Feb 01, 1993 - Most frequently asked questions concerning the bloodborne pathogens standard.Feb 01, 1993 - Most frequently asked questions concerning the bloodborne pathogens standard.
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Title: 02/25/1993 02/01/1993 - Most frequently asked questions concerning the bloodborne pathogens standard
Disclaimer: The information contained is this booklet is not considered a substitute for any provisions of the Occupational Safety and Health Act of 1970 or the requirements 29 CFR 1910.1030, Occupational Exposure to Bloodborne Pathogens.
Federal Authority extends to all private sector employers with one or more
employees, as well as federal civilian employees. In addition, many states
administer their own occupational safety and health programs through plans
approved under section 18(b) of the OSH Act. These plans must adopt
standards and enforce requirements that are at least as effective as federal
requirements. Of the current 25 state plan states and territories, 23 cover
the private and public (state and local governments) sectors and 2 cover the
public sector only. (See listing on page 28).
Copies of the OSHA Bloodborne Pathogens Standard are available from the
Government Printing Office (GPO Order Number 069-001-0004-8), Superintendent
of Documents, Washington, D.C. 20402. [ILPI says: or simply follow the hyperlink in the table above].
On December 6, 1991, the Occupational Safety and Health Administration (OSHA) promulgated the Occupational Exposure to Bloodborne Pathogens
Standard. This standard is designed to protect approximately 5.6 million
workers in the health care and related occupations from the risk of exposure
to bloodborne pathogens, such as the Human Immunodeficiency Virus and the
Hepatitis B Virus.
As a result of the standard, numerous questions have been received on how to
implement the provisions of the standard. The purpose of this handout is to
provide answers to some of the more commonly asked questions related to the
Bloodborne Pathogens Standard. It is not intended to be used as a substitute
for the standard's requirements. Please refer to the standard for the complete text.
A. The standard applies to all employees who have occupational
exposure to blood or other potentially infectious materials (OPIM).
Occupational exposure is defined as "reasonably
anticipated skin, eye, mucous membrane, or parenteral contact with blood or
OPIM that may result from the performance of the employee's
Blood is defined as human blood, human blood components,
and products made from human blood.
OPIM is defined as the following human body fluids:
saliva in dental procedures, semen, vaginal secretions, cerebrospinal,
synovial, pleural, pericardial, peritoneal, and amniotic fluids; body fluids
visibly contaminated with blood; along with all body fluids in situations
where it is difficult or impossible to differentiate between body fluids;
unfixed human tissues or organs (other than intact skin); HIV-containing cell
or tissue cultures, organ cultures, and HIV- or HBV- containing culture media
or other solutions; and blood, organs, or other tissues from experimental
animals infected with HIV or HBV.
Q. Will the Bloodborne Pathogens Standard apply to employees in
agriculture, maritime, and construction industries?
A. The standard will not apply to agriculture. The standard applies to
maritime in shipyards and boatyards (where 29 CFR 1910 applies), in
commercial fishing vessels, towboats, barges, tugs and other vessels where
OSHA has jurisdiction. However, the standard does not apply to longshoring
and marine terminals. The construction industry is not covered by the
standard. However, the General Duty Clause (Section 5(a)(1) of the OSH Act)
will be used to protect employees from bloodborne hazards in construction.
Q. Are volunteers and students covered by the standard?
A. Volunteers and students may be covered by the standard depending on a
variety of factors including compensation.
Q. Are physicians who are not employees of the hospital in which they
work covered by the standard?
A. Physicians of professional corporations are considered employees of
that corporation. The corporation which employs these physicians may be
cited by OSHA for violations affecting those physicians. The hospital where
the physician practices may also be held responsible as the employer who
created or controlled the hazard. Physicians who are sole practitioner or
partners are not considered employees under the OSH Act, and therefore, are
not covered by the protections of the standard. However, if a
non-incorporated physician were to create a hazard to which hospital
employees were exposed, it would be consistent with current OSHA policy to
cite the employer of the exposed employees for failure to provide the
protections of the Bloodborne Pathogens Standard.
Q. My company supplies contract employees to health care facilities.
What are my responsibilities under the Bloodborne Pathogens Standard?
A. OSHA considers personnel providers, who send their own employees to
work at other facilities, to be employers whose employees may be exposed to
hazards. Since your company maintains a continuing relationship with its
employees, but another employer (your client) creates and controls the
hazard, there is a shared responsibility for assuring that your employees are
protected from workplace hazards. The client employer has the primary
responsibility for such protection, but the "lessor employer" likewise has a
responsibility under the Occupational Safety and Health Act. In the context
of OSHA's standard on Bloodborne Pathogens, 29 CFR 1910.1030, your company
would be required, for example, to provide the general training outlined in
the standard; ensure that employees are provided with the required
vaccinations; and provide proper follow-up evaluations following an exposure
incident. Your clients would be responsible, for example, for providing
site-specific training and personal protective equipment, and would have the
primary responsibility regarding the control of potential exposure
conditions. The client, of course, may specify what qualifications are
required for supplied personnel, including vaccination status. It is
certainly in the interest of the lessor employer to ensure that all steps
required under the standard have been taken by the client employer to ensure
a safe and healthful workplace for the leased employees. Toward that end,
your contracts with your clients should clearly describe the responsibilities
of both parties in order to ensure that all requirements of the regulation
are met.
Q. We have employees who are designated to render first aid. Are they
covered by the standard?
A. Yes. If employees are trained and designated as responsible for
rendering first aid or medical assistance as part of their job duties, they
are covered by the protections of the standard. However, OSHA will consider
it a de minimis violation - a technical violation carrying no
penalties - if employees, who administer first aid as a collateral duty to
their routine work assignments, are not offered the pre-exposure hepatitis B
vaccination, provided that a number of conditions are met. In these
circumstances, no citations will be issued.
The de minimis classification for failure to offer hepatitis
B vaccination in advance of exposure does not apply to personnel who
provide first aid at a first aid station, clinic, or dispensary, or to the
health care, emergency response or public safety personnel expected to render
first aid in the course of their work.
Exceptions are limited to persons who render first aid only as a
collateral duty, responding solely to injuries resulting from workplace
incidents, generally at the location where the incident occurred. To merit
the de minimis classification, the following conditions also must be
met:
Reporting procedures must be in place under the exposure
control plan to ensure that all first aid incidents involving exposure are
reported to the employer before the end of the work shift during which
the incident occurs.
Reports of first aid incidents must include the names of all
first aid providers and a description of the circumstances of the accident,
including date and time, as well as a determination of whether an exposure
incident, as defined in the standard, has occurred.
Exposure reports must be included on a list of such first aid
incidents that is readily available to all employees and provided to OSHA
upon request.
First aid providers must receive training under the Bloodborne
Pathogens Standard that covers the specifics of the reporting
procedures.
All first aid providers who render assistance in any situation
involving the presence of blood or other potentially infectious materials,
regardless of whether or not a specific exposure incident occurs, must have
the vaccine made available to them as soon as possible but in no event later
than 24 hours after the exposure incident. If an exposure incident as
defined in the standard has taken place, other post-exposure follow-up
procedures must be initiated immediately, per the requirements of the
standard.
Q. Are employees such as housekeepers, maintenance workers, or janitors
covered by the standard?
A. Housekeeping workers in health care facilities may have occupational
exposure to bloodborne pathogens, as defined by the standard. Individuals
who perform housekeeping duties, particularly in patient care and laboratory
areas, may perform tasks, such as cleaning blood spills and handling
regulated wastes, which constitute occupational exposure.
While OSHA does not generally consider maintenance personnel and
janitorial staff employed in non-health care facilities to have occupational
exposure, it is the employer's responsibility to determine which job
classifications or specific tasks and procedures involve occupational
exposure. For example, OSHA expects products such as discarded sanitary
napkins to be discarded into waste containers which are lined in such a way
as to prevent contact with the contents. But at the same time, the employer
must determine if employees can come into contact with blood during the
normal handling of such products from initial pick-up through disposal in the
outgoing trash. If OSHA determines, on a case-by-case basis, that sufficient
evidence of reasonably anticipated exposure exists, the employer will be held
responsible for providing the protections of 29 CFR 1910.1030 to the
employees with occupational exposure.
A. The exposure control plan is the employer's written program That
outlines the protective measures an employer will take to eliminate or
minimize employee exposure to blood and OPIM.
The exposure control plan must contain at a minimum:
The exposure determination which identifies job classifications
and, in some cases, tasks and procedures where there is occupational exposure
to blood and OPIM;
the procedures for evaluating the circumstances
surrounding an exposure incident; and
(3) a schedule of how and when other
provisions of the standard will be implemented, including methods of
compliance, HIV and HBV research laboratories and production facilities
requirements, hepatitis B vaccination and post-exposure follow-up,
communication of hazards to employees, and recordkeeping.
Q. In the exposure control plan, are employers required to list
specific tasks that place the employee at risk for all job
classifications?
A. No. If all the employees within a specific job classification perform
duties where occupational exposure occurs, then a list of specific tasks and
procedures is not required for that job classification. However, the job
classification (e.g., "nurse") must be listed in the plan's exposure
determination and all employees within the job classification must be
included under the requirements of the standard.
Q. Can tasks and procedures be grouped for certain job
classifications?
A. Yes. Tasks and procedures that are closely related may be grouped.
However, they must share a common activity, such as "vascular access
procedure," or "handling of contaminated sharps."
Q. Does the exposure control plan need to be a separate document?
A. No. The exposure control plan may be part of another document, such as
the facility's health and safety manual, as long as all components are
included. However, in order for the plan to be accessible to employees, it
must be a cohesive entity by itself or there must be a guiding document which
states the overall policy and goals and references the elements of existing
separate policies that comprise the plan. For small facilities, the plan's
schedule and method of implementation of the standard may be an annotated
copy of the final standard that states on the document when and how the
provisions of the standard will be implemented. Larger facilities could
develop a broad facility program, incorporating provisions from the standard
that apply to their establishments.
Q. How often must the exposure control plan be reviewed?
A. The standard requires an annual review of the exposure control plan.
In addition, whenever changes in tasks, procedures, or employee positions
affect or create new occupational exposure, the existing plan must be
reviewed and updated accordingly.
Q. Must the exposure control plan be accessible to employees?
A. Yes, the exposure control plan must be accessible to employees, as well
as to OSHA and NIOSH representatives. The location of the plan may be adapted
to the circumstances of a particular workplace, provided that employees can
access a copy at the workplace during the workshift. If the plan is
maintained solely on computer, employees must be trained to operate the
computer.
A hard copy of the exposure control plan must be provided within 15
working days of the employee's request in accordance with 29 CFR
1910.1020.
Q. What should be included in the procedure for evaluating an exposure
incident?
A. The procedure for evaluating an exposure incident shall include:
the engineering controls and work practices in place
the protective equipment or clothing used at the time of the exposure incident
an evaluation of the policies and "failures of controls at the time of the
exposure incident.
A. Universal Precautions is OSHA's required method of control to protect
employees from exposure to all human blood and OPIM. The term, "Universal
Precautions," refers to a concept of bloodborne disease control which
requires that all human blood and certain human body fluids are treated as if
known to be infectious for HIV, HBV, and other bloodborne pathogens.
Q. Can Body Substance Isolation (BSI) be adopted in place of Universal
Precautions?
A. Yes. Body Substance Isolation is a control method that defines
all body fluids and substances as infectious. BSI incorporates not
only the fluids and materials covered by the standard but expands coverage to
include all body substances. BSI is an acceptable alternative to Universal
Precautions, provided facilities utilizing BSI adhere to all other provisions
of the standard.
A. The term, "Engineering Controls," refers to controls (e.g., sharps
disposal containers, needleless systems, self-sheathing needles) that isolate
or remove the bloodborne pathogens hazards from the workplace.
Q. What are some examples of safer devices or alternatives that could
be used in lieu of exposed needles?
A. Some examples of such devices or alternatives include stop cocks
(on-off switch), needleless systems, needle-protected systems, and
"selfsheathing" needles.
Q. Are employers required to provide these needle devices?
A. The standard requires that engineering and work practice controls be
used to eliminate or minimize employee exposure. While employers do not
automatically have to institute the most sophisticated controls (such as the
ones listed in the above question), it is the employer's responsibility to
evaluate the effectiveness of existing controls and review the feasibility of
instituting more advanced engineering controls.
Q. Is recapping of needles allowed?
A. Bending, recapping, or removing contaminated needles is prohibited,
except under certain circumstances. In those situations where bending,
removal or recapping is required by a specific medical procedure or no
alternative is feasible, such actions are permitted but must be accomplished
by some method other than the traditional two-handed procedure (e.g., a
mechanical device or a one hand scoop method). For example, these actions
may be necessary when performing blood gas analyses; when inoculating a blood
culture bottle; administering incremental doses of a medication to the same
patient; or removing the needle from a phlebotomy collection apparatus, such
as a vacutainer. An acceptable means of demonstrating that no alternative to
bending, recapping, or removing contaminated needles is feasible or that such
action is required by a specific medical procedure would be a written
justification included as part of the exposure control plan. This
justification must state the basis for the employer's determination that no
alternative is feasible or must specify that a particular medical procedure
requires for example, the bending of the needle and the use of forceps to
accomplish this. Shearing or breaking contaminated needles is completely
prohibited by the standard.
Q. How should reusable sharps (e.g., large bore needles, scalpels,
saws, etc.) be handled?
A. Reusable sharps must be placed in containers which are
puncture-resistant, leakproof on the sides and bottom, and properly
labeled/color-coded until they are reprocessed.
Contaminated reusable sharps must not be stored or reprocessed in a
manner that would require the employee to reach by hand into
containers.
Q. Can employees of an ambulance medical rescue service eat or drink
inside the cab of the unit?
A. Employees are allowed to eat and drink in an ambulance cab only if the
employer has implemented procedures to permit employees to wash up and change
contaminated clothing prior to entering the ambulance cab, has prohibited the
consumption, handling, storage, and transport of food and drink in the rear
of the vehicle, and has procedures to ensure that patients and contaminated
materials remain behind the separating partition.
Q. What alternatives are acceptable if soap and running water are not
available for handwashing?
A. Antiseptic hand cleaner in conjunction with clean cloth/paper towels or
antiseptic towelettes are examples of acceptable alternatives to running
water. However, when these types of alternatives are used, employees must
wash their hands (or other affected areas) with soap and running water as
soon as feasible. This alternative would only be acceptable at worksites
where soap and running water are not feasible.
Q. What are the labeling exemptions for specimens?
A. The labeling exemption, listed in section (d)(2)(xiii)(A) of the
standard, applies to facilities that handle all specimens with
Universal Precautions provided the containers are recognizable as containing
specimens. This exemption applies only while these specimens remain within
the facility. Also, all employees who will have contact with the specimens
must be trained to handle all specimens with Universal Precautions. If the
specimens leave the facility (e.g., during transport, shipment, or disposal),
a label or red color-coding is required.
Q. Do specimens have to be double-bagged?
A. Secondary containers or bags are only required if the primary container
is contaminated on the outside. Also, if the specimen could puncture the
primary container, a secondary puncture-resistant container is required. All
specimen containers, primary and secondary, must be closed, properly labeled
or color-coded (except as described above) and must prevent leakage.
Q. Are employers required to decontaminate equipment prior to servicing
or shipping?
A. The standard requires that all equipment that may be contaminated must
be examined and decontaminated as necessary prior to servicing or shipping.
If complete decontamination is not feasible, the equipment must be labeled
with the required biohazard label which also specifically identifies which
portions of the equipment remain contaminated. In addition, the employer
must ensure that this information is conveyed to the affected employees, the
servicing representative, and/or the manufacturer, as appropriate, prior to
handling, servicing, or shipping.
Q. What type of personal protective equipment (PPE) should employees in
a dental office wear?
A. The standard requires that PPE be "appropriate." PPE will be
considered "appropriate" only if it does not permit blood or OPIM to pass
through to, or reach, the skin, employees' underlying garments, eyes, mouth,
or other mucous membranes under normal conditions of use and for the duration
of time that the PPE will be used. This allows the employer to select PPE
based on the type of exposure and the quantity of blood or OPIM which can be
reasonably anticipated to be encountered during performance of a task or
procedure.
Q. Who is responsible for providing PPE?
A. The financial responsibility for repairing, replacing, cleaning, and
disposing of PPE rests with the employer. The employer is not obligated
under the standard to provide general work clothes to employees, but is
responsible for providing PPE. If laboratory jackets or uniforms are
intended to protect the employee's body or clothing from contamination, they
are to be provided by the employer.
Q. Does protective clothing need to be removed before leaving the work
area?
A. Yes. OSHA requires that personal protective equipment be removed prior
to leaving the work area. While "work area" must be determined on a
case-by-case basis, a work area is generally considered to be an area where
work involving occupational exposure occurs or where the contamination of
surfaces may occur.
Q. What type of eye protection do I need to wear when working with
blood or OPIM?
A. The use of eye protection would be based on the reasonable anticipation
of facial exposure. Masks in combination with eye protection devices such as
glasses with solid side shields, goggles, or chin-length face shields, shall
be worn whenever splashes, spray, spatter, or droplets of blood or OPIM may
be generated, and eye, nose, or mouth contamination can be reasonably
anticipated.
Q. Are gloves required during phlebotomy procedures?
A. Gloves must be worn by employees whenever any vascular access procedure
is performed, including phlebotomy. Volunteer blood donation centers are the
only instance where some flexibility is permitted and even then certain
requirements must be fulfilled. If an employer in a volunteer blood donation
center judges that routine gloving for all phlebotomies is not necessary then
the employer must
periodically reevaluate this policy;
make gloves available to all employees who wish to use
them for phlebotomy;
not discourage the use of gloves for phlebotomy; and
require that gloves be used for phlebotomy when the employee has cuts,
scratches, or other breaks in the skin; when the employee judges that hand
contamination with blood may occur (e.g., performing phlebotomy on an
uncooperative source individual); or when the employee is receiving training
in phlebotomy.
Q. When should gloves be changed?
A. Disposable gloves shall be replaced as soon as practical after they
have become contaminated, or as soon as feasible if they are torn, punctured,
or their ability to function as a barrier is compromised. Hands must be
washed after the removal of gloves used as PPE, whether or not the gloves are
visibly contaminated.
Q. Are gloves required when giving an injection?
A. Gloves are not required to be worn when giving an injection as long as
hand contact with blood or other potentially infectious materials is not
reasonably anticipated.
Q. What are some alternatives when an employee is allergic to the
gloves provided?
A. Hypoallergenic gloves, glove liners, powderless gloves or other similar
alternatives must be provided for employees who are allergic to the gloves
that are normally provided.
Q. What type of disinfectant can be used to decontaminate equipment or
working surfaces which have come in contact with blood or OPIM?
A. EPA registered tuberculocidal disinfectants are appropriate for the
cleaning of blood or OPIM. A solution of 5.25 percent sodium hypochlorite,
(household bleach), diluted between 1:10 and 1:100 with water, is also
acceptable for cleaning contaminated surfaces.
Quaternary ammonium products are appropriate for use in general
housekeeping procedures that do not involve the cleanup of contaminated items
or surfaces.
The particular disinfectant used, as well as the frequency with
which it is used, will depend upon the circumstances in which a given
housekeeping task occurs (i.e., location within the facility, type of surface
to be cleaned, type of soil present, and tasks and procedures being
performed). The employer's written schedule for cleaning and decontamination
should identify such specifics on a task-by-task basis.
Q. What does OSHA mean by the term "regulated waste"?
A. The Bloodborne Pathogens Standard uses the term, "regulated waste," to
refer to the following categories of waste which require special handling at
a minimum; (1) liquid or semi-liquid blood or OPIM; (2) items contaminated
with blood or OPIM and which would release these substances in a liquid or
semi-liquid state if compressed; (3) items that are caked with dried blood or
OPIM and are capable of releasing these materials during handling; (4)
contaminated sharps; and (5) pathological and microbiological wastes
containing blood or OPIM.
Q. Are feminine hygiene products considered regulated waste?
A. OSHA does not generally consider discarded feminine hygiene products,
used to absorb menstrual flow, to fall within the definition of regulated
waste. The intended function of products such as sanitary napkins is to
absorb and contain blood. The absorbent material of which they are composed
would, under most circumstances, prevent the release of liquid or semi-liquid
blood or the flaking off of dried blood.
OSHA expects these products to be discarded into waste containers
which are properly lined with plastic or wax paper bags. Such bags should
protect the employees from physical contact with the contents.
At the same time, it is the employer's responsibility to determine
the existence of regulated waste. This determination is not based on actual
volume of blood, but rather on the potential to release blood, (e.g., when
compacted in the waste container). If OSHA determines, on a case-by-case
basis, that sufficient evidence of regulated waste exists, either through
observation, (e.g., a pool of liquid in the bottom of a container, dried
blood flaking off during handling), or based on employee interviews,
citations may be issued.
Q. How should sharps containers be handled?
A. Each sharps container must either be labeled with the universal
biohazard symbol and the word "biohazard" or be color-coded red. Sharps
containers shall be maintained upright throughout use, replaced routinely,
and not be allowed to overfill when removing sharps containers from the area
of use, the containers shall be:
Closed immediately prior to removal or replacement
to prevent spillage or protrusion of contents during handling, storage,
transport, or shipping;
Placed in a secondary container if leakage is possible. The second container shall be:
Closable;
Constructed to contain all contents and prevent leakage during handling, storage, transport, or shipping; and
Labeled or color-coded according to paragraph (g)(1)(i) of the standard.
Reusable containers shall not be opened, emptied, or
cleaned manually or in any other manner which would expose employees to the
risk of percutaneous injury.
Upon closure, duct tape may be used to secure the lid of a sharps
container as long as the tape does not serve as the lid itself.
Q. Where should sharps containers be located?
A. Sharps containers must be easily accessible to employees and located as
close as feasible to the immediate area where sharps are used (e.g., patient
care areas) or can be reasonably anticipated to be found (e.g., laundries).
In areas, such as correctional facilities and psychiatric units,
there may be difficulty placing sharps containers in the immediate use area.
If a mobile cart is used in these areas, an alternative would be to lock the
sharps container in the cart.
Q. What type of container should be purchased to dispose of sharps?
A. Sharps containers are made from a variety of products from cardboard to
plastic. As long as they meet the definition of a sharps container, (i.e.,
containers must be closable, puncture resistant, leakproof on sides and
bottom, and labeled or color-coded), OSHA would consider them to be of an
acceptable composition.
Q. How do I dispose of regulated waste?
A. Regulated waste shall be placed in containers which are:
Closable;
Constructed to contain all contents and prevent
leakage of fluids during handling, storage, transport or
shipping;
Labeled or color-coded in accordance with paragraph
(g)(1)(i) of the standard; and
Closed prior to removal to prevent spillage or
protrusion of contents during handling, storage, transport, or
shipping.
If outside contamination of the regulated waste container
occurs, it shall be placed in a second container. The second container shall
be:
Closable;
Constructed to contain all contents and prevent
leakage of fluids during handling, storage, transport, or
shipping;
Labeled or color-coded in accordance with paragraph
(g)(1)(i) of the standard; and
Closed prior to removal to prevent spillage or
protrusion of contents during handling, storage, transport, or
shipping.
Disposal of all regulated waste shall be in accordance with
applicable regulations of the United States, States and Territories, and
political subdivisions of States and Territories.
Q. Do I need to autoclave waste before disposing?
A. There is no specific requirement to autoclave waste before disposal.
However, under the section on HIV and HBV Research Laboratories and
Production Facilities, there is a requirement stating that all regulated
waste from the facilities must be either incinerated or decontaminated by a
method such as autoclaving known to effectively destroy bloodborne pathogens.
In addition, research laboratories must have an autoclave available for
decontamination of regulated waste while production facilities must have an
autoclave available within or as near as possible to the work area, also for
the decontamination of regulated waste.
Q. What does OSHA mean by the term "contaminated laundry"?
A. Contaminated laundry means laundry which has been soiled with blood or
other potentially infectious materials or may contain sharps.
Q. How should contaminated laundry be handled?
A. Contaminated laundry shall be handled as little as possible with a
minimum of agitation. Contaminated laundry shall be bagged or containerized
at the location where it was used and shall not be sorted or rinsed in the
location of use. Other requirements include:
Contaminated laundry shall be placed and transported in
bags containers labeled or color-coded in accordance with paragraph (g)(1)(i)
of the standard. When a facility utilizes Universal Precautions in the
handling of all soiled laundry, alternative labeling or color-coding is
sufficient if it permits all employees to recognize the containers as
requiring compliance with Universal Precautions.
Whenever
contaminated laundry is wet and presents a reasonable likelihood of
soak-through or leakage from the bag or container, the laundry shall be
placed and transported in bags or containers which prevent soak-through
and/or leakage of fluids to the exterior.
The employer shall ensure that employees who have
contact with contaminated laundry wear protective gloves and other
appropriate personal protective equipment.
When a facility ships contaminated laundry off-site
to a second facility which does not utilize Universal Precautions in the
handling of all laundry, the facility generating the contaminated laundry
must place such laundry in bags or containers which are labeled or
color-coded in accordance with paragraph (g)(1)(i) of the
standard.
Q. Are employees allowed to take their protective equipment home and
launder it?
A. Employees are not permitted to take their protective equipment home and
launder it. It is the responsibility of the employer to provide, launder,
repair, replace, and dispose of personal protective equipment.
Q. Do employers have to buy a washer and dryer to clean employees'
personal protective equipment?
A. There is no OSHA requirement stipulating that employers must purchase a
washer and dryer to launder protective clothing. It is an option that
employers may consider. Another option is to contract out the laundering of
protective clothing. Finally, employers may choose to use disposable personal
protective clothing and equipment.
Q. Are there guidelines to be followed when laundering personal
protective equipment? What water temperature and detergent types are
acceptable?
A. The decontamination and laundering of protective clothing should be
handled by washing and drying the garments according to the clothing
manufacturer's instructions.
HIV and HBV Research Laboratories and Production Facilities
Q. Are academic research laboratories included in the definition of a
research laboratory under the standard?
A. Academic research laboratories are included in the definition of a
research laboratory under the standard. A research laboratory produces or
uses research laboratory scale amounts of HIV and HBV. Although research
laboratories may not have the volume found in production facilities, they
deal with solutions containing higher viral titers than those normally found
in patients' blood.
Q. Is animal blood used in research covered under the laboratory
section of the standard?
A. The standard covers animal blood only for those animals purposely
infected with HIV or HBV. Although the standard does not apply to animal
blood unless the animal has been purposely infected with HIV or HBV, persons
handling animals or animal blood should follow general precautions as
recommended by the Centers for Disease Control/National Institutes of Health
Publication, Biosafety in Microbiological and Biomedical Laboratories
(Publication No. 88-8395).
Hepatitis B Vaccination and Post-Exposure Follow-up Procedures
Q. Who must be offered the hepatitis B vaccination?
A. The hepatitis B vaccination series must be made available to all
employees who have occupational exposure. The employer does not have to make
the hepatitis B vaccination available to employees who have previously
received the vaccination series, who are already immune as their antibody
tests reveal, or who are prohibited from receiving the vaccine for medical
reasons.
Q. When should the hepatitis B vaccination be offered to employees?
A. The hepatitis B vaccination must be made available within 10 working
days of initial assignment, after appropriate training has been completed.
This includes arranging for the administration of the first dose of the
series. In addition, see pages 3 and 4 of this booklet for vaccination of
designated first aiders.
Q. Can pre-screening be required for hepatitis B titer?
Post-screening?
A. No. The employer cannot require an employee to take a pre-screening or
post-vaccination serological test. An employer may, however, decide to make
pre-screening available at no cost to the employee. Routine post-vaccination
serological testing is not currently recommended by the CDC unless an
employee has had an exposure incident, and then it is also to be offered at
no cost to the employee.
Q. If an employee declines the hepatitis B vaccination, can the
employer make up a declination form?
A. If an employee declines the hepatitis B vaccination, the employer must
ensure that the employee signs a hepatitis B vaccine declination. The
declination's wording must be identical to that found in Appendix A of the
standard. A photocopy of the Appendix may be used as a declination form, or
the words can be typed or written onto a separate document.
Q. Can employees refuse the vaccination?
A. Employees have the right to refuse the hepatitis B vaccine and/or any
post-exposure evaluation and follow-up. It is important to note, however,
that the employee needs to be properly informed of the benefits of the
vaccination and post-exposure evaluation through training. The employee also
has the right to decide to take the vaccination at a later date if he or she
so chooses. The employer must make the vaccination available at that time.
Q. Can the hepatitis B vaccination be made a condition of
employment?
A. OSHA does not have jurisdiction over this issue.
Q. Is a routine booster dose of hepatitis B vaccine required?
A. Because the U.S. Public Health Service (USPHS) does not recommend
routine booster doses of hepatitis B vaccine, they are not required at this
time. However, if a routine booster dose of hepatitis B vaccine is recommended by the USPHS at a future date, such booster doses must
be made available at no cost to those eligible employees with occupational
exposure.
Q. Whose responsibility is it to pay for the hepatitis B vaccine?
A. The responsibility lies with the employer to make the hepatitis B
vaccine and vaccination, including post-exposure evaluation and follow-up,
available at no cost to the employees.
Q. What information must the employer provide to the health care
professional following an exposure incident?
A. The health care professional must be provided with a copy of the
standard, as well as the following information:
a description of the employee's duties as they
relate to the exposure incident;
documentation of the route(s) and circumstances of
the exposure;
the results of the source individual's blood
testing, if available; and
all medical records relevant to the appropriate
treatment of the employee, including vaccination status, which are the
employer's responsibility to maintain.
Q. What serological testing must be done on the source individual?
A. The employer must identify and document the source individual if known,
unless the employer can establish that identification is not feasible or is
prohibited by state or local law. The source individual's blood must be
tested as soon as feasible, after consent is obtained, in order to determine
HIV and HBV infectivity. The information on the source individual's HIV and
HBV testing must be provided to the evaluating health care professional.
Also, the results of the testing must be provided to the exposed employee.
The exposed employee must be informed of applicable laws and regulations
concerning disclosure of the identity and infectious status of the source
individual.
Q. What if consent cannot be obtained from the source individual?
A. If consent cannot be obtained and is required by state law, the
employer must document in writing that consent cannot be obtained. When the
source individual's consent is not required by law, the source individual's
blood if available shall be tested and the results documented.
Q. When is the exposed employee's blood tested?
A. After consent is obtained, the exposed employee's blood is collected
and tested as soon as feasible for HIV and HBV serological status. If the
employee consents to the follow-up evaluation after an exposure incident, but
does not give consent for HIV serological testing, the blood sample must be
preserved for 90 days. If, within 90 days of the exposure incident, the
employee elects to have the baseline sample tested for HIV, testing must be
done as soon as feasible.
Q. What information does the health care professional provide to the
employer following an exposure incident?
A. The employer must obtain and provide to the employee a copy of the
evaluating health care professional's written opinion within 15 days of
completion of the evaluation. The health care professional's written opinion
for hepatitis B is limited to whether hepatitis B vaccination is indicated
and if the employee received the vaccination. The written opinion for
post-exposure evaluation must include information that the employee has been
informed of the results of the evaluation and told about any medical
conditions resulting from exposure that may further require evaluation and
treatment. All other findings or diagnoses must be kept confidential and not
included in the written report.
Q. What type of counseling is required following an exposure
incident?
A. The standard requires that post-exposure counseling be given to
employees following an exposure incident. Counseling should include USPHS
recommendations for transmission and prevention of HIV. These
recommendations include refraining from blood, semen, or organ donation;
abstaining from sexual intercourse or using measures to prevent HIV transmission during sexual intercourse; and refraining from
breast feeding infants during the follow-up period. In addition, counseling
must be made available regardless of the employee's decision to accept
serological testing.
Q. What information about exposure incidents is recorded on the OSHA
200 log?
A. All occupational bloodborne pathogens exposure incidents, (e.g.,
needlesticks, lacerations, splashes), must be recorded on the OSHA 200 log as
an injury if the incident results in one of the following:
The incident is work-related and involves the loss of
consciousness, a transfer to another job, or restriction of work or
motion.
The incident results in a recommendation of medical
treatment, (e.g., hepatitis B immune globulin, hepatitis B vaccine, or
zidovudine).
The incident results in a diagnosis of seroconversion.
The serological status of the employee is not recorded on the OSHA 200 log.
If a case of seroconversion is known, it is recorded on the 200 as an injury,
(e.g., "needlestick"), rather than "seroconversion".
A. A warning label that includes the universal biohazard symbol, followed
by the term "biohazard," must be included on bags/containers of contaminated
laundry, on bags/containers of regulated waste, on refrigerators and freezers
that are used to store blood or OPIM, and on bags/containers used to store,
dispose of, transport, or ship blood or OPIM (e.g., specimen containers). In
addition, contaminated equipment which is to be serviced or shipped must have
a readily observable label attached which contains the biohazard symbol and
the word "biohazard" along with a statement relating which portions of the
equipment remain contaminated.
Q. What are the required colors for the labels?
A. The background must be fluorescent orange or orange-red or
predominantly so, with symbols and lettering in a contrasting color. The
label must be either an integral part of the container or affixed as close as
feasible to the container by a string, wire, adhesive, or other method to
prevent its loss or unintentional removal.
Q. Can there be substitutes for the labels?
A. Yes. Red bags or red containers may be substituted for the biohazard
labels.
Q. What are the exceptions to the labeling requirement?
A. Labeling is not required for:
Containers of blood, blood components, and blood
products bearing an FDA required label that have been released for
transfusion or other clinical uses.
Individual containers of blood or OPIM that are placed
in secondary labeled containers during storage, transport, shipment, or
disposal.
Specimen containers, if the facility uses Universal
Precautions when handling all specimens, the containers are recognizable as
containing specimens, and the containers remain within the
facility.
Laundry bags or containers, containing contaminated
laundry, may be marked with an alternative label or color-coded provided the
facility uses Universal Precautions for handling all soiled laundry and the
alternative marking permits all employees to recognize the containers as
requiring compliance with Universal Precautions. If contaminated laundry is
sent off-site for cleaning to a facility which does not use Universal
Precautions in the handling of all soiled laundry, it must be placed in a bag
or container which is red in color or labeled with the biohazard label
described above.
A. The labeling requirements do not preempt either the U.S. Postal Service
labeling requirements (39 CFR Part III) or the Department of Transportation's
Hazardous Materials Regulations (49 CFR Parts 171-181).
DOT labeling is required on some transport containers (i.e., those
containing "known infectious substances"). It is not required on all
containers for which 29 CFR 1910.1030 requires the biohazard label. Where
there is an overlap between the OSHA-mandated label and the DOT-required
label, the DOT label will be considered acceptable on the outside of the
transport container provided the OSHA-mandated label appears on any internal
containers which may be present. Containers serving as collection receptacles
within a facility must bear the OSHA label since these are not covered by the
DOT requirements.
Q. Which employees must be trained?
A. All employees with occupational exposure must receive initial and
annual training.
Q. Should part-time and temporary employees be trained?
A. Part-time and temporary employees are covered and are also to be
trained on company time.
Q. Who has the responsibility for training workers employed by agencies
which provide personnel (e.g., nurses) to other employers?
A. As stated in a similar answer on pages 2 and 3, OSHA considers
personnel providers, who send their own employees to work at other
facilities, to be employers whose employees may be exposed to hazards.
Since personnel providers maintain a continuing relationship with their employees,
but another employer (your client) creates and controls the hazard, there is
a shared responsibility for assuring that your employees are protected from
workplace hazards. The client employer has the primary responsibility for
such protection, but the "lessor employer" likewise has a responsibility
under the Occupational Safety and Health Act. In the context of OSHA's standard on Bloodborne Pathogens, the
personnel provider would be required to provide the general training outlined
in the standard., the client employer would be responsible for providing
site-specific training.
The contract between the personnel provider and the client should
clearly describe the training responsibilities of both parties in order to
ensure that all training requirements of the standard are met.
Q. What are the qualifications that a person must possess in order to
conduct employee training regarding bloodborne pathogens?
A. The person conducting the training is required to be knowledgeable in
the subject matter covered by the elements in the training program and be
familiar with how the course topics apply to the workplace that the training
will address. The trainer must demonstrate expertise in the area of
occupational hazards of bloodborne pathogens.
Q. Where could information be obtained for conducting training on the
Bloodborne Pathogens Standard?
A. OSHA's Office of Information and Consumer Affairs (OICA) has developed
brochures, factsheets, and a videotape on the standard. Single copies of the
brochure and factsheets can be obtained by writing OSHA Publications, 200
Constitution Avenue, NW, Room N3101, Washington, DC 20210 or by calling (202)
219-8148 the videotape is available through the National Audio Visual Center
and the number is (301) 763-1896. All information available through OICA
should be used as a supplement to the employer's training program. Other
sources of information include local Area and Regional OSHA Offices. In
addition, each Regional Office has a Bloodborne Pathogens Coordinator who
answers compliance and related questions on the standard.
Q. Who are some examples of persons who could conduct training on the
bloodborne standard?
A. Examples of health care professionals include infection control
practitioners, nurse practitioners, and registered nurses. Non-health care
professionals include industrial hygienists, epidemiologists or professional
trainers, provided that they can demonstrate evidence of specialized training
in the area of bloodborne pathogens.
A. The medical record includes the name and social security number of the
employee; a copy of the employee's hepatitis B vaccination status including
the dates of all the hepatitis B vaccinations, and any medical records
relative to the employee's ability to receive the vaccination; copies of all
results of examinations, medical testing, and the follow-up procedures;
copies of the healthcare professional's written opinion; and a copy of the
information provided to the healthcare professional.
Q. Who keeps the medical records?
A. The employer is responsible for the establishment and maintenance of
medical records. However, these records may be kept off-site at the location
of the healthcare provider.
Q. How long must the medical records be kept?
A. Medical records must be kept for the duration of employment plus 30
years.
Q. What is included in the training record?
A. The training record contains the dates of the training, the contents or
a summary of the training sessions, the names and job titles of all persons
attending the training, and the names and qualifications of the persons
conducting the training.
Q. How long must the training records be kept?
A. Training records must be retained for 3 years from the training date.
U.S. Department of Labor
Occupational Safety and Health Administration
Listing of Regional Offices
Region I
(CT*, MA, ME, NH, RI, VT*)
133 Portland Street
1st Floor
Boston, MA 02114
Telephone: (617) 565-7164
Region VI
(AR, LA, NM*, OK, TX)
525 Griffin Street
Room 60
Dallas, TX 75202
Telephone: (214) 767-4731
Region II
(NY*, PR*, VI*)
201 Varick Street
Room 670
New York, NY 10014
Telephone: (212) 337-2378
Region VII
(NJ,(IA*, KS, MO, NE)
911 Walnut Street
Kansas City, MO 64106
Telephone: (816) 426-5861 Region VIII
Region III
(DC, DE, MD*, PA, VA*, WV)
Gateway Building, Suite 2100
3535 Market Street
Philadelphia, PA 19104
Telephone: (215) 596-1201
Region VIII
(CO, MT, ND, SD, UT*, WY*)
Federal Building, Room 1576
1961 Stout Street
Denver, CO 80294
Telephone: (303) 844-3061
Region IV
(AL, FL, GA, KY*, MS, NC*,SC*, TN*)
1375 Peachtree Street, N.E.
Suite 587
Atlanta, GA 30367
Telephone: (404) 347-3573
Region IX
(American Samoa, AZ*, CA*,Guam, HI*, NV*, Trust
Territories of the Pacific)
71 Stevenson Street
Room 415
San Francisco, CA 94105
Telephone: (415) 744-6670
Region V
(IL, IN*, MI*, MN*, OH, WI)
230 South Dearborn Street
Room 3244
Chicago, IL 60604
Telephone: (312) 353-2220
Region X
(AK*, ID, OR*, WA*)
1111 Third Avenue
Suite 715
Seattle, WA 98174
Telephone: (206) 553-5930
(*) These states and territories operate their own OSHA-approved job
safety and health plane (Connecticut and New York plans cover public
employees only). States with approved plane must have a standard that is
identical to, or at least as effective as, the federal standard.
