Written safety plans
Heat Illness Job Hazard Analysis and Program — Nevada
The job hazard analysis and written safety program provisions Nevada's heat regulation (R131-24) requires of employers with more than 10 employees.
Last checked against official sources: 2026-10-23
This is the full template. Words in [brackets] are what you fill in for your company; everything else is the fixed wording, checked against the rule cited under each section.
1. Purpose and scope
These provisions are part of the written safety program of [Company name]. Nevada requires them of employers with more than 10 employees, based on a one-time job hazard analysis of conditions that could cause heat illness.
Indoor climate-controlled areas and vehicles with working climate control are outside the rule. If a system fails, the company makes good-faith efforts to restore it and uses interim cooling measures.
2. Job hazard analysis
The analysis covers job classifications where a majority of employees are exposed to heat for more than 30 minutes of any 60-minute period, not counting breaks. Classifications identified: [Job classifications where most workers are exposed to heat more than 30 minutes of any hour]
Work processes that add heat or humidity, and how they are reduced: [Work processes that add heat or humidity, and how you reduce them]
The analysis is reviewed when a task or work process changes in a way that affects heat exposure.
3. Responsibilities
[Plan administrator (name and title)] is responsible for this plan, phone [Plan administrator phone]. The plan administrator makes sure supplies are available, supervisors are trained, and the plan is reviewed every year before the hot season.
Supervisors and foremen who carry out this plan on site: [Supervisors and foremen who carry out this plan on site]
Every worker is expected to drink water often, take cool-down rest when needed, watch out for co-workers, and report symptoms right away.
4. Drinking water
Potable water is provided free to workers in the classifications above.
[How drinking water is provided]
5. Rest and cooling
A worker who shows signs of heat illness is given a rest break right away and the means to cool down.
[How shade or cooling is provided]
Workers report heat illness symptoms in themselves or a co-worker to a supervisor immediately. No one is disciplined for reporting symptoms or for taking a cool-down rest.
6. Checking the weather
[Who checks the forecast and heat index, and how]
When a heat advisory or excessive heat warning is issued, supervisors put the high-heat procedures in place for that day.
7. Monitoring
[Designated person who monitors workers for heat illness] is designated to monitor workers for signs of heat illness during hot conditions.
8. Emergency response
Workers reach a supervisor this way: [How workers reach a supervisor during the shift]
Designated to call 911: [Who is designated to call 911]. Anyone who sees a worker with signs of severe heat illness calls 911 right away.
Directions for emergency responders: [How you give emergency responders directions to each job site]
- Signs of heat stroke (confusion, slurred speech, fainting, seizures, hot skin, no sweating): call 911, move the worker to shade, cool them with water, ice or wet cloths, and stay with them until help arrives.
- Signs of heat exhaustion (heavy sweating, headache, dizziness, nausea, cramps): stop work, rest in shade, drink water, loosen clothing, and keep watching; call 911 if it gets worse or doesn't improve.
- Never leave a sick worker alone and never send them home without offering first aid or emergency medical services.
9. Training
Employees in the classifications identified by the analysis are trained to recognize heat illness hazards and on the procedures in this program that reduce them, including water, rest, cooling, reporting symptoms and emergency response.
Official sources
Fill it in and print it in English and Spanish
Enter your people and arrangements once. You get the plan on your letterhead in both languages, with a signature page and a reminder before its annual review.
General information, not legal advice. Templates and examples should be reviewed by a competent person before use. HardHat Binder is not affiliated with or endorsed by OSHA.