Procedure
Recruitment and Selection

1. Once through the interview and selection process the prospective employee will be requested to complete a Pre Employment Medical Questionnaire, and also the Contractual Terms for Health And Safety.
2. The recruiting Manager is responsible for ensuring completion of the documents.
3. Should a problem arise which needs further clarification, the Manager retains the right to make a referral to an independent medical advisor of the company’s .
4. Where this becomes necessary, the right of an employee to access any medical report is protected under the Access to Medical Reports Act 1988. This and any related information will also be kept in accordance with the requirements of the Data Protection Act 1998 at all times.
5. Recruitment will depend upon the outcomes of the completed documents and any subsequent clarifications.

1. All new starters are taken through an induction process, which includes the issue of our company handbook. This is based around our health and safety induction checklist which covers key areas such as fire safety, first aid and any workplace hazards. A signature will be required from the employee to confirm that they have understood the contents. A copy of this form will be kept on their personnel file.
2. Details will be recorded on the Employee Starting Checklist (Form 09), and completion of their Personnel Profile/Training Record (Form 10).
3. All employees are taken through a Health and Safety Induction which outlines and instructs the staff on the company’s policy and operational requirements. Job specific training will be provided by the relevant departmental Manager or Supervisor.
4. All training and induction records are retained on the individuals personnel file. For Sub contractors pre qualifying documents are completed in line with Sub Contractor Approval Documents.

Resources
Legal position

1. Providing adequate training to our staff is a requirement of the Health and Safety at Work Act 1974. It is also required by other more specific legislation which relates to the use of machinery, handling activities, hazardous substances and the wearing of personal protective equipment.
2. The test of adequacy is based on providing sufficient training to ensure that employees can carry out their duties without jeopardizing either their health and safety, or that of their colleagues and visitors.

Procedures

1. All training issues are the responsibility of the Directors and Departmental Managers. Personnel Details of all employees are held on file along with training history details recorded on a Personnel Profile / Training Record.
2. Some training is a statutory requirement, e.g. for manual handling activities. However, where this is not the case, a risk assessment will be used to determine whether any training is necessary in order to carry out the job role safely.
3. The specific needs of the individual will also be considered at this time. Other training needs will be identified during the annual appraisal process.
4. Where an employee’s job involves the operation of tools or machinery, on-the-job training will be provided by their supervisor /manager. This training will also be given if an employee changes jobs.
5. If new machinery or equipment is purchased, further training is likely to become necessary. If so, this will be arranged before on the new machinery etc. Commences.
6. If certain training is needed and it cannot be provided in-house, then the individual employee and their manager will need to identify a suitable course. Staff are expected to find the most cost-effective training available.
7. The ongoing training and support systems are supplemented by detailed tool box talks, which are provided as and when required, Tool box talks can be derived for new legislation, statutory requirements, modifications and change of equipment, and through industry codes of practice.
8. A Register of Tool Box Talks (Form 08) is maintained on the safety file.

Employee duties

1. Employees are expected to cooperate with us fully with regard to attending al training courses. We expect that all reasonable effort will be made to attend a course, but if this isn’t possible, that we will be notified well in advance. Should an employee fail to attend a course which is a legal requirement without good reason, we retain the right to treat it as a disciplinary matter.
2. Any training or development identified is agreed by the line manager and is based on being able to add value to the company, and also to meet best practices and current legislation.

Records

1. Due to the sensitive nature of information which may be held on an individuals training record, the management reserve the right to restrict access to employee training records.

Infrastructure

1. We provide and maintain the necessary infrastructure to operate effectively, the infrastructure considers;
   • buildings and workspace
   • equipment, including tools, computer systems and software packages
   • supporting services, covering quality, H&S, HR, IT communications, and information systems.

Work Environment

1. Our general duty to provide a healthy working environment is governed by the Health and Safety at Work Act 1974. This covers any aspect of employee health which could be affected by our business undertaking. We also have duties under The Management of Health and Safety at Work Regulations 1999.
2. The main requirement of this regulation is to carry out a risk assessment, these are detailed in our Work Based Assessments & Health & Safety Arrangements
3. It is our policy to provide, so far as is reasonably practicable, a healthy working environment for all of our employees, to this end we have completed work based risk assessments, these are available on our Master Index for Work Based Assessments and Health & Safety Arrangements and is available for general access.