Managing through an emergency or disaster might be a passing thought for an employee, but for the management team and HR, it’s a necessity to try and keep all employees safe and informed.

HR planning is integral to strategic disaster management plans. Because organizations grow and change over time, the emergency plan should be reviewed and updated periodically to ensure that the plan is still operational. Also, as the plan may also contain contacts for disaster resources, company personnel and other data that tend to change over time, this information will need to be reviewed so that all information is current. Communicating with employees, customers and other stakeholders during emergencies is a critical role. Through effective communications, customers may remain loyal, employees know about not only what is expected but also what resources they can turn to for support during the crisis, and others can know about their role in the emergency.

Part of the planning process should outline resource allocations, training needs, and identifying critical elements that need to be addressed immediately. Items that should be considered in an emergency plan are: employee safety, disaster communication, technology management, staffing management, transportation, payroll, benefits, alternative work sites, and unemployment.

It is likely that employers will have three employee groups based on the nature and magnitude of the emergency: employees who are severely affected (including those who have lost family members or homes, or those who are personally affected by severe illness); those employees who have experienced issues such as energy or transportation losses as a result of the disaster; and those employees not directly affected. Policies will be developed for each employee group with consideration for their needs and issues.

Various plans for these employee groups might differ according to the type of disaster or emergency. Types of disasters to consider when creating a disaster or emergency plan are:

• Terrorism: Since the tragedy of Sept. 11, employers are well aware of the potential dangers for employees on U.S. soil, as well as when employees of U.S. employers are at work or on business travel abroad.
• Epidemics: Many businesses are not prepared for the possibilities of a widespread epidemic, such as pandemic influenza, yet experts insist that the possibility for such a disaster is high.
• Natural Disasters: Natural disasters include emergencies caused by flood, hurricane, earthquake or other weather disasters.
• Employee violence: An increasing issue of importance to human resource professionals is how to deal with workplace violence. Whether it is a disgruntled employee or a case of domestic violence that has entered the workplace, these are issues with potentially grave consequences.

Having multiple plans categorized by these emergencies can be helpful in allowing your employees to feel safe in their workplace environment. Any of of these emergencies and or disasters could strike at anytime, anywhere. Solution Services can help in developing Disaster and Emergency Plans for all types of workplace environments.

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