B. Equipment Decisions
One of the most critical aspects of implementing and maintaining
an effective plan is determining the type of equipment necessary to keep
employees safe, whether it be during a shelter-in-place or an evacuation.
Equipment Decisions provided an overview of emergency preparedness
equipment and the various resources available to assist agencies during the
selection and procurement decision-making process. Employee needs,
architectural realities, budgetary constraints, and agency characteristics
undoubtedly impact such decisions. The goal of this session, therefore, was not
simply to supply attendees with an equipment checklist or identify the
“best” products, but rather address the following issues:
- The various types of disability-specific equipment
- The resources available to make equipment decisions; and
- Ways to promote appropriate equipment use in the event of an
emergency
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Beth Loy, JAN Human Factors Consultant, provided
practical steps in making equipment decisions. |
Dr. Beth Loy and Linda Batiste, the presenters for this breakout
session, work as Human Factor Consultants at the Job Accommodation Network
(JAN). As they explained to Seminar participants, the mission of JAN is to
provide information to employers and employees with disabilities regarding job
accommodations, the 1990 Americans with Disabilities Act (ADA), and the
employability of people with disabilities.
Although JAN staff responds to a variety of questions, Loy said
the number of inquiries related to workplace safety and emergency preparedness
issues have certainly increased since the events of September 11, 2001. The
year prior to September 11th, JAN received approximately 35 calls regarding
accommodations in the event of an emergency. The following year, the
organization received nearly 2.5 times (94) the number of inquiries on the
topic. That number has remained consistently high in successive years, with the
majority of calls originating from the East Coast.
JAN developed the Employer’s Guide to Including Employees
with Disabilities in Emergency Evacuation Plans in response to the most
commonly asked questions, and it served as the basis for the breakout session
presentation and discussion. Topics addressed in the guide include the legal
requirements for developing plans that include people with disabilities;
guidelines for implementing and maintaining such plans; and accommodation
considerations for individuals with different types of disabilities.
Legal Requirements
Two laws prohibit employers from discriminating against people
with disabilities in regard to any employment practices, conditions, and
privileges: the ADA and the Rehabilitation Act of 1973, as amended. Private
employers with 15 or more employees are subject to the ADA, while federal
agencies and contractors must comply with the Rehabilitation Act. The ADA does
not require an employer to develop an emergency preparedness plan, but if one
is implemented, it must include people with disabilities. Employers who do not
have emergency evacuation plans may still have to address emergency evacuation
for employees with disabilities under Title 1 of the ADA, which requires
employers provide ‘reasonable accommodations.’ Specific industry
employers may also be obligated to develop emergency plans based on the
Occupational Safety and Health Act (OSH Act), state, or local law.
Whether the development of such a plan is mandatory or voluntary,
Loy and Batiste offered practical advice for involving employees with
disabilities in the process. They said the key is communication, along with the
following practices:
Identify the needs of employees and visitors. This can be
done by directly requesting information from employees, in accordance with
Equal Employment Opportunity Commission (EEOC) guidelines. It may also be
helpful to conduct evacuation and hazard drills, as well as to develop a means
of identifying visitors requiring accommodations in emergency situations.
Choose effective accommodations. Often employees with
disabilities are a good resource for accommodation ideas. Remember to consider
temporary impairments and hidden disabilities. Employers may also contact local
first responders and community organizations (e.g., fire and police
departments, Centers for Independent Living (CILs)). JAN also provides specific
accommodation ideas on a case-by-case basis.
Distribute the plan to all employees, staff, and key
personnel. This should include writing the plan, familiarizing staff with
it through practice drills, and integrating the plan into the agency operating
procedures.
Maintain the plan. Practice the plan regularly and update
the accommodations from time to time. It is often beneficial to maintain a
relationship with local fire, police, and other emergency response personnel.
Equipment should be inspected periodically to make sure it is in proper working
order.
Evaluating Equipment Options
Participants wondered how they could best evaluate equipment
options. While the U.S. Army has done an evaluation of masks, there have been
few, studies of evacuation chairs and other types of equipment. One
consideration with evacuation chairs, for example, is that they have weight
limits. The LifesSlider®, on the other hand, does not have a weight limit,
according to their sales representatives. Loy and Batiste encouraged talking
with other federal agencies, and working with local emergency response
personnel and community organizations to determine the most appropriate
solutions. It is also imperative to communicate with these entities in order to
educate new emergency response personnel and to keep abreast of new technology
or procedures. The following accommodations are simply suggestions; Loy and
Batiste reiterated that talking directly to employees is of the utmost
importance when selecting accommodations. There is no
“one-size-fits-all” when it comes to making equipment decisions, and
as illustrated below, participants offered differing perspectives on some of
the accommodations discussed.
Accommodation Suggestions:
General
- Install emergency alarms and signs showing the emergency
exit routes. These alarms and signs should be accessible and in proper
working order.
- Implement a “buddy system” for all
employees. A buddy system involves employees working in teams, so they can
locate and assist each other in emergencies. There was some discussion
regarding the effectiveness of buddy systems. For example, a buddy may not be
available at the time of an emergency. Having back-ups or cross training staff
was offered as an alternative.
- Designate “areas of rescue
assistance..” Loy and Batiste admit this is also a somewhat
controversial accommodation, but as participants themselves pointed out, not
everyone may feel comfortable being assisted by co-workers. Whatever the
decision, Loy said the important thing is that a plan is in place, and that all
personnel are aware of the plan. This topic is specifically addressed in the
Access Board’s ADA Accessibility Guidelines (ADAAG).
If these areas do not have escape routes, they should have the
following:
- An operating phone, cell-phone, TTY (teletypewriter), and
two-way radio so that emergency services can be contacted;
- A closing door;
- Supplies that enable individuals to block smoke from entering
the room from under the door; and
- A window and something to write with (e.g., lipstick, marker)
or a “help” sign to alert rescuers that people are in this location,
and respirator masks.
Motor Impairments:
Evacuation devices help move people with motor impairments down
the stairs or across rough terrain. If evacuation devices are used, both
co-workers and response personnel should be trained to operate and maintain
them. Manufacturer representatives may be willing to assist with training. Make
sure to develop barrier-free paths out of buildings by removing any physical
barriers (e.g., boxes, supplies, and furniture) from exit routes. Consider
keeping heavy gloves, tire repair kits, and extra batteries on hand for those
who use manual or battery-powered wheelchairs. Gloves may protect
individuals’ hands from debris when pushing manual wheelchairs.
Arrangements should also be made to have wheelchairs available after an
evacuation.
Attendees discussed the issue of evacuating an employee and his or
her power wheelchair. Most believed that evacuating the person should be the
first priority, although plans should be made to get the chair out if at all
possible. Concern centered on the cost and weight of such a wheelchair, and an
individual’s ability to maintain his or her balance in the evacuation
chair.
One participant recommended that manufacturers put better straps
on evacuation chairs. Using freight elevators to evacuate the building, rather
than the standard passenger elevators, was offered as another solution.
Wheelchair users often want to remain with their chair or obtain it as soon as
possible after evacuating, since it is their main means of mobility. While
power wheelchairs are often costly, Loy and Batiste reminded participants that
they can be replaced; getting out of the building safely is more important.
Leaving manual wheelchairs stationed in various stairwells and in the main
lobby ensures that individuals have at least a temporary means of getting
around in the event of an evacuation in which they cannot take their own
wheelchairs.
Sensory Impairments:
- Lighted fire strobes and other alerting devices to supplement
audible alarms. Lighted strobes should not exceed five flashes per second due
to risk of triggering seizures in some individuals.
- For a participant who asked about alternatives to strobe
lights, vibrating pagers were recommended. There was concern that such devices
do not work, because individuals may not carry their pagers or receive the
message in time. Other participants stressed the value of having multiple means
to communicate with all employees.
- Alerting devices, vibrating paging devices, wireless
communicators, or two-way paging systems to alert individuals who are deaf or
hard of hearing.
- Braille signage, audible directional signage, and pedestrian
systems for employees who are blind or have low vision. These products may also
benefit others in navigating smoke-filled corridors and hallways.
- Alphanumeric pagers or other communication devices may assist
individuals with speech impairments in communicating with emergency management
personnel.
Cognitive/Psychiatric Impairments:
Find ways of communicating with people who have cognitive
impairments. Some individuals may benefit from pictures of buddies,
color-coding of escape doors and areas of rescue assistance, or listening to
the information on tape or CD-ROM.
Keep in mind that some employees with psychiatric disabilities may
benefit from frequent emergency drills, while others may find them
anxiety-producing. In any event, give employees the option of participating.
Not taking part in such drills may be seen as a ‘reasonable
accommodation,’ in which case an alternative method of practicing
emergency evacuation procedures may be required (i.e., providing detailed
written instructions).
Respiratory Impairments:
Employees with respiratory impairments may have difficulty
breathing when walking distances or descending stairs. Smoke, dust, fumes,
chemicals, and other odors often exacerbate such limitations. Consider
purchasing products such as emergency evacuation hoods, masks, and respirators.
Keep in mind that some individuals may have difficulty putting on or taking off
a hood or mask. In such situations, practice and/or assistance are helpful.
Using areas of rescue assistance until emergency personnel arrive was also
suggested as an option.
Whatever the disability, Loy said it is important for employees,
managers, and emergency response personnel to work together in implementing the
evacuation plan and prioritizing evacuation options. |
