Southern California has experienced devastating wildfires in recent weeks, affecting the thousands of people who live and work in the region. And for HR pros in the area, the current crisis may serve as a reminder of the importance of having a plan in place to keep employees safe.
“There’s a whole host of considerations, starting with safety concerns that might be first and foremost for employers,” said Andrew Sommer, employment lawyer at law firm Fisher Phillips. He told HR Brew that there are some protocols that California employers are required to follow under the state’s Division of Occupational Safety and Health, or Cal/OSHA.
Sommer and Tracy Watts, a senior partner and national leader for US health policy at consulting firm Mercer, shared with HR Brew what California people pros should do to protect employees amid wildfires.
What HR is required to do. Workplaces that are outdoors, or exposed to outdoor conditions, like a mechanic shop, are required to monitor the Air Quality Index (AQI) in order to limit employees’ exposure to poor air quality, Sommer said.
The Environmental Protection Agency (EPA) measures AQI from 0, which is “good,” to 301 or higher, which is “hazardous.” Pasadena, California, for instance, hit an AQI of 293, which is “very unhealthy,” on Jan. 11, Vox reported. When the AQI is between 151-500, employers are required to encourage employees to use respirators; when it rises above 500, employees are mandated to do so.
Environmental Protection Agency's airnow.gov. Home of the US Air Quality Index
“Public health authorities are recommending, where there is visible to the eye or there is a smell of smoke, that employees wear respirators—could typically be N95 respirators,” he said.
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Employers are also required to “identify, assess, and correct workplace safety hazards” during wildfires, Sommer said, citing the state’s Injury and Illness Prevention Program (IIPP) rule.
What else HR can do. Watts told HR Brew that people pros and leaders should ask themselves, “What would you do for yourself and your family? And treat everybody else the same way.” This might entail ensuring each employee is safe during and after a disaster, and following up with one-on-one conversations to discuss how they’re doing.
“Making sure people are safe and communicating with them…just to understand how you can provide really personalized support for somebody’s individual circumstances is the starting out point,” she said, later adding, “But longer term, plan and being aware of risks and helping people, your workers, be prepared for things like this is definitely the call to action.”