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OSHA 3136-06R 2004 Safety and HealthAdministrationwww.osha.gov This informational booklet provides a general overview of a particular topic Occupational Safetyand Health Act of 1970tions and enforcement policy may changeover time, you should consult current OSHAadministrative interpretations and decisionsby the Occupational Safety and HealthReview Commission and the Courts for and may be reproduced, fully or partially,without permission. Source credit is impaired individuals upon request.Voice phone: (202) 693-1999; teletypewriter(TTY) number: (877) 889-5627.OSHAÕs role is to assure the safety andhealth of AmericaÕs workers by setting andenforcing standards; providing training,outreach, and education; establishing partnerships; and encouraging continualimprovement in workplace safety and U.S. Department of LaborOccupational Safety and Health AdministrationOSHA 3136-06R2004 Cadmium Introduction...3How OSHA protects workers exposed to cadmium...3Exposure limits for cadmium...4Communicating cadmium hazards to employees...6Requirements for air monitoring for cadmium...8Mechanical ventilation...9Requirements for a compliance program...9Requirements for protective equipment...10Special cleaning requirements for pr

otective clothing...11Types of respirators...12Requirements for medical monitoring...12Table 1: Respiratory Protection for Cadmium...13Required periodic medical examinations...16Access to and protection of medical information...17Exposures created through emergencies...18Procedures to remove an employee from duty...18Recordkeeping requirements...19Air monitoring records...19Training records...20Safety and health program management guidelines...21Voluntary Protection Programs (VPP)...23Strategic Partnership Program...23Alliance Programs...24Information available electronically...25OSHARegional Offices...27 IntroductionCadmium, a naturally occurring element found in the earthÕscrust, was discovered in 1817, but was not used commercially untilthe end of the 19th century. This soft, silver-white metal was firstused in paint pigments and as a substitute for tin inWorld War I.Today, about three-fourths of cadmium is used as an electrodecomponent in alkaline batteries, with the remainder used inpigments, coatings, and platings and as a stabilizer for plastics. Workers in many industries face potential exposure to cadmium.The potential for exposure is highest among workers in electroplat-ing, metal machining, plasti

cs, ceramics, paint, and weldingoperations. The main exposure routes are through inhalation ofnated hands, food, or cigarettes.Workers may also be exposed to cadmium from the smeltingmanufacture batteries, coatings, or plastics. The Agency forToxicSubstances and Disease Registry estimates that more than 500,000workers in the United States face exposure to cadmium each year. How OSHA protects workers exposed to cadmiumThe primary and most serious adverse health effects of long-term exposure to cadmium include kidney dysfunction, lung cancer,and prostate cancer. Cadmium may cause local skin or eyeirritation and can affect long-term health if inhaled or ingested.Workers face a greater danger of cadmium exposure frominhalation than from ingestion. Exposure to cadmium that may bedangerous to life or health may occur in jobs in which workers areor surfaces that contain cadmium, or where workers weld or cutwith materials or solders that contain cadmium.OSHA moved to protect workers exposed to cadmium more than30 years ago when it adopted the American National StandardsInstituteÕs (ANSI) threshold limit values (TLVs) for cadmium as aSafety and Health Act of 1970, Section 6(a) in 1971. In 1992, OSHAreduced the expo

sure limits after a quantitative risk assessment and renal dysfunction among workers and animal studies. The revisedexposure limits were published in the Federal Register (Title 29 CFR,Part 1910.1027) and took effect on December 14, 1992.general industry, agriculture, and maritime) is found at 29 CFR1910.1027. This booklet should not be used as a substitute for thefull regulatory requirements of the cadmium standard. The con-CFR 1926.1127.Exposure limits for cadmiumunder the OSHA cadmium standard. The first is the action level, orAL, which is defined as the airborne level of cadmium that creates aprogram for employees who are at or above the AL on 30 or moredays per year, and the provision of a respirator to any employeethat requests one. The second limit is the Permissible ExposureLimit, or PEL, which defines the limit to which an employee may beexposed to cadmium in the workplace. The third limit level isknown as a Separate Engineering Control Air Limit, or SECAL, andapply to select and defined industries and processes. The employermust achieve the PEL through engineering controls and workThe action level8-hour time-weighted average (TWA) exposure.be exceeded during any 8-hour work shift of a 40-hour w

ork week.meter of air (5 The SECAL is a separate exposure limit to be achieved inachieve the PEL of 5 alone. The SECAL for cadmium is 15 depending on the processes involved. The employer covered bythe SECAL is required to achieve that limit by engineering and workfrom exposures above the PEL by any combination of compliancerespirators.processes include nickel cadmium battery production, zinc/cadmium refining, pigment and stabilizer manufacturing, leadNickel cadmium battery industryStabilizer productionLead smeltingThe SECAL is set at 15 Nickel cadmium battery industry Communicating cadmium hazards to employeesEmployees must be made aware of the dangers associatedwith exposure to cadmium in the workplace. The employer Communication Standard (29 CFR 1910.1200), including theplacement of warning signs and labels in visible locations, accessto material safety data sheets (MSDS), and providing appropriateWarning signs must be displayed in regulated areas and in allapproaches to regulated areas. (A regulated area is defined as the area in which an employee may face exposure to cadmium atlevels above the PEL.) The signs must be illuminated, cleaned, andAuthorized personnel onlyRespirators required in this areaSh

ipping and storage containers that contain cadmium,equipment, waste, scrap, or debris must be labeled with theAvoid creating dust Employee trainingEmployees must receive training prior to or at the time of theirinitial assignment to a position that involves potential exposure tocadmium and at least annually thereafter. Required trainingexposure (See Appendix A of the cadmium standard at 29 CFR 1910.1027).involve potential cadmium exposure, especially above the PEL.employeeÕs job assignment to control exposure to cadmium associated with the employeeÕs job assignment.Description of measures employees can take to protect themselves from cadmium exposure, such as modification of smoking, personal hygiene precautions, and appropriate work Information on the purpose, selection, fitting, use, and limitations of personal protective equipment.Make a copy of the cadmium standard and its appendices readily available and provide employees with a copy of the The employer must ensure that employees understand that theyare prohibited from eating, drinking, smoking, chewing tobacco orgum, or applying cosmetics of any kind in regulated areas. Thisalso includes a prohibition on carrying or storing these materials orThe employe

r must make information about the companytraining program available to the Assistant Secretary of Labor forOccupational Safety and Health or the Director of the NationalInstitute for Occupational Safety and Health upon request. Requirements for air monitoring for cadmiumemployees to cadmium, the first step is to determine whether thatexposure will be at or above the action level of 2.5 . Levels ofexposure are measured by taking breathing zone air samples thatreflect an employeeÕs regular, dailyTWA exposure over an eight-hour period. The monitoring method and analysis must have anThe breathing zone samples must be taken for every employeeon each shift, for each job classification, in each work area. Whereclassification, on the same shift, in the same work area, for thesame duration, and levels of cadmium exposures are similar, theemployer may sample a representative fraction of employeesinstead of all employees. Those selected for sampling are expectedabove the action level, periodic monitoring must be performed atleast every six months. If periodic air monitoring shows levels ofmay discontinue the semi-annual air monitoring for thoseemployees whose exposures are represented by such moni-If new equipment is

added, raw materials are changed, newpersonnel are hired, work practices and final products are alteredthat may result in additional employees being exposed tocadmium at or above the action level, additional monitoring mustbe performed. If, at any time, the employer has reason toalready exposed to cadmium at or above the action level will be exposed above the PEL, additional air monitoring should be undertaken.If the employer has Òobjective dataÓ,which means informationinvolving cadmium cannot release dust or fumes in concentrationsat or above the action level based on an industry-wide study or the employerÕs facilities, then the employer may rely on this datainstead of implementing initial monitoring as described above. Notifying employees of monitoring resultsWithin 15 days after the receipt of the air monitoring results,each affected employee must be notified of these results individual-ly and in writing. The results must also be posted where all affectedemployees can view them. Employees exposed to cadmium aboveed, along with a written explanation of the corrective actions beingtaken by the employer to reduce the employee exposure level to orbelow the PEL. Mechanical ventilationIf mechanical ventilati

on is used to control exposure, measure-ments that demonstrate the effectiveness of the system incontrolling exposure, such as capture velocity, duct velocity, orstatic pressure, must be made as necessary, to maintain thesystemÕs effectiveness. Any change in production processes orcontrols that might increase cadmium exposure requires the effec-tiveness of the ventilation system to be reevaluated within fiveworking days of the change.the system must be equipped with a high efficiency filter and bemonitored periodically to ensure effectiveness.Requirements for a compliance programIn any workplace or business that experiences exposure levelsabove the PEL or SECAL, a written compliance program must beappropriate respiratory protection in the written complianceprogram to achieve compliance with the PEL. This written programmust be updated at least annually (more often, if necessary) and well as the Assistant Secretary of Labor for Occupational Safety andSafety and Health upon request. A written compliance program must contain the followingA description of each operation that involves the emission of cadmium, the type of machinery used, the material processed, controls in place, and crew size.Description of how t

he employer will achieve compliance, such A report on the technology used or considered for use to meet A schedule for implementation of the program that includes documentation such as copies of purchase orders for equipmentrespirators and personal protective equipment and methods to problem is corrected.Requirements for protective equipmentexpected to exceed the PEL or where skin or eye irritation can resultfrom cadmium exposure at any level must be provided withrespiratory protection and other protective work clothing andemployeeÕs clothes. If skin or eye irritation is associated withcadmium exposure at any level, the worker must be provided withequipment that protects the workerÕs skin and eyes. Examples of appropriate personal protective equipment include coveralls,gloves, head coverings, boots, face shields, and goggles. Theemployer must provide and maintain necessary personal protectiveequipment to employees at no cost and provide changing rooms,hand washing facilities, and showers.The following precautions must be taken to protect workers:Employees must remove all protective work clothing and equipment at the end of a shift in a changing area designated forthis purpose, taking care not to shake or blo

w any cadmium clothes and for cadmium-contaminated protective clothing.The employer must clean and maintain protective work clothing and equipment, which includes washing at least once a week and repairing or replacing as necessary; tears or rips in pro-tective clothing must be repaired immediately or the item re-Employees exposed to cadmium above the PEL must shower at the end of a work shift when exposure occurred and may not eat, drink, smoke, chew tobacco or gum, or apply cosmetics before washing their hands and face.Special cleaning requirements for protective clothingrequires special precautions. The employer must ensure that anyperson designated to handle protective clothing and equipmentcontaminated with cadmium understands the potential harmfuleffects of exposure and knows how to launder or clean such itemsabove the PEL. An important step in this process is to ensure that onlyauthorized employees remove cadmium-contaminated clothing orequipment from the workplace for any purpose, includinglaundering, cleaning, or disposal. Items removed from the worksealed, impermeable bags designed to prevent dispersion of cadmium dust. These bags must be labeled as described in theTypes of respirators1910.134 (Re

spiratory Protection), including the need for a writtentrator. Respirators must be used any time employees are exposedto cadmium at levels above the PEL, including maintenance andrepair activities as well as normal operations. The following table (page 13) depicts specific requirements forrespirators, depending on the exposure level, but respiratorsassigned for higher environmental concentrations may be used atlower exposure levels. Quantitative fit testing is required for alltight-fitting air purifying respirators when the airborne concentra-tion of cadmium exceeds 10 times the PEL. If there is any indi-cation of eye irritation, a full face piece respirator is required.Requirements for medical monitoringall employees who are or may be exposed to cadmium at or abovethe action level for 30 or more days per year (or in a 12-monthconsecutive period). All medical examinations related to thisrequirement must be provided at no cost to the employee at areasonable time and convenient place, and they must be performedby or under the supervision of a licensed physician who is familiarappendices that provide details on health effects and protocols forsample handling and laboratory selection. Biological samples must

be collected in a manner that assures their reliability, and analysesto seek a second medical opinion after any medical examination orconsultation provided by a physician provided by the employer toreview any findings, determinations, or recommendations or to 13 Airborne ConcentrationRequired Respirator TypeLess than 10 times the PELA half mask, air purifying equipped with a high-efficiency particulate air (HEPA) filter.Up to 25 times the PELA powered air-purifying respirator (PAPR) with a loose-fitting hood or helmet equipped with a HEPA filter or a supplied-air respirator with a loose-fitting hood or helmet face piece operated Up to 50 times the PELA full face piece air-purifying respirator equipped with a HEPA filter or a powered air-purifying respirator with a tight-fitting half mask equipped with a HEPA filter or a supplied-air respirator with a tight-fitting half mask operated in the Up to 250 times the PELA powered air-purifying respirator with a tight fitting full face piece equipped with a HEPA filter or a supplied-air respirator with a tight-fitting Up to 1,000 times the PELA supplied air respirator with half mask or fullother positive pressure mode.More than 1,000 times A self-contained breathing app

aratus with athe PEL or unknown levels full face piece operated in the pressure demand of concentrationor other positive pressure mode, or a supplied-the pressure demand or other positive pressure Fire FightingA self-contained breathing apparatus with fullother positive pressure mode.Source: Respiratory Decision Logic, NIOSH, 1987Table 1:Respiratory Protection for Cadmium conduct examinations, consultations, or laboratory tests. Thesteps to make an appointment within 15 days of being told of thisoption or of receiving the physicianÕs written opinion from anemployer-provided examination, whichever is later, as a conditionof providing payment for a second medical opinion. Medical surveillance begins with an initial examination for eachemployee covered by this requirement within 30 days of employ-ment in a position that involves exposure to cadmium. The onlyexamination that includes all required elements in the last 12months. Results from a qualifying examination within the last 12months must be maintained as part of the employeeÕs medicalrecord and are treated as the initial examination. The examinationAny past, present, or anticipated future exposure to cadmiumHistory of renal, cardiovascular, respiratory,

hematopoietic, reproductive or musculoskeletal system dysfunctionCurrent use of medication with potential nephrotoxic side effectsSmoking history and current statusCadmium in urine (CdU), standardized to grams of 2-M), standardized to grams Cadmium in blood (CdB), standardized to liters of whole The following parameters will determine what level of medicalsurveillance will follow the initial examination. Levels at or belowperiodic medical surveillance, which includes a follow-up exam years from that point forward. Biological sampling must be pro-vided at least annually.Trigger levels for medical surveillance:CdU level: at or below 3 2-M level: at or below 300 CdB level: at or below 5 levels exceeding any of the above parameters, then the employermust reassess the employeeÕs occupational exposure to cadmiumwithin two weeks of receiving the results of the tests. This reas-employeeÕs work practices and personal hygiene, respirator use (ifany) and respirator program, smoking history and current usage, aswell as available hygiene facilities and engineering controls in use.If any deficiencies are noted during this reevaluation, the employermust correct them within 30 days. An employee who shows biological test

results elevated relativeto the trigger levels noted above must receive a full medicalexamination within 90 days after receiving the results from theinitial testing. At this point, the examining physician should make adecision whether to medically remove the employee from cadmiumexposure. If the physician decides not to medically remove theinitial and follow-up medical examination elevated above thefollowing trigger levels, that employee must be medically removedfrom exposure to cadmium at or above the action level:(1) CdU level: above 7 (2) CdB level: above 10 g/liter of whole blood2-M level: above 750 g/liter of whole bloodEmployee removal is mandatory if the second set of biologicalthe above mandatory removal trigger levels has been exceeded.biological monitoring on a quarterly basis along with semiannualmedical examinations until such time as the employeeÕs levels Employee removal is also required if the examining physiciandetermines that the employee needs removal from exposure tocadmium based on other findings from the examination regardlessof the above testing results. Required periodic medical examsface exposure to cadmium but who do not test above trigger limitsduring biological sampling includ

es an exam within one year afterthe initial exam and thereafter an exam at least every two years.Detailed medical and work history.Complete physical examination, emphasizing blood pressure, A 14 x 17 inch or a reasonably-sized posterior-anterior chest x-ray(frequency to be determined by the examining physician).Pulmonary function tests.Prostate exam for males over 40 years old.Other tests deemed appropriate by the physician.Annual biological sampling is required, either as part of theWhen an employee who has been previously provided withmedical surveillance is terminated or voluntarily leaves employment, the employer must provide a medical examinationthat includes a chest x-ray. If the last periodic or other requiredexam was less than six months prior to the date of termination ordeparture, no further exam is required.Access to and protection of medical informationThe employer must provide the examining physician with adescription of each affected employeeÕs former, current, andemployeeÕs occupational exposure to cadmium, results of anypersonal protective equipment used by each employee. The employer shall obtain from the examining physician awritten medical opinion for each medical examination performedon eac

h employee. The physician must be told not to reveal anycadmium to the employer. The written opinion must include:A written opinion as to whether the employee has any medical impairment to health from further exposure to cadmium, including evidence of cadmium toxicity.Results of biological tests.Any recommended removal from or limitation on the activities or duties of the employee, or on the employeeÕs use of personal protective equipment, such as respirators.A statement that the physician has clearly and carefully A copy of this written opinion and the results of the biologicalprovided to the employee within two weeks after the employerreceives it. If the employee requests access to the informationprovided by the employer to the physician, this information mustbe provided within 30 days. Exposures created through emergenciesexposure for an employee, the employer must provide a medicalexamination equivalent to the standard periodic medical exam asother organ systems considered appropriate by the examiningphysician, and monitoring for symptoms of overexposure.Procedures to remove an employee from dutyThe employer must temporarily remove any employee frommonitoring tests show that employee to have reached any

specifictrigger zones or on each occasion that a physician determines in awritten medical opinion that the employee must be removed. Theexposure to cadmium is below the action level. If such a position isnot immediately available, the employer must provide one as soonas it becomes available. An employee must also be removed fromexcess cadmium exposure if a physician recommends this action,which can be based on biological monitoring results, an employeeÕsinability to wear a respirator, evidence of illness or other signs orsymptoms of cadmium-related dysfunction, or any other reasondeemed medically appropriate by the physician. Inability to wear arespirator requires removal of the employee from work whereexposure to cadmium is above the PEL; any other reason forremoval requires removal of the worker from work where exposureFollow-up biological monitoring must be provided for anyemployee removed from duty at least every three months withfollow-up medical examination semiannually until the examiningphysician provides a written opinion that the employee may bepermanently removed from excess cadmium exposure.The employer must provide Medical Removal ProtectionBenefits (MRPB) for up to a maximum of 18 months to an

employee each time the employee is temporarily medicallyremoved from a position because of excess cadmium exposure. seniority, and all other employee rights and benefits, including theright to former job status during this period. In return, theemployer may require the employee to participate in medical sur-veillance. If an employee is unable to return to the former positionby the end of the 18-month period, the employer must provide thedetermination regarding whether the employee can return to theformer position or needs permanent removal from excess cadmiumRecordkeeping requirementsexposure to cadmium: air monitoring, medical surveillance, andAir monitoring recordsof an 8-hour TWA for each sample.The name, social security number, and job classification of the evidence of their accuracy.The type, if any, of respiratory protection worn by the monitoredA notation of any conditions that may affect the outcome of the The employer must maintain these records for 30 years. The employer may use Òobjective dataÓ as an exemption fromOSHA defines Òobjective dataÓ as Òinformation demonstrating thata particular product or material containing cadmium or a specific process, operation, or activity involving cadmium cann

ot releasedust or fumes in concentrations at or above the action level evenunder the worst-case release conditions.Ó Such information may bein current operations. If the employer chooses to use objective30 years. Medical surveillance recordsA description of the employeeÕs duties.A copy of the physicianÕs written opinions and an explanation A copy of the medical history and results of the physical A description of any employee symptoms that might be related A copy of the information provided to the physician.employeeÕs employment with the company plus 30 years. Uponrequest of the employee, an employeeÕs designated representative,anyone having the written consent of the employee, and membersof the employeeÕs family after the employeeÕs death or incapacita-tion, the employer must provide copies of these records within 15days of such a request. Training recordsThe employer must create a certification record showing thatemployee, the signature of the trainer or the employer, and the datethe training was completed. These records must be retained forone year after the training. If an employer ceases to do business and no successor employertransferring records contained in 29 CFR 1910.1020 (h).OSHA can provide ex

tensive help through a variety of programs,including technical assistance about effective safety and healthprograms, state plans, workplace consultations, voluntaryprotection programs, strategic partnerships, and training andeducation, and more. An overall commitment to workplace safetyto your life.Safety and health program management guidelinesEffective management of worker safety and health protection isa decisive factor in reducing the extent and severity of work-relatedinjuries and illnesses and their related costs. In fact, an effectivesafety and health program forms the basis of good workerspent) and increase productivity and reduce worker injuries,illnesses, and related workersÕ compensation costs.To assist employers and employees in developing effectivesafety and health programs, OSHA published recommended Safetyand Health Program Management Guidelines (54 Federal Register(16): 3904-3916, January 26, 1989). These voluntary guidelines canbe applied to all places of employment covered by OSHA.Management leadership and employee involvement.Work analysis.Safety and health training. The guidelines recommend specific actions, under each of these general elements, to achieve an effective safety and healthprog

ram. The Federal Register notice is available online atwww.osha.gov. State programsThe Occupational Safety and Health Act of 1970 (OSH Act)health plans. OSHA approves and monitors these plans. There arecurrently 26 state plans: 23 cover both private and public (state andlocal government) employment; 3 states, Connecticut, New Jersey,and New York, cover the public sector only. States and territorieswith their own OSHA-approved occupational safety and healthplans must adopt standards identical to, or at least as effective as,the Federal standards. Consultation assistance is available on request to employerswho want help in establishing and maintaining a safe and healthfulworkplace. Largely funded by OSHA, the service is provided at nocost to the employer. Primarily developed for smaller employersdelivered by state governments employing professional safety andhealth consultants. Comprehensive assistance includes an appraisalof all-mechanical systems, work practices, and occupational safetyemployerÕs present job safety and health program. In addition, theservice offers assistance to employers in developing and imple-menting an effective safety and health program. No penalties areconsultant. OSHA provides consult

ation assistance to the employerwith the assurance that his or her name and firm and anyinformation about the workplace will not be routinely reported toOSHA enforcement staff.Under the consultation program, certain exemplary employersmay request participation in OSHA's Safety and HealthAchievement Recognition Program (SHARP). Eligibility for participa- tion in SHARP includes receiving a comprehensive consultationvisit, demonstrating exemplary achievements in workplace safetyEmployers accepted into SHARP may receive an exemptionfrom programmed inspections (not complaint or accident investi-gation inspections) for a period of 1 year. For more informationconcerning consultation assistance, visit OSHAÕs website atwww.osha.gov.Voluntary Protection Programs (VPP)Voluntary Protection Programs and onsite consultation services,when coupled with an effective enforcement program, expandworker protection to help meet the goals of the OSH Act. The threelevels of VPP are Star, Merit, and Demonstration designed torecognize outstanding achievements by companies that have suc-cessfully incorporated comprehensive safety and health programsinto their total management system. The VPP motivate others toachieve excellent safety a

nd health results in the same outstandingway as they establish a cooperative relationship between employ-ers, employees, and OSHA.For additional information on VPP and how to apply, contact theOSHA regional offices listed at the end of this publication.Strategic Partnership ProgramOSHAÕs Strategic Partnership Program, the newest member ofOSHAÕs cooperative programs, helps encourage, assist, andrecognize the efforts of partners to eliminate serious workplacehazards and achieve a high level of worker safety and health.Whereas OSHAÕs Consultation Program andVPP entail one-on-onerelationships between OSHA and individual work sites, moststrategic partnerships seek to have a broader impact by buildingcooperative relationships with groups of employers andemployees. These partnerships are voluntary, cooperative relation-ships between OSHA, employers, employee representatives, andothers (e.g., trade unions, trade and professional associations, uni-versities, and other government agencies). For more information on this and other cooperative programs,contact your nearest OSHA office, or visit OSHAÕs website atwww.osha.gov.Alliance ProgramsAlliances enable organizations committed to workplace safetyreach out to, educate

, and lead the nationÕs employers and theiremployees in improving and advancing workplace safety andAlliances are open to all, including trade or professional organi-zations, businesses, labor organizations, educational institutions,and government agencies. In some cases, organizations may becooperative programs. There are few formal program requirements for alliances, whichare less structured than other cooperative agreements, and theagreements 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 threecategories: training and education; outreach and communication;OSHA training and educationOSHA area offices offer a variety of information services, such ascompliance assistance, technical advice, publications, audiovisualaids and speakers for special engagements. OSHAÕs TrainingInstitute inArlington Heights, IL, provides basic and advancedcourses in safety and health for federal and state complianceofficers, state consultants, federal agency personnel, and privatesector employers, employees, and their representatives.The OSHA Training Institute also has established OSHATrainingInstitute Educat

ion Centers to address the increased demand for itscourses from the private sector and from other Federal agencies. These centers are nonprofit colleges, universities, and other organi-zations that have been selected after a competition for participationOSHA also provides funds to nonprofit organizations, throughwhere OSHA believes there is a lack of workplace training. Grantsare awarded annually. Grant recipients are expected to contributeFor more information on grants, training, and education, contactthe OSHA Training Institute, Office of Training and Education, 2020South Arlington Heights Rd.,Arlington Heights, IL 60005, (847) 297-4810. For further information on any OSHA program, contact yournearest OSHA area or regional office listed at the end of thisInformation available electronicallywebsite at www.osha.gov. These include e-Tools such as ExpertAdvisors, Electronic Compliance AssistanceTools (e-cats),TechnicalLinks; regulations, directives, publications; videos, and otherinformation for employers and employees. OSHAÕssoftwareprograms and compliance assistance tools walk you throughchallenging safety and health issues and common problems to findOSHAÕs CD-ROM includes standards, interpretations, directiv

es,and more and can be purchased on CD-ROM from the U.S.Government Printing Office. To order, write to the Superintendentof Documents, P.O. Box 371954, Pittsburgh, PA 15250-7954 or phone(202) 512-1800, or order online at http://bookstore.gpo.gov.OSHA has an extensive publications program. For a listing offree or sales items, visit OSHAÕs website at www.osha.gov orcontact 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. To report an emergency, file a complaint, or seek OSHA advice,assistance, or products, call (800) 321-OSHA or contact your nearestOSHA regional or area office listed at the end of this publication.The teletypewriter (TTY) number is (877) 889-5627.You can also file a complaint online and obtain moreOSHAÕs website at www.osha.gov.For more information on grants, training, and education, contactthe OSHA Training Institute, Office of Training and Education, 2020South Arlington Heights Rd.,Arlington Heights, IL 60005, (847) 297-4810, or see ÒOutreachÓ on OSHAÕs website at www.osha.gov. *These states and territories operate their own OSHA-approved job safety and healthprograms (Connecti

cut, New Jersey, and NewYork plans cover public employeesonly). States with approved programs must have a standard that is identical to, or atleast as effective as, the Federal standard.Note: Please visit www.OSHA.gov or call (800) 321-OSHA for information on OSHAarea offices, OSHA-approved state plans, and OSHA consultation projects.OSHA Regional Offices(CT,* ME, MA, NH, RI, VT*)(617) 565-9860(NJ,* NY,* PR,* VI*)201 Varick Street, Room 670New York, NY 10014(212) 337-2378(DE, DC, MD,* PA,* VA,* WV)The Curtis Center170 S. Independence Mall WestSuite 740 WestPhiladelphia, PA 19106-3309(215) 861-4900(AL, FL, GA, KY,* MS, NC,* Atlanta Federal Center61 Forsyth Street SW, Room 6T50(404) 562-2300(IL, IN,* MI,* MN,* OH, WI)230 South Dearborn Street Room 3244(312) 353-2220(AR, LA, NM,* OK, TX)525 Griffin Street, Room 602Dallas,TX 75202(214) 767-4731 or 4736 x224(IA,* KS, MO, NE)1100 Main Street, Suite 800Kansas City, MO 64105(816) 426-5861(CO, MT, ND, SD, UT,* WY*)1999 Broadway, Suite 1690P.O. Box 46550Denver, CO 80202-5716(303) 844-1600(American Samoa, AZ,* CA,* HI,NV,* Northern Mariana Islands)71 Stevenson Street, Room 420San Francisco, CA 94105(415) 975-4310(AK,* ID, OR,* WA*)1111 Third Avenue, Suite 715Seattle, WA