O>SHX 

www.osha.gov 

Employers are responsible for providing a 

safe and healthy workplace for their employees. OSHA’s role is to promote the safety and 

health of America’s working men and 

women by setting and enforcing standards; providing training, outreach and 

education; establishing partnerships; and 

encouraging continual improvement in 

workplace safety and health. 

This publication provides a general overview 

of a particular standards-related topic. This 

publication does not alter or determine compliance responsibilities which are set forth 

in OSHA standards, and the Occupational 

Safety and Health Act of 1970. Moreover, 

because interpretations and enforcement 

policy may change over time, for additional 

guidance on OSHA compliance requirements the reader should consult current 

OSHA administrative interpretations and 

decisions by the Occupational Safety and 

Health Review Commission and the courts. 

Material contained in this publication is in 

the public domain and may be reproduced, 

fully or partially, without permission. Source 

credit is requested but not required. 

This information is available to sensory 

impaired individuals upon request. Voice 

phone: (202) 693-1999; teletypewriter (TTY) 

number: (877) 889-5627. 
Lead in Construction 

U.S. Department of Labor 

Occupational Safety and Health Administration 

OSHA 3142-12R 

2004 
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...30 

OSHA Regional Offices...36 
SHK www.osha.gov 

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 appropri-ate medical monitoring. The employee 

must be notified in writing before treatment of potential 

consequences and allowed to obtain a second opinion. 

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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 

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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. 

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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. 

APPLICABILITYTO 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. 

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Employer Responsibilities 

WORKER PROTECTIONS 

Employers of construction workers are responsible for 

develop-ing 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 on-site 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 MONITORINGTESTS 

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 FORTHE 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 EMPLOYEE 

EXPOSURES ABOVETHE 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 subsequent final 

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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 

procedure 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 

measurement 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 

employment–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 RELATEDTO 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 

moni-toring, objective data, medical removal, and medical 

records--

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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 on-site 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 

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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 

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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 off site 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 residen20 tial housing units, be sure it is of the flameless electrical softener 
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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 

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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. 

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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. 

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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 

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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 

environ-ments 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 

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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 engi-neering 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. 

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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 high-exposure 

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; 

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 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 

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

a respirator. 

Employee Information andTraining 

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 

exposure 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 

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 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 

OSHA can provide extensive help through a variety of programs, 

including technical assistance about effective safety and health 

programs, state plans, workplace consultations, voluntary protection programs, strategic partnerships, training and education, 

and more. An overall commitment to workplace safety and health 

can add value to your business, to your workplace and to your life. 

SAFETY AND HEALTH PROGRAM MANAGEMENT GUIDELINES 

Effective management of employee safety and health protection 

is a decisive factor in reducing the extent and severity of workrelated injuries and illnesses and their related costs. In fact, an 

effective safety and health program forms the basis of good 

employee protection can save time and money, increase productivity, reduce employee injuries, illnesses and related workers’ 

compensation costs. 

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To assist employers and employees in developing effective 

safety and health programs, OSHA published recommended Safety 

and Health Program Management Guidelines (54 Federal Register 

(16): 3904-3916, January 26, 1989). These voluntary guidelines 

apply to all places of employment covered by OSHA. 

The guidelines identify four general elements critical to the 

development of a successful safety and health management 

system: 

 Management leadership and employee involvement, 

 Worksite analysis, 

 Hazard prevention and control, and 

 Safety and health training. 

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. 

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. Twentyfour states, Puerto Rico, and the Virgin Islands currently operate 

approved state plans: 22 cover both private and public (state and 

local government) employment; Connecticut, New Jersey, New York 

and the Virgin Islands cover the public sector only. States and territories with their own OSHA-approved occupational safety and 

health plans must adopt standards identical to, or at least as 

effective as, the Federal OSHA standards. 

CONSULTATION SERVICES 

Consultation assistance is available on request to employers 

who want help in establishing and maintaining a safe and 

healthful workplace. Largely funded 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 

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consultants. Comprehensive assistance includes an appraisal of all 

mechanical systems, work practices and occupational safety and 

health hazards of the workplace and all aspects of the employer’s 

present job safety and health program. In addition, the service 

offers assistance to employers in developing and implementing an 

effective safety and health program. No penalties are proposed or 

citations issued for hazards identified by the consultant. 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. 

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 receiving a comprehensive consultation visit, demonstrating exemplary achievements in workplace safety and health by 

abating all identified hazards, and developing an excellent safety 

and health program. 

Employers accepted into SHARP may receive an exemption from 

programmed inspections (not complaint or accident investigation 

inspections) for a period of one year. For more information concerning consultation assistance, see the OSHA website at 

www.osha.gov.

VOLUNTARY PROTECTION PROGRAMS 

Voluntary Protection Programs and on-site consultation 

services, when coupled with an effective enforcement program, 

expand employee protection to help meet the goals of the OSH 

Act. The VPPs motivate others to achieve excellent safety and 

health results in the same outstanding way as they establish a 

cooperative rela-tionship between employers, employees and 

OSHA. 

For additional information on VPP and how to apply, contact 

the OSHA regional offices listed at the end of this publication. 

STRATEGIC PARTNERSHIP PROGRAM 

OSHA’s Strategic Partnership Program, the newest member 

of OSHA’s cooperative programs, helps encourage, assist and 

recognize the efforts of partners to eliminate serious workplace 

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hazards and achieve a high level of employee safety and health. 

Whereas OSHA’s Consultation Program and VPP entail one-onone 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. 

These partnerships are voluntary, cooperative relationships between 

OSHA, employers, employee representatives and others (e.g., trade 

unions, trade and professional associations, universities and other 

government agencies). 

For more information on this and other cooperative programs, 

contact your nearest OSHA office, or visit OSHA’s website at 

www.osha.gov. 

ALLIANCE PROGRAM 

Through the Alliance Program, OSHA works with groups 

committed to safety and health, including businesses, trade or 

professional organizations, unions and educational institutions, to 

leverage resources and expertise to develop compliance assistance 

tools and resources and share information with employers and 

employees to help prevent injuries, illnesses and fatalities in the 

workplace. 

Alliance program agreements have been established with a wide 

variety of industries including meat, apparel, poultry, steel, plastics, 

maritime, printing, chemical, construction, paper and telecommunications. These agreements are addressing many safety and health 

hazards and at-risk audiences, including silica, fall protection, 

amputations, immigrant workers, youth and small businesses. By 

meeting the goals of the Alliance Program agreements (training 

and education, outreach and communication, and promoting the 

national dialogue on workplace safety and health), OSHA and the 

Alliance Program participants are developing and disseminating 

compliance assistance information and resources for employers 

and employees such as electronic assistance tools, fact sheets, 

toolbox talks, and training programs. 

OSHA TRAINING AND EDUCATION 

OSHA area offices offer a variety of information services, such 

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as compliance assistance, technical advice, publications, audiovisual 

aids and speakers for special engagements. OSHA’s Training 

Institute in Arlington Heights, IL, provides basic and advanced 

courses in safety and health for Federal and state compliance 

officers, state consultants, Federal agency personnel, and private 

sector employers, employees and their representatives. 

The OSHA Training Institute also has established OSHA Training 

Institute Education Centers to address the increased demand for its 

courses from the private sector and from other federal agencies. 

These centers include colleges, universities and nonprofit training 

organizations that have been selected after a competition for participation in the program. 

OSHA also provides funds to nonprofit organizations, through 

grants, to conduct workplace training and education in subjects 

where OSHA believes there is a lack of workplace training. Grants 

are awarded annually. Grant recipients are expected to contribute 

20 percent of the total grant cost. 

For more information on grants, training and education, contact 

the OSHA Training Institute, Directorate of Training and Education, 

2020 South Arlington Heights Road, Arlington Heights, IL 60005, 

(847) 297-4810 or see Training on OSHA’s website at www.osha.gov.

For further information on any OSHA program, contact your nearest

OSHA regional office listed at the end of this publication.

INFORMATION AVAILABLE ELECTRONICALLY 

OSHA has a variety of materials and tools available on its 

website at www.osha.gov. These include electronic compliance 

assistance tools, such as Safety and HealthTopics Pages, eTools, 

Expert Advisors; regulations, directives, publications and 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. 

A wide variety of OSHA materials, including standards, interpretations, directives, and more can be purchased on CD-ROM from 

the U.S. Government Printing Office, Superintendent of Documents, 

toll-free phone (866) 512-1800. 

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OSHA PUBLICATIONS 

OSHA has an extensive publications program. For a listing of 

free or sales 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. 

CONTACTING OSHA 

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 at the end of this publication. 

The teletypewriter (TTY) number is (877) 889-5627. 

Written correspondence can be mailed to the nearest OSHA 

Regional or Area Office listed at the end of this publication or to 

OSHA’s national office at: U.S. Department of Labor, Occupational 

Safety and Health Administration, 200 Constitution Avenue, N.W., 

Washington, DC 20210. 

By visiting OSHA’s website at www.osha.gov, you can also: 

• File a complaint online,

• Submit general inquiries about workplace safety and health electronically, and

• Find more information about OSHA and occupational safety and

health.

35 
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*) 

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 

(972) 850-4145

Region VII 

(IA,* KS, MO, NE) 

Two Pershing Square 

2300 Main Street, Suite 1010 

Kansas City, MO 64108-2416 

(816) 283-8745

Region VIII 

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

1999 Broadway, Suite 1690 

PO Box 46550 

Denver, CO 80202-5716 

(720) 264-6550

Region IX 

(AZ,* CA,* HI, NV,* and American 

Samoa, Guam 

and the Northern Mariana Islands) 

90 7th Street, Suite 18-100 

San Francisco, CA 94103 

(415) 625-2547

Region X 

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

1111 Third Avenue, Suite 715 

Seattle, WA 98101-3212 

(206) 553-5930

* These states and territories operate their own OSHA-approved job safety

and health programs and cover state and local government employees as

well as private sector employees. The Connecticut, New Jersey, New York

and Virgin Islands plans cover public employees only. States with approved

programs must have standards that are identical to, or at least as effective

as, the Federal OSHA standards.

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 1-800-321-0SHA.

36 
Employers are responsible for providing a

safe and healthy workplace for their employees. OSHA’s role is to promote the safety and

health of America’s working men and

women by setting and enforcing standards; providing training, outreach and

education; establishing partnerships; and

encouraging continual improvement in

workplace safety and health.

This publication provides a general overview

of a particular standards-related topic. This

publication does not alter or determine compliance responsibilities which are set forth

in OSHA standards, and the Occupational

Safety and Health Act of 1970. Moreover,

because interpretations and enforcement

policy may change over time, for additional

guidance on OSHA compliance requirements the reader should consult current

OSHA administrative interpretations and

decisions by the Occupational Safety and

Health Review Commission and the courts.

Material contained in this publication is in

the public domain and may be reproduced,

fully or partially, without permission. Source

credit is requested but not required.

This information is available to sensory

impaired individuals upon request. Voice

phone: (202) 693-1999; teletypewriter (TTY)

number: (877) 889-5627.