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Job hazard analyses require employees and employers to think critically about the dangers of a work environment and prepare operators for the unexpected.
Sweeping up dust accumulations. Replacing a light above a process vessel. Inspecting a valve. These tasks are frequently performed in chemical process industry (CPI) facilities, yet can expose workers to hazards such as flash fire, falls from height, and thermal bums from hot surfaces, among many others. A properly conducted job hazard analysis (JHA) validates the safeguards in place to protect workers from the litany of exposures they could face. In many cases, a JHA determines which personal protective equipment (PPE) is an appropriate defense against the hazards associated with a task.
U.S. Occupational Safety and Health Administration (OSHA) regulations (29 CFR Part 1910) (1) require a JHA for work environments in which PPE is deemed necessary, when work is performed in confined spaces, and for documenting lockout/tagout procedures. This requirement is a double-edged sword: its enforceability often justifies its use; however, supervisors and enforcers must be cautious that a JHA is not reduced to a mere paper-pushing exercise or conducted only when authorities request the documentation. Critics of JHAs argue that it is a waste of time and enables supervisors to micro-manage. However, by taking a more targeted approach and treating the JHA as a living document that addresses all stakeholder objectives, you can boost the effectiveness of a job or task hazard analysis.
This article reviews what is required to begin a JHA, how to properly maintain the document, and how to address its findings. Because JHA findings can include engineering and administrative controls that are beyond the scope of this article, the discussion here is limited to PPE-related findings. Notwithstanding extreme events, carefully chosen PPE is often the last layer of mitigation for an incident and perhaps the best line of defense when there is no time to react.
When is a JHA required?
Every organization should have an internal understanding and a written policy establishing when a JHA is required. Preferably, a JHA should be executed for any job that has a high injury or illness rate, has the potential to cause severe illness or injury, or is prone to human error, as well as any time...