved productivity and employee morale and enjoy medical workers and reducing compensation costs.