Hand-Arm Vibration Policy

HAND-ARM VIBRATION POLICY
EQUALITY IMPACT
The Trust strives to ensure equality of opportunity for all both as a major employer
and as a provider of health care. This policy has therefore been equality impact
assessed by the Risk Management Committee to ensure fairness and consistency
for all those covered by it regardless of their individual differences, and the results
are shown in Appendix 4
Version:
Authorised by:
Date authorised:
Next review date:
Document author:
Author designation:
1.0 Final
Risk Management Committee
4 November 2010
1 November 2012
Vicky Gloudon
Occupational Health Team Manager
TAMESIDE HOSPITAL NHS FOUNDATION TRUST

AUTHOR OCCUPATIONAL HEALTH TEAM MANAGER
October 2010
control of vibration at work
VERSION CONTROL SCHEDULE

Version Number
0.1
Issue Date
September 2010
1.0 (final)
November 2010
VERSION 1.0 Final November 2010
Revisions from previous issue

New policy based on HSE regulations
2005
Ratified
Check the Intranet for the latest version
Page 2 of 27

October 2010
TABLE OF CONTENTS
1
2
3
4
5
INTRODUCTION................................................................................................. 4
PURPOSE........................................................................................................... 4
SCOPE................................................................................................................ 5
DEFINITIONS...................................................................................................... 5
DUTIES ............................................................................................................... 5
5.1
Chief Executive ............................................................................................ 5
5.2
Directors....................................................................................................... 6
5.3
Managers ..................................................................................................... 6
5.4
Occupational Health Department ................................................................. 6
5.5
All Staff......................................................................................................... 6
6 POLICY STATEMENT......................................................................................... 6
7 LEGAL DUTIES................................................................................................... 7
7.1
Exposure action value (EAV) and exposure limit value (ELV)...................... 7
7.2
Assessing the risks....................................................................................... 7
7.3
Duties of Manufacturers and suppliers ......................................................... 8
7.4
Workplace vibration measurements ............................................................. 9
8 Control of risks .................................................................................................... 9
9 Health surveillance ............................................................................................ 11
10
POLICY DEVELOPMENT & CONSULTATION ............................................. 11
11
IMPLEMENTATION ....................................................................................... 11
12
REVIEW......................................................................................................... 12
13
MONITORING ............................................................................................... 12
14
REFERENCES .............................................................................................. 12
15
BIBLIOGRAPHY ............................................................................................ 12
APPENDICES .......................................................................................................... 13
Appendix 1 - Exposure points system and ready-reckoner .................................. 13
Appendix 2 Tier Assessment ............................................................................. 15
Appendix 3 Health Surveillance Questionnaire .................................................... 17
Appendix 4 - Equality Impact Assessment ........................................................ 27
Page 3 of 27

October 2010
INTRODUCTION
In accordance with the Health and Safety at Work Act (1974), the Management of
Health and Safety at Work Regulations (1992) and the Control of Vibration at Work
Regulations (2005) as well as other relevant legislation and guidance in keeping with
exposures encountered in the workplace, all employers are under a general duty to
assess the risks to the health and safety of their employees.
Hand-arm vibration is defined as vibration transmitted from work processes into
workers hands and arms. Hand Arm Vibration Syndrome (HAVS) is a widespread
hazard in industry and in certain occupations and is caused by the use of hand-held
power tools or hand guided/hand fed machinery.
Regular and prolonged exposure to hand-arm vibration can lead to permanent ill
health effects. This is most likely when contact with a vobrating tool or work process
is a regular part of a persons job. Occasional exposure is unlikely to cause ill health.
HAVS is preventable by controlling the risk and by early identification and monitoring
of employees who are at risk of developing the disease.
In accordance with Regulation 7 of the Control of Vibration at Work

Regulations (2005), employers are required to provide suitable health
surveillance if:
The risk assessment indicates that there is a risk to the health of the
employees who are, or liable to be, exposed to vibration:or
Employees are likely to be exposed to vibration at or above the Exposure
Action Value (EAV) 2.5m/sA(8).
Employees already have a diagnosis of HAVs (even when they are exposed
below the exposure action level).
PURPOSE
This policy statement outlines the Trusts arrangements for dealing with the risks
arising from working with hand held power tools and details the responsibilities of
managers and employees.
The objectives of this policy are:
To minimize the risk of harm from the use of hand-held power tools:
By identifying all those employees who utilize hand held power tools;
By ensuring that risks associated with hand held power tool use will be
reduced to the lowest practicable level.
To ensure that the Trust meets the legal obligations to protect its employees under
the Health and Safety Law, more specifically under the Control of Vibration at Work
Regulations.
Page 4 of 27

October 2010
SCOPE
This policy applies to all Trust employees, bank, agency and locum staff who may be
exposed to hand-arm vibration from work processes that include the use of vibrating
tools.
This policy is especially directed at Managers responsible for purchasing
tools/equipment or supervising staff who work with such tools.
.
DEFINITIONS
Certain occupations involve the use of vibratory tools; use of the following equipment,
although not an exhaustive list, has been identified as potential hazards in causing
HAVS:
Road breakers
Chainsaws
Demolition Hammers
Chipping hammers
Hammer drills/combi hammers
Angle grinders
Needle Scalers
Sanders
Plaster saws
Some gardening equipment e.g. hedge cutters, strimmers etc
Hand Arm Vibration Syndrome (HAVS) is a disorder affecting the blood vessels,
and/or nerves, and/or muscles or joints of the hand, wrist and arm.
Clinical Effects:
Neurological numbness, tingling in fingers, reduced sense of touch and
temperature, difficulty working with small objects and painful parasthesia in hands at
night;
Vascular episodic blanching of fingers with the main trigger being exposure to the
cold, in severe cases if circulation is impaired, fingers may take on a black/blue
appearance;
Muscular and soft tissue reduction of grip strength, joint pains and stiffness of
hands and arms, Carpel Tunnel Syndrome.
DUTIES
5.1
Chief Executive
The Chief Executive has overall responsibility for ensuring that the Trust meets its
statutory and non-statutory obligations for the prevention of harm to defined vibrating
tool users.
Page 5 of 27

5.2
October 2010
Directors
Directors are responsible for ensuring that the requirements of the Trusts Control of
Hand-Arm Vibration at Work Policy are effectively managed within their Directorate
and that their staff are aware of and implement those requirements.
5.3
Managers
Managers will be responsible for the execution of the Hand-Arm Vibration risk
assessments for their staff. The risk assessments should determine who are users
and should establish the suitability of the vibratory tools/machinery and the practices.
The assessment must be recorded and actioned where required.
Each manager must ensure that all those identified as users have received adequate
training for the use of vibratory tools/machinery.
Managers are also responsible for monitoring compliance with the policy (see section
13 Monitoring).
5.4
Occupational Health Department
The Occupational Health Department will provide the required health surveillance if
the risk assessment indicates a risk to the employees health.
5.5
All Staff
Staff identified as users of vibratory tools/machinery are expected to:

Participate in Risk Assessments relevant to this policy
Observe advice given by the manager or others acting in an advisory capacity
Report any health problems related to the use of vibrating tools/machinery
POLICY STATEMENT
Tameside Hospital NHS Foundation Trust is committed to ensuring the health, safety
and welfare of its employees and others who may be affected by Trust activities, so
far as is reasonably practicable.
The Trust will ensure all users of vibratory tools/machinery receive sufficient
information, instruction and training relating to associated risks to reduce any
hazards to the lowest practicable level on a day to day basis.
The policy will detail what hand-arm vibration syndrome (HAVS) is, the ill health it can
cause, what the Control of Vibration at Work Regulations (2005) require the Trust to
do, explain how to identify the level of risk and control measures that can be used.
Page 6 of 27

October 2010
LEGAL DUTIES
The Control of Vibration at Work Regulations requires the Trust to assess the vibration risk to
our employees, decide if they are likely to be exposed above the daily exposure action value
(EAV) and if they are;
Introduce a programme of controls to eliminate risk, or reduce exposure to a low a
level as is reasonably practicable.
Provide health surveillance to those employees who continue to be regularly exposed
above the exposure action value or otherwise continue to be at risk.
Decide if they are likely to be exposed above the daily exposure limit value (ELV) and if they
are;
Take immediate action to reduce their exposure below the limit.
Provide information and training to employees on health risks and the actions being taken to
control those risks, consult your trade union safety representative on the proposals to control
risk and to provide health surveillance, keep a record of the risk assessment and control
actions, keep health records for employees under health surveillance and review and update
your risk assessment regularly.
7.1
Exposure action value (EAV) and exposure limit value (ELV)
Vibration magnitude is the level of vibration at the hand position on the tool. This is
expressed as an acceleration value in metres per second squared (m/s). The exposure
action value (EAV) is a daily amount of vibration exposure (A(8)), above which the Trust is
required to take action to control exposure. The greater the exposure level, the greater the
risk and the more action the Trust will need to take to reduce the risk. For hand-arm vibration
the EAV is a daily exposure of 2.5 m/s A(8).
The exposure limit value (ELV) is the maximum amount of vibration an employee may be
exposed to on any single day. For hand-arm vibration the ELV is a daily exposure of 5 m/s
A(8). It represents a high risk above which employees should not be exposed.
7.2
Assessing the risks
Managers within the Trust will need to identify whether there is likely to be a significant risk
from hand-arm vibration from their areas of responsibility.
Page 7 of 27

October 2010
Managers should
Identify if any processes or work activity involve regular exposure to vibration.

Ask employees if they have any of the HAVS symptoms described in this policy.
If there is likely to be a risk then the Manager needs to assess who is at risk and to what
degree. The risk assessment needs to enable the Manager to decide whether the
employees exposures are likely to be above the EAV or ELV and to identify which work
activities you need to control.
The Manager could do the risk assessment themselves or appoint a competent person to do
it for them. This may be a employee who has attended the appropriate training course or an
external consultant. They will need to;
7.3
Make a list of equipment that may cause vibration, and what sort of work it is used
for;
Collect information about the equipment from equipment handbooks (make, model,
power, vibration risks, vibration information etc);
Make a list of employees who use the vibrating equipment and which jobs they do;
Note as accurately as possible how long employees hands are actually in contact
with the equipment while it is vibrating in some cases this trigger time may only be
a few minutes in several hours of work with the equipment;
Ask employees which equipment seems to have high vibration and about any other
problems they may have in using it, e.g. its weight, awkward postures needed to use
the tool, difficulty in holding and operating it;
Record the relevant information they have collected and their assessment of who is
likely to be at risk.
Duties of Manufacturers and suppliers
Tool and machine manufacturers and suppliers are obliged by the Supply of
Machinery (Safety) Regulations 1992 (as amended) to design equipment which will
reduce vibration risks to as low as possible, making use of the latest technology. The
equipment should be CE marked to show that it complies with these requirements.
Health and safety information should be provided in an instruction book. This should
include:
Warnings about any vibration-related risk from using the equipment;
Information on safe use and, where necessary, training requirements;
Information on how to maintain the equipment;
A statement of the vibration emission (or a statement that the vibration test
has produced a vibration emission of less than 2.5m/s) together with
information on the test method used.
For most types of tool, manufacturers use internationally agreed methods for
vibrating testing.This allows comparison of the vibration performance of different
brands and models of the same type of tool. Unfortunately, many of these test
methods do not represent the way tools perform at work and vibration levels in the
Page 8 of 27

October 2010
workplace may be much higher than those in this type of laboratory test, therefore
vibration levels should be monitored in the place of work.
7.4
Workplace vibration measurements
If the Manager wants to obtain vibration measurements for tools within their teams then
arrangements need to be made for a competent person to perform these tests using
specialised equipment. Measurement results can be highly variable, depending on many
factors, including the operators technique, the condition of the work equipment, the material
being processed and the measurement method. The competence and experience of the
person who makes the measurements is important so that they can recognise and take
account of these uncertainties in producing representative vibration data.
Estimating exposure
Suitable vibration data may be available in the equipment handbook, or from the
equipment supplier or from the HSE web-pages (see www.hse.gov.uk/vibration).
If the manufacturers vibration data is to be used, the Manager should check that it
represents the way the equipment is used in the workplace as mentioned above. Ask
the manufacturer for an indication of the likely vibration emission of the tool when
your employees are using it. If vibration data from the manufacturer is available,
which is reasonably representative of the way you use the equipment, it should be
suitable to use in estimating the employees exposure.
Managers also need to check, by observing them, how long employees are actually
exposed to the vibration (i.e. the total daily trigger time with the equipment operating
and in contact with the employees hand(s).
If the employee is exposed to vibration from more than one tool or work process
during a typical day, you will need to collect information on likely vibration level and
trigger time for each one. Once you have collected relevant vibration data and
exposure times you will need to use an exposure calculator to assess each
employees daily exposure (see Appendix 1 - HSEs vibration exposure points system
and ready reckoner).
Using the information gathered in the assessment

Once the information has been gathered and the vibration assessment has been completed,
the Manager will be able to identify whether exposure limits are likely to exceed the exposure
action value and the exposure limit value. This will allow the Manager to plan and prioritise
risk controls.
CONTROL OF RISKS
When the risk has been identified, consideration needs to given on how you can reduce the
risks. The Trust must do all that is reasonable to control the risk.
Alternative work methods
Look for alternative work methods which eliminate or reduce exposure to vibration.
Your trade association, other industry contacts, equipment suppliers and trade
journals may help identify good practice in industry.
Page 9 of 27

October 2010
Mechanise or automate the work.
Equipment selection
Make sure that equipment selected or allocated for tasks is suitable and can do the
work efficiently. Equipment that is unsuitable, too small or not powerful enough is
likely to take much longer to complete the task and expose employees to vibration for
longer than is necessary.
Select the lowest vibration tool that is suitable and can do the work efficiently.
Limit the use of high-vibration tools wherever possible.
Purchasing policy for replacing old equipment and tools
Work equipment is likely to be replaced over time as it becomes worn out, and it is
important that you choose replacements, so far as is reasonably practicable, which
are suitable for the work, efficient and of lower vibration.
Discuss your requirements with a range of suppliers.
Check with suppliers that their equipment is suitable and will be effective for the work,
compare vibration emission information for different brands/models of equipment, ask
for vibration information for the way equipment will be used, and ask for information
on any training requirements for safe operation.
Get the employees to try the different models and brands of equipment and take
account of their opinions before deciding which to buy.
Find out about the equipments vibration-reduction features and how to use and
maintain the equipment to make these features effective.
Train purchasing staff on the issues relating to vibration so that they can deal
effectively with equipment suppliers.
Maintenance
Introduce appropriate maintenance programmes for the equipment to prevent
avoidable increases in vibration (following the manufacturers recommendations
where appropriate).
Do not use blunt or damaged cutters or blades and replace consumable items such
as grinding wheels, so that equipment is efficient and keeps employee exposure as
short as possible.
Work schedules
Limit the time that employees are exposed to vibration.
Plan works to avoid individuals being exposed to vibration for long, continuous
periods several shorter periods are preferable.
Where tools require continual or frequent use, introduce employee rotas to limit
exposure times (you should avoid employees being exposed for periods which are
long enough to put them in the high risk group (see High risk (above the ELV).
Clothing
Provide employees with protective clothing when necessary to keep them warm and
dry. This will encourage good blood circulation which should help protect them from
developing vibration white finger.
Gloves can be used to keep hands warm, but should not be relied upon to provide
protection from vibration.
Page 10 of 27

October 2010
HEALTH SURVEILLANCE
Health surveillance for HAVS is required when risk assessment indicates a risk to
employees health. Health surveillance should operate alongside a programme of vibration
risk control measures.
The purpose of health surveillance is to:
identify anyone exposed to or about to be exposed to hand-arm vibration who may be
at particular risk
check the effectiveness of vibration control measures
identify any vibration-related disease at an early stage in employees regularly
exposed to hand-arm vibration
help prevent disease progression and eventual disability and help employees stay in
work.
Only the at risk population should be put forward for health surveillance:
All employees likely to be regularly exposed above the daily exposure action value of
2.5 m/s2 A(8) must be under suitable health surveillance.
Health surveillance should also be instituted for:
Employees likely to be occasionally exposed above the exposure action value where
the risk assessment identifies that the frequency and severity of exposure may pose
a risk to health.
Employees who have a diagnosis of HAVS (even when exposed below the exposure
action value)
To avoid unnecessary use of specialist resources, the HSE Guidance on Regulations, Handarm vibration: The Control of Vibration at Work Regulations 2005 (HSE Books 2005) sets out
a tiered approach to health surveillance:
Tier 1 Initial or baseline assessment
Tier 2 Annual (screening) questionnaire
Tier 3 Assessment by a qualified person
Tier 4 Formal diagnosis
Tier 5 Use of standardised tests (optional)
When health surveillance is required, it should be carried out annually. Both initial (or
baseline) assessment and routine health surveillance are needed for HAVS (see Appendix
2).
10
POLICY DEVELOPMENT & CONSULTATION
This policy was developed by the Occupational Health Team Manager and
distributed in draft to memebers of the Risk Management Committee for comments.
11
IMPLEMENTATION
Page 11 of 27

October 2010
The policy will be disseminated through the Risk Management Committee. It will be
uploaded onto the Trust intranet after approval to ensure availability to staff.
12
REVIEW
This policy will be formally reviewed in October 2012 after approval or review, or
earlier depending on:
Significant changes to practice which require change in policy
It is deemed appropriate by the author (ie. changes to legislation), sponsoring
body or authorising body
A significant incident, or a series of incidents, concerning the operation of the
policy occurs
Highlighted concerns from the enforcement authority (the Health and Safety
Executive)
13
MONITORING
Risk Officer will check annually, in the form of an audit, that the programme of controls that
have been introduced are being carried out by Line Managers and employees.
Line Managers, supervisors, employees and trade union safety representative or employee
representative should inform the Trust Risk Officer about whether there are any vibration
problems with the equipment or the way it is being used.
Line Managers should review the results of health surveillance and discuss with the health
service provider whether the controls appear to be effective or need to be changed.
Compliance with the policy will be monitored by an annual health and safety audit,
the results of which will be forwarded to relevant divisional managers. The audit will
be monitored via the Risk Management Committee.
14
REFERENCES
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR)

1995
The Health and Safety at Work etc Act 1974
The Management of Health and Safety at Work Regulations 1999
The Control of Vibration at Work Regulation 2005
The Supply of Machinery (Safety) Regulations 1992
www.hse.gov.uk/vibration
15
BIBLIOGRAPHY
Hand Arm Vibration (Faculty of Occupational Medicine) Accredited Course May

2010, Health and Safety Laboratory, Buxton
Page 12 of 27

October 2010
APPENDICES
Appendix 1 - Exposure points system and ready-reckoner
The table below is a ready reckoner for calculating daily vibration exposures. All you need is
the vibration magnitude (level) and exposure time. The ready-reckoner covers a range of
vibration magnitudes up to 40 m/s and a range of exposure times up to 10 hours.
The exposures for different combinations of vibration magnitude and exposure time are
given in exposure points instead of values in m/s A(8). You may find the exposure points
easier to work with thanthe A(8) values:
exposure points change simply with time: twice the exposure time, twice the number of
points;
exposure points can be added together, for example where a worker is exposed to two or
more different sources of vibration in a day;
the exposure action value (2.5 m/s A(8)) is equal to 100 points;
the exposure limit value (5 m/s A(8)) is equal to 400 points;
Page 13 of 27

October 2010
Using the ready reckoner

1. Find the vibration magnitude (level) for the tool or process (or the nearest value) on the
grey scale on the left of the table.
2. Find the exposure time (or the nearest value) on the grey scale across the bottom of the
table.
3. Find the value in the table that lines up with the magnitude and time. The illustration shows
how it works for a magnitude of 5 m/s and an exposure time of 3 hours: in this case the
exposure corresponds to 150 points.
4. Compare the points value with the exposure action and limit values (100 and 400 points
respectively). In this example the score of 150 points lies above the exposure action value.
The colour of the square containing the exposure points value tells you whether the exposure
exceeds, or is likely to exceed, the exposure action or limit value:
5. If a worker is exposed to more than one tool or process during the day, repeat steps 1 3
for each one, add the points, and compare the total with the exposure action value (100) and
the exposure limit value (400).
Page 14 of 27

October 2010
Appendix 2 Tier Assessment

Tier 1 Initial or baseline assessment
An initial assessment is needed for any new or existing employee before they begin
exposure to hand-arm vibration (see Appendix 2). One reason for this is that a baseline
should be available from which to judge the results of routine health surveillance.
A self-administered questionnaire that includes questions about the persons medical history
returned in confidence to the Occupational Health Department forms Tier 1.
Employees with no relevant medical history or symptoms suggestive of HAVS should be
considered fit for work with exposure to vibration. Those who have a relevant medical history
or with possible symptoms of HAVS will be seen by a qualified occupational health
professional who will decide whether the person is fit to work with vibration exposure.
Tier 1 also provides an opportunity to educate workers about measures under an employees
control that will help to reduce the risks from transmission of vibration. New employees, or
those changing jobs, who will be exposed for the first time, should be given suitable
information about the hazards of hand-arm vibration (for example, the HSE pocket card
Hand-arm vibration: Advice for employees).
Tier 2 Annual (screening) questionnaire
A self-administered questionnaire should be repeated annually for employees who are at risk
but who have not reported any symptoms suggestive of HAVS. Completed questionnaires
should be sent directly to the Occupational Health Department. If the worker indicates yes
to any of the questions on the form, this does not mean that HAVS has been identified.
Instead, the yes triggers entry into a more detailed clinical assessment process. The worker
will be further assessed by a specialist occupational health nurse or doctor, described here
under Tiers 3 and 4.
Tier 3 Assessment by a qualified person
The occupational health nurse is responsible for differentiating between normal and
abnormal responses to baseline or annual questionnaires and to make a decision whether to
proceed to the next tier of health surveillance or to discuss such cases with a competent
doctor.
If symptoms are reported in Tiers 1 or 2, further assessment is recommended. A
standardised questionnaire is used to record information about the individuals history of
exposure to hand-arm vibration at work, any significant leisure time exposure, current
medication, symptomatology, and the results of a targeted clinical examination. A
presumptive diagnosis may be recorded in Tier 3 as the role of the occupational health nurse
develops, but formal diagnosis is made by a doctor in Tier 4.
Tier 4 Formal diagnosis
The occupational physician is responsible for formal diagnosis at Tier 4 and fitness for work
decisions in employees with symptoms.
Formal diagnosis, made by a doctor, is required for certain actions including reporting by
employers of cases under the Reporting of Injuries, Diseases and Dangerous Occurrences
Regulations (RIDDOR), 1995.
Page 15 of 27

October 2010
Tier 5 Use of standardised tests

In addition to clinical findings from Tiers 3 and 4, specialist tests can be conducted at referral
centres (HSE Laboratory in Buxton) for a worker who has symptoms or signs of HAVS.
These tests are optional and aimed at providing a quantitative assessment for comparison
against normal data. Tier 5 does not form part of routine health surveillance.
Competency and training
It is essential that health professionals involved in the health surveillance programme for
hand-arm vibration syndrome (HAVS) can demonstrate that they have the necessary
expertise. The management of the health surveillance programme for workers exposed to
hand-arm vibration should be under the supervision of an occupational physician who has
satisfactorily completed a Faculty of Occupational Medicine (FOM) approved hand-arm
vibration syndrome (HAVS) course and is competent to carry out clinical examinations and
diagnosis of hand-arm vibration syndrome (HAVS).
As always, occupational health professionals should work within their personal capabilities,
and seek advice of more experienced colleagues if necessary. All health professionals
involved in health surveillance for HAVS are expected to maintain up to date knowledge of
the subject.
Outcome
As part of the health surveillance programme, workers will be informed of the confidential
results of each assessment and of any implications of the findings, such as the likely effects
of their continuing to work with vibration. The results of health surveillance with respect to
fitness for work will be disclosed to their employer, but no clinical information will be released
without consent. A record-keeping system for holding results of medical examinations and
reports of symptoms is needed as part of the health surveillance programme.
When HAVS or carpal tunnel syndrome in association with hand-arm vibration are diagnosed
by a doctor, it is reportable by the employer in accordance with the Reporting of Injuries,
Diseases and Dangerous Occurrences Regulations (RIDDOR), 1995.
Page 16 of 27

October 2010
Appendix 3
Health Surveillance Questionnaire
Health Surveillance Questionnaire
White British
White Irish
White Other Background
Mixed White & Black Caribbean
Mixed White & Black African
Mixed White & Asian
Mixed Other Background
Asian Indian
British Indian
Asian Pakistani
British Pakistani
Asian Bangladeshi
British Bangladesh
Asian Other
British Asian Other
Black Caribbean
British Black Caribbean
Black African
British Black African
Black Other
British Black Other
Chinese
Other Ethnic Group
Do not wish to disclose
Page 17 of 27

"
#$ %
&'(
"%
October 2010
)"( * +
"%, - " # %. /0 + "0
& %1* %$
"
23 " $" " *
1 "% "%
%$&%$ /0 + "0 4
!
"
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
%
&
&
&
(
)
%
%
%
%
%
%
# # # $$$$$$$$$$$$
'
'
'
'
'
'
&
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$
)
"
'
# # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$
Page 18 of 27

$* * %.
October 2010
3 * %.
'
%$&%$ "
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$
%
# $$# # $$$$$$$$$$$
"
$* * %.
3 * %.
Page 19 of 27

(0 )%
October 2010
"
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$
%
# $$# # $$$$$$$$$$$
"
$* * %.
3 * %.
*,
$$# # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$
)
Page 20 of 27

October 2010
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$
( 1(&" # &
"
!
&
&
&
*
- *
,
-
%
%
%
%
'
'
'
'
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$
*
0
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$
*
# # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$
*
# # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$
,*
1
2
-)
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
*
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Page 21 of 27

October 2010
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
,
# # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
/
,*
-)
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
*
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
,*
*
-)
%
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
*
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
"
"
$$# # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$
**
"
" '
"
"
("3
"
####VERSION 1.0 Final November 2010
Page 22 of 27

"3
October 2010
# # # # # # # # # # # # # # # # # $#
"
####
*
"
# # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$
-
"
# # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$
"
# # # # # # # # # # # # # # # # # # # # # $$# # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
4
&
'
%
%
%
%
%
*
5
'
'
'
'
'
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$
"
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$
Page 23 of 27

11(+
"% &
&*
'
October 2010
0 %
"
67
8
$ 5
'
"
67
8
$
$* * %.
3 * %.
1(& "%
!
$$$$$$$$$$$$
.
/
!
!
- *
- *
.
/
!
!
- *
- *
.
/
!
!
-'
-'
2
6"(
&
;
/
.
$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$
3
"
.
/
'
'
- *
- *
'
- *
Page 24 of 27

! *
'
October 2010
- *
<
2
=
!
2
2
.
/
'
'
- *
- *
.
/
'
'
- *
- *
.
/
'
'
- *
- *
( 1(&" # & &

)
*
*
*
# # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$
>
5
1(&
!
&
2
.
% -'
% -'
% -'
2
*
"1#*"&0
1(& $ . %$ .
( "&"$ 1 &
'
*
"1#*"&0
% " % ( &$ . %$
% -'
*
( 1(&" # &
% -'
&
;
% -'
Page 25 of 27

October 2010
% -'
% +
".
?
'
;
( *
.
+ 1 & %6
?*
"%
=
=
+ % "%
<
'(
.7
% -'
.
/
.
/
.6 1
"
% -'
*
*
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$# $# # # # $# # # # # # # # # # # # # # # # # #
# # # # # # # # # # # # $# $# # # # $# # # # # # # # # # # # # # # # # $# # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$
*
*
*
*
% -'
% -'
7
# $# # # $# # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$
# # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$
)
"
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
&
# # # # # # # # # # # # # # # # # $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
!
'
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Page 26 of 27

October 2010
Occupational Health Physician/Nurse
Appendix 4 .
Equality Impact Assessment

Yes/No
1.
Comments
Does the policy/guidance affect one

group less or more favourably than
another on the basis of:
Race
No
Ethnic origins (including gypsies and
No
Nationality
No
Gender
No
Culture
No
Religion or belief
No
Sexual orientation including lesbian,
No
Age
No
travellers)
gay and bisexual people
Disability - learning disabilities, physical
No
2.
Is there any evidence that some

groups are affected differently?
No
3.
If you have identified potential

discrimination, are any exceptions
valid, legal and/or justifiable?
N/A
4.
Is the impact of the policy/guidance

likely to be negative?
No
5.
If so can the impact be avoided?
N/A
6.
What alternatives are there to

achieving the policy/guidance
without the impact?
N/A
7.
Can we reduce the impact by taking

different action?
N/A
disability, sensory impairment

mental health problems
and
Page 27 of 27

Hand-Arm Vibration Policy

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Hand-Arm Vibration Policy

Uploaded by

Copyright:

Available Formats

HAND-ARM VIBRATION POLICY

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

VERSION CONTROL SCHEDULE

VERSION 1.0 Final November 2010

Revisions from previous issue

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

In accordance with Regulation 7 of the Control of Vibration at Work

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Occupational Health Department

Staff identified as users of vibratory tools/machinery are expected to:

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Exposure action value (EAV) and exposure limit value (ELV)

Assessing the risks

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Identify if any processes or work activity involve regular exposure to vibration.

Duties of Manufacturers and suppliers

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Workplace vibration measurements

Using the information gathered in the assessment

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Mechanise or automate the work.

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

POLICY DEVELOPMENT & CONSULTATION

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR)

Hand Arm Vibration (Faculty of Occupational Medicine) Accredited Course May

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Using the ready reckoner

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Appendix 2 Tier Assessment

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Tier 5 Use of standardised tests

VERSION 1.0 Final November 2010

Check the Intranet for the latest version

TAMESIDE HOSPITAL NHS FOUNDATION TRUST

Health Surveillance Questionnaire

VERSION 1.0 Final November 2010

Check the Intranet for the latest version