§ 1532.1. Lead.
8 CA ADC § 1532.1Barclays Official California Code of RegulationsEffective: January 1, 2025
Effective: January 1, 2025
8 CCR § 1532.1
§ 1532.1. Lead.
(a) Scope. This section applies to all construction work where an employee may be occupationally exposed to lead. All construction work excluded from coverage in the general industry standard for lead by section 5198(a)(2) is covered by this standard. Construction work is defined as work for construction, alteration and/or repair, including painting and decorating. It includes but is not limited to the following:
Action level means employee exposure, without regard to the use of respirators, to an airborne concentration of lead of 2 micrograms per cubic meter of air (2 μg/m3) calculated as an 8-hour time-weighted average (TWA).
Altering or disturbing means subjecting to a process that may result in the release of lead dust, lead mist, lead fume, or other lead particles. Such processes include, but are not limited to, welding, torch cutting, brazing, torch soldering, melting, pouring, spraying, cutting, shredding, crushing, baling, grinding, polishing, machining, drilling, scraping, sanding, abrading, sweeping, raking, and shoveling. Blood lead level means the concentration of lead measured in whole blood, expressed as micrograms per deciliter (μg/dl) of whole blood.
Chief means the Chief of the Division of Occupational Safety and Health (Cal/OSHA) or designee.
High-efficiency particulate air (HEPA) filter means a filter that is at least 99.97 percent efficient in removing particles 0.3 micrometers in diameter.
Lead means metallic lead, all inorganic lead compounds, and organic lead soaps. Excluded from this definition are all other organic lead compounds.
Level 1 trigger task means a task listed in subsection (d)(2)(A), which, until an exposure assessment as required in subsection (d) is completed, is presumed to result in employee exposure above the permissible exposure limit (PEL), but not greater than 10 times the PEL.
Level 2 trigger task means a task listed in subsection (d)(2)(C), which, until an exposure assessment as required in subsection (d) is completed, is presumed to result in employee exposure above 10 times the PEL, but not greater than 50 times the PEL.
Level 3 trigger task means a task listed in subsection (d)(2)(D), which, until an exposure assessment as required in subsection (d) is completed, is presumed to result in employee exposure above 50 times the PEL.
NIOSH means the National Institute of Occupational Safety and Health (NIOSH), U.S. Department of Health and Human Services or designee.
Physician or other licensed health care professional (PLHCP) means an individual whose legally permitted scope of practice (i.e., license, registration or certification) allows the individual to independently provide or be delegated the responsibility to provide some or all of the health care services required by this section.
Supervisor means one who is capable of identifying existing and predictable lead hazards in the surroundings or working conditions and who has authorization to take prompt corrective measures to eliminate them. Supervisors shall be trained, as required by this section, and, when required, be certified consistent with subsection (l)(3).
Trigger task -- not listed means a task described in subsection (d)(2)(B), which, until an exposure assessment as required in subsection (d) is completed, is presumed to result in employee exposure above the PEL.
Exception: Until January 1, 2030, no employee conducting abrasive blasting shall be exposed to an airborne concentration of lead greater than 25 micrograms per cubic meter of air (25 μg/m3), calculated as an eight-hour time-weighted average (TWA).
(2) When respirators are used to limit employee exposure as required under subsection (c) and all the requirements of subsections (e)(1) and (f) have been met, employee exposure may be considered to be at the level provided by the protection factor of the respirator for those periods the respirator is worn. Those periods may be averaged with exposure levels during periods when respirators are not worn to determine the employee's daily TWA exposure.
(C) With the exception of monitoring under subsection (d)(3), where monitoring is required under this section, the employer shall collect personal samples representative of a full shift including at least one sample for each job classification in each work area either for each shift or for the shift with the highest exposure level.
(A) Level 1 trigger tasks. With respect to the level 1 trigger tasks listed in subsection (d)(2)(A), where lead is present, until the employer performs an employee exposure assessment as required in subsection (d) and documents that the employee performing any of the listed tasks is not exposed above the PEL, the employer shall treat the employee as if the employee were exposed above the PEL, and not in excess of ten (10) times the PEL, and shall implement interim protection as prescribed in subsection (d)(2)(E). The tasks covered by this requirement are, where lead-containing coatings or paint are present: manual demolition of structures (e.g., dry wall), manual scraping and heat gun applications.
(B) Trigger tasks -- not listed. In addition, with regard to tasks not listed in subsection (d)(2)(A), where the employer has any reasons to believe that an employee performing the task may be exposed to lead in excess of the PEL, until the employer performs an employee exposure assessment as required by subsection (d) and documents that the employee's lead exposure is not above the PEL the employer shall treat the employee as if the employee were exposed above the PEL and shall implement interim protection as prescribed in subsection (d)(2)(E).
(C) Level 2 trigger tasks. With respect to the level 2 trigger tasks listed in this subsection (d)(2)(C), where lead is present, until the employer performs an employee exposure assessment as required in subsection (d), and documents that the employee performing any of the listed tasks is not exposed in excess of 100 μg/m3 (10 x PEL), the employer shall treat the employee as if the employee were exposed to lead in excess of 100 μg/m3 and shall implement interim protection as prescribed in subsection (d)(2)(E). Where the employer does establish that the employee is exposed to levels of lead below 100 μg/m3, the employer may provide the exposed employee with the appropriate respirator prescribed for such use at such lower exposures, in accordance with section 5144(d)(3)(A)1. The tasks covered by this requirement are:
(D) Level 3 trigger tasks. With respect to the level 3 trigger tasks listed in this subsection (d)(2)(D), where lead is present, until the employer performs an employee exposure assessment as required in subsection (d) and documents that the employee performing any of the listed tasks is not exposed to lead in excess of 500 μg/m3 (50 x PEL), the employer shall treat the employee as if the employee were exposed to lead in excess of 500 μg/m3 and shall implement interim protection as prescribed in subsection (d)(2)(E). Where the employer does establish that the employee is exposed to levels of lead below 500 μg/m3, the employer may provide the exposed employee with the appropriate respirator prescribed for use at such lower exposures, in accordance with section 5144(d)(3)(A)1. Interim protection as prescribed in subsection (d)(2)(E) is required when performing any of the following tasks:
(E) Until the employer performs an employee exposure assessment as required under subsection (d) and determines actual employee exposure, the employer shall provide to employees performing the trigger tasks as described in subsections (d)(2)(A), (d)(2)(B), (d)(2)(C) and (d)(2)(D) with interim protection as follows:
(C) Where the employer has previously monitored for lead exposures, and the data were obtained within the past 12 months during work operations conducted under workplace conditions closely resembling the processes, type of material, control methods, work practices, and environmental conditions used and prevailing in the employer's current operations, the employer may rely on such earlier monitoring results to satisfy the requirements of subsections (d)(3)(A) and (d)(6) if the sampling and analytical methods meet the accuracy and confidence levels of subsection (d)(9).
(D) Where the employer has objective data, demonstrating that a particular product or material containing lead or a specific process, operation or activity involving lead cannot result in employee exposure to lead at or above the action level during processing, use, or handling, the employer may rely upon such data instead of implementing initial monitoring.
(B) Where the employer has previously monitored for lead exposure, and the data were obtained within the past 12 months during work operations conducted under workplace conditions closely resembling the processes, type of material, control methods, work practices, and environmental conditions used and prevailing in the employer's current operations, the employer may rely on such earlier monitoring results to satisfy the requirements of subsection (d)(4)(A) if the sampling and analytical methods meet the accuracy and confidence levels of subsection (d)(9).
(C) Objective data for an initial assessment that demonstrate surface coating or material that contain lead at concentrations equal to or exceeding 0.06% lead dry weight (600 ppm) demonstrate the presence of lead surface coatings or material that may constitute a health hazard to employees engaged in lead-related construction work. The lead concentration of paint or materials is based on the lead content in the nonvolatile components of the surface coating or material such as paint. Objective data as described in this subsection are not permitted to be used in lieu of exposure assessment in connection with trigger tasks listed in subsection (d)(2).
(A) Where a determination, conducted under subsections (d)(1), (2), and (3) is made that no employee is exposed to airborne concentrations of lead at or above the action level the employer shall make a written record of such determination. The record shall include at least the information specified in subsection (d)(3)(A) and shall also include the date of determination, location within the worksite, and the name and another unique identifier (such as date of birth or employee identification number) of each employee monitored.
(B) Objective data that meet the requirements of subsection (n)(7) for an initial assessment that demonstrate surface coating or material that contain lead at concentrations less than 0.06% lead dry weight (600 ppm) are sufficient to establish a negative determination. The lead concentration of surface coatings or materials is based on the lead content in the nonvolatile components of the surface coating or material such as paint. Objective data as described in this subsection are not permitted to be used in lieu of exposure assessment in connection with trigger tasks listed in subsection (d)(2).
(B) If the initial determination or subsequent determination reveals employee exposure to be at or above the action level but below 30 μg/m3 as an 8-hour TWA, the employer shall perform monitoring at least every 12 months. The employer shall continue monitoring at the required frequency until at least two consecutive measurements, taken at least 7 days apart, are below the action level, at which time the employer may discontinue monitoring except as otherwise provided in subsection (d)(7).
(C) If the initial determination or subsequent determination reveals employee exposure to be at or above 30 μg/m3 as an 8-hour TWA but at or below 50 μg/m3 as an 8-hour TWA, the employer shall perform monitoring at least every 6 months. The employer shall continue monitoring at the required frequency until at least two consecutive measurements, taken at least 7 days apart, are below 30 μg/m3 as an 8-hour TWA. Subsequent monitoring shall conform with the applicable provisions of subsection (d)(6)(B), except as otherwise provided in subsection (d)(7).
(D) If the initial determination or subsequent determination reveals that employee exposure is above 50 μg/m3 as an 8-hour TWA, the employer shall perform monitoring quarterly. The employer shall continue monitoring at the required frequency until at least two consecutive measurements, taken at least 7 days apart, are at or below 50 μg/m3 as an 8-hour TWA, at which time the employer shall repeat monitoring at the frequency specified in subsection (d)(6)(B) or (C), as appropriate, based on the monitoring results, except as otherwise provided in subsection (d)(7).
(7) Additional exposure assessments. Whenever there has been a change of equipment, process, control, personnel or a new task has been initiated that may result in additional employees being exposed to lead at or above the action level or may result in employees already exposed at or above the action level being exposed above the PEL, the employer shall conduct additional monitoring in accordance with this subsection.
(B) Whenever the results indicate that the representative employee exposure, without regard to respirators, is at or above the PEL the employer shall include in the written notice a statement that the employees exposure was at or above that level and a description of the corrective action taken or to be taken to reduce exposure to below that level.
(9) Accuracy of measurement. The employer shall use a method of monitoring and analysis which has an accuracy (to a confidence level of 95%) of not less than plus or minus 20 percent for airborne concentrations of lead equal to or greater than 2 μg/m3. Methods for the determination of lead concentrations of surface coatings and material shall be determined by methods which have an accuracy (to a confidence level of 95 percent) of not less than plus or minus 20 percent at 0.06% lead dry weight (600 ppm).
(A) General. The employer shall implement engineering and work practice controls, including administrative controls, to reduce and maintain employee exposure to lead to or below the permissible exposure limit, to the extent that such controls are feasible. Wherever all feasible engineering and work practices controls that can be instituted are not sufficient to reduce employee exposure to or below the permissible exposure limit prescribed in subsection (c), the employer shall nonetheless use them to reduce employee exposure to the lowest feasible level and shall supplement them by the use of respiratory protection that complies with the requirements of subsection (f).
(1) Provision and use. Where an employee is exposed to lead above the PEL without regard to the use of respirators, where employees are exposed to lead compounds which may cause skin or eye irritation (e.g. lead arsenate, lead azide), and as interim protection for employees performing trigger tasks described in subsection (d)(2), the employer shall provide at no cost to the employee and ensure that the employee uses appropriate protective work clothing and equipment that prevents contamination of the employee and the employee's garments including, but not limited to:
DANGER: CLOTHING AND EQUIPMENT CONTAMINATED WITH LEAD, MAY DAMAGE FERTILITY OR THE UNBORN CHILD. CAUSES DAMAGE TO THE CENTRAL NERVOUS SYSTEM. DO NOT EAT, DRINK OR SMOKE WHEN HANDLING. DO NOT REMOVE DUST BY BLOWING OR SHAKING. DISPOSE OF LEAD CONTAMINATED WASH WATER IN ACCORDANCE WITH APPLICABLE LOCAL, STATE, OR FEDERAL REGULATIONS.
Exception: Shower facilities are not required when the employer can demonstrate that shower facilities are not feasible.
(A) Employers shall establish regulated areas, unless the employer can demonstrate that they are not feasible, for work areas where employees are exposed to lead above the PEL without regard to the use of respirators, and as interim protection for employees performing trigger tasks described in subsection (d)(2).
Exception 1: Initial blood lead testing is not required for an employee who is not, and is not reasonably expected to be, exposed to lead at or above the action level for 30 or more days in any 12 consecutive months, and who is not exposed on any day above 10 μg/m3 as an 8-hour TWA, without regard to respirator use.
Exception 2: Initial blood lead testing is not required for an employee who is not, and is not reasonably expected to be, exposed to lead at or above the action level for 15 or more days in any 12 consecutive months, and who is not exposed on any day above 20 μg/m3 as an 8-hour TWA, without regard to respirator use.
Exception 3: Initial blood lead testing is not required for an employee who has had a blood lead test in the preceding two months.
Exception 1: Medical surveillance is not required for an employee who is not exposed to lead at or above the action level for 30 or more days in any 12 consecutive months, and who is not exposed on any day above 10 μg/m3 as an 8-hour TWA, without regard to respirator use.
Exception 2: Medical surveillance is not required for an employee who is not exposed to lead at or above the action level for 15 or more days in any 12 consecutive months, and who is not exposed on any day above 20 μg/m3 as an 8-hour TWA, without regard to respirator use.
Exception 1: Medical surveillance is not required where a negative initial determination has been made in accordance with subsection (d)(5).
Exception 2: Medical surveillance is not required for an employee who only performs level 1 trigger tasks and who does not perform these level 1 trigger tasks on 10 or more days in any 12 consecutive months.
(E) The employer shall provide complete employee identification information to the PLHCP who performs any services covered under subsections (j)(1), (j)(2) and (j)(3). The employer shall instruct the PLHCP ordering blood lead tests to provide the analyzing laboratory with the employee identification information. Identification information includes:
2. That the standard requires the employer to make medical examinations and consultations available to employees exposed at or above the action level, and as interim protection, to employees performing trigger tasks, unless an employee's exposure or work is covered by the exceptions in 1532.1(j)(1)(B). When they are required, the employer must make medical examinations and consultations available as soon as possible, upon notification by an employee either that the employee has developed signs or symptoms commonly associated with lead intoxication, that the employee desires medical advice concerning the effects of current or past exposure to lead on the employee's ability to procreate a healthy child, or that the employee has demonstrated difficulty breathing during a respirator fit test or during use; and
3. That the standard requires temporary medical removal with Medical Removal Protection benefits when an employee's blood lead level is at or above 30 μg/dl, the last two monthly blood lead levels are at or above 20 μg/dl, or the average of the results of all blood lead tests conducted in the last 6 months is at or above 20 μg/dl, as provided for in subsection (k)(1)(A).
Exception: A written elevated blood lead level response plan, training and instruction, as specified in subsection (j)(2)(E), are not required when a blood lead level at or above 10 μg/dl is detected only in an employee's initial blood lead testing.
Exception: A medical examination is not required prior to assignment for an employee who has had a lead-specific medical examination in the preceding two months.
3. As soon as possible, upon notification by an employee either that the employee has developed signs or symptoms commonly associated with lead intoxication, that the employee desires medical advice concerning the effects of current or past exposure to lead on the employee's ability to procreate a healthy child, that the employee is pregnant, or that the employee has demonstrated difficulty in breathing during a respirator fit test or during use; and
4. As soon as possible, and then as medically appropriate, for each employee either removed from exposure to lead due to elevated blood lead levels in compliance with the provisions of subsection (k)(1)(A), or whose exposure to lead is otherwise limited pursuant to a final medical determination in compliance with the provisions of subsection (k)(1)(B).
2. A thorough physical examination, with particular attention to teeth, gums, hematologic, gastrointestinal, renal, cardiovascular, and neurological systems. If requested by an employee, pregnancy testing or laboratory evaluation of male fertility shall be included. Pulmonary status should be evaluated if respiratory protection will be used;
2. The employer shall promptly notify an employee of the right to seek a second medical opinion after each occasion that an initial PLHCP conducts a medical examination or consultation pursuant to this section. The employer may condition its participation in, and payment for, the multiple PLHCP review mechanism upon the employee doing the following within fifteen (15) days after receipt of the foregoing notification, or receipt of the initial PLHCP's written opinion, whichever is later:
The employer shall ensure that the PLHCP explains to the employee the results of the medical examination and provides each employee with a written medical report within 30 days of each medical examination performed. The written report shall contain:
(G) Alternate PLHCP determination mechanisms. The employer and an employee or authorized employee representative may agree upon the use of any alternate PLHCP determination mechanism in lieu of the multiple PLHCP review mechanism provided by subsection (j)(3)(C) so long as the alternate mechanism is as expeditious and protective as the requirements contained in this subsection.
(A) Temporary removal due to elevated blood lead level. The employer shall remove an employee from work having an exposure to lead at or above the action level, involving a trigger task as described in subsection (d)(2) and an exposure assessment as required in subsection (d) has not been completed, or altering or disturbing any material containing lead at a concentration equal to or greater than 0.5% by weight, on each occasion that:
1. The employer shall remove an employee from work having an exposure to lead at or above the action level, involving a trigger task as described in subsection (d)(2) and an exposure assessment as required in subsection (d) has not been completed, or altering or disturbing any material containing lead at a concentration equal to or greater than 0.5% by weight, on each occasion that a final medical determination results in a medical finding, determination, or opinion that the employee has a detected health-related condition which places the employee's health, including the ability to procreate a healthy child, at increased risk of material impairment from exposure to lead.
2. For the purposes of this section, the phrase “final medical determination” means the written medical opinion on the employee's health status by the examining PLHCP or, where relevant, the outcome of the multiple PLHCP review mechanism or alternate medical determination mechanism used pursuant to the medical surveillance provisions of this section.
b. For an employee removed due to a final medical determination, when a subsequent final medical determination results in a medical finding, determination, or opinion that the employee no longer has a detected health-related condition which places the employee's health, including the ability to procreate a healthy child, at increased risk of material impairment from exposure to lead.
2. For the purposes of this section, the requirement that an employer return an employee to their former job status is not intended to expand upon or restrict any rights an employee has or would have had, absent temporary medical removal, to a specific job classification or position under the terms of a collective bargaining agreement.
(D) Removal of other employee special protective measure or limitations. The employer shall remove any limitations placed on an employee or end any special protective measures provided to an employee pursuant to a final medical determination when a subsequent final medical determination indicates that the limitations or special protective measures are no longer necessary.
(E) Employer options pending a final medical determination. Where the multiple PLHCP review mechanism, or alternate PLHCP determination mechanism used pursuant to the medical surveillance provisions of this section, has not yet resulted in a final medical determination with respect to an employee, the employer shall act as follows:
1. Removal. The employer may remove the employee from exposure to lead, provide special protective measures to the employee, or place limitations upon the employee, consistent with the medical findings, determinations, or recommendations of any of the PLHCPs who have reviewed the employee's health status.
2. Return. The employer may return the employee to their former job status, end any special protective measures provided to the employee, and remove any limitations placed upon the employee, consistent with the medical findings, determinations, or recommendations of any of the PLHCPs who have reviewed the employee's health status.
Exception 1: If the initial removal, special protection, or limitation of the employee resulted from a final medical determination which differed from the findings, determinations, or recommendations of the initial PLHCP.
Exception 2: If the employee has been on removal status for the preceding eighteen months due to an elevated blood lead level, then the employer shall await a final medical determination.
(B) Definition of medical removal protection benefits. For the purposes of this section, the requirement that an employer provide medical removal protection benefits means that, as long as the job the employee was removed from continues, the employer shall maintain the total normal earnings, seniority and other employment rights and benefits of an employee, including the employee's right to their former job status as though the employee had not been medically removed from the employee's job or otherwise medically limited.
(C) Follow-up medical surveillance during the period of employee removal or limitation. During the period of time that an employee is medically removed from their job or otherwise medically limited, the employer may condition the provision of medical removal protection benefits upon the employee's participation in follow-up medical surveillance made available pursuant to this section.
(D) Workers' compensation claims. If a removed employee files a claim for workers' compensation payments for a lead-related disability, then the employer shall continue to provide medical removal protection benefits pending disposition of the claim. To the extent that an award is made to the employee for earnings lost during the period of removal, the employer's medical removal protection obligation shall be reduced by such amount. The employer shall receive no credit for workers' compensation payments received by the employee for treatment-related expenses.
(E) Other credits. The employer's obligation to provide medical removal protection benefits to a removed employee shall be reduced to the extent that the employee receives compensation for earnings lost during the period of removal either from a publicly or employer-funded compensation program, or receives income from employment with another employer made possible by virtue of the employee's removal.
(F) Voluntary removal or restriction of an employee. Where an employer, although not required by this section to do so, removes an employee from exposure to lead or otherwise places limitations on an employee due to the effects of lead exposure on the employee's health-related condition, the employer shall provide medical removal protection benefits to the employee equal to those required by subsection (k)(2)(A) and (B).
(A) Hazard communication. The employer shall include lead in the program established to comply with the Hazard Communication Standard (HCS) (section 5194). The employer shall ensure that each employee has access to labels on containers of lead and safety data sheets, and is trained in accordance with the provisions of HCS and subsection (l) of this section. The employer shall ensure that at least the following hazards are addressed:
(B) For all employees occupationally exposed to lead, the employer shall provide training covering the purpose and content of, and methods used to comply with, the housekeeping and hygiene requirements specified in subsections (h), (i)(1) and (i)(5). This training shall be provided prior to the time of initial job assignment, and at least annually thereafter.
(F) Where the certification of employee and supervisor training is required, as described in subsection (l)(3), the training shall be conducted by a training provider accredited by the California Department of Public Health, in accordance with Title 17, California Code of Regulations, Division 1, Chapter 8.
The employer shall ensure that effective training on the following topics is provided for each employee covered by subsection (l)(1)(C):
(H) The employer's duty, as required by subsection (j)(3)(A), to make medical examinations and consultations available to each employee who notifies the employer that they desire medical advice concerning their ability to procreate a healthy child, when the employee is exposed at or above the action level, and as interim protection, to an employee who performs trigger tasks, unless the employee's exposure or work is covered by the exceptions in subsection (j)(1)(B);
Note: When employees are exposed above the PEL, or perform level 3 trigger tasks listed in subsection (d)(2)(D), the employer must provide shower facilities and ensure that employees shower at the end of the work shift, in accordance with subsection (i)(3).
The employer shall ensure that all employees and supervisors who are engaged in lead-related construction work as defined in Title 17, California Code of Regulations, section 35040, and have been shown to be exposed to lead at or above 50 μg/m3 as an 8-hour TWA, meet the training requirements of this section, are trained by an accredited training provider and are certified by the California Department of Public Health (CDPH). Lead-related construction work is defined in Title 17 to be any construction, alteration, painting, demolition, salvage, renovation, repair, or maintenance of any residential or public building, including preparation and cleanup, that, by using or disturbing lead containing material or soil, may result in significant exposure of adults or children to lead. As used in the definition of lead-related construction work, “public building” means a structure which is generally accessible to the public, including but not limited to, schools, daycare centers, museums, airports, hospitals, stores, convention centers, government facilities, office buildings and any other building which is not an industrial building or a residential building. Regulations for accreditation of training providers and for the certification of employees and supervisors are found in Title 17, California Code of Regulations, Division 1, Chapter 8.
DANGER
LEAD WORK AREA
MAY DAMAGE FERTILITY OR THE UNBORN CHILD
CAUSES DAMAGE TO THE CENTRAL NERVOUS SYSTEM
DO NOT EAT, DRINK OR SMOKE IN THIS AREA
Records of the semi-annual revision and update of the employer's written compliance program, required under subsection (e)(2)(A), shall include the name of the person(s) who reviewed the program, the date the review was completed, and a summary of the revisions and updates to the program. The records shall be retained for three years.
Written elevated blood lead level response plans, required under subsection (j)(2)(E), shall be retained for three years.
(A) For purposes of this section, objective data are information demonstrating that a particular product or material containing lead or a specific process, operation, or activity involving lead cannot release dust or fumes in concentrations at or above the action level under any expected conditions of use. Objective data can be obtained from any industry-wide study or from laboratory product test results from manufacturers of lead containing products, including surface coatings or other materials. The data the employer uses from an industry-wide survey must be obtained under workplace conditions closely resembling the processes, types of material, control methods, work practices and environmental conditions in the employer's current operations.
(A) Whenever observation of the monitoring of employee exposure to lead requires entry into an area where the use of respirators, protective clothing or equipment is required, the employer shall provide the observer with and ensure the use of such respirators, clothing and equipment, and shall require the observer to comply with all other applicable safety and health procedures.
Exception 1: The employer is not required to notify Cal/OSHA if:
A. The amount of lead-containing materials to be disturbed is less than 100 square or 100 linear feet; or
B. The only subsection (d)(2) task to be performed consists of torch cutting or welding, not to exceed a duration of 1 hour in any shift.
Exception 2: The employer is not required to notify Cal/OSHA if the percentage of lead in the material disturbed is less than 0.5%, 5,000 parts per million (weight by weight), or 1.0 mg/cm2.
Exception: When an employer intends to initiate unforeseen lead-work on an urgent basis within 24 hours, the notification requirement may be met by giving telephone notice to Cal/OSHA at any time prior to commencement of the work, followed by written notification sent or mailed within 24 hours of telephoning Cal/OSHA.
(4) An employer conducting ongoing, lead-related operations and maintenance work on stationary steel structures need only notify Cal/OSHA once for each structure if the duration of the operations and maintenance work is less than one year. If the duration of the work is more than one year, the employer shall submit to Cal/OSHA at least once per year a supplemental written notification updating all of the information required by subsection (p)(2) for each structure.
Credits
Note: Authority cited: Sections 142.3 and 6717, Labor Code. Reference: Sections 142.3, 144.6 and 6717, Labor Code.
History
1. New section filed 9-28-93; operative 11-4-93 pursuant to Labor Code section 142.3(a)(4) (Register 93, No. 40). This section is identical to the interim final rule adopted by the federal Occupational Safety and Health Administration on 5-4-93 and is exempt from OAL review. Pursuant to Labor Code section 142.3(a)(4)(c), this section shall remain in effect until 5-4-94 unless readopted for an additional 6 months or superceded by permanent regulations.
2. Change without regulatory effect amending opening paragraph filed 10-18-93 pursuant to title 1, section 100, California Code of Regulations (Register 93, No. 43).
3. New section refiled 4-28-94 with amendments; operative 5-4-94 pursuant to Labor Code section 142.3(a)(4) (Register 94, No. 17). This section is identical to the interim final rule adopted by the Federal Occupational Safety and Health Administration on 5-4-93 and is exempt from OAL review. Pursuant to Labor Code section 142.3(a)(4)(C), this section shall remain in effect for six months unless superseded by permanent regulations.
4. Amendment of section and amendment of Appendices headings and text filed 10-19-94; operative 10-19-94. Submitted to OAL for printing only pursuant to Labor Code section 142(a)(3) (Register 94, No. 42).
5. Change without regulatory effect amending Appendix A heading filed 2-16-95 pursuant to section 100, title 1, California Code of Regulations (Register 95, No. 7).
6. Editorial correction of subsection (d)(2)(E)5. (Register 95, No. 36).
7. Amendment of section, Appendix B and Note filed 2-5-97; operative 3-7-97 (Register 97, No. 6).
8. Amendment of former subsections (f)(1)-(f)(4)(C) including subsection renumbering and relettering resulting in newly designated subsections (f)(1)-(f)(3)(B)2., amendment of Appendix B, subsection IV, and amendment repealing appendix D and adding editorial reference filed 8-25-98; operative 11-23-98 (Register 98, No. 35).
9. Change without regulatory effect amending subsection (a) filed 2-16-2000 pursuant to section 100, title 1, California Code of Regulations (Register 2000, No. 7).
10. Amendment of subsection (f)(3)(B)2. (Table I) filed 5-24-2000; operative 6-23-2000 (Register 2000, No. 21).
11. Repealer of subsection (p) and new subsections (p)-(p)(4) filed 12-26-2001; operative 1-25-2002 (Register 2001, No. 52).
12. Change without regulatory effect amending subsection (l)(3) filed 7-24-2003 pursuant to section 100, title 1, California Code of Regulations (Register 2003, No. 30).
13. Amendment of subsection (f)(2)(A) filed 7-31-2003; operative 8-30-2003 (Register 2003, No. 31).
14. Editorial correction of subsection (p)(1)(B) designator (Register 2006, No. 29).
15. Amendment of subsections (f)(3)(A)-(B) and (f)(3)(B)2. and new subsections (f)(3)(C)-(D) filed 3-6-2007; operative 3-6-2007. Submitted to OAL for printing only pursuant to Labor Code section 142.3(a)(3) (Register 2007, No. 10).
16. Change without regulatory effect amending subsection (g)(2)(D) filed 8-8-2008 pursuant to section 100, title 1, California Code of Regulations (Register 2008, No. 32).
17. Amendment of subsections (j)(2)(B), (j)(2)(D)2. and (k)(1)(C)1.a. filed 1-18-2012; operative 1-18-2012 pursuant to Labor Code section 142.3(a)(4)(C). Submitted to OAL for printing only pursuant to Labor Code section 142.3(a)(3) (Register 2012, No. 3).
18. Amendment of subsection (j)(2)(D)2. filed 9-4-2012; operative 10-4-2012 (Register 2012, No. 36).
19. Redesignation and amendment of former subsection (g)(2)(G) as new subsection (g)(2)(G)1., new subsection (g)(2)(G)2., repealer and new subsections (l) and (l)(1)(A), new subsections (l)(1)(A)1.-5., amendment of subsections within subsection (m) and amendment of Appendix B, item XI. filed 5-6-2013; operative 5-6-2013 pursuant to Labor Code section 142.3(a)(4)(C). Submitted to OAL for printing only pursuant to Labor Code section 142.3(a)(4) (Register 2013, No. 19).
20. Redesignation and amendment of former subsection (g)(2)(G) as new subsection (g)(2)(G)1., new subsection (g)(2)(G)2., repealer and new subsections (l) and (l)(1)(A), new subsections (l)(1)(A)1.-5., amendment of subsections within subsection (m) and amendment of Appendix B, item XI. refiled 11-6-2013; operative 11-6-2013 pursuant to Labor Code section 142.3(a)(4)(C). Submitted to OAL for printing only pursuant to Labor Code section 142.3(a)(4) (Register 2013, No. 45).
21. Repealer of 11-6-2013 order by operation of law 5-6-2014 pursuant to Labor Code 142.3 (Register 2014, No. 19).
22. Redesignation and amendment of former subsection (g)(2)(G) as new subsection (g)(2)(G)1., new subsection (g)(2)(G)2., repealer and new subsections (l) and (l)(1)(A), new subsections (l)(1)(A)1.-5., amendment of subsections within subsection (m) and amendment of Appendix B, item XI. filed 5-5-2014; operative 5-6-2014 pursuant to Government Code section 11343.4(b)(3) (Register 2014, No. 19).
23. Amendment of section and Note filed 4-8-2024; operative 1-1-2025 pursuant to Government Code section 11343.4(b)(2) (Register 2024, No. 15).
This database is current through 6/21/24 Register 2024, No. 25.
Cal. Admin. Code tit. 8, § 1532.1, 8 CA ADC § 1532.1
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