1. List of Controlled Copy Holders

• Managing Director
• Head of Departments
• Compliance Managers
• Contracting Authority – Contracts Manager 

2. Distribution, Amendment and Control of this Policy

• The issue and control of this handbook is the responsibility of the Managing Director
• No other individual other than the Directors of the company has the authority to issue or amend these documents without authorisation from the Managing Director.
• Controlled copies of this handbook are allocated to named individuals (as per the list of controlled copyholders) in order to ensure currency and control.
• Uncontrolled copies may be issued for internal use for the purposes of staff awareness training.
• Uncontrolled copies of the office safety sections may be available for reference locally for visitors and sub contractors.
• In all cases it is the responsibility of the Health and Safety Representative to ensure that any amendment to this policy is brought to the attention of those affected.

3. Health and Safety Policy Statement

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:

• Ensuring full co-operation with our Safety Advisors, Corporate Health and Safety Solutions and the Health & Safety Executive.
• Full compliance with all applicable health and safety legislation.
• To provide a safe working environment for all employees, to reduce as far as is reasonable practicable risks to our employees and others that may be affected by our operations.
• To engender within all employees a positive Health and Safety culture.
• Make safety a critical part of the Company’s Senior Management Teams targets and to have regular safety meetings within each operational part of the business where Managers,
• Supervisors and Employees are able to contribute to the ongoing development of the safety management system.
• Carryout audits of the Safety Management System to ensure compliance and develop a process of continual review.
• Provide leadership and guidance in the workplace for all matters relating to Health and Safety.
• To operate a policy of continual improvement in working processes and practices through review of audit results, near miss information and accident reports.

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.

• Managing Director.

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”

Roland Conn

Managing Director

September 2021

4. ORGANISATION ROLES AND RESPONSIBILITIES

4.1         Managing Director

The Head of the Company has overall responsibility for Health and safety in the Company, and will:

• Ensure suitable financial provision is made for Health and Safety obligations.
• Provide appropriate information and instruction to employees.
• Ensure work is planned to take into account health and safety issues.
• Ensure that staff levels receive appropriate training.
• Monitor and assess risk to health and safety.
• Understand the company policy for health and safety and ensure it is readily available for employees.
• Set a personal example when visiting site by wearing appropriate protective equipment
• Actively promote at all levels the company’s commitment to effective health and safety management.

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:

• All health and safety policies and procedures are up to date and meet the requirements of all health and safety regulations.
• Together with the employees appointed for each project carrying out risk assessments and method statements for each individual project making sure appropriate action is taken when any hazards or risks are identified
• Obtain relevant data safety sheets and undertake COSHH assessments for all materials where hazards are identified.
• Maintain maintenance records are carried out on all work equipment before issue and on return and arranging any repairs or removal from service any faulty equipment.
• Ensure all employees are fully trained to undertake the work that they are appointed to do and that all training records are kept up to date.
• Arrange health and safety meetings with staff on a quarterly basis to consult on any health and safely issues and changes in legislation.
• Report and investigate and accidents as they occur in line with current legislative requirements taking actions where necessary to address any shortfalls.
• Investigate and take any actions are non conformances reported by clients and customers relating to health and safety.
• Offering advice and support to the Managing Directors, managers, supervisors and employees on the management of health and safety.

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:

• Monitoring the implementation of the health and safety policy on site and reviewing its appropriateness by regular safety audits / inspections carried out in various workplaces.
• Briefing employees on site specific risk assessments and method statements and ensuring their understanding and conformance
• Delivering of toolbox talks to employees both generic and site specific.
• Assisting in the investigating of accidents on site and implementing corrective action.
• Liaising with managers, employees, sub contractors and specialists as and when appropriate.

4.5        Supervisors 

Supervisors will hold or be working towards achieving a Site Supervisors Safety Training Scheme Certificate and will undertake and be responsible for: 

• Ensuring Site Safety
• Compliance with any risk and method statements and ensure employees on site fully compliant with their contents
• Ensuring employees attend site inductions and comply with any site specific instructions given
• Making sure employees take suitable breaks and use the welfare facilities provided
• Maintaining housekeeping standards at all times
• Reporting any accidents and near misses immediately to the Site Manager and Health and Safety Advisor and assisting in their investigation and addressing any shortfalls.
• Ensure the safety of other employees within the work place
• Offering assistance to any new employee and ensuring they are supervised at all times. 

4.6        Employees

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: –

1. To take reasonable care for the health and safety of himself and of others who may be affected by his acts or omissions at work and;
2. As regards any duty or requirement imposed on his employer or any other person by or under any of the relevant statutory provisions, to co-operate with him so far as is necessary to enable that duty or requirement to be performed or complied with.

In order for all employees to comply with their legal duties, they will undertake and be responsible for:

• Reading and understanding the company’s health and safety policy and carry out their work safety and in accordance with its requirements.
• Ensuring that all protective equipment provided under a legal requirement is properly used in relation to any instruction / training given and in accordance with this health and safety policy.
• Reporting any defects to work equipment immediately to the site supervisor.
• Reporting to the management any incidents, which have led or might lead to injury or damage.
• Reporting any accidents or near misses however minor to the site supervisor.
• Using the correct tools and equipment for the job in hand and in accordance with training and instructions.
• Co-operating with any investigation, which may be undertaken with the objective of preventing re-occurrence of incidents.

5          ARRANGEMENTS

5.1        Communication

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:

• The content of this policy.
• Any rules specific to a site or job.
• Changes in legislation or working best practice.
• The planning of health and safety training.
• The introduction or alteration of new work equipment or technology.

This communication and consultation will take place directly with the employees via the following methods:

• Display of Health and Safety Regulation Posters
• Induction
• Staff Handbooks
• Health and Safety Awareness Mandatory Training
• Regular meetings
• Toolbox talks
• Risk and method statements
• Emails and memos posted on the staff notice board.

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.

5.2        Training

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:

• Induction training for new employee (Health and safety awareness, Company procedure etc).
• The Introduction or modification of new / existing machinery or technology.
• A change in employee position / work activity or responsibility.

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”.

Employees Responsibilities:

“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.

1. b) Promote co-operation amongst all staff instigating, developing and monitoring these measures so as to ensure the health, safety and welfare at work of all employees of the Company.

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:

• Introduction to Health and Safety, Health and Safety Legislation and Safety Management. (See company safety training matrix).
• Vocational Training covering the knowledge and skills required for particular duties and tasks. These can be short of sessions in Health and Safety pertaining to a particular task or skills training, leading to a level of competence (and sometimes a formal qualification) in which Health and Safety is considered one of the many aspects of the task.
• Legislation led training covering “statutory duty to protect employees Health and Safety at Work” will often involve provision of training. The personnel requiring such training will be those undertaking the specific work activities.

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;

• Toilet / washing facilities accessible on site.
• Eating / rest facilities accessible on site.

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

FIRST AID

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.

ACCIDENT REPORTING

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.

TYPES OF REPORTABLE INCIDENTS

DEATHS AND INJURIES

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:

• The accident iswork-related
• It results in an injury of a type which is reportable

TYPES OF REPORTABLE INJURY

The death of any person

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.

Specified injuries to workers

The list of ‘specified injuries’ in RIDDOR 2013 replaces the previous list of ‘major injuries’ in RIDDOR 1995. Specified injuries are (regulation 4):

• fractures, other than to fingers, thumbs and toes
• amputations
• any injury likely to lead to permanent loss of sight or reduction in sight
• any crush injury to the head or torso causing damage to the brain or internal organs
• serious burns (including scalding) which:
• covers more than 10% of the body
• causes significant damage to the eyes, respiratory system or other vital organs
• any scalping requiring hospital treatment
• any loss of consciousness caused by head injury or asphyxia
• any other injury arising from working in an enclosed space which:
• leads to hypothermia or heat-induced illness
• requires resuscitation or admittance to hospital for more than 24 hours

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. 

Over-three-day incapacitation 

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). 

Occupational Diseases

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):

• carpal tunnel syndrome;
• severe cramp of the hand or forearm;
• occupational dermatitis;
• hand-arm vibration syndrome;
• occupational asthma;
• tendonitis or tenosynovitis of the hand or forearm;
• any occupational cancer;
• any disease attributed to an occupational exposure to a biological agent.
• Further guidance onoccupational diseases is available.
• Specific guidance is also available for:
• occupational cancers
• diseases associated with biological agents 

Dangerous Occurrences

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:

• the collapse, overturning or failure of vehicles;
• the accidental release of any substance which could cause injury to any person.

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:

• Undertaking risk assessments which covers health surveillance for each project or task prior to it been undertaken by an employee to protect workers who are at increased risk
• Train all employees to identify and report work related ill health at an early stage so that steps can be taken to treat the condition and prevent further damage to include but not limiting:

• • Dermatitis and skin care
  • Noise induced hearing loss
  • Hand arm vibration
  • Respiratory problems
  • Muscular skeletal disorders
  • Work related stress

• Provide appropriate PPE for each task, ensure that employees are trained on how to use PPE
• Undertake regular checks on all work equipment and carryout regular PAT testing in line with legislation 

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.

• Suitable portable alcohol breath testers will be used; these devices will be calibrated annually or in accordance with the manufactures instructions. Drug testing kits will be individually sealed and the tester seal must be broken in the presence of the employee to be tested. Should a positive test occur then the Manager and or Supervisor will immediately inform the Operations Director or the Managing Director who will take immediate action.

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:

• No employee shall report for duty knowingly under the influence of Alcohol or illegal substances. Any employee who registers above 7 on the breath tester is considered unfit for driving duties and an employee who registers above 10 on the meter is unfit for work.
• No employee shall consume alcohol less than 8 hours prior to the start of their next working shift, and in the case of excessive drinking a minimum of 24 hours prior to the shift start.
• Employees must report immediately to their Supervisor/ Manager prior to signing on for duty all medication being taken, this includes prescribed and non-prescribed products.
• Employees must not consume Alcohol or non-prescribed drugs during the course of the shift.
• Employees must not be in possession of alcohol or non-prescribed drugs while at work.
• Employees must not consume alcohol or non-prescribed drugs during meal breaks.
• Employees must report all medication being taken prior to signing on for duty.
• Employees must report immediately to their Supervisor or Manager if they witness other employees consuming alcohol or drugs during the working shift.

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 Company has a contract with Healthcare Connections an approved medical provider for the provision of this service. Managing Director shall instruct Healthcare Connections to conduct testing on a random basis, no persons outside of the support services department shall be informed of the testing.

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 Managing Director and the Operations Director will be informed immediately, and Healthcare Connections contacted on the out of hours number so that a D&A tester can be sent to the site requiring the test. The test will then be conducted by a fully trained and approved Manager.

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. 

5.17      Noise

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:

• Identify and confirm what work equipment involves regular exposure to noise
• Assess the risk through risk assessments and advise employees to what degree and what measures will be put in place to reduce the risk
• Make sure the legal limits for work equipment that can exposure employees to noise is not exceeded
• Provide training for staff who are exposed to noise at work
• Provide appropriate hearing protection and ensure that staff who have the potential to be exposed to noise wear PPE while using the equipment
• Ensure that work equipment is safe to use and maintained appropriately
• Provide health surveillance for employees who are exposed to noise at work

Reference to the Company’s safe working procedure for the management of all safe working practices should be read in conjunction with this policy.

• Needlestick and Sharps Management

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 .