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Lead in Construction 

OSHA 3142-09R 2003
This informational booklet provides a 

general 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 OSHA

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,

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Lead in Construction

U.S. Department of Labor

Occupational Safety and Health Administration

OSHA 3142-09R

2003
Contents

Health Hazards of Lead Exposure...3

Worker Exposure...5

Construction Workers and Lead Exposure...5

OSHA’s Lead Standard...6

Employer Responsibilities...8

Hazard Assessment...9

Medical Surveillance...12

Medical Removal Provisions...14 

Recordkeeping...16

Exposure Reduction and Employee Protection...18

Engineering Controls...18

Housekeeping and Personal Hygiene...21

Protective Clothing and Equipment...24

Respiratory Protection...26

Employee Information and Training...29

OSHA Assistance, Services, and Products...30

OSHA Regional Office Directory...36
Health Hazards of Lead Exposure

Pure lead (Pb) is a heavy metal at room temperature and

pressure. A basic chemical element, it can combine with various

other substances to form numerous lead compounds.

Lead has been poisoning workers for thousands of years. Lead

can damage the central nervous system, cardiovascular system,

reproductive system, hematological system, and kidneys. When

absorbed into the body in high enough doses, lead can be toxic. 

In addition, workers’ lead exposure can harm their children’s

development. 

Short-term (acute) overexposure–as short as days--can cause

acute encephalopathy, a condition affecting the brain that develops

quickly into seizures, coma, and death from cardiorespiratory

arrest. Short-term occupational exposures of this type are highly

unusual but not impossible. 

Extended, long-term (chronic) overexposure can result in severe

damage to the central nervous system, particularly the brain. It can

also damage the blood-forming, urinary, and reproductive systems.

There is no sharp dividing line between rapidly developing acute

effects of lead and chronic effects that take longer to develop. 

SYMPTOMS OF CHRONIC OVEREXPOSURE 

Some of the common symptoms include:

■ Loss of appetite;

■ Constipation;

■ Nausea; 

■ Excessive tiredness;

■ Headache;

■ Fine tremors;

■ Colic with severe abdominal pain;

■ Metallic taste in the mouth;

■ Weakness;

■ Nervous irritability;

■ Hyperactivity;

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■ Muscle and joint pain or soreness;

■ Anxiety;

■ Pallor;

■ Insomnia;

■ Numbness; and

■ Dizziness.

REPRODUCTIVE RISKS 

Lead is toxic to both male and female reproductive systems.

Lead can alter the structure of sperm cells and there is evidence of

miscarriage and stillbirth in women exposed to lead or whose

partners have been exposed. Children born to parents who were

exposed to excess lead levels are more likely to have birth defects,

mental retardation, or behavioral disorders or to die during the first

year of childhood. 

Workers who desire medical advice about reproductive issues

related to lead should contact qualified medical personnel to

arrange for a job evaluation and medical followup--particularly if

they are pregnant or actively seeking to have a child. Employers

whose employees may be exposed to lead and who have been

contacted by employees with concerns about reproductive issues

must make medical examinations and consultations available.

CHELATING AGENTS

Under certain limited circumstances, a physician may prescribe

special drugs called chelating agents to reduce the amount of lead

absorbed in body tissues. Using chelation as a preventive

measure--that is, to lower blood level but continue to expose a

worker--is prohibited and therapeutic or diagnostic chelations of

lead that are required must be done under the supervision of a

licensed physician in a clinical setting, with thorough and appropriate medical monitoring. The employee must be notified in writing

before treatment of potential consequences and allowed to obtain a

second opinion.

4


Worker Exposure

Lead is most commonly absorbed into the body by inhalation.

When workers breathe in lead as a dust, fume, or mist, their lungs

and upper respiratory tract absorb it into the body. They can also

absorb lead through the digestive system if it enters the mouth and

is ingested. 

A significant portion of the lead inhaled or ingested gets into the

bloodstream. Once in the bloodstream, lead circulates through the

body and is stored in various organs and body tissues. Some of this

lead is filtered out of the body quickly and excreted, but some

remains in the blood and tissues. As exposure continues, the amount

stored will increase if the body absorbs more lead than it excretes.

The lead stored in the tissue can slowly cause irreversible damage,

first to individual cells, then to organs and whole body systems. 

Construction Workers and Lead Exposure

HOW LEAD IS USED

In construction, lead is used frequently for roofs, cornices, tank

linings, and electrical conduits. In plumbing, soft solder, used

chiefly for soldering tinplate and copper pipe joints, is an alloy of

lead and tin. Soft solder has been banned for many uses in the

United States. In addition, the Consumer Product Safety

Commission bans the use of lead-based paint in residences.

Because lead-based paint inhibits the rusting and corrosion of iron

and steel, however, lead continues to be used on bridges, railways,

ships, lighthouses, and other steel structures, although substitute

coatings are available. 

Construction projects vary in their scope and potential for

exposing workers to lead and other hazards. Projects such as

removing paint from a few interior residential doors may involve

limited exposure. Others projects, however, may involve removing

or stripping substantial quantities of lead-based paints on large

bridges and other structures.

MOST VULNERABLE WORKERS

Workers potentially at risk for lead exposure include those

involved in iron work; demolition work; painting; lead-based paint

5


abatement; plumbing; heating and air conditioning maintenance

and repair; electrical work; and carpentry, renovation, and remodeling work. Plumbers, welders, and painters are among those

workers most exposed to lead. Significant lead exposures also can

arise from removing paint from surfaces previously coated with

lead-based paint such as bridges, residences being renovated, and

structures being demolished or salvaged. With the increase in

highway work, bridge repair, residential lead abatement, and residential remodeling, the potential for exposure to lead-based paint

has become more common.

Workers at the highest risk of lead exposure are those involved

in:

■ Abrasive blasting and

■ Welding, cutting, and burning on steel structures.

Other operations with the potential to expose workers to lead

include:

■ Lead burning;

■ Using lead-containing mortar; 

■ Power tool cleaning without dust collection systems;

■ Rivet busting;

■ Cleanup activities where dry expendable abrasives are used;

■ Movement and removal of abrasive blasting enclosures;

■ Manual dry scraping and sanding; 

■ Manual demolition of structures;

■ Heat-gun applications;

■ Power tool cleaning with dust collection systems; and

■ Spray painting with lead-based paint. 

OSHA’s Lead Standard

OSHA’s Lead Standard for the Construction Industry, Title 29 Code

of Federal Regulations 1926.62, covers lead in a variety of forms,

including metallic lead, all inorganic lead compounds, and organic

lead soaps. 

6


EXPOSURE LIMITS 

The standard establishes maximum limits of exposure to lead for

all workers covered, including a permissible exposure limit (PEL)

and action level (AL). 

The PEL sets the maximum worker exposure to lead: 50 micrograms of lead per cubic meter of air (50μg/m3) averaged over an

eight-hour period. If employees are exposed to lead for more than

eight hours in a workday, their allowable exposure as a TWA for

that day must be reduced according to this formula: 

Employee exposure (in μg/m3) = 400 divided by the hours worked

in the day.

The AL, regardless of respirator use, is an airborne concentration of 30μg/m3, averaged over an eight-hour period. The AL is the

level at which an employer must begin specific compliance activities outlined in the standard.

APPLICABILITY TO CONSTRUCTION 

OSHA’s lead in construction standard applies to all construction

work where an employee may be exposed to lead. All work related

to construction, alteration, or repair, including painting and decorating, is included. Under this standard, construction includes, but is

not limited to:

■ Demolition or salvage of structures where lead or materials 

containing lead are present;

■ Removal or encapsulation of materials containing lead;

■ New construction, alteration, repair, or renovation of structures, 

substrates, or portions or materials containing lead;

■ Installation of products containing lead;

■ Lead contamination from emergency cleanup;

■ Transportation, disposal, storage, or containment of lead or 

materials containing lead where construction activities are 

performed; and

■ Maintenance operations associated with these construction 

activities.

7


Employer Responsibilities

WORKER PROTECTIONS

Employers of construction workers are responsible for developing and implementing a worker protection program. At a minimum,

the employer’s worker protection program for employees exposed

to lead above the PEL should include:

■ Hazard determination, including exposure assessment; 

■ Medical surveillance and provisions for medical removal;

■ Job-specific compliance programs;

■ Engineering and work practice controls;

■ Respiratory protection;

■ Protective clothing and equipment;

■ Housekeeping; 

■ Hygiene facilities and practices;

■ Signs; 

■ Employee information and training; and

■ Recordkeeping.

Because lead is a cumulative and persistent toxic substance and

health effects may result from exposure over prolonged periods,

employers must use these precautions where feasible to minimize

employee exposure to lead. 

The employer should, as needed, consult a qualified safety and

health professional to develop and implement an effective, sitespecific worker protection program. These professionals may work

independently or may be associated with an insurance carrier, trade

organization, or onsite consultation program.

ELEMENTS OF A COMPLIANCE PROGRAM

For each job where employee exposure exceeds the PEL, the

employer must establish and implement a written compliance

program to reduce employee exposure to the PEL or below. The

compliance program must provide for frequent and regular inspections of job sites, materials, and equipment by a competent person.

Written programs, which must be reviewed and updated at least

every six months, must include:

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■ A description of each activity in which lead is emitted (such as 

equipment used, material involved, controls in place, crew size, 

employee job responsibilities, operating procedures, and 

maintenance practices);

■ The means to be used to achieve compliance and engineering 

plans and studies used to determine the engineering controls 

selected where they are required;

■ Information on the technology considered to meet the PEL;

■ Air monitoring data that document the source of lead emissions; 

■ A detailed schedule for implementing the program, including 

copies of documentation (such as purchase orders for 

equipment, construction contracts);

■ A work practice program; 

■ An administrative control schedule, if applicable; and 

■ Arrangements made among contractors on multi-contractor 

sites to inform employees of potential lead exposure. 

Hazard Assessment

An employer is required to conduct an initial employee exposure

assessment of whether employees are exposed to lead at or above

the AL based on:

■ Any information, observation, or calculation that indicates 

employee exposure to lead;

■ Any previous measurements of airborne lead; and

■ Any employee complaints of symptoms attributable to lead 

exposure.

Objective data and historical measurements of lead may be used

to satisfy the standard’s initial monitoring requirements. 

INITIAL EMPLOYEE EXPOSURE ASSESSMENT 

Initial monitoring may be limited to a representative sample of

those employees exposed to the greatest concentrations of

airborne lead. Representative exposure sampling is permitted when

there are a number of employees performing the same job, with

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lead exposure of similar duration and level, under essentially the

same conditions. For employees engaged in similar work, the

standard requires that the members of the group reasonably

expected to have the highest exposure levels be monitored. This

result is then attributed to the other employees of the group. 

The employer must establish and maintain an accurate record

documenting the nature and relevancy of previous exposure data.

Instead of performing initial monitoring, the employer may in some

cases rely on objective data that demonstrate that a particular leadcontaining material or product cannot result in employee exposure

at or above the action level when it is processed, used, or handled. 

BIOLOGICAL MONITORING TESTS 

Analysis of blood lead samples must be conducted by an OSHAapproved lab and be accurate (to a confidence level of 95 percent)

within plus or minus 15 percent, or 6 μg/dl, whichever is greater. If

an employee’s airborne lead level is at or above the AL for more

than 30 days in any consecutive 12 months, the employer must

make biological monitoring available on the following schedule:

■ At least every two months for the first six months and every six 

months thereafter for employees exposed at or above the action

level for more than 30 days annually;

■ At least every two months for employees whose last blood 

sampling and analysis indicated a blood lead level at or above 

40 μg/dl; and

■ At least monthly while an employee is removed from exposure 

due an elevated blood lead level.

PENDING EMPLOYEE EXPOSURE ASSESSMENT

Until the employer performs an exposure assessment and

documents that employees are not exposed above the PEL, OSHA

requires some degree of interim protection for employees. This

means providing respiratory protection, protective work clothing

and equipment, hygiene facilities, biological monitoring, and

training—as specified by the standards—for certain tasks prone to

produce high exposure. These include: 

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■ Manual demolition of structures such as dry wall, manual 

scraping, manual sanding, and use of a heat gun where leadcontaining coatings or paints are present;

■ Power tool cleaning with or without local exhaust ventilation; 

■ Spray painting with lead-containing paint; 

■ Lead burning;

■ Use of lead-containing mortar;

■ Abrasive blasting, rivet busting, welding, cutting, or torchburning on any structure where lead-containing coatings or 

paint are present;

■ Abrasive blasting enclosure movement and removal;

■ Cleanup of activities where dry expendable abrasives are used; 

and

■ Any other task the employer believes may cause exposures in 

excess of the PEL.

TEST RESULTS SHOWING NO OVEREXPOSURES

If the initial assessment indicates that no employee is exposed

above the AL, the employer may discontinue monitoring. Further

exposure testing is not required unless there is a change in

processes or controls that may result in additional employees being

exposed to lead at or above the AL, or may result in employees

already exposed at or above the AL being exposed above the PEL.

The employer must keep a written record of the determination,

including the date, location within the work site, and the name and

social security number of each monitored employee. 

EMPLOYEE NOTIFICATION OF MONITORING RESULTS

The employer must notify each employee in writing of employee

exposure assessment results within five working days of receiving

them. Whenever the results indicate that the representative

employee exposure, without the use of respirators, is above the

PEL, the employer must include a written notice stating that the

employee’s exposure exceeded the PEL and describing corrective

action taken or to be taken to reduce exposure to or below the PEL. 

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Medical Surveillance

When an employee’s airborne exposure is at or above the AL for

more than 30 days in any consecutive 12 months, an immediate

medical consultation is required when the employee notifies the

employer that he or she:

■ Has developed signs or symptoms commonly associated with 

lead-related disease; 

■ Has demonstrated difficulty in breathing during respirator use or

a fit test;

■ Desires medical advice concerning the effects of past or current 

lead exposure on the employee’s ability to have a healthy child; 

and

■ Is under medical removal and has a medically appropriate need.

MEDICAL EXAMS

The best indicator of personal lead exposure is through a blood

test to indicate elevated blood lead levels. A medical exam must

also include: 

■ Detailed work and medical histories, with particular attention to 

past lead exposure (occupational and nonoccupational), 

personal habits (smoking and hygiene), and past gastrointestinal, hematologic, renal, cardiovascular, reproductive, and 

neurological problems;

■ A thorough physical exam, with particular attention to gums, 

teeth, hematologic, gastrointestinal, renal, cardiovascular, and 

neurological systems; evaluation of lung function if respirators 

are used;

■ A blood pressure measurement;

■ A blood sample and analysis to determine blood lead level;

• Hemoglobin and hematocrit determinations, red cell indices, 

and an exam of peripheral smear morphology; and

• Zinc protopor-phyrin; blood urea nitrogen; and serum 

creatinine;

■ A routine urinalysis with microscopic exam; and

■ Any lab or other test the examining physician deems necessary.

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INFORMATION FOR THE EXAMINING PHYSICIAN

The employer must provide all examining physicians with a copy

of the lead in construction standard, including all appendices, a

description of the affected employee's duties as they relate to the

employee’s exposure, the employee's lead exposure level or anticipated exposure level, a description of personal protective

equipment used or to be used, prior blood lead determinations, and

all prior written medical opinions for the employee.

WHEN MONITORING SHOWS NO EMPLOYEE 

EXPOSURES ABOVE THE AL

Employers must make available, at no cost to the employee,

initial medical surveillance for employees exposed to lead on the

job at or above the action level on any one day per year. This initial

medical surveillance consists of biological monitoring in the form of

blood sampling and analysis for lead and zinc protoporyrin (ZPP)

levels. In addition, a medical surveillance program with biological

monitoring must be made available to any employee exposed at or

above the action level for more than 30 days in any consecutive 12

months. 

AFTER THE MEDICAL EXAMINATION

Employers must obtain and provide the employee a copy of a

written opinion from each examining or consulting physician that

contains only information related to occupational exposure to lead

and must include:

■ Whether the employee has any detected medical condition that 

would increase the health risk from lead exposure;

■ Any special protective measures or limitations on the worker’s 

exposure to lead,

■ Any limitation on respirator use; and

■ Results of the blood lead determinations. 

In addition, the written statement may include a statement that

the physician has informed the employee of the results of the consultation or medical examination and any medical condition that

may require further examination or treatment.

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The employer must instruct the physician that findings, including

lab results or diagnoses unrelated to the worker’s lead exposure,

must not be revealed to the employer or included in the written

opinion to the employer. The employer must also instruct the

physician to advise employees of any medical condition, occupational or non-occupational, that necessitates further evaluation or

treatment. In addition, some states also require laboratories and

health care providers to report cases of elevated blood lead concentrations to their state health departments.

Medical Removal Provisions

Temporary medical removal can result from an elevated blood

level or a written medical opinion. More specifically, the employer

is required to remove from work an employee with a lead exposure

at or above the AL each time periodic and follow-up (within two

weeks of the periodic test) blood sampling tests indicate that the

employee’s blood level is at or above 50 μg /dl. The employer also

must remove from work an employee with lead exposure at or

above the AL each time a final medical determination indicates that

the employee needs reduced lead exposure for medical reasons. If

the physician who is implementing the employer’s medical

program makes a final written opinion recommending the

employee’s removal or other special protective measures, the

employer must implement the physician’s recommendation.

For an employee removed from exposure to lead at or above the

AL due to a blood lead level at or above 50 μg/dl, the employer may

return that employee to former job status when two consecutive

blood sampling tests indicate that the employee’s blood lead level

is below 40 μg /dl. For an employee removed from exposure to lead

due to a final medical determination, the employee must be

returned when a subsequent final medical determination results in

a medical finding, determination, or opinion that the employee no

longer has a detected medical condition that places the employee

at increased risk of lead exposure.

The employer must remove any limitations placed on

employees or end any special protective measures when a subse14


quent final medical determination indicates they are no longer

necessary. If the former position no longer exists, the employee is

returned consistent with whatever job assignment discretion the

employer would have had if no removal occurred. 

WORKER PROTECTIONS AND BENEFITS 

The employer must provide up to 18 months of medical removal

protection (MRP) benefits each time an employee is removed from

lead exposure or medically limited. As long as the position/job

exists, the employer must maintain the earnings, seniority, and

other employment rights and benefits as though the employee had

not been removed from the job or otherwise medically limited. The

employer may condition medical removal protection benefits on

the employee's participation in followup medical surveillance.

If a removed employee files a worker's compensation claim or

other compensation for lost wages due to a lead-related disability,

the employer must continue medical removal protection benefits

until the claim is resolved. However, the employer's MRP benefits

obligation will be reduced by the amount that the employee

receives from these sources. Also, the employer’s MRP benefits

obligation will be reduced by any income the employee receives

from employment with another employer made possible by virtue

of the employee’s removal.

RECORDS REQUIREMENTS INVOLVING MEDICAL REMOVAL 

In the case of medical removal, the employer’s records must

include:

■ The worker’s name and social security number,

■ The date of each occasion that the worker was removed from 

current exposure to lead,

■ The date when the worker was returned to the former job 

status,

■ A brief explanation of how each removal was or is being 

accomplished, and

■ A statement indicating whether the reason for the removal was 

an elevated blood lead level. 

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Recordkeeping

EMPLOYER REQUIREMENTS

The employer must maintain any employee exposure and

medical records to document ongoing employee exposure, medical

monitoring, and medical removal of workers. This data provides a

baseline to evaluate the employee’s health properly. Employees or

former employees, their designated representatives, and OSHA

must have access to exposure and medical records in accordance

with 29 CFR 1910.1020. Rules of agency practice and procedure

governing OSHA access to employee medical records are found in

29 CFR 1913.10.

EXPOSURE ASSESSMENT RECORDS

The employer must establish and maintain an accurate record of

all monitoring and other data used to conduct employee exposure

assessments as required by this standard and in accordance with

29 CFR 1910.1020. The exposure assessment records must include:

■ The dates, number, duration, location, and results of each 

sample taken, including a description of the sampling 

proce-dure used to determine representative employee 

exposure;

■ A description of the sampling and analytical methods used and 

evidence of their accuracy;

■ The type of respiratory protection worn, if any;

■ The name, social security number, and job classification of the 

monitored employee and all others whose exposure the 

mea-surement represents; and

■ Environmental variables that could affect the measurement of 

employee exposure.

MEDICAL SURVEILLANCE RECORDS

The employer must maintain an accurate record for each

employee subject to medical surveillance, including:

■ The name, social security number, and description of the 

employee's duties;

■ A copy of the physician's written opinions;

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■ The results of any airborne exposure monitoring done for the 

employee and provided to the physician; and

■ Any employee medical complaints related to lead exposure.

In addition, the employer must keep or ensure that the 

examining physician keeps the following medical records:

■ A copy of the medical examination results including medical and

work history;

■ A description of the laboratory procedures and a copy of any 

guidelines used to interpret the test results; and 

■ A copy of the results of biological monitoring.

The employer or physician or both must maintain medical

records in accordance with 29 CFR 1910.1020.

DOCUMENTS FOR EMPLOYEES SUBJECT TO MEDICAL REMOVAL

The employer must maintain--for at least the duration of

employ-ment–an accurate record for each employee subject to

medical removal, including:

■ The name and social security number of the employee;

■ The date on each occasion that the employee was removed 

from current exposure to lead and the corresponding date which

the employee was returned to former job status;

■ A brief explanation of how each removal was or is being 

accomplished; and

■ A statement about each removal indicating whether the reason 

for removal was an elevated blood level.

EMPLOYER REQUIREMENTS RELATED TO OBJECTIVE DATA 

The employer must establish and maintain an accurate record

documenting the nature and relevancy of objective data relied on to

assess initial employee exposure in lieu of exposure monitoring.

The employer must maintain the record of objective data relied on

for at least 30 years.

DOCUMENTS FOR OSHA AND NIOSH REVIEW

The employer must make all records--including exposure

monitor-ing, objective data, medical removal, and medical records--

17


available upon request to affected employees, former employees,

and their designated representatives and to the OSHA Assistant

Secretary and the Director of the National Institute for Occupational

Safety and Health (NIOSH) for examination and copying in accordance with 29 CFR 1910.1020.

WHEN CLOSING A BUSINESS

When an employer ceases to do business, the successor

employer must receive and retain all required records. If no

successor is available, these records must be sent to the Director of

NIOSH.

Exposure Reduction and 

Employee Protection

The most effective way to protect workers is to minimize their

exposure through engineering controls, good work practices and

training, and use of personal protective clothing and equipment,

including respirators, where required. The employer needs to

designate a competent person capable of identifying existing and

predictable lead hazards and who is authorized to take prompt corrective measures to eliminate such problems. The employer should,

as needed, consult a qualified safety and health professional to

develop and implement an effective worker protection program.

These professionals may work independently or may be associated

with an insurance carrier, trade organization, or onsite consultation

program. 

Engineering Controls

Engineering measures include local and general exhaust ventilation, process and equipment modification, material substitution,

component replacement, and isolation or automation. Examples of

recommended engineering controls that can help reduce worker

exposure to lead are described as follows.

EXHAUST VENTILATION

Equip power tools used to remove lead-based paint with dust

collection shrouds or other attachments so that paint is exhausted

18


through a high-efficiency particulate air (HEPA) vacuum system. For

operations such as welding, cutting/burning, or heating, use local

exhaust ventilation. Use HEPA vacuums during cleanup operations.

For abrasive blasting operations, build a containment structure

that is designed to optimize the flow of clean ventilation air past the

workers’ breathing zones. This will help reduce the exposure to

airborne lead and increase visibility. Maintain the affected area

under negative pressure to reduce the chances that lead dust will

contaminate areas outside the enclosure. Equip the containment

structure with an adequately sized dust collector to control

emissions of particulate matter into the environment. 

ENCLOSURE OR ENCAPSULATION

One way to reduce the lead inhalation or ingestion hazard posed

by lead-based paint is to encapsulate it with a material that bonds

to the surface, such as acrylic or epoxy coating or flexible wall

coverings. Another option is to enclose it using systems such as

gypsum wallboard, plywood paneling, and aluminum, vinyl, or

wood exterior siding. Floors coated with lead-based paint can be

covered using vinyl tile or linoleum. 

The building owner or other responsible person should oversee

the custodial and maintenance staffs and contractors during all

activities involving enclosed or encapsulated lead-based paint. This

will minimize the potential for an inadvertent lead release during

maintenance, renovation, or demolition.

SUBSTITUTION

Choose materials and chemicals that do not contain lead for construction projects. Among the options are: 

■ Use zinc-containing primers covered by an epoxy intermediate 

coat and polyurethane topcoat instead of lead-containing 

coatings. 

■ Substitute mobile hydraulic shears for torch cutting under 

certain circumstances. 

■ Consider surface preparation equipment such as needle guns 

with multiple reciprocating needles completely enclosed within 

an adjustable shroud, instead of abrasive blasting under certain 

19


conditions. The shroud captures dust and debris at the cutting 

edge and can be equipped with a HEPA vacuum filtration with a 

self-drumming feature. One such commercial unit can remove 

lead-based paint from flat steel and concrete surfaces, outside 

edges, inside corners, and pipes.

■ Choose chemical strippers in lieu of hand scraping with a heat 

gun for work on building exteriors, surfaces involving carvings 

or molding, or intricate iron work. Chemical removal generates 

less airborne lead dust. (Be aware, however, that these strippers 

themselves can be hazardous and that the employer must 

review the material safety data sheets (MSDSs) for these 

stripping agents to obtain information on their hazards.)

COMPONENT REPLACEMENT

Replace lead-based painted building components such as

windows, doors, and trim with new components free of lead-containing paint. Another option is to remove the paint offsite and then

repaint the components with zinc-based paint before replacing them.

PROCESS OR EQUIPMENT MODIFICATION

When applying lead paints or other lead-containing coatings, use

a brush or roller rather than a sprayer. This application method

introduces little or no paint mist into the air to present a lead

inhalation hazard. (Note that there is a ban on the use of lead-based

paint in residential housing.)

Use non-silica-containing abrasives such as steel or iron shot/grit

sand instead of sand in abrasive blasting operations when practical.

The free silica portion of the dust presents a respiratory health

hazard.

When appropriate for the conditions, choose blasting techniques

that are less dusty than open-air abrasive blasting. These include

hydro- or wet-blasting using high-pressure water with or without an

abrasive or surrounding the blast nozzle with a ring of water, and

vacuum blasting where a vacuum hood for material removal is

positioned around the exterior of the blasting nozzle.

When using a heat gun to remove lead-based paints in residential housing units, be sure it is of the flameless electrical softener

20


type. Heat guns should have electronically controlled temperature

settings to allow usage below 700 degrees F. Equip heat guns with

various nozzles to cover all common applications and to limit the

size of the heated work area.

When using abrasive blasting with a vacuum hood on exterior

building surfaces, ensure that the configuration of the heads on the

blasting nozzle match the configuration of the substrate so that the

vacuum is effective in containing debris.

Ensure that HEPA vacuum cleaners have the appropriate attachments for use on unusual surfaces. Proper use of brushes of

various sizes, crevice and angular tools, when needed, will enhance

the quality of the HEPA-vacuuming process and help reduce the

amount of lead dust released into the air.

ISOLATION

Although it is not feasible to enclose and ventilate some

abrasive blasting operations completely, it is possible to isolate

many operations to help reduce the potential for lead exposure.

Isolation consists of keeping employees not involved in the blasting

operations as far away from the work area as possible, reducing the

risk of exposure.

Housekeeping and Personal Hygiene

Lead is a cumulative and persistent toxic substance that poses a

serious health risk. A rigorous housekeeping program and the

observance of basic personal hygiene practices will minimize

employee exposure to lead. In addition, these two elements of the

worker protection program help prevent workers from taking leadcontaminated dust out of the worksite and into their homes where

it can extend the workers’ exposures and potentially affect their

families’ health.

HOUSEKEEPING PRACTICES 

An effective housekeeping program involves a regular schedule

to remove accumulations of lead dust and lead-containing debris.

The schedule should be adapted to exposure conditions at a particular worksite. OSHA’s Lead Standard for Construction requires

21


employers to maintain all surfaces as free of lead contamination as

practicable. Vacuuming lead dust with HEPA-filtered equipment or

wetting the dust with water before sweeping are effective control

measures. Compressed air may not be used to remove lead from

contaminated surfaces unless a ventilation system is in place to

capture the dust generated by the compressed air. 

In addition, put all lead-containing debris and contaminated

items accumulated for disposal into sealed, impermeable bags or

other closed impermeable containers. Label bags and containers as

lead-containing waste. These measures provide additional help in

controlling exposure.

PERSONAL HYGIENE PRACTICES 

Emphasize workers’ personal hygiene such as washing their

hands and face after work and before eating to minimize their

exposure to lead. Provide and ensure that workers use washing

facilities. Provide clean change areas and readily accessible eating

areas. If possible, provide a parking area where cars will not be contaminated with lead. These measures:

■ Reduce workers’ exposure to lead and the likelihood that they 

will ingest lead, 

■ Ensure that the exposure does not extend beyond the worksite, 

■ Reduce the movement of lead from the worksite, and 

■ Provide added protection to employees and their families.

CHANGE AREAS

The employer must provide a clean change area for employees

whose airborne exposure to lead is above the PEL. The area must

be equipped with storage facilities for street clothes and a separate

area with facilities for the removal and storage of lead-contaminated

protective work clothing and equipment. This separation prevents

cross contamination of the employee’s street and work clothing.

Employees must use a clean change area for taking off street

clothes, suiting up in clean protective work clothing, donning respirators before beginning work, and dressing in street clothes after

work. No lead-contaminated items should enter this area.

22


Work clothing must not be worn away from the jobsite. Under

no circumstances should lead-contaminated work clothes be

laundered at home or taken from the worksite, except to be

laundered professionally or for disposal following applicable

federal, state, and local regulations.

SHOWERS AND WASHING FACILITIES

When feasible, showers must be provided for use by employees

whose airborne exposure to lead is above the permissible exposure

limit so they can shower before leaving the worksite. Where

showers are provided, employees must change out of their work

clothes and shower before changing into their street clothes and

leaving the worksite. If employees do not change into clean

clothing before leaving the worksite, they may contaminate their

homes and automobiles with lead dust, extending their exposure

and exposing other members of their household to lead.

In addition, employers must provide adequate washing facilities

for their workers. These facilities must be close to the worksite and

furnished with water, soap, and clean towels so employees can

remove lead contamination from their skin. 

Contaminated water from washing facilities and showers must

be disposed of in accordance with applicable local, state, or federal

regulations.

PERSONAL PRACTICES

The employer must ensure that employees do not enter

lunchroom facilities or eating areas with protective work clothing or

equipment unless surface lead dust has been removed. HEPA

vacuuming and use of a downdraft booth are examples of cleaning

methods that limit the dispersion of lead dust from contaminated

work clothing.

In all areas where employees are exposed to lead above the PEL,

employees must observe the prohibition on the presence and consumption or use of food, beverages, tobacco products, and

cosmetics. Employees whose airborne exposure to lead is above

the PEL must wash their hands and face before eating, drinking,

smoking, or applying cosmetics. 

23


END-OF-DAY PROCEDURES

Employers must ensure that workers who are exposed to lead

above the permissible exposure limit follow these procedures at the

end of their workday: 

■ Place contaminated clothes, including work shoes and personal 

protective equipment to be cleaned, laundered, or disposed of, 

in a properly labeled closed container. 

■ Take a shower and wash their hair. Where showers are not 

provided, employees must wash their hands and face at the end 

of the workshift. 

■ Change into street clothes in clean change areas.

Protective Clothing and Equipment

EMPLOYER REQUIREMENTS

Employers must provide workers who are exposed to lead

above the PEL or for whom the possibility of skin or eye irritation

exists with clean, dry protective work clothing and equipment that

are appropriate for the hazard. Employers must provide these items

at no cost to employees. Appropriate protective work clothing and

equipment used on construction sites includes: 

■ Coveralls or other full-body work clothing;

■ Gloves, hats, and shoes or disposable shoe coverlets;

■ Vented goggles or face shields with protective spectacles or 

goggles;

■ Welding or abrasive blasting helmets; and

■ Respirators. 

Clean work clothing must be issued daily for employees whose

exposure levels to lead are above 200 μg/m3, weekly if exposures

are above the PEL but at or below 200 μg/m3 or where the possibility of skin or eye irritation exists.

HANDLING CONTAMINATED PROTECTIVE CLOTHING

Workers must not be allowed to leave the worksite wearing leadcontaminated protective clothing or equipment. This is an essential

24


step in reducing the movement of lead contamination from the

workplace into the worker’s home and provides added protection

for employees and their families.

Disposable coveralls and separate shoe covers may be used, if

appropriate, to avoid the need for laundering. Workers must

remove protective clothing in change rooms provided for that

purpose.

Employers must ensure that employees leave the respirator use

area to wash their faces and respirator facepieces as necessary. In

addition, employers may require their employees to use HEPA

vacuuming, damp wiping, or another suitable cleaning method

before removing a respirator to clear loose particle contamination

on the respirator and at the face-mask seal. 

Place contaminated clothing that is to be cleaned, laundered, or

disposed of by the employer in closed containers. Label containers

with the warning: "Caution: Clothing contaminated with lead. Do

not remove dust by blowing or shaking. Dispose of lead-contaminated wash water in accordance with applicable local, state, or

federal regulations."

Workers responsible for handling contaminated clothing,

including those in laundry services or subcontractors, must be

informed in writing of the potential health hazard of lead exposure.

At no time shall lead be removed from protective clothing or

equipment by brushing, shaking, or blowing. These actions

disperse the lead into the work area. 

PREVENTING HEAT STRESS 

Workers wearing protective clothing, particularly in hot environments or within containment structures, can face a risk from heat

stress if proper control measures are not used.

Heat stress is caused by several interacting factors, including

environmental conditions, type of protective clothing worn, the

work activity required and anticipated work rate, and individual

employee characteristics such as age, weight, and fitness level.

When heat stress is a concern, the employer should choose lighter,

less insulating protective clothing over heavier clothing, as long as



25
it provides adequate protection. Other measures the employer can

take include: discussing the possibility of heat stress and its signs

and symptoms with all workers; using appropriate work/rest

regimens; and providing heat stress monitoring that includes

measuring employees’ heart rates, body temperatures, and weight

loss. Employers must provide a source of water or electrolyte drink

in a non-contaminated eating and drinking area close to the work

area so workers can drink often throughout the day. Workers must

wash their hands and face before drinking any fluid if their airborne

exposure is above the PEL. 

Respiratory Protection

Although engineering and work practice controls are the primary

means of protecting workers from exposure to lead, source control

at construction sites sometimes is insufficient to control exposure.

In these cases, airborne lead concentrations may be high or may

vary widely. Respirators often must be used to supplement engineering controls and work practices to reduce worker lead

exposures below the PEL. When respirators are required, employers

must provide them at no cost to workers.

The standard requires that respirators be used during periods

when an employee’s exposure to lead exceeds the PEL, including

■ Periods necessary to install or implement engineering or work 

practice controls, and 

■ Work operations for which engineering and work practice 

controls are insufficient to reduce employee exposures to or 

below the PEL. 

Respirators also must be provided upon employee request. 

A requested respirator is included as a requirement to provide

increased protection for those employees who wish to reduce

their lead burden below what is required by the standard, particularly if they intend to have children in the near future. In addition,

respirators must be used when performing previously indicated

high exposure or "trigger" tasks, before completion of the initial

assessment.

26


PROVIDING ADEQUATE RESPIRATORY PROTECTION

Before any employee first starts wearing a respirator in the work

environment, the employer must perform a fit test. For all

employees wearing negative or positive pressure tight-fitting

facepiece respirators, the employer must perform either qualitative

or quantitative fit tests using an OSHA-accepted fit testing protocol.

In addition, employees must be fit tested whenever a different respirator facepiece is used, and at least annually thereafter. 

Where daily airborne exposure to lead exceeds 50 μg/m3,

affected workers must don respirators before entering the work

area and should not remove them until they leave the highexposure area or have completed a decontamination procedure.

Employers must assure that the respirator issued to the employee is

selected and fitted properly to ensure minimum leakage through

the facepiece-to-face seal.

RESPIRATORY PROTECTION PROGRAMS

When respirators are required at a worksite, the employer must

establish a respiratory protection program in accordance with the

OSHA standard on respiratory protection, 29 CFR 1910.134. At a

minimum, an acceptable respirator program for lead must include:

■ Procedures for selecting respirators appropriate to the hazard;

■ Fit testing procedures;

■ Procedures for proper use of respirators in routine and 

reasonably foreseeable emergency situations, including 

cartridge change schedules;

■ Procedures and schedules for cleaning, disinfecting, storing, 

inspecting, repairing, discarding, and otherwise maintaining 

respirators;

■ Training of employees in the respiratory hazard to which they are

potentially exposed during routine and emergency situations;

■ Training of employees in the proper use of respirators, including

putting on and removing them, any limitations of their use, and 

their maintenance;

27


■ Procedures for regularly evaluating the effectiveness of the 

program; 

■ Procedures to ensure air quality when supplied air is used;

■ A written program and designation of a program administrator; 

and

■ Recordkeeping procedures.

In addition, the construction industry lead standard stipulates 

medical evaluations of employees required to use respirators. 

If an employee has difficulty in breathing during a fit test or

while using a respirator, the employer must make a medical examination available to that employee to determine whether he or she

can wear a respirator safely. 

SELECTING A RESPIRATOR

The employer must select the appropriate respirator from Table 1

of the lead standard, 29 CFR 1926.62(f)(3)(i). The employer must

provide a powered air-purifying respirator when an employee

chooses to use this respirator and it will provide the employee

adequate protection. A NIOSH-certified respirator must be selected

and used in compliance with the conditions of its certification. In

addition, if exposure monitoring or experience indicates airborne

exposures to contaminants other than lead such as silica, solvents,

or polyurethane coatings, these exposures must be considered

when selecting respiratory protection.

Select type CE respirators approved by NIOSH for abrasive

blasting operations. Currently, there are two kinds of CE respirators

with the following assigned protection factors (APFs): a continuousflow respirator with a loose-fitting hood, APF 25; and a full

facepiece supplied-air respirator operated in a positive-pressure

mode, APF 2,000. (Note: OSHA recognizes Bullard Helmets, Models

77 and 88 (1995); Clemco Appollo, Models 20 and 60 (1997); and 3M

Model 8100 (1998) as having APFs of 1,000.) 

For any airline respirator, it is important to follow the manufacturer’s instructions regarding air quality, air pressure, and inside

diameter and length of hoses. Be aware that using longer hoses or

smaller inside diameter hoses than the manufacturer specifies or

28


hoses with bends or kinks may reduce or restrict the airflow to 

a respirator.

Employee Information and Training

The employer must inform employees about lead hazards

according to the requirement of OSHA's Hazard Communication

standard for the construction industry, 29 CFR 1926.59, including--

but not limited to--the requirements for warning signs and labels,

material safety data sheets (MSDSs), and employee information

and training. (Refer to 29 CFR 1910.1200.)

PROGRAM REQUIREMENTS

Employers must institute an information and training program

and ensure that all employees subject to exposure to lead or lead

compounds at or above the action level on any day participate. Also

covered under information and training are employees who may

suffer skin or eye irritation from lead compounds. Initial training

must be provided before the initial job assignment. Training must

be repeated at least annually and, in brief summary, must include:

■ The content of the OSHA lead standard and its appendices;

■ The specific nature of operations that could lead to lead 

expo-sure above the action level;

■ The purpose, proper selection, fit, use, and limitations of 

respirators;

■ The purpose and a description of the medical surveillance 

program, and the medical removal protection program;

■ Information concerning the adverse health effects associated 

with excessive lead exposure; 

■ The engineering and work practice controls associated with 

employees' job assignments;

■ The contents of any lead-related compliance plan in effect;

■ Instructions to employees that chelating agents must not be 

used routinely to remove lead from their bodies and when 

necessary only under medical supervision and at the direction of

a licensed physician; and

29


■ The right to access records under "Access to Employee 

Exposure and Medical Records," 29 CFR 1910.1020.

All materials relating to the training program and a copy of the

standard and its appendices must be made readily available to all

affected employees.

WARNING SIGNS 

Employers are required to post these warning signs in each work

area where employee exposure to lead is above the PEL:

■ WARNING

■ LEAD WORK AREA

■ POISON

■ NO SMOKING OR EATING

All signs must be well lit and kept clean so that they are easily

visible. Statements that contradict or detract from the signs' meaning are prohibited. Signs required by other statutes, regulations, or

ordinances, however, may be posted in addition to, or in combination with, this sign.

OSHA Assistance, Services, and Products

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, 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 health management system assistance

help 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 walks users through the steps required to develop a

30


comprehensive safety and health program. The eTools are posted at

www.osha.gov, and are 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.

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. Twentythree 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 www.osha.gov.

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. 

SAFETY AND HEALTH ACHIEVEMENT RECOGNITION PROGRAM

Under the consultation program, certain exemplary employers

may request participation in OSHA's Safety and Health

Achievement Recognition Program (SHARP). Eligibility for participation includes, but is not limited to, receiving a full-service, compre31


hensive 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 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.

VOLUNTARY PROTECTION PROGRAMS

Voluntary Protection Programs (VPP) are designed to recognize

outstanding achievements by companies that have developed and

implemented effective safety and health management programs.

There are three VPP programs: Star, Merit, and Demonstration. All

are designed to

■ Recognize who that have successfully developed and 

implemented effective and comprehensive safety and health 

management programs;

■ Encourage these employers to continuously improve their safety

and health management programs;

■ Motivate other employers to achieve excellent safety and 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; positive community 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 reviews an

employer's VPP application and conducts a VPP onsite evaluation to

verify that the site’s safety and health management programs are

32


operating effectively. OSHA conducts onsite evaluations on a

regular basis.

Sites participating in VPP are not scheduled for regular, programmed inspections. OSHA does, however, handle 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 regional

offices listed at the end of this booklet. Also, see "Cooperative

Programs" on OSHA’s website.

COOPERATIVE PARTNERSHIPS 

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.

ALLIANCE PROGRAM

Alliances enable organizations committed to workplace safety

and health to collaborate with OSHA to prevent injuries and

illnesses in the workplace. OSHA and its allies work together to

reach out to, educate, and lead the nation’s employers and their

employees in improving and advancing workplace safety and

health. 

Alliances are open to all, including trade or professional organizations, businesses, labor organizations, educational institutions,

and government agencies. In some cases, organizations may be

building on existing relationships with OSHA through other cooperative programs. 

There are few formal program requirements for alliances, which

are less structured than other cooperative agreements, and the

agreements do not include an enforcement component. However,

OSHA and the participating organizations must define, implement,

and meet a set of short- and long-term goals that fall into three cat33


egories: training and education; outreach and communication; and

promotion of the national dialogue on workplace safety and health. 

STRATEGIC PARTNERSHIP PROGRAM 

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.

For more information about this program, contact your nearest

OSHA office or visit our website.

OCCUPATIONAL SAFETY AND HEALTH TRAINING 

The OSHA Training Institute in Arlington Heights, Ill., 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.

TRAINING GRANTS

OSHA awards grants to nonprofit organizations to provide safety

and health training and education to employers and workers in the

workplace. Grants often focus 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 Rd., Arlington Heights, IL 60005;

or call (847) 297-4810.

34


OTHER ASSISTANCE MATERIALS 

OSHA has a variety of materials and tools on its website at

www.osha.gov. These include eTools such as Expert Advisors and

Electronic Compliance Assistance Tools, 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

items, visit OSHA’s website at www.osha.gov 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 sale 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.

IN CASE OF AN EMERGENCY OR 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 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 www.osha.gov.

35


OSHA Regional Offices

*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.

Note: To get contact information for OSHA Area Offices, OSHA-approved state plans,

and OSHA Consultation Projects, please visit us online at www.osha.gov or call us at

(800) 321-OSHA.

36

Region I

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

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

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

PO Box 46550

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