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1.1 Managers must ensure they are familiar with the contents of this document and understand their responsibilities in managing the risks associated with vibration in the workplace. Employees also have a duty to follow any training and instructions provided, use equipment correctly, and report any concerns or symptoms related to vibration exposure.
1.2 Workers are exposed to vibration in many forms. This can be from the use of percussive handheld tools or from standing or sitting on machinery/vehicles. Those who regularly use high vibration tools and machinery are at risk of injury and/or developing health conditions associated with vibration exposure. Prolonged and regular exposure to vibration can affect the operator’s health, for some people the symptoms may appear after only a few months of exposure, but for others it may take several years.
1.3 The Control of Vibration at Work Regulations(2005) works on the basis that the amount of harm caused through exposure to vibration is dependent on the dose of vibration received. The principle being that a given dose, however delivered, will cause an equivalent degree of harm. This dose is determined by the vibration magnitude and the duration of exposure. The higher the exposure level, the greater the damage caused.
1.4 The risks from vibration can be controlled and employees can be protected from ill-health caused by vibration. To protect employees, and to comply with the:
Hand Arm Vibration Control of Vibration at Work Regulations ACOP 2005 (L140)
Whole-body Vibration the Control of Vibration at Work Regulation ACOP (L141)
Employers need to assess the risks from vibration and plan how to control them. HSE Guidance HSG 170 offers Practical ways to reduce the risk of hand – arm vibration injury.
2.1 ‘Vibration’ is the term given to an oscillatory motion involving an object moving back and forth.
2.2 ‘Vibration Magnitude’ is the term that describes the amount of vibration that a tool or piece of equipment emits. This value is used to calculate a worker’s personal daily exposure.
2.3 ‘Hand-Arm Vibration’ is defined as mechanical vibration which is transmitted into the hands and arms during the work activity and can also be known as segmental vibration.
2.4 ‘Whole Body Vibration’ is defined as mechanical vibration, which is transmitted into the body, when seated or standing, through the supporting surface during the work activity. PLEASE NOTE: If you have any equipment in your service that has the potential to cause WBV, then specialist advice may need to be sought.
3.1 Hand-arm vibration syndrome (HAVS) covers a range of occupational diseases that are associated with the upper limbs of a worker. The most common cause of HAVS is from gripping vibrating power tools or using hand guided machinery.
3.2 Continued exposure can lead to steady deterioration in symptoms. The symptoms of HAVS are progressive and there is no known treatment available. The progression of the condition is accelerated by exposure to vibration in low temperatures. Workers with pre-existing circulatory disorders, i.e., Raynaud’s phenomenon and those who smoke are at greater risk of developing the condition. Employers must make special arrangements for workers with pre-existing circulatory disorders. Employers are to make special arrangements with regards to Occupational Reviews.
3.3 HAVS is used to collectively describe a range of associated health conditions linked to regular and prolonged exposure to vibration. HAVS includes the following:
3.4 In addition to the acute and chronic injuries caused to the body of a worker, exposure to vibration can cause significant degradation of the workers performance. This increases the likelihood of human error and consequently places the worker, and those affected by their work, at an increased level of risk. The effects on overall performance may include:
4.2 Whole body vibration (WBV) is presented by machines, which are operated either by standing or sitting on them, which can present health problems that affect the musculoskeletal system. Whole body vibration is transmitted through the seat or feet of employees who drive mobile machines or other work vehicles e.g., excavators, tractors, sit on lawn mowers, etc. over rough or uneven surfaces as a main part of their job. Everyday road vehicles do not normally present significant risks which affect employees.
4.3 Exposure to WBV can cause great discomfort to those affected and large shocks and jolts may cause health risks including backpain.
5.1 The ‘exposure action value’ refers to the level of daily exposure for any worker which, if reached or exceeded, requires specified action to be taken to reduce the risk. The ‘exposure limit value’ refers to the level of daily exposure for any worker which must not be exceeded.
5.2 For hand-arm vibration, Regulation 4 of the Control of Vibration at Work Regulations ACOP 2005 (L140) sets these values at:
For whole body vibration, Regulation 4 of the Control of Vibration at Work Regulations ACOP 2005 (L141)sets these values at:
*Please note that A (8) refers to the total daily exposure averaged over an 8-hourworking day.
5.3 Managers will adhere to the practice of task planning that ensures that their staff will not exceed 400 vibration points per working day.
5.4 Managers and Supervisors can monitor daily usage using the REACTEC system. The system will raise an alert in the event of over daily exposure.
5.5 Employees who exceed the daily limit will discuss the reasons why with their Line Manager. Employees who continue to exceed the daily exposure could be subject to disciplinary action in line with the Councils Disciplinary Procedures.
5.6 Employees who continue to ignore departmental risk assessments relating to HAVS monitoring, or who remove the monitor to avoid exposure recording, could be subject to disciplinary action in line with the Councils Disciplinary Procedures.
5.7 Employees who continue to misuse or lose the HAVS monitor could be subject to disciplinary action, in line with the Councils Disciplinary Procedures and/or be liable to pay to replace equipment.
6.1 The two main methods for determining vibration exposure and to calculate a worker’s personal exposure are:
www.hse.gov.uk/vibration/hav/calculator-guide.htm
6.2 As a matter of good practice, all equipment should be fully maintained, clearly marked showing the vibration magnitude that each piece of equipment emits, to allow staff to record their personal daily exposures. See Appendix G.
7.1 The hand-arm vibration the Control of Vibration at Work Regulations ACOP 2005 (L140) and whole-body vibration the Control of Vibration at Work Regulation ACOP (l141) requires the employer to undertake a formal risk assessment for vibration exposure if exposure to vibration is likely to meet or exceed the exposure action value (EAV). Where the EAV is likely to be reached or exceeded, the employer must reduce exposure to as low a level as is reasonably practicable by introducing appropriate control measures (see section 8 below).
7.2 All TDC Managers will ensure that, where any employee has the potential to be exposed to vibration, a ‘suitable and sufficient’ assessment is completed prior to work commencing. Risk assessments of all tasks that involve vibration must be undertaken. An example risk assessment template can be found in Appendix A.
7.3 In completing the vibration risk assessment, the Manager should ensure that they follow the five basic steps to risk assessment:
7.4 In conducting the vibration risk assessment, all TDC Managers whose staff are, or could be affected, need to assess daily exposure to vibration by means of:
7.5 The vibration risk assessment will only be deemed ‘suitable and sufficient’ if it identifies:
7.6 Managers must ensure that any outstanding actions arising from such an assessment will be implemented in a timely manner.
7.7 Managers should review the vibration risk assessment every 12 months as a minimum; however, it should be reviewed more frequently where:
8.1 TDC MANAGER ACTION - As the employer, we must ensure that the risks from exposure to vibration are either eliminated at source, or where this is not reasonably practicable, reduce it to as low a level as is reasonably practicable. This can be carried out by establishing and implementing a program of organisational and technical measures. These measures should include the consideration of:
8.1.1 TDC Managers/ Supervisors may be required to find alternative work methods which eliminate or reduce exposure to vibration. For example, using vehicle mounted equipment rather than handheld equipment.
8.1.2 TDC Managers/ Supervisors, when purchasing work equipment, must ensure it is of appropriate design which produces the least possible vibration. For example, purchasing lighter weight equipment or battery operated to reduce the strain on workers hands. Only equipment that has had vibration emissions measured either by a competent person or through accessing manufacturers’ data will be authorised for use in the respective area.
When selecting tools and equipment, TDC Managers / Supervisors should seek assurance from manufacturers or suppliers that their equipment is suitable for intended use and efficient in terms of vibration emissions.
TDC Managers should arrange for employees to trial different equipment before committing them to purchasing. TDC Managers / Supervisors must not hire equipment where the level of vibration is either not clear or not provided.
PLEASE NOTE: Under the Supply of Machinery (Safety) Regulations 2008, tool and equipment manufacturers and suppliers are obliged to design equipment which will reduce vibration risks to as low a level as possible, making use of the latest technology. A clearly defined ‘CE’ mark and the provision of relevant health and safety information in an instruction book is a clear indication that the equipment complies with these requirements. All equipment is to be procured on the basis that it fully complies with the Health and Safety at Work Act(1974), the Supply of Machinery (Safety) Regulations (2008) and the Provision and Use of Work Equipment Regulations (1998).
8.1.3 TDC Managers/ Supervisors must ensure that appropriate maintenance programs are in place for work equipment in accordance with manufacturers recommendations. Worn or damaged equipment should either be repaired or replaced accordingly. All equipment failing any inspection or annual maintenance will be removed from service immediately. It is the duty of the employee to report any defects / breaks of any equipment when found. Any concerns must be raised and reported to the employee’s line Manager/ Supervisor.
8.1.4 The design and layout of workplaces, workstations, and rest facilities.
8.1.5 TDC Managers/ Supervisors must arrange for information, instruction, and training for employees (see section 10 below).
8.1.6 Limiting the duration and magnitude of exposure to vibration. This can be done by introducing job rotation and rest breaks to reduce the exposure time. It is important that these relate to the trigger times that a worker can use a specific tool for. A maximum permitted exposure time should be established for individual items of equipment.
8.1.7 Appropriate work schedules and adequate rest periods.
8.1.8 The provision of PPE/clothing to protect employees from cold and damp conditions i.e., thermal gloves / waterproof. Ensuring that employees can keep warm and dry helps to maintain good blood circulation and reduce the likelihood of vascular symptoms e.g., finger blanching. Employees should be reminded to massage and exercise their fingers during work breaks.
8.1.9 In addition to all the controls outlined above, as a minimum it is expected that you have the following procedures in place:
9.1 If the vibration risk assessment indicates that there is a risk to health for employees who are liable to be exposed to vibration, or employees are likely to be exposed to vibration at or above the exposure action value, the Manager must ensure that such employees are placed under suitable health surveillance. This should form part of the risk assessment documentation.
9.2 On any occasion where health surveillance is required, the Manager, Health and Safety, Occupational Health and the HR teams should follow the standardised procedure outlined in the flowchart in Appendix B.
9.3 A simple approach to health surveillance for HAV exposure involves working through a number of tiers:
9.4 MANAGER ACTIONS – Following diagnosis of HAVS-related symptoms; the Manager will ensure that all recommendations outlined in the TDC Occupational Health report are implemented accordingly. Alternative work must be found for the employees to ensure that they do not exceed the vibration points outlined in any Occupational Health report, and where appropriate, the employee may have to be prevented from undertaking any vibration work. Any employee who has been placed on HAVS points restriction by Occupational Health will be reviewed every 6 months by the management team. The Manager must ensure that they write to the employee in question to ensure that they are fully aware of the actions to be taken to prevent further harm to that individual.
9.5 EMPLOYEE ACTIONS – Employees must cooperate with any health surveillance program that they are a part of by ensuring that they attend all pre-arranged health surveillance appointments, and Managers must ensure that these are arranged in normal working hours. It is important that employees understand that the aim of health surveillance is to prevent them from developing advanced symptoms or ill-health so that their ability to continue to work is not affected.
10.1 If the vibration risk assessment indicates that there is a risk to health for employees who are liable to be exposed to vibration, or employees are likely to be exposed to vibration at or above the exposure action value, the Manager must ensure that such employees are provided with ‘suitable and sufficient’ information, instruction, and training (HASAWA1974 Section 2(2)(c)). Training can be arranged by contacting the Health and Safety Team directly.
It may be appropriate for the Manager to advise the employee that the vascular form of vibration white finger (VWF) and Carpal Tunnel Syndrome are both prescribed diseases under the Industrial Injuries Disablement Benefit (IIDB) Scheme.
Training
10.2 Managers should ensure that their employees fully understand the level of risk they may be exposed to, how it is caused and the possible health effects. The list below is not exhaustive but covers the key points that should be covered in any ‘suitable and sufficient’ training program:
10.3 Any training delivered in this area should be recorded on your internal systems accordingly so an accurate record is available should it be required (attendance records required). The training record should also be uploaded to the employee’s personal iTrent training record for future reference.
10.4 Whenever the vibration risk assessment is reviewed or the work practices change in any way, refresher training should be delivered to update employees of these changes. This should be conducted by means of informal training and/or toolbox talks.
10.5 As a matter of good practice, all employees exposed to vibration emissions should be provided with a copy of the ‘Vibration Pocket Card’ shown in Appendix F, to provide them with the basic information regarding HAVS.
11.1 Recording personal exposures is a key element of the management of vibration as it ensures that employees aren’t being exposed to above the exposure action value and ensures that we are meeting all statutory obligations as specified under hand-arm vibration the Control of Vibration at Works Regulations ACOP (L140) and whole body vibration the Control of Vibration at Work Regulation ACOP (l141). Where possible practical ways to reduce the risk of hand-arm vibration injury HSE Guidance HSG 170 offers practical ways to reduce the risk of hand-arm vibration injury HSG 170.
11.2 It is important that employees receive training on how to record personal exposures using both the monitoring diary in Appendix D and the HSE Calculator – www.hse.gov.uk/vibration/hav/calculator-guide.htm.
11.3 All equipment should be clearly labelled showing the vibration magnitude that each piece of equipment emits to allow staff to record their personal daily exposures.
11.4 TDC Managers/ Supervisors must ensure that they frequently monitor employees’ weekly exposure that is recorded on the REACTEC system. This can be monitored by accessing the system and reviewing the spreadsheet (Appendix D) generated by the information download from the employee vibration wrist monitor once placed back into the mina wall mounted docking station. Any concerns must be raised with the employee and recorded on the REACTEC system.
12.1 The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (2013) place a duty on us as an employer to report any cases of HAVS arising from certain work activities or of Carpal Tunnel Syndrome associated with exposure to vibration, to the Health and Safety Executive (HSE).
12.2 Manager action (if appropriate) -Managers and Occupational Health must ensure that they inform the Health andSafety Team in a timely manner of any incident that becomes reportable to theHSE under RIDDOR so the appropriate F2508 form can be submitted.
Investigation
Once medical evidence has been submitted by the Employee to their Manager.
For the incident to be RIDDOR reportable, diagnosis must confirm that the employee has either of these conditions and that there is reason to believe that the disease is likely to have an occupational origin.
12.3 The Occupational Health report should clearly state whether the incident of HAVS needs to be reported on this occasion so there is no ambiguity in interpretation. If the Manager of the person concerned is unclear, they must contact the Health and Safety Team for clarification.
13.1 When considering the effects of vibration on working staff, it is important to consider the extra susceptibility of the following vulnerable groups as they are more at risk of developing health problems associated with vibration. This may require further Risk Assessment.
13.2 In circumstances where vulnerable employees (as listed above) are required to conduct work activities involving exposure to vibration, additional advice should be sought from both the Health and Safety Team or Occupational Health via HR.
14.1 A summary of all the key manager and employee actions for the management of vibration at work can be found in the table below:
MANAGER ACTIONS
· Ensure employees are not exposed to more than 400 points per day.
· Ensure that employee vibration recording sheets are returned and recorded monthly.
· Ensure all employees referred through Occupational Health do not exceed 100 points per day (unless specified otherwise).
· Ensure all employees identified with conditions associated with vibration exposure are monitored and written to, ensuring the employee receives a copy of the letter.
· Ensure all employees exposed are given the ‘Vibration Pocket Card’ shown in Appendix F.
· Ensure all vibrating equipment is assessed and marked with the vibration magnitude. Equipment to be assessed.
· Inform the Health and Safety Team that an incident is reportable under RIDDOR – Process as stated in 12.2 will be followed.
EMPLOYEE ACTIONS
· Must follow training, use equipment correctly,and promptly report any signs of vibration-related health issues.
· Cooperate with any health surveillance that is arranged.
· Return the REACTEC HAVs monitor to the docking station and raise faults or issues with their line Manager/ Supervisor.
· Wear any PPE provided, in particular, that are provided to ensure that body and hands are kept warm.
· Report any tingling or numbness in the hands and fingers to Line Managers as soon as possible.
· Inform management of any defective equipment and ensure it is not used.
· Do not exceed 400 vibration points per day.
· If placed on restricted points, ensure that these are not exceeded.
14.2 Failure to comply with any of the requirements listed above may result in disciplinary action being taken.