Modules 1 and 2 Occupational Safety and Hygiene

READING 1
1. JOB SECURITY
In order to address the concept of Occupational Safety, we will first work on its meaning within the
framework of subordinate activities and then, in the same sense, we will evaluate what are the causes
that can affect Safety, addressing external and internal factors. or subjective aspects of the people who
attend a job service, also verifying the attitude of the employer and fundamentally the behavior of the
employee.
Concept: Safety at Work is the set of knowledge, techniques and non-medical actions aimed at
eliminating or at least reducing the risks of material damage and personal injury.
Occupational Safety action must be eminently preventive, to detect and analyze the root causes of the
risk and seek its elimination or reduction.
The intervention of this preventive discipline focuses on risk factors related to safety conditions:
• Place and work surface.

• Machines and work equipment.
• Electric risk.
• Risk of fire.
• Handling and transportation.
Occupational Safety action must be eminently preventive, to detect and analyze the root causes of the
risk and seek its elimination or reduction through measures, standards, designs and other safety
mechanisms.
Thus, in preventive action we must avoid:
• The generation of risk.

• The issuance of the risk.
• The transmission of risk.
• Reception of risk.
• The consequences of risk.
Security techniques are divided into two fields of action depending on the objective pursued.
On the one hand we will analyze the analytical techniques, whose purpose is the detection and
evaluation of risks, and on the other the operational techniques, which deal with the elimination or
reduction of the risk once it is known.
Subject: Occupational Safety and -1

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Teacher: Patricia Sansinena -
2. ANALYTICAL TECHNIQUES
Analytical techniques focus on the detection, analysis and assessment of risks derived from security
conditions. Depending on the moment in which the intervention is carried out, they can be:
• Prior to the accident :
o Safety inspections : they consist of a direct examination or recognition of facilities, equipment,

etc., to detect possible risks to the health of workers.
o Analysis of working conditions : its objective is the identification of possible risk situations
related to a certain type of job, phase of the production process, among others.
o Statistical analysis : this involves the interpretation and treatment of the data obtained in the
different studies carried out on workplace accidents, absenteeism, among others, in order to
analyze their causes and adopt the necessary measures.
• After the accident :
o Notification and registration of accidents : the establishment of reliable methods of notification

and registration of accidents (whether they cause damage or not) is essential to be able to
carry out a subsequent study on the causes that originated it and propose and implement
preventive actions to prevent it from happening again. happen.
o Accident investigation : it is used to analyze in depth any accident that occurs, in order to know
the development of the events that precipitated it and determine its causes in order to take
advantage of the experience obtained to prevent future events.
3. OPERATIONAL TECHNIQUES
Operational Techniques affect the elimination or reduction of accident rates through preventive or
protective actions once the risk is known. We distinguish two areas of action: the technical aspects and
the human aspects.
Technical aspects :
• Conception Techniques: their objective is to eliminate risk at the source.
o Safety in the design and project of facilities.

o Safety in the design and project of equipment.
o Safety in the design of work methods.
• Correction Techniques: They are applied when the risk cannot be completely eliminated
at the source.
o Adaptation of security systems.

o Use of defenses and guards.
o Collective and personal protections.
o Safety regulations.
o Preventive maintenance.
o Safety signage.
Human aspects :

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• Prior to joining the position:
o Personnel selection.
or Information.
or Training.
• After joining the position:
o Security practices.
o Security campaigns.
o Group action.
or Incentives.
Security analytical techniques deal with the detection and evaluation of risks and operational
techniques deal with the elimination or reduction of the risk once known.
In safety there is a "status quo" that generates a circle of opinion and judgment that does not change
and that does not favor the development of accident prevention but, on the contrary, slows it down,
preventing changes and improvements.
In many societies around the world, the approach and concepts used in accident prevention require
urgent rethinking. It is common to identify an erroneous treatment of this issue; generally there is a
mistaken idea that it should be treated and managed from an engineering perspective; serious mistake,
because if a problem is generated almost 100% by human error, it obviously must be treated from a
humanistic perspective.
Since we are not alone in life, the organization cannot pretend that what happens outside does not
affect it in the pursuit of its objectives; It is necessary to scrutinize what surrounds us and the
circumstances in which we operate so that, by recognizing those that can influence the development of
the organization in some way, we learn to use them to our own benefit .
Each man's beliefs direct his behaviors and behaviors, reinforcing his ideas, no matter how absurd they
may be; Therefore, negative beliefs are harmful. This situation is clearly reflected in the expressions:
“in the transportation business, because it is a risky business, there always have to be accidents”, “that
driver had an accident due to bad luck”, “with the experience I have I will never have an accident”. ",
"there are many accidents due to the fault of the maintenance person", "by taking it to its destination
we are doing the passenger a favor", "Training will reduce accidents" or "more sanctions and more
control will reduce deaths on the slopes", etc Some circulate in people's thoughts, and others are
generalized beliefs widespread in organizations.
Regarding accidents, many believe they see danger on the outside of people when in fact, safety is not
on the outside.
Security is a feeling. It is an emotion, it is a human feeling that only exists because it has a mother who
originates it: Prevention.
Up to this point it is worth asking: should we do prevention or should we do security? What is the
aspect that we should privilege in this issue?
Security cannot arise in the same way that something material does. Being an emotion, being a

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personal subjective feeling, it is only in the thoughts of the person who generated it: the person
themselves. Security is not given to us by other people's behavior, nor by seat restraint devices, nor by
other people's procedures, nor by SOAT (mandatory traffic accident insurance); Not even “accident
insurance” is safe, because it does not give us security. Not even the insurance companies themselves
give us the security of not having accidents. Security comes only from prevention. Security comes from
the certainty of doing things well. Only prevention and awareness give security.
Undoubtedly, if the object of protection and care is the worker, as a first measure it is necessary to
know what his possible reactions may be, his beliefs, his thoughts, attitudes, since his internal and
external behavior form the mechanisms of his belief and convictions, engines that guide their actions.
That is why talking about safety at work requires us to have a first knowledge of the living resource that
intervenes in the entire production process together with the materials and the environment.
The individual's reactions must be examined, under normal circumstances and in the event of
emergencies that may occur. Any change in our environment can bring with it a series of opportunities
or threats, which must be recognized immediately once these changes occur, so that the members of
the organization can act proactively in the face of the new circumstances that arise.
Normally, opportunities are already there when we discover them, or when they hit us, but the
important thing is to find them before, when we discover that they are an essential part of the
organization's objectives. For this reason, it is necessary to be permanently alert to the circumstances
in which we operate and be very clear, at all times, about our objectives.
When analyzing our environment, we ask ourselves: What opportunities does our current work have?
Do you know who is an expert on the topic you are interested in and can surely help you? Are there
threats that may occur? Is it possible to anticipate before they happen?
Although the opportunities that arise are normally more frequent than the real threats that exist, it is
necessary to exercise very strict control over the latter, in order to minimize their effects on the
fulfillment of the objectives.
To achieve this, being attentive to changes in the environment allows us to discover the threats around
us, which allows the organization to act on the circumstances that cause them before they affect it.
Quality of human talent

The quality of human talent is understood, in the Projects Sub-Management, as the general profile that
an individual must meet, in terms of their human qualities, to belong to it. These qualities are not only
measured in relation to training and competence in the execution of tasks.
tasks or functions to be performed, but especially their subjective attitude that translates into behavior
must be considered, and their responsibility, compliance with security measures and preventive
vocation in carrying out their activity must be measured.
Skills: Skills refer to the capabilities and potential that people have to process information and obtain
specific results or products with said information. Applicants must possess at least the following skills:
• Ability to learn. It refers to the ability to acquire and assimilate new knowledge and skills and
use them in work practice.
• They easily grasp and assimilate concepts and information.
• They carry out some type of study regularly.
• They have a permanent attitude of learning and an investigative spirit.

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• The knowledge they possess adds value to the work.
• Adaptation to change. It is the ability to face new situations with flexibility and versatility and
to accept changes positively and constructively. People who possess this ability are
characterized because:
• They accept and adapt easily to changes.
• They respond to change with flexibility.
• They are promoters of change.
• Creativity and innovation. It is the ability to present innovative resources, ideas and methods
and translate them into actions, always within the framework of the process and
organizational management in safety performance.
• Teamwork. It is the ability to work with others to achieve common goals. People who
possess this ability are characterized because:
• They clearly identify the group's objectives and direct their work to achieve them.
• They are willing to collaborate with others.
• They put collective interests before personal ones.
• Future vision. It is the ability to visualize environmental trends with a positive and optimistic
attitude and direct your behavior to achieve goals. People who possess this ability are
• They clearly know the trends of the environment and adapt to it.
• They have well-established goals and persevere in achieving them.
• Future vision. It is the ability to visualize environmental trends with a positive and optimistic
attitude and direct your behavior to achieve goals.
• Responsibility. It refers to commitment, a high sense of duty, and the fulfillment of
obligations in different life situations. People who have this value are characterized
because:
• They fulfill the commitments they make.
• They assume the possible consequences of their actions.
• They always strive to give more than what is asked of them.
• Loyalty and sense of belonging. It refers to defending and promulgating the interests of the
organizations where they work as if they were their own.
• Adherence to standards and policies. It is the willingness to understand, abide by and act
within organizational and social guidelines and norms. People who have this value are
characterized because they comply with and are committed to the organization's standards.
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• Attitudes. It is the willingness to act, feel and/or think about a particular reality. Applicants
must possess at least the following attitudes:
• Enthusiasm. It is the energy and willingness one has to carry out a particular task. It is the
inspiration that leads to achieving what you want. People who have this attitude are
• Positivism and optimism. It is the set of thoughts that are related to confidence in the
success of a job, an idea or a task. People who have this attitude are characterized
because:
• They always see the favorable aspect of situations.
• They face all situations with realism and do not give up easily.
• Persistence. It is tenacity, the permanent insistence to achieve a purpose and stop until you
achieve it. People who have this attitude are characterized because:
• They insist, persist and do not give up until they achieve what they set out to do.
• They are highly motivated by internal aspects.
• Flexibility. It is the willingness to change focus or way of conceiving reality, looking for a
better way of doing things. People who have this attitude are characterized because:
• They are not rigid in their way of thinking or acting.
• They clearly identify when it is necessary to change and do so.

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• They adopt different positions in order to find more efficient solutions.
• Search for excellence. It is the commitment to doing things well and the desire to improve
more and more. People who have this attitude are characterized because:
• They do their jobs better every day, even if they have to take on more work.
• They are not satisfied with things as they are and seek to improve them.
Although it is true that the completed statement is not exhaustive, it is part of the compendium of
behavioral formats that, if not present, should be taught and worked on in every work organization, to
improve the basis on which the safety process will have to be taught throughout. its breadth.

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READING 2 - Occupational Risks
Occupational Risks: Is there risk in the work environment? Unfortunately the answer is positive and
the examples confirm it.
It is evident that work and health are closely related, since work is an activity that the individual
develops to satisfy his or her needs, with the aim of enjoying a dignified life; Also thanks to work we
can develop both physically and intellectually.
Along with this positive influence of work on health, there is another, negative one, the possibility of
losing health due to the poor conditions in which work is carried out, which can cause damage to our
physical, mental and social well-being (work accidents). , diseases).
Therefore, we could say that risks are those situations that can break the physical, psychological and
social balance of workers. The Occupational Risk Prevention Law defines the term occupational risk as
follows:
• Occupational risk : “Possibility of a worker suffering certain damage derived from work.
The rating of its severity will depend on the probability that the damage will occur and its
severity.” I
There is another concept usually related to risk prevention and which is frequently confused as it
resembles the concept of risk. It is the term danger.
• Hazard : Intrinsic property or suitability of something (for example, work materials,

equipment, methods or work practices) to cause damage.
Let's look at an example of risk and danger:
• Risk: exposure of a worker to ionizing radiation. Depending on the existing preventive

measures, the exposure time, and the amount of radiation received, this worker will have
more or less probability, perhaps none, of suffering harm.
• Danger: ionizing radiation always has its own ability to penetrate matter, the human body,
and cause harm to workers.
Occupational risk is the possibility that a worker suffers certain damage derived from work. The
rating of its severity will depend on the probability of the damage occurring and its severity.
RISK FACTOR'S
If we understand that risk is the possibility that the worker suffers a certain damage derived from
work, the risk factor will be the element or set of variables that are
I Law 31/1995, of November 8, 1995, which approves the Occupational Risk Prevention Law (BOE number 269, of November 10, 1995)

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present in working conditions and that can cause a decrease in the worker's level of health.
To facilitate the study of these risk factors, they have been classified into 5 groups, without implying
any hierarchy or priority:
o Security conditions.
o Physical work environment.
o Chemical and biological contaminants.
o Work load.
either Work organization.
• Security conditions.
This group includes those material conditions that may give rise to accidents at work. We are talking,
as mentioned in the previous reading, of factors derived from:
o Place and work surface.

o Machines and work equipment.
o Electrical risks.
o Risk of fire.
o Handling and transportation
• Physical work environment.
They are factors of the natural environment present in the work environment, which appear in the same
way or modified by the production process and have a negative impact on health.
o Thermo-hygrometric conditions (temperature, humidity, ventilation).

or Lighting.
or Noise.
or Vibrations.
o Radiations (ionizing or non-ionizing).
• Pollutants.
They are foreign agents to the human organism capable of producing health alterations. They are
divided into:
o Chemical contaminants : chemical substances that during manufacturing, transportation,

storage or use can be incorporated into the environment in the form of aerosol, gas or vapor
and affect the health of workers. Their most common route of entry into the body is through the
respiratory tract, but they can also penetrate through the digestive tract or through the skin.
o Biological contaminants : microorganisms that may be present in the work environment and
cause alterations in the health of workers. They can be living organisms (bacteria, viruses,
fungi), derived from animals (hair, feathers, excrement) or plants (pollen, wood, plant dust).
• Workload.

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They are the factors referring to the physical and mental efforts to which the worker is subjected in the
performance of his task. It's divided in:
o Physical load : physical efforts of all kinds (load management, work postures, repetitive
movements). It can be static or dynamic.
o Mental load : level of psychological demand of the task (work rhythms, monotony, lack of
autonomy, responsibility).
• Organizational factors.
They are those related to the organization and business structure. They can have consequences on a
physical level but, above all, they affect mental and social well-being. We refer to variables such as the
day, schedule, management style, communication, participation and decision making, interpersonal
relationships, etc.
Risk factors are never presented in isolation. In the work environment, many of these factors interact,
that is, several risk factors are present at the same time, so that their harmful effects are enhanced. In
this way, when an alteration occurs in the health of workers, it cannot be attributed to a single cause,
but rather it will be a set of different factors present in the work environment that cause this loss of
health.
There is no more unacceptable risk than that which is not known, therefore, the first step that must be
taken to guarantee the safety and health of all workers against the risks derived from work, is the
identification and assessment of the different factors. of risk present in the workplace, in order to adopt
the necessary measures to prevent said risks.
The different nature of the risk factors means that their analysis cannot be carried out by a single
professional. In order to intervene against these risk factors and adopt the necessary preventive
measures, the joint and programmed action of professionals belonging to different disciplines is
required.
There are five specific techniques for preventing occupational risks:
• Safety at work.
• Industrial hygiene.
• Work Medicine.
• Psychosociology.
• Ergonomics.
The first step that must be taken to guarantee the safety and health of all workers against risks derived
from work is the identification and assessment of the different risk factors present in the workplace, in
order to adopt the necessary measures to prevent such risks.
In real preventive work it is necessary to keep in mind that:
• The legal concept of "Occupational Disease" is not realistic, since it does not cover all
occupational diseases that affect the worker's health.

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• There are risk factors at work that, without causing physical disorders, can cause other
damages that affect the mental and social balance of individuals.
• At all times the worker must seek the “state of well-being” that is health. Positive effects must
be enhanced and negative effects avoided, and situations in which positive effects are not
enhanced are inappropriate.
Working conditions.
Work activity can also cause undesirable effects on the health of workers, either due to the loss or
absence of it (since the precariousness of the labor market and unemployment can represent a
significant problem for health, with individual, family or social) or by the conditions in which the work is
carried out (accidents, illnesses and health damage derived from the work environment).
Risks to the health of workers are not something natural or inevitable, but are normally a consequence
precisely of inadequate working conditions. Working conditions are any characteristic that may have a
significant influence on the generation of risks to the safety and health of the worker. These working
conditions are not the only possible ones, but are the product of certain forms of business organization,
labor relations and socioeconomic options.
These are working conditions :
• The general characteristics of the premises, facilities, equipment, products and other tools
existing in the work center.
• The nature of the physical, chemical and biological agents present in the work environment and
their corresponding intensities, concentrations or levels of presence.
• The procedures for the use of the agents mentioned above that influence the generation of
risks.
• All those characteristics of the job, including those related to its organization and management,
that influence the magnitude of the risks to which a worker is exposed.
Faced with this situation, the prevention of occupational risks is proposed as the set of measures
adopted or planned in all phases of the company's activity in order to eliminate or reduce the risks
derived from work.

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With this definition as a reference, there is currently no doubt that to address the problem of
occupational risk prevention, it is essential to do so from a comprehensive perspective, taking into
account the set of factors that are present in the performance of a task and that can influence the
physical, mental and social well-being of workers, determining working conditions.
Working conditions are any characteristic that may have a significant influence on the generation of
risks to the safety and health of the worker.
Although the ways of understanding work have varied throughout history, as we know it today, work
has two fundamental characteristics: technology and organization.
• technification : we refer to the invention and use of machines, tools and work equipment that
facilitate the performance of different tasks of transforming nature.
• organization : it is the planning of work activity. By coordinating the tasks carried out by
different workers, a better result is achieved with less effort.
When the effects of modernization are not adequately controlled and the work organization system
does not function correctly, risks may arise for the safety and health of workers. Therefore, it is
necessary to promote initiatives aimed at achieving work with a degree of technology that frees us as
much as possible from the risks that threaten our health, and at the same time, ensure that work is
organized in a manner consistent with personal needs. and social aspects of individuals in general and
workers in particular.
Starting from the definition of working condition and its connection with the name of “characteristic”, we
can find:
• General characteristics of the premises, facilities, equipment, products and other tools existing
in the work center.
• The nature of physical, chemical and biological agents present in the work environment and
their concentrations.
• The procedures for the use of the agents mentioned above that influence the generation of the
aforementioned risks.
• All other characteristics of the job, including those related to its organization and arrangement,
that influence the risks to which the worker is exposed.
Working conditions normally fall into three areas:
• The work environment: safety, chemical, physical or biological contamination.

• The demands of the task: postures, efforts, attention.
• The organization of work.

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- The working conditions may be more or less risky, depending on this as a first issue, the employer's
willingness to organize and preserve a safe environment, free from risks, the instruction for employees
in order to transmit to them the planned safety scheme. and the designation of those responsible for
controlling preventive measures and risk coverage.
Responsibility of subjects in risk prevention : There is no doubt that prevention must be a shared
responsibility. Rights and duties arise.
PARTICULAR OBLIGATIONS
• Protection of workers especially sensitive to certain risks.
The employer must specifically guarantee the protection of those workers who, due to their personal
characteristics or known biological status, including those who have

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recognized the situation of physical, mental or sensory disability, are especially sensitive to the risks
derived from work (handicapped workers, certain degrees of disability, among others).
The employer will specifically guarantee the protection of those workers who, due to their personal
characteristics or known biological status, including those who have a recognized physical, mental or
sensory disability, are especially sensitive to the risks derived from work.
• Maternity protection.
The employer must determine, through risk assessment, those agents, procedures or working
conditions that may negatively influence the health of workers who are pregnant or recently giving birth,
or the health of the fetus.
If a risk to safety and health or a possible impact on pregnancy or breastfeeding is detected, the
employer must take all necessary measures to avoid exposing the worker to said risk. This makes you
a RESPONSIBLE employer.
• Protection of minors.
The employer must carry out an evaluation of the specific risks to guarantee the safety and health of
workers under eighteen years of age, prior to hiring them or before any modification of working
conditions, taking into account the specific risks of the job. work and the lack of maturity and
experience of young people.
Our legal system establishes direct objective liability of the employer in the case of an accident suffered
by a minor while at work.
• Temporary employment relationships, of fixed duration and in temporary employment

companies.
The employer must guarantee that these workers enjoy the same level of health and safety protection
as other workers.
The employer must inform these workers, prior to hiring, of the risks inherent to their work and the
necessary level of qualification, the requirement for special medical controls and the preventive
measures adopted against the risks. They must also receive specific training on the risks of their job.
In employment relationships through temporary temporary employment companies, they are

responsible for the training and monitoring of the health of the workers and the user company is
responsible for the working conditions in everything related to safety protection. and the health of
workers.

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WORKER'S OBLIGATIONS
Each worker must ensure, according to their possibilities and by complying with the prevention
measures adopted in each case, for their own safety and health at work and for that of other people
who may be affected by their professional activity (colleagues). , collaborators, clients or third parties
outside the company who may be related to the work activity).
In this way, workers must, in accordance with their training and the instructions received by the
employer, comply with the following obligations:
• Ensure your health and safety and that of other people who may be affected by your work activity.
• Properly use any element or means with which your activity is carried out.
• Do not put it out of operation and use the safety devices correctly.
• Immediately report risk situations.
• Contribute to the fulfillment of the obligations imposed by the competent authority.
• Cooperate with the employer so that he can guarantee safe working conditions.
Each worker must ensure, according to their possibilities and by complying with the prevention
measures adopted in each case, for their own safety and health at work and for that of other people
who may be affected by their professional activity.

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READING 3: Work - Occupational Health
The concept of health at work:

DEFINITION OF THE CONCEPT HEALTH
The state of health is a constant concern of humanity, however
it is difficult to define or work on its concept.
Health has long been defined as the absence of disease. It is
not the best criterion since it cannot be defined with a
negation.
The dictionary of the Royal Spanish Academy defines health
as “the state in which an organic being normally exercises its
functions.” This definition is very broad, not very precise and quantifiable.
For much of history, health care has been dominated by infectious diseases. As evolution
progressed, new infections originated and others disappeared, without any preventive measures.
Later, a series of diseases appeared that had no connection with infections and were not
communicable, such as myocardial infarction, depression, cancer and others. These entities were
called “diseases of civilization.” But these changes in civilization also interfered with the evolution of
infectious diseases, producing changes in their patterns.
Colonizing currents, military conquests and wars have consequences on the course of infectious
diseases. Then, industrialization, demographic growth, the indiscriminate approach to ecology,
scientific knowledge, communications, economic globalization, have changed the parameters of
health, giving the idea that everything is a dynamic process with permanent changes.
Many organizations, including the World Health Organization (WHO), have taken Health as a right
and this is also expressed in the Universal Declaration of Human Rights in December 1948 at the
United Nations General Assembly, according to which, every man has the right to preserve his
health and, in case he falls ill, to possess the means to cure himself.
WHO DEFINITION. ADVANTAGES AND LIMITATIONS OF THE

DEFINITION.
The World Health Organization defines health as: “a state of complete physical, mental and social
well-being” and adds: “and not merely the absence of disease or infirmity.”

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The objective of the WHO is for all people to reach the maximum level of health and take it
more as a goal or end than as something specific and objective to achieve . This desired
value would allow the living conditions of the population to improve as progress is made in the
attempt to satisfy psychological, physical and social needs.
When we refer to the concept of health, it must include several aspects, namely:
Objective : the definition must show an observable and comparable parameter to be able to take it
as a standard and relate it to others. Example: if you have hepatitis B that has the corresponding
antigen.
Subjective : refers to what the subject can perceive, which can be believed not to be sick.
Functional capacity: the same disease can affect a person in different ways. Pain can go unnoticed
for some people and disabling for others. This should also be reflected in the definition.
Teleological : poses health as an instrument to achieve other objectives. Without health there is no
work, there is no social development or family well-being.
Occupational health is the state of normality in the exercise of work functions.
The concept of occupational health, from a legal point of view, refers to the integrity of the worker in
his or her physical and mental aspect and, to maintain its stability, covers a broad scope of control
within the provision of work for the purpose and on the occasion of such benefit, protecting
individuals from all illnesses, pathologies or injuries suffered in their employment relationship and
as a consequence thereof.
We are therefore talking about the integrity of the worker in the workplace, with respect to the tasks
to be performed and in an adequate psychosocial environment.
The first step leading to a normal and stable state of health at work is the prevention of risks,
understood as the possibility of a danger that can cause damage, an accident or an illness and that
must be avoided through control prior to the start of work. any activity, during its performance and
whenever the circumstances of the tasks are modified or a change of job occurs.
Elemental factors to take into account for adequate stability in the exercise of work functions are the
people seen collectively and individually, the position and tasks, environmental conditions, risks and
their adequate protection.
When we refer to Health, we must understand that it is verified when there is a complete physical,
mental and social balance and not merely the absence of damage or illness.
It is important to highlight the triple dimension of physical, mental and social health and the
importance of achieving balance in each person.
" Occupational health has the purpose of promoting and maintaining the highest level of physical,
mental and social well-being of workers of all professions, preventing any damage to their health
due to working conditions, protecting them in their employment against health risks and place and
maintain the worker in a job that suits his psychological and physiological abilities. In short, adapt
work to man and each man to his work."II
IIInternational Labor Organization (ILO) and the World Health Organization (WHO) Health is a right
enshrined by the Constitution, in its article 14 bis when it refers to: “decent working conditions”,
understanding such dignity in work SAFE , based on the conception of “decent”. Likewise, article 19
of the Constitution tells us that "harm should not be caused to others", consequently generating the
obligation to appeal to all the resources and programs that guarantee the greatest safety within the
framework of preserving the health of the worker.
At work, health must be protected by the employer, who, as part of the contract, is obliged to
guarantee it and on whom administrative, criminal, civil, labor and Social Security responsibility
falls.
Work and health:
Work and health are interrelated. Through work we seek to satisfy a series of needs, from survival
to professional, personal and social development. However, in this process we can see our health
affected if the work is not carried out under the appropriate conditions.
The world of work, like the society in which it develops, is in a process of permanent change. The

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Therefore, we must consider health as a process in permanent development and not as something
static. That is, it can be lost or achieved and it is not the result of chance, but of the
work processes, the technical means used, the way of organizing it, are not the same as a few
years ago; Work patterns have changed and will likely continue to change.
Work Valuation: Work allows us to seek the satisfaction of a series of needs, from those related to
survival to those that have to do with professional, personal and social development. Technological
advances have increased our quality of life, reducing old risks.
To ensure that all this is done with the greatest possible guarantees, in our country there is the
“HYGIENE AND SAFETY LAW” No. 19587, which has received reforms, updates, integrated
through its text, the regulatory decree and the ANNEXES, that with advanced technical precision,
establish the security postulates that must be respected and fulfilled in the different work processes
and activities, as will be studied later.
This activity of transforming nature in its various formats determines the necessary intervention of
THE MAN, who performs subordinate work in exchange for a salary that allows him to live (we are
talking about paid and food work). Through technology, efforts are reduced and strength is
increased. Through organization, work is more efficient and the functions of each worker are
clearer.

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working conditions surrounding workers. Therefore, our objective will be to improve working
conditions to preserve the health of all workers.
Health is a fundamental human right and achieving the highest possible level of health is a social
objective, therefore, also a union objective, with unions being responsible for monitoring so that the
ideal state of health is not harmed.

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Multiple definitions of health have been given from different points of view. It can even be
understood as something subjective, in which people have different perceptions of what health is
and individual differences would come into play. We also have to know that the concept of health
has been changing throughout history.
According to the World Health Organization (WHO), the definition of health is “The state of
complete physical, mental and social well-being and not merely the absence of injury or disease.”
We have to think that there is a relationship between the physical and the psychological: the fact of
feeling physically ill affects one's mood and in the same way, if one is psychologically ill, we can
end up with physical symptoms.
Another important point is the social aspect, if this goes wrong, it will affect the psychological state
and therefore also the physical one.
Why is it important to take care of the worker's health? The first answer is undoubtedly: because it
is not fair that the provision of an activity harms the state of health of any person, especially when it
is possible to prevent this circumstance.
But in addition to the first reason, there is another one of purely economic content for the employer
and that is that taking care of the health of their employees generates savings, not only in the
production rate, but also due to the fact of the increase in COSTS that they imply. the

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illnesses of its employees, hence there are material reasons, beyond moral or human ones, to
guarantee work without risks or illnesses.
Within the concept of health insurance, there is Health Science.
Its objective is the promotion, prevention and protection of workers' health, developing the following
basic functions:
• Promotion: they act to improve the working conditions and health levels of workers.
• Preventive: they study the control of risk factors.
• Protective: they deal with protective measures against risk factors.
• Care or curative: they deal with the treatment of the pathologies detected.
• Ergonomic: they intervene in the adaptation of work to man.
As one of the disciplines of Health Sciences, occupational medicine is a medical specialty that
addresses health disorders produced in the workplace. Develop the following activities for
preventive purposes:
• Epidemiological investigation: It allows us to know the frequency and distribution of health

problems in the community, to determine the causes and thus be able to prevent, control
and eliminate them.
• Permanent surveillance: By carrying out periodic medical examinations, which must be
systematic and considered simultaneously with other preventive techniques.
• The objectives pursued with health surveillance are:
o Knowledge of the risks derived from working conditions and their effects on health.
o Evaluation of individual and collective health status.
o Early detection of health disorders.
o Proposal and subsequent control of preventive programs.
• Health education: In order to modify risk behaviors, informing and training workers to get
involved in prevention.
• Increase workers' resistance: This practice can be useful to reduce the appearance of some
diseases, through vaccination programs (infectious diseases) and physical maintenance
programs (musculoskeletal diseases).

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READING 4 - Industrial Hygiene
Preventive techniques in Industrial Hygiene focus their field of action on the worker's relationship
with the work environment. In this area, it is about determining the different polluting agents that
may be present:
Chemicals , which can be present in the form of smoke, vapor, gas, mist, dust or aerosol.
Physical , which come from different forms of energy and can be: noise, vibrations,
temperature or radiation.
Biological , made up of living organisms: bacteria, microorganisms, viruses, parasites or fungi.
Industrial Hygiene focuses its field of action on the worker's relationship with the different
contaminating agents, chemical, physical and biological, present in the work environment.
The methodology of action in Industrial Hygiene contemplates the following phases or stages:
Detection of contaminants (recognition and identification of agents).
Measurement of their concentration.
Assessment (the results obtained will be compared with the assessment criteria established.
Legal criteria or internationally accepted references are used in this process).
Adoption of the appropriate corrective measures and the corresponding controls on the risk
factors detected, in order to further their eradication.
* CHEMICAL CONTAMINANTS.
Identification of the contaminant.
For the identification of any chemical product, correct labeling and packaging is essential to inform
about the product we are using. Likewise, we must know the industrial process, the different
operations that comprise it and the physical-chemical characteristics of the process.
Once we know the substances existing in the environment, we need data on their toxicity,
characteristics, physical-chemical properties, etc., for which we will use legal references or studies
from research entities of recognized prestige.
Measurement.

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It involves collecting samples of the contaminant present in the environment, with sampling
equipment. They may be personal sampling (the worker carries the measuring instrument on
himself) or environmental sampling (the measurement is carried out at a fixed point).
During the work day, a single sample or successive samples will be collected, taking into account
work processes, production cycles, and worker mobility.
Evaluation criteria.
o Legal : they correspond to the legislation in force in our country on specific products (lead,
asbestos, vinyl chloride).
o TLV's (Threshold Limit Value): these are criteria set annually by the American Association of
Hygienists (ACGIH). The TLV values are the expression of the concentration levels of
contaminants in the air and have been calculated for substances whose absorption route is
respiratory, although in certain contaminants the importance of the dermal route is
recognized. They are reference values and should be used as a guide, since they do not
establish a boundary that clearly defines the limit between safe and dangerous working
conditions.
o BEI's (Biological Exposure Indices): are biological assessment criteria, also set by the
ACGIH. They serve as a complement to the TLV's and give an idea of the dose actually
absorbed by the body, since control is carried out on the biological fluids of exposed
workers (blood, urine analysis).
Control measures.
When we have detected the danger of a contaminant, control measures will be introduced, based
on the possibility of avoiding or reducing the risk, at each of these three moments:
In focus , measures aimed at reducing the generation of risk (for example: product substitution,
process modification, localized extraction.
In the middle , measures aimed at reducing the spread of the risk (for example: cleaning,
dilution ventilation, increasing the distance between the source and the receiver).
At the recipient , measures aimed at reducing the effects of the risk on exposed workers (for
example: information and training, staff rotation, means of personal protection).
For the identification of any chemical product, correct labeling and packaging is essential to inform
about the product we are using.
* BIOLOGICAL CONTAMINANTS.
Measurement.
Methods for measuring biological contaminants vary depending on their nature (living organisms or
derived from animals or plants) and the environment in which they can be found.

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DISTRIBUTED EDUCATION
that contaminant in the work environment (raw materials, water, air, soil, work
equipment).
Assessment.
In the case of biological contaminants, a problem arises, since there are no assessment criteria or
limit values that are sufficiently reliable, due to the characteristics of these agents (they are live
microorganisms or parts of animals or plants, they can become resistant to treatments). and they
reproduce, and each worker's immune system reacts differently to them).
For some substances such as paper fiber (cellulose), wood dust or vegetable oil mists there are
TLV values. In those agents for which there are no reference values, toxicological and
epidemiological information * will have to be requested from the health authorities.
Control measures.
In focus: sanitary control, selection and design of equipment and establishment of appropriate
work methods, replacement of the agent with a more harmless one, modification or
enclosure of dangerous processes (biological safety cabinets).
In the diffusion medium: cleaning and disinfection, ventilation systems, control of transmitters
(insects, rodents).
At the receiver: information and training on risks, personal protective equipment, etc.
The methodology of action in Industrial Hygiene contemplates the following phases: detection of
contaminants, measurement, assessment and adoption of corrective measures
* PHYSICAL ENVIRONMENT .
A) Noise
It is the most common physical contaminant in any workplace. Its effects depend on several factors
such as:
Sound pressure level: it is the amount of energy associated with noise. It is measured in
decibels.
Noise type: continuous, impact, intermittent noise.
Noise exposure time.
Characteristics of the subject (age, sex, physical condition) and the workplace.
Identification and measurement.

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There is a wide range of devices for noise measurement. The most used is the sound level meter,
which is an instrument that measures noise by analyzing it in a similar way to how the human ear
does, which makes it possible to better specify the possible effects of noise and improve the
preventive effectiveness of our actions.
Assessment.
There are no absolutely precise criteria in this regard, since the characteristics of each worker
mean that a clear separation cannot be established between noise levels that cause health damage
and those that are harmless. The Hygiene and Safety Law establishes what measures must be
adopted when the noise level exceeds certain values (from 80 dB A equivalent daily level, 140 dB A
peak level).
Control measures.
At the source: design of equipment, machines and work means, modification of processes,
enclosure, new location of noisy machines, among others.
In the middle: acoustic barriers, absorption screens, absorbent coatings on ceilings and walls,
increasing the distance between the noise and the worker, among others.
At the receiver: information, training, organizational measures, job rotation, hearing protection
equipment, among others.
Physical pollutants are different forms of energy that can be present in the work environment and
cause damage to health.
B) Vibrations.
Depending on the part of the body they affect, vibrations are divided into:
Global vibrations (1 to 80 Hz): they are transmitted to the body as a whole.
Partial vibrations (from 8 to 1000 Hz): they affect different parts of the body, the best known are
hand-arm vibrations.
The instrument used to make the measurements is the accelerometer. To obtain reliable data from
the measurements, they must be repeated several times and the following factors must be taken
into account:
Location of the measurement point.
Estimation of vibration levels and types.
Data on the machinery or tool, level of maintenance, operating conditions,...
Usual working conditions.

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Control measures.
Source reduction: replacement of machines and tools, selection of the vehicle or machine for
the terrain or task to be used, leveling the terrain, preventive maintenance, among others.
Reduction of transmission: isolation methods, suspension and damping mechanisms, use of

insulating and absorbent materials, among others.
At the receiver: inform and train the worker, reduction of exposure time, personal protective
equipment (anti-vibration gloves), among others.
C) Thermo-hygrometric conditions
ID.
Different parameters are analyzed:
Environmental conditions:
Air temperature.
Average radiant temperature.
Airspeed.
Air humidity.
o Physical activity:
• Heavy
• Light.
Type of dress.
• Measurement and evaluation.
The most widely used measurement system is the WBGT (Wet Bulb Globe Temperature) index,
which simultaneously takes into account the four environmental variables (dry air temperature, air
velocity, humidity and wall and floor temperature). objects).
The assessment of the risk of thermal stress takes into account two variables: thermal
aggressiveness of the environment (WBGT index) and physical activity of the individual. Thus,
there are, for example, TLV values to measure thermal stress by assessing WGBT temperatures,
physical activity and acclimatization of the worker and the clothing he or she uses.
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Control measures.
About the source: isolation of heat and cold sources, process modification.
Regarding the thermal environment: improve general or localized ventilation, among others.
Regarding the individual: reduction in workload, reduction in exposure time, adequate food and
drink regimen, personal protection, among others.

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D) Radiations
Radiations are divided according to their amount of energy into:
Ionizing : with high energy power and ability to ionize matter (X-rays, g-rays, a particles, b
particles and neutrons).
Non-ionizing : they do not have enough energy to cause ionization (visible, ultraviolet, infrared
radiation, lasers, microwaves, radio frequencies).
There are various types of measuring instruments. In the case of ionizing radiation, for example, the
human body is not capable of detecting its presence directly through the senses, which is why
different detectors are used to report the radiation existing in an area (Geiger-Muller counters) or
the amount absorbed by a person or object (dosimeters).
• Assessment.
There are specific regulations that establish limits on the maximum doses that a worker can receive
in a certain period of time (RD 53/92: Regulation on health protection against ionizing radiation. We
can also find TLV values to assess the effects of non-ionizing radiation (ultraviolet, visible and
infrared radiation, laser).
• Control measures.
About the focus: adequate design of facilities, equipment maintenance, safety signage, among
others.
About the environment: enclosure and shielding of processes, delimitation of restricted access
areas, among others.
About the worker: information and training, limitation of exposure time, personal protective
equipment, among others.

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READING 5 - Personal Protection Elements
• When necessary:
In the case of multiple risks that require the simultaneous use of several personal protective
equipment, these must be compatible with each other and maintain their effectiveness in relation to
the corresponding risk or risks.
The determination of the characteristics of personal protective equipment must be reviewed based
on the modifications that occur in any of the circumstances and conditions that motivated its
selection. PERSONAL PROTECTIVE EQUIPMENT is intended, in principle, for individual use. If
circumstances require the use of equipment by several people, the employer must take the
necessary measures so that this does not cause any health or hygiene problems for the different
users.
Within the framework of an employment relationship, in terms of safety, general principles of

preventive activity are verified, which the employer will apply with measures that make up the
general duty of prevention, combating risks at their source and adopting measures that put
protection first. collective to individual.
Personal protective equipment must be used when there are risks to the safety or health of
workers, which could not be avoided or sufficiently limited by technical means of collective
protection or by work organization measures, methods or procedures.
Personal protective equipment is any equipment intended to be worn or held by the worker to
protect him from one or more risks that may threaten his safety or health, as well as any
complement or accessory intended for this purpose.
They are not considered personal protective equipment:
• Regular work clothing and uniforms that are not specifically intended to protect the health or
physical integrity of the worker.
• The teams of the relief and rescue services.
• Personal protective equipment for the military, police and people in law enforcement
services.
• Personal protective equipment for road transport.
• The sports equipment.
• Self-defense or deterrence material.
• Portable devices for the detection and signaling of risks and nuisance factors.
Personal protective equipment must provide effective protection against the risks that motivate its
use, without posing or causing additional risks or unnecessary inconvenience.
Thus, personal protective equipment must:

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• Respond to existing conditions in the workplace.
• Take into account the anatomical and physiological conditions and the health status of the
worker.
• Adapt to the wearer, after the necessary adjustments.
Personal protective equipment must be used when there are risks to the safety or health of workers
that cannot be avoided or sufficiently limited by technical means of collective protection or by work
organization measures, methods or procedures.
In relation to the individual protection of workers, the employer has the following general
obligations :
• Determine the jobs in which individual protection must be used and specify, for each of them,
the risk or risks against which protection must be offered, the parts of the body to be
protected and the type of equipment or equipment. individual protection that must be used.
To choose personal protective equipment, the employer must carry out the following actions:
o Analyze and evaluate existing risks that cannot be avoided or sufficiently limited by other
means.
o Define the characteristics that personal protective equipment must meet to guarantee its
function, taking into account the nature and magnitude of the risks from which it must
protect, as well as the additional risk factors that the personal protective equipment itself
may constitute. Its use.
o Compare the characteristics of the personal protective equipment existing on the market with
those defined in the previous paragraph.
o Choose the most appropriate personal protective equipment , keeping information
about each piece of equipment available in the company or work center.
The employer must inform workers, prior to using the equipment, of the risks against which it
protects them, as well as the activities or occasions in which it should be used. Likewise, you must
provide precise instructions on the correct way to use and maintain them.
It must also guarantee training , organizing training sessions for the use of personal protective
equipment, especially when the simultaneous use of several personal protective equipment is
required that, due to its special complexity, is necessary.
Provide workers with the personal protective equipment they must use free of charge, replacing it if
it occurs under any of the circumstances and conditions that motivated their choice.
Personal protective equipment is intended, in principle, for personal use. If circumstances require
the use of equipment by several people, the employer must take the necessary measures so that
this does not cause any health or hygiene problems for the different users.

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REQUIREMENTS FOR USE OF PPE (Personal protective equipment)
• They must be assigned personally.

• They must be of appropriate sizes for each worker, adapting to their conditions.
• They must remain under the responsibility of the worker who receives it.
• Its selective use is mandatory in the workplace.
• Alterations in its normal use should not be allowed.
• No alterations to the original model should be allowed.
• Items must be kept in good condition.
• Any element failure must be reported immediately.
• The Direct Manager must supervise the use and state of conservation and maintenance of the
PPE. that the workers under their charge employ.
• Its use does not exempt, in any case, from compliance with safety regulations.
• If more than one PPE is used At the same time, these must be compatible and not interfere with
the development of the work.
• Define its use against what risks must be protected, the parts of the body affected and the type
or types of protection that must be used.
• The selection of PPE It must be in charge of a specialist, who will define the jobs where its use
will be essential.
• They will be provided at no cost to the worker and spare parts when necessary.
• Ensure good use and maintenance.
• Choose PPE and have all the information available about each of them.
• Its use and maintenance must follow the manufacturer's recommendations.
• Workers must be instructed in the use of PPE
ADVANTAGES OF PPE
.
• They generally provide a barrier between a certain risk and the person.
• They reduce the severity of the consequences of the accident.
• They improve the protection of the worker's physical integrity.
• Easy to select.
• Easy to implement.
• Wide variety of types available on the market.
DISADVANTAGES OF PPE
• They do not prevent accidents.

• Its use causes inconvenience to the worker.
• The worker tends not to use them.
• Its use is not always the best solution.
OTHER IMPORTANT ASPECTS TO HIGHLIGHT

• An incorrect selection of PPE can cause more serious accidents.
• During the development of productive work activities, you should never use:
– Ties and/or scarves
– Loose clothes
- Long hair
– Rings, bracelets, watches, necklaces, etc.
PPE CLASSIFICATIONS
• HEAD PROTECTION
• EAR PROTECTION

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• EYE AND FACE PROTECTION
• Protection of the RESPIRATORY TRACT
• HAND and ARM Protectors
• Protectors of the TRUNK and ABDOMEN
• Protection of FEET and LEGS
• SKIN PROTECTORS
• TOTAL BODY Protection
PPE CLASSIFICATIONS ACCORDING TO THE DEGREE OF RISKS FROM WHICH THEY

PROTECT
• CLASS I:
– Simple
– The user himself can judge its effectiveness against minimal risks
– Its defects can be perceived in time and without great risk to the user
• CLASS II:
– They do not belong to type I , nor are they designed for the magnitude of risk of type III
• CLASS III:
– They protect the user from any mortal danger or danger that could seriously and irreversibly
damage health.
– Its defects cannot be discovered in time.
SAFETY HELMET
• Protects the head against risks of:
- Hits.
– Impacts of animated objects.
– Splashes of hot or chemically aggressive substances.
– Electrical risks.
REQUIREMENTS FOR A GOOD SAFETY HELMET
• Great impact resistance.
• Damping capacity.
• Heat and electricity insulator.
• Resistance to compression and penetration.
HOMEWORK:
• Ensure the use of equipment . The conditions under which protective equipment must be
used, in particular with regard to the time for which it must be worn, will be determined
based on:
o The severity of the risk.

o The time or frequency of exposure to risk.
o The conditions of the job.
o The features of the equipment itself.
o The additional risks derived from the use of the equipment itself that could not be avoided.
• Ensure proper maintenance of equipment. The use, storage, maintenance, cleaning,

disinfection where appropriate and repair of equipment
Individual protection measures must be carried out in accordance with the manufacturer's
instructions.

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Workers , in accordance with their training and following the instructions of the employer, will have
the following obligations :
• Use and care for personal protective equipment correctly.

• Place personal protective equipment after use in the appropriate place.
Immediately inform your direct line manager of any defect, anomaly or damage seen in the
personal protective equipment used that, in your opinion, may lead to a loss of its protective
effectiveness.

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READING 6 - External Hygiene and Safety Service
Safety is everyone's responsibility, therefore, plant audits are carried out with the aim of achieving
adequate hygiene and safety conditions and complying with current legislation on this matter (Law
19587 - Decree 351/79 and Law 24557).
The external hygiene and safety service includes the following tasks:
Plant audits highlighting the needs to provide a high level of safety and at the same time comply
with current legislation.
Written reports of the aforementioned audits, giving the necessary indications to solve the
problem detected.
Training and education actions for company personnel in everything related to hygiene and
safety . Exhibitions, projection of video material, group work by staff, solving case studies.
Delivery of teaching materials to support staff training.
Delivery of the basic safety manual for incoming personnel and induction talks.
Implementation of the PROMEHSEG (Program for the Improvement of Hygiene and Safety)
to achieve a better level of hygiene and safety , with the main objective of reducing the
accident rate.
Personal interviews, when an accident occurs in order to determine the possible causes that
caused it and make corrections.
Development of internal rules or procedures to minimize the risk of accidents.
Analysis of risks by job to determine the need to use different personal protection elements.
Legal support to the company in the event of possible lawsuits due to accidents arising from the
activity.

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Permanent advice on problems related to hygiene and safety .

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READING 7 - Occupational Medicine
Legal obligations in the Occupational Medicine Service.
Law 19,587 and its regulatory decrees 351/79 and 1338/96 establish that every establishment must
have an occupational medicine service and a hygiene and safety service at work. The Law intends
that medical services be provided on a preventive basis, without prejudice to the fact that they can
attend to emergencies.
The company can decide whether to have a doctor in its establishment or hire it externally.
The art. 7 of Decree 1338/96 establishes the number of medical hours (within the establishment)
that companies that have more than 150 workers must provide (there are different scales) and the
auxiliary personnel for emergencies that companies that have more than 200 workers must provide.
.
In addition, the company must maintain a health file, containing the results of pre-occupational and
periodic medical examinations.
If a worker reports that he or she is sick, the company can decide whether to exercise its right to
medical supervision or not. If you do not do it, you must follow the advice of the doctor chosen by
the worker. What happens if both doctors give different opinions? It will be necessary to analyze
how different they are and evaluate the risk of the claim made by the worker.
The company may decide to validate only its medical control and if the worker considers himself
dismissed, the judge will determine whether or not he had valid reasons, previously analyzing the
case with the designated medical expert.
Subject: Occupational Safety and - 34

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READING 8: Accidents - Incidents - Diseases
Work Accidents - Occupational Diseases. Exams

As an introduction, we present some definitions:
Work Accident : injuries suffered by the worker during the time and in the workplace.
Occupational Disease: slow and gradual deterioration of the worker's health, produced by chronic
exposure to adverse situations, in the environment or in the way of work.
Some notes on occupational diseases in the world and in Argentina:
• The International Labor Organization tells us that degenerative diseases derived from
habitual exposure to chemical agents are more important and frequent than work accidents
and estimates that of the 2 million occupational deaths that occur each year in the world,
440,000 They occur as a result of workers' exposure to chemical agents.
• In our country the problem is aggravated by the lack of information, knowledge and control
of workers exposed to chemical agents in their work. They are also not diagnosed and
therefore are not reported.
• There are 29 million chemicals in the world. Registered: 100,000, of these companies use
about 30,000 despite the fact that 20,000 of them do not have complete and systematic
toxicological tests.
• Of the chemical substances whose effect is known, 350 are carcinogenic and 3,000 are
declared allergens.
The following numbers of work-related deaths occur annually in the world: (More than 1,500,000)
Communicable diseases 320,000
Cancer 610,000
Circulatory diseases 449,000
Chronic respiratory diseases 145,000
Nervous system disorders 20,000
Diseases of the digestive system 21,000
Genito-urinary disorders 9,000
In our country and according to the Superintendency of Occupational Risks (SRT), out of a total of
6,000,749 covered workers, 9,641 occupational diseases were reported, which implies a 1.6%
incidence rate.

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The reality is that we cannot think that we have the healthiest workers in the world.
The Superintendency of Occupational Risks has recently expressed its concern about the “serious
concealment” of occupational diseases at all levels. This responsibility includes employers who do
not report them due to ignorance of their work nature or for other reasons, and also Occupational
Risk Insurers (ART) that do not comply with their obligation to detect the risks to which workers are
exposed and, consequently, carry out periodic health examinations, a valid tool for the early
detection of pathologies.
Also from the SRT The point is made about doctors and their responsibility, whether they work for
an ART, company, government or medical center, since ultimately they are the ones who care for
the worker, make a diagnosis and must know if that disease is directly linked to the risks to which
the patient is exposed at work or not.
To determine both, the law establishes certain conditions:
When we talk about Exposure to Risk Agents , we mention that the Occupational Risk Law
required medical examinations for:
- Preserve the worker, in the event of a lack of psychophysical fitness for work or damage suffered
by exposure to risk agents.
- Release the employer from liability for pre-existing factors.
This, continuously monitoring the working conditions and environment and monitoring the
health status of workers through medical examinations.
EXPOSURE TO RISK AGENTS - MEDICAL EXAMINATIONS

1. Pre-occupational or Income
Their purpose is to determine the attitude of the applicant according to their psychophysical
conditions for the performance of the activities that will be required of them. It should be noted that
in no case can these exams be used as a discriminatory element for employment. Its completion
is mandatory , and must be carried out prior to the start of the employment relationship. It is the
responsibility of the employer.
2. Periodic Exams
Their objective is the early detection of conditions caused by risk agents to which the worker is
exposed during their work, in order to prevent the development of occupational diseases. Carrying
out these exams is mandatory in all cases in which there is exposure to risk agents and they
have minimum frequencies and contents.
3. Examinations prior to the transfer of activity

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They have, where pertinent, the objectives indicated for the entrance and exit exams. It is
mandatory to carry out examinations prior to the transfer of activity, whenever said change
implies the beginning of possible exposure to one or more risk agents, not related to the
tasks previously carried out . Carrying out the exam will, in this case, be the responsibility of the
employer. For its part, when the change of tasks leads to the cessation of possible exposure to
risk agents, the exam will be optional.
4. Exams after prolonged absences
Their purpose is to detect pathologies that may occur during the absence . They are optional
and can only be carried out prior to the worker's resumption of activities.
5. Exams prior to the termination of the employment relationship or graduation
Their purpose will be to check the state of health against the risk elements to which the worker
would have been exposed at the time of dismissal. These examinations will allow the timely
treatment of occupational diseases as well as the detection of possible disabling
consequences.
They are optional and will be carried out between ten (10) days before and thirty (30) days after the
termination of the employment relationship.
Carrying out these exams will be the responsibility of the ART, without prejudice to the fact that the
Insurer may agree with the employer to carry them out. For this reason, the ART requests the
employer to send a form called “ Payroll of Personnel Exposed to Risk Agents”, which is
mandatory to submit in accordance with current legislation, with the frequency of submission being
annual and in cases of high turnover. of exposed personnel, quarterly or semiannually.
It should be noted that any temporary modification to said form (initiation or cessation of exposure
due to a change of job, job registrations and leave, etc.) must be reliably communicated by note or
by a new form to the ART.
An important concept is that of Personnel Exposed to Risk Agents . It is important to know what
exposure involves contact continuously and repeatedly over time; Our legislation speaks of “
continuous exposure, repeatedly day after day, eight hours a day, forty-eight hours a week.”
Therefore, occasional or circumstantial contact IS NOT EXPOSURE (entering a boiler room

once a day does not mean being exposed to thermal load or noise).
It is also not an exposure to be close to a risk agent enclosed in a container, stored in a

container in a warehouse or circulating in a closed circuit (there is no exposure in a closed
refrigeration circuit with ammonia or in a chemical warehouse with closed drums ).
In summary, it must be taken into account that:

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• The existence of a risk agent DOES NOT NECESSARILY IMPLY EXPOSURE TO IT.
• Exposure is not eventual contact with the risk agent or proximity to containers or closed circuits
that contain it.
• Exposure involves continuous and repeated contact, day after day, eight hours a day and forty-
eight hours a week. For example: working daily as a weaver, tending to high-noise looms,
involves being exposed to noise.
University of Granada (UGR) March 2007III
III www.ugr.unsl.edu.ar/documentos/accidents and diseases.doc

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READING 9: Individual Performance - Development of
Security Personnel
Personal development
Individual performance evaluation

The purpose of this reading is to illustrate the way in which a
program linked to strengthening the capacity to perform in
security issues is programmed and implemented.
What objectives does it pursue?
Improve the company's operational and administrative results by aligning individual

objectives with the security strategy .
1. Measure individual and organizational performance in the creation of value, linked to a

recognition scheme that includes variable compensation.
2. Improve managerial management through the development of management styles and
behavioral factors.
3. Transform the culture of the organization based on creativity, innovation, values and results.
The Performance Management model is considered the fundamental element for cultural
transformation; It involves moving from the simple evaluation of management (individual
performance) to a comprehensive process composed of four stages: Planning, Mentoring, Review
and Recognition, all of them sharing a common element which is Dialogue.
This allows for awareness of the value in this case of Security, in a progressive format without
pressure but with appreciation of its importance.
This shows that all Safety Performance Management plans must be worked on, covering all levels
of the company, from the management levels down to the entire structure.

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In terms of training, executives must participate, incorporating officials in a second period in the
Management Effectiveness workshops to develop the management skills of the organization's
leaders and in the Performance Management workshop to learn about the model in order to
conduct it with success in your area of management.
It is important to use all current computer programs to obtain complete and safe
dissemination of content and preventions regarding health and safety at work (OSH).
Training
In order to accompany the professional development of the company's workforce, there are internal
and external training activities. An example:

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2006
Training hours given 624,179
Course attendance 145,996
Courses taught 13,192
Active labor population 154,761
Per Capita Training Index 44.64
A notable event was the training carried out via e-learning on the Code of Conduct and Values, for
all hierarchical levels.
Training
One of the fundamental aspects addressed in the training program refers to the Administration
System (Safety, Health and Environmental Protection).
Training in the Physical Security Area
Regarding the personnel in the Physical Security area, specific

sessions were held in relation to the code of conduct. In 2006,
500 people from the area participated in 8-hour courses and 7
leaders focused on values were certified. Likewise, 7 people
participated in the diploma in transparency and combating
corruption.
Safety Performance IV
During 2007 we managed to keep the Accident Frequency Index low, both for our own personnel and for contractor companies.
This decrease indicates that we continue along the line of continuous improvement towards our goal of "zero accidents."
IV Link address:
http://www.ypf.com/ar_es/todo_sobre_ypf/responsibilidad_social_empresaria/
calidad_seguro_y_medio_a mbiente/security_y_medio_ambiente/security/desempeno_en_seguro/

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Frequency Rate (IF) with Lows
Year 2003 2004 2005 2006 2007
Own 6,9 4,8 2,4 1,8 1,3
Contractors 3,9 3,3 3,1 2,9 1,7
Integrated 4,8 3,7 2,9 2,7 2,4
This diagram that is inserted demonstrates the POSITIVE EFFECT that is verified in a witness company after the implementation
of a GENERAL SAFETY PERFORMANCE PROGRAM
Despite the efforts made, a total of 3 fatal accidents occurred among the personnel of contracting
companies.
Safety Master Plan – Safe Behavior Observations
Starting in 2007, a Safety Master Plan was developed at the CIE (Ensenada Industrial Complex),
with different actions, framed within a three-year cultural change program.
The program presents an activity linked to changing the way Safe Behavior Observations
information is processed.
Supported by the development of a computer application to record these observations, the different
people responsible for the organizational structure of the Complex were assigned to monitor the
deviations associated with its management.
This methodology promoted the integration of safety management with operations, in line with the
Safety, Health and Environment policy.
As a result of the program, significant reductions (25%) in unsafe acts on work fronts are achieved
compared to what was measured at the beginning of 2007.
Contractor training and awareness
Promote the “Doing Things Well” Program in order to implement a project for all contractor
personnel, Western Regional supervisors and union delegates, who

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Ensure your training and awareness to perform tasks in accordance with the Company's standards,
including verification of your results.
This Program is based on three pillars:
• Shock Plan: Work Observations, Work Permits, Awareness and Leadership, Contingency
Plan.
• Induction Plan: Generalities of the industry, Environmental Preservation, PPE, Vehicular

Circulation, Emergency Calls.
• Basic Training: Environmental Policy, Safety and Quality, Environmental Aspects,

Occupational Risks, Work Observations, Use of PPE, Work Permits, Specific Procedures,
Contingency Plan.
Improvements achieved and reflection in the indicator:
For this evaluation, the model of the YPF company has been taken, which has a strong Safety and
Performance Management program.
Involvement of contractor personnel:
Year 2007: Work Observation Seminars (447 people), Sustainability (440 people), Awareness and
Leadership Workshop (12 people).
Year 2008 (1st semester): 8 Work Observation Seminars (64 people), Sustainability (180 people), 8
Work Permit Workshops (64 people), 27 Awareness and Leadership Workshops (300 people).
External Emergency Care
At YPF we created a Regional Emergency Response Standard to establish the basic guidelines that
allow us to optimize the response to external emergencies, facilitating the use of available
resources. This standard includes emergencies that occur with substances produced or
manufactured by YPF or with dangerous inputs with responsibility for YPF established by purchase
method, during road, rail or pipeline transportation and/or those external emergencies that occur in
the vicinity of our units. selling.
The Regional Coordinators are the link between the different operational support units and the one
acting during an emergency and constitute an element of assistance for the resolution of
emergencies, assigning available resources in a certain area, according to the needs that arise.
To find a better optimization of response to an emergency, we divide the country's territory into
eight regions, each with a Regional Coordinator.
Additionally, we believe it is necessary to train carriers on preventive safety procedures and those
applicable in case of emergencies.

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Coorctncues

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READING 10: Personal Protection Structure
This reading illustrates the formats that can be used to organize a Safety Performance management
program.
Security Bulletin No. 1

PERSONAL PROTECTION
In a good company many things are designed to protect

equipment and property.
Bars around the plant, padlocks on the doors.
There are firefighting teams and security guards.
In the offices there is a safe to protect money and

documents.
But there are also many things that have been designed to protect the worker only. For example, we
have a pair of glasses or a face shield. They will not stop a thief, prevent a fire or machinery from
breaking down. This facial protection has been designed for one function only, to prevent any
material from splashing on the worker's face, causing injuries that can lead to blindness.
They have been designed to protect workers, but no one can protect them if they do not want to
protect themselves. There is nothing automatic about personal protection.
The user must be aware of the value of protecting both the eyes and other parts of the body and,
consequently, use the equipment provided for this purpose.
A helmet will protect the head and safety shoes will protect the feet, but only if worn.
When you ask workers to wear personal protective equipment, you're not asking them to do the
company a favor, you're asking them to do themselves a favor.
Workers may say that the company also benefits and it is true, but what the company is trying to do
is what is best for everyone, taking into account the well-being of the workers first.
The efforts of any company will be null if the workers do not do something on their part to prevent
an accident from leaving them blind, paralyzed or even killing them.
The management is willing to help in many ways.
Experience has taught them the kind of personal equipment that is necessary to use in the different

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jobs and will pass that experience on to the workers, who will have to learn to make good use of it.
Management cannot use personal protective equipment for the worker. Nor can you stand next to
each of the workers at every moment, telling them "use it."
Sometimes it may seem ridiculous to take the time to put on protective equipment when the task at
hand will only take a few seconds.
For example, grinding work that is too short to put on glasses. But think about him for a moment.
How long does it take for a bit of metal or grinding wheel dust to jump up and enter the eye? It only
takes a fraction of a second and can happen in a job that takes ten seconds or all day.
Not wearing protective eyewear in all jobs that require it is as risky as an office cashier going out to
lunch for a half-hour period and not closing the register, considering the chances of someone
coming in and breaking in. carry the money in such a short period are very few. In reality, not
wearing protective glasses is much riskier than leaving the box open. The worst thing that can
happen to the cashier is that his money is stolen and as a result he is fired from work, but he will still
have his eyes to see; while if the worker does not put on protective glasses, it may be that his vision
is stolen.
Therefore, it is important to wear the protective equipment required by the job and wear it whenever
the task is being performed. You must keep the door of the safe closed against accidents that can
happen at any time.
Security Bulletin No. 2

MATERIAL HANDLING
Manual Operation
Physical differences discourage the implementation of safe lifting limits applicable to all workers.
Height and weight do not necessarily express lifting ability. Certain short, thin people can lift heavier
weights than tall, stocky ones.
There are profound variations regarding the weight limits that the worker must lift in respective
operations.
Each operator must be aware of these limitations in their particular regulations.
If the worker has to lift a heavy or bulky object to take it to another place, the place where the object
is located and the path on which it is to be transported must first be inspected, making sure that
there is no obstacle or spilled material that could cause

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that could trip or slip.
You must make sure that the free spaces are sufficient.
You must then examine the object to decide how to handle it and avoid sharp edges, splinters or
any other element that could harm it. You may need to tip the object over before attempting to lift it
off the ground.
If the object is wet or greasy, you must dry or clean it so that it does not slip.
Most sprains, dislocations or low back pain occur when lifting or lowering objects manually.
It is of great importance that those who do this work train in the proper techniques to reduce injuries.
For this purpose, the correct application of six basic factors is essential:
1. Correct foot position
They should be separated, one next to the object to be lifted and the other behind it. Feet
comfortably open give greater stability, the back foot is placed in a position of driving force to carry
out the lift.
2. Straight back
A straight back does not necessarily mean verticality.
In the kinetic method, the back is frequently inclined, especially when lifting objects from the ground,
but the inclination must be from the hips, maintaining normal curvatures.
The normally curved spine is what is known as a "straight back"
3. Arms close to the body
When lifting and carrying weights, the arms should be close to the body and whenever possible in a
straight position, since bending the elbows and raising the shoulders imposes unnecessary
muscular effort on the forearms and chest.
4. Correct grip
An insecure grip may be due to the weight falling on the fingertips, causing exaggerated pressure
on them and straining certain muscles and tendons of the arm.
Greasy surfaces often prevent a secure grip; These surfaces should be cleaned first, whenever
possible.

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We must also consider the convenience of using appropriate gloves, a grip with the entire palm of
the hand will reduce the effort of the arm muscles and the chances of the object slipping.
5. Chin tucked
The chin is tucked in so that the neck and head follow the straight line of the back and keep the
spine straight and firm.
The chin tucked posture must be adopted immediately before the lift and must be maintained
throughout the movement.
6. Use of body weight
With the correct position of the feet and with the flexion and extension of the legs, the weight of the
body can be used effectively to pull or push objects and to initiate a forward movement as if placing
an object on a shelf.
When lifting the object from the ground, the impulse given by the back foot, combined with the
extension of the legs, will cause the body to move forward and upward, putting itself in imbalance
for an instant, which is immediately corrected.
PROTECTIVE ELEMENTS
This section of the reading contains a detail of all the elements called PERSONAL
PROTECTION ELEMENTS (PPE) determined by the hygiene and safety law and international
standards for use in tasks, in such a way that they prevent risk, damage or injury to the
worker.
It must be clear that the sole provision of PPE does not imply total safety, but rather an
entire safety performance management program must be harmonized with it.
SECURITY GLASSES
- EN-1410/NS GRAY POLYCARBONATE GLASS

- EN 1410/S COLORLESS POLYCARBONATE GLASS
- "PROWORK" ANTI-SCRATCH ADJUSTABLE EYEGLASS
- COLORLESS CREWS ARCHITECT GLASSES
- CREWS TOMAHAWK GRAY TK-132 R/B/A GOGGLE
- CREWS TOMAHAWK COLORLESS ANTI-SCRATCH EYEGLASS / EMP.TK-130
- YUKON COLORLESS 9810 ANTI-STRAY GLASSES

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* ASK FOR OTHER MODELS AND/OR BRANDS
SAFETY GOGGLES
- 1250 PLASTIC GOGGLE DIRECT VENTILATION COLORLESS GLASS

- 1270 PLASTIC GOGGLE INDIRECT VENTILATION COLORLESS GLASS
- 1702 PVC GOGGLE V/COLORLESS POLICY V/DIRETA
- 1750 MONOV RUBBER GOGGLE. COLORLESS V/DIRECT VISOR
- 1751 MONOV RUBBER GOGGLE. GREEN VISOR
- UVEX COLORLESS GOGGLE 9400 V/D XTR.S-370
- UVEX COLORLESS GOGGLE 9400 V/D XTR.S-375
FACIAL PROTECTORS
- POLICE FACIAL PROTECTION INCOL. LR 211X 20

- 2022 ACRYLIC FACIAL PROTECTION INCOL. 20X29.
- 2022/C POLICE FACIAL PROTECTION INCOL. 20X29.C/CREM
- 2040 WOVEN MESH FACIAL PROTECTION V/COLORLESS
- 2071 FACIAL PROTECTION WITH DEVICE FOR HELMET
- 2080 FACIAL PROTECTION V/POLIC.INCOL. C/SLOT
- 2084/AL WOVEN MESH FACIAL PROTECTION W/SLOT
- R2000/04 ACRYLIC VISOR INCOL. 25X29 P/2025/A
- R2010/3 GREEN ACRYLIC VISOR 20X29 P/2032
- R2084/1 WOVEN MESH VISOR
- 2090 ANTI-DEFRAGATION MASK FOR ELECTRICIAN
WELDING MASKS
- 2720 POLYESTER V/MOBILE MASK WITH HARNESS

- 2750 THERMOPLAST MASK. V/FIXED W/HARNESS
- 2750 WELDING MASK WITH HANDLE
- 2760 THERMOPLAST MASK. V/MOBILE W/HARNESS
- 2781 THERMOPLAST MASK. V/FIXED WITH HANDLE
- SP-401812 "SPEEDGLAS" 9000F C/V.LATERAL MASK
- SP-408111 "SPEEDGLAS" UTILITY MASK
FILTERING GLASS FOR MASKS AND GOGGLES
- 2915 GLASSOPHTAL.GREEN DIN4 50MM PAIR

- 2955 POLYCARBONATE INCOL. RECTANG. 105X50MM
- 2962 GLASSOPHTAL.GREEN DIN8 RECT. 105X50.
SKULL PROTECTION

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- 3000/A SECURITY HELMET YELLOW JOCKEY POLYESTER
- 3000/B SECURITY HELMET WHITE JOCKEY POLYESTER
- 3000/BM MASK WITH CHIN GUARD FOR HELMETS
- 3100/B SECURITY HELMET WHITE MINING POLYESTER
- 3200/A SECURITY HELMET P/YELLOW FIREFIGHTER
- COMAHUE HELMET VARIOUS COLORS
- LR POLYAMIDE ABS HELMET WITH NECK PRESS HARNESS
- LR POLYAMIDE ABC HELMET WITH HARNESS ZIPPER ADJUSTMENT
AUDITIVE PROTECTORS
- 4005 PROT. SWEET SOUND HEARING (MEDIUM ATTENUATION) CUP TYPE

- 4006 PROT. SWEET SOUND HEARING (HIGH ATTENUATION) CUP TYPE
- PROT. HEARING CUP TYPE (COMMON)
- 4015 PROT. HEARING FOR HELMET (HALF DIMMING)
- 4016 PROT. HEARING P/HELMET (HIGH ATTENUATION)
- PROT. AUDITIVE 1261 "3M" S/CORDEL
- PROT. AUDITIVE 1271 "3M" C/CORDEL
- PROT. SAYLENS HEARING CORDEL WITH BOX
- 4070 PROT. AUDITIVE "SOFTNESS" C/CORDEL 1110 "3M"
- PROT. HEARING EAR WITH QUANTUM TRIALETED CORD
- ASK FOR OTHER MODELS AND/OR BRANDS
RESPIRATORY PROTECTION / MASKS AGAINST PARTICLES
- MASK AGAINST PARTICLES 3M 8512 N 95

- 3M 9310 MASK ALL MODELS
- MASK AGAINST PARTICLES 3M 8210 N 95 ALL MODELS
RESPIRATORY PROTECTORS DEP. FROM THE ENVIRONMENT
- 5100 RUBBER RESPIRATOR FOR DUST AND GASES

- 5250 "COMFOS I" CVN RESPIRATOR WITHOUT FILTER
- 5250/5305 "COMFOS I" CVN RESPIRATOR W/P2 FILTER
- 5305 90 CC FILTER FOR DUST AND MIST
- 5309 FILTER 90 CC.P/PINT.VAP.ORG. POWDER
- 5310 FILTER 140 CC. P/FUMIGATION AND PESTICIDES
- 5311 FILTER 140 CC. P/GASES AND ACID VAPORS
- 5320 "COMFOS II" RESPIRATOR WITHOUT FILTER
- 5320/5305 "COMFOS II" CVN RESPIRATOR W/P2 FILTER
- 5320/5309 "COMFOS II" CVN RESPIRATOR W/FILTER A1-P1
- 5350 HALF MASK WITH GOGGLE FOR GASES AND STEAM
- 5360 ANS. BIFILTER WITH TYVEK HOOD AND VISOR
- 5361 ANS. BIFILTER WITH TYVEK QC HOOD AND VISO
- 5510 BLACK PANORAMIC MASK WITHOUT FILTER
- 5540 PHASE I PANORAMIC MASK ANTI-WEATHER VISOR.
- 5550 PANOR MASK. PHASE II ANTI-TIME BIFILTER
- 5600 350 CC.P/GASES AND VAP FILTER. ORGANIC - ACIDS
- 5700 CORRUGATED PIPE WITH PLASTIC COUPLINGS
- R5100/0 FINE DUST FILTER
- R5100/1 80 CC.P/GAS FILTER WITH INHAL VALVE

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- R5100/5 DUST PRE-FILTER (100 UNITS)
- SGE-400 PANORAMIC MASK SILICONE BODY
REMOTE BREATHING EQUIPMENT
- 7020 MANUAL FAN WITH 2 OUTPUTS

- 7020/7030 COMB. FAN 2 ENGINES 220 AND MANUAL
- 7030 FAN WITH 2 MOTORS 220 VOLT
- 7050 MANG. RIGID PVC X 8 MTS WITH PLAST COUPLINGS.
- 7500/7510 AIR FILTER 5000 CC. WITH CYCLONE
- 7510 AUTOMATIC CYCLONE FILTER
- 7515 AUT. CYCLONE FILTER W/PRESSURE NETWORK
- 7600 ON-DEMAND REDUCING WAIST VALVE
- 7650 WAIST VALVE REG. CONSTANT FLOW
- 7670 HIGH PRESSURE REDUCER WITH 1 MANOMETER
- 7671 HIGH PRESSURE REDUCER 1 MANOM. AND FLOW
- 7675 HIGH PRESSURE NETWORK 1 MANOM. AND FLOW
- 7680 6 M3 COMPRESSED AIR CYLINDER
- 7685 HOSE FOR REMOTE EQUIPMENT 12.5 MTS
- 7686 HOSE FOR REMOTE EQUIPMENT 25 MTS
- 7700 SELF AIR CONDITIONER
FIRST AID / FIRST AID KITS
- FOLDING STRETCHER
- MANUAL RESUSCITATOR
- LARGE HANGING FIRST AID KIT MEASUREMENTS: 300X140X400 (WITHOUT CONTENTS)
- MEDIUM HANGING FIRST AID KIT (WITH SHELF AND CLOSURE WITH CONTENTS)
- 1ST AID KIT TYPE SHEET SUITCASE MEASUREMENTS: 265X150X80
ERGONOMIC PRODUCTS / LUMBAR PROTECTION

LUMBAR SAFETY PROTECTOR LARGE SIZE WITH HANDLES ALL SIZES
LUMBAR SAFETY PROTECTOR 4 STAINLESS STEEL WHALES ALL SIZES
AUTONOMOUS TEAMS
EMERGENCY SHOWERS AND EYEWASHES

- 7160 EXA PAK AUTONOMOUS EQUIPMENT STEEL CYLINDER
- 7170 EXA PAK AUTONOMOUS EQUIPMENT ALUMINUM CYLINDER
- MINI EXHAUST EQUIPMENT AUTONOMY 10 MINUTES
- BANK EQUIPMENT WITH 800 LTS CYLINDER.
- 800 LTS STEEL CYLINDER. WITH VALVE
- ALUMINUM CYLINDER 1270 LTS. WITH VALVE AND MANOMETER
- 185 LTS CYLINDER. WITH LH67 VALVE
- SHOWER AND EYEWASH MANUAL ACTION
- EMERGENCY SHOWER
- MANUAL ACTION EYEWASH
* Avda. Balbín 1610 - San Martín - Buenos Aires – Argentina

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Tel.: (011) 4 753-7846 e-mail: info@eram.com.ar
WORKWEAR
FIREPROOF CLOTHING
- FIREPROOF PANTS
- FIREPROOF SHIRT
- FIREPROOF ROMELOUGH
- PREVIOUS IDEM IN NOMEX III * CONSULT
ALUMINIZED CLOTHING
- ALUMINIZED PANTS
- ALUMINIZED JACKET
- ALUMINIZED SUIT
WORKWEAR
- APPROVED GRAFA PANTS COLORS: BLUE/BEIGE/GREEN/NAVY BLUE

- APPROVED GRAFA SHIRT COLORS: BLUE/BEIGE/GREEN/NAVY BLUE
- APPROVED GRAFA PANTS ORANGE COLOR
- APPROVED GRAFA SHIRT ORANGE COLOR
- GRAFA PANTS BRAND "OMBU" COLORS: BLUE/BEIGE/GREEN/NAVY BLUE
- "OMBU" BRAND GRAFA SHIRT COLORS: BLUE/BEIGE/GREEN/NAVY BLUE
- COTTON PANTS "BILLY" MODEL / BLUE AND BEIGE COLOR
- COTTON SHIRT "BILLY" MODEL / BLUE AND BEIGE COLOR
- GRAFA COTTON AND POLYESTER NAUTICAL PANTS IN VARIOUS COLORS
- BLUE / BEIGE GRAFFA COTTON AND POLYESTER PANTS
- BLUE / BEIGE GRAFFA COTTON AND POLYESTER SHIRT

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- APPROVED ROMPER VARIOUS COLORS
- APPROVED ROMPER ORANGE COLOR
- COTTON ROMPER "BILLY" MODEL BLUE COLOR
- WORK ROMPER WITHOUT REGISTRATION
- TYVEK ROMPER
- GRAFA COTTON AND POLYESTER OVERSIZE FOR MEN'S VARIOUS COLORS
- GRAFA COTTON AND POLYESTER DUST OVERALL FOR LADIES VARIOUS COLORS
- JEAN 5 POCKETS 14 ½ OZ STONE WASH
- JEAN SHIRT
- VARIOUS COLOR DRESS PANTS
- LIGHT BLUE DRESS SHIRT
- COTTON T-SHIRT VARIOUS COLORS
- "FIERRO" BRAND FIELD BOMB VARIOUS COLORS
WATERPROOF CLOTHING
- 3 PIECE REINFORCED PVC SUIT

- STANDARD PVC SUIT 2 PIECES
- REINFORCED PVC LAYER 2 PIECES
- STANDARD PVC LAYER
- SIZES: L/XL/XXL/XXXL * COLORS: BLUE/YELLOW/MILITARY GREEN
- DISPOSABLE CLOTHING
- SHOE COVER
- COPING
- COAT
- AMBO
- MASK
APRONS
- SKINNING APRON WITH REINFORCEMENT

- STANDARD SKINNING APRON
- SKILLING APRON WITH LEAD REINFORCEMENT
- SKINNING APRON WITH LEAD RUBBER REINFORCEMENT
- NON-TOXIC PVC APRON WHITE COLOR 0.75 X 1.20CM
- PVC APRON
- JEAN AND CANVAS APRON
- ASBESTOS APRON
* ASK FOR OTHER MODELS AND/OR BRANDS
WHITE CLOTHES
- APPROVED GRAFA PANTS WHITE COLOR

- APPROVED GRAFA SHIRT WHITE COLOR
- WHITE DRESS SHIRT
- COTTON AND POLYESTER GRAFA JACKET WITH MAO COLLAR SHORT SLEEVES WHITE
COLOR
- COTTON AND POLYESTER GRAFA JACKET WITH MAO COLLAR LONG SLEEVES WHITE
COLOR

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- GRAFA COTTON AND POLYESTER OVERSIZE FOR MEN'S WHITE COLOR
- GRAFA COTTON AND POLYESTER DUST OVERALL FOR LADIES WHITE COLOR
- WHITE COTTON AND POLYESTER NAUTICAL PANTS
- 100% COTTON PAJAMAS PANTS WHITE COLOR
- WHITE T-SHIRT 100% COTTON WHITE COLOR
- COTTON BUTCHER SACK SHORT SLEEVES WHITE COLOR
- COTTON SAILOR - INTERNAL POCKET LONG SLEEVE WHITE COLOR
- COAT JACKET FOR REFRIGERATORS WITH REMOVABLE HOOD/200 GR WADDING.
WHITE COLOR
- COAT VEST FOR REFRIGERATORS WADDING 150 GRS.
WARM CLOTHING
- FRILLED COTTON SWEATSHIRT VARIOUS COLORS

- THERMAL ROMPER / WADDING 200 GRS.
- TRUCKERS FABRIC JACKET / REMOVABLE HOOD WITH CLOSURE / 200 GR WADDING.
- ACQUA STOP FABRIC JACKET / HOOD INTEGRATED TO THE NECK / 200 GR WADDING.
- THERMAL VEST / WADDING OF 150 GRS.
- THERMAL PANTS / 200 GR WADDING.
PRINTS
- POCKET GRILLE
- BACK GRILLE
- POCKET PRINT
- BACK PRINT
* Avda. Balbín 1610 - San Martín - Buenos Aires - Argentina

Tel: (011) 4 753-7846 e-mail: info@eram.com.ar
Link address: http://www.eram.com.ar/elementosdeproteccion.htm

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READING 11: Concept of Prevention
ACCIDENTS – PREVENTION
The accident rate in our country, unfortunately, continues to be one of the “unfinished business” that
we all have; Every year, countless work accidents continue to occur, with what this entails.
First of all, personal misfortune. The loss of human life cannot be compensated for by anything.
Disabilities caused by work accidents are also a tragedy for many people and their families.
There is also a second aspect to this problem and it is economic. Thousands of hours of work lost
due to workplace accidents. This causes, among other things, that the competitiveness of
companies decreases. We make a great business effort that, in part, is lost, not to mention the
sanctions applicable for non-compliance with current regulations.
The concepts of occupational risk prevention

One of the significant aspects in the company, in relation to people, is that they can carry out their
activity in the best conditions. Therefore, something that the company manager must keep in mind
is the prevention of risks that may occur in the development of the activity.
Measures to protect employees

The Prevention Law identifies the employer as the great actor and driving
force of prevention in the company. In fact, there is a section in the Law that
describes the obligations of the employer, which, by the way, are many in
relation to those established for the worker.
The emergency plan

The emergency plan is one of the derived obligations established by the
Prevention Law with respect to the employer. Regardless of the sector and
size of the company, everyone should have it.
It is, likewise, one of the tools that the head of the company uses to protect
its employees from the risks they may run.
Know the risks to avoid accidents

The General Social Security Law defines the concept of a work accident as
follows: “any bodily injury that the worker suffers on the occasion or as a
result of the work carried out for another person.”

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ergonomics
The Prevention Law understands that health damage also includes
“pathologies caused or enhanced by repeated or continued physical or
mental efforts made in the exercise of work.” The manifestations of this
damage can be pain of various kinds, mobility restrictions, etc. The causes
may have to do with inadequate posture, insufficient rest, etc.
a. And what does it mean…
Temporary disability
Total permanent disability
Absolute permanent disability
• Permanent partial disability
• Permanent non-disabling injuries
• Great disability
Prevention of occupational hazards

b. The concepts
“One of the significant aspects in the company, in relation to people, is that they can
carry out their activity in the best conditions. Therefore, something that the company
manager must keep in mind is the prevention of risks that may occur in the development of
the activity." (Fernando A. Rivero. Tatum, commercial and marketing consulting www.tatum.es
)
PREVENTION: “Prevention will be understood as the set of activities or measures adopted or
planned in all phases of the company's activity in order to avoid or reduce the risks derived from
work.”
As we can see, within the definition of prevention, the concept of occupational risk is included:
“possibility of a worker suffering a certain harm derived from work.”
Other concepts can be incorporated into the prevention framework such as:
• Work accident: “any bodily injury that the worker suffers as a result of or as a result of the
work he or she performs as an employee.”
This as a general concept to form the idea of a work accident. In our case we must take
the DEFINITION PROVIDED BY ART 6 OF THE WORK RISK LAW-24557: “EVERY SUDDEN AND
VIOLENT EXTERNAL EVENT PRODUCED ON THE OCCASION OF THE

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EDUCATIO
; - to 3 me N
DISTRIBU
TED
WORK OR BY THE FACT OF IT, INCLUDING IN THE CONCEPT WHAT IS OCCURRED ON THE
JOURNEY FROM WORK TO AND BACK TO HOME AND VICE VERSE.”
• Professional illness: “that contracted as a result of work carried out as an employee in the
activities that are specified in the table approved by the provisions and development of this law
and that are caused by the action of the elements or substance that in "This table is indicated for
each occupational disease."
Unlike an accident, it is a slow, progressive evolutionary process, which must recognize as a risk
factor, an element or derived process with a cause-effect link to the work environment, a
disability and that it is a direct consequence of the risk factor; added to the time of exposure to
the risk factor.
OTHER CONCEPTS:
• Personal protective equipment: any instrument worn or held by the worker to protect him or
her from the risk of suffering an accident (for example, headgear, hearing protection, etc.)
• Safety and hygiene at work: it is an expression synonymous with prevention of occupational
risks. Used very frequently before the Prevention Law of 1995.
• Occupational health: in general it is used as a synonym for prevention of occupational risks.
Specifically, it refers to the health aspects of occupational risk prevention.
There are several organizational forms of prevention in the company depending on its
size and the activity it carries out; The entrepreneur can:
• personally assume preventive tasks,
• designate one or more workers to carry them out,
• establish its own prevention service or
• have an external prevention service.
If the employer personally assumes preventive tasks, a series of requirements must be
met:
• That it complies with the Law on Hygiene and Safety at Work and the processes it imposes.
Law 19587, decrees and annexes.
• Respect the provisions of the Occupational Risk Law, law 24557.
• You must usually be in the workplace.
• Must be properly trained.
• You must meet with specialized advisors such as: a) The Hygiene and Safety Engineer and b)
The Occupational Doctor.
c. Prevention plan
To implement a Prevention Plan in the company, the first thing to do is identify the possible
occupational risks that we may have in our company. To do this, what we can do is:
• Identify hazards: what can go wrong?
• Determine who could be injured and how seriously, including workers, contractors, and the
general public.

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• Decide what the probability is of it occurring.

• Decide how these risks can be eliminated or reduced: can facilities, working methods,
equipment or training be improved?
• Establish priorities for action, based on the dimension of the risk, the number of people
affected.
• Develop control measures.
• Carry out periodic reviews to verify that control measures are applied.
• Include consultations with workers during the process and provide them with information on
the results of the risk assessment.
Once this is done, we must carry out actions , for which we must have all the documentation:
• Adopt a set of preventive actions to eliminate and/or control the identified risks.
• Carry out an Operational Control of the measures adopted.
• Integrate Preventive Action Planning transversally into company management.
• Train workers in preventive matters.
• Monitor the health of workers appropriately depending on the task they perform.
• Develop actions in emergency situations.

1. Measures to protect employees
The aforementioned laws identify the employer as the great actor and driving force of prevention in
the company.
“In fact, there is a section in the Law that describes the obligations of the employer, which,
by the way, are many in relation to those established for the worker.” (Fernando A. Rivero.
Tatum, commercial and marketing consulting www.tatum.es )
The person in charge of the company is the center on which the entire resolution of these situations
must pivot.
In fact, the Prevention Law establishes this, by identifying the businessman as almost completely
responsible for the safety of his company. However, it is the job of everyone, business owners and
workers, to become aware of the importance of implementing all the tools that allow accidents to be
prevented.
It is not about the existence, for example, of a protective helmet, which obviously must exist if
necessary. A good approach requires, in relation to the helmet example, 3 elements:
• That there is sensitivity about the need to have a protective helmet.
• Have a protective helmet.
• Use the protective helmet.

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The Law grants the employer some obligations in order to protect employees:
• Risk assessment: “a process aimed at estimating the magnitude of those risks that could not be
avoided, obtaining the necessary information so that the employer is in a position to make an
appropriate decision on the need to adopt preventive measures and, in such case, on "the type of
preventive measures that should be adopted."
• Plan prevention: after risk assessment, the necessary preventive measures must be taken
(through human and material means) to combat the risks.
• Provide work equipment and means of protection: “the employer must not allow any worker
without preparation and training to use dangerous machinery, or carry out maintenance work.”
• Inform: the employer must inform the workers and their representatives of the possible risks that
exist in the development of the activity.
• Train: all employees must receive sufficient theoretical and practical training on occupational risk
prevention.
• Health surveillance: “the employer will guarantee the workers at his service the periodic
monitoring of their health status based on the risks inherent to the work.” This “health evaluation” or
medical examination must have the approval of the worker (because it is a voluntary act for
him/her), unless it is established for companies with risk of occupational disease (in this case the
medical examination is mandatory).
• Adopt emergency measures: “emergency” is defined as a foreseeable event, although
exceptional and extraordinary, that can generate a situation of serious danger for the worker or
person outside the company but who is on its premises. ---------------------------------------------
1. The emergency plan
“The emergency plan is one of the derived obligations established by the Prevention Law
with respect to the entrepreneur. Regardless of the sector and size of the company, all of
them must have it. It is, likewise, one of the tools that the person in charge of the company
uses to protect their employees from the risks they may run.” (Fernando A. Rivero. Tatum,
commercial and marketing consulting www.tatum.es ) .
The emergency plan is a "living" document, which identifies possible situations that require
immediate and organized action by a specially informed and trained group of people, in the event of
a serious event that could lead to consequences classified as a disaster.
Every company must develop an Emergency Plan that takes into account four specific actions :
• Fire prevention and extinguishing
• First aid measures
• Designation of personnel in charge of putting these measures into practice
• Personnel evacuation
The emergency plan must be recorded in writing in 4 documents.
1. Risk assessment

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Elements such as:

• Company location
• Access situation
• Situation of external protective means
• Activities carried out in the company building
• The maximum number of people to evacuate
• The fire risk of each area
• Situation plan for firefighters
2. Protection means
This section must include aspects such as:
• Inventory of technical and human means for self-protection
• Building's plan
3. Emergency plan
It contains elements of the following type:
• Classification of emergencies (“initiated”, “partial” or “general”)
• Detection and alarm actions that put the necessary equipment into operation
• Human emergency team, specially trained for prevention
4. Implantation
This section must set out the set of measures necessary to guarantee the effectiveness of the plan,
including the specification of carrying out, at least once a year, a general emergency drill.
As we have seen, there are many ramifications that prevention has in the company. The person
responsible for it must be aware of the importance of implementing all the measures regulated in
the Law, among other things because the legal document establishes strong sanctions if they are
not complied with.
Workplace accidents occur in all sectors and do not refer only to large accidents or high-risk
sectors, we can think of mishaps such as slips and trips, falls, falling objects or incidents with sharp
and hot objects, which can happen in your own company. Let us not forget that the risks of
accidents are greater among the staff of small and medium-sized companies; many of these
problems can be prevented through proper management.

1. Know the risks to avoid accidents
Knowing the risks that may be related to the development of our activities allows the company
manager to improve and optimize the work environment.
Paying attention to prevention can mean, in addition to employee well-being, increasing the
company's degree of competitiveness. Workplace accidents can lead to

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important personal misfortunes and business costs that reduce the room for maneuver available to
the person in charge of the company.
2. Risk prevention at work

From the point of view of occupational risk management, prevention in the field of office work
involves taking into account four types of matters:
1. Design of facilities (premises, air conditioning, lighting and acoustic conditioning). This aspect
ensures having correct environmental conditions, complying with the minimum requirements in
terms of hygiene and safety.
2. Selection of the equipment to be purchased (chairs and work tables, computer equipment,
programs, etc.).
For example, with furniture, compliance with minimum ergonomic quality requirements makes it
possible to prevent a good part of the postural discomfort so common in offices.
3. Organization of tasks , avoiding work systems that lead to situations of stress or demotivation
at work.
4. Training and information of workers . This aspect is especially important, it is of little use to
have good equipment if the user does not know how to adjust the furniture they use or lacks
information about the importance of certain work habits.
3. Accident statistics
The collection of information on accidents that actually occur is one of the work tools available to
the person responsible for the company.
Studies and surveys on accidents are periodically published ( www.mtas.es ) in which, among other
elements, the situations that led to the accident occurring are described. As can be assumed, this
information allows us to identify those risk elements that are most present and, therefore, facilitates
the work of trying to neutralize them.
There are several benchmarks that can be taken into consideration:
• Frequency: Indicates the number of accidents that have occurred in a given work period. This
index allows us to know the “quantity” of accidents.
• Severity: The severity of the accident rate is calculated taking as reference the work days lost
due to the accidents that occurred.
• Average duration: Indicates the average sick leave time caused by each accident.
Furthermore, the employer has the obligation to prepare and keep at the disposal of the Labor
Authority the following documentation related to preventive activities:
• List of accidents and occupational diseases that have caused the worker a work disability
of more than one day of work. Through this record, analyzes and studies can be carried out to
determine the most important factors of the accident rate existing in the company.
• The accident record must contain data on: the form of the accident, the material agent, the
nature of the injury and its location.
http://www.microsoft.com/spain/empresas/guia_prevencion/evitar_accidentes.mspx

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READING 12: First Aid
First aid
Primary evaluation and basic life support (Part 01)
Editor: José Luis Moliné Marco ATS
NATIONAL CENTER FOR WORKING CONDITIONS
INTRODUCTION AND OBJECTIVE
Rapid action in the event of an accident can save a person's life or prevent possible injuries from
worsening.
By MEDICAL EMERGENCY we understand that situation in which the lack of medical assistance
will cause the death of the injured party in very few minutes.
The brain is the most delicate organ available to the human being.
The lack of oxygen will cause, in a short time, irreversible injuries, resulting in death within 8 - 10
minutes.
Therefore, any cardiorespiratory arrest (failure of cardiac and respiratory functions, with the
consequent inability to deliver oxygenated blood to the cells) is a situation of maximum emergency
since the patient's life will depend on the immediate treatment.
SEQUENCE OF ACTION IN THE EVENT OF AN ACCIDENT
In any accident we must ACTIVATE THE EMERGENCY SYSTEM.

To do this, we will remember the word PAS, which is made up of the initials of three sequential
actions to begin caring for the injured person:
• The P of PROTECT: Before acting, we must be sure that both the
accidented as we ourselves are out of all danger.
• For example, we will not attend to an electrocuted person without first disconnecting the power.
cause of the accident, otherwise we would get into an accident too.
• The A. NOTIFY: Whenever possible we will notify the health services
(doctor, ambulance...) of the existence of the accident, and thus we will activate the
Emergency System, to immediately begin to help while waiting for help.
• The S for HELP: Once we have PROTECTED AND WARNED, we will proceed to
act on the injured person, carrying out the Primary Evaluation or what is the same:
recognizing his vital signs (table 1): A) Consciousness, B) Respiration and C) Pulse, always
in this order. Once the presence of consciousness or breathing is confirmed, the Secondary
Evaluation will begin, or what is the same: the recognition of non-vital signs.

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First aid
BASIC LIFE SUPPORT TECHNIQUE
If the patient is unconscious and not breathing, his or her airways must be opened:
a. Remove possible foreign bodies from the mouth (loose teeth, chewing gum...)
b. Open airways (perform HYPEREXTENSION OF THE NECK).
If after having carried out operations a) and b) you still do not breathe, the following sequence of
operations will be carried out:
1. Tighten your forehead and hyperextend your neck WELL (forehead-chin maneuver).
2. Turn your hand away from your forehead and pinch your nose.
3. Place our lips around the patient's mouth, completely sealing their mouth with ours. START
MOUTH-MOUTH with 2 quick insufflations (fig. 4). There are other artificial ventilation techniques
such as MOUTH-NOSE (fig. 4a) or the MOUTH-STOMA (fig. 4b), depending on the problems
suffered by the injured party, such as people who have no teeth or people who have had
laryngectomies. However, the objective is to breathe air into the lungs and in order not to
complicate the Didactic Unit we will always talk about MOUTH-MOUTH (without forgetting the other
options).
4. Once the air has been insufflated, cardiac function must be checked through the CAROTID
PULSE. Once the above is done, there are two possibilities:
a. THERE IS A PULSE, BUT HE IS NOT BREATHING: Continue with MOUTH-MOUTH artificial
respiration and periodically check the existence of the PULSE (every minute or every 12
insufflations). In respiratory arrest the rate of insufflations is slow, 12 per minute and then check the
pulse.
b. NO PULSE: START EXTERNAL CARDIAC MASSAGE.

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EXTERNAL CARDIAC MASSAGE
It is necessary to perform it when the patient is unconscious, not breathing and has no pulse; Figure
5 indicates the position that the rescuer must adopt and the location of the chest compression point.
The sequence of operations to perform cardiac massage is as follows:
a. Place the patient on a hard surface.
b. Locate the lower third of the sternum and place the heel of our hand on it, two or three fingers
above the final tip of the sternum (xiphoid process). The other hand will be supported in the same
way on the one that contacts the chest.
c. It is very important not to put pressure on this process as this could cause significant internal
damage. With our fingers stretched and arms perpendicular to the point of contact with the sternum
(Fig. 6), we will exert direct compression on the thorax, causing it to depress about 4 or 5 cm. and
at a compression/relaxation rate = 1/1. It is important that the fingers do not touch the chest, in
order to avoid rib fractures.
d. Cardiac massage will always be accompanied by mouth-to-mouth breathing. Basic Life Support
will be provided with the following rhythm:
• 1 Lifeguard: 15 Compressions (cardiac massage) 2 Insufflations (mouth-to-mouth)

• 2 Lifeguards: 5 Compressions (cardiac massage). 1 Insufflation (mouth-to-mouth)
Fig. 5 Lifeguard position
All of these maneuvers are applicable to adults. Those used in infants and children vary depending
on the age or physical constitution of the child.

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Fig. 6 Location of the point of cardiac compression
First aid
BASIC LIFE SUPPORT IN BABIES AND CHILDREN
The procedure to follow is the same as in adults, according to algorithm No. 1, but with the following
variations (see table No. 2):
Opening No. of Spot Rhythm

SVB Ventilation insufflations Pulse of 1
of roads
method lifeguard compression
Mouth- lower 1/3 .e
Adult Normal mouth 0 12 Carol] deo 15x2
mouth-nose breastbone
Word-of-
mouth
Child Moderate
0 mouth- 20
Carotí deo,, ... 2
mouth v Middle line 15x2 or
U sternum 5x1 humeral
Very nose
Mouth- _ Middle line g. . 1
Baby mouth and 20 Humeral sternum 5X
slight
nose
Table 2 Differences in basic life support according to age

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You drink
1. The opening of the airways should be very slight.
2. Insufflations are done using the mouth-mouth and nose method (fig. 7).
3. The air insufflated must be what fits in the rescuer's mouth, not in his lungs.
4. The pulse is checked in the brachial artery, under the biceps muscle of the arm (fig. 7a).
5. If you are not breathing but you do have a pulse, the rate of breaths per minute is 20 (1
every three seconds).
6. The point of cardiac compression is in the middle of the sternum, a finger width below
the line that joins the two nipples (intermammillary).
7. Cardiac massage is performed with only two fingers of one hand and with enough force
to depress the sternum approximately 1.5 cm.
8. The Basic Life Support rhythm is always 5 compressions per 1 insufflation.
Fig. 7 mouth to mouth and nose

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Fig. 7a Checking the baby's pulse
Fig. 6 Location of the point of cardiac compression
Children
1. Airway opening should be moderate.
2. Insufflations are done using the mouth-mouth and nose or mouth-mouth method,
depending on the size of the child.
3. The air insufflated must be sufficient to elevate the chest of the injured person.
4. The pulse is checked in the brachial artery (under the biceps muscle of the arm) or in
the carotid artery, depending on the size of the child.
5. If you are not breathing but you do have a pulse, the rate of breaths per minute is 20 (1
every three seconds).
6. The point of cardiac compression is in the middle of the sternum, a finger width below
the line that joins the two nipples (intermammillary).

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7. Cardiac massage is performed with one hand (fig. 8) and with enough force to depress
the sternum approximately 3 cm.
8. The Basic Life Support rhythm with ONE lifeguard is 5 compressions per 1 insufflation
or 15 compressions per 2 insufflations, depending on the size of the child and depending on
the movement of the lifeguard to perform the technique.
If the lifeguard can do the cardiac and mouth-to-mouth massage without moving, the 5 x 1
is used, but if they have to move towards the child's mouth, the 15 x 2 is used.
Fig. 8 Cardiac massage in the child
CAUSES OF FAILURE IN BASIC LIFE SUPPORT
If when performing artificial ventilation you find that no air is entering, it is because:
1. The opening of the airways (hyperextension of the neck) is insufficient, placing the neck more
upward.
2. The injured person's nose has not been pinched.
3. Your mouth has not sealed well with that of the injured party.
4. You have blown in too much air and the stomach has dilated, in this case vomiting will occur.
If after carrying out these checks there is still no air entering, it means that there is a foreign body in
the respiratory tract, quickly apply the Heimlich Maneuver for an unconscious person (see algorithm
no. 1 of NTP-467 of 1997). Cardiac massage may be ineffective if:
1. The compression point is inadequate.
2. The rescuer's fingers touch the chest of the injured person.
3. The heel of the rescuer's hand separates from the chest of the injured person with each
compression.
4. The lifeguard's arms are not perpendicular to the support point.
5. The compression force is insufficient to cause the artificial pulse. You can check if a
second person verifies the existence of a pulse while performing the cardiac massage.

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Bibliography
1. SPANISH RED CROSS - Training course for Monitors 1988-89 Barcelona Provincial Lifeguard
School.
2. MOLINÉ MARCO, JL NTP-247. Cardiopulmonary resuscitation: first aid. National Institute of
Safety and Hygiene at Work. 1989.
3. CHAPEL TOMÁS, J. et al. Help me. Techniques to support immediate health care. Creu Roja to
Catalonia. Ed. Portic Salut Barcelona 1998.
4. PATRICIO, JF and MULERO, C. Lifeguard manual. Ed. Home of the Book. Christmas
collection. 1986 no. 78
5. XIMENEZ VICENTE, L. Emergencies in Medicine, Surgery and Specialties Madrid. 1986.
Volume 1
Link address: http://www.estrucplan.com.ar/producciones/entrega.asp?identrega=1025

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READING 13: Prevention in case of contaminants
By: DGS Haward Méndez H.
In almost 90% of hazmat operations, the application of basic decontamination procedures

(minimum two stations: buffer shampoo and final rinse) is indicated to guarantee the removal of
personnel from acute chemical contamination scenarios.
In a smaller percentage of emergency care with hazardous materials, the use of decontamination
processes with three and up to 18 contamination reduction stations is implemented.
Decontamination priorities:
For decontamination processes, it is necessary to address priorities
• Priority 1: initially to injured, rescued and chemically affected.

• Priority 2: Hazmat intervention operations personnel, for rotation of air cylinders or change
of personnel.
• Priority 3: to the decontamination personnel themselves.

• Priority 4: equipment, tools, appliances used in access, control and reduction operations.
Installation of pollution reduction corridors:
For the installation of decontamination reduction corridors, it is necessary that the corresponding
level of communication and authority be established between the Commander or CIE officer and
the Decontamination Coordinator. This allows establishing the site to locate and install the corridor,
depending on the emergency management conditions.
It also allows establishing the type, properties and risks of the product handled in the emergency,
the level of contamination risk acquired by the personnel and the technical protections, the level of
personal protection assigned to the intervention area, all of this to determine the degree, and
numbers of stations required for proper installation of the corridor(s) and designation of necessary
personnel.
These gradual reduction decontamination corridors are the only guarantee to separate remains of
products and/or chemical reactions that have been impregnated on people, penetration suits and/or
emergency control equipment. Every product has a general and specific decontamination
procedure assigned, which allows the decontamination processes to be managed according to the
chemical concentration variables of the product at the time of the emergency.
The establishment of decontamination corridors must be rapid and effective to ensure

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immediate support and support when the intervention units/personnel return from the contaminated
hot area. It may, after appropriate decontamination depending on the product; change cylinders,
personnel, suits, provide rehydration and basic paramedical care support to intervention personnel,
control equipment.
The basic equipment for corridors must be placed on the ground in the warm area, such as marked
plastic routes, mechanical or pressure cleaning utensils, containers containing soapy solutions or
buffers, specific inertizers or diluents as the case may be, use of containment containers for the
recovery of waste from the washing and rinsing process, decontamination and final disposal of
residual chemical waste from the area (remediation) according to the procedures indicated by the
company's environmental technical support staff.
Handling of injured contaminated chemicals affected:
In some cases we have heard about the way some chemical injuries have been handled (good or
bad) during hazardous materials emergencies.
However, if we do not take the corresponding measures according to the case, the contamination
problems of the hot area will be transferred to the safety zone, to the medical and/or support
personnel, to the ambulances and their equipment, to the medical care centers. industrial and
finally to community and/or private assistance centers.
Any affected person classified by the corresponding search pattern as chemically injured must be
rescued, stabilized and extricated by hazmat intervention operations personnel, decontaminated in
a reduction corridor by trained and trained hazmat personnel, and finally sent to a medical
specialist. company hazmat for initial evaluation and relevant basic treatment.
DECONTAMINATION METHODS
In decontamination processes we can classify them into two large groups: physical methods and
chemical methods.
As physical methods we can establish the mechanism of Absorption, Washing, Brushing and
Scrubbing, Vacuuming, Isolation and Disposal.
As chemical methods we can mention the mechanism of Adsorption, Neutralization, Chemical

Degradation, Solidification, Disinfection or Sterilization.
The purpose of decontamination methods is to carry out prevention through work practices to
minimize exposure and contact with a contaminant agent.
The Decontamination process sequence as a minimum requirement can be translated into several
stages: location and recovery of used equipment, complete washing and rinsing, removal of gloves,
rotation of breathing air cylinders, removal of protective suits, removal of self-contained equipment
and finally general body hygiene.
In a decontamination process, it is necessary to establish certain rules or parameters that allow the
contamination reduction and/or decontamination procedure to be developed within the time
established by the planning and within the greatest possible safety according to the

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nature of the emergency attended.
For these processes we establish decontamination or contamination reduction protocols to define

the bases for the development and deployment of the selected decontamination systems. It must
include the steps of Pre-Incident, Incident development and Post-Incident.
Decontamination Equipment
The minimum equipment required for a decontamination process depending on the nature and
complexity of the event and the number attended can vary from minimal protective equipment such
as disposable chemical suits for cleaning sanitation areas with mechanical air purifiers to fully
encapsulated line suits. of supplied air in hot areas with highly dangerous products.
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READING 14: Security Management
The note that constitutes this reading, constitutes a real evolution in the way of facing risks
at work, with direct influence on the processes in relation to personnel and a new vision of
improvement of human resources, which should be interesting to assimilate for your general
application. I recommend your reading.
HUMAN BEHAVIOR RISK MANAGEMENT:

A NEW CONCEPT
By Mario A. Canale
Buenos Aires, June 15, 2001
1. INTRODUCTION
a. Behavioral Risk Management , which I have translated as Human Behavior Risk
Management, is a concept currently in force particularly in the Anglo-Saxon world, which explains
something in some way already known by all Human Resources specialists: The behavior of the
people who make up a company. organization impacts its performance and results.
b. This concept ends up destroying the old idea that personal problems should stay at home and
that work problems should stay in the company. Today more than ever we know that the human
person is one and indivisible and that the problems and satisfactions of the work area influence the
personal and family area, and vice versa.
2. RISK FACTOR'S
Risk factors can be individual and organizational.
a. Individual risk factors:
They are those behaviors of employees and leaders of a company that potentially generate direct
or indirect losses for the company.
Some of the risk behaviors are:

• Distractions and lack of concentration on tasks, which can be a source of accidents and
errors.
• Absenteeism, repeated late arrivals, or departures earlier than the usual schedule, which
affects task productivity.
• Negligence or carelessness in complying with safety regulations, which can lead to
accidents for oneself or others, production defects, damage to equipment.
• Difficulties in communication or interpersonal relationships, which negatively affect the
performance of work teams and the work environment.

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• Moods adverse to the company, which can translate into possible labor lawsuits, damage to
equipment and facilities, rumors, poor treatment of clients and/or suppliers. It also
negatively influences the work environment.
• Alcohol or drug consumption, which can cause accidents, illnesses, absenteeism.
• Verbal violence, abuse and harassment, which generates stress in people who suffer this
type of behavior, can lead to the alienation of good employees with the consequent
replacement costs, absenteeism, and illnesses.
• The causes of these behaviors may be due to personal, family, social, or organizational
aspects when organizational risk factors exist.
b. Organizational risk factors:
It refers to certain characteristics that an organization may have that generate risk behaviors in its
personnel. Example of these:
• Lack of occupational hygiene and safety policies
• Stress-generating leadership styles
• Unfavorable environmental conditions for the normal and productive development of tasks
• Lack of Human Resources policies that support staff in their work difficulties
• Poor communication policies
• Lack of personnel recruitment policies.
• These organizational risk factors are enhanced in situations of change such as
reorganizations, mergers, personnel reductions, or others.
3. RISK MANAGEMENT
Managing risks means taking actions to i) reduce internal risk factors in the company and ii) provide
personnel with benefits and services that help them adequately manage individual risk factors.
a. Reduction of organizational risk factors
Many companies have made considerable progress in this aspect: Implementation of personnel
selection and training policies, security standards and compliance audits, clear and adequate
communication policies, training in participatory leadership styles, creation of self-managed teams,
and other measures that tend to create safer and more satisfactory conditions.
b. Provision of services and benefits to staff
Today there are services that companies provide to their employees, which aim to avoid some of
these risks. We can cite some medical or healthy living promotion programs that decisively reduce
absenteeism rates, programs for learning communication and teamwork skills, in order to improve
interpersonal ties and improve the performance of work groups, courses about Stress
Management, etc.
Behavioral Risk Management is a concept that allows these services, which until now have been
taken in isolation, to be brought together within a unifying concept that will allow evaluating the

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impact of each of them, complement them and establish priorities. This concept can be reflected in
an explicit function together with the other traditional functions of the Human Resources area.
A consequence of this concept is that in the United States and the United Kingdom, other types of
services have been taking shape, little known in our country, whose purpose is to prevent, help,
correct and resolve problems that affect the human behavior of the employees of a company.
company, in order to keep them in optimal conditions of concentration and dedication to their work.
I am referring specifically to the EAP - Employee Assistance Programme , which I have
translated as Employee Assistance Programs , and Assistance in Critical Incidents.
4. EAP - EMPLOYEE ASSISTANCE PROGRAMME or Employee Assistance Programs.

a. This service aims to help employees, including their families, resolve problems that may worry
them and, therefore, generate risky behavior in their workplace.
b. The problems that an EAP addresses are increasingly broader. At first it referred to problems
linked to the intake of alcohol and drugs, but over time it included normal emotional problems, legal,
economic and financial orientation problems, linked to elderly parents and minor children, problems
of expatriates and their families, specific problems of managers and other managers with personnel
in charge on issues related to relationships with their personnel, etc.
c. This program is executed through a telephone and personal guidance and support service by
trained professionals (Counselors, psychologists, lawyers, professionals in Economic Sciences,
and others) to listen, clarify and guide in the resolution of the problems raised.
d. The EAP works at both a preventive and resolution level. When an employee or their family
member contacts the EAP service provided by the company in which they work by telephone or in
person, they are making preventive use. This means that you are initiating an action that is
intended to receive help that allows you to solve or manage a problem. If this personal problem is
not attended to, a risk situation is generated in the company, which means having an employee
who is distracted, worried, in a bad mood, and in general with a lower capacity for dedication to
their work.
e. A remedial use is when a boss or manager refers to the EAP service an employee who displays
behaviors that negatively affect, actually or potentially, their productivity, the functioning of their
work group or the work environment.
f. There is research in the United States that demonstrates a positive return on the investment
made in an EAP. (1)
(1) For information on this, visit the EAPA (Association of EAP Professionals) website www.EAP-
Association.org
5. ATTENTION IN CRITICAL INCIDENTS

It consists of interventions carried out by counselors or psychologists to people who have been
affected by traumatic events in the scope of their work, such as armed robberies, accidents with
physical harm to an employee, suicide of an employee, and any other incident that could trigger the
so-called post-traumatic stress. These early interventions are intended to make it easier for
employees involved in the critical incident to process
emotional recovery from the event, and a prompt emotional recovery from it, thus avoiding or
minimizing the impact on work productivity.

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6. CONCLUSION
These times when it is often said that "the people who make up a company are the ones that make
the difference" formalizing this concept and installing it in companies is one more means to develop
and optimize the human resources of organizations and make them more competitive.
Information about the author of this article:

Mario A. Canale is a Public Accountant and Psychological Consultant (Counselor), a teacher
specializing in Labor Counseling and Interview Counseling. He is Director of the firm ICAS
ARGENTINA, a local subsidiary of ICAS INTERNATIONAL, a British company specialized in
providing EAP services to organizations.
Link address: http://www.icasarg.com/editoriales_003.php

Hygiene
READING 15: Hygiene and Safety Law 19587 and its
annexes
HYGIENE AND SAFETY AT WORK LAW
LAW Nº 19,587
Bs. As., 4/21/72
IN use of the powers conferred by article 5 of the Statute of the Argentine Revolution,
THE PRESIDENT OF THE ARGENTINE NATION SANCTIONS AND ENACTS WITH THE FORCE
OF LAW:
Article 1 – Hygiene and safety conditions at work will comply, throughout the territory of the
Republic, with the standards of this law and the regulations that are subsequently issued.
Its provisions will apply to all establishments and operations, whether for-profit or non-profit,
regardless of the economic nature of the activities, the environment in which they are carried out, the
nature of the centers and jobs and the nature of the machinery. elements, devices or procedures that
are used or adopted.
Art. 2nd — For the purposes of this law, the terms "establishment", "operation", "work center" or
"work position" designate any place intended for the performance or where tasks of any kind or
nature are carried out with the presence permanent, circumstantial, transitory or eventual property of
natural persons and to the warehouses and attached premises of all types in which they must remain
or to those who assist or attend due to the fact or on the occasion of the work or with the express or
tacit consent of the principal. The term employer designates the person, natural or legal, private or
public, who uses the activity of one or more people under a contract or employment relationship.
Art. 3rd — When the provision of work is carried out by third parties, in establishments, centers or
workplaces of the main provider or with machinery, elements or devices supplied by him, he will be
jointly responsible for compliance with the provisions of this law.
Art. 4th — Hygiene and safety at work will include technical standards and sanitary, precautionary,
protective or any other measures that are intended to:
a) protect the life, preserve and maintain the psychophysical integrity of workers;
b) prevent, reduce, eliminate or isolate risks in different centers or workplaces;
c) stimulate and develop a positive attitude regarding the prevention of accidents or illnesses that
may arise from work activity.
Art. 5th — For the purposes of applying this law, the following principles and methods of execution
are considered basic:
a) creation of hygiene and safety services at work, and occupational medicine of a preventive and
care nature;
b) gradual institutionalization of a system of regulations, general or particular, taking into account
environmental conditions or ecological factors and the incidence of risk areas or factors;
c) sectoralization of regulations based on branches of activity, professional specialties and size of
companies;

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d) distinction for all purposes of this law between normal, painful, risky activities or activities that
lead to premature old age or exhaustion and/or those carried out in unhealthy places or
environments;
e) standardization of the terms used in hygiene and safety, establishing specific and uniform
definitions for the classification of accidents, injuries and illnesses at work;
f) investigation of the determining factors of work-related accidents and illnesses, especially
physical, physiological and psychological ones;
g) production and centralization of standardized statistics on occupational accidents and diseases
as background for the study of the determining causes and methods of prevention;
h) study and adoption of measures to protect the health and life of the worker in the scope of their
occupations, especially with regard to services provided in arduous, risky or determining tasks of
premature old age or exhaustion and/or those carried out in places or unhealthy environments;
i) application of correction techniques to work environments in cases where the levels of offending
elements, harmful to health, are permanent during the work day;
j) establishment of guiding principles regarding the selection and hiring of personnel based on the
risks to which the respective tasks, operations and professional crafts give rise;
k) determination of minimum hygiene and safety conditions to authorize the operation of companies
or establishments;
l) adoption and application, through the competent authority, of the appropriate and updated
scientific and technical means that meet the objectives of this law;
m) participation in all hygiene and safety programs of specialized institutions, public and private, and
of professional associations of employers, and of workers with union status;
n) observance of international recommendations as they adapt to the characteristics of the country
and ratification, under the conditions provided above, of the international conventions on the matter;
ñ) dissemination and publicity of prevention recommendations and techniques that are universally
advisable or appropriate;
o) carrying out pre-occupational and periodic medical examinations, according to the standards
established in the respective regulations.
Art. 6º The regulations of the hygiene conditions of the work environments must primarily consider:
a) design characteristics of industrial plants, establishments, premises, centers and jobs,
machinery, equipment and procedures followed at work;
b) physical factors: cubage, ventilation, temperature, thermal load, pressure, humidity, lighting,
noise, vibrations and ionizing radiation;
c) environmental pollution: physical and/or chemical and biological agents;
d) industrial effluents.
Art. 7th — The regulations of safety conditions at work must primarily consider:
a) installations, artifacts and accessories; supplies and tools: location and conservation;
b) protection of machines, facilities and artifacts;
Subject: Occupational Safety and -2-

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c) electrical installations;
d) personal protective equipment for workers;
e) prevention of work accidents and work-related illnesses;
f) identification and labeling of harmful substances and marking of dangerous and particularly
dangerous places;
g) prevention and protection against fires and any type of accidents.
Art. 8th — Every employer must adopt and implement appropriate hygiene and safety measures to
protect the life and integrity of workers, especially regarding:
a) to the construction, adaptation, installation and equipment of buildings and workplaces in
adequate environmental and sanitary conditions;
b) to the placement and maintenance of guards and protectors for machinery and all types of
facilities, with the hygiene and safety devices that the best technique advises;
c) to the supply and maintenance of personal protective equipment;
d) to operations and work processes.
Art. 9th — Without prejudice to what the regulations specifically determine, they are also obligations
of the employer;
a) arrange for pre-occupational examination and periodic review of personnel, recording their
results in the respective health file;
b) maintain machinery, facilities and work tools in good condition, use and operation;
c) install the necessary equipment for air renewal and elimination of gases, vapors and other
impurities produced in the course of work;
d) maintain electrical installations and drinking water services in good state of conservation, use
and operation;
e) avoid the accumulation of waste and residues that constitute a risk to health, carrying out the
relevant periodic cleaning and disinfection;
f) eliminate, isolate or reduce noise and/or vibrations harmful to the health of workers;
g) install the necessary equipment to face the risks in the event of fire or any other accident;
h) deposit dangerous substances with the corresponding protection and in safe conditions;
i) have adequate means for the immediate provision of first aid;
j) place and maintain in visible places notices or posters that indicate hygiene and safety measures
or warn of danger in machinery and facilities;
k) promote the training of personnel in matters of hygiene and safety at work, particularly with
regard to the prevention of specific risks of the assigned tasks;
l) report accidents and work-related illnesses.
Art. 10. — Without prejudice to what the regulations specifically determine, the worker will be obliged
to:
a) comply with hygiene and safety standards and with the recommendations made regarding the
obligations of use, conservation and care of personal protective equipment and those of machinery,
operations and work processes;

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b) undergo preventive or periodic medical examinations and comply with the prescriptions and
instructions that are formulated for this purpose;
c) take care of the notices and posters that indicate hygiene and safety measures and observe their
prescriptions;
d) collaborate in the organization of training and education programs on hygiene and safety and
attend courses taught during working hours.
Art. 11. — THE NATIONAL EXECUTIVE POWER will dictate the regulations necessary for the
application of this law and will establish the conditions and precautions according to which the
national enforcement authority may adopt the corresponding qualifications, with respect to the
activities included herein, in relation to the rules governing the length of the working day. Until then,
the current regulatory standards on the matter will continue to govern.
Art. 12. — Violations of the provisions of this law and its regulations will be sanctioned by the
corresponding national or provincial authority, according to law 18,608, in accordance with the
regime established by law 18,694.
Art. 13. — Communicate, publish, send to the National Directorate of the Official Registry and
archive.
LANUSSE.
Rubens G. Saint Sebastian.
HEALTH AND SAFETY AT WORK

Regulate Law No. 19,587 and repeal the Annex approved by Decree No. 4,160/73.
DECREE
No. 351
Bs. As., 5/2/79
See Regulatory Background
HAVING SEEN Decree No. 4,160/73 regulating Law No. 19,587, and
CONSIDERING:
That the experience accumulated since the date of its promulgation demonstrated the imperative
need to update the methods and technical standards, unify criteria related to Medicine, Hygiene and
Safety at Work, clarify the foundations of its chapters and expedite their application.
That by virtue of this, the Review Commission, made up of representatives of thirteen government
organizations and ten individuals, was met by resolution of the Ministry of Labor, which analyzed
standards and procedures, implemented practical measures and scientifically and technically
evaluated everything that constitutes the regulatory implementation of Law number 19,587.
That said Commission, in accordance with its mission, considered it necessary to comprehensively
draft the Annex to Decree No. 4,160/73 to facilitate its application, unifying in a single text the
regulations on the matter, interpreting the law protecting and preserving the health of the workers
and intensifying action aimed at demonstrating that the most effective means to reduce accidents
and illnesses at work is to eliminate occupational risks.
That the modification introduced complies with the powers conferred by article 17 of Law No. 20,524.
Thus:

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THE PRESIDENT OF THE ARGENTINE NATION DECREES:
Article 1 – Approve the regulations of Law No. 19,587, contained in Annexes I, II, III, IV, V, VI, VII
and VIII that form an integral part of this Decree.
Article 2 – Empower the SUPERINTENDENCE OF WORK RISKS to grant deadlines, modify
values, conditions and requirements established in the regulations and its annexes, which are
approved by this Decree, through a reasoned Resolution, and to dictate complementary regulations.
(Article replaced by art. 1 of Decree No. 1057/2003 BO 13/11/2003).
Article 3 – Repeal the Regulatory Annex of Law No. 19,587, approved by Decree No. 4,160/73,
replacing it with those approved by Article 1 of this Decree.
Article 4 – Communicate, publish, send to the National Directorate of the Official Registry and
archive. VIDELA. Horacio T. reading
INDEX OF ANNEXES
( Infoleg Note : This index is our creation)
ANNEX I
Regulations of Law No. 19,587, approved by Decree No. 351/79
ANNEX II
Corresponding to article 60 of the Regulations approved by Decree No. 351/79
ANNEX III
Corresponding to article 61 of the Regulations approved by Resolution No. 444
ANNEX IV
Corresponding to articles 71 to 84 of the Regulations approved by Decree No. 351/79
ANNEX V
ANNEX VI
ANNEX VII
ANNEX VIII
Corresponding to Chapter 22 of the Regulations approved by Decree No. 351/79
( Infoleg Note: By art. 2nd of Decree No. 911/96 —Regulation of Hygiene and Safety at Work for
the Construction Industry— BO 14/8/1996, the provisions of this Decree will not apply to the
construction industry).
( Infoleg Note: By art. 3rd of Decree No. 617/97 —Hygiene and Safety Regulations for Agricultural
Activity— BO 11/7/1997, the provisions of this Decree will not apply to agricultural activity, "with the
exception of the express references that appear in ANNEX I" of the aforementioned).

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( Infoleg Note : By art. 3rd of Decree No. 249/2007 — Hygiene and Safety Regulations for Mining
Activity — BO 3/23/2007, as of the issuance of the reference Decree, the provisions of this Decree
will not be applicable to mining activity, with the exception of the express references that appear in
ANNEX I of the aforementioned Decree 249/07)
Regulatory Background
Infoleg Note: By Resolution No. 1006/79 of the Ministry of Labor BO 11/07/1979 it was clarified that
the expression "university graduates" used in incs. 1, 3 and 4 of Art. 35, refers exclusively to doctors,
engineers and chemists.
ANNEX II
Corresponding to article 60 of the Regulations approved by Decree No. 351/79
(Annex replaced by art. 3rd of Resolution No. 295/2003 of the Ministry of Labor, Employment and
Social Security BO 21/11/2003)
CHAPTER 8
THERMAL STRESS (Thermal load)
cold stress
Cold stress limit values (TLVs) are intended to protect workers from the most serious effects of both
cold stress (hypothermia) and cold injuries, and to describe cold working conditions below of which it
is believed that almost all workers can be repeatedly exposed without adverse health effects. The
goal of the limit values is to prevent the internal body temperature from falling below 36°C (96.8°F)
and to prevent cold injuries to the extremities of the body. Core body temperature is the temperature
determined by rectal temperature measurements with conventional methods. For a single occasional
exposure to a cold environment, a drop in internal temperature should be allowed to 35°C (95°F)
only. In addition to provisions for total body protection, the aim of the limit values is to protect all
parts of the body, and in particular the hands, feet and head, from cold injuries.
Among workers, fatal cold exposures have almost always been the result of accidental exposures,
including those cases in which they cannot escape low ambient temperatures or immersion in low-
temperature water. The single most important life-threatening aspect of hypothermia is the drop in
internal body temperature. Table 1 indicates the clinical symptoms presented by victims of
hypothermia. Workers must be protected from exposure to cold so that the internal temperature does
not drop below 36° C (96.8° F). Lower body temperatures are very likely to result in reduced mental
activity, a reduced ability to make rational decisions, or loss of consciousness, with the threat of fatal
consequences.
Feeling pain in the extremities can be the first symptom or danger warning of cold stress. During
exposure to cold, shivering occurs the most when body temperature has dropped to 35°C (95°F),
which should be taken as a danger sign for workers, and exposure to cold should be terminated
immediately. of all workers when it is evident that they begin to shiver. Useful physical or mental
work is limited when you shiver severely. When prolonged exposure to cold air or immersion in cold
water at temperatures well above freezing can lead to dangerous hypothermia, the entire body must
be protected.
1. Workers must be provided with dry insulating clothing suitable to maintain body temperature
above 36°C (96.8°F) if work is performed at ambient temperatures.

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air below 4°C (40°F). The cooling ratio and the cooling power of the air are critical factors. The air
cooling ratio is defined as the heat loss from the body expressed in watts per square meter and is a
function of air temperature and wind speed over the exposed body. The higher the wind speed and
the lower the temperature of the work area, the higher the insulation value of the protective clothing
required.
Table 2 shows a graph of equivalent cooling temperatures in which the air temperature measured
with a dry bulb thermometer and wind speed are related. The cooling equivalent temperature should
be used when estimating the combined cooling effect of wind and low air temperatures on exposed
skin or when determining the insulation requirements of clothing to maintain internal body
temperature.
2. Unless there are exceptional or extenuating circumstances, cold injuries to parts of the body other
than the hands, feet or head are unlikely to occur without the onset of the initial symptoms of
hypothermia. Older workers or those who have circulatory problems require special preventive
protection against cold injuries. Special precautions that should be taken include the use of
additional insulating clothing and/or reducing the duration of the exposure period. The preventive
measures to be taken will depend on the physical condition of the worker, and must be determined
with the advice of a doctor who knows the cold stress factors and the clinical status of the worker.
Evaluation and control
For skin, continuous exposure should not be permitted when wind speed and temperature result in a
cooling equivalent temperature of -32°C (25.6°F). Superficial or deep freezing of local tissues will
occur only at temperatures below -1°C (30.2°F), regardless of wind speed. At air temperatures of
2°C (35.6°F) or less, it is imperative that workers who become submerged in water or whose clothing
becomes wet are allowed to change clothing immediately and treated for hypothermia. .
Recommended limits for appropriately dressed workers during periods of work at temperatures
below freezing point are listed in Table 3.
To maintain manual dexterity to prevent accidents, special hand protection is required.
1. If precision work must be performed with bare hands for more than 10-20 minutes in an
environment below 16° C (60.8° F), special measures must be taken so that workers can keep their
hands hot, and hot air jets, radiant heat heating devices (fuel oil burners or electric radiators) or hot
contact plates can be used for this purpose. At temperatures below -1° C (30.2° F), metal tool
handles and control bars will be covered with thermal insulating material.
2. If the air temperature drops below 16°C (60.8°F) for sedentary work, 4°C (39.2°F) for light work
and -7°C (19.4°F) for moderate work, with no manual dexterity required, workers will wear gloves.
To prevent frostbite from contact, workers should wear non-contact gloves.
1. When cold surfaces below -7°C (19.4°F) are within reach, the supervisor should notify each
worker to prevent exposed skin from coming into contact with these surfaces. inadvertently.
2. If the air temperature is -17.5°C (0°F) or lower, hands should be protected with mittens. The
controls of machines and tools for use in cold conditions must be designed so that they can be
operated or manipulated without removing the mittens.

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If work is performed in an environment at or below 4°C (39.2°F), full or additional body protection
must be provided. Workers will wear protective clothing appropriate for the level of cold and physical
activity when:
1. If the air speed at the workplace is increased by wind, drafts or artificial ventilation equipment, the
wind chill effect will be reduced by shielding (shielding) the work area or by wearing an easy-to-use
windproof layered outer garment. remove.
2. If the work in question is only light and the clothing worn by the worker may become wet at the
workplace, the outer layer of the clothing worn may be of a water-impermeable type. With heavier
work in such conditions, the outer layer must be water-repellent, and the worker must change outer
clothing when it becomes wet. The outer garments must allow easy ventilation in order to prevent the
inner layers from getting wet with sweat. If work is performed at normal temperatures or in a hot
environment before entering the cold zone, the employee will ensure that clothing is not damp from
sweat. If clothing is damp, the employee should change into dry clothing before entering the cold
area. Workers will change socks and all removable felt insoles at regular daily intervals, or wear
waterproof boots that prevent moisture absorption. The optimal frequency of changing clothing will
be determined empirically, varying with the individual and depending on the type of footwear worn
and the amount of sweating of the individual's feet.
3. If it is not possible to sufficiently protect exposed areas of the body to prevent excessive cold or
frostbite, protective articles with auxiliary heat should be provided.
4. If the clothing available does not provide adequate protection to prevent hypothermia or frostbite,
work will be modified or suspended until suitable clothing is provided or weather conditions improve.
5. Workers handling evaporable liquids (gasoline, alcohol or cleaning fluids) at air temperatures
below 4°C (39.2°F) should take special precautions to prevent clothing or gloves from becoming
soaked in these liquids. due to the additional danger of cold injuries due to evaporative cooling. In
particular, note should be taken of the particularly acute effects of splashes of "cryogenic fluids" or
those liquids that have the boiling point just above room temperature.
Notes regarding Table 3
1. The plan applies to any 4-hour workday with moderate to vigorous activity, with ten (10) minute
resuscitation periods in warm locations, and with extended break periods (eg meal time) at the end
of the 4-hour day in temperate places. For light to moderate work (limited physical movement), the
plan should be applied at a lower step. Thus, for example, at -35°C (-30°F) without appreciable wind
(stage 4), the worker who is performing a task with little physical movement must have a maximum
work period of 40 minutes with 4 interruptions in a period of 4 hours (stage 5).
2. If precise information is not available, the following is suggested as a guide to estimate wind
speed: 8 km/h: a light flag moves.
16 km/h: light flag, fully extended.
24 km/h: lifts a sheet of newspaper.
32 km/h: the wind piles up snow.
3. If only the wind chill cooling rate is known, a rough rule of thumb to apply it in place of the
temperature and wind speed factors expressed above would be: 1) when wind chill occurs at 1,750
W/m2, Approximately, special interruptions should be initiated so that workers can

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warm up; 2) Upon or before wind chill of 2,250 W/m2, all non-emergency work must have ceased. In
general, the above warming plan or program slightly defaults to compensating for wind at warmer
temperatures, assuming acclimatization and the use of clothing appropriate for winter work. On the
other hand, the table slightly overcompensates for actual temperatures on the coldest scales,
because wind rarely predominates at extremely low temperatures.
4. The limit values are applicable only for workers in dry clothing.
Warm-up regime at work
If work is performed outdoors continuously at a cooling equivalent temperature (TEE) of -7°C
(19.4°F) or below, heated warming shelters (tents) should be provided nearby. tents, cabins or
cabins, rest rooms, etc.) and workers should be encouraged to use these shelters at regular
intervals, their frequency depending on the degree of intensity of environmental exposure. Starting to
shiver strongly, freezing to a lesser degree (beginning of frostbite), feeling of excessive fatigue,
drowsiness, irritability or euphoria are signs that you should return to the shelter immediately. Upon
entering the heated shelter, workers should remove outer garments and loosen remaining clothing to
allow sweat to evaporate; Otherwise, they should change into dry work clothes. When necessary,
workers will be expected to change their clothes into other dry work clothes so that they can return to
work in wet clothes. Dehydration or loss of body fluids occurs insidiously in the cold environment and
can increase a worker's susceptibility to cold injury as a result of a significant change in blood flow to
the extremities. Hot soups and sweet drinks should be provided in the workplace to ensure caloric
intake and fluid volume. Due to its diuretic and circulatory effects, coffee intake should be limited.
For work at a cooling equivalent temperature (TEE) of or below -12°C (10.4°F) the following shall
apply:
1. The worker will be constantly under observation for protection purposes (pair system or
supervision).
2. The work pace should not be so high that it causes you to sweat heavily, which would cause your
clothing to become damp. If heavy work must be done, rest periods should be established in heated
shelters, giving workers an opportunity to change into dry clothing.
3. New employees will not be required, in the first days, to work full-time, exposed to the cold until
they become accustomed to the working conditions and the required protective clothing.
4. When calculating the required work output and the weights to be lifted by the worker, the weight
and volume of clothing will be included.
5. The work will be arranged in such a way that standing or sitting completely still is reduced to a
minimum. Metal chairs with seats without protection will not be used. The worker must be protected
from drafts as much as possible.
6. Workers will be instructed in safety and health procedures. The training program will include, at a
minimum, instruction in:
a) Appropriate rewarming procedures and appropriate first aid treatment.
b) Use of appropriate clothing.
c) Appropriate eating and drinking habits.

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d) Recognition of freezing, imminent.
e) Recognize the signs and symptoms of impending hypothermia or excessive cooling of the body,
even if you do not shiver.
f) Safe work practices
Special workplace recommendations
Special cold room design requirements include the following:
1) In cold rooms, air velocity should be minimized where possible, not exceeding 1 meter/second
(200fpm) in the workplace, which can be achieved through appropriately designed air distribution
systems.
2) Special wind protection clothing will be provided, based on the air speeds to which workers are
exposed.
When working with toxic substances and when workers are exposed to vibration, special precautions
must be taken. Cold exposure may require lower exposure limits.
Workers performing their work outdoors on snow and/or ice covered terrain will be provided with eye
protection. When there is a large area of snow-covered ground that creates a potential risk of eye
exposure, special safety glasses will be required to protect against ultraviolet light and glare (which
can cause conjunctivitis and/or temporary vision loss). ), as well as ice crystals.
The workplace is required to be supervised as follows:
1. In any workplace where the ambient temperature is below 16°C (60.8°F), adequate thermometry
must be available to enable general compliance with the requirements that limit values be
maintained.
2. Whenever the air temperature in a workplace drops below -1°C (30.2°F), at least every 4 hours,
the dry bulb temperature should be measured and recorded.
3. In closed workplaces, the wind speed must be recorded at least every 4 hours, whenever the
speed of air movement exceeds 2 meters per second (8 km/h).
4. In outdoor work situations, wind speed should be measured and recorded along with air
temperature as long as it is below -1°C (30.2°F).
5. In all cases where measurements of air movement are required, the equivalent cooling
temperature will be obtained by consulting Table 2, recording it with the other data whenever the
cooling temperature is below -7° C (19.4° F).
From work with cold exposure at a temperature of -1°C (30.2°F) or indoors, employees who have
illnesses or are taking medication that impair normal regulation of body temperature or reduce
tolerance of the temperature will be excluded. I work in cold environments. To workers who are
routinely exposed to temperatures below -24°C (-11.2°F) with wind speeds below 8 km/h, or air
temperatures below -18°C (0 °F) with wind speeds greater than 8km/h, they must be issued a
medical certificate declaring them fit for such exposures.
Trauma sustained in freezing, or subzero, conditions requires special attention because the affected
worker is predisposed to cold injuries. In addition to providing first aid, special measures must be
taken to prevent hypothermia and freezing of damaged tissues.
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Assessment of both thermal stress and thermal strain can be used to assess risk to worker health and
safety. A decision-making process like the one in Figure 1 is required. The guideline given in Figure 1
and the documentation related to this limit value represent the conditions under which it is believed
that almost all healthy workers, adequately hydrated and without medication, can be repeatedly
exposed without suffering adverse health effects.
The guideline given is not a clear line between safe and dangerous levels. Professional judgment and
a heat stress management program are required to ensure adequate protection in each situation.
TABLE 1
Additions to measured TGBH (WBGT) values (°C) for some sets of clothing
TYPE OF CLOTHING Addition to the TGBH •
Summer work uniform 0
Cloth hoodies (woven material) +3,5
Double fabric divers +5
These values should not be used for watertight suits or garments that are impermeable or highly
resistant to water vapor or moving air in factories.
TGBH: Globe Wet Bulb Temperature Temperature Index
Thermal stress is the net heat load to which a worker may be exposed as a result of the combined
contributions of job energy expenditure, environmental factors (i.e. air temperature, humidity, air
movement and radiant heat exchange) and clothing requirements.
Medium or moderate heat stress may cause discomfort and may adversely affect work performance
and safety, but is not harmful to health. As heat stress approaches the limits of human tolerance, the
risk of heat-related disorders increases.
Thermal stress is the global physiological response resulting from thermal stress. Physiological
adjustments are dedicated to dissipating excess heat from the body.
Acclimatization is the gradual physiological adaptation that improves the individual's ability to tolerate
thermal stress.
The decision-making process should be initiated if there are reports or discomfort due to heat stress
or when professional judgment indicates it.
Section 1: Clothing. Ideally, the circulation of cold, dry air over the surface of the skin enhances the
removal of heat by evaporation and convection. Evaporation of sweat from the skin is generally the
predominant heat removal mechanism.
Vapor- and air-impermeable and thermally insulating clothing, as well as airtight, multi-layer fabric
suits, strongly restrict heat removal. Impeded by clothing's removal of heat, metabolic heat can be a
thermal stress threat even when environmental conditions are considered cold.
Figure 1 implies a decision about clothing and how it can affect heat loss.
The heat exposure assessment based on the TGBH index was developed for a traditional work
uniform with a long-sleeved shirt and pants.

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If the clothing to be used is adequately described by one of the sets in Table 1, then the SI line of the
scheme in Figure 1 should be followed.
If workers need to wear clothing that is not described by any set in Table 1, then the NO line in the
diagram in Figure 1 should be followed. This decision applies especially to clothing ensembles that are 1)
barriers to water vapor or air circulation, 2) airtight suits, or 3) multi-layer suits. For these types of
assemblies, Table 2 is not a useful selection method to determine a threshold in thermal stress
management actions, and some risks must be assumed. Physiological and behavioral monitoring as
described in Section 4 and Table 3 should be followed to assess exposure unless a detailed analysis
method appropriate to the requirements of the clothing is available.
Section 2: Selection threshold based on Humid Temperature - Globe Temperature (TGBH).
The TGBH measure provides a useful first-order index of the environmental contribution of thermal stress.
This measurement is affected by air temperature, radiant heat, and humidity. As an approximation, it does
not take into account the totality of interactions between a person and the environment and cannot
consider special conditions such as heating produced by a radio frequency/microwave source.
The TGBH (wet bulb temperature index) values are calculated using one of the following equations:
• With direct sun exposure (for outdoor locations with solar charging):
TGBH = 0.7 TBH + 0.2 TG + 0.1 TBS
• No direct sun exposure (for indoor or outdoor locations without solar charging)
TGBH = 0.7 TBH + 0.3 TG
Where:
TBH = wet bulb temperature (sometimes called natural wet bulb thermometer temperature).
TG = globe temperature (sometimes called globe thermometer temperature)
TBS = dry air temperature (sometimes called dry bulb thermometer temperature)
Since the TGBH measure is only an index of the environment, selection criteria must be adjusted to the
contributions of continuous work demands and clothing as well as acclimatization status.
Appropriate TGBH criteria for selection purposes are given in Table 2. For the clothing sets listed in Table
1, Table 2 can be used when clothing fit factors have been added to the TGBH index.
Acclimatization is a set of physiological adaptations, complete heat acclimatization requires up to 3 weeks
of continuous physical activity under heat stress conditions similar to those expected at work. This
acclimatization begins to be lost when the activity under these thermal stress conditions is discontinuous,
with an obvious loss taking place after 4 days. For the purposes of applying the criteria in Table 2, a
worker is considered acclimatized when he or she has a history of recent exposure to thermal stress (eg, 5
days in the last 7 days).
To determine the degree of exposure to thermal stress, the work and demands must be considered. If
work (and rest) is distributed in more than one of the situations given in Table 2, then the limit values
indicated in it can be used to compare with the calculated weighted average TGBH value.

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As energy expenditure increases, that is, work demand increases, the criterion values in the table
decrease, to ensure that the majority of workers will not suffer internal body temperatures above 38° C. Of
equal importance is the correct assessment of the work rate for the environmental assessment of thermal
stress.
Broad guidelines for selecting the work pace category for use in Table 2 are given in Table 4. There are
frequently natural or recommended rest interruptions within a work schedule and selection criteria for three
work and rest situations are given in Table 2.
Criteria for TGBH values based on acclimatization status, energy expenditure due to work, and the
approximate proportion of work within a schedule are given in Table 2. The TGBH index measured,
weighted in time according to the clothing used, is lower than the tabulated value; the NO line in Figure 1
must be followed, thus there is little risk of exposure to thermal stress. However, if symptoms of heat-
related disorders such as fatigue, nausea, vertigo and dizziness are observed, then the test should be
reconsidered.
If the working conditions are above the criteria in Table 2, then another analysis must be done following
the SI line.
Section 3: Detailed Analysis. Table 2 should be used as a selection stage. It is possible that a given
situation may be above the criteria given in Table 2 and not represent an unacceptable exposure. To
resolve this situation, a detailed analysis must be carried out.
Provided there is adequate clothing information required to avoid the effects of heat stress, the first level of
detailed analysis is a task analysis, including the time-weighted average TGBH index and energy
expenditure. Correction factors for some types of clothing are suggested in Table 1.
For the second level of detailed analysis, the rational thermal stress model of the specific sweat rate (ISO
7933, 1987) of the International Standards Organization (ISO) could be followed.
Although a rational method (compared to empirically derived TGBH limits) is more difficult to calculate, it
nevertheless allows a better understanding of the sources of thermal stress, being in turn a means to
assess the benefits of the proposed modifications.
The selection criteria require a minimum set of data to make a determination. Detailed analyzes require
more data on exposures.
The next question, according to the scheme in Figure 1, is about the availability of data for detailed
analysis. If there are none, the NO line leads to the evaluation of the degree of thermal stress through
physiological control.
If data are available, the next stage in Figure 1 is detailed analysis.
TABLE 2 - Selection criteria for exposure to thermal stress (TGBH values in Cº)
Acclimated Without acclimatizing
Work
Requirements Very Very
Light Moderate Heavy Light Moderate Heavy
heavy heavy
100% work 29,5 27,5 26 27,5 25 22,5
75% work 30,5 28,5 27,5 29 26,5 24,5

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25% rest
50% work 31,5 29,5 28,5 27,5 30 28 26,5 25

50% rest
25% work 32,5 31 30 29,5 31 29 28 26,5

75% rest
Grades:
• See table 3
• The TGBH values are expressed in ºC and represent the thresholds close to the upper limit of the
energy expenditure category.
• If the environments in the work and rest areas are different, the weighted average hourly time must be
calculated and used. This should also be used when there is variation in work demands between hours.
• The tabulated values are applied in relation to the "work regime - rest" section, assimilating 8 hours of
work per day on 5 days a week with conventional breaks.
• Criterion values are not given for continuous work and for work with up to 25% rest in one hour, because
the physiological stress associated with "very heavy" work for less accustomed workers is independent of
the TGBH index. No selection criteria are recommended and a detailed analysis and/or physiological
control must be performed.
TABLE 3. Examples of activities within energy expenditure categories

Categories Examples of activities
* Sitting calmly.
Rested
* Sitting with moderate movement of the arms.
* Sitting with moderate movements of arms and legs.
* Standing, doing light or moderate work on a machine or table using primarily your
arms.
light
* Using a table saw.
* Standing, with light or moderate work on a machine or bench and some movement
around it.
* Clean while standing.
Moderate *Moderate lifting or pushing while moving.
* Walk on the flat at 6 km/h carrying 3 kg of weight.
* Carpenter sawing by hand.
* Move dry soil with a shovel.
Heavy
* Strong discontinuous assembly work.
* Strong intermittent lifting by pushing or pulling (e.g. work with pick and shovel).
Very heavy * Move wet soil with a shovel
If the exposure does not exceed the criteria for timely detailed analysis (eg TGBH analysis, another
empirical method or a rational method), then the NO line can be followed. General heat stress controls are
appropriate for when the criteria in Table 2 have been exceeded.
General controls include worker and supervisor training, heat stress hygiene practices, and medical
surveillance. If the exposure exceeds the limits in the detailed analysis, the SI line leads to physiological
monitoring as the only alternative to demonstrate that adequate protection has been provided.

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TABLE 4. Guidelines for restricting thermal stress.
Monitoring the signs and symptoms of heat-stressed workers is good industrial hygiene practice,
especially when work clothing can significantly slow heat removal. For surveillance purposes, when a
sample of workers exceeds the limits, it is an indication of the need to control exposures. On an individual
basis, the limits represent the time from cessation of an exposure until recovery is complete.
Excessive thermal stress may be marked by one or more of the following measures, and individual
exposure to it must be suspended when any of the indicated situations occur:
• Maintenance (for several minutes) of the heart rate above 180 beats per minute, subtracted from the
individual's age in years (180 - age) for people with a normal assessment of cardiac function, or
• The core body temperature is greater than 38.5ºC (101.3ºF) for medically selected and acclimatized
personnel or greater than 38ºC (100.4ºF) for non-selected and unacclimatized workers, or
• The recovery of the heart rate in one minute after work with maximum effort is greater than 110 beats
per minute, or
• There are symptoms of sudden, strong fatigue, nausea, vertigo or dizziness.
An individual may be at greater risk if:
• Maintains profuse sweating for hours, or
• Weight loss in a work day is greater than 1.5% of body weight, or
• Urinary sodium excretion in 24 hours is less than 50 mmol.
If a worker appears disoriented or confused, or is experiencing unexplained irritability, malaise, or flu-like
symptoms, he or she should be removed to a cool resting location with rapid air circulation and kept under
observation by qualified personnel. Immediate emergency care may be necessary. If sweating stops and
the skin becomes hot and dry, immediate emergency care, followed by hospitalization, is essential.
Section 4: Thermal Stress. The risk and severity of excessive heat stress varies widely among people
even under identical heat stress conditions. Normal physiological responses to heat stress provide the
opportunity to monitor heat stress among workers and to use this information to assess the level of heat
stress present in personnel, to control exposures, and to assess the effectiveness of controls in place.
Guidelines for acceptable limits for thermal stress are given in Table 4.
With acceptable levels of thermal stress, the NO line in Figure 1 is followed. However, general controls are
necessary even if the thermal tension between workers is considered acceptable over time. In addition,
periodic physiological monitoring must be continued to ensure acceptable levels of thermal stress.
If during the physiological evaluation restriction to thermal stress is found, then the SI line can be followed.
This means that appropriate specific job controls must be considered and thermal stress control carried
out sufficiently extensively. Specific work controls include engineering, administrative, and personal
protection controls.
After carrying out specific job controls, it is necessary to evaluate their efficiency and adjust them if
necessary. The decision tree in Figure 1 returns to the analysis stage

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detailed and in the absence of detailed information the only method that ensures protection is to return to
physiological control.
Section 5: Thermal stress management and controls. The requirement to initiate a heat stress
management program is marked by 1) heat stress levels that exceed the criteria in Table 2 or 2) work
clothing ensembles that restrict heat removal. In any case, workers must be covered by general controls
(See Table 5).
Heat stress hygiene practices are particularly important because they reduce the risk that an individual
may suffer from heat-related disorders. Key elements are fluid replacement, self-determination of
exposures, monitoring health status, maintaining a healthy lifestyle, and adjusting expectations based on
acclimatization status. Hygienic practices require the full cooperation of supervision and workers.
In addition to general controls, appropriate job-specific controls are often required to provide adequate
protection.
In considering specific work controls, Table 2, together with Tables 1 and 3, provide the framework for
appreciating the interactions between acclimatization status, energy expenditure, work/rest cycles, and
work clothing. .
Among the administrative controls, Table 4 gives the acceptable physiological and behavioral limits. The
mix of specific job controls can only be selected and performed after a review of the demands and
constraints of each particular situation. Once carried out, their efficiency must be confirmed and controls
maintained.
In all cases, the primary goal of heat stress management is to prevent heat stroke, which is a life-
threatening and most serious heat-related disorder.
The victim of heat stroke is usually manic, disoriented, clueless, delirious, or unconscious. The victim's
skin is hot and dry, sweat has stopped, and the temperature is above 40º C (104º F). If signs of heat
stroke occur, appropriate emergency care and hospitalization are essential. Prompt treatment of other
heat-related disorders usually results in full recovery, although medical advice should be sought for
treatment and return to work duties. It is worth noting that the possibility of accidents and injuries
increases with the level of thermal stress.
The prolonged increase in internal body temperature and chronic exposures to high levels of thermal
stress are associated with other disorders such as temporary infertility (for men and women), elevated
heart rate, sleep disturbance, fatigue and irritability. During the first trimester of pregnancy, maintaining a
body temperature above 39º C can endanger the fetus.
TABLE 5. Guidelines to manage heat stress

Monitor thermal stress (for example with TGBH selection criteria) and tension (Table 5) to confirm that
control is adequate.
General Controls
• Provide accurate verbal and written instructions, frequent training programs and other information about
heat stress and heat strain.
• Encourage drinking small volumes (about a glass) of cold water, savoring it, every 20 minutes.
• Allow self-limitation of exposures and encourage observation, with the participation of the worker, of the
detection of signs and symptoms of thermal stress in others.

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• Advise and monitor workers who are on medication that may affect cardiovascular normality, blood
pressure, body temperature regulation, kidney or sweat gland functions, and those who abuse or are
recovering from abuse. from alcohol or other intoxications.
• Promote healthy lifestyles, ideal body weight and electrolyte balance.
• Modify expectations for those returning to work after no longer being exposed to heat, and encourage
the consumption of salty foods (with doctor's approval if on a salt-restricted diet).
• Consider prior medical triage to identify those susceptible to systemic heat damage.
Specific work controls
• Consider, among others, engineering controls that reduce energy expenditure, provide general air
circulation, reduce heat and water vapor release processes, and shield radiant heat sources.
• Consider administrative controls that provide acceptable exposure times, allow sufficient recovery, and
limit physiological stress.
• Consider personal protection that is proven to be effective for work practices and location conditions.
• NEVER ignore the signs or symptoms of heat-related disorders.
Link address:
http://www.cta.org.ar/base/IMG/pdf/LEY_DE_HIGIENE_Y_SEGURIDAD_EN_EL_TRABAJO_19587 .pdf

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Modules 1 and 2 Occupational Safety and Hygiene

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Modules 1 and 2 Occupational Safety and Hygiene

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READING 1

• Place and work surface.

Thus, in preventive action we must avoid:

• The generation of risk.

Subject: Occupational Safety and -1

• Prior to the accident :

o Safety inspections : they consist of a direct examination or recognition of facilities, equipment,

• After the accident :

o Notification and registration of accidents : the establishment of reliable methods of notification

• Conception Techniques: their objective is to eliminate risk at the source.

o Safety in the design and project of facilities.

o Adaptation of security systems.

Subject: Occupational Safety and -2

• After joining the position:

Subject: Occupational Safety and -3

Quality of human talent

Subject: Occupational Safety and -4

Subject: Occupational Safety and -5

Subject: Occupational Safety and -6

• Hazard : Intrinsic property or suitability of something (for example, work materials,

Let's look at an example of risk and danger:

• Risk: exposure of a worker to ionizing radiation. Depending on the existing preventive

Subject: Occupational Safety and -1

o Place and work surface.

• Physical work environment.

o Thermo-hygrometric conditions (temperature, humidity, ventilation).

o Chemical contaminants : chemical substances that during manufacturing, transportation,

Subject: Occupational Safety and -2

There are five specific techniques for preventing occupational risks:

In real preventive work it is necessary to keep in mind that:

Subject: Occupational Safety and -3

These are working conditions :

Subject: Occupational Safety and -4

Working conditions normally fall into three areas:

• The work environment: safety, chemical, physical or biological contamination.

Subject: Occupational Safety and -5

Subject: Occupational Safety and -6

• Temporary employment relationships, of fixed duration and in temporary employment

In employment relationships through temporary temporary employment companies, they are

Subject: Occupational Safety and -7

Subject: Occupational Safety and -8

The concept of health at work:

WHO DEFINITION. ADVANTAGES AND LIMITATIONS OF THE

Subject: Occupational Safety and -1

Subject: Occupational Safety and -2

Subject: Occupational Safety and -3

Subject: Occupational Safety and -4

Subject: Occupational Safety and -5

Within the concept of health insurance, there is Health Science.

• Epidemiological investigation: It allows us to know the frequency and distribution of health

Subject: Occupational Safety and -6

Biological , made up of living organisms: bacteria, microorganisms, viruses, parasites or fungi.

Detection of contaminants (recognition and identification of agents).

Measurement of their concentration.

Subject: Occupational Safety and -1

Subject: Occupational Safety and -2

Noise type: continuous, impact, intermittent noise.

Noise exposure time.

Identification and measurement.

Subject: Occupational Safety and -3

Identification and measurement.

Global vibrations (1 to 80 Hz): they are transmitted to the body as a whole.

Location of the measurement point.