OSHA FAQs

No. The frequency and duration of respirator use and the worker’s term of employment, does not affect the requirement for medical evaluation.

No. The initial medical evaluation must be conducted prior to fit testing to identify individuals whose health may be harmed by the limited amount of respirator use associated with fit testing.

No. If the employer has determined that there is no hazard, and dust mask use is voluntary, then no medical evaluation is required. If employers allow voluntary use of this type of respirator, then they must provide the employee the information contained in Appendix D of the standard, and ensure that such respirator use will not itself create a hazard.

No, the scope of the medical evaluation is left to the discretion and professional judgment of the PLHCP (Professional Licensed Health Care Professional). There may be occasions where all that is needed is clarification of an issue.

Paragraph (e)(1) requires the employer to provide a medical evaluation to an employee before the employee uses a respirator in the work place. Therefore, an employee cannot refuse to undergo medical evaluation and continue to use a respirator.

The employer must pay for the medical evaluation and any related expenses incurred by the employee during the evaluation, including travel costs.

When evaluating an employee’s medical limitations, the PLHCP may need to consider other workplace variables that may increase pulmonary and cardiovascular stress during respirator use.

The company’s written respiratory program already specifies the exposure conditions that require the use of a respirator. A copy of the written program must be provided to the PLHCP instead. The program will provide the necessary information to the PLHCP without imposing an additional paperwork burden on employers.

The responsibility rests with the employer. The PLHCP’s opinion regarding the employee’s medical ability to wear a respirator is an important element in making the final determination.

No. The employer must maintain only the PLHCP’s written recommendation on an employee’s eligibility to wear a respirator. The completed questionnaire and PLHCP’s documented findings or diagnosis are confidential and must not be maintained by the employer.

No. There is no annual or periodic requirement for medical reevaluation. The standard lists four conditions that trigger medical reevaluation: an employee reports signs or symptoms related to the ability to wear a respirator; the PLHCP, administrator or supervisor determine it is necessary; information from the respiratory protection program indicates a need for reevaluation; or a change in workplace conditions substantially increases the physiological burden placed on the employee. (FR p.1219-1220)

Due to liability reasons, the employee’s certificate will become null and void and a note will be made in his/her record as such. It will also count against the number of purchased evaluations by the employer.

If the doctor is not able to certify them using the online format, it does not mean they cannot be certified, however, they will need to be seen in person by a health care professional, at the expense of the employer, for further evaluation.

It is the responsibility of each individual employee to provide a copy of their medical certificate to their employer. If the certificate is lost, or if the employee had difficulty printing, please contact The Backup at (800) 822-9398 for a copy.