G. Individualizing Emergency Plans
Using June Kailes’ Emergency Evacuation Preparedness:
Taking Responsibility for Your Safety: A Guide for People with Disabilities and
Other Activity Limitations (2002, Center for Disability Issues and the
Health Professions, Western University of Health Sciences, Pomona, CA), the
objectives of this session were to discuss factors and strategies for
customizing emergency preparedness for people with disabilities. The session
included strategies for ensuring that people with disabilities are involved in
emergency preparedness planning; tips and tools for areas of specific
consideration, and suggestions on how supervisors; and employees with
disabilities can together develop individualized plans that incorporate the
overall agency emergency plans and procedures.
Since September 11, 2001, the issue of emergency preparedness has
come to the forefront. Workplace safety is of special importance, since it is
where we, as a society, spend much of our time. And, for people with
disabilities and activity limitations, barrier-free, as well as barrier-ridden,
environments can be difficult to navigate in an emergency situation.
Nevertheless, a 2001 National Organization on Disability (NOD)/Harris Poll
concluded that 50% of employees with disabilities say no plans have been made
to safely evacuate their workplace, compared to 44% of people without
disabilities. Even more revealing is that 18% of people with disabilities feel
extremely or very anxious about their safety in the event of a crisis, compared
to 8% of people without disabilities.
Dr. Richard Horne, Supervisory Research Analyst in the Office of
Disability Employment Policy (ODEP) at the Department of Labor (DOL), presented
on the topic of individualizing emergency plans for employees with
disabilities. He addressed such topics as the legal requirements of employers,
determining whether an individual will require assistance, and developing an
effective plan that can be integrated into the larger office or agency
plan.
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Richard Horne, ODEP Supervisory Research Analyst,
responded to Seminar participants’ questions in the Individualizing
Emergency Preparedness Plans breakout sessions. |
He began by explaining that federal agencies and their contractors
must comply with the Rehabilitation Act of 1973, as amended. The 1990 Americans
with Disabilities Act (ADA) does not require private employers to develop
emergency preparedness plans for people with disabilities. However, if an
emergency preparedness plan is in place, it must include people with
disabilities. Even if an employer chooses not to implement an emergency
preparedness plan, they may still be required to address the issue of
developing and implementing an emergency preparedness plan (as a
‘reasonable accommodation’) for a person with a disability, under
Title I of the ADA or other laws and regulations.
For those employers who may be reluctant to broach the topic of
emergency preparedness with their employees, Horne clarified that Equal
Employment Opportunity Commission (EEOC) guidance and federal disability laws
do not prohibit an employer from gathering information for the purposes of
emergency preparedness planning. He added that the best time to collect such
information is after an offer has been extended or during an annual performance
review. Not everyone who may need assistance will self-identify or even
consider themselves as falling into this category. As such, Horne suggested
employees consider the following situations when determining whether or not to
request assistance:
- Limitations that interfere with walking or using stairs;
- Reduced stamina, fatigue, or tire easily;
- Emotional, cognitive, thinking, or learning difficulties;
- Vision or hearing loss;
- Temporary limitations (surgery, accidents, pregnancy); or
- Use of technology or medications.
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Participants discussed elements of emergency
preparedness plans. |
For those who had questions about employees who may be reluctant
to self-identify, Horne reiterated that the information is confidential. As
June Isaacson Kailes (2000, p. 6) explained in her handbook, “There is a
universal human tendency to avoid thinking about possible emergencies. This
avoidance has greater consequences for people with disabilities than for people
without disabilities.” Horne stressed that if employees do not plan, then
what they need will not be in place when necessary; do not assume anything.
People with disabilities must take responsibility for engaging in emergency
preparedness and not get caught up in the avoidance tendency. Some suggestions
for encouraging individuals to make needs known include avoiding use of the
term disability and conducting practice drills. Practice drills can be helpful
in determining whether or not assistance is needed during an emergency.
Determining who may require assistance during an emergency is only
part of process. Emergency preparedness planning falls into three phases:
development, implementation, and maintenance. At both the agency and the
individual level, it is important that individuals with disabilities be
involved in the entire process. Horne highlighted key tasks in each phase, as
discussed below:
- Development: This phase involves not only identifying
who needs assistance, but also the possible hazards and accommodations. Aside
from the obvious hazards, be sure to check for such things as obstructed exit
routes, unclear signage, or inaudible alarms. In deciding on specific
accommodations, it is best to talk to the individual. However, it may also be
helpful to consult other agencies (e.g., Federal Emergency Management Agency
(FEMA)), community-based organizations (e.g., the Red Cross, Centers for
Independent Living (CILs)) or local emergency personnel.
Horne reminded participants to make sure
the plan addressed after-hours situations. Attendees wondered how to ensure the
employee’s safety in such circumstances. It was suggested that employees
inform security when they are working late. Another option would be to have
security do routine checks.
Participants had questions regarding the
DOL’s emergency preparedness plan. Horne explained that from the very
onset, the needs of the employees with disabilities were considered. Following
the events of September 11, Secretary Chao established a working group, of
which ODEP was a part.
- Implementation: An important part of this phase is
committing the plan to writing. Include key personnel who will likely be
involved during an emergency in this process. Be sure to conduct mock drills in
order to determine where improvements are needed, and make necessary
modifications. Make sure that all employees take part in any training that
occurs. While an individual may not be able to perform certain tasks, it is
important that he/she be able to relay the information to another individual in
the event of emergency. Lastly, be sure to distribute the plan in an accessible
format, and integrate the concepts or plans into the larger office or agency
plan. Oftentimes, emergency preparedness accommodations made for employees with
disabilities can benefit all employees.
- Maintenance: A plan—whether for an individual,
office, or agency—should be updated regularly. It is beneficial to
cultivate relationships with individuals and/or agencies both internally and
externally. This can assist agencies in keeping abreast of new technology or
protocol. For individuals, building relationships with co-workers increases the
chances of finding/getting assistance in the event of an emergency. There was
additional discussion regarding the pros and cons of the ‘buddy
system.’ While the buddy system can be effective, it is important to
recognize that alternative plans may be necessary if a co-worker is not
available. The idea of a personal support network, where several people may be
available to assist, is seen as a better approach.
Implement procedures for reporting new
safety concerns or hazards, as well as identifying the needs of new employees.
Check with personal support networks quarterly to make sure the individuals are
still willing and able to assist in an emergency; also, be sure to notify them
of changes in work schedules. Finally, be sure that all the equipment is in
good working order.
While employers undoubtedly bear some of the responsibility for
emergency preparedness planning, Horne said employees with disabilities must
also take the initiative to ensure their safety. It is important that employees
with disabilities not assume plans have or will be put in place for them.
Furthermore, employees should keep extra supplies, such as medication, at their
desks. They should also be able to clearly explain their needs to another
individual. This will make it easier to get the appropriate assistance from
emergency personnel and others in the event of an emergency. If the individual
has difficulty communicating, it may be beneficial to put instructions in
writing.
The following additional resources were shared:
Job Accommodation Network:
www.jan.wvu.edu/media/emergency.html
DisabilityInfo:
www.disabilityinfo.gov
Center for Disability Issues and Health Professionals:
www.cdihp.org |
