Test Bank For Management Occupational Health And Safety 5th Edition by Kevin Kelloway and Lori Francis

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Chapter 1-Introduction

 

MULTIPLE CHOICE

 

1. How long have occupational injuries and illnesses been with us?

a.	only in modern society
b.	only since the Industrial Revolution
c.	throughout history
d.	since the introduction of worker compensation legislation

 

ANS: c

PTS: 1

REF: 6

 

2. Which of the following is NOT a principal right of workers articulated by the Royal Commission (Justice Ham) on the Health and Safety of Workers?

a.	the right to refuse dangerous work without penalty
b.	the right to be compensated for workplace accidents
c.	the right to know about hazards in the workplace
d.	the right to participate in identifying health and safety problems

 

ANS: b

PTS: 1

REF: 7

 

3. What is the employer responsible for?

a.	preparing a written occupational health and safety policy
b.	training managers in the recognition and control of unsafe work environments
c.	creating the MSDS
d.	a and b

 

ANS: d

PTS: 1

REF: 12

 

4. Why do some managers lack commitment to the implementation of OH&S programs?

a.	Managers just don’t care about safety.
b.	Health costs are visible.
c.	Managers may not have been trained to recognize unsafe conditions.
d.	Managers feel that health and safety is overemphasized

 

ANS: c

PTS: 1

REF: 13-14

 

5. Benefits of effective OH&S programs include which of the following?

a.	The employer gains economically through a reduction in direct and indirect costs.
b.	Unions gain through their improved public image.
c.	Employees gain through reduced risk of work-related injuries and illnesses.
d.	a and c

 

ANS: d

PTS: 1

REF: 14-15

 

6. Why is OH&S almost exclusively managed under the human resources function?

a.	Safety requires legislative compliance.
b.	Safety is primarily a labour relations issue.
c.	Safety is an organizational issue.
d.	Safety is an engineering issue

 

ANS: a

PTS: 1

REF: 16-17

 

7. Which of the following is NOT a principal right of workers?

a.	the right to refuse dangerous work without penalty
b.	the right to participate in identifying and correcting health and safety problems
c.	the right to know about hazards in the workplace
d.	the right to refuse wearing safety equipment that is uncomfortable

 

ANS: d

PTS: 1

REF: 7

 

8. OH&S is an integral part of HRM and is linked to all of the following HRM functions EXCEPT which one?

a.	legislation
b.	Job evaluation
c.	orientation and training
d.	labour relations

 

ANS: b

PTS: 1

REF: 16-17

 

9. When charged with a safety offence, a company’s only defence is that the company took all reasonable steps to avoid the particular event. How is this defence referred to in legal terms?

a.	due process
b.	reasonable cause
c.	due diligence
d.	just cause

 

ANS: c

PTS: 1

REF: 10

10. Which of the following regulates OH&S in Ontario?

a.	the Occupational Health and Safety Act
b.	the Workers’ Compensation Act
c.	the Canada Labour Code Part II
d.	the Ontario Health and Safety Act

 

ANS: a

PTS: 1

REF: 10

 

11. Which of the following regulates OH&S in Canada?

a.	the Workers’ Compensation Act
b.	the Occupational Health and Safety Act
c.	the Canada Labour Code
d.	the Federal Agency and Health Act

 

ANS: c

PTS: 1

REF: 7

 

12. What sorts of indirect costs can result from injuries and other incidents?

a.	damage to property and stock
b.	expenses for hiring and retraining workers
c.	Negative publicity
d.	lost-time expenses

 

ANS: c

PTS: 1

REF: 9-10

 

13. What is the main purpose of OH&S?

a.	to recognize and expose hazards
b.	to assess and expose hazards
c.	to recognize, assess, and control hazards
d.	to prevent accidents from ever happening

 

ANS: c

PTS: 1

REF: 5

 

14. What do statistics show about workplace fatalities?

a.	They are on the increase
b.	They are on the decrease
c.	They are not a concern
d.	Canada’s rates are the same as the rates in other countries

 

ANS: a

PTS: 1

REF: 4

 

15. What is most health and safety legislation in Canada based on?

a.	ministry enforcement
b.	the internal responsibility system
c.	the external responsibility system
d.	industry self-regulation

ANS: b PTS: 1  REF: 13

 

 

TRUE/FALSE

 

1. A lost-time injury is a workplace injury that results in the employee missing time from work.

 

ANS: True

PTS: 1

REF: 4

 

2. In Canada, approximately 1,000 workers each year die as a result of workplace accidents.

 

ANS: True

PTS: 1

REF: 4

 

3. OH&S is the identification, evaluation, and control of hazards associated with the work environment.

 

ANS: True

PTS: 1

REF: 5

 

4. Occupational illness is any cut, fracture, sprain, or amputation resulting from a workplace accident.

 

ANS: False

PTS: 1

REF: 5

 

5. Occupational injury is any abnormal condition or disorder caused by exposure to environmental factors associated with employment.

 

ANS: False

PTS: 1

REF: 5

 

6. WHMIS is based on the workers’ fundamental right to know about potential hazards in the workplace.

 

ANS: True

PTS: 1

REF: 7

 

7. The legal doctrine of assumption of risk states that when a worker accepts employment he or she also accepts all the normal risks associated with that occupation.

 

ANS: True

PTS: 1

REF: 7

 

8. Due diligence requires a business to foresee all unsafe conditions or acts, and requires it to take precautions to prevent accidents that can reasonably be anticipated.

 

ANS: True

PTS: 1

REF: 10

 

9. Continued improvement to health and safety legislation has resulted in the decline of fatalities.

 

ANS: False

PTS: 1

REF: 4-5

 

10. Employees of an organization are not required by law to report defective equipment and other workplace hazards.

 

ANS: False

PTS: 1

REF: 13

 

11. Increasing recognition of the hazards faced by young people in the workplace has resulted in youth initiatives to make sure that they know their rights and responsibilities.

 

ANS: True

PTS: 1

REF: 15

 

12. The careless-worker model was an early approach to workplace safety that assumed that accidents were due to worker carelessness.

 

ANS: False

PTS: 1

REF: 8

 

13. The fundamental duty of every employer is to take every reasonable precaution to ensure employee safety.

 

ANS: True

PTS: 1

REF: 12

 

14. The newer approach to workplace safety that relies on the co-operation of both the employer and the employees is referred to as the internal responsibility system.

 

ANS: True

PTS: 1

REF: 8

 

15. The Westray Mine explosion that killed 26 miners was due primarily to employees violating safety procedures.

 

ANS: False

PTS: 1

REF: 14

 

16. Smokers are absent from work more than non-smokers.

 

ANS: True

PTS: 1

REF: 11

 

 

SHORT ANSWER

 

1. Describe the three principal rights that provide the basis for much of the health and safety legislature in Canada. Give an example of how these rights have impacted current occupational health and safety programs.

 

ANS:

a)	The right to refuse dangerous work without penalty.
b)	The right to participate in identifying and correcting health and safety problems.
c)	The right to know about hazards in the workplace.

 

WHMIS legislation is based on the worker’s fundamental right to know about potential hazards in the workplace. Safety orientations/training and OH&S committees play a vital role in the fulfillment of the basic right to participate in knowing, identifying, and correcting OH&S problems.

 

PTS: 1

REF: 6-7

 

2. Describe how occupational health and safety is linked to other human resource functions.

 

ANS:

OH&S is one of the outcomes of implementing a strategic orientation to health and safety. An OH&S management system includes strategic OH&S planning, integrating OH&S into the organization’s core business practices, creating OH&S policies and procedures, implementing effective OH&S programs and initiatives, measuring performance, conducting audits and evaluations, and defining and improving systems.

 

OH&S is an integral part of all the HRM functions such as strategic human resource planning legislation, job analysis (e.g., identifying hazards of the job), change management, orientation and training, labour relations, benefits (e.g., providing benefits to support OH&S), performance management (e.g., making safety a performance criterion), disability management, claims management (employer OH&S affects costs), recruitment and retention, development of policies and procedures (e.g., safe work practices), accident inspections and investigations, safety leadership, climate and culture, motivating safety behaviour, wellness practices, retention and turnover (e.g., a healthy environment enhances recruitment and retention), and strategic management.

 

PTS: 1

REF: 16-18

 

3. List four major stakeholders in OH&S. Describe the role and responsibilities of one major stakeholder in OH&S. Provide an example of a partnership initiative this stakeholder has undertaken to improve workplace OH&S.

 

ANS:

• Health and safety professionals
• Professional associations
• Educators
• Community associations
• Organized labour
• Employers
• Employees
• Government

 

Example: Government: responsible for passing laws and legislation, solicit or conduct research on health and safety issues and disseminate information.

• Workers’ Compensation Act
• Youth Workers Awareness Programs (increase recognition of hazards through high school curriculum)
• Research (e.g., BC leaders in chemical exposure standards)
• CCOH&S (e.g., information and databases)

 

PTS: 1

REF: 11-13

 

 

4. Describe the factors that underlie the need for human resource managers to understand and implement effective OH&S policies and programs.

 

ANS:

• New technologies have led to new health and safety concerns (e.g., repetitive strain injury and computer vision syndrome).
• The public has a decreased tolerance for work-related hazards.
• Direct and indirect costs associated with workplace injuries and illnesses are rising.
• Organized labour both ensures the proper management of workplace safety and brings emerging OH&S issues to management’s attention.
• Legislation requires employers to take every reasonable precaution to ensure the safety of their employees (due diligence).
• Employers have a moral obligation to employees, their families, and the community to provide a safe work environment.

 

PTS: 1

REF: 8-11

 

5. List a minimum of three direct and three indirect costs that can result from a work-related injury or illness.

 

ANS:

Direct costs

• Worker’s lost time
• Investigation time
• Finding/training replacement worker
• Increased WCB premiums

Indirect costs

• Potential increase in WCB assessment
• Potential fines and legal costs
• Family impact/stress
• Pain and suffering for long-term effects of injury
• Work stoppages/strikes/employee stress
• Negative publicity

 

PTS: 1

REF: 8-11

 

PROBLEM

 

1. Describe Bill-C45, the “Westray Legislation,” which went into effect on November 7, 2003. What impact does this legislation have on organizations and HRMs?

 

ANS:

Bill C-45, the Westray Bill, is an act that amended the Criminal Code and established a duty in criminal law for organizations to protect the health and safety of everyone in the workplace. Bill-C45 came about because OH&S laws did not prevent the Westray Mine tragedy (in which 26 coal miners lost their lives in 1992) or punish those guilty for the disaster (owners and managers).

 

This was a weakness in the legal system. It was the failure of the organization to put health and safety before company profits and short-term economic gain as well as a management style and culture that emphasized production over safety. The following outlines the impact of this new law:

 

• It states that “the employer must take reasonable steps to prevent bodily harm to any person arising out of work.” (217.1)

 

• It proposes severe penalties of up to 10 years imprisonment for bodily harm and life imprisonment for death if an employer fails to protect the H&S of the worker.

 

• It broadens the scope of who is responsible for worker OH&S to all levels of management and everyone else who directs the work of others.

 

• Organizations (i.e., owners, senior officers, directors, and managers) can be charged with criminal negligence if they fail to maintain an appropriate standard of OH&S in the workplace.

 

• It broadens all legislation to address (ensure protection against) any current or unresolved workplace health problems (not just disasters and deaths) that can range from second-hand smoke to stress. Employers must not expose workers to the risk of illness, disease, or death.

 

• It supports the unions’ historical fight for worker health and safety and their raising of workplace OH&S concerns (United Steel Workers http://www.uswa.ca).

 

• Training was not provided prior to the Westray disaster. This new legislation supports the importance of OH&S training, which is emphasized in all OH&S jurisdictions. It supports OH&S legislation (BC Workers Compensation Act, Part 3, Division 3, General Duties of Employers, 115) that states that “every employer must provide to the employer’s workers the information, instruction, training and supervision necessary to ensure the health and safety of those workers in carrying out their work and to ensure the health and safety of other workers at the workplace.”

 

• It supports provincial or territorial and federal legislation requiring employer due diligence through the implementation of all the elements of an OH&S program. Due diligence requires a business to foresee all unsafe conditions or acts, and requires it to take precautions to prevent accidents that can reasonably be anticipated. An ongoing OH&S program that controls specific hazards in the workplace forms the basis of due diligence.

 

• An employer that has a minimum of the following OH&S program elements required by the BC Occupational Health and Safety Regulation (Occupational Health & Safety Regulation: Part 3, Section 3.3), in effect and working well, is acting with due diligence.
• Statement of aims and responsibilities
• Inspection of premises, equipment, and work
• Written instructions
• Management meetings
• Investigation of accidents/incidents
• Maintenance of records and statistics
• Instruction and supervision of workers

 

• It supports the importance of the strategic management of OH&S (education, legislative compliance, integration with other human resource functions, cost containment, safety leadership and culture, and managing change).

 

Justice Richard’s Report

The following link provides a report of the Westray Mine Public Inquiry by Justice K. Peter Richard.

http://www.gov.ns.ca/lwd/pubs/westray/execsumm.asp

 

Bill-C45, the Westray Bill, is an act that amended the Criminal Code and established a duty in criminal law for organizations to protect the health and safety of everyone in the workplace.

http://www.parl.gc.ca/37/2/parlbus/chambus/house/bills/government/C-45/C-45_4/90234bE.html.

 

PTS: 1

REF: 4-18

 

 

Chapter 5-Physical Agents

 

MULTIPLE CHOICE

 

1. The human hearing response is conditional on which of the following three characteristics?

a.	duration, standards, and loudness
b.	loudness, duration, and level
c.	frequency, standards, and level
d.	frequency, duration, and loudness

 

ANS: d

PTS: 1

REF: p. 123

 

2. In which three ways can noise affect humans?

a.	cognitively, sensorineurally, and sociologically
b.	sociologically, psychologically, and sensorineurally
c.	through physiological damage, physiological effects, and psychological effects
d.	physiologically, sociologically, and cognitively

 

ANS: c

PTS: 1

REF: p. 124-125

 

3. What are the two basic types of physiological damage that can create hearing loss?

a.	conductive and permanent
b.	sensorineural and nerve deafness
c.	conductive and sensorineural
d.	irreversible and conductive

 

ANS: c

PTS: 1

REF: p. 124

 

4. The Canadian Centre for Occupational Health and Safety suggests that a workplace might be too noisy if which of the following is true?

a.	In the workplace, employees have to raise their voices to be understood.
b.	Employees have chronic ear infections.
c.	Individuals who have worked in the workplace for years have a general feeling of fatigue.
d.	There are a number of employees with hearing problems.

 

ANS: a

PTS: 1

REF: p. 126

 

5. Which one is NOT a health effect of whole body vibration?

a.	inhibition of muscular reflexes
b.	sore joints
c.	blurred vision
d.	shortness of breath

 

ANS: d

PTS: 1

REF: p. 130

 

6. If workers are at risk of heat-related disorders, what are employers required to do?

a.	conduct a heat stress assessment
b.	adjust work-rest schedules to reduce exposure
c.	send everyone home if the workplace is too hot
d.	a and b

 

ANS: d

PTS: 1

REF: p. 132

 

7. If an employee reports tingling in the fingers, loss of sensation in the fingers, and loss of grip strength they may be suffering from?

a.	hand-arm vibration syndrome
b.	thermal stress
c.	hyperreflexia
d.	segmental vibration

 

ANS: a

PTS: 1

REF: p. 130

 

8. Hearing loss results from exposure to sound levels at or above what amount for extended periods of time?

a.	55-60dB(A)
b.	65-75dB(A)
c.	85-90dB(A)
d.	97-105 dB(A)

 

ANS: c

PTS: 1

REF: p. 126

 

9. Which of the following is NOT a heat-related illness?

a.	heat stroke
b.	heat exhaustion
c.	hypothermia
d.	heat hyperpyrexia

 

ANS: c

PTS: 1

REF: p. 132

 

10. Types of non-ionizing radiation include all of the following EXCEPT which one?

a.	ultraviolet radiation
b.	x-rays
c.	radio waves
d.	microwave radiation

 

ANS: b

PTS: 1

REF: p. 134

 

11. Which of the following are involved in thermal stress conditions?

a.	wind chill ratings
b.	hot temperature extremes
c.	usually high humidity
d.	b and c

 

ANS: d

PTS: 1

REF: p. 131

 

12. What is the maximum allowable noise exposure level at the federal level?

a.	90 dB(A)
b.	87 dB(A)
c.	80 dB(A)
d.	75 dB(A)

 

ANS: b

PTS: 1

REF: p. 126

 

13. Cold-related illnesses include all of the following EXCEPT?

a.	hypothermia
b.	frostbite
c.	hyperthermia
d.	chilblains

 

ANS: c

PTS: 1

REF: p. 132

 

14. What happens when you increase the dB(A) by 3?

a.	The sound pressure level is doubled.
b.	The sound pressure level is reduced by 30.
c.	The sound pressure level is increased 300%.
d.	The sound pressure level is tripled.

 

ANS: a

PTS: 1

REF: p. 125

 

15. Which of the following can emit radiation?

a.	air conditioning units
b.	microwave ovens
c.	high-vibration punch presses
d.	jack hammers

 

ANS: b

PTS: 1

REF: p. 133-134

 

 

TRUE/FALSE

 

1. Examples of physical agents include noise, vibration, radiation, and extremes in temperature.

 

ANS: T

PTS: 1

REF: p. 123

 

2. Physical agents are hazards that are created by any one, or any combination of, a very large number of physical reactions.

 

ANS: F

PTS: 1

REF: p. 123

 

3. The eye is the primary organ at risk from non-ionizing radiation.

 

ANS: T

PTS: 1

REF: p. 134

4. Sound that we cannot hear can possibly cause hearing damage.

 

ANS: T

PTS: 1

REF: p. 123

 

5. The term “threshold of hearing” refers to the envelope or range of sound that the human ear can perceive or hear.

 

ANS: T

PTS: 1

REF: p. 123

 

6. Segmental vibration effects are caused by using vibrating tools.

 

ANS: T

PTS: 1

REF: p. 129

 

7. The two basic classes of hearing protection available are earplugs and earmuffs.

 

ANS: T

PTS: 1

REF: p. 129

 

8. British Columbia uses a noise standard of 85 dB(A) or 8 hours and a peak noise level of 140 dB(A).

 

ANS: T

PTS: 1

REF: p. 126

 

9. All provinces except Quebec use 85 dB(A) as a noise standard.

 

ANS: T

PTS: 1

REF: p. 126

 

10. A dosimeter is an instrument used to determine the sensitivity of a person’s hearing or degree of hearing loss.

 

ANS: F

PTS: 1

REF: p. 127

 

11. The process for noise control follows source-path-human strategies.

 

ANS: T

PTS: 1

REF: p. 127

 

12. The BEST method to control noise is to use personal protective equipment.

 

ANS: F

PTS: 1

REF: p. 127-128

 

13. Noise control approaches include job rotation, relocation, isolation, automation, rest periods, and site design.

 

ANS: T

PTS: 1

REF: p. 129

 

14. Vibration refers to the oscillating motion of a particle or body moving about a reference position.

 

ANS: T

PTS: 1

REF: p. 129

 

15. An indication of exposure to excessive noise levels at work is ringing in the ears (tinnitus).

 

ANS: T

PTS: 1

REF: p. 125

 

16. Thermodynamic theory shows that temperature flows from the high point to the low point. Thus in hot climates, heat will be absorbed by the body, making the person feel hot.

 

ANS: T

PTS: 1

REF: p. 131

 

17. In cold climates, heat will flow from the body into the surrounding environment, thereby making the person feel cold.

 

ANS: T

PTS: 1

REF: p. 131

 

18. Convection heat transfer occurs when two surfaces are in contact.

 

ANS: F

PTS: 1

REF: p. 132

 

19. Radiation occurs when energy is transmitted by electromagnetic waves.

 

ANS: T

PTS: 1

REF: p. 133

 

20. The body core temperature is 35° to 40.5° C, with “normal” being 39°C.

 

ANS: F

PTS: 1

REF: p. 132

 

21. A normal conversation noise level is approximately 85dB(A).

 

ANS: F

PTS: 1

REF: p. 126

 

22. A normal conversation noise level is approximately 55dB(A).

 

ANS: T

PTS: 1

REF: p. 126

 

23. The exchange rate in most provinces for noise calculations is 5 dB(A).

 

ANS: F

PTS: 1

REF: p. 126

 

24. The exchange rate in most provinces for noise calculations is 3 dB(A).

 

ANS: T

PTS: 1

REF: p. 126

 

 

SHORT ANSWER

 

1. Describe the legal steps an employer/HRM must take to control hazardous noise in the workplace. What is the most effective noise control method?

 

ANS:

An employer/HRM will want to use the source-path-human strategies to control hazardous noise in the workplace. The best method of dealing with noise in the workplace is to reduce noise at the source. If a worker is exposed to noise above the legal noise exposure limit, the employer must, perhaps with the help of experts, investigate and implement engineered noise-control options to reduce the noise exposure of workers below the recommended exposure limits if possible. If it is not possible to reduce noise levels, the employer must reduce noise exposure to the lowest level possible, post warning signs in the noise hazard areas (workers in a posted noise hazard area must wear hearing protection), give affected workers hearing protection that meets the legal standards, and ensure that hearing protection is worn effectively in noise hazard areas. This last strategy of using personal protective equipment is less costly but not always the most effective.

 

PTS: 1

REF: 127-129

 

2. Describe four important facts about physical agents in the workplace. Give an example of each of these facts.

 

ANS:

1. a) Physical agents are present in unexpected places (e.g., high school music rooms) and activities (e.g., iPods, concerts).
2. b) Exposure to some physical agents may be inherent (professional musician).
3. c) Legislative standards are maximum tolerances, and noise-induced hearing loss can occur below this exposure level (the length of exposure is as critical as the loudness; continuous noise is more damaging than a few minutes’ exposure).
4. d) Issues are complex and solutions have to be evaluated for the risks they introduce to the environment.

 

PTS: 1

REF: p. 123-135

 

3. If workers are at risk of heat-related disorders, what obligations do employers have to ensure that the workers are safe from the dangers of heat exposure?

 

ANS:

• Conduct a heat stress assessment.
• Implement engineering controls to reduce the level of heat.
• Adjust work-rest schedules to reduce exposure.
• Provide personal protective equipment.
• Ensure cool drinking water is accessible near the worksite.
• Limit exposure through work rotation.
• Install fans or air conditioning.
• Allow time to acclimatize.
• Provide drinking water.
• Support the use of sun hats, sunscreen, and eye protection.

 

Preventing Heat Stress at Work is available at the Workers’ Compensation Board of BC at http://www.worksafebc.com/publications.

 

PTS: 1

REF: p. 131-133

 

4. Describe several factors an employer/HRM would take into account in conducting a cost-benefit analysis to support an occupational health and safety program or a hearing conservation program that would reduce employees’ exposure to hazardous physical agents.

 

ANS:

Direct and indirect costs include equipment, training incident investigation, damage, replacement, and production costs. Other costs can include unhealthy behaviour, work stoppages and strikes, negative publicity after a death or serious public health problem, employee retention, emotional impact, and increased WCB insurance premiums.

 

PTS: 1

REF: p. 127-128

 

 

PROBLEM

 

1. The first step in dealing with noise is to determine if the hazard exists at all. How can an HRM know if employees are exposed to hazardous noise? What is the best hearing protection for work that takes place in hazardous noise environments?

 

ANS:

In BC, an employer must ensure that workers are not exposed to noise levels above either of the following exposure limits: 85 dB(A) Lex daily noise exposure level and 140 dB(A) peak sound level for an eight-hour continuous period without hearing protection. These legislated standards vary slightly throughout the provinces and territories (refer to Table 5.1) and must be viewed as the maximum allowable tolerances, not as a safe level of noise exposure, as hearing loss can occur below the legislated exposure level. Another factor to consider is how long the individual is exposed to potentially hazardous noise (i.e., exposure to noise on the edge of safe limits can cause hearing damage if ongoing over a long time; for example, a kitchen blender, at 86Db). The hazard noise poses is dependent on three main factors: intensity (loudness), frequency (pitch), and duration (time). The WorkSafe BC Publication How Do I Know If I Am Exposed to Noise http://www2.worksafebc.com/pdfs/hearing/noise_exposure_handout.pdf describes and gives examples of various combinations of noise levels and durations and how they all pose the same risk to an exposed worker’s hearing. A noise-level assessment should be conducted by the employer for all noise-exposed job classifications, and warning signs should be immediately posted stating that hearing protection is required until a more formal hearing conservation program is implemented. When noise exceeds regulated limits, BC employers must have an effective noise control and hearing conservation program.

 

There is no single hearing protector appropriate for everyone. The criteria to consider include the worker’s noise exposure level, hearing ability of the worker, use of other personal protective equipment, temperature and climate, communication demands on the worker, and physical constraints of the worker or work activity.

 

Link to the Workers’ Compensation Board of BC (WorkSafe BC) website (http://www.worksafebc.com/publications/health_and_safety/by_topic/assets/pdf/hear_for_good.pdf) for the following publication: Hear for Good: Preventing Exposure at Work

• Selecting Hearing Protection Poster (explains what type of hearing protection should be used in different circumstances) http://www2.worksafebc.com/pdfs/hearing/hearingposter.pdf
• Hearing Protection Is for Everyone

http://www2.worksafebc.com/pdfs/hearing/hearing_protection_everyone.pdf

 

• Hearing Protection Checklist

http://www2.worksafebc.com/pdfs/hearing/hp_program_checklist.pdf

 

• Hearing Protection selection criteria

http://www2.worksafebc.com/pdfs/hearing/criteria_hearing_protection_selection.pdf

 

• Noise Awareness Websites

http://www2.worksafebc.com/pdfs/hearing/noise_awareness_websites.pdf

 

PTS: 1

REF: p. 123-128