BROOKSBY

COMPANY SAFETY POLICY

Reviewed January 2012

Reviewed January 2013

Reviewed January 2014

Reviewed January 2015

Reviewed January 2016

CONTENTS

Section 1 - Safety Policy Statement

Section 2 - Outline of the company’s duties and

responsibilities

Section 3 - Assignment of Responsibilities

Section 4 - Training

Section 5 - Tools and Equipment

Section 6 - Health and Welfare

Section 7 - Office Safety

Section 8 - Smoking/Alcohol/Drug Policy

Section 9 - COSHH

Section 10 - Sub-contractors

Section 11 - Protection of workforce and public

Section 12 - Work at height

Section 13 - Risk assessments and method statements

Section 14 - Environmental policy

Section 15 - Stress policy

Section 16 - Violence policy

Section 17 - Driving policy

Section 18 - CDM

SAFETY POLICY STATEMENT

The company is determined to provide for all its employees conditions at work that are safe and

without risk to health.

The company will provide full ongoing training and all relevant equipment certified and tested

to current legislation.

Health and Safety is regarded by the company as a management responsibility and is accredited

with such equal importance as productivity and profitability.

The company is committed to maintaining its awareness of all extant and impending legislation

and to fulfilling its duties thereunder.

Whilst the company recognises its own responsibility to create and maintain safe working

conditions and practices, it will continually strive to provide its employees with sufficient

information, instruction and training to enable them to satisfy all requirements and duties placed

upon them by the “Health and Safety at Work Act” and all other present legislation and codes of

practice, including any statutory provisions made under the enabling acts.

The company will maintain close co-operation with clients, contractors, sub-contractors, and

enforcement agencies to ensure so far as is reasonably practicable that procedures and practices

are satisfactory and without risk to health.

This Safety Policy Statement is the declared intent of the company to adopt a holistic approach

toward a safety culture that will afford a duty of care toward its employees and anyone else who

may be affected by its acts or omissions.

Name____S, Goodenough_________________________

Position__Director_______________

Signed……S Goodenough………………………………….

Date……22.03.2016……………………

Section 2 The Company assumes the following duties:

(a) To observe all the requirements of the statutory provisions, legislation, accepted codes of practice in force at the present time.

Also to give consideration to information contained in Health and Safety Executive Guidance Notes.

(b) To ensure that all our services and products are provided in accordance with necessary legislation.

(c) To prove and maintain safe systems of work during the engagement of works in high risk environments.

(d) To provide sufficient information, instruction, training and supervision as is necessary to ensure the health, safety and welfare of all our employees.

(e) To provide, when risks have been reduced to the lowest possible level any necessary suitable and appropriate personal protective equipment and adequate training in its use.

(f) To permit safety representation in accordance with the Safety Representatives and Safety Committees Regulations.

(g) To ensure that employees have access to all necessary welfare facilities..

(h) To observe and adhere to all safety procedures and systems of work outlined in the ‘Safety File’.

(i) The provision of first aid training and the appointment of nominated persons, addressing the degree of risk inherent in the company’s undertaking.

(j) To ensure that sub-contractors and other persons not in the companys direct employ are given as and when necessary, the same information and instruction given to persons directly employed by the company to ensure their health, safety and welfare during execution of the company’s operations.

(k) To take all necessary steps to ensure that no damage to highways, footpaths or property of any description occurs as a consequence of the company’s operations.

(l) To ensure that all employees are aware of and adhere to all safety precautions and emergency procedures laid down by local authorities and owner/occupiers of premises in which we carry out works, including fire precautions and evacuation procedures.

(m) To make employees aware of the correct procedures regarding the reporting of accidents (injurious or otherwise), the development of any work related disease or any near miss that could be regarded as a dangerous occurrence as defined in “The Reporting of Injuries diseases and Dangerous Occurrences Regulations”.

Note: The definition and interpretation of these regulations will be conveyed to employees and sub-contractors of the company by the company Safety Advisor.

Section 3 Assignment of Responsibilities

The Partners: are overseers of all managerial decisions regarding health and safety at work and general company policy of the same.

The Works Formen / Contract Managers : are responsible for: The procuring of contracts and the initial identification of hazards contained therein. The conveyance to employees of hazard and procedural information as identified by himself and the company Safety Inspector during the assessment of risk, as required by current legislation. Liaising with officers of client companies and enforcement authorities with a view to minimising the risk contained in operations carried out by the company. Providing companies with a method statement showing clearly how work will be executed and co-ordinated with other works. The provision of such method statements to employees who will be responsible for carrying out the work, making sure that they fully understand the contents and are satisfied that they are able to carry out the work in the way described. The continual monitoring of attitudes and behavior of all employees and sub-contractors.. The execution of any disciplinary action deemed to be necessary as a result of the breach of any statutory instrument, company rule or regulation. The continuing observation of developing knowledge within the industry to enable the company to carry on its undertaking in a manner that is safe and with the minimal degree of risk. The continual reinforcement of this safety policy

Safety Advisor Is responsible for ongoing advice to the company, all personnel employed by the company, sub-contractors, clients and all parties effected by the companies operations.

Employees are responsible for: Carrying out the instructions of their chargehand. In the absence of a chargehand, employees must only attempt tasks for which they have been trained.

Labourers and Trainees are responsible for: Following safety instructions given to them by a supervisor. Adhering to instruction and information given to them by company management, in particular the Safety Advisor. Attempting tasks only for which they have been trained.

All Employees have three general duties placed upon them by the Health and Safety at Work legislation and they are as follows:

To exercise reasonable care for the health and safety of himself and others who may be affected

by his acts or omissions at work.

To co-operate with the employer, as far as may be necessary, to enable him to carry out his legal duties in health and safety matters.

Not to intentionally or recklessly interfere with anything provided in the interests of health, safety or welfare.

SECTION 4

TRAINING

Every employee of the company is the subject of a personal training programme and training schedule. Where this is not possible for any reason or in cases where the operative is registered in the scheme by way of ‘grandfather rights’ but has not received any formal training the said operatives will be the subject of ‘In house’ training programme.

The company regard training as an ongoing necessity and an investment for the future well being of the company.

The following is by no means an exhaustive list but just a few of the areas in which employees may be trained.

First Aid at Work.

Emergency First Aid.

Work at height

Manual handling

Health and safety awareness

Fire

Manual Handling Avoid the storage of materials, particularly heavy items at low level e.g. below waist level.

Wherever possible store heavy items above waist height on shelves or storage racks that are easily accessible and free from obstruction.

Make sure that routes by which you normally carry office equipment and sundries are not designed so as to cause you to twist and turn whilst carrying loads.

When it is necessary to lift heavy loads, always try to engage the help of another person.

Always plan your lift e.g. try and envisage the method of lifting and how it will affect you when you have completed the lift.

A good handling technique is no substitute for other risk reduction steps such as improvements to the task, load or working environment. In addition, moving the load by rocking, pivoting, rolling or sliding is preferable to lifting it, in situations where the person is unable to use mechanical lifting equipment e.g. trolley. Consideration should always be made whether it is appropriate to undertake the lift with a colleague or if appropriate breaking down the load into smaller and more managing loads. The load, itself, may be light and easily transportable but

the task may require the use of stairs or maneuvering around or over obstacles. A manual handling assessment would therefore encompass many factors, where the focus would be placed on the task from the moment the person considers the moving of an object/s to the moment it has been placed in its desired position.

There is no single correct way to lift, due to the changes in the possible load, the circumstances of the lift, the environment. The content of training good handling technique, therefore, should be tailored to the particular handling operations likely to be undertaken. It should begin with relatively simple examples and progress to more specialised handling operations as appropriate. The following list illustrates some important points, using a basic lifting operation by way of example:

Stop and Think. Plan the lift. Where is the load going to be placed? Use appropriate handling aids if possible. Do you need help with the load? Remove obstructions such as discarded wrapping materials. For a long lift - such as floor to shoulder height - consider resting the load mid-way on a table or bench to change grip.

Place the Feet. Have the feet apart, giving a balanced and stable base for lifting (tight skirts and unsuitable footwear make this difficult). Have the leading leg as far forward as is comfortable.

Adopt a good posture. Bend the knees so that the hands when grasping the load are as nearly level with the waist as possible. But do not kneel or over-flex the knees. Keep the back straight, maintaining its natural curve (tucking in the chin while gripping the load helps). Lean forward a little over the load if necessary to get a good grip. Keep shoulders level and facing in the same direction as the hips.

Get a firm grip. Try to keep the arms within the boundary formed by the legs. The optimum position and nature of the grip depends on the circumstances and individual preference, but it must be secure. A hook grip is less fatiguing than keeping the fingers straight. If it is necessary to vary the grip as the lift proceeds, do this as smoothly as possible.

Don't jerk. Carry out the lifting movement smoothly, raising the chin as the lift begins, keeping control of the load.

Move the feet. Don't twist the trunk when turning to the side.

Keep close to the load. Keep the load close to the trunk for as long as possible. Keep the heaviest side of the load next to the trunk. If a close approach to the load is not possible try sliding it towards you before attempting to lift it.

Put down, then adjust. If precise positioning of the load is necessary, put it down first, then slide it into the desired position.

1.0 Scope

The policy covers all employees who carry out frequent or infrequent lifting operations. A lifting operation - to be known as a Manual Handling Operation - is defined as a means of transporting or supporting a load (including the lifting, putting down, pushing, pulling, carrying or moving it) by hand or by bodily force.

2.0 Aim

The aim of the policy is to formalise guidelines for the manual handling operations that are foreseeable within the work area or during the course of a person's work. This policy will give advice on the procedure for manual handling and identify the obligations of both the company and the person likely to undertake manual handling operations.

3.0 Procedure

Identification and Control

All manual handling operations carried out in the work area or performed by personnel shall be identified and listed. This list should be formalised and be subject to an annual review by the health and safety adviser. The list of manual handling operations will stand as means for the regional health and safety adviser to assess the risks to personnel.

Where it is found that significant risks are prevalent those risks will be recorded and suitable control measures reviewed or established, as is necessary, to eliminate or reduce those risks. The assessment of significant risks will be reviewed by the health and safety adviser following the review of the list of identified operations. A review shall also be undertaken at such time when an accident occurs requiring a reassessment of the risk and the control measures in place to eliminate or reduce the risk.

4.0 Guidelines

It will be policy to inform personnel to avoid hazardous manual handling operations so far as is reasonably practicable. However, not all manual handling operations are hazardous - please see attachment for further guidance - and therefore are likely to be undertaken by one person, using the correct lifting technique (also provided in the attachment) and observing care and diligence during the operation. Personnel, assessed as being persons who frequently undertake manual handling operations, will be suitably and sufficiently trained to undertake their duties safely.

It will be the obligation of the company to identify, assess and review the risks with regards manual handling operations and suitably and sufficiently eliminate or reduce those risks, and provide training where necessary to personnel who may come into contact with those risks. With regard manual handling operations that are defined as 'insignificant risk to the operator' the attachment will provide personnel with a general understanding as to the requirements of undertaking manual handling operations.

All personnel should be aware that they have an obligation with regard their own health, safety and welfare and the health, safety and welfare of others to undertake their work safely. If there is any doubt by the person, where they will be undertaking an operation that could lead to an accident or injury, they should seek advice from the health and safety advisor.

First aid

Whilst working on the premises familiarize yourself with the location of first aid posts, nearest first aider and procedures to follow in case of an emergency.

Employees should familiarise themselves with the type of risk that may lead to accidents, this knowledge may be vital when administering first aid eg. Chemical burns or poisoning, falls from heights or electric shock.

When working in isolated areas, methods of communication and emergency procedures will be established prior to commencement of the contract.

In the event of any accident whether minor or otherwise never attempt to administer drugs (even over the counter items like Paracetemol). This may make the existing condition worse and you are not qualified to make a judgement.

THE REPORTING OF ACCIDENTS / NEAR MISSES

The principle of the company is that all accidents and near misses shall be reported to the management, no matter how small and regardless of whether the accident has resulted in injury or damage to persons or property or not.

All accidents will be entered in the accident book by a member of the management team in the presence of the victim or direct witness. The accident book is located in the main office. This applies to accidents and near misses at the main works or on the various operational sites.

All accidents / near misses shall be investigated and any resulting changes in working practice documented and reviewed. All accidents will be investigated in order to:

Establish the cause Determine the extent of injuries and damage Decide on action necessary to prevent a recurrence

If any member of the public, visitor or uninvited visitor is involved in an accident or is injured, details must also be entered in the Accident Book. Where an accident or reportable incident occurs on a site controlled by our customer, a senior representative of our customer will be informed, involved in any investigation and consulted on subsequent action taken to prevent a recurrence.

Reportable accidents as defined in the “Reporting of Injuries, Diseases and Dangerous Occurences Regulations 1988 (RIDDOR) will be reported to the Health and Safety Executive. All relevant details should be entered on F2508 and sent to the HSE within 12 days.

The interpretation of RIDDOR will be the responsibility of the Safety Inspector.

If you are in any doubt as to whether the accident is reportable or not, ASK.

All accidents will be the subject of thorough investigation, not to seek someone to blame but to try and prevent them happening in future.

1.0 Scope

The Procedure covers employees, trainees, visitors, contractors and members of the public who are injured in an accident arising out of or in connection with the organisation's undertakings.

2.0 Aim

The aim of the procedure is to formalise the actions to be taken following an accident, which has resulted in personal injury, loss to the organisation/individual or property damage and to ensure compliance with statutory duties.

3.0 Procedure

3.1 Fatality Obviously the procedure following an accident will be determined by the severity of injury sustained. If a fatality occurs, the emergency services and the Health and Safety Executive must be informed immediately by telephone. The site of the accident must not be altered, unless to make the area safe. The Health and Safety Executive and Police will direct the investigation, with the assistance of the Company's Health and Safety Representatives. An internal investigation must be conducted, together with witness statements and photographs of the area.

3.2 Major Injury In the event of a major injury as classified under Riddor the emergency services must be summoned and the accident reported to the Health and Safety Executive by telephone. An Internal Investigation must be conducted, together with witness statements and photographs of the area.

3.3 Accident Resulting in Incapacity for over 7 Days

The Company's Health and Safety Representative must investigate an accident where the injured party is likely to be incapacitated for over 7 days. An accident investigation form must be completed and relevant witness statements recorded. The accident must be reported to the Incident Centre (by tel: 08453009923, by fax: 0845 300 9924 or e-mail riddor@natbrit.com)

3.4 Minor Injuries For minor injuries, first aid treatment will be administered and details recorded in the accident book. The Health and Safety Adviser should periodically check the accident records for accident trends and areas of concern.

Accidents are expensive, they cost the company money and they cost YOU money. So try

not to have them.

SECTION 7

OFFICE SAFETY

It is the responsibility of all employees of the company who occupy offices to ensure that they are kept clean and tidy and that floors and floor coverings are kept in good condition. Damaged floor coverings must be reported to management immediately.

As far as is reasonably practicable, leads to telephones, photocopiers, computers and other equipment should be kept to the absolute minimum.

Electrical Equipment: should be inspected regularly by a competent person. No attempt should be made by untrained personnel to repair or modify any piece of equipment. Any items of equipment found to have a fault no matter how small, should be withdrawn from service and not used again until it has been repaired and passed as fit for use by a competent person. Fire: all written fire procedures should be followed in the event of a fire and they are as follows:

On discovering a fire raise the alarm and evacuate the building, head for the nearest muster point.

NEVER attempt to fight the fire unless trained and it is safe to do so.

Make sure all personnel have left the building (check off names). NEVER go back into the building until the emergency services tell you it is safe to do so. Most office fires can be avoided by observing a few simple points: NEVER let combustible materials build up e.g. waste paper. NEVER block cooling air intakes on electrical equipment. NEVER discard cigarette ends into waste paper baskets. NEVER trap electrical leads to keep them tidy, this may lead to abrasions of the outer insulation causing leakages to earth and a risk of fire. NEVER store flammable liquids or substances close to sources of heat i.e. on radiators or against the motor compartment of photocopiers and other items of office equipment.

NEVER prevent or obstruct the flow of air around such equipment. Always follow instructions given by equipment manufacturers, make sure that all information provided is understood, particularly for the use and positioning of laser operated equipment and giving careful consideration to the disposition of laser cartridges from printers, copiers etc. ALWAYS check that gas supplies, if present, are turned off when not in use or that they are lit if operational e.g. pilot lights on boilers. ALWAYS give a cursory inspection of the office when leaving at the end of a shift or for lunch breaks if the office is to be left unattended giving consideration to all the aforementioned points. Avoid the storage of materials, particularly heavy items at low level e.g. below waist level. Wherever possible store heavy items above waist height on shelves or storage racks that are easily accessible and free from obstruction. Make sure that routes by which you normally carry office equipment and sundries are not designed so as to cause you to twist and turn whilst carrying loads. When it is necessary to lift heavy loads, always try to engage the help of another person. Always plan your lift e.g. try and envisage the method of lifting and how it will affect you when you have completed the lift.

Display Screen Equipment Policy

1.0 Scope

The Policy covers all employees who use Display Screen Equipment. Display Screen Equipment is defined as being an item of equipment that displays information, data or graphics on a screen e.g. computer.

2.0 Aim

The aim of the policy is to formalise the actions to be taken in the assessment of display screen equipment with regards the suitability of the equipment, the user's workstation and the appropriate use of the equipment. A user is defined as a person who uses display screen equipment for over two hours in a working day.

3.0 Procedure

3.1 Self-Assessment:

The self-assessment document will be completed by the user and returned to the appropriate person with responsibilities to undertake assessment reviews. The self-assessment will be structured to determine the prioritisation of reviews.

3.2 Eye-tests

When appropriate an eye and eyesight test should be made available to the user, free of charge.

3.3 Assessment Review:

An appropriate person, assigned and trained in Display Screen Equipment assessment, will review the self-assessment document by inspecting the workstation and questioning the user with respects to their completed self-assessment. The assessment review will be recorded . In the event where it has been determined that remedial action is necessary the assessment / review is copied to the appropriate person in order to suitably address the action. An additional copy of the review, if remedial action is necessary, is given to the respective user for their information.

Upper Limb Disorder Policy

1.0 Introduction

The highest risk of occupational ill health to staff is that posed by work related upper limb disorders (WRULD's), this is a general term which covers all of the potential aches and pains associated with use of Display Screen Equipment.

Upper limb disorders cover some well-known conditions as detailed in Table 1. They are usually caused or aggravated by work, and are associated with repetitive movements, constrained postures and inadequate rest periods.

2.0 Scope

This policy applies to any employee involved in keyboard and data entry operations. Specific requirements are placed on the Health and Safety Competent Person, Human Resources Officer and other appointed persons.

3.0 Procedure to Reduce the Risk of Upper Limb Disorder-The following are guidelines on action that

should be taken to reduce the risk of upper limb disorder:-

3.1 All employees will be issued with information on how to prevent the cumulative disorders classed as WRULD's, new employees will be issued with the information during induction training.

3.2 A DSE Assessment is conducted which should address issues such as poor posture and rest breaks.

3.3 If an employee is suffering any aches, pains or discomfort while using the Display Screen Equipment, they must bring this to the attention of their Manager, Health and Safety Competent Person or Human Resources Officer.

3.4 The Health and Safety Competent Person will conduct an Initial Assessment , observe working practices and conduct discussions with the employee. Analysis of the initial assessment should identify whether there are risks which require further investigation and, in many cases should pinpoint the causes.

3.5 Where further action is required, the following may be advised:-

a) improved design of workstations and working areas e.g. position of keyboard and display screen, heights of chairs

b) Provide ergonomic equipment i.e. keyboards, mice and tracker balls c) adjustments of workload and provision for rest periods d) additional training

Always follow the training and guidance given to you by the company, it is based on the knowledge and expertise of many people and statistics evolved through research by many organisations, in particular The World Health Organisation. General You have a duty to take care for your own working environment and not to misuse or abuse anything provided by the company for your safety.

The best tool in accident prevention is the application of common sense, respect for your own safety and that of others.

SECTION 8

SMOKING/ALCOHOL/DRUG POLICY Smoking Passive smoking is now recognised as having the same potential for the causing of diseases as ordinary or direct smoking. Every employee has the right to be protected from the passive inhalation of cigarette smoke. Only smoke in areas that are designated as ‘Smoking Areas’. These are provided by the company. NEVER smoke in places where flammable liquids and substances are stored. ALWAYS obey NO SMOKING signs they are always there for a good reason. Smoking in these areas could lead to loss of life. NEVER smoke whilst using machinery such as circular saws of disc cutters, cigarette smoke could obscure your vision. Make sure that discarded cigarette ends are extinguished before disposition.

REMEMBER! Smoking is detrimental to your health (in many ways).

ALCOHOL AND DRUGS Alcohol The company’s attitude towards alcohol at work is that the absence of any alcoholic drink should be permanent and absolute. Scaffolding in particular, but construction in general is regarded as being a high risk environment and as such has no place for intoxicating substances. Every employee has an absolute duty to disclose the development of any alcohol related problem whether it be personal or concerning someone else. The potential for danger from the effects of alcohol consumption are enormous, any employee found to be under the influence of such substances and liquids will be instantly dismissed. Drugs The company’s attitude towards drug abuse is very similar to that for alcohol and alcoholic abuse. Any use of drugs prescribed by a doctor or sold legally at any pharmacy that are known to cause drowsiness is strictly forbidden whilst at work. If the taking of such preparations is absolutely necessary, employees must take time off work, following the normal procedures for sickness leave. At no time will use or ‘misuse of drugs whilst at work be tolerated (including the after effects or side effects of such drugs). The same procedures as alcohol will be followed.

SECTION 9

Control of Substances Hazardous to Health (COSHH)

The Regulations 2002 (amended 2004) impose a duty on employers to identify all

hazardous substances in use and to assess the risk to their employees and others.

A Substance Hazardous to Health includes:

Those designated as harmful, irritant, corrosive or toxic

A substance with a workplace exposure limit (WEL)

A biological agent e.g. leptospirosis

Any dust, if present in a significant concentration

Any other substance with comparable hazards to health

The Company will comply with the requirements of the regulations and related legislation.

All necessary precautions will be taken in the use, storage and transportation of any aterial

or substance. The least hazardous type of any substance will be used or purchased in

order to minimise any associated risk. There will be regular assessments and monitoring

to ensure that this is achieved. No hazardous substance will be used unless a full

assessment has been carried out and all appropriate control measures are in place.

The Nominated Person will ensure that the requirements of the COSHH regulations are met.

This includes identifying all substances in use and assessing the risk to employees (and

others) from the substance, taking into account the manner in which it is used and the

quantities involved. The risk associated with using a substance must be assessed by carrying out a systematic review and considering:

Specific substance (s) being used

Quantity being used

Its form i.e. liquid, dust, solid or vapour

How can it harm? I.e. by inhalation, skin contact, absorption through the skin, ingestion

Who will be exposed to the risk and for how long?

Can a less hazardous substitute be used?

Employees will be trained and instructed in the use of all hazardous substances, and full

risk control measures implemented. Local exhaust ventilation systems will be installed as

determined through risk assessment, manufacturers’ recommendations and HSE

Guidance. In order to comply with Regulation 9 of the COSHH regulations 2002, systems

will be subject to examination by a competent person and testing at a maximum interval of

14 months. Detailed records of the test methodology and findings will be kept.

Asbestos Asbestos fibres are present in the environment in Great Britain so people are exposed to very low levels of fibres. However, a key factor in the risk of developing an asbestos-related disease is the total number of fibres breathed in. Working on or near damaged asbestos-containing materials or breathing in high levels of asbestos fibres, which may be many hundreds of times that of environmental levels could increase your chances of getting an asbestos-related disease. You can find asbestos cement in many places inside and outside buildings such as:

Asbestos cement roofs

These are mainly made up of large sheets of corrugated asbestos cement; they are often found on industrial or farmyard buildings, but also can be found as roofs on garages and sheds. They are usually covered in mosses as they’ve been there for many years.

Asbestos wall cladding

Shape and structure similar to roof sheeting, and is often found on walls/as walls of buildings with asbestos cement roofs.

Asbestos downpipes and gutters

Sometimes attached at the end of cement roofs in warehouse type buildings.

Asbestos cement flues

This may be found in boiler systems (including domestic) air conditioning and ventilation systems. Examples include water tanks, fire surrounds and pipes.

What does it look like? Asbestos cement is just ordinary cement mixed with asbestos, in some cases asbestos can make up over a third of the cement. It is a hard, grey material which was moulded and compressed to produce some of the materials listed above.

How dangerous is this? As the asbestos is held tightly within the structure of the cement not much is given off when this is broken, however more asbestos fibres will be given off if it is sawn or drilled. You don’t need a licence to carry out work with asbestos cement. Work with any type of asbestos is dangerous which is why there are a number of guidance sheets. These sheets will tell you how to carry out work with asbestos cement safely so that you reduce the risk to yourself and others.

WARNING: Asbestos cement can sometimes be found with other more dangerous asbestos materials such as sprayed coatings - make sure you check before you carry out any work. Asbestos cement is also very fragile and deaths and injuries from falls through asbestos roofs are common - do not stand on it! Working with asbestos

Do:

Stop and ask if you are suspicious something may be asbestos or if you think the work might need to be carried out by a licensed contractor

Follow the plan of work :- o Make sure you take account of other risks such as work at height o Use your protective equipment, including a suitable face mask, worn properly o Clean up as you go - stop waste building up o Make sure waste is double-bagged and is disposed of properly at a licensed tip o Wash before breaks and going home

Don’t:

Use methods that create a lot of dust, like using power tools

Sweep up dust and debris - use a Type H vacuum cleaner or wet rags

Take home overalls used for asbestos work

Reuse disposable clothing or masks

Smoke

Eat or drink in the work area

What should those in charge of the job do?

They must:

Find out if asbestos-containing materials are present and plan the work to avoid disturbing these materials if possible

Ensure that anyone who is going to work on asbestos material is trained properly and is supervised

Know what work can be carried out on asbestos-containing materials, ie does this work need to be carried out by a contractor licensed by HSE?

Take account of other risks as well as asbestos, eg work at height, and take the precautions necessary to do the job safely

Make sure that the job is carried out properly and that exposure to asbestos is kept as low as possible

Prepare a plan of work, explaining what the job involves, the work procedures, and what controls to use

Provide you with the right equipment, which is clean, in good working order, and protects you against asbestos

Train you in using this equipment

Make sure the work area is inspected visually at the end of the job, to check it’s fit for reoccupation

Make arrangements for the safe disposal of any asbestos waste

Consult the health and safety representative / advisor

Section 10

SUB-CONTRACTORS

It is a condition of this sub-contract must adhere to the requirements of the Health and Safety at work etc. Act 1974 and any statutory re-enactments or amendments there of for the time being in force and all regulations, codes of practice applicable to that Act and accordance with the Actis Safety Policy.

The following notes set out in broad principles those areas that Actis will require a subcontractor to provide evidence that the Health and Safety at Work ect. Act 1974 will be adhered to.

1. The name and telephone number of one of the following persons: (A) The Sub-Contractor's Safety Officer or (B) The Safety Officer (or external company) who will be regularly inspecting the works (together

with the expected frequency of visits), or

(C) The name of the sub-contractor's full time resident employee on site who will be responsible for Health and Safety matters.

2. A copy of the Sub-contractor's Safety Policy, together with the written arrangements for earring out

that Policy and any written information or instructions on Health and Safety that is given to the Sub-

contractor's employees.

3. Evidence that employees are competent and trained as necessary.

.

4. All Sub-contractor's Plant/Equipment (whether owned or hired) is to be thoroughly inspected

before being put to work on site. Weekly inspections are to be recorded on site and all relevant test

certificates to be made available on site.

5. A written Method Statement will be required detailing the proposed method of

construction/installation, including details of temporary works, the use of Plant/Equipment and any other

information in order to establish that a safe system of work is proposed.

6. The Sub-contractor will supply information in compliance with C.O.S.H.H. regulations for any material or

operation likely to affect other operatives.

11. Protection of Workforce and Members of the Public

When planning site work, consideration will be given to the protection of the public. Guidance issued by the Health & Safety Executive “Protecting the Public – Your Next Move” HS (G) 151 will be followed on sites where there is a possibility of children and members of the public entering the area where work is being undertaken or where vehicles, plant etc. are being operated. A priority will be to ensure that our vehicles enter, leave and move around sites safely. Where work takes place on or adjacent to public roads, a traffic management system will be devised and a safe system of work implemented. Services – Underground and Overhead The Company should have been informed by the customer/principal contractor etc. of any known services on or near to the premises or site. Each work location will be checked in advance of work commencing to determine what (if any) services are present. Overhead services are obvious and easily located. If work has to take place close to overhead power lines/cables, enquiries will be made to the power supplier to obtain accurate information on clearance distances and the precautions to be taken. In this event, a detailed method statement will be produced. Guidance issued by the Health & Safety Executive “Avoidance of danger from overhead power lines” Guidance Note GS 6 will be followed.

12. Work at Height Policy. The goal is to reduce deaths or injury caused by falls from height or items falling from height. . • There is no longer a stated height. (the 2 metre rule) • The regulations apply to all tasks that involve work that is not performed on a fixed structure. (IE ground level or the floor of a building.) • The regulations are there to ensure that work at height is performed at the lowest practicable risk of injury to the person performing the work. • The regulations are there to ensure that work at height is performed at the lowest practicable risk of injury to the others not involved in the work. • The responsibility for ensuring safe work is placed on the employer, by requiring a risk assessment for all work at height. • Where possible avoid or prevent work at height. • Where it is not possible to avoid work at height steps must be taken to mitigate the consequences of a fall or falling items. • Collective safety equipment takes precedence over PPE. Some examples of Work at Height. • Working on a scaffold or mobile platform. • Working on staging or trestles. • Working on ladders, steps or kick stools. • Working close to excavations or openings. • Working on the back of a lorry / tail lift. • Climbing permanent structures (including using ladders or ropes.) • Roof work. (Internal and external) Considered when making the risk assessment?

• Number of people at risk. • Frequency and duration of activity. • Likelihood of accident occurring. • Existing safe systems of work. • Risk of items such as tools falling. • Will work be performed on or near fragile surfaces? • Competence of person performing work. Ladders. The use of ladders is discouraged but not banned. Where a ladder is the only practicable solution to a problem the following must be adhered to. • The ladder must be of an approved type. o Timber BS 1129:1990. Kite marked Class 1 Industrial o Aluminium BS2037:1994 Kite marked Class 1 Industrial o Glass fibre BSEN 131:1993 Kite marked industrial. o Step stools BS7377:1994 • No lone working. • Ladders must be inspected prior to use and at regular intervals and records kept. • The surface that the ladder is being used on must be sound and appropriate. • The surface that the ladder is placed against must be able to take the load. • Ladders must be secured. Steps should also be classified for industrial use and the load rating adequate for the tasks involved. Who can perform work at height? The only restriction placed on people working at height is that they are competent. This means that they have the appropriate Practical and Theoretical Knowledge, Experience and Training. This will vary dependant on the job. Contractors. • The client has a responsibility to ensure that the contractor will use an appropriate safe system of work. • The client has a responsibility to ensure that the proposed safe system is adhered to.

13 Risk Assessment/Method Statements As required by The Management of Health & Safety Regulations 1999, all significant hazards will be identified, and the associated risks assessed. Significant risks will be recorded. Simple, effective control measures will be agreed, with the involvement of the employees affected. Safe systems of work will be produced, and implemented in respect of all work activities where a significant risk has been identified. Supervisors, employees and (where appropriate) sub contractors will be fully consulted in the risk assessment process and given information and training if required to ensure effective risk management across all operations. Activities where risk assessment will be carried out will include: Use of access equipment e.g. stepladders, scaffold, working platforms

Working at Height Use of work equipment, hand tools and power tools Manual handling Personal protective equipment Specific site hazards e.g. overhead and underground services, difficult access, weather conditions, pedestrian and vehicle traffic, steep grounds, water, other contractors Loading/unloading vehicles Storage of tools and materials Electricity/Noise/Vibration/First Aid Lone Working Site and removal/delivery transport Pedestrian segregation Asbestos (see Appendix) Workshop activities including machinery operation, bench assembly / materials handling and movement A system of generic assessments is in place. These will be customised for each project, task and location/premises. Site surveys will highlight unique hazards associated with a project. Where it becomes clear that a hazard is present that has not been assessed or there is a major alteration to the task involved, this should be brought to the attention of the Nominated Person. Assessments will be carried out for young workers and pregnant workers.

Young workers (under 18yrs. will receive a structured induction covering tasks to be undertaken, hazards in the general work environment , sufficient training, instruction and information on work to be carried out. All “off limits” tasks e.g. work at height, areas e.g. confined spaces and work equipment use will be identified and details issued to the young person. Supervision will be close, responsible and experienced. The Firm will comply with Regulation 19 of the Management of Health & Safety at Work Regulations 1999 in respect of all employees under the age of 18yrs. and school/college students on an approved period of work experience. The Firm will comply with Regulation 18 of the Management of Health & Safety at Work Regulations 1999 in regard to any risk to a new or expectant mother. Tasks will be reviewed and steps taken to ensure that a safe system of work is in place. Wherever practicable, alternative work will be provided if necessary to manage risk. Supervision will be empathetic to the needs of new or expectant mothers. Method Statements will be produced where the residual risk requires work activities to be carried out in a particular sequence to ensure safety. These will be produced selectively where a project, task or site may prove significantly hazardous. Safe Systems of Work Based on the risk assessment process, a written, generic safe system of work will be produced for each of our services to ensure that hazards are eliminated or remaining risks minimised. Systems will either be conveyed verbally to employees (for simpler tasks) or recorded (for more complex tasks) as e.g. in a permit to work situation, confined spaces, high risk environments and operations. The methodology for determining the safe system of work will be as follows: Setting up the task and obtaining any necessary authorisation (e.g. permit to work) Planning of job sequence Specification of the approved safe working methods including the means of getting to and from the task location

The working environment must be inspected in advance of work commencing e.g. consider activities of other contractors Dismantling/disposal of equipment or waste at the end of, or during, the task When working adjacent to business premises, the Nominated Person will establish at the project planning stage if any special precautions are required. He will discuss the scope of work with the person in charge of the premises or site and produce a risk assessment to include any special precautions to be taken. The person in charge of the premises or site will be asked to advise the Nominated Person of any risks which could affect our proposed work activities. These will be included in our safety management arrangements for the project Work Equipment/Personal Protective Equipment/Welfare A key aim will be to satisfy the requirements of the Provision and Use of Work Equipment Regulations 1998. This will be achieved through completion of Risk Assessments, employee training and assessment of individual competence, consultation, and the drafting of procedures to cover safe systems of work. All work equipment will conform with CE marking or equivalent and subject to a regular safety inspection. Powered machinery, hand held power tools and hand tools will be subject to regular, visual “safe condition” inspection and also testing. Users of all such equipment should inspect tools before each use; tools and equipment that are available for general use will be inspected periodically and a detailed record kept of inspection and maintenance. In order to comply with the Personal Protective Equipment at Work Regulations 1992, it is our Policy that all employees and sub contractors will wear suitable personal protective equipment (PPE) at all times whilst on site. The Nominated Person will be responsible for carrying out the PPE Risk Assessment and for the identification, issue and monitoring of the wearing of such equipment. He is also responsible for implementing suitable control measures on a day to day basis, and for ensuring that all equipment is suitable for its intended purpose, bears the appropriate CE marking or equivalent, is in good condition and operated safely, within agreed procedures and subject to a regular safety inspection. The Company will comply with the Control of Vibration at Work Regulations 2005. Where it is known that work equipment and tools in regular use produce high levels of vibration, an assessment of exposure to the user will be carried out. Where necessary, control measures will be introduced to eliminate or minimise exposure to the user. The guidance published by the Health & Safety Executive “Vibration – Solutions you can handle” HS (G) 170 will be followed Across all our work activities, assessments will be carried out under the Manual Handling Operations Regulations 1992. Measures to minimise risk will include the use of handling aids, reorganisation of storage arrangements, reduction of weights and staff training .

SECTION 14 ENVIRONMENTAL POLICY top management of the company are firmly

committed to being a highly successful company that firmly believe in conducting business in a manner that does not limit the ability of future generations to enjoy the environmental and social benefits that we enjoy today.

As part of our commitment to environmental protection we have developed this environmental policy

which will be communicated to our employees, sub-contractors and other stakeholders. The policy

will be reviewed annually and will be updated where necessary.

Our policy is to comply with current and future environmental legislation. This will include monitoring and

reporting on progress towards meeting our particular aims.

The company aim to minimise environmental impacts through:

• the protection of wildlife habitats and the preservation of our architectural heritage.

• the selection materials.

• increase the water and energy efficiency within the company

• consider environmental credentials alongside quality, price and other purchasing criteria.

• minimise the amount of solid waste generated and increase the value recovered from

waste before its responsible disposal.

• increase the environmental awareness of all that work for the company.

Communicate our environmental policy on an annual basis, to:

• increase the environmental awareness of our suppliers, subcontractors, professional

advisors and customers;

• demonstrate the effectiveness of our environmental management approach.

Signed______BG________________

Date____22.03.2016______________________

M.D.

SECTION 15

Stress Policy

Introduction

We are committed to protecting the health, safety and welfare of our employees and recognises that workplace stress is a health and safety issue and acknowledge the importance of identifying and reducing workplace stressors.

This policy will apply to everyone in the company and managers are responsible for implementation and the company is responsible for providing the necessary resources.

Definition of stress

The Health and Safety Executive define stress as "the adverse reaction people have to excessive pressure or other types of demand placed on them".

This makes an important distinction between pressure, which can be a positive state if managed correctly, and stress which can be detrimental to health.

Policy

The company will identify all workplace stressors and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed.

The company will consult with Safety Representatives on all proposed action relating to the prevention of workplace stress.

The company will provide training for all managers and supervisory staff in good management practices.

The company will provide confidential counselling for staff affected by stress caused by either work or external factors.

The company will provide adequate resources to enable managers to implement the company's agreed stress management strategy. Responsibilities

Managers

Conduct and implement recommendations of risks assessments within their jurisdiction.

Ensure good communication between management and staff, particularly where there are organisational and procedural changes.

Ensure staff are fully trained to discharge their duties.

Ensure staff are provided with meaningful developmental opportunities.

Monitor workloads to ensure that people are not overloaded.

Monitor working hours and overtime to ensure that staff are not overworking.

Monitor holidays to ensure that staff are taking their full entitlement.

Attend training as requested in good management practice and health and safety.

Ensure that bullying and harassment is not tolerated within their jurisdiction.

Be vigilant and offer additional support to a member of staff who is experiencing stress outside work e.g. bereavement or separation.

Provide specialist advice and awareness training on stress.

Train and support managers in implementing stress risk assessments.

Support individuals who have been off sick with stress and advise them and their management on a planned return to work.

Refer to workplace counsellors or specialist agencies as required.

Monitor and review the effectiveness of measures to reduce stress.•

Assist in monitoring the effectiveness of measures to address stress by collating sickness absence statistics.

Employees

Raise issues of concern with your Safety Representative, line manager or occupational health.

Accept opportunities for counselling when recommended.

Safety Reps

Safety Representatives must be meaningfully consulted on any changes to work practices or work design that could precipitate stress.

Safety Representatives must be able to consult with members on the issue of stress including conducting any workplace surveys.

Safety Representatives must be meaningfully involved in the risk assessment process.

SECTION 16

Violence at Work Policy

1.0 Introduction

The company will not tolerate any act or threat of violence to staff. Taking care of ourselves and others is a basis of all good work practices and helps us to improve the service we offer. Taking aggression seriously is a first step to creating a safer working environment. Managers should address any work situation that makes staff uneasy, and solutions should be sought. Reducing aggression at work is something we should all take responsibility for; it will make all our working lives easier.

2.0 Scope

This policy applies to all employees who experience violence at work or during work activities. The policy is not limited to physical assault but permits the inclusion of equally distressing and intimidating verbal aggression. Incidents arising from discriminatory behaviour are also included.

2.1 Examples of threatening or violent behaviour include:-

• Intimidation such as shouting, swearing.

• Threatening behaviour in the form of verbal threats, gestures and obstruction etc.

• Possession of any weapon, regardless of the lack of any overt threat to use it.

• Being incapable whilst under the influence of drink and drugs.

• Any unwanted physical contact.

• Personal insults

• Racial Harassment

• Sexual Harassment

• Harassment on the grounds of disability.

• Bullying

2.2 Equality of Opportunity

Safety issues should not provide a reason for discriminating unlawfully against anyone on the grounds of sex or race when appointing staff or allocating responsibilities.

3.0 Procedures to Reduce the Risk of Violence to Employees:-

The following are guidelines on action that should be taken to reduce the risk of violence to employees, they are not exhaustive and the extent to which the guidelines are implemented

depends upon the degree of risk. Some of the guidelines are the responsibility of Management but others need to be followed by individual employees.

• All managers will assess the risk of violence to employees; take appropriate preventative and protective measures to reduce risks of violence. Inform employees of the risks identified and the preventative procedures.

• Departments should introduce procedures in order to ensure in appropriate circumstances that employees who have been working away from their base have finished work without incident.

• If an employee has reason to visit a learner, Training Provider or member of staff at a private residence or any location where they may be alone, they should be accompanied by a third party i.e. member of staff or a training provider representative.

• When visiting a private residence, employees should:-

1. Take only a minimum of items into the premises. 2. Be alert 3. Be aware of the escape route. 4. Leave if there are any problems without conducting your business. 5. Avoid reacting to the premises (e.g. if there is a poor standard of cleanliness).

3.1 Driving

• Vehicles should be in good working order, ensure you have adequate petrol for the journey. Where appropriate employees are advised that they should retain the following in their vehicles:-

1. Map 2. Torch 3. Mobile Phone

• If possible routes should be planned and someone should be informed of the route and estimated time of arrival.

• All valuables should be kept out of sight e.g. in the boot or glove compartment.

• Do not pick up hitchhikers.

• Lock your vehicle whenever you leave it. If parking in daylight, consider what the area will be like in darkness, if you are stopping that long.

• If you see an incident or an accident, or someone tries to flag you down, think first - is it genuine? If you think you are being followed, keep driving until you come to a busy place e.g. police, fire or ambulance station, pub or garage forecourt.

3.1 Handling incidents

• At all times the employee must remember his/her own safety is paramount.

• Guidelines can never cover every eventuality. The reality is that employees, whatever their level of responsibilities or duties must use their experience, skills and above all their judgement when faced with a threatening situation.

• Never return aggression, this is how anger can escalate into violence. Adopt a calm, reasoned and reassuring attitude. Try and signal non-aggression. Speak gently, slowly and clearly.

• Avoid an aggressive stance - crossed arms, hands on hips.

• If the situation escalates and control is being lost, withdraw but never turn your back

3.2 Action to be taken following an incident

• Following any incident the immediate concern is for the well being of the victim.

• An employee who has been subjected to a violent incident should immediately report the incident to his/her manager or other senior member of staff as soon as practicable.

• Any incident should be recorded on the incident Report Form. All forms will be treated with the utmost confidentiality.

• Employees are requested to complete the form so that accurate information can be collated.

• Where an act of physical violence to a person at work results in death, major injury or more than three consecutive days being lost from work, the Health and Safety Executive must be notified in accordance with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995. The Health and Safety Adviser/Competent Person will carry out this action.

SECTION 17

Occupational Driving Policy

1.0 Scope

The following policy applies to all staff who drive within working hours for business purposes, whether using a company, hire or privately owned vehicle.

Safe driving is a vital element in each individuals ability to perform his or her job effectively.

The company philosophy is that , irrespective of blame, all road accidents are preventable and all risks can be contained.

Consequently the company operates to a policy of zero accident involvement.

2.0 Aim

The aim of the policy is to ensure that staff are not put at risk from the driving required by their job and by reading and understanding the content and meaning of the policy meet the requirements of the scope.

The mileage driven and the type of journeys undertaken have been categorized as high risk for sales and product support staff with annual mileage in excess of 45000 miles per annum and medium risk for all other staff.

The following policy is designed to act as a control measure to help reduce the risks to drivers and passengers of company vehicles as well as other road users.

Company car drivers may also consider the controls in relation to their private driving.

3.0 Policy

3.1 Is driving required? If road journeys are unnecessary they should not be undertaken.

Can alternative means of communication be utilised i.e. e-mail.

3.2 Mode of Travel;

Can alternative travel be arranged i.e. rail transport.

Could the driving distance be reduced by combining car/train?

Can journeys be combined so two drivers can share the load.

3.4 Adverse Conditions;

Driving at night after 7.00 p.m. should be avoided if possible. Driving in adverse weather conditions should be avoided if possible, particularly where there has been

excessive snow or rainfall or if road conditions are icy.

During winter months weather conditions should be monitored to ensure drivers avoid becoming stranded in remote locations.

3.5 Reducing Driving Times;

No driver should drive continuously for more than 2.5 hours, after which the employee should take a 15 minute break.

Employees are should not exceed the limit of 10hours driving plus other work (i.e. meetings) within the working day, after which there must be a break of 11 hours.

Where possible driving during busy periods of the day should be avoided. The most critical times for sleep related accidents are between 2am and 6am and between 2pm and 4pm.

3.6 Alcohol/Drugs;

The consumption of alcohol before and during driving for work is strictly prohibited.

Medical opinion should always be sought as appropriate to determine fitness to drive when taking drugs for therapeutic purposes.

3.7 Accidents; When a member of staff is involved in a road traffic accident during driving for work, or at any time in a company vehicle the accident must be reported to the Managing Diretcor who will follow the internal accident investigation procedure.

3.8 Expectant Mothers; Expectant mothers in their third trimester (6-9 months) should be discouraged from occupational driving. When in doubt they should seek guidance from their Mid Wife or General Practitioner.

3.9 Insurance's/Licenses;

All staff who use their own vehicles for the purpose of occupational driving must ensure they inform their insurance company that the vehicle will be used for business travel. All staff who drive as part of their job must produce a copy of their driving license.

Any changes in circumstances must be notified immediately to the company and it is a drivers duty to ensure they satisfy the Highway Code eyesight requirement.

3.10 Maintenance; Both company and privately owned cars used for occupational driving should be suitably maintained to manufacturers recommendations and where required have a current MOT certificate. All drivers should conduct a weekly check on lights, tyres, oil, water etc. and vehicles should be kept clean inside and out.

3.11 Loads

Do not exceed the maximum load and ensure loads are secure i.e. cannot roll about in the boot or on the back seat. If heavy loads are to be carried ensure you know how to adjust the headlights and ensure the recommended tyre pressures.

3.12 Legislation

You must not use a mobile telephone, eat, drink or read a map etc. whilst driving.

The best course of action is to switch off the telephone whilst driving.

Pick up messages during rest breaks or at your destination.

Specifically fitted hands free kits may be used but this should be kept to a minimum.

Always drive and park in accordance with current legislation and any local by-laws that may be

prevalent,

Remember fines are the responsibility of the driver not the company.

3.13 Vehicle Specification

During vehicle replacement consider driving and safety reports.

Consider the ergonomics for your driving position and style.

Where driving cannot be avoided the following checklist should be considered before each

journey:

Have you planned your journey so that risks have been reduced as far as possible? Is the vehicle in a good state of repair? Are you fit to drive? If you are not sure, don't take any chances?

Every journey over 2.5 hours should be a managed

Remember the policy is that safety must come first!

SECTION 18 CDM The Construction (Design and Management) Regulations 2015 They will apply in the following circumstances:

Last longer than 30 working days and have more than 20 workers working simultaneously at any point on the project; or

Exceed 500 person days These regulations may apply to work carried out by Dales Sports Surfaces and place duties on all parties involved in construction work.

When applicable in full, the Client (or his agent) must appoint a competent Principal Designer to ensure that health and safety is taken into account at the design and planning stage of a project. The Client (or his agent) must then appoint a Principal Contractor to manage and co-ordinate health and safety activities on site. The Principal Contractor must develop the Construction Phase Plan, detailing how they intend to manage the project, providing details of site rules and site emergency and welfare arrangements. As the construction phase progresses, the Principal Designer should discuss and agree with the Principal Contractor the style and content of the health and safety file. This will enable the Principal Contractor to start collating information from suppliers and contractors, making it easier for both the principal contractor and principal designer to produce the health and safety file ready for handover at the end of the project.

The client must ensure that the Principal Designer and Principal Contractor are “competent”. Contractors who sub-contract work must ensure that the sub-contractors are “competent”.

Key roles of the parties involved in the regulations are given below:

CDM Dutyholders* -

Who are they?

Summary of role/main duties

Clients – are organisations or individuals for whom a construction project is carried out.

Make suitable arrangements for managing a project. This

includes making sure: other dutyholders are appointed; sufficient time and resources are allocated;

Making sure: relevant information is prepared and provided to

other dutyholders; the principal designer and principal contractor carry

out their duties; welfare facilities are provided.

Domestic clients – are people who have construction work carried out on their home, or the home of a family member that is not done as part of a business, whether for profit or not.

Domestic clients are in scope of CDM 2015, but their

duties as a client are normally transferred to: the contractor, on a single contractor project;

or; the principal contractor, on a project involving more

than one contractor.

Designers – are those, who as part of a business, prepare or modify designs for a building, product or system relating to construction work.

When preparing or modifying designs, to eliminate, reduce

or control foreseeable risks that may arise during: construction; and the maintenance and use of a building once it is built.

Provide information to other members of the project team to help them fulfil their duties.

Principal designers**- are designers appointed by the client in projects involving more than one contractor. They can be an organisation or an individual with sufficient knowledge, experience and ability to carry out the role.

Plan, manage, monitor and coordinate health and safety in

the pre-construction phase of a project. This includes: identifying, eliminating or controlling foreseeable

risks; ensuring designers carry out their duties;

Prepare and provide relevant information to other dutyholders;

Liaise with the principal contractor to help in the planning, management, monitoring and coordination of the construction phase.

Principal contractors – are contractors appointed by the client to coordinate the construction phase of a project where it involves more than one contractor.

Plan, manage, monitor and coordinate the construction

phase of a project. This includes: liaising with the client and principal designer; preparing the construction phase plan; organising cooperation between contractors and

coordinating their work. Ensure:

suitable site inductions are provided;

reasonable steps are taken to prevent unauthorised access;

workers are consulted and engaged in securing their health and safety; and

welfare facilities are provided.

Contractors – are those who do the actual construction work and can be either an individual or a company.

Plan, manage and monitor construction work under their

control so that it is carried out without risks to health and safety;

For projects involving more than one contractor, coordinate their activities with others in the project team – in particular, comply with directions given to them by the principal designer or principal contractor;

For single-contractor projects, prepare a construction phase plan.

Workers – are the people who work for or under the control of contractors on a construction site.

They must:

be consulted about matters which affect their health, safety and welfare;

take care of their own health and safety and others who may be affected by their actions;

report anything they see which is likely to endanger either own or others’ health and safety;

cooperate with their employer, fellow workers, contractors and other dutyholders;

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