2 resultados para oligotiofeni politiofeni tiofeni S-monossido tiofeni S,S-diossido celle solari BHJ
em RUN (Repositório da Universidade Nova de Lisboa) - FCT (Faculdade de Cienecias e Technologia), Universidade Nova de Lisboa (UNL), Portugal
Resumo:
Resumo Poltica(s) de sade no trabalho: um inqurito sociolgico s empresas portuguesas A literatura portuguesa sobre polticas, programas e actividades de Segurana, Higiene e Sade no Trabalho (abreviadamente, SH&ST) ainda escassa. Com este projecto de investigao pretende-se (i) colmatar essa lacuna, (ii) melhorar o conhecimento dos sistemas de gesto da sade e segurana no trabalho e (iii) contribuir para a proteco e a promoo da sade dos trabalhadores. Foi construda uma tipologia com cinco grupos principais de polticas, programas e actividades: A (Higiene & Segurana no Trabalho / Melhoria do ambiente fsico de trabalho); B (Avaliao de sade / Vigilncia mdica / Prestao de cuidados de sade); C (Preveno de comportamentos de risco/ Promoo de estilos de vida saudveis); D (Intervenes a nvel organizacional / Melhoria do ambiente psicossocial de trabalho); E (Actividades e programas sociais e de bem-estar). Havia uma lista de mais de 60 actividades possveis, correspondendo a um ndice de realizao de 100%. Foi concebido e desenhado, para ser auto-administrado, um questionrio sobre Poltica de Sade no Local de Trabalho. Foram efectuados dois mailings, e um follow-up telefnico. O trabalho de campo decorreu entre a primavera de 1997 e o vero de 1998. A amostra (n=259) considerada representativa das duas mil maiores empresas do pas. Uma em cada quatro uma multinacional. A taxa de sindicalizao rondava os 30% da populao trabalhadora, mas apenas 16% dos respondentes assinalou a existncia de representantes dos trabalhadores eleitos para a SH&ST. A hiptese de investigao principal era a de que as empresas com um sistema integrado de gesto da SH&ST seriam tambm as empresas com um (i) maior nmero de polticas, programas e actividades de sade; (ii) maior ndice de sade; (iii) maior ndice de realizao; e (iv) maior percentagem dos encargos com a SH&ST no total da massa salarial. As actividades de tipo A e B, tradicionalmente associadas SH&ST, representavam, s por si, mais de 57% do total. Os resultados, correspondentes s respostas da Seco C do questionrio, apontam, para (i) a hipervalorizao dos exames de medicina do trabalho; e por outro para (ii) o subaproveitamento de um vasto conjunto de actividades (nomeadamente as de tipo D e E), que so correntemente levadas a cabo pelas empresas e que nunca ou raramente so pensadas em termos de proteco e promoo da sade dos trabalhadores. As actividades e os programas de tipo C (Preveno de comportamentos de risco/Promoo de estilos de vida saudveis), ainda eram as menos frequentes entre ns, a seguir aos Programas sociais e de bem-estar (E). a existncia de sistemas de gesto integrados de SH&ST, e no o tamanho da empresa ou outra caracterstica sociodemogrfica ou tcnico-organizacional, que permite predizer a frequncia de polticas de sade mais activas e mais inovadores. Os trs principais motivos ou razes que levam as empresas portuguesas a investir na proteco e promoo da sade dos seus trabalhadores eram, por ordem de frequncia, (i) o absentismo em geral; (ii) a produtividade, qualidade e/ou competitividade, e (iii) a filosofia de gesto ou cultura organizacional. Quanto aos trs principais benefcios que so reportados, surge em primeiro lugar (i) a melhoria da sade dos trabalhadores, seguida da (ii) melhoria do ambiente do ambiente de trabalho e, por fim, (iii) a melhoria da produtividade, qualidade e/ou competitividade.Quanto aos trs principais obstculos que se pem, em geral, ao desenvolvimento das iniciativas de sade, eles seriam os seguintes, na percepo dos respondentes: (i) a falta de empenho dos trabalhadores; (ii) a falta de tempo; e (iii) os problemas de articulao/ comunicao a nvel interno. Por fim, (i) o empenho das estruturas hierrquicas; (ii) a cultura organizacional propcia; e (iii) o sentido de responsabilidade social surgem, destacadamente, como os trs principais factores facilitadores do desenvolvimento da poltica de sade no trabalho. Tantos estes factores como os obstculos so de natureza endgena, susceptveis portanto de controlo por parte dos gestores. Na sua generalidade, os resultados deste trabalho pem em evidncia a fraqueza tericometodolgica de grande parte das iniciativas de sade, realizadas na dcada de 1990. Muitas delas seriam medidas avulsas, que se inserem na gesto corrente das nossas empresas, e que dificilmente podero ser tomadas como expresso de uma poltica de sade no local de trabalho, (i) definida e assumida pela gesto de topo, (ii) socialmente concertada, (iii) coerente, (iv) baseada na avaliao de necessidades e expectativas de sade dos trabalhadores, (v) divulgada, conhecida e partilhada por todos, (vi) contingencial, flexvel e integrada, e, por fim, (vii) orientada por custos e resultados. Segundo a Declarao do Luxemburgo (1997), a promoo da sade engloba o esforo conjunto dos empregadores, dos trabalhadores, do Estado e da sociedade civil para melhorar a segurana, a sade e o bem-estar no trabalho, objectivo isso que pode ser conseguido atravs da (i) melhoria da organizao e das demais condies de trabalho, da (ii) participao efectiva e concreta dos trabalhadores bem como do seu (iii) desenvolvimento pessoal. Abstract Health at work policies: a sociological inquiry into Portuguese corporations Portuguese literature on workplace health policies, programs and activities is still scarce. With this research project the author intends (i) to improve knowledge on the Occupational Health and Safety (shortly thereafter, OSH) management systems and (ii) contribute to the development of health promotion initiatives at a corporate level. Five categories of workplace health initiatives have been identified: (i) Occupational Hygiene and Safety / Improvement of Physical Working Environment (type A programs); (ii) Health Screening, Medical Surveillance and Other Occupational Health Care Provision (type B programs); (iii) Preventing Risk Behaviours / Promoting Healthy Life Styles (type C programs); (iv) Organisational Change / Improvement of Psycho-Social Working Environment (type D programs); and (v) Industrial and Social Welfare (type E programs). A mail questionnaire was sent to the Chief Executive Officer of the 1500 largest Portuguese companies, operating in the primary and secondary sectors ( 100 employees) or tertiary sector ( 75 employees). Response rate has reached about 20% (259 respondents, representing about 300 companies). Carried out between Spring 1997 and Summer 1998, the fieldwork has encompassed two direct mailings and one phone follow-up. Sample is considered to be representative of the two thousand largest companies. One in four is a multinational. Union membership rate is about 30%, but only 16% has reported the existence of a workers health and safety representative. The most frequent workplace health initiatives were those under the traditional scope of the OSH field (type A and B programs) (57% of total) (e.g., Periodical Medical Examinations; Individual Protective Equipment; Assessment of Working Ability). In SMEs (< 250) it was less likely to find out some time-consuming and expensive activities (e.g., Training on OSH knowledge and skills, Improvement of environmental parameters as ventilation, lighting, heating).There were significant differences in SMEs, when compared with the larger ones ( 250) concerning type B programs such as Periodical medical examinations, GP consultation, Nursing care, Other medical and non-medical specialities (e.g., psychiatrist, psychologist, ergonomist, physiotherapist, occupational social worker). With regard to type C programs, there were a greater percentage of programs centred on Substance abuse (tobacco, alcohol, and drug) than on Other health risk behaviours. SMEs representatives reported very few prevention- oriented programs in the field of Drug abuse, Nutrition, Physical activity, Off- job accidents, Blood pressure or Weight control. Frequency of type D programs included Training on Human Resources Management, Training on Organisational Behaviour, Total Quality Management, Job Design/Ergonomics, and Workplace rehabilitation. In general, implementation of this type of programs (Organisational Change / Improvement of Psychosocial Working Environment) is not largely driven by health considerations. Concerning Industrial and Social Welfare (Type E programs), the larger employers are in a better position than SMEs to offer to their employees a large spectrum of health resources and facilities (e.g., Restaurant, Canteen, Resting room, Transport, Infra-structures for physical activity, Surgery, Complementary social protection, Support to recreational and cultural activities, Magazine or newsletter, Intranet). Other workplace health promotion programs like Training on Stress Management, Employee Assistance Programs, or Self-help groups are uncommon in the Portuguese worksites. The existence of integrated OSH management systems, not the company size, is the main variable explaining the implementation of more active and innovative workplace health policies in Portugal. The three main prompting factors reported by employers for health protection and promotion initiatives are: (i) Employee absenteeism; (ii) Productivity, quality and/or competitiveness; and (iii) Corporate culture/management philosophy. On the other hand, (i) Improved staffs health, (ii) Improved working environment and (iii) Improved productivity, quality and/or competitiveness were the three main benefits reported by companies representatives, as a result of successful implementation of workplace health initiatives. (i) Lack of staff commitment; (ii) Lack of time; and (iii) Problems of co-operation and communication within company or establishment (iii) are perceived to be the main barriers companies must cope with. Asked about the main facilitating factors, these companies have pointed out the following ones: (i) Top management commitment; (ii) Corporate culture; and (iii) Sense of social responsibility. This sociological research report shows the methodological weaknesses of workplace health initiatives, carried out by Portuguese companies during the last 90s. In many cases, these programs and actions were not part of a corporate health strategy and policy, (i) based on the assessment of workers health needs and expectancies, (ii) advocated by the employer or the chief executive officer, (ii) planned and implemented with the staff consultation and participation or (iv) evaluated according to a cost-benefit analysis. In short, corporate health policy and action were still rather based on more traditional OSH approaches and should be reoriented towards Workplace Health Promotion (WHP) approach. According to the Luxembourg Declaration of Workplace Health Promotion in the European Union (1997), WHP is a combination of: (i) improving the work organisation and environment; (ii) promoting active participation; (iii) encouraging personal development.Rsume Politique(s) de sant au travail: une enqute sociologique aux entreprises portugaises Au Portugal on ne sait presque rien des politiques de sant au travail, adopts par les entreprises. Avec ce projet de recherche, on veut (i) amliorer la connaissance sur les systmes de gestion de la sant et de la scurit au travail et, au mme temps, (ii) contribuer au dveloppement de la promotion de la sant des travailleurs. Une typologie a t use pour identifier les politiques, programmes et actions de sant au travail: A. Amlioration des conditions de travail / Scurit au travail; B. Mdecine du travail /Sant au travail; C. Prvention des comportements de risque / Promotion de styles de vie sains; D. Interventions organisationnelles / Amlioration des facteurs psychosociaux au travail; E. Gestion de personnel et bien-tre social. Un questionnaire postal a t envoy au reprsentant maximum des grandes entreprises portugaises, industrielles ( 100 employs) ou des services ( 75 employs). Le taux de rponse a t environ 20% (259 rpondants, concernant trois centaines dentreprises et dtablissements). La recherche de champ, conduite du printemps 1997 lt 1998, a compris deux enqutes postales et un follow-up tlphonique. Lchantillon est reprsentatif de la population des deux miles plus grandes entreprises. Un quart sont des multinationales. Le taux de syndicalisation est denviron 30%. Toutefois, il y a seulement 16% de lieux de travail avec des reprsentants du personnel pour la sant et scurit au travail. Les initiatives de sant au travail les plus communes sont celles concernant le domaine plus traditionnel (types A et B) (57% du total): par exemple, les examens de mdecine du travail, lquipement de protection individuelle, les tests daptitude au travail. En ce qui concerne les programmes de type C, les plus frquents sont le contrle et la prvention des addictions (tabac, alcool, drogue). Les interventions dans le domaine de du systme technique et organisationnelle du travail peuvent comprendre les courses de formation en gestion de ressources humaines ou en psychosociologie des organisations, lergonomie, le travail post ou la gestion de la qualit totale. En gnral, la protection et la promotion de la sant des travailleurs ne sont pas prises en considration dans limplmentation des initiatives de type D. Il y a des diffrences quand on compare les grandes entreprises et les moyennes en matire de politique de gestion du personnel e du bien-tre (programmes de type E, y compris lallocation de ressources humaines ou logistiques comme, par exemple, restaurant, journal dentreprise, transports, installations et quipements sportifs). Dautres activits de promotion de la sant au travail comme la formation en gestion du stress, les programmes d assistance aux employs, ou les groupes de soutien et dauto-aide sont encore trs peu frquents dans les entreprises portugaises. Cest le systme intgr de gestion de la sant et de la scurit au travail, et non pas la taille de lentreprise, qui aide prdire lexistence de politiques actives et innovatrices dans ce domaine. Les trois facteurs principaux qui encouragent les actions de sant (prompting factors, en anglais) sont (i) labsentisme (y compris la maladie), (ii) les problmes lis la productivit, qualit et/ou la comptitivit, et aussi (iii) la culture de lentreprise/philosophie de gestion. Du cot des bnfices, on a obtenu surtout lamlioration (i) de la sant du personnel, (ii) des conditions de travail, et (iii) de la productivit, qualit et/ou comptitivit.Les facteurs qui facilitent les actions de sant au travail sont (i) lengagement de la direction, (ii) la culture de lentreprise, et (iii) le sens de responsabilit sociale. Par contre, les obstacles surmonter, selon les organisations qui ont rpondu au questionnaire, seraient surtout (i) le manque dengagement des travailleurs et de leur reprsentants, (ii) le temps insuffisant, et (iii) les problmes de articulation/communication au niveau interne de lentreprise/tablissement. Ce travail de recherche sociologique montre la faiblesse mthodologique des services et activits de sant et scurit au travail, mis en place par les entreprises portugaises dans les annes de 1990, la suite des accords de concertation sociale de 1991. Dans beaucoup de cas, (i) ces politiques de sant ne font pas partie encore dun systme intgr de gestion, (ii) il na pas dvaluation des besoins et des expectatives des travailleurs, (iii) cest trs bas ou inexistant le niveau de participation du personnel, (iv) on ne fait pas danalyse cot-bnfice. On peut conclure que les politiques de sant au travail sont plus proches de la mdecine du travail et de la scurit au travail que de la promotion de la sant des travailleurs. Selon la Dclaration du Luxembourg sur la Promotion de la Sant au Lieu de Travail dans la Communaut Europenne (1997), celle-ci comprend toutes les mesures des employeurs, des employs et de la socit pour amliorer l'tat de sant et le bien tre des travailleurs e ceci peut tre obtenu par la concentration des efforts dans les domaines suivants: (i) amlioration de l'organisation du travail et des conditions de travail ; (ii) promotion d'une participation active des collaborateurs ; (iii) renforcement des comptences personnelles .
Resumo:
Resumo Uma estratgia de avaliao e preveno de riscos na exposio a agentes qumicos deve ter sempre em conta que a vigilncia do ambiente de trabalho e a da sade dos trabalhadores so aspectos complementares de uma mesma realidade os riscos resultantes da interaco entre um agente qumico e os trabalhadores a ele expostos. Se Vigilncia Ambiental compete apreciar o risco, pela caracterizao do agente no ambiente de trabalho, a Vigilncia Biolgica pronuncia-se sobre a interaco entre o txico e o organismo, avaliando a resposta agresso qumica e a evoluo das reaces de adaptao ou de desajuste face absoro do txico. Os Indicadores Biolgicos, deste modo, assumem um estatuto de instrumento privilegiado na vigilncia da sade dos trabalhadores expostos, na medida em que medem a quantidade de txico que efectivamente penetrou e foi absorvido, ou o resultado (efeito) determinado por essa mesma dose. O presente estudo procura contribuir para a definio de um quadro metodolgico de utilizao dos Indicadores Biolgicos na avaliao/gesto da exposio profissional ao chumbo, designadamente apreciando a variao da protoporfirina-zinco (PPZ), indicador at ao presente ainda no utilizado em Portugal. O chumbo um metal de ocorrncia natural, cujos nveis nos diversos ecossistemas resultam, principalmente, das actividades antropognicas de natureza domstica e industrial. A sua capacidade poluente assinalvel, representando uma fonte de exposio permanente para o homem, demonstrvel pela sua constante presena no organismo apesar de no desempenhar qualquer tipo de funo fisiolgica. So actualmente inmeras as suas aplicaes, tornando a exposio profissional ao chumbo uma realidade vasta: indstrias de acumuladores elctricos, de vidros, de plsticos e de munies, construo civil, manuteno e reparao automvel e de navios, fabrico de tintas, indstrias electrnicas, fundies e actividades de soldadura so, entre outras, situaes onde uma realidade a ter em conta. A penetrao dos compostos inorgnicos de chumbo no organismo efectua-se principalmente por via respiratria, no sendo, no entanto, desprezvel, a sua penetrao por via digestiva. As partculas absorvidas so transportadas pelo sangue principalmente ligadas aos eritrocitos (95%), distribuem-se pelos tecidos moles e depositam-se essencialmente no tecido sseo, onde representam mais de 90% da carga corporal do total absorvido e tendo a um elevado tempo de semi-vida (mais de 20 anos). No metabolizado no organismo e a sua eliminao efectua-se essencialmente por via renal,sendo igualmente excretado, em menor escala, atravs das fezes, do suor, da saliva, das faneras e do leite materno. O conhecimento cientfico evidencia que concentraes sanguneas de chumbo entre 20 e 50 mg/dL so susceptveis de determinar efeitos adversos no homem, podendo ser afectados o sistema hematopoitico, o sistema nervoso, o sistema cardiovascular, o sistema reprodutor e o sistema imunitrio. Contudo, ainda muito h a clarificar no mbito da toxicidade do chumbo. Os nveis de exposio a que correspondem as alteraes nos diversos rgos e sistemas continuam a ser motivo de alguma controvrsia. As caractersticas carcinognicas e mutagnicas do chumbo so, ainda, um campo de vasta exigncia de investigao. A intoxicao por chumbo e seus sais (Saturnismo) de origem ocupacional reconhecida em Portugal como doena profissional (grupo 1 - Doenas Provocadas por Agentes Qumicos, da Lista das Doenas Profissionais). uma intoxicao do tipo crnico, fruto da absoro contnua de doses relativamente pequenas durante longo perodo, evidenciando-se no seu incio por sinais e sintomas vagos e difusos de grande inespecificidade, que podem incluir, nomeadamente, perda de apetite, sabor metlico na boca, palidez, mal-estar e fadiga, cefaleias, mialgias e artralgias, irritabilidade, tremores finos, obstipao, clicas abdominais, insnias, dficit da memria de curto prazo e da capacidade de concentrao. Um importante conjunto de indicadores biolgicos pode ser utilizado na vigilncia peridica da sade de trabalhadores nestas condies de exposio. Tais indicadores (de dose ou de efeito), encerram diferentes significados e comportam distintas exigncias, competindo ao Mdico do Trabalho, no mbito dos programas de preveno dos efeitos adversos relacionados com a exposio profissional a chumbo, seleccionar a sua utilizao e interpretar a sua informao, de modo a avaliar a interaco do txico com o organismo numa fase de reversibilidade. O presente estudo envolveu 180 trabalhadores dos quais 110 apresentavam plumbmias (Pb-S) iguais ou superiores a 40 mg/dL. Alm da Pb-S, a todos foi doseada a protoporfirina-zinco (PPZ) e efectuado o Hemograma e a cerca de 25% foi determinada a concentrao do cido d-aminolevulnico urinrio (ALA-U). Os doseamentos da PPZ efectuados em amostra de sangue capilar atravs de um hematofluormetro porttil revelaram-se de total fiabilidade, dando significado a uma tcnica de fcil execuo e baixo custo. A avaliao do tipo de colheita urinria para doseamento do ALA-U concluiu pela necessidade de recurso a urinas de 24 horas.Os resultados do estudo evidenciaram uma elevada associao entre a PPZ e a Pb-S, com uma maior magnitude e de incio mais precoce do que o que registado na associao da Pb-S com o ALA-U. Revelaram, ainda, fracos nveis de associao da hemoglobina (e outros parmetros hematolgicos) com a Pb-S. E demonstraram para um cut-off de 100 mg/ dL de PPZ, taxa de falsos negativos e falsos positivos, para plumbmias a partir de 70 mg/dL, inferiores a 20%. Assim, concluiu-se que, nos protocolos de vigilncia de sade de trabalhadores expostos a chumbo, o doseamento da PPZ por hematofluormetro, em sangue de colheita capilar, adequado, fivel e de realizao preferencial em relao ao do ALA-U. Concluiu-se, tambm, que a realizao do hemograma apenas se justifica em situaes individuais que clinicamente o tornem aconselhvel. E que estes protocolos devem incluir a realizao da Pb-S e da PPZ, podendo, em situaes de controlo rigoroso (ambiental, biolgico e clnico), basear-se apenas na determinao da PPZ reservando os outros indicadores para aprofundar a investigao mdica nos casos de taxas elevadas desta ou de situaes limitantes. Rsume Une stratgie dvaluation et de prvention des risques dexposition aux agents chimiques doit toujours tenir en considration que la vigilance du lieu de travail et de la sant des travailleurs sont des aspects complmentaires dune mme ralit les risques rsultant dune interaction entre lagent chimique et les travailleurs exposs. Si cest la Vigilance Ambiantale de juger le risque, par la caractrisation de lagent dans le lieu de travail, la Vigilance Biologique, elle, se prononce sur linteraction entre le toxique et lorganisme, valuant la rponse lagression chimique et lvolution des ractions dadaptation ou de rupture face labsorption du toxique. Les Indicateurs Biologiques assument ainsi un statut dinstrument privilgi de vigilance de la sant des travailleurs exposs, dans la mesure o ils dterminent la quantit de toxique qui a effectivement t pntr et absorb, ou le rsultat (effet) dtermin par cette dose. Cette tude-ci cherche contribuer la dfinition dun cadre mthodologique dutilisation des Indicateurs Biologiques dans lvaluation/ gestion de lexposition professionnelle au plomb inorganique, valuant spcialement le comportement de la protoporphirine-zinc (PPZ), indicateur pas encore utilis au Portugal.Le plomb est un mtal doccurrence naturelle dont les niveaux dans les diffrents cosystmes en rsultent, principalement, des activits anthropogniques de nature domestique et industrielle. Sa capacit polluante peut tre signale, reprsentant une source dexposition permanente pour lhomme, celle-ci dmontrable par sa prsence continue dans lorganisme, mme si elle ny accomplit aucune fonction physiologique. Actuellement ses applications sont innombrables, faisant de lexposition professionnelle au plomb une ralit de grande ampleur : industries daccumulateurs lectriques, de verre, de plastique et de munitions, btiments, manutention et rparation automobile et navale, fabrication dencres, industries lectroniques, fontes et activits de soudure sont, entre autres, des situations relles a en tenir compte. La pntration du plomb inorganique dans lorganisme se fait principalement par voie respiratoire, pouvant se faire galement par voie digestive. Les particules absorbes sont transportes par le sang, surtout lies aux rythrocytes (95%), se repartent travers les tissus mous et se dposent essentiellement dans le tissu osseux, o elles reprsentent plus de 90% de la charge corporelle de ce qui a t absorb et ont un temps de demi-vie lev (plus de 20 ans). Le plomb nest pas mtabolis dans lorganisme et son limination se fait essentiellement par voie rnale, pouvant tout de mme, une moindre chelle, tre excrt dans les fces, de la sueur, de la salive, des ongles, des cheveux et du lait maternel. La connaissance scientifique met en vidence que des concentrations sanguines de plomb entre 20 et 50 mg/dL sont susceptibles de dterminer des effets adverses dans lhomme, pouvant les systmes hmatopotique, nerveux, cardiovasculaire, reproducteur et immunitaire en tre affects. Cependant, il en reste beaucoup claircir dans le domaine de la toxicit du plomb. Les niveaux dexposition auxquels correspondent les modifications des divers organes et systmes, demeurent toujours sujet de quelque controverse. Les caractristiques carcinogniques et mutagniques du plomb restent toujours un champ dinvestigation dune grande exigence. Lintoxication par le plomb et ses sels (Saturnisme) dorigine occupationnelle est reconnue, au Portugal, comme une maladie professionnelle (groupe 1- Maladies Provoques par des Agents Chimiques, de la Liste des Maladies Professionnelles). Cest une intoxication du tipe chronique, due labsorption continue de doses relativement petites pendant une longue priode, mise en vidence travers des signes et des symptmes vagues et diffus sans grande spcificit, lesquels peuvent inclure, particulirement, le manque dapptit, got mtallique dans la bouche, pleur, malaise et fatigue, cphales, myalgies et arthralgies, irritabilit, tremblements fins, constipation, coliques abdominales, insomnies, dficit de la mmoire court terme et de la capacit de concentration.Un ensemble important dindicateurs biologiques peut tre employ dans la vigilance priodique de la sant des travailleurs dans ces conditions dexposition. Ces indicateurs (de dose ou deffet) renferment diffrentes significations et comportent diverses exigences, devant le Mdecin de Travail, dans le domaine des programmes de prvention des effets adverses qui sont en relation avec lexposition professionnelle au plomb, slectionner son utilisation et interprter son information de faon valuer linteraction de llment toxique avec lorganisme un stade de rversibilit. Ltude ci-prsent engloba 180 travailleurs desquels 110 prsentaient des plombmies (Pb-S) gales ou suprieures 40 mg/dL. part la Pb-S, la protoporphyrine-zinc (PPZ) leur a t prise en dosage et un Hmogramme fut effectu et fut dtermin lacide d- aminolvulinique urinaire (ALA-U) sur environ 25% des travailleurs. Le dosage de la PPZ efectu en chantillon de sang capillaire par un fluorimtre portable, sest accomplit dune fiabilit total, donnant du sgnificat une tchnique de facile execution et bas prix. Lvaluation de la prise urinaire par dosage du ALA-U conclut au besoin dun recours aux urines de 24 heures Les rsultats de ltude ont mis en vidence une association leve entre la PPZ et la Pb- S, avec une intensit majeure et de dbut plus prcoce par rapport celui qui fut registr lors de lassociation de la Pb-S avec la ALA-U. Ces rsultats ont galement montr de faibles niveaux dassociation entre lhmoglobine (et autres paramtres hmatologiques) et la Pb-S. Ils ont dmontr aussi, une valeur de cut-off de 100 mg/dL de PPZ, des taux de faux ngatifs et faux positifs, pour des plombmies de 70 mg/dL, infrieurs 20%. On peut donc conclure que dans les protocoles de vigilance de la sant des travailleurs exposs au plomb, le dosage de la PPZ par fluorimetrie dans le sang capillaire est adquat, fiable et de ralisation prfrentielle par rapport celui du ALA-U. On peut galement conclure que la ralisation de lhmogramme ne se justifie que dans les cas individuels o, cliniquement, celui-ci est conseill. De plus, ces protocoles doivent inclure la ralisation de la Pb-S et de la PPZ, pouvant, en cas de contrle rigoureux (ambiantal, biologique et clinique), sappuyer que dans la dtermination de la PPZ rservant les autres indicateurs pour approfondir linvestigation mdicale dans les cas o les taux de celle-ci sont levs ou dans les cas de situations limitantes. Summary Any strategy to evaluate and prevent the risks of chemical agents exposure must always regard the work environment and workers health as complementary aspects of one reality - the resulting risks from the interaction between the chemical agent and the exposed workers. It is the responsibility of Environmental Monitoring to evaluate the risks of exposure by the characterization of the chemical agent in the work environment. Biological Monitoring, on the other hand, pronounces itself over the toxin and body interaction, evaluating human response to the chemical aggression and the body adaptations to the toxic absorption. Biological Exposure Indices (BEI) assume, therefore, a privileged status among exposed workers' health monitoring instruments, as they measure the actual penetrated and absorbed toxic quantity and the effect it produces. This research study aims to contribute to the definition of a methodological strategy on the utilization of BEIs in evaluating inorganic lead's occupational exposure, more specifically appreciating the zinc protoporphyrin (ZPP) variation, an index that has never been taken under consideration in Portugal until now. Lead is a natural metal whose ecosystems levels are mainly due to domestic and industrial anthropogenic activities. Its pollutant capacity is notable, representing a permanent exposure risk shown by its constant presence in the human body, although it has no physiologic function. Nowadays, lead's applications are countless, turning its professional exposure a huge reality: storage batteries industries, glass industries, plasterers and munitions industries, building construction, ships and motor car maintenance and repairing, ink manufacture, electronics industries, foundries and other soldering activities are, among so many other, realities to attend to. Respiration is the main cause of human body's inorganic lead absorption, although digestive pathway must not to be ignored. The absorbed particles are transported by blood, essentially bounded to erythrocytes (95%). It is distributed by soft tissues and settled mainly on bone tissues, where it represents approximately 90% of the total body charge and has a high half-life time (more than 20 years). It is not metabolized by the organism, its elimination being effectuated by renal activity and, in smaller scale, through lees, sweat, saliva, nails, hair and maternal milk.Scientific knowledge shows that concentrations of lead in blood between 20 e 50 mg/dL are susceptible to determine adverse effects in man and able to affect the hematopoietic system, the nervous system, the cardiovascular system, the reproductive system and the immunological system. Nevertheless, there's still much to be learned and clarified about lead's toxicity. The correlation between exposure levels and human's systems and organs alteration levels continues to be a centre of controversies. Still, lead's carcinogenic and mutagenic characteristics continue to be a high demanding research field. Intoxication by lead and its compounds (saturnism), from occupational origin, is recognized in Portugal as an occupational disease, included in Group 1 - Chemical Agents Caused Diseases, on the Occupational Diseases List. It is a chronic intoxication caused by a continuous absorption of small doses, throughout a long period of time. Its signs and symptoms are diffuse and imprecise, of great unspecificity, such as loss of appetite, metallic flavor in the mouth, paleness, ailment and fatigue, headaches, myalgia and arthralgia, irritability, thin tremors, constipation, abdominal pain, insomnias, short memory loses and inability to concentrate. A considered number of BEIs can be used in Periodic Health Monitoring of workers in such exposure conditions. Such BEI (dose indices or effect indices) provide different meanings and imply different procedures, being Occupational Doctors responsibility, in the context of lead related adverse effects preventive programmes, to select and interpret its information, in order to evaluate the interaction between toxic and organism in a reversible phase of the toxic action. The present research study involved 180 workers, 110 of which presented blood lead levels (PbB) above or equal to 40 mg/dL. Besides PbB, all workers has been evaluated for zinc protoporphyrin levels (PPZ) and submitted to a haemogram. About 25% of the workers were selected for d-aminolevulinic urinary acid (ALA-U) determination. The evaluation of PPZ, by a portable hematofluorometer using capillary blood samples, turned out to be an easy procedure with low costs and total warrantability. As in regard for ALA- U procedure, it was concluded the necessity of 24 hours urine samples. This research results underlined a strong connection between ZPP and PbB, which was found to to be stringer and to begin earlier than it was registered for PbB and ALA-U association. The same study also revealed a low association level between PbB and hemoglobin or other hematological indices. It was also verified less than 20% of false negatives and false positives cases when admitted a ZPP 100 mg/dL cut off value for PbB 70 mg/dL. As in result it was concluded that in Health Monit
