Safety is of paramount importance to all of us who work at JPR Solutions (UK) Limited it should be at top of all our priorities as we should all be working together as a team to ensure that no person suffers as a result of an accident at work.
In order to promote a safer working environment and to develop a culture of safety throughout the Company the Directors of the Company declare that the Health and Safety of its employees is a primary objective of the business, indeed it is not only our legal obligation but also a key moral obligation for the Company.
The Directors understand that words alone will not achieve this and therefore expect the full co-operation and active participation of all employees in the day-to-day implementation of the Company’s safety culture, we are all responsible for ensuring each others safety whilst at work.
Health and safety forms part everyone’s daily functions and such is a fundamental part of every aspect of the Company’s daily activity. Therefore the Company is committed to:
As a matter of procedure, the Directors will review this Policy on an annual basis in order to confirm that these stated goals and objectives are still applicable to our activity and where appropriate effect such changes as required to achieve our goals.
The persons nominated by the Company to ensure the compliance of our policy and procedures in relation to health & safety are as detailed below.
The Directors are totally committed that these principles and beliefs, coupled with the responsibilities for the Health and Safety of both our staff and any person encountering our activity, are an intricate part of our daily working lives.
“If any task can not be completed safely, then it should not be completed at all”
4.1 Managing Director
The Head of the Company has overall responsibility for Health and safety in the Company, and will:
4.2 Health and Safety Consultants
Named persons responsible for Health and Safety:
Towergate Health and Safety Help line.
4.3 Health and Safety Advisor
Named Person responsible: Ann McCafferty
The Health and Safety Advisor will undertake and be responsible for:
4.4 Head of Operations
The Head of Operations will hold an IOSH/NEBOSH qualification in health and safety and will undertake and be responsible for:
Supervisors will hold or be working towards achieving a Site Supervisors Safety Training Scheme Certificate and will undertake and be responsible for:
Section 7 of the Health and Safety at Work Act 1974 states the following –
It shall be the duty of every employee whilst at work: –
In order for all employees to comply with their legal duties, they will undertake and be responsible for:
In order to meet the legal requirements of the Safety Representatives and Safety Committees Regulations and the Health and Safety (Consultation with Employees) Regulations, the Company will communicate and consult with all employees on the following issues:
This communication and consultation will take place directly with the employees via the following methods:
Employees will be able to appoint a Health and Safety Representative to act on their behalf. This representative will be invited to the monthly meetings and information from these meetings so they can raise any issues and be part of the Company’s decision making and health and safety development.
JPR encourages all of its employees to play a role in developing and improving health and safety within the business and as such employees who show an interesting in progressing their knowledge will be put forward for IOSH training within the business.
Safety is a key foundation upon which the Company is built and as such all the development of employees with professional safety knowledge can only benefit the business. Everyone has a role to play in making JPR a safer place.
All employees are given training appropriate to their responsibilities in accordance with the management of Health and Safety at Work Regulations. Training will be provided for the following situations:
Training is also specifically provided for work with hazardous substances, use of PPE and Manual handling. Any training provided by the company will be formally recorded with a hard copy kept on file.
Training forms a key part of our strategy in reducing incidents and ensuring that we provide our employees with a safe system of working practices. Training is carried out by suitably qualified trainers who have been assessed and are competent in the delivery of the training requirement and where required have been approved and assessed by the clients.
Employers General Duty of Care:
“It shall be the duty of every employer to ensure so far as is reasonably practicable, the health, safety and welfare at work of all his employees”.
“Take reasonable care, for the health and safety of him/herself and other persons who may be affected by his/her acts or omissions at work”. To this end JPR Solutions (UK) Limited shall incorporate health and safety into its management meetings and team briefings. The objectives of the management meetings and employee briefing groups are to:
a.) Establish and maintain standards of health and safety in keeping with legal requirements and with Company policy.
c.) Implement a training programme by:
1.) Identification of training needs
2.) Setting training objectives
3.) Determination of training methods
4.) Presentation of training
5.) Evaluation of training provided
General Awareness Training
General awareness training refers to seminars and briefing, which deals with Health and Safety applying to variety of workplaces, especially within LSS, an example will be:
5.3 Risk Assessments
The Health and Safety Advisor with the employees responsible for undertaking the works will carry out and record formal risk assessments. In addition, risk assessments are carried out continuously by employees throughout their work. Each risk assessment and method statement will be site specific and every aspect of risk will be taken into consideration i.e. hot works, working at height. The Health and Safety Advisor will ensure all employees are provided with appropriate instruction and training on risk assessments.
5.4 Method Statements
Formal method statements (safe working procedures) will be prepared in writing for each contract. The method statement will provide site specific information on the task to be undertaken including site set up, access, safe working practices, chain of responsibility and a clear sequence of work that should be followed in order to undertake the works safely and professionally.
5.5 Co-operation with Clients
Employees will attend site inductions prior to commencing works and will always familiarise themselves with client procedures when first attending site. In particular general site access, emergency procedures and high risk work activities including permit to work systems. Clients site procedures and specific instructions will be followed at all times.
5.6 Welfare Facilities
Wherever possible, arrangements will be made with the Contracting Authority for the use of welfare facilities at sites under their management. As a minimum the following requirements will be adhered to;
5.7 Work Equipment (Including Portable Electrical Equipment)
All work equipment (including electrical equipment) used at work, as part if the Company’s undertaking will comply with the provision and use of work Equipment Regulations (P.U.W.E.R).
Before new equipment is introduced into the working environment, an assessment will be made by a Director in order to ascertain that the equipment is suitable for its intended use.
No employee will use work equipment for which they have not received specific training.
No employee will knowingly misuse work equipment or remove any guards that are in place to minimise a specified risk.
All work equipment will be maintained and inspected at suitable intervals either by a competent person or by specialist external companies. The frequency of work equipment maintenance or inspection will be based on manufacturer’s guidance and industry best practice. Any maintenance / inspections undertaken on company equipment will be formally recorded with a hard copy left on file.
If any faults or damage are found on any equipment, the equipment will be taken out of service immediately and the fault reported to the Site Supervisor so that the equipment can be inspected, repaired or scrapped.
5.8 Personal Protective Equipment (P.P.E)
Personal protective equipment will be issued to every employee on their day of their commencement of employment.
Training will be provided for employees on the safe use, storage and maintenance of the relevant equipment before issue and a written record detailing what PPE had been issued will be signed by the employees on receipt of the equipment and the hard copy kept on file. Employees have a legal duty to wear PPE as specified in relevant site rules, risk assessments and method statements.
Any defects or malfunctions of PPE must be reported to the Supervisor so replacements can be ordered and supplied.
5.9 Hazardous Substances (COSHH)
The risks associated with hazardous substances are considered for all work activities. Alternative less harmful substances are used wherever possible. In case of risks to health, PPE is provided and used by employees, and health surveillance undertaken where necessary.
Before any Hazardous substances are used during a work process, a material safety data sheet (MSDS) will be obtained from the supplier and an appropriate assessment made of the risks from that substance undertaken by Health and Safety Advisor in line with the control of substances Hazardous to Health Regulations (COSHH).
5.10 FIRST AID AND ACCIDENT REPORTING
Adequate first aid provision will be made at every place of work occupied by the Company. A Qualified first Aider / Appointed persons will be identified in the workplace. Where JPR employees are in Contracting Authority Sites whenever possible arrangements will be made with the Customer/Principle Contractor to use their first aid facilities. Where this is not possible, a member of the team will be nominated as the appointed person for first aid and a first aid box will be supplied, which will contain adequate supplies for the total number of employees on site.
Fully stocked first aid box shall be suitably marked and be easily accessible to all employees at all times when they are at work. The Key Account Manager is responsible for ensuring that all first aid boxes are fully stocked according and that the contents are in date.
All accidents and near misses MUST be reported to the Supervisor and the details recorded on an accident form (held at the head office). If the employee is working in a Contracting Authority Site at the time of the accident then the employee/supervisor must complete the Authority’s accident book. The Health and Safety Co-ordinator must be notified as soon as practicable after any incident has occurred so that the appropriate action can be taken in line with current RIDDOR requirements. The Contracting Authority’s Contracts Manager will be kept fully informed of all accidents/near misses reported and any actions taken.
If someone has died or has been injured because of a work-related accident this may have to be reported. Not all accidents need to be reported, other than for certain gas incidents, a RIDDOR report is required only when:
All deaths to workers and non-workers, with the exception of suicides, must be reported if they arise from a work-related accident, including an act of physical violence to a worker.
The list of ‘specified injuries’ in RIDDOR 2013 replaces the previous list of ‘major injuries’ in RIDDOR 1995. Specified injuries are (regulation 4):
Over-seven-day incapacitation of a worker
Accidents must be reported where they result in an employee or self-employed person being away from work, or unable to perform their normal work duties, for more than seven consecutive days as the result of their injury. This seven day period does not include the day of the accident, but does include weekends and rest days. The report must be made within 15 days of the accident.
Accidents must be recorded, but not reported where they result in a worker being incapacitated for more than three consecutive days.
Non fatal accidents to non-workers (e.g. members of the public)
Accidents to members of the public or others who are not at work must be reported if they result in an injury and the person is taken directly from the scene of the accident to hospital for treatment to that injury. Examinations and diagnostic tests do not constitute ‘treatment’ in such circumstances.
There is no need to report incidents where people are taken to hospital purely as a precaution when no injury is apparent.
If the accident occurred at a hospital, the report only needs to be made if the injury is a ‘specified injury’ (see above).
Diagnoses of certain occupational diseases will be reported where these are likely to have been caused or made worse by the work undertaken: These diseases include (regulations 8 and 9):
Dangerous occurrences are certain, specified near-miss events. Not all such events require reporting. There are 27 categories of dangerous occurrences that are relevant to most workplaces, for example:
5.11 Manual Handling
Manual Handling risks are considered prior to each work activity. The method of work is adapted to minimise manual handling risks wherever possible, including use of alternative lifting and carrying methods. JPR employees are advised not to manually handle loads, which they feel incapable of moving safely. Hoists and mechanically operated lifting equipment will be assigned to each project where appropriate. All staff will receive training (updated annually) on manual handling techniques.
5.12 Fire Safety & Emergency Procedures
It is the Company’s policy to take account of fire hazards in the workplace. All employees have a duty to conduct their operations in such a way as to minimize the risk of fire.
All employees will comply with the company’s no smoking policy; keeping combustible materials separate from sources of ignition, disposing of waste materials appropriately, avoiding unnecessary accumulation of combustible materials, obtaining hot works permits for all hot works and undertaking the required fire watch requirements.
Site supervisors are responsible for keeping their operating areas safe from fire, ensuring that their staff are trained in proper fire prevention practices and emergency procedures.
The Person with responsibility for the maintenance of fire fighting equipment and for undertaking fire drills will be designated by the director.
A Fire audit will be undertaken annually for the main office premises and for each individual project via a risk assessment prior to work commencing. An individual Lone Working risk assessment will also be undertaken annually or as significant changes occur within the Company and will take into consideration the potential risk of Lone Working. The Company Fire Policy gives guidance on what action needs to be taken by Lone Workers if there is a fire in the office.
5.13 Public Safety
The safety of members of the public and other contractors is considered at all times whilst on site. Any work area that could place others at risk due to the company’s activities will be risk assessed and closed off by appropriate means e.g. safety signage, bollards) in order to restrict access.
5.14 Lone Workers
Lone workers are those who work by themselves without close or direct supervision. It is Company policy to undertake and review risk assessments for lone working, provide awareness training for staff on lone working, the potential risks and control measure in place and ensure that help or back up is provided if lone working occurs.
Reference to the Company’s safe working procedure for lone working should be read in conjunction with this policy.
5.15 Health Surveillance
It is the Company’s policy to ensure that employees are free from risk of work related health risks at all times. The Company has a programme in place for the management of health surveillance and access to competent occupational health advisors if there is a need for occupational health assessment.
The Company is committed to ensuring systematic checks are undertaken to identify early signs of ill health and act on the results by:
5.16 Drugs and Alcohol
The Company has a clear policy on the use of Alcohol and Drugs (prescribed & none prescribed). The Company commits to carry out random testing of 5% of all employees during a 12-month period. These will be unannounced and will be carried out by the Company’s authorised personnel who have been trained in drugs and alcohol testing.
The Company will make all employees aware of this policy and will endeavour to ensure that the terms and conditions are met and will look where possible to exceed standards set out by regulating bodies.
The Company has adopted a zero tolerance policy towards Drugs and Alcohol and
employees are advised that prior to and during the course of their employment with the Company they will be subject to testing for substances. Any employee that is found to have unacceptable amounts of alcohol or drugs, legal or illegal in their sample will be subject to immediate suspension from their position and will be subject to disciplinary action.
Failure or refusal to supply a sample for testing will result in immediate suspension and disciplinary action being taken against the individual.
All employees are advised that if they have taken substances, including over the counter medication then an open door approach will be taken with employees who advise the Company prior to any testing.
In situations where an employee has a problem with alcohol or drugs the Company will look to assist these people in resolving those issues to allow them to continue there employment.
All employees are required to sign a declaration that they are fit for duty every day when they sign in on site, If the employee is not fit for duty they should not sign onto shift, they should contact their Supervisor or Manager to advise them of the current situation, at this stage a decision will be made as to whether to allow the employee to start the shift. Once an employee has signed onto shift the opportunity to use the open door policy is removed as signing on constitutes that they confirm the statement at the top of the sign on sheet.
It is a condition of employment that the following rules are met:
These rules are absolute and failure to comply with them may result in disciplinary action being taken against the individual.
Unannounced Testing for Alcohol and Drugs
The Managing Director shall request at random testing from Healthcare Connections such tests as are required for the Support Services Department and this shall be arranged without their knowledge. Tests on individuals may be conducted whenever and wherever the Company so decides as set out in the contracts of employment.
For Cause Screening
The Company has a contract with Healthcare Connections approved medical provider for the provision of this service. Should any manager or supervisor or following a report from a client be made aware that an individual is suspected of being under the influence of either Drugs or Alcohol then the manager and or a supervisor shall quarantine the individual concerned in room, which has access to a toilet.
The employee shall remain isolated and shall not be allowed to drink any water or fluids or have any food until the test has been conducted.
The individual as set out in their contract of employment will allow the test to be conducted and shall be suspended from work on full pay until such time as the results are released to the Company. Should the test results be positive then the Company’s Disciplinary hearing process will take over. The suspension shall remain in place and the person shall be banned from working until the disciplinary process is complete.
The Company will ensure that risks to employees are reduced to help prevent employees from being exposed to noise through frequent exposure from operating machinery at work by:
Reference to the Company’s safe working procedure for the management of all safe working practices should be read in conjunction with this policy.
It is the responsibility of all employees working on site to abide by the processes set out in this policy and any supporting safe systems of work.
JPR will ensure that all staff are trained in the management of sharps handling and awareness and receive regular update toolbox talks.
All staff will have access to Occupational Health Nurses and receive injections as protection against any blood born diseases i.e. hepatitis a and b before commencing work with boosters at regular set intervals.
All staff will be provided with full PPE .