The book covers topics found in the technical certificates and NVQs/SNVQs at levels 2 and 3 which are currently standard for plumbers in the UK; additional skills are identified which no respectable plumber can afford to ignore.

The book is in eleven parts. Parts 1 to 10 offer a programme of training and information while Part 11 is designed to allow you to assess your level of knowledge. There are sections for self- and supplementary assessments and a few typical plumbing problems.

Broadly speaking, the subject matter dealt with in the supplementary assessment questions is introduced in the same order as the subject matter of the book itself; hence these sections can be used as self-learning packages.

Further useful information can be found in the preliminary pages which follow. The nature of the NVQ is, for example, identified, as is a guide showing how to complete the scheme.

In addition to the new chapter in relation to energy conservation, this new edition also considers the changes to the Building Regulations to include approved documents: Part F – Ventilation; Part G – Sanitation, hot water safety and water efficiency; Part H – Drainage and waste disposal; Part L – Conservation of fuel and power; and Part P – Electrical safety.

British Standards Institution

389 Chiswick High Road, London. W4 4AL.

Telephone: 020 8996 9000

Institute of Plumbing and Heating Engineering

64 Station Lane, Hornchurch, Essex. RM12 6NB.

Telephone: 01708 472791

Chartered Institution of Building Services Engineers

222 Balham High Rd, Balham, London. SW12 9BS.

Telephone: 020 8675 5211

Energy Saving Trust

21 Dartmouth Street, London. SW1H 9BP.

Telephone: 020 7222 0101

I would also like to thank the following organisations and companies for permission to reproduce photographs:

Green roof: Green Roof Consultancy Ltd (livingroofs.org), by bere:architects

Images of wood chips, pellets etc: Euroheat Natural Energy Company

Biomass plant in Wales: Aalborg Energie Technik (AET)

PV cells on roof: EvoEnergy

Radiant tubes on roof: Sky Flair Ltd

Wave generator: Pelamis Wave Power

Wind turbine: RenewableUK

The National Vocational Qualification (NVQ)

The NVQ Diploma is a competency-based scheme, where there is a requirement to undertake some compulsory specific tasks within the workplace, thereby demonstrating that the individual has carried out certain specific tasks themselves under real working conditions. The NVQ has two levels, being Level 2 and Level 3.

• At Level 2 the learner learns basic skills to include: Effective Working Relation­ships; Safety; Functional Skills; Key Principles; Common Plumbing processes; Hot & Cold water supplies; Sanitation & Drainage; Central Heating pipe work; and Environmental Awareness. In addition the candidate may choose to study two additional units to include sheet weathering and Warm air heating.
• At Level 3 the above skill base is developed to include a greater understanding and in-depth study, fault diagnosis and maintenance. At Level 3 the learner also has to choose one of the following four options: Gas; Oil; Solid Fuel or Environmental Technologies.

Additional Qualifications

Where a trainee is enrolled onto an apprenticeship programme there is also a requirement to undertake the following mandatory subjects:

• Functional Skills (unless the trainee has already achieved a good GCSE grade [A–C] within the last 5 years)
• Employment Rights and Responsibilities.

Timescales

The length of the apprenticeship is approximately 4 years. It is not time-serving and is completed only when the apprentice has achieved the specific outcomes. Apprentices will have individual learning plans drawn up at the start of their programme to identify specific goals with agreed and anticipated achievement dates. These plans are reviewed on a quarterly basis, thereby reviewing the progress and setting new targets.

Whilst at college the candidate will be continually monitored as to their ability and will undertake numerous theoretical phase tests and be judged against practical competencies set by the lead body; plus, in addition, there is a requirement to achieve workplace evidence as identified over.

What Is Regarded as Evidence

Evidence can range from a whole collection of gathered material, such as: photographs, installation drawing or plans, copies of completion certificates or forms and, of course, a written description of the actual work completed. The evidence also needs to be authenticated by the person who commissioned the work, such as the employer, and this will need to be assessed by a qualified assessor for the plumbing programme.

It is a competency-based programme and is only concerned with what actual work the operative has undertaken successfully and whether it is up to the required standard.

The portfolio is issued to the candidate by the awarding body prior to commencement of the programme. Throughout this period there will be specific times when actual work activities are witnessed by the NVQ assessor, thus demonstrating compliance with the scheme. Shown here is a small section taken from a completed portfolio, identifying how and where the candidate has produced the evidence required.

In the eyes of many lay people, the plumber is simply someone who joins pipes together, running the water from one appliance to another. Few people appear to give much consideration to the depth of knowledge required to carry out the basic plumbing skills, or the trained professional’s need to have a full understanding of related activities – or their ability to design installations and identify likely problems before they occur.

Unfortunately, many students come to college and find it difficult to take on board skills associated with tasks which their own company does not undertake. They seem to think that skills they are not currently making use of are irrelevant. I would respond by saying that if you want to have greater freedom and be in high demand – and not only by your present employer – then, yes, these extra skills are very relevant indeed.

Trained plumbers are able to turn their hands to many, if not all, the following skills, although levels of knowledge will vary from one individual to another:

• The supply and distribution of cold and hot water for drinking purposes, sanitation, heating and fire fighting, etc., and the connection of associated equipment and controls.
• The removal of water from the building via a suitable system of drainage, to include foul water from soil and waste appliances and surface water from roofs and paved areas.
• Consider the installation of energy conservation systems, to include solar power and water recovery systems.
• The weathering of roof penetrations, etc., in metallic sheet materials.
• The supply and provision of fuels, including gas, oil, solid fuel and electricity, to various appliances and components, such as those for heating or cooking, and the provision of such ventilation as is necessary for combustion.
• The removal of the combustion products from appliances by way of a safe and effective flue system.
• Designing and estimating the cost of any of the above installations, in a domestic situation, giving efficient and effective usage.
• The knowledge to identify, rectify and service any of the said installations.

In addition, plumbers are well served by a number of skills normally associated with other operatives, such as carpenters and bricklayers – skills that might enable them, for example, to make good a hole or remove/replace a floorboard, as part of the job.

The impressions you create are very important; going to work in dirty clothes and trainers gives the same impression as submitting an estimate for a job on a piece of paper taken from a school notebook. Laying a dustsheet down, even for the smallest job, takes very little time, yet it gives a lasting effect. A positive image projected today is likely to bring you work for tomorrow.

Plumbing Organisations (Addresses Correct at Time of Going to Press)

There are many organisations which have connections with the plumbing industry. The following list identifies some of those representing the Mechanical Engineering Services, Plumbing sector:

In order to gain the respect you deserve as a professional in the field of plumbing, you have to show respect for the views of others. Ear and body piercing, tattoos or outrageous clothes may reflect your personality; however, this image may not be in keeping with the views of those you are working for. In an ideal world, this should make no difference, providing that you are demonstrating good plumbing skills. However, in practice, first impressions count and it is the first impression that invariably leads to work. Dress like a tramp and expect to be treated as such; dress cleanly and respectably and it is surprising how you are accepted. Rubbish it may be, but it is a fact.

When arranging to meet someone, be there on time. The person you are to meet can soon become disheartened if you are late, as time is precious to everyone. Finally, when working on a property, remember that it belongs to someone. That person has possibly been working hard to maintain it, it is something which they are proud of and falls within their standards. Therefore, do not treat it as a tip; lay out dust sheets and clean up after your work. Give respect and you will be respected – and get recommended.

Communication

Communicating information to others is something which needs to be right first time if delays are to be avoided. Communication needs to be clear and precise. A recipient can only act upon the information they receive, which, if wrong, can result in (1) incorrect interpretation of data and (2) loss of respect and confidence in the person supplying the information. Looking at the two lists of materials shown opposite: which one indicates accurately to the supplier the items required?

Presentation of information can also give an impression of the knowledge, skill and time you have for a specific job. Look at the two estimates shown opposite: both say much the same thing, yet one indicates a much more desirable company – which do you think it is? The effort required to produce the printed version may look time consuming, but with this modern age of computers, it requires the least amount of effort – much of the data could be standard text and used in all estimates. Note also that this version was produced very promptly (the next day), which can often win the contract for small works and gives the customer confidence in your attention. Also, the customer knows what the final cost will be. The customer of the hand-written version on the other hand does not know whether VAT is included and what, if any, charges for materials there will be. Time spent promoting your company image is time well spent.

Communication skills

There are three functional skills, which are:

For each of these 3 skills there are several levels that may be achieved:

Should you be undertaking an apprenticeship programme, it is a requirement that you complete as part of your course English and Maths at level 2 as a minimum.

Does Everyone Have to Do a Functional Skills Programme?

Trainees undertaking an apprenticeship will need to complete the functional skills elements, and they usually form part of a course where you are aged between 16 and 18. Some courses, however, do not require the completion of a functional skills qualification. Further guidance in relation to this can be obtained from your training provider.

The point of functional skills is that you apply them in your work and life skills all the time, e.g. writing to the bank. For example, you will have learned how to add up, subtract, multiply and divide by doing sums; that is mathematics. But you will often have a real problem to tackle, or a question to answer, requiring a transference of this knowledge in a meaningful way.

For example, you might become involved in pricing up for the installation of a new plumbing or heating system. You might need to calculate the radiator sizes and price up the job to do, considering what profit you need to make or even how you would break even. You will have to estimate how long it will take to do the job, plus many other details, thereby applying your skills to help you to solve a particular problem.

Similarly, you will have learned how to write grammatically and to spell: that’s English. You might have to write down the details that identify specific contractual requirements, or you may write a letter that determines whether you get the job that you really want or whether you win the contract for a company. It is all about deciding the best way to deal with a specific problem and demonstrating these skills.

How Are Functional Skills Assessed?

Currently the assessment of functional skills is by end testing. There are no multiple choice papers and the use of a computer is restricted, thereby confirming your ability to spell and write grammatically correct English.

Are They Worth It?

Achieving this additional qualification can all too often seem a burden. It does, however, provide the trainee with the necessary transferable skills required in today’s workplace, where competition is high. Surveys of employers have indicated that they are often looking to employ applicants with:

• Good communication skills, both in speaking and writing
• A fair ability of understanding simple calculations
• A willingness to learn.

Functional Skills Demonstrate these Qualities.

The relationship between the employer and employee is governed by terms and conditions that are contained within what is referred to as a ‘Contract of Employment’. Under the Employment Rights Act all employees are entitled to a written statement, identifying the key terms and conditions of employment, such as the date your salary is paid into the bank, etc. This is a legally binding document and should be issued within the first two months of employment. It is designed to serve and protect both parties. It should be noted that even if no formal document has been issued the contract of employment is still in force, even as soon as the offer of employment has been made and accepted, such as at an interview. Employment contracts may be either open-ended, such as for permanent posts, or fixed-term for temporary positions. Termination of an employment contract is governed by specific rules, as identified in the contract, and is designed to protect the employee and employer from unfair treatment. Also, this part of the contract would identify the period of notice that would be given should you wish to leave, or be asked to leave. Once a contract of employment has been issued it cannot be altered, however procedures that allow consultation with the employee need to be provided to ensure no unfair treatment. Should you have a grievance with your employer there should be a procedure that is followed to help resolve matters. Employees who believe they have been unfairly dismissed or otherwise treated have the right to take their case to an independent employment tribunal, who may award damages as appropriate. However, certain rules need to be met, such as length of service. Self-employed operatives have different rights and responsibilities with regard to their entitlements of statutory benefits. They enter into a different kind of contract, which is governed by different legislation.

Anti-Discrimination

You have a legal right not to be discriminated against on the grounds of gender, race or disability from the first day of your employment and it also applies to the recruitment process for the position. There are several Acts covering discrimination:

• Sex Discrimination Act: Under this law you must not be refused employment based upon your gender. The law does, however, cover specific situations, such as where carers may be employed, allowing for a specific gender only.
• Equal Pay Act: Under this Act you have a right to equal terms and conditions, to include pay, whether you are a man or woman.
• Race Relations Act: This Act is in place to ensure you are not discriminated against on the basis of your skin colour, religion or ethnic background. There are a few exceptions, but these cover only a few situations, based mainly outside the UK.
• Disability Discrimination Act: This Act applies to all employers with 15 or more employees. The definition of a disability covers a wide range of conditions and the Act states that a disabled person is one who has a physical or mental impairment, which has been substantial over a long term, affecting their ability to perform normal day-to-day activities. Employers have a responsibility to make reasonable adjustments to the working place or practices so that the disabled employee is not at a disadvantage. This may include altering desk arrangements, etc., to allow wheelchair access. Where someone develops a back problem or heart condition it may be necessary to reallocate heavy work duties to another employee. Unlike discrimination on the grounds of sex or race it may be possible to justify discrimination against a disabled person on the grounds that the disability may lead to safety being compromised.

There is currently no Law in relation to age discrimination in the UK, however certain work activities require a person to have reached a minimum age, such as with using a particular piece of equipment or plant.

Working Hours and Holiday Entitlement

The Working Time Regulations identify the amount of time that employees can work for, and the amount of rest time that should be provided; this includes the time spent off-the-job undertaking training for your employer. In addition, there is a specific provision that limits the number of hours young workers, aged 16–17, can work. There are some types of work, for example the fire service, where work activities cannot be interrupted on technical grounds, thus, as always, there may be exceptions to the rule. Both employers and employees have legal rights and responsibilities in relation to the amount and timing of holidays from work; this would be clearly identified within the contract of employment. In addition to holiday entitlement there are specific rights that apply in the case of maternity and parental leave. Time off work for public duties may be granted, although these may not be paid for by the employer.

Absence and Sickness

There is a statutory prescribed level of sick pay that employers must provide, however some employers go beyond this and pay additional entitlements when employees are sick. The rules about who can claim statutory sick pay relate to the age of the employee, how much they earn and whether they are claiming any other form of benefit. Employees are allowed to ‘self-certificate’ for the first few days of sickness, without the need to get a doctor’s certificate.

Data Protection and Access to Personal Information

Legislation exists to protect individuals in relation to information held in manual or computerised filing systems. It governs what sort of data is acceptable to collect, how it is processed and who should have access to it. There is a clear requirement to ensure protection and that no unauthorised personnel can gain access.

There are over 160 000 companies working within the construction industry. About 4% of these companies employ between 14 and 299 people, and 1% employ over 300. The remaining 95% employ between 1 and 13 people. Small companies tend to concentrate on extensions, maintenance work and sub-contract work for the larger builder. They may undertake the occasional one-off building. The larger company undertakes major construction projects, usually running over a long period of time. The legal status of a company is dependent upon its size:

• Sole trader: One person owns the business, possibly employing one to two operatives. All profits go to the owner.
• Partnership: Two or more people own the company and, therefore, share the profits.
• Limited company: A company that has grown in size and the individual(s) running the company would not be liable if the business fails. These companies sometimes have a board of directors.
• Public limited company (PLC): Same as a limited company, however they trade their shares on the stock market.

The Construction Team

It is essential that you know about the other people involved within the industry so you can communicate effectively with them, knowing their position in the chain. The following list identifies some of the key people:

This is the Act of Parliament which provides the framework for all subsequent safety legislation. The Act involves everyone: employers, employees, self-employed, managers, representatives, manufacturers, etc., in matters of health and safety. Failure to meet the requirements of this Act, together with other health and safety regulations carried out under the provisions of this Act, constitutes a criminal offence and may lead to prosecution by the Health and Safety Executive (HSE).

One of the main features of this Act is to make everyone responsible for site safety, thus ensuring the safety of themselves and others. Employers must provide and maintain the plant, and make arrangements for safety, information, instruction, training and supervision, etc., as necessary, to ensure the health and safety of their employees. Where a company employs more than five staff it would be a requirement that a safety policy was produced, to include specific risk assessments for work activities, with periodic reviews, thus ensuring control measures are put in place to ensure safety.

There are 50–60 Acts and over 400 Regulations relevant to health and safety at work. It is these regulations which identify the minimum standard for safety required by law. The following are just a few of the regulations applicable:

Workplace (Health, Safety and Welfare) Regulations 1992

These Regulations cover the working environment and the facilities in which you work. They are not applicable to domestic premises. Specific points include:

• A minimum inside working temperature should be maintained.
• All areas must be kept clean and tidy, with no risk to health and safety.
• There must be sufficient space available to work safely.
• Measures must be put in place to ensure no object or items can fall.
• For outside working, protection must be provided from adverse weather.
• Appropriate emergency stop buttons are located and readily identifiable.
• Sufficient and suitable toilets, with hot and cold water, soap and towel need to be provided, as does a supply of potable water, for drinking purposes.

Construction (Design and Management) Regulations 2007 (CDM)

The CDM Regulations have placed the duty for site safety firmly in the lap of the client, designer and main contractor. It is these people who can ultimately contribute to health and safety. Their aim is to radically improve the industry safety record by promoting an integrated team, working from the beginning to the end of the project, thus improving planning and management from the very start. These Regulations have created the role of a duty holder, referred to as the ‘Safety co-ordinator’, whose job it is to oversee the overall site safety management throughout all stages of the construction project (under the previous CDM Regulations this role was referred to as the planning supervisor). If no appropriate safety co-ordinator appointment is made, the client will be deemed to have appointed themself and be directly accountable in matters of site safety. The Regulations require the contract to maintain a health and safety file, which includes the various health and safety plans and risk assessments. The new CDM Regulations not only replace the old CDM Regulations, but also encompass the old Construction (Health, Safety and Welfare) Regulations of 1996. These new Regulations also strengthen links to about 21 other health and safety legislations, including the Management of Health and Safety at Work Regulations 1999. The Regulations apply to most of the larger construction contracts. They are not, however, applicable to demolition contracts or domestic projects and small works lasting no longer than 30 days or involving no more than four people. It is a requirement that employees must undertake the precautions as stipulated by their employer and, as stated earlier, they have a duty to carry out their work activities in a safe manner. This includes co-operating with others on matters relating to health and safety, and reporting any situations that might present a serious risk.

Manual Handling Operation Regulations 1992

These Regulations cover the human effort involved in handling manual loads. This includes direct and indirect (by means of a lever or through straining on a rope) lifting. Basically, these Regulations give guidance for employers and employees on the correct and safest methods in manual handling operations to avoid injury, usually to the back. The maximum load a reasonably fit person can be expected to lift is 20–25 kg, however this load may need to be substantially reduced for women and smaller-framed men, or where the load is awkward in shape or manoeuvreability is restricted. It is essential to maintain a straight back at all times when lifting. See the following section for an example of the correct posture to adopt when lifting any object.

Reporting of Injuries, Diseases and Dangerous Occurrence Regulations 1995

RIDDOR, as it is commonly known, requires notification of all major injuries resulting from work activities and dangerous practices to be made to the relevant enforcement authority (e.g. HSE). Failure to do so would be a criminal offence.

Typical site entry sign

Lifting and Carrying (Manual Handling)

You should never lift a load that is too heavy for you. Even light loads can cause damage where insufficient room is available to manoeuvre sufficiently and a twisting action is used. When lifting, you should be able to approach the load squarely and be able to lift whilst keeping the back straight, using the legs, not the back, to do the work. The load should be close to the body; never attempt a load with the arms stretched out. In carrying a load, ensure you have good visibility and can see where you are going. Above all, do not try to act macho and demonstrate how strong you are, or long term damage of your back is something you may have to live with. See the note on page 13 in relation to the Manual Handling Operation Regulations 1992.

Trips and Other Hazards

Tools and materials left lying about, including trailing extension leads, welding hoses or spillages of oil, etc., can cause people to trip or fall over. Likewise, cardboard packaging, oily rags, etc., may cause a fire hazard. These hazards can be avoided and it is your duty to maintain your work area in a clean and tidy condition. It also leads to better working relations with colleagues.

Excavations

Two types of accidents can occur with excavations: either the trench itself collapses, or people fall into the trench. Therefore, always make sure the trench is well supported, keeping heavy loads away from its edges, and erecting barriers around the excavation where necessary. When using liquefied petroleum gas (LPG), such as propane, never leave the bottles in or around the trench, because if the gas were to leak, it would fall (being heavier than air), filling the trench, and an explosion may result.

Most people think accidents will not happen to them or that they are not at fault. Anyone who sees a hazard and does nothing about it is making an accident more likely. Make safe, or report dangerous situations.

Risk Assessment

A risk assessment is a method employed where, prior to undertaking a specific task, the likelihood of an accident occurring and the consequences of such an accident are recorded. It would list the control measures put in place and identify all those at risk. Most, if not all, activities involve some risk; the significance of the risk determines the level of risk assessment completed. Where a major accident occurs, these risk assessments are used to determine if everything that could have been done to prevent the accident was done. Failure to complete a suitable risk assessment may result in prosecution.

Lifting heavy loads

Completed risk assessment forms

Poor working practice climbing on incomplete scaffold, no boots, hard hat not fitted correctly and no high-visibility jacket. An accident waiting to happen!

The Construction (Head Protection) Regulations 1989

The law requires the use of suitable head protection on all building sites unless there is no risk of head injury other than by the person falling. Safety hats should be adjusted to fit correctly; your failure to make the correct adjustment may mean that you are not providing the necessary level of safety.

The Personal Protective Equipment at Work Regulations 1992

Within these Regulations will be found eye protection and full face protection. Safety glasses, goggles or eye shields must be worn where there is any foreseeable risk of eye injury. Eye injury can result from:

The use of power tools	(drilling, grinding and threading)
Hammering and driving tools	(cutting, chipping and chiselling)
Flying particles	(dust and chemical splashes)
Welding processes	(sparks and molten splashes)
Glare from light	(electric arc welding)

The Control of Noise at Work Regulations 2005

Sound levels are measured in decibels (dB). Employers are required, as far as possible, to keep noise levels below 80–85 dB; where above this limit, suitable ear protectors must be provided and the work area designated an ear protection zone.

Protection of Skin and Hands

Your skin, and particularly your hands, should be protected not only from cuts and abrasions but also from materials and substances which on contact can lead to infection. Skin conditions such as industrial dermatitis and skin cancer can be the result of neglect.

The two main types of gloves available are: (1) hide, leather or similar materials, for damage due to roughness, heat, etc., and (2) PVC, rubber or Neoprene to prevent damage due to contact with chemicals, cement, oils, etc.

Barrier creams can be used to give minimum protection. Hands should be washed regularly to prevent illness due to ingesting toxic substances such as lead and copper, which may be absorbed on the skin.

Protective clothing

BS 5499

The Health and Safety (Safety Signs & Signals) Regulations 1996

This Regulation put into practice the European Safety Signs Directive, designed to standardise signs across Europe. There are five main types of safety sign that will be encountered in all places of work, that need to be observed, each identifying specific actions to be taken as appropriate. As you enter a large construction site there is usually a hording displaying an assortment of different safety signs, such as the one shown on page 13. These signs can be categorised as follows:

• Safe condition (formerly called an information sign): A green rectangular or square sign with white symbols and possibly some supplementary writing underneath. Note, text-only signs no longer comply. GREEN MEANS GO, therefore showing:
  • The safe way
  • Where to go in an emergency.
• Fire safety: A red rectangular or square sign with white symbols and possibly some supplementary writing underneath. RED MEANS FIRE FIGHTING, therefore showing:
  • Location of fire fighting equipment
  • Contents of the fire extinguisher
  • Fire extinguisher to use
  • How the equipment should be used.
• Hazard (formerly called a warning sign): A black, yellow-filled, triangle with a black symbol inside the triangle, possibly with some supplementary text underneath. YELLOW MEANS RISK OF DANGER, therefore showing:
  • Caution
  • Risk of danger
  • Hazard ahead.
• Mandatory: A solid blue circle with a white symbol, possibly with some supplementary text underneath. BLUE MEANS OBEY, therefore showing:
  • What you must do
  • Carry out the action given by the sign.
• Prohibition: A red circle with a red diagonal line. A black symbol is added inside the circle, possibly with some supplementary text underneath. RED MEANS STOP, therefore showing:
  • You must not
  • Do not do
  • Stop.

In addition to the above signs are work traffic signs, however these are basically the same as the signs used for public roads.

Mandatory

Safe condition

Prohibition

Hazard

Fire safety

Typical safety signs in place

Control of Substances Hazardous to Health Regulations 2002 (COSHH)

These Regulations, first introduced in 1988, provide the legal framework for the control of all substances used in the workplace. It requires employers to:

• Undertake a risk assessment of the potential hazards to health, identifying what precautions are to be put in place to prevent exposure.
• Put in place control measures to ensure that safe procedures are observed and equipment is properly maintained and adequately provided.
• Inform employees of the risks, and train, where necessary, to ensure the appropriate safety precautions are followed.
• Maintain a list of all the appropriate COSHH safety information sheets (supplied by the manufacturer) for all hazardous substances used.

Working with Chemicals:

Working with any chemical will have particular dangers which need to be identified in the risk assessment. The manufacturer’s packaging will also include essential safety information that needs to be observed. The four groups of chemicals to be found include:

• Corrosives: These are irritants that can be dangerous, especially to your eyes and respiratory system. Examples include acids and alkalies.
• Flammables: Liquids and gases that burn readily when supported by the correct balance of oxygen and heat. Examples include LPG and petrol.
• Reactives: This is the result of two or more substances reacting with one another, forming an explosive or gaseous compound.
• Toxic agents: These are poisons, which may cause injury or death.

Working with Lead:

As a plumber you may spend a good deal of your time handling this material. It is absorbed into the blood stream when ingested via the mouth through inadequate washing before eating, and breathed in via dust and vapour particles in the air, possibly when lead welding. Note, solid lead is not absorbed through the skin. Continued uncontrolled exposure over the long term may cause kidney or brain damage. Female plumbers need to take particular care where they may be pregnant as a developing fetus is at particular risk. When working with lead you should have your blood levels checked by a doctor every three months, especially if you are under 18. Where you may be exposed to lead, your employer has a duty to ensure systems are in place to protect your health.

Dangers of Asbestos

Currently around 3000 people a year die as a result of an asbestos-related disease. The first signs of the disease may take between 15 and 60 years to develop from the time of exposure. There is no known cure, therefore a high level of caution must be observed when working in the presence of this material. Asbestos materials in position and intact do not pose a risk to health. It is the tiny asbestos fibres that can pass into the lungs when you breath in dust that are dangerous. Asbestos cannot be absorbed through the skin. Whenever you encounter any possible asbestos-containing materials on site you must stop work until the material has been suitably identified and, where necessary, removed, usually by an HSE-licensed contractor.

COSHH file with appropriate safety information data sheets