KEEPING YOU INFORMED! JULY’S SAFETY TOPIC
Being Prepared for an Emergency in the Workplace
Emergencies can happen at any time. The most effective way to handle a crisis situation is to prepare in advance by creating an Emergency Action Plan. The Occupational Safety & Health Administration (OSHA) even requires written Emergency Action Plans for many businesses, and specific businesses have additional regulations due to their part in the country's infrastructure or their handling of hazardous materials. Beyond that, there are many reasons for having a solid preparedness program.
Emergency Action Plan – Why Should You Have One?
The main reason to have an emergency action plan is to do as much as possible to keep your employees safe in case of disaster. The confusion of an emergency can make a bad situation worse and put lives at risk. The Federal Emergency Management Agency (FEMA) provides more reasons an emergency action plan is important from a purely business perspective.
- Up to 40% of businesses affected by a natural or human-caused disaster never reopen. Having procedures in place to deal with disasters can help your business survive this difficult experience.
- Customers may not understand the disaster and its effects on your business. They'll still expect products or service on time. If there's a significant delay, they may take their business to a competitor.
- Even if a disaster does slow or shut down your business, a robust emergency action plan has procedures in place to contact customers and stakeholders quickly to keep them up to date on what has happened. News travels fast and perceptions are often different from reality. Staying on top of the information stream reduces negative perception.
- Insurance often only provides partial assistance. It does not cover all losses and does not bring back lost customers.
- Public agencies cannot be expected to provide total relief either. Many disasters can overwhelm their resources, meaning aid may not be immediate even when it is available.
- Many large businesses are now expecting their suppliers to have preparations in place for emergencies, trying to make sure their own business will not be hurt if something happens to another company on the supply chain. Without a plan in place, your business could be given to a competitor.
For further information on how to create an emergency action plan: Emergency Action Plans
SSP takes an active role in the safety and accident prevention of our employees by establishing an Annual Training Calendar. Each month has topics that coincides with trending safety issues and seasons, listed below are the training topics by month.
- January: Covid-19 Housekeeping/ Reporting
- February: Accident Reporting
- March: Personal Protective Equipment
- April: Safe Lifting / Back injury Prevention
- May: Working around Machinery
- June: Sexual Harassment
- July: Emergency Action Plan
- August: Fire Prevention
- September: Dock Safety
- October: Slip Trips and Falls
- November: Violence in the Work Place
- December: Blood Bourne Pathogens
Safety training is designed to work with your Corporate Safety Program. Safety Programs and Certifications can be completed with our assistance. Listed below are a few Safety Training Topics.
- Accident Investigation
- Accident Prevention
- Forklift Training
- Workers Comp Claims Management
- Computer Work Station Safety
- Confined Space
- Conflict Resolution
- Hazardous Spills
- DOT Hazmat General Awareness
- Emergency Planning
- Eye Safety
- Fall Protection
- Hand and Power Tool Safety
- Hand Wrist and Finger Safety
- Hazardous Communications
- Lock Out Tag Out
- Machine Guard Safety
- Repertory Protection and Safety
Sexual harassment is a form of discrimination based on sex/gender (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, or sexual orientation. Individuals of any gender can be the target of sexual harassment. Unlawful sexual harassment does not have to be motivated by sexual desire. Sexual harassment may involve harassment of a person of the same gender as the harasser, regardless of either person’s sexual orientation or gender identity.