You never know when a workplace emergency will strike. Be prepared with an effective EAP.
OSHA says the purpose of an emergency action plan (EAP) is to facilitate and organize employer and employee actions during workplace emergencies. This means that a well-developed EAP is essential for the safety of employees.
It’s also essential for regulatory compliance. EAPs are required for most employers by 29 CFR 1910.38.
To be most effective, a emergency action plans should be:
- Written
- Comprehensive
- Updated regularly
- Communicated to all employees
Your plan should also include specific provisions for training competent personnel to carry out the EAP.
Good and Not-So-Good Plans
Well-developed emergency action plans, and proper training so that workers understand their roles and responsibilities under the plan, will likely result in fewer and less severe injuries and less structural damage to the workplace during emergencies.
A poorly prepared plan and lack of training, on the other hand, will likely will lead to a disorganized evacuation and other emergency response, resulting in confusion, injury, and property damage.
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Developing an EAP
Putting together a comprehensive emergency action plan that deals with emergency issues specific to your worksite isn’t difficult. It involves:
- Determining the types of emergencies that could occur in your workplace, including fires, weather emergencies, medical emergencies, workplace violence, etc.
- Conducting a workplace evaluation describing how you expect employees to respond to each type of emergency
- Taking into account your specific worksite layout, structural features, and emergency systems
EAP Development Team
Most organizations find it beneficial to include a diverse group of representatives (from both management and rank-and-file employees) in the planning process. Planners should meet frequently to review progress and allocate development tasks.
The commitment and support of all employees is critical to the plan’s success in the event of an emergency. So be sure to ask for their help in establishing and implementing your EAP.
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Who Needs an EAP?
Almost every business is required to have an EAP. Large employers must have a written plan. For organizations with 10 or fewer employees, the plan does not need to be written and may be communicated orally.
But these small employers still need to have a well-developed, adequately communicated plan. The best way to do this is to have a written plan even if it isn’t required.
Tomorrow, we’ll conclude with information about what should be included in an EAP and how to communicate your EAP effectively to employees.
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