Although it is advisable to draft a safety policy to suit the specific operational circumstances facing an individual concern, the following draft policy may prove useful as a working model which can be customised to suit individual organisations.

HEALTH AND SAFETY AT WORK ETC ACT 1974

HEALTH AND SAFETY POLICY OF:

Name of Company .....................................

Address of Company .................................................

Date ...........................................

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Contents

Section 1 General Statement of Intent

Section 2 Organisation

Section 3 Arrangements

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Section 1 General Statement of Intent

Our policy is to provide and maintain safe and healthy working conditions, equipment and systems of work for all our employees, and to provide such information, training and supervision as they need for this purpose. We also accept our responsibility for the health and safety of other people who may be affected by our activities.

The allocation of safety duties and responsibilities to staff members, along with the particular arrangements which have been made in order to implement the policy, are outlined in the following Sections. These include, amongst other matters, the arrangements made to carry out suitable and sufficient risk assessments of the risks to employees and non-employees, the arrangements for the effective planning, organisation, control, monitoring and review of the preventive and protective measures, the procedures for dealing with serious and imminent danger and for danger areas and the arrangements for the appointment of competent persons to assist in undertaking measures needed to comply with health and safety legislation.

This policy will be kept up-to-date, particularly as the business changes in nature and size. To ensure this, the policy and the way in which it has operated will be reviewed every year. The policy, and any revision to it, will be brought to the attention of all employees.

Health and safety is a matter of shared concern and responsibility for all members of staff, at whatever level. Therefore, although this policy has been prepared to meet the legal requirements contained in the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1992 and associated legislation, its primary purpose is to be a working document which will empower staff members to take ownership of health and safety issues of direct concern to themselves and to provide the support that they require.

In order to provide maximum benefit to staff in a user friendly format, the policy has been

sub-divided into 3 main sections: General Statement of Intent; Organisation and Arrangements. In this way the information that it contains is of relevance to all members of staff.

More specific arrangements, related to particular groups of staff or activities, which support the Arrangements section of this policy, will be provided to those concerned.

Health and safety matters to you! Read this policy carefully and raise any relevant queries with your manager or with the competent designated persons. Let us all work together to make (add name of company) a safe and healthy place in which to work.

Signature .......................................... Chief Executive

Date ..........................................

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Section 2 Organisation

The Chief Executive has the overall responsibility for the development and updating of the health and safety policy. On a day to day basis, the health and safety responsibilities of the organisation

will be discharged by (add name of person(s) or their job-title(s)). The responsibility for implementation of the policy being delegated to (add name of person(s) or their job-title(s)), who are also responsible for the rectification or reporting of any appropriate hazard to health and safety which is brought to their attention, and for defining the responsibility of subordinates in relation to the health and safety policy. All employees will be made aware of this policy, and of their individual responsibility to maintain a healthy and safe working environment.

Within this general framework of responsibilities, individual job holders will have specific health and safety responsibilities. The main ones of which are illustrated in the accompanying diagram. (add a line diagram to suit the organisation).

It shall be the duty of every employee to take reasonable care for the health and safety of both himself and of any other person who might be affected by his acts or omissions at work. As regards any duty or requirement imposed on (add name of the organisation) or any other person by or under any of the relevant statutory provisions, every employee shall co-operate in enabling that duty or requirement to be performed or complied with and, depending upon the training and information received by the employee, shall point out any shortcomings in the way the duty or requirement is being complied with to the nominated competent person. The competent person will investigate the matter and suggest any action that needs to be taken to (add name of person(s) or their job-title(s)).

Any employee, supervisor or manager who observes any health or safety matter of concern which cannot be remedied must immediately report this matter either to the nominated competent person or directly to (add name of person(s) or their job-title(s)).

(Add name of organisation) will liaise with the health and safety enforcing authorities when certain specialist advice is required.

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Section 3 Arrangements

3.1 Introduction

(Add name of the organisation) recognises and accepts its responsibility for conducting its affairs in such a way as to ensure that, as far as is reasonable and practicable, its employees and all others who may be affected in the course of the Company's activities are not put at risk. As an employer, (add name of the organisation) will make every endeavour to meet its legal obligations under the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1992 and associated legislation, and will ensure that its responsibilities are met. To this end, it is the policy of (add name of the organisation) to establish arrangements that ensure:

o The provision and maintenance of a

healthy and safe working environment

throughout all activities.

o The appointment of competent designated persons

to assist in fulfilling legal requirements relating

to health and safety.

o The management of health and safety through effective planning,

organisation, control, monitoring and review of the preventive and

protective measures.

o The carrying out of risk assessments in order to identify the

hazards to employees and others, the ranking of the risks involved

into priority order and, where necessary, the introduction of

further control measures and the monitoring of their effectiveness.

The significant findings of these assessments being recorded in

writing.

o The provision and maintenance of safe systems of work, safe working

practices and safe plant and equipment for all employees.

o The establishment of procedures to be followed in the event of fire

or other emergency. Including procedures for identifying possible

danger areas and for dealing with serious and imminent danger and

for appointing competent persons to implement the evacuation of

premises.

o The establishment of procedures to be followed in the event of

accidental injury or ill-health. These procedures to include the

identification of first-aid needs and the provision of adequate

first-aid facilities.

o The establishment of procedures for the recording,

investigation and reporting of accidents.

o The provision of opportunities for joint consultation on

health and safety matters with employees and the introduction

of a method of ensuring the provision of relevant health and

safety information of employees and, where necessary, others.

o The provision of adequate welfare facilities for all employees.

o The provision of such information, instruction and training

for all employees as is required in health and safety matters.

o The provision of adequate standards of supervision at all levels.

o The development of safety conscious and responsible attitudes

towards health and safety at work amongst all employees.

o The promotion of a positive health and safety culture.

o The co-operation and co-ordination , on health and safety

matters, between other employers sharing premises, or parts of

premises, with (add name of the organisation). Also, to ensure the

health and safety of employees and relevant others who visit or work

in the host employers' premises.

o That the health and safety policy is brought to the attention of

employees and that it is reviewed and modified from time to time

in the light of experience, these modifications also being brought

to the attention of all employees.

This section of the policy covers the following general arrangements which have been made and which apply to the majority of staff. Specific arrangements, relative to particular groups of staff and activities, will be provided to the relevant staff to support this framework. (These need to be developed separately and to be cross-referenced to this policy).

3.2 Accident Investigation and Reporting

It is the responsibility of employees to ensure that all accidents (including cases of work-related ill-health), incidents ("near-miss" accidents), injuries, fires and dangerous occurrences, however trivial they may appear, are reported immediately to (add name of person(s) or their job-titles(s)).

Details of all accidents must be entered into the Accident Book which will be kept by (add name of person(s) or their job-title(s)). Reportable accidents, diseases and dangerous occurrences, as defined in the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995, will be reported to the enforcing authority by (add name of person(s) or their job-title(s)).

Accidents, incidents etc. occurring to staff engaged in work away from their normalplace of employment must be recorded at their normal place of employment.

It is the responsibility of (add name of person(s) or their job-title(s)) to investigate as soon as possible, the circumstances of each accident, incident or dangerous occurrence that he / she becomes aware of, and to take appropriate action to try to ensure that there is no re-occurrence of similar accidents or incidents etc.

3.3 Active and Reactive Monitoring

Health and safety management within (add name of the organisation) will be integrated into other management responsibilities and active and reactive monitoring techniques will be utilised accordingly. Monitoring will aim primarily at the prevention of accidents, ill-health and other forms of incident which present a potential loss to both individual members of staff and to the organisation.

Active monitoring techniques include: safety tours, safety inspections and safety audits. Reactive monitoring techniques include: accident, ill-health and incident investigations, investigations into trends in accident, ill-health and incident figures and investigations into trends in first-aid treatments.

3.4 Appointment of Competent Designated Persons

The nominated competent person(s) for (add name of the organisation) is/are (add name of the person(s) or their job-title(s)). These appointments are made to meet the requirements of Regulation 6 of the Management ofHealth and Safety at Work Regulations 1992. The role of the competent person being to assist (add name of the organisation) in undertaking the measures required to comply with the requirements and prohibitions imposed upon them by or under the relevant statutory provisions. (Add name of the organisation) has identified that the competent person needs to be trained to the standard recognised by the (IOSH Managing Safely/ NEBOSH Certificate/ NEBOSH Diploma course- delete as appropriate or add in another standard). In addition, it is recognised that the competent person must have the experience or knowledge and other qualities, including the ability to recognise their own limitations and the willingness to call upon other assistance where necessary, to enable them to properly assist in undertaking the measures referred to above. To this end, the competent person will have direct access to (add in name of the person(s) or their job-title(s)). Where necessary, they will also be able to call upon health and safety specialist advice from outside of (add name of the organisation).

(Add name of the organisation) will ensure that the competent person(s) has the time available to fulfil their functions and that the means at their disposal, having regard to the size of the undertaking and the nature, complexity and distribution of risks to which staff are exposed, are adequate. The functions to be performed by the competent person will include:

o Identifying health and safety problems.

o Assessing the need for action.

o Designing and developing strategies and plans.

o Implementing strategies and plans.

o Evaluating the effectiveness of strategies and plans.

o Promoting and communicating health, safety and

welfare advances and practices.

o Co-ordination of health and safety arrangements with

employers sharing premises with (add name of the organisation).

3.5 Control of Substances Hazardous to Health

(Add name of the organisation) will only use substances deemed to be "hazardous" in accordance with the requirements contained within the Control of Substances Hazardous to Health Regulations 1999. In effect this will involve: identification of hazardous substances used within the organisation, assessment of the risks involved taking into account the circumstances of actual use, introduction of the necessary control measures required to reduce the risk to an acceptable level and monitoring of the effectiveness of the control measures.

3.6 Co-operation with Other Employers (Delete if not applicable)

As (add name of the organisation) is located on shared premises, it is recognised that co-operation and co-ordination, on health and safety matters, is required between the organisation and other employers. This will primarily be achieved through liaison between (add name of the organisation) designated competent person(s) and the designated competent person(s) nominated by the other employers.

3.7 Display Screen Equipment

(Add name of the organisation) recognises its obligations under the Health and Safety (Display Screen Equipment) Regulations 1992 and to this end will:

o Analyse workstations used by employees who meet the

criteria for being classed as "users" under the Regulations

in order to assess and reduce risks.

o Ensure that workstations meet the minimum requirements.

o Encourage "users" to plan their work so there are

breaks or changes of activity.

o On request, arrange eye and eyesight tests for "users"

and provided corrective appliances where the eye and

eyesight tests suggest that these are required for

display screen equipment work.

o Provide information and safety training where

required.

3.8 Electrical Safety

(Add name of the organisation) will ensure that all electrical systems and equipment are suitable for their intended purpose, conform to the Electricity at Work Regulations 1989 and guidance such as relevant British Standards and the current edition of the Institution of Electrical Engineers I.E.E. Wiring Regulations. In addition, the organisation will ensure that all such systems and equipment are kept in good repair and well maintained.

All staff will be instructed to visually inspect the leads of plugs of electrical equipment before use for signs of damage or loose connections and report any defects to (add name of the person(s) or their job-title(s)).

(Add name of person(s) or their job-title(s)) will make arrangements with an electrically competent person for periodic thorough checks to be made of the electrical equipment. Records of these checks will be kept.

3.9 Fire and Emergency Procedures

(Add name of the organisation) will comply with the relevant requirements of the (add relevant fire legislation).

Fire Instructions will be displayed at identified fire points.

The checking of fire fighting equipment (once every month), testing alarm systems (monthly), undertaking evacuation drills (at least twice a year) and the keeping of records will be checked once every six months by the approved contractor.(Modify statement to suit own requirements).

(Add name of the organisation) will appoint competent person(s) to take charge of evacuation procedures, as required under the Management of Health and Safety at Work Regulations 1992.

The fire procedure will be explained to each new employee, along with the identification of exits and different types of fire extinguishers, as part of the induction process.

3.10 First-Aid

(Add name of the organisation) will ensure that it meets its obligations under the Health and Safety (First Aid) Regulations 1981. This will involve assessing the first-aid needs of staff in various locations and while carrying out various activities, including working alone and working at other people's premises. First-aid equipment and facilities, including trained personnel, being provided to meet this assessed level of need. The assessment of first-aid needs will take into account:

o The work activities.

o The access to medical treatment.

o Employees working away from the Company's premises.

o Employees of other employers working with Company

employees.

o Possible provision for visitors and other types of

non-employee.

Having carried out the assessment, the number and size of first-aid boxes will be determined. Adequate numbers of "suitable persons" will be provided to administer first-aid. Where a "suitable person" has received training and acquired qualifications approved by the Health and Safety Executive along with any additional training which might be appropriate in the circumstances. The following factors being taken into account when determining the number of "suitable persons" required:

o How easy is access to medical treatment?

o Can first-aiders be shared with other employers?

o Do employees regularly work away from the

Company's premises?

o How many employees are normally at the

location?

o What cover will be required for absence

or ill-health?

As a minimum standard (add name of the organisation) will provided an "appointed person" at all times when employees are at work.

Employees will be informed of the first-aid arrangements, including the location of equipment, facilities and the identification of trained members of staff. New members of staff will be given this information during induction.

3.11 Guarding Machinery

All machinery provided by (add name of the organisation) will be properly guarded whilst in use in accordance with the Provision and Use of Work Equipment Regulations 1998 and the relevant British Standards, including BS5304 Safeguarding of Machinery. Employees are required to ensure that the guards provided are properly used and that any defects are reported immediately.

In general, staff must not use any machinery or equipment unless they have received the appropriate training. They must not remove any guards or fixed covers from machinery or equipment unless they have been authorised to do so.

Staff who are trained and authorised to remove jammed paper from the photocopier machine must ensure that the plug is removed from the electrical socket before opening the machine cover. (Add in your own specific requirements here).

3.12 Managing Contractors

Where contractors are engaged upon (add name of the organisation) behalf, then the following procedure will be adopted to ensure the health and safety of employees, contractor's employees and any other persons who may be effected:

o Selection of suitable contractors, given the level of assessed

risk. This may involve scrutiny of safety policies, risk assessments,

method statements, evidence of satisfactory completion of similar

work and training profiles of employees and sub-contractors.

o Identification of unusual hazards and provision of information

about these hazards to contractors at the pre-tender stage.

o Monitoring to ensure contractors are working as agreed

and posing no risk to the health and safety of (add name of

the organisation) employees and others.

Where the work involved falls under the requirements of the Construction (Design and Management) Regulations 1994 and the Construction (Health, Safety and Welfare) Regulations 1996, (add name of the organisation) shall ensure that its obligations under these Regulations are met.

All visitors and maintenance contractors will be required to act and work in a safe manner and to accept and abide by the procedures required by (add name of the organisation). The following house rules will apply:

o All visitors and contractors will report to the

Receptionist and will sign the Visitors' Book.

(Modify above and add own requirements here).

o All visitors and contractors will be escorted

to the appropriate person or section.

o All contractors will be shown the fire plan

procedures and be told of the no-smoking

policy. (Modify and add own requirements here).

o All contractors will comply with all current health

and safety legislation.

3.13 Maintenance of Premises

(Add name of the organisation) will ensure that reasonable measures are taken to provide premises, and means of access and egress, that are suitable, safe and without risks to health. The organisation will also take reasonable steps to ensure that the premises and means of access and egress are kept well maintained and in good repair.

Workstations, including but not exclusively display screen equipment workstations, that are provided will be suitable both for the persons who use them and for any work likely to be carried out on them.

Premises, means of access and egress, workstations etc will comply with the requirements contained in the Workplace (Health, Safety and Welfare) Regulations 1992. This will include meeting the requirements relating to sanitary conveniences, washing facilities and the provision of drinking water.

Premises will be cleaned daily and the standard will be monitored by (add name of person(s) and their job-title(s)). Waste will be disposed of in the approved manner. (Add your own specific procedures here).

All staff should endeavour to maintain their work areas in a safe and tidy condition by:

o Keeping desk tops reasonably tidy.

o Keeping floors, gangways, exits and firepoints

free from obstructions.

o Keeping cabinet and desk drawers shut.

o Not stacking loose items on top of cupboards.

o Complying with the non-smoking policy.

o (Add own specific requirements here).

3.14 Manual Handling

(Add name of the organisation) will meet its obligations under the Manual Handling Operations Regulations 1992. This will be achieved through:

o Where possible eliminating manual handling operations.

o Where manual handling operations remain, the risk they pose

will be assessed and, where necessary, additional control

measures will be introduced in order to reduce the level of risk.

o Training in "correct" lifting techniques will be provided where

deemed necessary, but will not be relied upon as the sole

means of reducing manual handling risks.

o The effectiveness of the control measures will be monitored.

3.15 New and Expectant Mothers at Work

(Add name of the organisation) recognises its obligations under the Management of Health and Safety at Work Regulations 1992, as amended by the Management of Health and Safety at Work (Amendment) Regulations 1994, to take particular account of risks to new and expectant mothers when assessing the risks involved in work activities. (The term "new or expectant mother" being taken to mean "a worker who is pregnant, who has given birth within the previous six months, or who is breast-feeding". The risks will be taken to include those to the unborn child or child of a woman who is still breast-feeding along with the risks to the mother.

Where such risks are identified and cannot either be avoided or adequately controlled by other means, changes will be made to working conditions or hours or suitable alternative work will be offered. In exceptional circumstances; where these measures are not possible, the employee will be paid leave for as long as necessary to protect her health and safety and that of her child. All of the above measures will only be deemed to be necessary where, as a result of a risk assessment, there is genuine concern for the health and safety of either mother or child. The risk assessments for both new and expectant mothers will be kept under review due to variations in hazards at different stages of pregnancy and because of different risks which need to be considered for workers who are breast-feeding.

In order that (add name of the organisation) can protect the health and safety of both mother and child, employees must inform the organisation in writing when they know that they have become pregnant. The organisation will then request from the employee a written certificate, from a registered medical practitioner or a registered midwife, confirming the pregnancy.

Where the risk assessment reveals that there is a substance or work process which could affect the health or safety of new or expectant mothers or their children, then female employees of child-bearing capacity, along with their representatives, will be informed of the potential risks if they are, or could in the future be pregnant or breast-feeding. Information about any relevant control measures (add name of the organisation) intends to introduce will also be given to the employees and their representatives.

The organisation also recognises its obligations under the Workplace (Health, Safety and Welfare) Regulations 1992 to provide suitable facilities for workers who are pregnant or breast-feeding to rest.

3.16 Occupational Health

(Add name of the organisation) will endeavour to promote and maintain, within reason, the highest practicable degree of physical, mental and social well being of its staff. All health aspects of work process and procedures which may adversely affect the relationship of work on health will be regularly reviewed.

Where risk assessments identify that individual employees or groups of employees are exposed to significant health risks, health surveillance will be introduced.

(Add name of the organisation) recognises the benefits to both the individual and the organisation of having a fit and healthy workplace.

The organisation therefore seeks to provide the opportunities and environment whereby all employees can participate in relevant health and fitness programmes and activities.

3.17 Personal Protective Equipment

Where assessments identify that personal protective equipment is required in order that certain activities can be performed safely and without risk to health, then (add name of the organisation) will provide that equipment to staff members free of charge. Employees are then required to look after the equipment, use it when necessary and report any defect or loss immediately.

The organisation undertakes to meet its obligations under the Personal Protective Equipment Regulations 1992.

It should be noted however that personal protective equipment is the last measure to be resorted to in the "hierarchy of controls" and, wherever it is reasonable to do so, the organisation will attempt to reduce risks in other ways.

Outdoor staff will receive, as appropriate, the following personal issue of protective clothing:

o Safety helmet.

o Safety goggles.

o Safety footwear shoes / wellingtons.

o Overalls.

o Appropriate outdoor all-weather coat.

o (Modify the above to suit your own specific

categories of staff).

The appropriate clothing and equipment must be worn by staff when entering hazardous areas.

3.18 Provision of Information and Consultation

(Add name of the organisation) will ensure that all members of staff are provided with the information that they require to work safely and without risk to their health. This will include information, such as the results of assessments and the appointment of various categories of competent person(s), required under various pieces of legislation.

Consultation on health and safety matters with employees who are members of a recognised trade union will take place through the agreed channels. However; employees who are not members of a recognised trade union will be consulted with either directly or through a representative whom they have elected. This will enable the Company to meet its obligations under the Consultation with Employees Regulations 1996.