ASBESTVERWIJDERINGSBESLUIT 2005 PDF

Besluit van 16 december , houdende vaststelling van regels voor het wijziging van het Arbeidsomstandighedenbesluit (Asbestverwijderingsbesluit ). asbestos: asbestos as referred to in Article 1(1a), of the .. i. if the Asbestos Removal Decree [Asbestverwijderingsbesluit ]. Problematiek rondom asbest; Brief regering; Ontwerp-besluit wijziging Asbestverwijderingsbesluit by Nederlandse overheid; Dutch.

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Next to this occupational health and safety related rules can be found in many other laws such as the Works Councils Act and the Nuclear Energy Act and in other lower legislation such as the Building Decree It explains employers what to do but not how they have to do it. Much of the Dutch occupational health and safety regulatory framework is based as well on transposed European Directives and European Regulations. Unless it cannot reasonably be demanded, to prevent or restrict dangers or safety risks as much as possible at the source, or to take efficient measurements, preferably collective measurement, in case the problem cannot be prevented at the source.

To adapt the work methods and tools as much as possible to the individual characteristics of the employee. To avoid monotonously and pace related labour as much as reasonably possible. To take efficient measurements related to emergencies, firefighting and evacuations and maintain connections with first assistance.

In the Asbestverwijderingsesluit Conditions Act and the definitions based on it: The following definitions also apply to this Act and the provisions based on it: While volunteers are thus exempted in the Working Conditions Act, the Working Conditions Decree subsequently designates several parts of the Working Conditions Act as applicable to them.

The parts applicable are those protecting employees against serious risks. When an employer requests a work permit for a migrant worker, the working conditions 0205 to comply with the Working Conditions Act.

Furthermore the provisions of the Working Conditions Act do not exclude illegal migrants asbestvetwijderingsbesluit the definition of worker. Domestic workers are not specifically excluded from the Working Conditions Act. Working independent of location is meant as: Lower legislation, an order in council, can specify whether the obligations to oblige the requirements of this law or the requirements based on this law, as far as they relate to work that is associated with particular risks to health or safety, also applies to: A self-employed person b.

An employer that performs this labour himself c. Someone who works with volunteers d. A volunteer The Working Conditions Decree regulates this for self-employed persons.

The Working Conditions Act define employer as: The following definitions apply assbestverwijderingsbesluit this Act and the provisions based on it: Agriculture is not explicitly excluded from the Working Conditions Act. Construction is not explicitly excluded from the Working Conditions Act. The Working Conditions Decree contains some additional specific provisions addressing construction sites operating tower cranes, mobile cranes, foundation machines and scaffolding.

Chapter 7 section 5. Xsbestverwijderingsbesluit may be established by order in council specifying that this Act and the provisions based on it do not apply, in whole or in part, to: The Working Conditions Decree regulates which parts of the Working Conditions Act apply for several branches of asbestvverwijderingsbesluit activities such as education, civil public services, transport, judicial facilities and defence.

An occupational disease is a disease or illness caused by a pressure that primarily occurred during labour or working conditions. The Netherlands Centre for Occupational Diseases registers and reports on occupational diseases via the national notification and registration system.

The appointed monitoring institution is the Inspectorate SZW. Also the compliance with other acts to fight illegal labour, circumvention of minimum wage, labour exploitation, mala fide job placement services and other labour market fraud. The Analysis, Programming and Monitoring APS department of the Inspectorate SZW is responsible for strategy development and programming of supervision and investigation activities, risk analyses, monitoring, measuring effects and the communication activities.

The core tasks of the Inspectorate related to OSH legislation are the following: The Inspectorate supervises the compliance with the Acts and related legislation. In order to do that the Inspectorate is asbestverwljderingsbesluit certain authorities by the acts they are supervising. For example, by the Working Conditions Act the authority to start an investigation at all times in case of an accident at work. The inspectorate can impose a penalty for a violation of these acts.

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If employees do not comply with the regulations contained for them in the Working Conditions Act, they can also be imposed a penalty. Furthermore, the Inspectorate has to draw attention to developments and risks in the field of social affairs and employment.

The chair of the inspectorate is the inspector general.

The Inspectorate SZW is divided in seven departments, 2 general departments and 5 operational departments. OSH can be part of the research of a subject concerning health or the environment, but it is not a subject of research itself.

The budget of the ministry of SZW articulates the goals for a safe and healthy working environment. Every year the Inspectorate SZW drafts an annual plan and every few year a long-term plan is drafted. The plans provide information on the choices and priorities of the Inspectorate SZW in performing their tasks. The plans deal with the developments in the area of responsibility and the way the Inspectorate will react to the developments.

Besides that, the plans provide an overview and analysis of the risks. Based on that overview the Inspectorates considers what areas need more or less supervision. In the annual plan the Inspectorate SZW also records the allocation of people and sources to achieve the goals. I have added the more general vision and strategy on OSH of the responsible ministry which is based on its budget however a specific requirement for it by law we have not been able to discern. The employer is obliged to ensure that the health and safety conditions are respected for the sake of his employees.

The employer shall produce a written inventory and assessment of the risks to which employees are exposed as a result of their work. The employer shall take the measures required to prevent and limit serious accidents involving dangerous substances. If more than one employer has work performed in a business or establishment, they shall cooperate appropriately in order to ensure compliance with the provisions established in or by virtue of this Act.

Before work falling under a category specified in an order in council starts, the employers shall ensure that a written description of how they are to cooperate is produced, what action is to be taken in respect of cooperation and how this is to be monitored.

Employers have the obligation to provide workers with the opportunity to undergo a medical examination in order to ensure that their health is up to the standard required for the work they will be doing.

Workers that work with asbestos, who might be exposed to biological agents and those who are entrusted with diving work, caisson work or other work under excess pressure have more extensive rights to undergo medical examinations. Another example of a group that has stricter medical rights are workers who can come into contact with radiation.

The employer is obliged to arrange medical supervision and prevent that employees are exposed to a maximum dosage of radiation during their work. There are specific hazards for which surveillance is required. Please find below some examples: Employers have the obligation to provide workers that can come into contact with asbestos with the opportunity to undergo a medical examination prior to carrying out any work involving exposure to asbestos and at least once every three years for as long as the exposure to asbestos lasts.

Workers who are entrusted with diving work, caisson work or other work under excess pressure are obliged to have a medical health examination that focusses on the specific risks for their health related to working under excess pressure before the start of the work.

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After a period of no more than 12 months the employer is obliged to repeat the examination. Employers have the obligation to provide workers with the opportunity to periodically undergo a medical examination when they are exposed to loud sounds above a certain threshold level. Employers have the obligation to provide workers with the opportunity to undergo a medical examination when they start when they are exposed to biological agentia and vibrations.

Workers who are asbesverwijderingsbesluit to biological agentia can also undergo such a research in case they came into contact with the biological agentia. Employers have the obligation to provide workers with the opportunity to undergo a medical examination when they asbestverwijderingsbesluut exposed to optical asbestverwijderingsbeslhit or electromagnetic radiation above a certain threshold.

For the creation of its working conditions policy, the employer shall produce a written inventory and assessment of the risks to which employees are exposed as a result of their work. This risk assessment and evaluation also includes a description of the measures aimed at limiting hazards and risks, and risks affecting particular groups of employees.

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The Working Conditions Decree gives a more detailed description of specific risks that have to be assessed pertaining to dangerous substances and major accidents. Employers are obliged to ensure that employees have sufficient personal protective asbestverwijderingxbesluit if there asbestvewrijderingsbesluit a hazard or a potential hazard to the safety or health of an employee.

Employers are obliged to ensure that employees use the personal protective equipment available to them when there is a hazard or potential hazard to the safety xsbestverwijderingsbesluit health of an employee. In certain situations the Working Conditions Decree directly obliges that personal protective equipment is used.

Such situations are for example when dealing with loud noises, vibrations and exposure to dangerous substances. First-aid stations are obliged to comply with the following requirements: If the nature of the work or the associated hazards make it necessary, in addition to the minimum requirements needed to fulfil the obligations coming forth from the risk assessment that an employer is obliged to asbestverwojderingsbesluit, there should be sufficient first aid stations available in the business or establishment.

Clearly visible instructions for first aid for accidents should be present in the first aid stations. An alarm number should be clearly visible in the first aid station. The first aid stations should be provided with the necessary first aid equipment. First aid stations should be easily accessible with stretchers. First aid stations and first aid equipment should be supplied with a sign that makes it asbestberwijderingsbesluit visible. Employers asbestverwkjderingsbesluit make sure that there is a workplace hygiene strategy and that employees can eat and drink without any hazard of exposure.

Protective hygiene measures shall also be taken into account regarding working clothes. If the employees are exposed to dirt, dust or asbesstverwijderingsbesluit temperatures to such an extent that the necessary cleaning of their bodies involves more than washing their hands and face or because of the nature of their work or the care of their health, there should also be a shower room with a sufficient number of showers.

asbestverwijderingsbesluit pdf – PDF Files

The shower room asbestverwijderingsbeslult have sufficient room, be effectively fitted out and separated according to the sexes; the showers must have cold and hot running water. There is no specific obligation for employers to provide drinking water except that employers shall ensure that there is sufficient drinking water or other soft drinks on a construction site.

An easily accessible area should be available in the business or the establishment or in its direct vicinity where the employees can spend their breaks. Asbestcerwijderingsbesluit area should be suitable for this purpose and also – depending on the number of employees -sufficiently spacious in size and equipped with sufficient tables and chairs.

For employees who usually stay over in the business or the establishment in which they are working during the time between the end and the beginning of their daily working hours, a night room should be available. A night room should be fitted out adequately and should only be intended for persons of the same sex.

A suitable, lockable, enclosed space should be available for pregnant and breast-feeding employees in which there is an opportunity to take a rest or one can be made immediately available. In such a space a proper, folding or non- folding bed or a suitable couch should be available. The employer must protect the health and safety of employees with respect to all employment-related aspects. To this end the employer must conduct a policy aimed at achieving the best possible working conditions.

EUR-Lex – LNLD_ – EN – EUR-Lex

Further, when operating a working conditions policy, the employer shall produce a written inventory and assessment of the risks to which employees are exposed as a result of asbestverwijeringsbesluit work.

Companies have to appoint one or more “competent persons” providing support to employees to ensure suitable working conditions and health protection. However, in smaller companies with less than 15 employeesthe employer can act as a “competent person”.

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