Emergency Planning OSHA Regulations

Every employer in the United States without exception must comply with these OSHA regulations regarding emergency planning.

29 CFR 1910.34(a) All Employers covered 29 CFR 1910.36 Design of Exit Routes 29 CFR 1910.37 Emergency Exit Routes 29 CFR 1910.38 Emergency Action Plans (Attached) 29 CFR 1910.39 Fire Prevention Plans (Attached) 29 CFR 1910.151 First Aid/Medical

Note that these regulations have been interpreted for decades by OSHA and the courts. There is a whole web site full of interpretations at OSHA. There may be a host of other regulations a given employer must comply with given that organization’s specific situation. 1910.34(a) “Every employer is covered. Sections 1910.34 through 1910.39 apply to workplaces in general industry except mobile workplaces such as vehicles or vessels.” 1910.36 Design of Exit Routes: This regulation covers all the details regarding exit routes. This regulation’s most important provision: 1910.36(b)(1) “Two exit routes. At least two exit routes must be available in a workplace to permit prompt evacuation of employees and other building occupants during an emergency…The exit routes must be located as far away as practical from each other so that if one exit route is blocked by fire or smoke, employees can evacuate using the second exit route.” In the context of all the regulations, every employer is required to have evacuation maps in every part of the employer’s space indicating a primary and secondary means of egress. This must be trained to all employees, annually and at hire. 1910.37 Maintenance, Safeguards & Features of Exit Routes This covers more detail on exit routes. Of particular importance: Exit routes must be free and unobstructed. No materials or equipment may be placed, either permanently or temporarily, within the exit route. Each exit route door must be free of decorations or signs that obscure the visibility of the exit route door.

1910.38 Emergency Action Plans This is the primary regulation regarding emergency plans. The important provisions here are that every employer: 1. Shall have a written emergency plan (for employers with more

than 11 employees) 2. Shall create an emergency response team (ERT) 3. Shall train employees and the ERT annually, at hire, when the

plan changes, when the people in the plan change 4. Shall account for all employees in any emergency: a headcount 5. Shall provide both the ERP to any employee who requests them 1910.39 Fire Prevention Plans This is another primary regulation regarding Fire Prevention Plans. The important provisions here are that every employer: 1. Shall have a written fire prevention plan (for employers with more

than 11 employees) 2. Shall conduct a fire risk assessment 3. Shall train employees and the ERT annually, at hire, when the

plan changes, when the people in the plan change 4. Procedures to control fire hazards and procedures for

maintenance of safeguards 1910.151 Medical Emergencies The important provisions here are that every employer: 1. Shall train employees in first aid if emergency responders can’t

guarantee the commencement of the administration of first aid in less than four minutes after the start of the medical event

2. Shall stock first aid kits if the four-minute rule can’t be guaranteed by emergency services

Since no fire chief or EMS director in the United States will ever give any employer such a guarantee, employers must comply with this regulation.

OSHA REQUIREMENTS FOR WRITTEN EMERGENCY ACTION PLAN 29 CFR 1910.38 Emergency Action Plans. (a) Application. An employer must have an emergency action plan whenever an OSHA standard in this part requires one. The requirements in this section apply to each such emergency action plan. (b) Written and oral emergency action plans. An emergency action plan must be in writing, kept in the workplace, and available to employees for review. However, an employer with 10 or fewer employees may communicate the plan orally to employees. (c) Minimum elements of an emergency action plan. An emergency action plan must include at a minimum: (1) Procedures for reporting a fire or other emergency; (2) Procedures for emergency evacuation, including type of evacuation and exit route assignments; (3) Procedures to be followed by employees who remain to operate critical plant operations before they evacuate; (4) Procedures to account for all employees after evacuation; (5) Procedures to be followed by employees performing rescue or medical duties; and (6) The name or job title of every employee who may be contacted by employees who need more information about the plan or an explanation of their duties under the plan. (d) Employee alarm system. An employer must have and maintain an employee alarm system. The employee alarm system must use a distinctive signal for each purpose and comply with the requirements in § 1910.165. (e) Training. An employer must designate and train employees to assist in a safe and orderly evacuation of other employees. (f) Review of emergency action plan. An employer must review the emergency action plan with each employee covered by the plan: (1) When the plan is developed or the employee is assigned initially to a job; (2) When the employee's responsibilities under the plan change; and (3) When the plan is changed.

Notes: In the 35 years since this regulation was adopted, rulings by OSHA and courts now require training of new hires. Also, training of the EAP for the Emergency Response Team and review by employees is necessary annually. Other OSHA regulations require training of all contractors (you’re the “Host Employer”). Exit routes can be in words in the plan; or evacuation maps on walls and in the plan.

Focusing on visitors is a function of premises liability.

OSHA REQUIREMENTS FOR WRITTEN FIRE PREVENTION PLAN 29 CFR 1910.39 Fire Prevention Plans. (a) Application. An employer must have a fire prevention plan when an OSHA standard in this part requires one. The requirements in this section apply to each such fire prevention plan. (b) Written and oral fire prevention plans. A fire prevention plan must be in writing, be kept in the workplace, and be made available to employees for review. However, an employer with 10 or fewer employees may communicate the plan orally to employees. (c) Minimum elements of a fire prevention plan. A fire prevention plan must include: (1) A list of all major fire hazards, proper handling and storage procedures for hazardous materials, potential ignition sources and their control, and the type of fire protection equipment necessary to control each major hazard; (2) Procedures to control accumulations of flammable and combustible waste materials; (3) Procedures for regular maintenance of safeguards installed on heat-producing equipment to prevent the accidental ignition of combustible materials; (4) The name or job title of employees responsible for maintaining equipment to prevent or control sources of ignition or fires; and (5) The name or job title of employees responsible for the control of fuel source hazards. (d) Employee information. An employer must inform employees upon initial assignment to a job of the fire hazards to which they are exposed. An employer must also review with each employee those parts of the fire prevention plan necessary for self-protection.

Notes: In the 35 years since this regulation was adopted, rulings by OSHA and courts now require a policy on use or non-use of fire extinguishers. If fire extinguisher training is elected by the employer, then training must be annual in a conference room plus a live burn where those trained go outside and put out a fire. Under the new CT Fire Code, many employers are required to train employees in the use of fire extinguishers thereby invoking OSHA’s training protocol. Rulings by OSHA and courts now require training of new hires. Also, training of the FPP for the Emergency Response Team and review by employees is necessary annually. Other OSHA regulations require training of all contractors (you’re the “Host Employer”).