职业健康与安全防护-听力保护

职工听力保护管理制度范本第一章总则第一条为保护职工的听力健康，提高工作环境的安全性和舒适性，根据《劳动法》等相关法律法规，制定本制度。

第二条本制度适用于本公司所有在职职工和顶岗实习生，对于其他人员，同样遵守相关法律法规。

第三条本制度的目标是建立和维护一个合理的工作环境，预防和减少职工因工作环境导致的听力损害。

第四条本公司将加强对职工的健康教育和科普宣传，提高职工的安全意识和自我保护意识。

第二章职工听力保护的责任第五条公司负责制定并完善职工听力保护管理制度，明确相关职责和措施。

第六条公司应当组织职工进行听力保护相关的培训和教育，提高职工对听力保护的认识和重视程度。

第七条职工应当自觉遵守公司的听力保护规定，正确佩戴和使用听力保护设备。

第八条上级部门负责对所辖部门的职工进行听力保护相关的指导和督促，确保听力保护工作的落实。

第九条人力资源部门负责监督和检查职工的听力保护工作，及时发现问题并采取必要的措施。

第十条职工具体工作岗位的责任主体应当做好职工听力保护工作，提供必要的听力保护设备和设施。

第三章职工听力检测与评估第十一条公司应当定期组织职工的听力检测与评估工作，以了解职工的听力状况和听力损伤风险。

第十二条职工应当积极参与公司组织的听力检测与评估活动，配合相关工作的进行。

第十三条公司将对听力检测与评估的结果进行分析和记录，为改善工作环境和采取相应的预防措施提供依据。

第十四条职工如果发现自己的听力存在问题，应当及时向上级部门和人力资源部门报告，并积极配合相关调查和处理工作。

第四章职工听力防护设备和设施第十五条公司应当配备和提供必要的职工听力防护设备和设施，包括但不限于耳塞、耳罩等。

第十六条职工应当正确佩戴和使用听力防护设备，按照使用说明进行操作。

第十七条公司应当定期检查和维护职工听力防护设备和设施，确保其正常使用。

第五章职工听力保护的奖励和惩处第十八条对于积极参与职工听力保护工作并取得显著成绩的个人和集体，公司给予相应的奖励和表彰。

听力保护计划一、工程控制1、优先选用低噪声设备、零部件和新工艺流程，替代旧的强噪声设备、零部件和生产工艺。

2、高噪声集中布置时，采取相应的隔声、吸声、消声、减振等控制措施。

二、组织管理当工程措施不足以控制噪声暴露时，采取减少劳动者噪声暴露的时间或改变操作方式进行组织管理。

当噪声暴露不可避免时，减少噪声暴露人数，并为劳动者提供安静、干净、舒适的休息区，使劳动者定期远离工作场所的噪声。

三、听力保护培训工厂每年对暴露于噪声的作业场所的职工会进行听力保护培训。

培训内容包括：a)国家针对噪声职业病危害制定的法律、法规及相关政策；b)工作区域的噪声危险源、噪声暴露评估情况；c)噪声职业病危害；d)单位为消除、减少噪声所采取的控制措施及管理办法；e)使用护听器的目的，如何选用、佩戴、保管和更换等。

f)听力测试的目的和程序；g)单位和劳动者在听力保护计划中的责任、义务和权利。

四、噪声监测企业每年对作业场所噪声及职工噪声暴露情况至少进行一次监测。

有效的预防、控制和减少噪音对听力的损害。

在作业场所噪声水平可能发生改变时，应当及时检测变化情况。

五、职业健康监护1、在噪声强度等效声级大于等于80 dB（A）的场所中从事工作的劳动者，按照GBZ188的规定进行上岗前听力测试，得出听力图，筛选出不适宜从事噪声作业的人员。

2、按照GBZ188规定的在岗期间职业健康体检周期进行跟踪听力测试，暴露于噪声强度等效声级大于等于100 dB（A）的，每年做两次跟踪听力测试，得出听力图。

3、当劳动者离开噪声作业岗，应按照GBZ188规定的进行离岗听力测试，得到离岗听力图。

4、对于发生高频标准听阈偏移的劳动者，采取必要的听力保护措施，防止听力进一步下降。

六、危害告知1、用人单位在与员工签订合同前如实地将工作过程中产生的噪声危害及其后果、职业性噪声聋的防护措施和待遇等如实告知劳动者，同时与员工签订了职业病危害告知书。

2、在噪声作业场所设置“噪声有害”、“戴护耳器”警示标识，并按照规定定期维护更换。

职工听力保护管理规定第一章总则第一条本管理规定旨在保护职工的听力健康，规范企业的职工听力保护工作，提高职工的听力保障水平。

第二条适用对象：本规定适用于所有企事业单位、机关和社会组织，以及使用噪音源的个体工商户。

第三条职工听力保护的原则：预防为主、综合治理、防治相结合、依法管理。

第四条职工听力保护的目标是保障职工的听力安全，减少职业性听力损失发生，提高职工的听力健康水平。

第五条监管机构：根据职权范围，各级劳动保障监察部门负责监督和管理本规定。

第六条企事业单位和个体工商户应建立职工听力保护工作机构和小组，明确职责，并配备专门的听力保护人员。

第二章职工听力保护的基本要求第七条企事业单位和个体工商户应进行噪声源的调查和评估，制定相应的噪声防治措施和听力保护措施，并进行定期检查和评估。

第八条企事业单位和个体工商户应通过技术措施、组织措施、个体防护措施等途径，降低噪声对职工听力的影响。

第九条企事业单位和个体工商户应对噪声超标的场所和岗位，采取控制措施，并及时报告有关部门。

第十条企事业单位和个体工商户应对噪声超标的场所和岗位的职工进行定期听力检查，建立健康档案，并向职工提供相应的个别防护用具。

第十一条企事业单位和个体工商户应对特殊情况下受噪声影响较大的职工，制定个别保护措施，并提供相应的个别防护用具。

第十二条企事业单位和个体工商户应进行职工听力宣传教育，加强职工对听力保护的认识和意识。

第十三条企事业单位和个体工商户应在职工新入职时，对其进行听力检查，并告知职工有关保护听力的知识和方法。

第三章职工听力保护的监督与检查第十四条职工听力保护工作的监督与检查由劳动保障监察部门负责，对不符合要求的，应给予相应的处罚和追究责任。

第十五条各级劳动保障监察部门应每年定期检查企事业单位和个体工商户的职工听力保护工作，对检查结果进行公示。

第十六条职工有权向劳动保障监察部门举报企事业单位和个体工商户违反职工听力保护规定的行为。

第十七条职工有权要求企事业单位和个体工商户提供听力保护的相关信息、装备和检测结果，企事业单位和个体工商户应予以积极配合。

Hearing ConservationThis informational booklet providesa generic, non-exhaustive overview of a particular topic related to OSHA standards.It does not alter or determine compliance responsibilities in OSHA standards or the Occupational Safety and Health Act of 1970. Because interpretations and enforcement policy may change over time, you should consult current administrative interpretations and decisions by the Occupational Safety and Health Review Commission and the Courts for additional guidance on OSHA compliance requirements.This publication is in the public domain and may be reproduced, fully or partially, without permission. Source credit is requested butnot required.This information is available to sensory impaired individuals upon request.Voice phone: (202) 693–1999; Teletypewriter (TTY) number: (877) 889–5627.i Hearing ConservationU.S. Department of LaborElaine L. Chao, SecretaryOccupational Safety and Health Administration John L. Henshaw, Assistant SecretaryOSHA 30742002 (Revised)iiContentsHearing ConservationWhat is occupational noise exposure? (1)What monitoring is required? (2)What is audiometric testing? (3)What is a baseline audiogram? (4)What are annual audiograms? (4)What is an employer required to dofollowing an audiogram evaluation? (5)When is an employer required toprovide hearing protectors? (6)What training is required? (7)What exposure and testing recordsmust employers keep? (7)OSHA Assistance, Services, and ProgramsHow can OSHA help me? (9)How does safety and health management systemassistance help employers and employees? (9)What are state programs? (10)What is consultation assistance? (10)What is the Safety and Health AchievementRecognition Program (SHARP)? (10)What are the Voluntary ProtectionPrograms (VPPs)? (11)How can a partnership with OSHAimprove worker safety and health? (12)What is OSHA’s StrategicPartnership Program (OSPP)? (13)What occupational safety andhealth training does OSHA offer? (13)iiiWhat is the OSHA Training Grant Program? (14)What other assistance materialsdoes OSHA have available? (14)What do I do in case of anemergency or to file a complaint? (15)OSHA Regional andArea Office Directory (16)OSHA-ApprovedSafety and Health Plans (20)OSHA Consultation Projects (24)ivHearing ConservationWhat is occupational noise exposure?Noise, or unwanted sound, is one of the most pervasive occupational health problems. It is a by-product of many industrial processes. Sound consists of pressure changes ina medium (usually air), caused by vibration or turbulence. These pressure changes produce waves emanating away from the turbulent or vibrating source. Exposure to high levels of noise causes hearing loss and may cause other harmful health effects as well. The extent of damage depends primarily on the intensity of the noise and the duration of the exposure.Noise-induced hearing loss can be temporary or permanent. Temporary hearing loss results from short-term exposures to noise, with normal hearing returning after period of rest. Generally, prolonged exposure to high noise levels over a period of time gradually causes permanent damage.OSHA’s hearing conservation program is designed to protect workers with significant occupational noise exposures from hearing impairment even if they are subject to such noise exposures over their entire working lifetimes.This publication summarizes the required component of OSHA’s hearing conservation program for general industry. It covers monitoring, audiometric testing, hearing protectors, training, and recordkeeping requirements.1W hat monitoring is required?The hearing conservation program requires employers to monitor noise exposure levels in a way that accurately identifies employees exposed to noise at or above 85 decibels (dB) averaged over 8 working hours,or an 8-hour time-weighted average (TW A). Employers must monitor all employees whose noise exposure is equivalent to or greater than a noise exposure receivedin 8 hours where the noise level is constantly 85 dB.The exposure measurement must include all continuous, intermittent, and impulsive noise within an 80 dB to 130 dB range and must be taken during a typical work situation. This requirement is performance-oriented because it allows employers to choose the monitoring method that best suits each individual situation.Employers must repeat monitoring whenever changesin production, process, or controls increase noise exposure. These changes may mean that more employees need to be included in the program or that their hearing protectors may no longer provide adequate protection.Employees are entitled to observe monitoring procedures and must receive notification of the results of exposure monitoring. The method used to notify employees is left to the employer’s discretion.Employers must carefully check or calibrate instruments used for monitoring employee exposures to ensure that the measurements are accurate. Calibration procedures are unique to specific instruments. Employers should follow the manufacturer’s instructions to determine when and how extensively to calibrate the instrument.2What is audiometric testing?Audiometric testing monitors an employee’s hearing over time. It also provides an opportunity for employers to educate employees about their hearing and the need to protect it.The employer must establish and maintain an audiometric testing program. The important elements of the program include baseline audiograms, annual audiograms, training, and followup procedures. Employers must make audiometric testing available at no cost to all employees who are exposed to an action level of 85 dB or above, measured as an8-hour TW A.The audiometric testing program followup should indicate whether the employer’s hearing conservation program is preventing hearing loss. A licensed or certified audiologist, otolaryngologist, or other physician mustbe responsible for the program. Both professionals and trained technicians may conduct audiometric testing.The professional in charge of the program does not haveto be present when a qualified technician conducts tests.The professional’s responsibilities include overseeing the program and the work of the technicians, reviewing problem audiograms, and determining whether referral is necessary.The employee needs a referral for further testingwhen test results are questionable or when related medical problems are suspected. If additional testing is necessary orif the employer suspects a medical pathology of the ear thatis caused or aggravated by wearing hearing protectors, the employer must refer the employee for a clinical audiological evaluation or otological exam, as appropriate. There are two types of audiograms required in the hearing conservation program: baseline and annual audiograms.3What is a baseline audiogram?The baseline audiogram is the reference audiogram against which future audiograms are compared. Employers must provide baseline audiograms within 6 months of an employee’s first exposure at or above an 8-hour TW A of85 dB. An exception is allowed when the employer uses a mobile test van for audiograms. In these instances, baseline audiograms must be completed within 1 year after an employee’s first exposure to workplace noise at or above a TW A of 85 dB. Employees, however, must be fitted with, issued, and required to wear hearing protectors whenever they are exposed to noise levels above a TWA of 85 dB for any period exceeding 6 months after their first exposureuntil the baseline audiogram is conducted.Baseline audiograms taken before the hearing conservation program took effect in 1983 are acceptable if the professional supervisor determines that the audiogram is valid. Employees should not be exposed to workplace noise for 14 hours before the baseline test or wear hearing protectors during this time period.What are annual audiograms?Employers must provide annual audiograms within1 year of the baseline. It is important to test workers’ hearing annually to identify deterioration in their hearing ability as early as possible. This enables employers to initiate protective followup measures before hearing loss progresses. Employers must compare annual audiograms to baseline audiograms to determine whether the audiogram is valid and whether the employee has lost hearing ability or experienced a standard threshold shift (STS). An STS is an average shift in either ear of 10 dB or more at 2,000, 3,000, and 4,000 hertz.4What is an employer required to do following an audiogram evaluation?The employer must fit or refit any employee showing an STS with adequate hearing protectors, show the employee how to use them, and require the employee to wear them. Employers must notify employees within 21 days after the determination that their audiometric test results show an STS. Some employees with an STS may need further testing if the professional determines that their test results are questionable or if they have an ear problem thought to be caused or aggravated by wearing hearing protectors. If the suspected medical problem is not thought to be related to wearing hearing protection, the employer must advise the employeeto see a physician. If subsequent audiometric tests show that the STS identified on a previous audiogram is not persistent, employees whose exposure to noise is less than a TWA of90 dB may stop wearing hearing protectors.The employer may substitute an annual audiogram forthe original baseline audiogram if the professional supervising the audiometric program determines that the employee’s STS is persistent. The employer must retain the original baseline audiogram, however, for the length of the employee’s employment. This substitution will ensure that the same shift is not repeatedly identified. The professional also may decide to revise the baseline audiogram if the employee’s hearing improves. This will ensure that the baseline reflects actual hearing thresholds to the extent possible. Employers must conduct audiometric tests in a room meeting specific background levels and with calibrated audiometers that meet American National Standard Institute (ANSI) specifications of SC-1969.When is an employer requiredto provide hearing protectors?Employers must provide hearing protectors to all workers exposed to 8-hour TW A noise levels of 85 dB or above. This requirement ensures that employees have access to protectors before they experience any hearing loss.Employees must wear hearing protectors:■For any period exceeding 6 months from the time they are first exposed to 8-hour TWA noise levels of 85 dB or above, until they receive their baseline audiograms if these tests are delayed due to mobile test van scheduling;■If they have incurred standard threshold shifts that demonstrate they are susceptible to noise; and■If they are exposed to noise over the permissible exposure limit of 90 dB over an 8-hour TW A.Employers must provide employees with a selectionof at least one variety of hearing plug and one variety of hearing muff. Employees should decide, with the help of a person trained to fit hearing protectors, which size and type protector is most suitable for the working environment.The protector selected should be comfortable to wear and offer sufficient protection to prevent hearing loss.Hearing protectors must adequately reduce the noise level for each employee’s work environment. Most employers use the Noise Reduction Rating (NRR) that represents the protector’s ability to reduce noise under ideal laboratory conditions. The employer then adjusts the NRR to reflect noise reduction in the actual working environment.The employer must reevaluate the suitability of the employee’s hearing protector whenever a change in workingconditions may make it inadequate. If workplace noise levels increase, employees must give employees more effective protectors. The protector must reduce employee exposuresto at least 90 dB and to 85 dB when an STS already has occurred in the worker’s hearing. Employers must show employees how to use and care for their protectors and supervise them on the job to ensure that they continue to wear them correctly.What training is required?Employee training is very important. Workers who understand the reasons for the hearing conservation programs and the need to protect their hearing will be more motivated to wear their protectors and take audiometric tests. Employers must train employees exposed to TWAs of 85 dB and above at least annually in the effects of noise; the purpose, advantages, and disadvantages of various types of hearing protectors; the selection, fit, and care of protectors; and the purpose and procedures of audiometric testing.The training program may be structured in any format, with different portions conducted by different individuals and at different times, as long as the required topics are covered. What exposure and testing recordsmust employers keep?Employers must keep noise exposure measurement records for 2 years and maintain records of audiometric test results for the duration of the affected employee’s employment. Audiometric test records must include the employee’s name and job classification, date, examiner’s name, date of thelast acoustic or exhaustive calibration, measurements of the background sound pressure levels in audiometric test rooms, and the employee’s most recent noise exposure measurement.Beginning January 1, 2003, employers also will be required to record work-related hearing loss cases when an employee’s hearing test shows a marked decrease in overall hearing. Employers will be able to make adjustments for hearing loss caused by aging, seek the advice of a physician or licensed health-care professional to determine if the loss is work-related, and perform additional hearing tests to verify the persistence of the hearing loss.OSHA Assistance,Services, and ProgramsHow can OSHA help me?OSHA can provide extensive help through a varietyof programs, including assistance about safety and health programs, state plans, workplace consultations, voluntary protection programs, strategic partnerships, alliances, and training and education. An overall commitment to workplace safety and health can add value to your business, to your workplace, and to your life.How does safety and healthmanagement system assistancehelp employers and employees?Working in a safe and healthful environment can stimulate innovation and creativity and result in increased performance and higher productivity. The key to a safe and healthful work environment is a comprehensive safety and health management system.OSHA has electronic compliance assistance tools, or eTools, on its website that “walk” users through the steps required to develop a comprehensive safety and health program. The eT ools are posted at , andare based on guidelines that identify four general elements critical to a successful safety and health management system:■Management leadership and employee involvement,■Worksite analysis,■Hazard prevention and control, and■Safety and health training.What are 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 and funds up to 50 percent of each program’s operating costs. State plans must provide standards and enforcement programs, as well as voluntary compliance activities, that are at least as effective as Federal OSHA’s.Currently, 26 states and territories have their own plans. Twenty-three cover both private and public (state and local government) employees and three states, Connecticut,New Jersey, and New York, cover only the public sector.For more information on state plans, see the list at the end of this publication, or visit OSHA’s website at . What is consultation assistance?Consultation assistance is available on request to employers who want help establishing and maintaining a safe and healthful workplace. Funded largely by OSHA,the service is provided at no cost to small employers and is delivered by state authorities through professional safety and health consultants.What is the Safety and Health Achievement Recognition Program (SHARP)?Under the consultation program, certain exemplary employers may request participation in OSHA’s Safetyand Health Achievement Recognition Program (SHARP). Eligibility for participation includes, but is not limited to, receiving a full-service, comprehensive consultation visit, correcting all identified hazards, and developing an effective safety and health program management program.Employers accepted into SHARP may receive an exemption from programmed inspections (not complaintor accident investigation inspections) for 1 year initially,or 2 years upon renewal. For more information about consultation assistance, see the list of consultation projects at the end of this publication.What are the V oluntary Protection Programs (VPPs)?Voluntary Protection Programs are designed to recognize outstanding achievements by companies that have developed and implemented effective safety and health management programs. There are three levels of VPPs: Star, Merit,and Demonstration. All are designed to achieve the following goals:■Recognize employers that have successfully developed and implemented effective and comprehensive safety and health management programs;■Encourage these employers to continuously improvetheir safety and health management programs;■Motivate other employers to achieve excellent safetyand health results in the same outstanding way; and■Establish a cooperative relationship between employers, employees, and OSHA.VPP participation can bring many benefits to employers and employees, including fewer worker fatalities, injuries, and illnesses; lost-workday case rates generally 50 percent below industry averages; and lower workers’ compensation and other injury- and illness-related costs. In addition, many VPP sites report improved employee motivation to work safely, leading to a better quality of life at work; positivecommunity recognition and interaction; further improvement and revitalization of already-good safety and health programs; and a positive relationship with OSHA.After a site applies for the program, OSHA reviewsan employer’s VPP application and conducts a VPP onsite evaluation to verify that the site’s safety and health management programs are operating effectively. OSHA conducts onsite evaluations on a regular basis, annually for participants at the demonstration level, every 18 monthsfor Merit, and every 3 to 5 years for Star. Once a year, all participants must send a copy of their most recent annual internal evaluation to their OSHA regional office. This evaluation must include the worksite’s record of injuriesand illnesses for the past year.Sites participating in VPP are not scheduled for regular, programmed inspections. OSHA does, however, handleany employee complaints, serious accidents, or significant chemical releases that may occur at VPP sites accordingto routine enforcement procedures.Additional information on VPP is available from OSHA national, regional, and area offices listed at the end of this booklet. Also, see “Cooperative Programs” on OSHA’s website.How can a partnership with OSHA improve worker safety and health?OSHA has learned firsthand that voluntary, cooperative partnerships with employers, employees, and unions can be a useful alternative to traditional enforcement and an effective way to reduce worker deaths, injuries, and illnesses. This is especially true when a partnership leads to the development and implementation of a comprehensive workplace safety and health management program.What is OSHA’s StrategicPartnership Program (OSPP)?OSHA Strategic Partnerships are agreements among labor, management, and government to improve workplace safety and health. These partnerships encourage, assist, and recognize the efforts of the 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 worksites, most strategic partnerships build cooperative relationships with groups of employers and employees.There are two major types of OSPPs. Comprehensive partnerships focus on establishing comprehensive safetyand health management systems at partnering worksites. Limited partnerships help identify and eliminate hazards associated with worker deaths, injuries, and illnesses, or have goals other than establishing comprehensive worksite safety and health programs.For more information about this program, contactyour nearest OSHA office or visit the agency’s website. What occupational safety andhealth training does OSHA offer?The OSHA Training Institute in Arlington Heights, IL, provides basic and advanced training and education in safety and health for federal and state compliance officers, state consultants, other federal agency personnel, and private-sector employers, employees, and their representatives.What is the OSHA T raining Grant Program?OSHA awards grants to nonprofit organizationsto provide safety and health training and education to employers and workers in the workplace. Grants oftenfocus on high-risk activities or hazards or may help nonprofit organizations in training, education, and outreach.OSHA expects each grantee to develop a program that addresses a safety and health topic named by OSHA, recruit workers and employers for the training, and conduct the training. Grantees are also expected to follow up with students to find out how they applied the training in their workplaces.For more information contact OSHA Office of Training and Education, 2020 Arlington Heights Road, Arlington Heights, IL 60005; or call (847) 297–4810.What other assistance materialsdoes OSHA have available?OSHA has a variety of materials and tools on its website at . These include eTools such as Expert Advisors and Electronic Compliance Assistance T ools, information on specific health and safety topics, regulations, directives, publications, videos, and other information for employers and employees.OSHA also has an extensive publications program.For a list of free or sales items, visit OSHA’s website at 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.In addition, OSHA’s CD-ROM includes standards, interpretations, directives, and more. It is available for salefrom the U.S. Government Printing Office. T o order, write to the Superintendent of Documents, U.S. Government Printing Office, Washington, DC 20402, or phone (202) 512–1800. What do I do in case of anemergency or to file a complaint?T o report an emergency, file a complaint, or seek OSHA advice, assistance, or products, call (800) 321–OSHA or contact your nearest OSHA regional, area, state plan,or consultation office listed at the end of this publication. The teletypewriter (TTY) number is (877) 889–5627.Employees can also file a complaint online and get more information on OSHA federal and state programs by visiting OSHA’s website at .OSHA Regional and Area Office Directory OSHA Regional OfficesRegion I(CT,* MA, ME, NH, RI, VT*)JFK Federal Building, Room E340 Boston, MA 02203(617) 565–9860Region II(NJ,* NY,* PR,* VI*)201 Varick Street, Room 670 New York, NY 10014(212) 337–2378Region III(DE, DC, MD,* PA,* VA,* WV)The Curtis Center170 S. Independence Mall WestSuite 740 WestPhiladelphia, PA 19106-3309 (215) 861–4900Region IV(AL, FL, GA, KY,* MS,NC,* SC,* TN*)SNAF61 Forsyth Street SW, Room 6T50Atlanta, GA 30303(404) 562–2300Region V(IL, IN,* MI,* MN,* OH, WI) 230 South Dearborn Street, Room 3244Chicago, IL 60604(312) 353–2220Region VI(AR, LA, NM,* OK, TX)525 Griffin Street, Room 602 Dallas, TX 75202214) 767–4731 or 4736 x224 Region VII(IA,* KS, MO, NE)City Center Square1100 Main Street, Suite 800 Kansas City, MO 64105 (816) 426–5861Region VIII(CO, MT, ND, SD, UT,* WY*) 1999 Broadway, Suite 1690 PO Box 46550Denver, CO 80202-5716 (303) 844–1600Region IX(American Samoa, AZ,*CA,* HI, NV,* Northern Mariana Islands)71 Stevenson Street, Room 420 San Francisco, CA 94105 (415) 975–4310Region 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. The Connecticut, New Jersey, and New York plans cover public employees only. States with approved programs must have a standard that is identical to, or at least as effective as, the federal standard.OSHA Area OfficesAnchorage, AK (907) 271–5152 Birmingham, AL(205) 731–1534 Mobile, AL(251) 441–6131Little Rock, AR (501) 324–6291/5818 Phoenix, AZ(602) 640–2348 Sacramento, CA (916) 566–7471San Diego, CA (415) 975–4310 Denver, CO(303) 844–5285 Greenwood Village, CO (303) 843–4500 Bridgeport, CT (203) 579–5581 Hartford, CT(860) 240–3152 Wilmington, DE (302) 573–6518Fort Lauderdale, FL (954) 424–0242 Jacksonville, FL (904) 232–2895 Tampa, FL(813) 626–1177Savannah, GA(912) 652–4393 Smyrna, GA(770) 984–8700 Tucker, GA(770) 493–6644/6742/8419 Des Moines, IA(515) 284–4794Boise, ID(208) 321–2960Calumet City, IL (708) 891–3800Des Plaines, IL(847) 803–4800 Fairview Heights, IL (618) 632–8612North Aurora, IL (630) 896–8700 Peoria, IL(309) 671–7033 Indianapolis, IN(317) 226–7290 Wichita, KS(316) 269–6644 Frankfort, KY(502) 227–7024Baton Rouge, LA (225) 389–0474/0431) Braintree, MA(617) 565–6924Methuen, MA (617) 565–8110 Springfield, MA (413) 785–0123 Linthicum, MD(410) 865–2055/2056 Bangor, ME (207) 941–8177 Portland, ME (207) 780–3178 Lansing, MI (517) 327–0904 Minneapolis, MN (612) 664–5460 Kansas City, MO (816) 483–9531 St. Louis, MO (314) 425–4249 Jackson, MS (601) 965–4606 Billings, MT (406) 247–7494 Raleigh, NC (919) 856–4770 Bismark, ND (701) 250–4521 Omaha, NE (402) 221–3182 Concord, NH (603) 225–1629 Avenel, NJ (732) 750–3270Hasbrouck Heights, NJ (201) 288–1700 Marlton, NJ(856) 757–5181 Parsippany, NJ (973) 263–1003 Carson City, NV (775) 885–6963 Albany, NY(518) 464–4338 Bayside, NY(718) 279–9060 Bowmansville, NY (716) 684–3891New York, NY (212) 337–2636North Syracuse, NY (315) 451–0808 Tarrytown, NY (914) 524–7510 Westbury, NY (516) 334–3344 Cincinnati, OH (513) 841–4132 Cleveland, OH (216) 522–3818 Columbus, OH (614) 469–5582 Toledo, OH(419) 259–7542 Oklahoma City, OK (405) 278–9560Portland, OR (503) 326–2251 Allentown, PA (610) 776–0592 Erie, PA(814) 833–5758 Harrisburg, PA (717) 782–3902 Philadelphia, PA (215) 597–4955 Pittsburgh, PA (412) 395–4903 Wilkes–Barre, PA (570) 826–6538 Guaynabo, PR (787) 277–1560 Providence, RI (401) 528–4669 Columbia, SC (803) 765–5904 Nashville, TN (615) 781–5423 Austin, TX (512) 916–5783/5788 Corpus Christi, TX (361) 888–3420 Dallas, TX (214) 320–2400/2558El Paso, TX(915) 534–6251Fort Worth, TX(817) 428–2470(817) 485–7647 Houston, TX(281) 591–2438/2787 Houston, TX(281) 286–0583/0584/5922 Lubbock, TX(806) 472–7681/7685Salt Lake City, UT (801) 530–6901 Norfolk, VA(757) 441–3820 Bellevue, WA(206) 553–7520 Appleton, WI(920) 734–4521Eau Claire, WI(715) 832–9019 Madison, WI(608) 264–5388 Milwaukee, WI(414) 297–3315 Charleston, WV(304) 347–5937。

职工听力保护管理规定范文第一章总则第一条为了保护职工的听力健康，促进职工的安全和健康发展，根据《中华人民共和国劳动法》等有关法律法规，制定本规定。

第二条本规定适用于所有用人单位的职工，包括正式职工、临时职工、劳务派遣职工和实习生等。

第三条用人单位应当建立和完善职工听力保护管理制度，制定职工听力保护措施，提供相关培训和指导，确保职工的听力健康。

第四条用人单位应当落实职工听力保护的主体责任，采取必要的措施，减少职工的噪声暴露，防止职工听力损伤。

第五条职工有权要求用人单位提供良好的工作环境和听力保护设施，保障其听力健康。

第二章职工听力保护措施第六条用人单位应当配备符合安全标准的听力保护设施，包括耳塞、耳罩、噪音屏障等，并提供必要的使用说明和培训。

第七条用人单位应当对噪声源进行有效的控制和管理，采取隔声、吸声、减振等措施，保证工作环境符合国家标准和规定。

第八条用人单位应当建立健全职工听力健康档案，记录职工的职业暴露情况和听力检测结果，定期进行职工的听力检查。

第九条用人单位应当设置噪声监测点，定期对工作场所的噪声进行监测和评估，发现问题及时采取措施进行调整和改进。

第十条用人单位应当组织职工进行职业健康教育，提高职工的听力保护意识和自我保护能力，加强对职工的宣传，促使职工自觉遵守相关规定。

第三章职工听力检测和评估第十一条用人单位应当定期进行职工的听力检测和评估，建立健康档案并保存相关资料。

第十二条用人单位应当确保职工在正常工作状态下进行听力检测，不得干扰和阻挠职工的检测活动。

第十三条用人单位应当选择合格的听力检测机构，确保检测结果准确可靠。

第十四条职工听力检测应当包括频率范围、听力损失程度、语音辨认能力等指标的评估，评估结果应当及时告知职工。

第十五条当职工在检测中发现听力损伤或者有其他听力异常情况时，用人单位应当指导职工及时就医，并提供必要的工伤鉴定和赔偿。

第四章监督与处罚第十六条职工听力保护管理应当接受用人单位的监督和检查，用人单位应当组织内部对职工听力保护工作进行定期检查。

职工听力保护管理制度第一章总则第一条推行本制度的目的是为了加强对职工听力保护的管理，确保职工听力的安全和健康，提高职工的工作环境。

第二条本制度适用于所有企事业单位的职工，包括全职和临时工。

各部门、单位和工会组织应当按照本制度的要求制定具体的操作细则。

第三条职工听力保护的管理应当遵循科学、预防、综合和便捷的原则。

第四条职工听力保护的管理应当与国家相关法律法规相配合，确保职工合法权益的同时保护企业的合法权益。

第五条职工听力保护的管理应当由企业负责指导和管理，各级领导应当对职工听力保护工作给予重视和支持，并制定相应的预算。

第六条职工听力保护的管理应当与职工培训相结合，提高职工的安全意识和保护自己的能力。

第二章职工听力保护措施第七条职工在工作中接触到噪音较大的场所，企事业单位应当采取相应的措施进行听力保护。

并制定相应的工作操作规范。

第八条各类机械设备应当安装噪音减轻设备，同时应当定期维护和保养，确保正常工作状态。

第九条职工应当佩戴适宜的防噪耳塞，确保耳朵不会受到噪音的损伤。

第十条职工应当定期进行听力检测，发现听力问题应及时予以治疗。

企业应当提供相应的医疗保障。

第十一条职工应当注意避免长时间暴露在噪音环境中，适当安排工作和休息时间，保护听力健康。

第十二条企业应当建立健全职工听力保护的管理制度，明确相关部门和人员的职责。

第三章监督和惩罚第十三条监督方对职工听力保护工作进行定期检查，发现问题应当及时进行整改。

第十四条对于违反本制度的行为和态度不端正的人员，应当依照企业相关规定进行相应的处罚。

第十五条职工对于企业职工听力保护工作提出的建议和意见应当得到重视和采纳。

第十六条监督方应当建立奖励制度，对于在职工听力保护工作中表现突出的单位和个人进行表彰和奖励。

第四章附则第十七条本制度自颁布之日起生效，具体执行方案由企业各级部门根据实际情况制定。

第十八条职工听力保护工作应当与其他安全工作相结合，形成良好的工作氛围。

第十九条本制度的解释权归企业所有，任何问题应当以企业最终解释为准。

职业卫生安全防护知识职业卫生安全防护是指在工作岗位上对从业人员进行预防和控制职业病和事故的工作措施，旨在保障从业人员的身体健康和生命安全。

职业卫生安全防护知识是指从业人员掌握的有关职业卫生和安全防护的知识体系，包括职业病的预防、事故的预防、个人防护用品的使用等。

以下将对职业卫生安全防护知识进行详细介绍。

首先是对职业病的预防。

职业病是因工作环境引起的、由于职业因素或工作所导致的疾病。

对于不同的工作岗位，从业人员应了解和掌握相关的职业病防护知识，包括职业病的危害因素、识别方法和防护措施等。

例如，化工厂从业人员需要了解有关化学品危害的知识，掌握化学品的分类、标识和储存等；医护人员需要了解各种感染性疾病的预防方法和个人防护用品的使用等。

其次是对事故的预防。

事故是指由于人为或自然因素引起的工作中的意外事件。

从业人员应掌握相关的安全防护知识，包括防火、防爆、防毒、防电、防坍塌等方面的知识。

例如，在建筑工地工作的人员应了解和掌握相关的安全操作规程，如高空作业的安全措施、临时用电的安全操作等。

此外，个人防护用品的使用也是职业卫生安全防护知识的重要内容。

个人防护用品是指用于保护从业人员的健康和安全的装备或设备。

根据不同的工作环境和作业内容，从业人员应正确选择和使用个人防护用品。

例如，头盔、安全帽等可用于保护头部；防护眼镜、面罩等可用于保护眼睛；防护手套、工作鞋等可用于保护手部和脚部等。

在使用个人防护用品时，从业人员应按照正确的方法进行佩戴和使用，同时定期进行检查和维护。

此外，还应了解个人防护用品的使用寿命和存放条件，及时更换和修理损坏的个人防护用品。

除了以上内容，还需要从业人员了解和掌握其他相关的职业卫生安全防护知识，如工作场所的卫生规范、应急救援措施等。

此外，从业人员还应参加相关的培训课程，提高职业卫生安全防护知识的水平。

总之，职业卫生安全防护知识对于保障从业人员的身体健康和生命安全至关重要。

掌握相关知识，正确使用个人防护用品，遵守工作场所的卫生规范，严格执行安全操作规程，可以预防和减少职业病的发生，降低事故的风险，保障从业人员的健康与安全。

职业性噪声聋的发生与预防范文职业性噪声聋是一种与工作环境中的长期暴露于高噪声水平相关的听力损失。

这种噪声聋在很多不同的工作场所中都存在，特别是在制造业，建筑业，采矿业等。

这篇文章将探讨职业性噪声聋的发生原因，并提出预防措施。

职业性噪声聋的发生与工作环境中的噪声水平直接相关。

噪声聋主要是由于长期暴露在超过85分贝的噪声环境中，造成内耳和听神经的损伤。

这种噪声聋的发生有以下几个原因：首先，噪声聋的发生与工作场所中的噪声源的类型和强度有关。

例如，机械设备的操作声音，工地上的施工噪音等都可能导致噪声聋的发生。

噪声源的强度越高，暴露的时间越长，可能导致的听力损失就越严重。

其次，个体的耳蜗对噪声的敏感程度也是职业性噪声聋的一个重要因素。

有些人对噪声的敏感程度比较高，他们更容易受到噪声聋的影响。

此外，个体的年龄和性别也与噪声聋的发生相关，年龄越大，女性相对于男性来说更容易受到噪声聋的影响。

另外，工作环境中的噪声控制措施是否得当也会影响噪声聋的发生。

如果工作场所没有采取有效的噪声控制措施，如隔音设备，个体暴露于高噪声环境的机会就会增加。

此外，一些工人可能没有意识到噪声聋的风险，忽视了必要的保护措施。

针对上述原因，就需要采取一系列的预防措施来降低职业性噪声聋的发生率。

首先，工作场所应该进行噪声评估，确定噪声源的类型和强度。

在确定了噪声源后，应该采取相应的控制措施，如使用隔音设备，减少噪声源产生的声音。

其次，个体应该采取必要的个人防护措施，如佩戴耳塞或耳罩来降低噪声对耳蜗的影响。

此外，在工作场所中应该强调个体的自我保护意识，教育工人噪声聋的风险，以及正确使用个人防护装备。

此外，政府和工会组织也应该加强对噪声聋问题的认识和管理。

他们可以通过制定相关法律法规来规范工作场所的噪声水平，并设立相应的标准和监督机构。

此外，工会组织可以与雇主合作，提供工人的健康与安全培训，从而提高工人意识到职业性噪声聋的风险。

总之，职业性噪声聋是一种与长期暴露在高噪声环境中的听力损失。