2024 – Module 6: Occupational Health and Well-Being

Expectations

6.1 Representative qualitative and quantitative risk (exposure) assessments must be conducted to characterize occupational health hazards and associated risks.

6.2 Results of sampling or exposure assessments must be communicated to affected employees in a timely and understandable way.

6.3 Where sampling or exposure assessments show elevated exposure, additional or improved controls must be implemented to address the elevated exposure.

6.4 Sampling or exposure assessments must be documented for compliance, analysis, and verification purposes.

6.5 Workforce medical confidentiality must be controlled and protected, e.g., HIPPA compliance.

6.6 There must be a process to assess the workforce’s fitness for duty.

6.7 Mental health awareness education, training, and other ongoing resources must be available and provided to all employees periodically (defined by the organization or location) to support physical, mental, and emotional health and well-being.

6.8 An employee assistance program must exist and be available to all employees. The method of obtaining help must be provided.

6.9 A return-to-work process must be defined and followed for all people who return to work after a specific length or type of absence.

6.10 A company-specific drug and alcohol policy and testing procedure must exist and be followed that prohibits the use, distribution, or possession of illegal drugs. Employees must be prohibited from working under the influence of alcohol or prescription medications that could impair performance or safety.

Occupational Health and Well-Being Overview

Occupational health and well-being should be treated on par with worker safety. A key difference between a worker injured and one who is impaired from an occupational disease is that injury often occurs very rapidly, while the disease can occur over longer periods of time. Occupational health is accomplished by anticipating, recognizing, evaluating, and controlling occupational health hazards leading to illness. In many ways, quality mental health and well-being are also accomplished by anticipating, recognizing, evaluating, and controlling hazards through consistent social support and resources.

Newer standards and programs, including the CORESafety update here within, acknowledge worker mental health and well-being as a leading and lagging indicator of worker S&H. Well-being at work relates to all aspects of the job experience including the work organization, organization of work, social factors, the environment, equipment, and tasks. ISO 45003 defines well-being at work as the “fulfillment of the physical, mental, social, and cognitive needs and expectations of a worker related to their work.”

This module encourages companies to treat occupational health, mental health, and well-being as equal to safety by improving occupational health hazard recognition and mitigation, applying innovative technologies where appropriate to increase exposure assessment and medical surveillance, and developing and fostering employee support programs and resources.

Exposure Assessment

An exposure assessment program includes 1) compliance with regulatory requirements for exposure monitoring and 2) determining the need for exposure controls. Companies should conduct periodic exposure assessments when employees face potential overexposure to hazards or when deemed appropriate by a professional industrial hygienist. Hazards may include, but are not limited to: dust, welding fumes, other metallic particulates, noise, acid mists, organic vapors and solvents, ionizing and non-ionizing radiation, diesel particulates, toxic gases, asbestos soluble oil, synthetic mineral fibers, microbiological agents in mold, heat stress, illumination, ergonomic stressors, etc. Exposure assessment should follow validated sampling methodologies and accepted industrial hygiene practices. Many sampling methods have acknowledged the rapid technological changes in the workplace and integrated new types of direct reading, sensor technologies, and other forms of automation to improve assessment and control practices.

For elevated exposures, additional medical monitoring helps guard against lasting effects from any exposure(s). Organizations should determine the need for temporary or permanent health surveillance and conduct appropriate monitoring in line with applicable medical standards (e.g., Audiometric testing, pulmonary function testing (PFT), chest x-rays, dermatitis skin testing, blood or urine metal testing (biological exposure indices)). Recently, MSHA announced a new initiative, “Miner Health Matters” that also discusses health-focused initiatives they support. Further, the National Institute for Occupational Safety and Health (NIOSH) established a Miner Health Program to research, coordinate, and promote ongoing and emerging health-related issues in the mining community.

Mental Health and Well-being

Psychosocial workplace hazards have been referenced as a growing challenge to the health, safety, and well-being of workers. Regarding mental health and well-being, company leadership should be attuned to the needs of their employees, look for opportunities to provide social support and keep in mind how work is organized to prioritize worker safety and health. According to ISO 45003, psychosocial hazards relate to how work is organized, social factors at work, an aspect of the work environment, equipment, and hazardous tasks. Psychosocial risks should be managed consistently with other risks via the SHMS in place. ISO considers psychological health and mental health synonymous in their standard, noting negative health outcomes associated with poor mental health, such as anxiety, depression, and sleep disorders. Poor mental health can also result in increased absence from work, turnover, and reduced productivity. In response to these challenges, an SHMS can be used to inform and implement guidelines and protocols that reflect the organizations’ respect for psychological health and well-being (e.g., flexible shifts where possible; ensuring personal protective equipment is available and accessible for all workers when and where they need it).

Another component of workplace mental health and well-being is the attention on mineworker rates of substance use, misuse, and overdose. Organizations must outline expectations for alcohol and other drug use and respond to noncompliant situations at the organizational level. Without empirical resources, an SHMS can help guide the implementation of support strategies and best practices. These strategies should include primary prevention (e.g., fitness for duty programs), secondary prevention (e.g., employee assistance programs), and tertiary prevention (e.g., return to work plans) practices. Routine check-ins with employees about mental health and other stressors are vital to maintaining open lines of communication. Peer-to-peer communication and intervention are also important to encourage.

AIHA Ergonomic Assessment Toolkit

6.7 Resources

6.9 Resources

6.10 Resources

Module 5: Organizational Safety Culture

Module 7: Management of Change

These videos are from the 2021 handbook modules and are applicable to the new modules.