L 1480 Protocol - Hearing Conservation

Number: L 1480
Date Published: 12 May 2021
Version 1 – May 2021

1.0 Summary of Changes

1.1 This is a new joint protocol for Essex Police and Kent Police.

2.0 What this Protocol is about

2.1 This protocol sets out the Health Services procedure for managing potential risk to all employees, as defined in L 1440 Protocol - Health and Safety in respect of situations likely to cause Noise-induced Hearing Loss (NIDL) in the workplace.

Compliance with this protocol and any governing policy is mandatory.

3.0 Detail the Protocol

3.1 Individuals who are deployed to a high-risk area will have a baseline hearing test undertaken.

3.2 Staff identified as being at risk of noise induced hearing loss will have regular audiometry examinations. The frequency of these examinations is decided by risk assessment (see Annex A).

3.3 The audiometry results are assessed against Health and Safety Executive (HSE) standards.

3.4 The results of audiometry examinations will be kept in the individual’s Occupational Health file.

3.5 With consent obtained from the person undergoing the test, appropriate managers will be informed of the result.

3.6 Where an individual declines the test or refuses consent for results to be sent to the manager, the relevant manager will be informed that they may not know the result (either test refusal or consent withheld). The audiometry results will be assessed by the Force Medical Advisor and the manager will be informed of any control measures that are required arising from the result.

Examples of control measures could include:

• Advise management that the individual’s exposure to noise needs to be reduced, e.g.,
  
  • reviewing the hearing protection used;
  • limit exposure to the identified risk;
  • requirement for a practical hearing test periodically.

3.7 Line Managers are responsible for reviewing the OH advice and putting in place such control measures as will reduce the noise or the exposure to noise to a reasonable level in line with the advice received. Where the advice to introduce control measures cannot be met or the assessment is that, despite the introduction of control measures, that continued exposure to the noise cannot be sufficiently limited then consideration will be given to medical redeployment to protect the officer or member of staff.

3.8 If an individual declines the hearing test, Occupational Health need to establish the basis for the refusal and determine if this is legitimate or not. In the absence of a legitimate reason to refuse to take the test, the individual can be given a lawful and reasonable direction to submit to the testing. Individuals who refuse to comply with the instruction will need to be referred to their SLT and HR so a decision can me made whether or not they can remain in their current role or need to be posted or redeployed. A failure to follow the lawful direction can be grounds for consideration for action under the Police Misconduct Regulations or Police Staff Discipline protocol (as is appropriate) which might result in disciplinary action and ultimately dismissal from the force.

3.9 Roles and Responsibilities

3.9.1 The Health and Safety at Work Act 1974 (section 7), The Control of Noise at Work Regulations 2005 states that all individuals identified as being at risk comply with this protocol.

3.9.2 It is the individual’s responsibility to attend an audiometry examination when invited by Occupational Health.

3.9.3 It is the manager’s responsibility to provide Occupational Health with an annual list of all personnel who are identified as being at risk of noise induced hearing loss as listed in Annex A.

3.9.4 It is the manager’s responsibility to inform Occupational Health of new employees who are identified as may at risk of noise induced hearing loss as listed in Annex A.

3.9.5 It is the manager’s responsibility to allow staff time to attend occupational health appointments for audiometry examinations.

3.9.6 Occupational Health will maintain a record of all personnel who attended audiometry examinations and advise the manager when the next test is due.

3.9.7 Occupational Health will ensure that appointment slots are available for audiometry test ensuring that there is minimal or no impact on the operational needs of the force.

3.10 Administration

3.10.1 Medical records will be completed and stored appropriately, and a certificate detailing fitness will be emailed to the manager.

3.10.2 The audiometry results will be filed on the individual’s occupational health file and a copy will be offered to the employee.

4.0 Equality Impact Assessment

• EIA – February 2021

5.0 Risk Assessment

5.1 Hearing conservation will be identified as a need, by carrying out risk assessments.

5.2 A list of posts known to require hearing conservation is shown at Annex A.

6.0 Consultation

6.1 The following have been consulted during the formulation of this document:

• Unison
• Police Federation
• PSD

7.0 Monitoring and Review

7.1 The Senior Occupational Health Advisor / OH manager and the lead practice nurse will monitor that best practise is adhered to in the completing of audiometer examinations, and that this procedure is adhered to.

7.2 The monitoring of this HR protocol will be by the Head of Health Services.

7.3 The protocol will be reviewed every two years.

8.0 Governing force policy. Related force policies/protocols or related procedures (Essex) / linked standard operating procedures (Kent)

8.1 This HR protocol supports the overarching HR policy L1.

8.2 Data Security

8.2.1 Essex Police and Kent Police have measures in place to protect the security of your data in accordance with our Information Management Policy – W1000 Policy – Information Management.

8.3 Retention & Disposal of Records

8.3.1 Essex Police and Kent Police will hold data in accordance with our Records Review, Retention & Disposal Policy – W 1012 Procedure/SOP - Records Review, Retention and Disposal.

8.3.2 We will only hold data for as long as necessary for the purposes for which we collected.

9.0 Other source documents, e.g. legislation, Authorised Professional Practice (APP), Force forms, partnership agreements (if applicable)

• The Control of Noise at Work Regulations 2005, which replaces the Noise at Work Regulations 1989
• The Health and Safety at Work Act 1974
• Equality Impact Assessment-15.02.2021
• Annex A