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Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
Disaster Response Plan
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Disaster Response Plan

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Tips on how to create a Disaster Plan for your employees

Tips on how to create a Disaster Plan for your employees

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  • 1. Kathryn Kissinger HR Services 2013Disaster Response Plan
  • 2. Disaster Response PlanEven the name of this policy invokes mental images ofchaos.Stormy weather, chemical spills, fires, or worse. Do youremployees know what to do in the event of a disaster?Most businesses with less than 50 workers are not required tohave a formal disaster response plan, unless there issomething inherent in the nature of the business, such as anincreased potential for fire or chemical spill.Kathryn Kissinger HR Services 2013
  • 3. Disaster Response PlanThe people who work for you need to have a plan for notonly themselves, but also for any clients or customers whomay be at your business when disaster strikes.Don’t panic! These plans are relatively easy to create for mostworkplaces, as your biggest threat would be from naturaldisaster (storm, earthquake).While your Plan cannot cover every conceivable situation, itshould supply the basic guidelines necessary to cope withmost emergencies. Being physically and psychologicallyprepared to handle emergencies is everyone’s responsibility.Kathryn Kissinger HR Services 2013
  • 4. Disaster Response PlanThe increasing likelihood of natural disaster and the potentialfor workplace disaster to cause extreme amounts of harmhighlights the need to have formal plans in place to respondto workplace emergencies and makes the formal disaster plana “must-have” document.**Under the AODA, as of January 1, 2012 Employers areRequired to provide Individualized EmergencyResponse information to those employees who havedisabilities. (More info on this in a moment…)Kathryn Kissinger HR Services 2013
  • 5. Disaster Response PlanIt is a good idea to have a disaster plan in place foreach of the following situations, which may or may notapply to your business. Some can be combined forefficiency and ease of communication.• Fire• Extreme Weather and External disaster• Chemical spill• Medical Emergencies• Violent Acts or Persons (i.e. your Bill 168 program)Kathryn Kissinger HR Services 2013
  • 6. AODA – Employment StandardAs of January 1, 2012, if you know that an employee with adisability might need help in an emergency:• Give them individualized emergency response information• Get their consent, then share this information with anyonedesignated to help them in an emergency• Review the emergency response information when:– the employee changes work locations– you review the employee’s overall accommodation needs– you review your organization’s emergency response policies.Disabilities can be temporary or permanent, and “employee”includes paid staff, but not volunteers or unpaid staff.Kathryn Kissinger HR Services 2013
  • 7. Disaster Response PlanA disaster plan should provide:– Steps to eliminate or minimize adverse effects fromemergency situations which may affect the productionof work– Procedures for proper response to emergencies– Instructions for personnel to ensure that theyunderstand their responsibilities during emergencysituationsKathryn Kissinger HR Services 2013
  • 8. Disaster Response PlanSome things to consider when creating your plan:• Evacuation Plan:– Precautionary (move to another location within building)or Safe rooms-is there a portion of your building thatcould withstand most destructive forces and allow peopleto shelter in place?– Urgent (exit building immediately for safety reasons) andExit strategies-how to escape the building to a saferlocation as quickly as possibleKathryn Kissinger HR Services 2013
  • 9. Disaster Response Plan• Organizational Response Plans:– Who from your company will respond if it is afterhours?– Who speaks to the media?– Who takes charge of the scene?Kathryn Kissinger HR Services 2013
  • 10. Disaster Response Plan• Make sure all emergency contact numbers areavailable no matter what the situation-chemicalspill response, fire, medical, etc.-by putting signs onwalls, pre-programming speed dial numbers onphones and having the numbers available inmanuals and other handy places.• Back-up systems-have cell phones and walkie-talkies available so that staff can stay in contactwith each other/emergency services during poweroutagesKathryn Kissinger HR Services 2013
  • 11. Disaster Response Plan• Preventive measures: make sure your fireextinguishers are kept charged, chemical spilland first aid kits are properly stocked, ensurethat any other safety devices and protocols areenforced and in place, and investigate “bestpractice” efforts of similar businesses for newideas on how to manage emergency situations.Kathryn Kissinger HR Services 2013
  • 12. Disaster Response PlanReview your emergency information• Ask yourself, how do staff learn about an emergency andwhat are they expected to do?• Find out what kind of information employees need and ifthey need it in an accessible format.Determine who needs help• Employees may not think about the information they needto deal with an emergency; but you should.• What might help them to stay safe? If you don’t know ifyour employees need customized information, ask them bymaking the offer to everyone.Kathryn Kissinger HR Services 2013
  • 13. Disaster Response PlanPrepare and provide emergency information• You can make a document accessible by recreating it in adifferent format; for example, printing it in large print forsomeone with vision loss. But you can also help someone touse the original document or resource; for example, by readingit aloud.• Some employees may need more than an accessible format. Forexample, if someone can’t hear a fire alarm, making the fireevacuation plan accessible won’t help, but creating a customizedevacuation plan will.• If they need another person’s help in an emergency, get theemployee’s consent, then share the emergency information withthe people who will help them. Don’t share details of theemployee’s disability, just what kind of help they need.Kathryn Kissinger HR Services 2013
  • 14. Disaster Response PlanFollow up• Revisit the information if the employee moves,or if you review their accommodation needs orupdate your emergency procedures.Kathryn Kissinger HR Services 2013
  • 15. Disaster Response PlanAs recent news has shown us, we never knowwhere or when disaster will strike.Take the Boy Scout motto to heart:“Be Prepared”Make sure your employees are, too.Kathryn Kissinger HR Services 2013

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