OSHA 3071

2002 (Revised)
U.S. Department of Labor

Occupational Safety and Health Administration

OSHA 3071

2002 (Revised)

Job Hazard Analysis

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Contents

Who needs to read this booklet? ...................................... 1

What is a hazard? ........................................................... 1

What is a job hazard analysis? .......................................... 1

Why is job hazard analysis important? .............................. 2

What is the value of a job hazard analysis? ........................ 2

What jobs are appropriate for a job hazard analysis? ......... 3

Where do I begin? ........................................................... 4

How do I identify workplace hazards? .............................. 6

How do I correct or prevent any hazards? ....................... 12

What else do I need to know before

starting a job hazard analysis? ........................................ 12

Why should I review my job hazard analysis? .................. 13

When is it appropriate to hire a professional

to conduct a job hazard analysis? .................................... 14

OSHA Assistance, Services, and Programs .................... 15

How can OSHA help me? .............................................. 15

How does safety and health program management

assistance help employers and employees? ..................... 15

What are state plans? .................................................... 16

How can consultation assistance help employers? ............ 16

Who can get consultation

assistance and what does it cost? ................................... 17

Can OSHA assure privacy to an employer

who asks for consultation assistance? .............................. 17
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Can an employer be cited for violations

after receiving consultation assistance? ............................ 18

Does OSHA provide any incentives for

seeking consultation assistance? ..................................... 18

What are the Voluntary Protection Programs? ................. 18

How does VPP work? ................................................... 19

How does VPP help employers and employees? ............. 19

How does OSHA monitor VPP sites? ............................. 20

Can OSHA inspect an employer

who is participating in the VPP? ..................................... 20

How can a partnership with OSHA

improve worker safety and health? ................................. 21

What is OSHA’s Strategic Partnership

Program (OSPP)? ........................................................ 21

What do OSPPs do? ..................................................... 21

What are the different kinds of OSPPs? ......................... 22

What are the benefits of participation in the OSPP? ........ 22

Does OSHA have occupational safety and

health training for employers and employees? ................. 23

Does OSHA give money to organizations

for training and education? ............................................. 24

Does OSHA have other assistance

materials available? ....................................................... 25

What other publications does OSHA offer? ..................... 25

What do I do in case of an emergency

or if I need to file a complaint? ....................................... 26
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OSHA Regional and Area Office Directory...................... 27

OSHA-Approved Safety and Health Plans ...................... 32

OSHA Consultation Projects .......................................... 36

Appendix 1 —

Hazard Control Measures .............................................. 41

Appendix 2 —

Common Hazards and Hazard Descriptions .................... 43

Appendix 3 —

Sample Job Hazard Analysis Form .................................. 46
1

Who needs to read this booklet?

This booklet is for employers, foremen, and supervisors,

but we encourage employees to use the information as

well to analyze their own jobs and recognize workplace

hazards so they can report them to you. It explains what

a job hazard analysis is and offers guidelines to help you

conduct your own step-by-step analysis.

What is a hazard?

A hazard is the potential for harm. In practical terms,

a hazard often is associated with a condition or activity that,

if left uncontrolled, can result in an injury or illness. See

Appendix 2 for a list of common hazards and descriptions.

Identifying hazards and eliminating or controlling them as

early as possible will help prevent injuries and illnesses.

What is a job hazard analysis?

A job hazard analysis is a technique that focuses on

job tasks as a way to identify hazards before they occur.

It focuses on the relationship between the worker, the task,

the tools, and the work environment. Ideally, after you

identify uncontrolled hazards, you will take steps to

eliminate or reduce them to an acceptable risk level.
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Why is job hazard analysis important?

Many workers are injured and killed at the workplace

every day in the United States. Safety and health can add

value to your business, your job, and your life. You can help

prevent workplace injuries and illnesses by looking at your

workplace operations, establishing proper job procedures,

and ensuring that all employees are trained properly.

One of the best ways to determine and establish proper

work procedures is to conduct a job hazard analysis. A job

hazard analysis is one component of the larger commitment

of a safety and health management system. (See page 15

for more information on safety and health management

systems.)

What is the value of a job hazard analysis?

Supervisors can use the findings of a job hazard analysis

to eliminate and prevent hazards in their workplaces.

This is likely to result in fewer worker injuries and illnesses;

safer, more effective work methods; reduced workers’

compensation costs; and increased worker productivity.

The analysis also can be a valuable tool for training new

employees in the steps required to perform their jobs safely.

For a job hazard analysis to be effective, management

must demonstrate its commitment to safety and health and

follow through to correct any uncontrolled hazards identified.

Otherwise, management will lose credibility and employees

may hesitate to go to management when dangerous

conditions threaten them.
3

What jobs are appropriate

for a job hazard analysis?

A job hazard analysis can be conducted on many jobs in

your workplace. Priority should go to the following types

of jobs:

• Jobs with the highest injury or illness rates;

• Jobs with the potential to cause severe or disabling

injuries or illness, even if there is no history of previous

accidents;

• Jobs in which one simple human error could lead to a

severe accident or injury;

• Jobs that are new to your operation or have undergone

changes in processes and procedures; and

• Jobs complex enough to require written instructions.
4

Where do I begin?

1. Involve your employees. It is very important to

involve your employees in the hazard analysis process.

They have a unique understanding of the job, and this

knowledge is invaluable for finding hazards. Involving

employees will help minimize oversights, ensure a

quality analysis, and get workers to “buy in” to the

solutions because they will share ownership in their

safety and health program.

2. Review your accident history. Review with your

employees your worksite’s history of accidents and

occupational illnesses that needed treatment, losses

that required repair or replacement, and any “near

misses” — events in which an accident or loss did not

occur,

but could have. These events are indicators that the

existing hazard controls (if any) may not be adequate

and deserve more scrutiny.

3. Conduct a preliminary job review. Discuss with

your employees the hazards they know exist in their

current work and surroundings. Brainstorm with them

for ideas to eliminate or control those hazards.

If any hazards exist that pose an immediate danger

to an employee’s life or health, take immediate

action to protect the worker. Any problems that can

be corrected easily should be corrected as soon as

possible. Do not wait to complete your job hazard analysis.

This will demonstrate your commitment to safety and

health and enable you to focus on the hazards and

jobs that need more study because of their complexity.

For those hazards determined to present unacceptable

risks, evaluate types of hazard controls. More information

about hazard controls is found in Appendix 1.
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4. List, rank, and set priorities for hazardous jobs.

List jobs with hazards that present unacceptable risks,

based on those most likely to occur and with the most

severe consequences. These jobs should be your first

priority for analysis.

5. Outline the steps or tasks. Nearly every job can be

broken down into job tasks or steps. When beginning

a job hazard analysis, watch the employee perform the

job and list each step as the worker takes it. Be sure

to record enough information to describe each job

action without getting overly detailed. Avoid making

the breakdown of steps so detailed that it becomes

unnecessarily long or so broad that it does not include

basic steps. You may find it valuable to get input from

other workers who have performed the same job.

Later, review the job steps with the employee to make

sure you have not omitted something. Point out that

you are evaluating the job itself, not the employee’s job

performance. Include the employee in all phases of

the analysis—from reviewing the job steps and

procedures to discussing uncontrolled hazards and

recommended solutions.

Sometimes, in conducting a job hazard analysis,

it may be helpful to photograph or videotape the

worker performing the job. These visual records can

be handy references when doing a more detailed

analysis of the work.
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How do I identify workplace hazards?

A job hazard analysis is an exercise in detective work. Your

goal is to discover the following:

• What can go wrong?

• What are the consequences?

• How could it arise?

• What are other contributing factors?

• How likely is it that the hazard will occur?

To make your job hazard analysis useful, document

the answers to these questions in a consistent manner.

Describing a hazard in this way helps to ensure that your

efforts to eliminate the hazard and implement hazard controls

help target the most important contributors to the hazard.

Good hazard scenarios describe:

• Where it is happening (environment),

• Who or what it is happening to (exposure),

• What precipitates the hazard (trigger),

• The outcome that would occur should it happen

(consequence), and

• Any other contributing factors.

A sample form found in Appendix 3 helps you organize

your information to provide these details.

Rarely is a hazard a simple case of one singular cause

resulting in one singular effect. More frequently, many
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contributing factors tend to line up in a certain way to create

the hazard. Here is an example of a hazard scenario:

In the metal shop (environment), while clearing a

snag (trigger), a worker’s hand (exposure) comes

into contact with a rotating pulley. It pulls his

hand into the machine and severs his fingers

(consequences) quickly.

To perform a job hazard analysis, you would ask:

• What can go wrong? The worker’s hand could come

into contact with a rotating object that “catches” it and

pulls it into the machine.

• What are the consequences? The worker could

receive a severe injury and lose fingers and hands.

• How could it happen? The accident could happen as

a result of the worker trying to clear a snag during

operations or as part of a maintenance activity while the

pulley is operating. Obviously, this hazard scenario

could not occur

if the pulley is not rotating.

• What are other contributing factors? This hazard

occurs very quickly. It does not give the worker much

opportunity to recover or prevent it once his hand comes

into contact with the pulley. This is an important factor,

because it helps you determine the severity and

likelihood of an accident when selecting appropriate

hazard controls. Unfortunately, experience has shown

that training is not very effective in hazard control when

triggering events happen quickly because humans can

react only so quickly.
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• How likely is it that the hazard will occur? This

determination requires some judgment. If there have

been “near-misses” or actual cases, then the likelihood

of a recurrence would be considered high. If the

pulley is exposed and easily accessible, that also is a

consideration. In the example, the likelihood that the

hazard will occur is high because there is no guard

preventing contact, and the operation is performed

while the machine is running. By following the steps

in this example, you can organize your hazard

analysis activities.

The examples that follow show how a job hazard analysis

can be used to identify the existing or potential hazards for

each basic step involved in grinding iron castings.

Grinding Iron Castings: Job Steps

Step 1. Reach into metal box to right of machine,

grasp casting, and carry to wheel.

Step 2. Push casting against wheel to grind off burr.

Step 3. Place finished casting in box to left of machine.
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Example Job Hazard Analysis Form

Job Location: Analyst: Date:

Metal Shop Joe Safety

Task Description: Worker reaches into metal box to the

right of the machine, grasps a 15-pound casting and

carries it to grinding wheel. Worker grinds 20 to 30

castings per hour.

Hazard Description: Picking up a casting, the employee

could drop it onto his foot. The casting’s weight and height

could seriously injure the worker’s foot or toes.

Hazard Controls:

1. Remove castings from the box and place them on a

table next to the grinder.

2. Wear steel-toe shoes with arch protection.

3. Change protective gloves that allow a better grip.

4. Use a device to pick up castings.
10

Job Location: Analyst: Date:

Metal Shop Joe Safety

Task Description: Worker reaches into metal box to the

right of the machine, grasps a 15-pound casting and

carries it to grinding wheel. Worker grinds 20 to 30

castings per hour.

Hazard Description: Castings have sharp burrs and

edges that can cause severe lacerations.

Hazard Controls:

1. Use a device such as a clamp to pick up castings.

2. Wear cut-resistant gloves that allow a good grip and fit

tightly to minimize the chance that they will get caught

in grinding wheel.
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Job Location: Analyst: Date:

Metal Shop Joe Safety

Task Description: Worker reaches into metal box to the

right of the machine, grasps a 15-pound casting and

carries it to grinding wheel. Worker grinds 20 to 30

castings per hour.

Hazard Description: Reaching, twisting, and lifting

15-pound castings from the floor could result in a muscle

strain to the lower back.

Hazard Controls:

1. Move castings from the ground and place them closer

to the work zone to minimize lifting. Ideally, place them

at waist height or on an adjustable platform or pallet.

2. Train workers not to twist while lifting and reconfigure

work stations to minimize twisting during lifts.

Repeat similar forms

for each job step.
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How do I correct or prevent hazards?

After reviewing your list of hazards with the employee,

consider what control methods will eliminate or reduce them.

For more information on hazard control measures, see Appendix 1. The most effective controls are engineering controls that

physically change a machine or work environment to prevent

employee exposure to the hazard. The more reliable or less

likely a hazard control can be circumvented, the better. If this

is not feasible, administrative controls may be appropriate.

This may involve changing how employees do their jobs.

Discuss your recommendations with all employees who

perform the job and consider their responses carefully.

If you plan to introduce new or modified job procedures,

be sure they understand what they are required to do

and the reasons for the changes.

What else do I need to know before

starting a job hazard analysis?

The job procedures discussed in this booklet are for

illustration only and do not necessarily include all the

steps, hazards, and protections that apply to your industry.

When conducting your own job safety analysis, be sure to

consult the Occupational Safety and Health Administration

standards for your industry. Compliance with these

standards is mandatory, and by incorporating their

requirements in your job hazard analysis, you can be

sure that your health and safety program meets federal

standards. OSHA standards, regulations, and technical

information are available online at www.osha.gov.
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Twenty-four states and two territories operate their

own OSHA-approved safety and health programs and may

have standards that differ slightly from federal requirements.

Employers in those states should check with the appropriate

state agency for more information. A list of applicable states

and territories and contact information is provided on page 32.

Why should I review my job hazard analysis?

Periodically reviewing your job hazard analysis ensures

that it remains current and continues to help reduce

workplace accidents and injuries. Even if the job has not

changed, it is possible that during the review process you will

identify hazards that were not identified in the initial analysis.

It is particularly important to review your job hazard

analysis if an illness or injury occurs on a specific job.

Based on the circumstances, you may determine that you

need to change the job procedure to prevent similar incidents

in the future. If an employee’s failure to follow proper job

procedures results in a “close call,” discuss the situation

with all employees who perform the job and remind them

of proper procedures. Any time you revise a job hazard

analysis, it is important to train all employees affected by

the changes in the new job methods, procedures, or

protective measures adopted.
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When is it appropriate to hire a professional

to conduct a job hazard analysis?

If your employees are involved in many different or

complex processes, you need professional help conducting

your job hazard analyses. Sources of help include your

insurance company, the local fire department, and private

consultants with safety and health expertise. In addition,

OSHA offers assistance through its regional and area offices

and consultation services. Contact numbers are listed at the

back of this publication.

Even when you receive outside help, it is important that

you and your employees remain involved in the process

of identifying and correcting hazards because you are on

the worksite every day and most likely to encounter these

hazards. New circumstances and a recombination of existing

circumstances may cause old hazards to reappear and new

hazards to appear. In addition, you and your employees

must be ready and able to implement whatever hazard

elimination or control measures a professional consultant

recommends.
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OSHA Assistance, Services, and Programs

How can OSHA help me?

OSHA can provide extensive help through a variety of

programs, including assistance about safety and health

programs, state plans, workplace consultations, Voluntary

Protection Programs, strategic partnerships, training and

education, and more.

How does safety and health program

management assistance help employers

and employees?

Effective management of worker safety and health

protection is a decisive factor in reducing the extent and

severity of work-related injuries and illnesses and their

related costs. In fact, an effective safety and health program

forms the basis of good worker protection and can save time

and money—about $4 for every dollar spent—and increase

productivity.

To assist employers and employees in developing effective

safety and health systems, OSHA published recommended

Safety and Health Program Management Guidelines,

(Federal Register 54(18):3908–3916, January 26, 1989).

These voluntary guidelines can be applied to all worksites

covered by OSHA.

The guidelines identify four general elements that are

critical to the development of a successful safety and health

management program:

• Management leadership and employee involvement;

• Worksite analysis;

• Hazard prevention and control; and

• Safety and health training.
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The guidelines recommend specific actions under each

of these general elements to achieve an effective safety and

health program. The Federal Register notice is available

online at www.osha.gov.

What are state plans?

State plans are OSHA-approved job safety and health

programs operated by individual states or territories instead

of Federal OSHA. The Occupational Safety and Health

Act of 1970 (OSH Act) encourages states to develop and

operate their own job safety and health plans and permits

state enforcement of OSHA standards if the state has an

approved plan. Once OSHA approves a state plan, it funds

50 percent of the 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 those of Federal OSHA.

There are 26 state plans: 23 cover both private and

public (state and local government) employment, and

3 (Connecticut, New Jersey, and New York) cover only the

public sector. For more information on state plans, see

the listing at the end of this publication, or visit OSHA’s

website at www.osha.gov.

How can consultation

assistance help employers?

In addition to helping employers identify and correct

specific hazards, OSHA’s consultation service provides free,

onsite assistance in developing and implementing effective

workplace safety and health management systems that

emphasize the prevention of worker injuries and illnesses.
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Comprehensive consultation assistance provided by

OSHA includes a hazard survey of the worksite and an

appraisal of all aspects of the employer’s existing safety and

health management system. In addition, the service offers

assistance to employers in developing and implementing an

effective safety and health management system. Employers

also may receive training and education services, as well as

limited assistance away from the worksite.

Who can get consultation

assistance and what does it cost?

Consultation assistance is available to small employers

(with fewer than 250 employees at a fixed site and no more

than 500 corporatewide) who want help in establishing and

maintaining a safe and healthful workplace.

Funded largely by OSHA, the service is provided at

no cost to the employer. Primarily developed for smaller

employers with more hazardous operations, the consultation

service is delivered by state governments employing

professional safety and health consultants. No penalties

are proposed or citations issued for hazards identified by

the consultant. The employer’s only obligation is to correct

all identified serious hazards within the agreed-upon

correction time frame.

Can OSHA assure privacy to an employer

who asks for consultation assistance?

OSHA provides consultation assistance to the employer

with the assurance that his or her name and firm and any

information about the workplace will not be routinely

reported to OSHA enforcement staff.
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Can an employer be cited for violations

after receiving consultation assistance?

If an employer fails to eliminate or control a serious hazard

within the agreed-upon time frame, the Consultation Project

Manager must refer the situation to the OSHA enforcement

office for appropriate action. This is a rare occurrence, however,

since employers request the service for the expressed purpose

of identifying and fixing hazards in their workplaces.

Does OSHA provide any incentives

for seeking consultation assistance?

Yes. Under the consultation program, certain exemplary

employers may request participation in OSHA’s Safety and

Health Achievement Recognition Program (SHARP). Eligibility

for participation in SHARP includes, but is not limited to,

receiving a full-service, comprehensive consultation visit,

correcting all identified hazards, and developing an effective

safety and health management system.

Employers accepted into SHARP may receive an

exemption from programmed inspections (not complaint or

accident investigation inspections) for a period of 1 year

initially, or 2 years upon renewal.

For more information concerning consultation assistance,

see the list of consultation offices beginning on page 36,

contact your regional or area OSHA office, or visit OSHA’s

website at www.osha.gov.

What are the Voluntary Protection Programs?

Voluntary Protection Programs (VPPs) represent one

part of OSHA’s effort to extend worker protection beyond

the minimum required by OSHA standards. VPP—along

with onsite consultation services, full-service area offices,
19

and OSHA’s Strategic Partnership Program (OSPP)—

represents a cooperative approach which, when coupled

with an effective enforcement program, expands worker

protection to help meet the goals of the OSH Act.

How does VPP work?

There are three levels of VPP recognition: Star, Merit,

and Demonstration. All are designed to do the following:

• Recognize employers who have successfully developed

and implemented effective and comprehensive safety

and health management systems;

• Encourage these employers to continuously improve

their safety and health management systems;

• Motivate other employers to achieve excellent safety

and health results in the same outstanding way; and

• Establish a relationship between employers, employees,

and OSHA that is based on cooperation.

How does VPP help employers and employees?

VPP participation can mean the following:

• Reduced numbers of worker fatalities, injuries, and

illnesses;

• Lost-workday case rates generally 50 percent below

industry averages;

• Lower workers’ compensation and other injury- and

illness-related costs;

• Improved employee motivation to work safely, leading

to a better quality of life at work;

• Positive community recognition and interaction;
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• Further improvement and revitalization of already-good

safety and health programs; and a

• Positive relationship with OSHA.

How does OSHA monitor VPP sites?

OSHA reviews an employer’s VPP application and

conducts a VPP Onsite Evaluation to verify that the safety

and health management systems described are operating

effectively at the site. OSHA conducts Onsite Evaluations

on a regular basis, annually for participants at the

Demonstration level, every 18 months for Merit, and

every 3 to 5 years for Star. Each February, all participants

must send a copy of their most recent Annual Evaluation to

their OSHA regional office. This evaluation must include the

worksite’s record of injuries and illnesses for the past year.

Can OSHA inspect an employer

who is participating in the VPP?

Sites participating in VPP are not scheduled for regular,

programmed inspections. OSHA handles any employee

complaints, serious accidents, or significant chemical releases

that may occur at VPP sites according to routine enforcement

procedures.

Additional information on VPP is available from OSHA

national, regional, and area offices, listed beginning on

page 27. Also, see Outreach at OSHA’s website

at www.osha.gov.
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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 system.

What is OSHAís Strategic

Partnership Program (OSPP)?

OSHA Strategic Partnerships are alliances among labor,

management, and government to foster improvements in

workplace safety and health. These partnerships are

voluntary, cooperative relationships between OSHA,

employers, employee representatives, and others such

as trade unions, trade and professional associations,

universities, and other government agencies. OSPPs are the

newest member of OSHA’s family of cooperative programs.

What do OSPPs do?

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 seek to have a

broader impact by building cooperative relationships with

groups of employers and employees.
22

What are the different kinds of OSPPs?

There are two major types:

• Comprehensive, which focuses on establishing

comprehensive safety and health management

systems at partnering worksites; and

• Limited, which helps identify and eliminate hazards

associated with worker deaths, injuries, and illnesses,

or have goals other than establishing comprehensive

worksite safety and health programs.

OSHA is interested in creating new OSPPs at the

national, regional, and local levels. OSHA also has found

limited partnerships to be valuable. Limited partnerships

might address the elimination or control of a specific

industry hazard.

What are the benefits of

participation in the OSPP?

Like VPP, OSPP can mean the following:

• Fewer worker fatalities, injuries, and illnesses;

• Lower workers’ compensation and other injury- and

illness-related costs;

• Improved employee motivation to work safely, leading

to a better quality of life at work and enhanced

productivity;
23

• Positive community recognition and interaction;

• Development of or improvement in safety and health

management systems; and

• Positive interaction with OSHA.

For more information about this program, contact

your nearest OSHA office or go to the agency website

at www.osha.gov.

Does OSHA have occupational safety and

health training for employers and employees?

Yes. The OSHA Training Institute in Des Plaines, 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 privatesector employers, employees, and their representatives.

Institute courses cover diverse safety and health topics

including electrical hazards, machine guarding, personal

protective equipment, ventilation, and ergonomics. The facility

includes classrooms, laboratories, a library, and an audiovisual

unit. The laboratories contain various demonstrations and

equipment, such as power presses, woodworking and welding

shops, a complete industrial ventilation unit, and a sound

demonstration laboratory. More than 57 courses dealing

with subjects such as safety and health in the construction

industry and methods of compliance with OSHA standards

are available for personnel in the private sector.

In addition, OSHA’s 73 area offices are full-service

centers offering a variety of informational services such

as personnel for speaking engagements, publications,

audiovisual aids on workplace hazards, and technical advice.
24

Does OSHA give money to organizations

for training and education?

OSHA awards grants through its Susan Harwood Training

Grant Program to nonprofit organizations to provide safety and

health training and education to employers and workers in the

workplace. The grants focus on programs that will educate

workers and employers in small business (fewer than 250

employees), train workers and employers about new OSHA

standards or high-risk activities or hazards. Grants are awarded

for 1 year and may be renewed for an additional 12 months

depending on whether the grantee has performed satisfactorily.

OSHA expects each organization awarded a grant to

develop a training and/or education 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 people who

have been trained to find out what changes were made

to reduce the hazards in their workplaces as a result of

the training.

Each year OSHA has a national competition that is

announced in the Federal Register and on the Internet at

www.osha-slc.gov/Training/sharwood/sharwood.html.

If you do not have access to the Internet, you can contact the

OSHA Office of Training and Education, 1555 Times Drive,

Des Plaines, IL 60018, (847) 297–4810, for more

information.
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Does OSHA have other

assistance materials available?

Yes. OSHA has a variety of materials and tools

available on its website at www.osha.gov. These include

eTools, Expert Advisors, Electronic Compliance Assistance

Tools (e-CATs), Technical Links, regulations, directives,

publications, videos, and other information for employers

and employees. OSHA’s software programs and compliance

assistance tools walk you through challenging safety and

health issues and common problems to find the best

solutions for your workplace. OSHA’s comprehensive

publications program includes more than 100 titles to

help you understand OSHA requirements and programs.

OSHA’s CD-ROM includes standards, interpretations,

directives, and more and can be purchased on CD-ROM

from the U.S. Government Printing Office. To order, write to

the Superintendent of Documents, U.S. Government Printing

Office, Washington, DC 20402, or phone (202) 512–1800.

Specify OSHA Regulations, Documents and Technical

Information on CD-ROM (ORDT), GPO Order No. S/N

729-013-00000-5.

What other publications does OSHA offer?

OSHA offers more than 100 documents, including

brochures, fact sheets, posters, pocket cards, flyers,

technical documents, and a quarterly magazine. These

documents are available online at www.osha.gov or

by calling (202) 693–1888.
26

What do I do in case of an emergency

or if I need to file a complaint?

To report an emergency, file a complaint, or seek OSHA

advice, assistance, or products, call (800) 321–OSHA or

contact your nearest OSHA regional or area office listed

beginning on page 27. The teletypewriter (TTY) number

is (877) 889–5627.

You can also file a complaint online and obtain more

information on OSHA federal and state programs by

visiting OSHA’s website at www.osha.gov.

For more information on grants, training, and education,

write: OSHA Training Institute, Office of Training and

Education, 1555 Times Drive, Des Plaines, IL 60018;

call (847) 297–4810; or see Outreach on OSHA’s

website at www.osha.gov.
27

OSHA Regional and Area Offices

Region VI

(AR, LA, NM,* OK, TX)

525 Griffin Street, Room 602

Dallas, TX 75202

(214) 767–4731 or 4736 x224

Region VII

(IA,* KS, MO, NE)

City Center Square

1100 Main Street, Suite 800

Kansas City, MO 64105

(816) 426–5861

Region VIII

(CO, MT, ND, SD, UT,* WY*)

1999 Broadway, Suite 1690

Denver, CO 80202-5716

(303) 844–1600

Region IX

(American Samoa, AZ,*

CA,* HI, NV,* Northern

Mariana Islands)

71 Stevenson Street, Room 420

San Francisco, CA 94105

(415) 975–4310

Region X

(AK,* ID, OR,* WA*)

1111 Third Avenue, Suite 715

Seattle, WA 98101-3212

(206) 553–5930

OSHA Regional Offices

Region I

(CT,* ME, MA, NH, RI, VT*)

JFK Federal Building, Room E340

Boston, MA 02203

(617) 565–9860

Region II

(NJ,* NY,* PR,* VI*)

201 Varick Street, Room 670

New York, NY 10014

(212) 337–2378

Region III

(DE, DC, MD,* PA,* VA,* WV)

The Curtis Center

170 S. Independence Mall West

Suite 740 West

Philadelphia, PA 19106-3309

(215) 861–4900

Region IV

(AL, FL, GA, KY,* MS, NC,*

SC,* TN*)

Atlanta Federal Center

61 Forsyth Street, SW, Room 6T50

Atlanta, GA 30303

(404) 562–2300

Region V

(IL, IN,* MI,* MN,* OH, WI)

230 South Dearborn Street

Room 3244

Chicago, IL 60604

(312) 353–2220

*These states and territories operate their own OSHA-approved

job safety and health programs (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.
28

OSHA Area Offices

Birmingham, AL

(205) 731–1534

Mobile, AL

(251) 441–6131

Anchorage, AK

(907) 271–5152

Little Rock, AR

(501) 324–6291(5818)

Phoenix, AZ

(602) 640–2348

San Diego, CA

(619) 557–5909

Sacramento, CA

(916) 566–7471

Denver, CO

(303) 844–5285

Greenwood Village, CO

(303) 843–4500

Bridgeport, CT

(203) 579–5581

Hartford, CT

(860) 240–3152

Wilmington, DE

(302) 573–6518

Fort Lauderdale, FL

(954) 424–0242

Jacksonville, FL

(904) 232–2895

Tampa, FL

(813) 626–1177

Savannah, GA

(912) 652–4393

Smyrna, GA

(770) 984–8700

Tucker, GA

(770) 493–6644/6742/8419

Des Moines, IA

(515) 284–4794

Boise, ID

(208) 321–2960

Calumet City, IL

(708) 891–3800

Des Plaines, IL

(847) 803–4800

Fairview Heights, IL

(618) 632–8612

North Aurora, IL

(630) 896–8700

Peoria, IL

(309) 671–7033

Indianapolis, IN

(317) 226–7290
29

Wichita, KS

(316) 269–6644

Frankfort, KY

(502) 227–7024

Baton Rouge, LA

(225) 389–0474 (0431)

Braintree, MA

(617) 565–6924

Methuen, 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

August, ME

(207) 622–8417

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

Omaha, NE

(402) 221–3182

Bismark, ND

(701) 250–4521

Concord, NH

(603) 225–1629

Avenel, NJ

(732) 750–3270

Hasbrouck 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) 684–3891
30

New York, NY

(212) 337–2636

North 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) 278–9560

Portland, 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 (2558)

El Paso, TX

(915) 534–6251

Fort Worth, TX

(817) 428–2470 (485–7647)

Houston, TX

(281) 591–2438 (2787)

Houston, TX

(281) 286–0583/0584 (5922)

Lubbock, TX

(806) 472–7681 (7685)
31

Salt Lake City, UT

(801) 530–6901

Norfolk, VA

(757) 441–3820

Bellevue, WA

(206) 553–7520

Appleton, WI

(920) 734–4521

Eau Claire, WI

(715) 832–9019

Madison, WI

(608) 264–5388

Milwaukee, WI

(414) 297–3315

Charleston, WV

(304) 347–5937
32

OSHA-Approved

Safety and Health Plans

Alaska

Alaska Department of Labor

and Workforce Development

Commissioner

(907) 465–2700

FAX: (907) 465–2784

Program Director

(907) 269–4904

FAX: (907) 269–4915

Arizona

Industrial Commission

of Arizona

Director, ICA

(602) 542–4411

FAX: (602) 542–1614

Program Director

(602) 542–5795

FAX: (602) 542–1614

California

California Department of

Industrial Relations

Director

(415) 703–5050

FAX: (415) 703–5114

Chief

(415) 703–5100

FAX: (415) 703–5114

Manager, Cal/OSHA

Program Office

(415) 703–5177

FAX: (415) 703–5114

Connecticut

Connecticut Department

of Labor

Commissioner

(860) 566–5123

FAX: (860) 566–1520

Conn-OSHA Director

(860) 566–4550

FAX: (860) 566–6916

Hawaii

Hawaii Department of Labor

and Industrial Relations

Director

(808) 586–8844

FAX: (808) 586–9099

Administrator

(808) 586–9116

FAX: (808) 586–9104

Indiana

Indiana Department of Labor

Commissioner

(317) 232–2378

FAX: (317) 233–3790

Deputy Commissioner

(317) 232–3325

FAX: (317) 233–3790
33

Iowa

Iowa Division of Labor

Commissioner

(515) 281–6432

FAX: (515) 281–4698

Administrator

(515) 281–3469

FAX: (515) 281–7995

Kentucky

Kentucky Labor Cabinet

Secretary (502) 564–3070

FAX: (502) 564–5387

Federal\State Coordinator

(502) 564–3070 ext.240

FAX: (502) 564–1682

Maryland

Maryland Division of Labor

and Industry

Commissioner

(410) 767–2999

FAX: (410) 767–2300

Deputy Commissioner

(410) 767–2992

FAX: (410) 767–2003

Assistant Commissioner, MOSH

(410) 767–2215

FAX: (410) 767–2003

Michigan

Michigan Department of

Consumer and Industry Services

Director

(517) 322–1814

FAX: (517) 322–1775

Minnesota

Minnesota Department of

Labor and Industry

Commissioner

(651) 296–2342

FAX: (651) 282–5405

Assistant Commissioner

(651) 296–6529

FAX: (651) 282–5293

Administrative Director,

OSHA Management Team

(651) 282–5772

FAX: (651) 297–2527

Nevada

Nevada Division of

Industrial Relations

Administrator

(775) 687–3032

FAX: (775) 687–6305

Chief Administrative Officer

(702) 486–9044

FAX: (702) 990–0358

[Las Vegas (702) 687–5240]

New Jersey

New Jersey Department of Labor

Commissioner

(609) 292–2975

FAX: (609) 633–9271

Assistant Commissioner

(609) 292–2313

FAX: (609) 292–1314

Program Director, PEOSH

(609) 292–3923

FAX: (609) 292–4409
34

New Mexico

New Mexico Environment

Department

Secretary

(505) 827–2850

FAX: (505) 827–2836

Chief

(505) 827–4230

FAX: (505) 827–4422

New York

New York Department of Labor

Acting Commissioner

(518) 457–2741

FAX: (518) 457–6908

Division Director

(518) 457–3518

FAX: (518) 457–6908

North Carolina

North Carolina Department

of Labor

Commissioner

(919) 807–2900

FAX: (919) 807–2855

Deputy Commissioner,

OSH Director

(919) 807–2861

FAX: (919) 807–2855

OSH Assistant Director

(919) 807–2863

FAX: (919) 807–2856

Oregon

Oregon Occupational Safety

and Health Division

Administrator

(503) 378–3272

FAX: (503) 947–7461

Deputy Administrator for Policy

(503) 378–3272

FAX: (503) 947–7461

Deputy Administrator

for Operations

(503) 378–3272

FAX: (503) 947–7461

Puerto Rico

Puerto Rico Department of

Labor and Human Resources

Secretary

(787) 754–2119

FAX: (787) 753–9550

Assistant Secretary for

Occupational Safety and Health

(787) 756–1100,

1106 / 754–2171

FAX: (787) 767–6051

Deputy Director for

Occupational Safety and Health

(787) 756–1100/1106,

754–2188

FAX: (787) 767–6051

South Carolina

South Carolina Department of

Labor, Licensing, and

Regulation

Director

(803) 896–4300

FAX: (803) 896–4393

Program Director

(803) 734–9644

FAX: (803) 734–9772
35

Tennessee

Tennessee Department of Labor

Commissioner

(615) 741–2582

FAX: (615) 741–5078

Acting Program Director

(615) 741–2793

FAX: (615) 741–3325

Utah

Utah Labor Commission

Commissioner

(801) 530–6901

FAX: (801) 530–7906

Administrator

(801) 530–6898

FAX: (801) 530–6390

Vermont

Vermont Department of

Labor and Industry

Commissioner

(802) 828–2288

FAX: (802) 828–2748

Project Manager

(802) 828–2765

FAX: (802) 828–2195

Virgin Islands

Virgin Islands Department

of Labor

Acting Commissioner

(340) 773–1990

FAX: (340) 773–1858

Program Director

(340) 772–1315

FAX: (340) 772–4323

Virginia

Virginia Department of Labor

and Industry

Commissioner

(804) 786–2377

FAX: (804) 371–6524

Director, Office of Legal Support

(804) 786–9873

FAX: (804) 786–8418

Washington

Washington Department of

Labor and Industries

Director

(360) 902–4200

FAX: (360) 902–4202

Assistant Director

(360) 902–5495

FAX: (360) 902–5529

Program Manager,

Federal–State Operations

(360) 902–5430

FAX: (360) 902–5529

Wyoming

Wyoming Department of

Employment

Safety Administrator

(307) 777–7786

FAX: (307) 777–3646
36

OSHA Consultation Projects

Anchorage, AK

(907) 269–4957

Tuscaloosa, AL

(205) 348–3033

Little Rock, AR

(501) 682–4522

Phoenix, AZ

(602) 542–1695

Sacramento, CA

(916) 263–2856

Fort Collins, CO

(970) 491–6151

Wethersfield, CT

(860) 566–4550

Washington, DC

(202) 541–3727

Wilmington, DE

(302) 761–8219

Tampa, FL

(813) 974–9962

Atlanta, GA

(404) 894–2643

Tiyam, GU

9–1–(671) 475–1101

Honolulu, HI

(808) 586–9100

Des Moines, IA

(515) 281–7629

Boise, ID

(208) 426–3283

Chicago, IL

(312) 814–2337

Indianapolis, IN

(317) 232–2688

Topeka, KS

(785) 296–2251

Frankfort, KY

(502) 564–6895

Baton Rouge, LA

(225) 342–9601

West Newton, MA

(617) 727–3982

Laurel, MD

(410) 880–4970

Augusta, ME

(207) 624–6400

Lansing, MI

(517) 322–1809

Saint Paul, MN

(651) 284–5060

Jefferson City, MO

(573) 751–3403

Pearl, MS

(601) 939–2047

Helena, MT

(406) 444–6418
37

Raleigh, NC

(919) 807–2905

Bismarck, ND

(701) 328–5188

Lincoln, NE

(402) 471–4717

Concord, NH

(603) 271–2024

Trenton, NJ

(609) 292–3923

Santa Fe, NM

(505) 827–4230

Albany, NY

(518) 457–2238

Henderson, NV

(702) 486–9140

Columbus, OH

(614) 644–2631

Oklahoma City, OK

(405) 528–1500

Salem, OR

(503) 378–3272

Indiana, PA

(724) 357–2396

Hato Rey, PR

(787) 754–2171

Providence, RI

(401) 222–2438

Columbia, SC

(803) 734–9614

Brookings, SD

(605) 688–4101

Nashville, TN

(615) 741–7036

Austin, TX

(512) 804–4640

Salt Lake City, UT

(801) 530–6901

Montpelier, VT

(802) 828–2765

Richmond, VA

(804) 786–6359

Christiansted St. Croix, VI

(809) 772–1315

Olympia, WA

(360) 902–5638

Madison, WI

(608) 266–9383

Waukesha, WI

(262) 523–3044

Charleston, WV

(304) 558–7890

Cheyenne, WY

(307) 777–7786
39

Appendices
41

Appendix 1

Hazard Control Measures

Information obtained from a job hazard analysis is useless

unless hazard control measures recommended in the analysis

are incorporated into the tasks. Managers should recognize

that not all hazard controls are equal. Some are more

effective than others at reducing the risk.

The order of precedence and effectiveness of hazard

control is the following:

1. Engineering controls.

2. Administrative controls.

3. Personal protective equipment.

Engineering controls include the following:

• Elimination/minimization of the hazard—Designing the

facility, equipment, or process to remove the hazard, or

substituting processes, equipment, materials, or other

factors to lessen the hazard;

• Enclosure of the hazard using enclosed cabs, enclosures

for noisy equipment, or other means;

• Isolation of the hazard with interlocks, machine guards,

blast shields, welding curtains, or other means; and

• Removal or redirection of the hazard such as with local

and exhaust ventilation.
42

Administrative controls include the following:

• Written operating procedures, work permits, and

safe work practices;

• Exposure time limitations (used most commonly to

control temperature extremes and ergonomic hazards);

• Monitoring the use of highly hazardous materials;

• Alarms, signs, and warnings;

• Buddy system; and

• Training.

Personal Protective Equipment—such as respirators,

hearing protection, protective clothing, safety glasses,

and hardhats—is acceptable as a control method in the

following circumstances:

• When engineering controls are not feasible or do not

totally eliminate the hazard;

• While engineering controls are being developed;

• When safe work practices do not provide sufficient

additional protection; and

• During emergencies when engineering controls may not

be feasible.

Use of one hazard control method over another higher in

the control precedence may be appropriate for providing

interim protection until the hazard is abated permanently.

In reality, if the hazard cannot be eliminated entirely, the

adopted control measures will likely be a combination of all

three items instituted simultaneously.
43

Appendix 2

Common Hazards and Descriptions

Hazards Hazard Descriptions

Chemical A chemical that exposes a person by absorption

(Toxic) through the skin, inhalation, or through the blood

stream that causes illness, disease, or death.

The amount of chemical exposure is critical in

determining hazardous effects. Check Material

Safety Data Sheets (MSDS), and/or OSHA

1910.1000 for chemical hazard information.

Chemical A chemical that, when exposed to a heat ignition

(Flammable) source, results in combustion. Typically, the lower a

chemical’s flash point and boiling point, the more

flammable the chemical. Check MSDS for flammability

information.

Chemical A chemical that, when it comes into contact with

(Corrosive) skin, metal, or other materials, damages the

materials. Acids and bases are examples of

corrosives.

Explosion Self explanatory.

(Chemical

Reaction)

Explosion Sudden and violent release of a large amount of

(Over gas/energy due to a significant pressure difference

Pressurization) such as rupture in a boiler or compressed gas

cylinder.

Electrical Contact with exposed conductors or a device that

(Shock/ is incorrectly or inadvertently grounded, such as

Short Circuit) when a metal ladder comes into contact with

power lines. 60Hz alternating current (common

house current) is very dangerous because it can

stop the heart.
44

Hazards Hazard Descriptions

Electrical Use of electrical power that results in electrical

(Fire) overheating or arcing to the point of combustion

or ignition of flammables, or electrical component

damage.

Electrical The moving or rubbing of wool, nylon, other

(Static/ESD) synthetic fibers, and even flowing liquids can

generate static electricity. This creates an

excess or deficiency of electrons on the surface

of material that discharges (spark) to the ground

resulting in the ignition of flammables or damage

to electronics or the body’s nervous system.

Electrical Safety-critical equipment failure as a result of

(Loss of Power) loss of power.

Ergonomics Damage of tissue due to overexertion

(Strain) (strains and sprains) or repetitive motion.

Ergonomics A system design, procedure, or equipment

(Human Error) that is error-provocative. (A switch goes up to

turn something off).

Excavation Soil collapse in a trench or excavation as a result

(Collapse) of improper or inadequate shoring. Soil type is

critical in determining the hazard likelihood.

Fall Conditions that result in falls (impacts) from

(Slip, Trip) height or traditional walking surfaces (such as

slippery floors, poor housekeeping, uneven

walking surfaces, exposed ledges, etc.)

Fire/Heat Temperatures that can cause burns to the skin

or damage to other organs. Fires require

a heat source, fuel, and oxygen.

Mechanical/ Vibration that can cause damage to nerve endings,

Vibration or material fatigue that results in a safety-critical

(Chaffing/ failure. (Examples are abraded slings and ropes,

Fatigue) weakened hoses and belts.)
45

Hazards Hazard Descriptions

Mechanical Self explanatory; typically occurs when devices

Failure exceed designed capacity or are inadequately

maintained.

Mechanical Skin, muscle, or body part exposed to crushing,

caught-between, cutting, tearing, shearing items

or equipment.

Noise Noise levels (>85 dBA 8 hr TWA) that result

in hearing damage or inability to communicate

safety-critical information.

Radiation Alpha, Beta, Gamma, neutral particles, and

(Ionizing) X-rays that cause injury (tissue damage) by

ionization of cellular components.

Radiation Ultraviolet, visible light, infrared, and microwaves

(Non-Ionizing) that cause injury to tissue by thermal or

photochemical means.

Struck By Accelerated mass that strikes the body causing

(Mass injury or death. (Examples are falling objects and

Acceleration) projectiles.)

Struck Against Injury to a body part as a result of coming into contact

of a surface in which action was initiated by the

person. (An example is when a screwdriver slips.)

Temperature Temperatures that result in heat stress,

Extreme exhaustion, or metabolic slow down such as

(Heat/Cold) hypothermia.

Visibility Lack of lighting or obstructed vision that

results in an error or other hazard.

Weather Self explanatory.

Phenomena

(Snow/Rain/

Wind/Ice)
46

Appendix 3

Sample Job Hazard Analysis Form

Job Title: Job Location: Analyst Date

Task # Task Description:

Hazard Type: Hazard Description:

Consequence: Hazard Controls:

Rational or Comment: