Resources for Campus Emergency Management

According to OSHA 29 CFR §1910.38, an individual BEAP must be in writing, kept in the workplace, and available to employees for review. An employer with 10 or fewer employees, however, is only required to communicate the plan orally to employees.

At a minimum, BEAPs must include the following:

• Emergency evacuation procedures and exit route assignments

• Procedures to be followed by employees who remain to operate critical plan operations before evacuating

• Procedures to account for all employees, contractors, and guests after emergency evacuations have been completed

Procedures to be followed by employees performing rescue or medical duties

• The preferred means of reporting fires and other emergencies
• The name or job title of every employee who may be contacted by employees needing more information about the plan, or an explanation of their duties under the plan
• Information about maintaining an employee alarm system 

The alarm must be capable of being perceived above ambient noise or light levels by all employees in the affected portions of the building. Tactile devices may be used to alert those employees who would not otherwise be able to recognize the audible or visual alarm. The alarm should be distinctive and recognizable as a signal to evacuate the work area or to perform actions designated under the EAP.

• Each employee should be aware of the preferred means of reporting emergencies, such as manual pull box alarms, public address systems, radios, or telephones.
• Emergency telephone numbers should be posted near telephones, employee notice boards, and other conspicuous locations when telephones serve as a means of reporting emergencies. Where a communication system also serves as the employee alarm system, all emergency messages shall have priority over all non-emergency messages.

• Plans to designate and train employees to assist in a safe and orderly evacuation of other employees
• Review procedures for each employee covered by the plan in the following circumstances:
  •  The plan is developed or the employee is assigned initially to a job
  • The responsibilities of the employee under the plan change
  • The plan is changed