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• 3.4.2 JSA/JHA <br />Another key tool to the process, besides the Work Permit, is the Job Safety/Hazard Analysis <br />(JSA/JHA). The JSA/JHA also helps ensure appropriate precautions and procedures are <br />employed to eliminate ore minimize identified HSE hazards and risks for activities conducted. <br />The JSA/JHA is a process for discussing and documenting each step of a job, identifying the <br />existing or potential safety and health hazards and then determining the best way to perform the <br />job to reduce or eliminate the hazards. JSA/JHA are effective tools to be used for jobs that will <br />take place even when a Work Permit is not required. <br />3.5 Medical Monitoring <br />Pursuant to 29 CFR 1910.120(f), medical monitoring is required for (1) all site personnel who <br />are or may be exposed to hazardous substances or health hazards at or above the permissible <br />exposure limits or, if there is no permissible exposure limit, above the published exposure levels <br />for these substances, without regard to the use of respirators, for 30 or more days a year, (2) all <br />employees who wear a respirator for 3o days or more a year or as required by 29 CFR 1910.134 <br />(Respiratory Protection), (3) all employees who are injured, become ill or develop signs or <br />symptoms due to possible overexposure involving hazardous substances or health hazards from <br />an emergency response or hazardous waste operation, and (4) members of HAZMAT teams. For <br />employees covered under 1, 2, and 4 above, medical examination shall be conducted prior to <br />assignment, at least once every 12 months, upon terrnination of employment, and upon notice <br />that the employee has developed signs or symptoms of possible overexposure or has been <br />injured. For employees covered under 3 above and employees injured or exposed as a result of <br />emergency response, as soon as possible and at additional times as determined by a physician. <br />Any employee who suffers an illness or injury that imposes a medical restriction on his or her <br />job duties must have a physician's release statement indicating that he or she is fit for duty <br />before the SSHO will permit that employee to return to full duty. <br />3.6 Drug Policy <br />AMSO is committed to protecting the safety, health and well being of all employees and other individuals <br />in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. <br />We have established a mandatory drug-free workplace program that balances our respect for individuals <br />® with the need to maintain an alcohol and drug-free enviromnent. As a condition of employment, all