Health and safety procedures for LOSP and other treated timbers
1 May 2007
Guidance about working with and using treated timbers, as well as precautions to take to ensure your health and safety.
Identifying and neutralising any hazardous agents or other contamination of the building site.
This clause safeguards people from injury or illness caused by hazardous agents or contaminants on a site.
It sets out assessment and performance requirements that account for the intended use of the building, the nature, potency and toxicity of hazards and contaminants, and any protection afforded by the building envelope and building systems.
Record of amendments is a record of changes to the Acceptable Solutions, Verification Methods and handbooks.
MBIE has historical versions of the code clause documents which can be located under 'Previous Versions' and 'Version History'. Alternatively if you cannot find the document you are looking for, you can send an email with the year and code clause you are after to email@example.com.
Acceptable Solutions and Verification Methods (AS and VMs) were called compliance documents. Some still have the “compliance document” title but the AS or VMs they contain are valid and unaffected by the name change.
These documents are provided for assistance. They are not intended as a means of establishing compliance with the Building Act or Building Code, and they do not have the same status accorded to Acceptable Solutions and Verification Methods under the Act.
Determinations are made by MBIE on matters of doubt or dispute to do with building work. Rulings are legally binding in relation to each case. Circumstances in one case may differ to others.
This determination considers the compliance of the building work in light of a refusal to issue a code compliance certificate; the refusal was primarily on the grounds of concerns regarding weathertightness and durability of the exterior cladding given the building’s age and its history.
This information is published by the Ministry of Business, Innovation and Employment’s Chief Executive. It is a general guide only and, if used, does not relieve any person of the obligation to consider any matter to which the information relates according to the circumstances of the particular case. Expert advice may be required in specific circumstances. Where this information relates to assisting people: