If you do it, you better document all the conditions as you plan to state to OSHA before you call them--I don't know how big your company is, but take a survey of who the compliance officers play golf and drink with and you will see what I mean . They aren't always as EE friendly as you might think. Also, I would suggest you google retaliatory discharge before you make a decision and make sure you try and cover your ass from that standpoint as well prior to your report. In other words, don't report them and then wait to see what is going to happen in the aftermath--find out first and prepare for the worst.

btw, I wouldn't harp on that dB thing as my main gripe, as I seem to remember you might be a DJ on the side