The nagle centre safety statement january 2010 by Nagle Centre

THE NAGLE CENTRE MILLENNIUM HOUSE CHURCH ROAD WATERFORD

SAFETY STATEMENT JANUARY 2010

ISSUED:Sept 2010

The Nagle Centre. Revision 1 2010

NAGLE CENTRE SAFETY STATEMENT The Nagle Centre is located at Millennium House, Church Road LisdugganWaterford. The premises is shared with & leased from Waterford & South Tipperary Youth Services & we acknowledge our responsibilities as tenants. The Nagle Centre has 2 full time & 2 part time employees. This Safety Statement document sets out our programme in writing to manage health and safety and is available to our Employees, Trainees, Students, Clients, Contractorâ&#x20AC;&#x2DC;s and to Inspectors of the Health and Safety Authority. It clearly states the responsibilities placed on Management in relation to managing health and safety and also specifies the responsibilities of employees to co-operate with Management in their efforts to create a safe place of work and to operate agreed safe systems of work. We undertake to seek appropriate advice from competent Health & Safety Consultants as and when necessary to ensure that we fully comply with all laws and regulations that apply to us. We will update the Safety Statement as necessary but it will be reviewed at least once a year to reflect changes in health and safety legislation, technology, products or practices, any accidents or near misses and in the light of experience.

The Nagle Centre. Revision 1 2010

CONTENTS

1.0

GENERAL STATEMENT OF POLICY.

2.0

MANAGEMENT OF RESPONSIBILITIES.

3.0

ACCIDENT INVESTIGATION/DANGEROUS OCCURRENCES.

4.0

CONSULTATION & THE PROVISION OF INFORMATION

5.0

TRAINING

6.0

HEALTH & WELFARE PROVISIONS

7.0

HAZARD IDENTIFICATION/RISK ASSESSMENT & CONTROL.

8.0

SAFE WORKING PROCEDURES.

APPENDIX 1

Emergency No’s

APPENDIX 2

Names/Titles of Responsible Persons

APPENDIX 3

Emergency Procedures

APPENDIX4

The Nagle Centre Accident Report Form

APPENDIX 4

Dignity in the Workplace Policy

APPENDIX 5

Principles of Prevention

APPENDIX 6

Rights of the Safety Representative

The Nagle Centre. Revision 1 2010

SECTION 1

GENERAL STATEMENT OF POLICY

The Nagle Centre. Revision 1 2010

1. Legal Requirements. Under Section 20 of the 2005 Safety Health & Welfare at Work Act all employers must have a Safety Statement covering their place of work. 20.-(1) „‟Every employer shall prepare, or cause to be prepared, a written statement (to be known and referred to in this Act as a “Safety Statement”), based on the identification of the hazards and the risk assessment carried out under section 19, specifying the manner in which the safety, health and welfare at work of his or her employees shall be secured and managed. This Safety Statement has been prepared to meet this requirement. Under section 20.-(2) „‟every employer shall ensure that the Safety Statement specifies(a) the hazards identified and the risks assessed, (b) the protective and preventive measures taken and the resources provided for protecting safety, health and welfare at the place of work to which the Safety Statement relates, (c) the plans and procedures to be followed and the measures to be taken in the event of an emergency or serious and imminent danger, in compliance with sections 8 and 11, (d) the duties of his or her employees regarding safety, health and welfare at work, including the cooperation with the employer and any persons who have responsibility under the relevant statutory provisions in matters relating to safety, health and welfare at work, (e) the names and, where applicable, the job title or position held of each person responsible for performing tasks assigned to him or her pursuant to the Safety Statement, and (f) the arrangements made regarding the appointment of safety representatives and consultation with, and participation by, employees and safety representatives, in compliance with sections 25 and 26, including the names of the safety representative and the members of the safety committee, if appointed.

The Statement of General Policy set out in Section 1.1 fulfills this requirement.

While every effort has been taken to insure the accuracy of this document the author does not accept responsibility for any omissions or issues not addressed in the document. This Safety Statement is intended to assist in reducing the possibility of accidents and ill health by bringing to the client’s attention identified hazards at the workplace. Within the constraints of time and resources every effort has been made to identify hazards and risks. It is not implied that all hazards are under control at the time of inspections. The Nagle Centre. Revision 1 2010

1.1 GENERAL POLICY STATEMENT The Nagle Centre recognises their responsibility to ensure, as far as is reasonably practicable, the safety, health and welfare at work of employees, trainees, customers, visitors and members of the public who may be affected by their operations. The Nagle Centre fully recognise their obligations, under the Safety, Health & Welfare Act 2005, & associated Regulations to provide and maintain: -

A safe place of work Safe access and egress Safe plant and equipment Safe systems of work Appropriate information, instruction, training and supervision A healthy workplace Appropriate welfare and hygiene facilities A competent resource in the form of independent experts, external to the centre, where the requisite expertise is not available in-house, to advise and assist in securing the safety, health and welfare objectives of the centre.

The policy of The Nagle Centre in respect of safety is to conduct their affairs so as to ensure, so far as is reasonably practicable, the safety, health & welfare of employees, trainees, clients and any other persons which may be affected by its operations.

This statement of policy will be reviewed and revised as necessary to take account of new legislation, changes in work processes or procedures and on a yearly basis as a minimum. It is the responsibility of The Nagle Centre to bring this Safety Statement and its contents to the attention of any employee and contractor.

Signed: ______________________________ Sister Josephine Centre Director

The Nagle Centre. Revision 1 2010

Date: _____________

1.2.

EMPLOYER LEGAL DUTIES & RESPONSIBLITIES.

Section 8 of the 2005 Safety, Health and Welfare at Work Act highlights the role of employees in ensuring that the terms of the Act are met. General Duties of Employers 8.—(1) Every employer shall ensure, as far as is reasonably practicable, the safety, health and welfare at work of his or her employees. The employer‘s duty extends, in particular, to the following: (a) managing and conducting work activities in such a way as to ensure, so far as is reasonably practicable, the safety health and welfare at work of his or her employees; (b) managing and conducting work activities in such a way as to prevent, so far as is reasonably practicable, any improper conduct or behaviour likely to put the safety, health or welfare at work of his or her employees at risk; (c) as regards the place of work concerned, ensuring, so far as is reasonably practicable— (i) the design, provision and maintenance of it in a condition that is safe and without risk to health, (ii) the design, provision and maintenance of safe means of access to and egress from it, (iii) the design, provision and maintenance of plant and machinery or any other articles that are safe and without risk to health; (d) ensuring, so far as it is reasonably practicable, the safety and the prevention of risk to health at work of his or her employees relating to the use of any article or substance or the exposure to noise, vibration or ionizing or other radiations or any other physical agent; (e) providing systems of work that are planned, organized, performed, maintained and revised as appropriate so as to be, so far as is reasonably practicable, safe and without risk to health; (f) providing and maintaining facilities and arrangements for the welfare of his or her employees at work; (g) providing the information, instruction, training and supervision necessary to ensure, so far as is reasonably practicable, the safety, health, and welfare at work of his or her employees;

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1.2. EMPLOYER LEGAL DUTIES & RESPONSIBLITIES CONTINUED.

(h) determining and implementing the safety, health and welfare measures necessary for the protection of the safety, health and welfare of his or her employees when identifying hazards and carrying out a risk assessment under section 19 or when preparing a Safety Statement under section 20 and ensuring that the measures take account of changing circumstances and the general principles of prevention specified in Schedule 3; (i) having regard to the general principles of prevention in Schedule 3, where risks cannot be eliminated or adequately controlled or in such circumstances as may be prescribed, providing and maintaining such suitable 30 protective clothing and equipment as is necessary to ensure, so far as is reasonably practicable, the safety, health and welfare at work of his or her employees; (j) preparing and revising, as appropriate, adequate plans and procedures to be followed and measures to be taken in the case of an emergency or serious and imminent danger; (k) reporting accidents and dangerous occurrences, as may be prescribed, to the Authority or to a person prescribed under section 33, as appropriate, and 40 (l) obtaining, where necessary, the services of a competent person (whether under a contract of employment or otherwise) for the purpose of ensuring, so far as is reasonably practicable, the safety, health and welfare at work of his or her employees.

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1.3

EMPLOYEE LEGAL DUTIES & RESPONSIBLITIES.

Section 13 of the 2005 Safety, Health and Welfare at Work Act highlights the role of employees in ensuring that the terms of the Act are met. 13 (1) â&#x20AC;&#x153;An employee shall, while at work: (a) take reasonable care to protect his or her safety, health & welfare and the safety health & welfare of any other person who may be affected by the employeeâ&#x20AC;&#x;s acts or omissions at work. (b) ensure that he or she is not under the influence of an intoxicant to the extent that he or she is in such a state as to endanger his or her own safety, health or welfare at work or that of any other person, (c) if reasonably required by his or her employer, submit to any appropriate, reasonable and proportionate tests for intoxicants by, or under the supervision of, a registered medical practitioner who is a competent person, as may be prescribed, (d) co-operate with his or her employer or any other person so far as is necessary to enable his or her employer or the other person to comply with the relevant statutory provisions, as appropriate, (e) not engage in improper conduct or other behaviour that is likely to endanger his or her own safety, health and welfare at work or that of any other person, (f) attend such training and, as appropriate, undergo such assessment as may reasonably be required by his or her employer or as may be prescribed relating to safety, health and welfare at work or relating to the work carried out by the employee, (g) having regard to his or her training and the instructions given by his or her employer, make correct use of any article or substance provided for use by the employee at work or for the protection of his or her safety, health and welfare at work, including protective clothing or equipment,

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1.3

EMPLOYEE LEGAL DUTIES & RESPONSIBLITIES..

Section 13 of the 2005 Safety, Health and Welfare at Work Act highlights the role of employees in ensuring that the terms of the Act are met.

(h) report to his or her employer or to any other appropriate person, as soon as practicableâ&#x20AC;&#x201D; (i) any work being carried on, or likely to be carried on, in a manner which may endanger the safety, health or welfare at work of the employee or that of any other person, (ii) any defect in the place of work, the systems of work, any article or substance which might endanger the safety, health or welfare at work of the employee or that of any other person, or (iii) any contravention of the relevant statutory provisions which may endanger the safety, health and welfare at work of the employee or that of any other person, of which he or she is aware. 13- (2) An employee shall not, on entering into a contract of employment, misrepresent himself or herself to an employer with regard to the level of training as may be prescribed under subsection (1)(f). 14(a) No person shall intentionally or recklessly interfere with or misuse any appliance, protective clothing, convenience, equipment or other means or thing provided in pursuance of any of the relevant statutory provisions or otherwise, for securing the safety, health or welfare of persons arising out of work activitiesâ&#x20AC;?.

Consequently, The Nagle Centre is currently seeking the active co-operation and support of all employees in the implementation of the terms of the Act.

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SECTION 2

MANAGEMENT OF RESPONSIBILITIES

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RESPONSIBILITIES

2.1

MANAGEMENT RESPONSIBILITIES

It is accepted that the Board of Directors of the Nagle Centre has the primary responsibility for the management of health and safety. However there will be an onsite Director present on a full time basis i.e. Sister Josephine and she has, delegated day to day responsibility to the Nagle Centre Manager ----------. Good health and safety practices will be achieved through the effective operation of a safety management system, safe systems of work and full employee co-operation.

2.2

RESPONSIBILITIES DIRECTOR NAGLE CENTRE- Sr. Josephine Deegan

Must ensure that a Safety Statement is prepared and implemented. 1. Must ensure that procedures are put in place for the contents of the Safety Statement to be communicated to all employees, (incl. clients, trainees, contractors and other relevant persons) so as to ensure that Management and employees understand their roles and responsibilities within it. 2. Must take a direct interest in this policy & positively support it. 3. Will ensure periodical appraisals for the effectiveness of this policy. 4. Will ensure that all persons are held accountable for their performance in relation to Health and Safety and that this performance is evaluated on an ongoing basis. 5. Ensure as far as is reasonably practicble that the necessary resources for the effective implementation of this policy be provided and ensure that such resources are reviewed on a yearly basis. 6. Must monitor the safety performance within the centre on a regular basis and participate in the Safety Statement review once per year. 7. Will undertake to â&#x20AC;&#x2022;lead from the topâ&#x20AC;&#x2013; in relation to Health & Safety by promoting a positive & proactive approach to managing safety.

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2.3

RESPONSIBILITIES OF CENTRE MANAGER â&#x20AC;&#x201C; Mr. George Mc Donald

The Centre Manager has an absolute responsibility on a daily basis for safety, health and welfare within the centre. Hs duties are to include; 1. Oversee the implementation of the Safety Statement as it affects daily activities. 2. Take overall responsibility for the identification of hazards and the assessment of risks. Support from the Health & Safety Manager will be available as required. 3. Monitor changes in work activity, such as introduction of new technology, new equipment, delivery of new services etc. with a view to being proactive in hazard identification. Support will be available by the H&S Manager as required. 4. Ensure that the contents of the Safety Statement are made known to all employees and other relevant persons & that this information is clearly understood. 5. Ensure that all safety training and refresher training is provided when needed & that adequate cover is available to release any persons needing to attend such training. 6. Ensure that regular safety audits take place. 7. Ensure that adequate Safety Consultation arrangements are embraced so that employees can make their views and concerns known to Management. 8. Must ensure that all accidents which occur are investigated fully and ensure that findings are recorded on a The Nagle Centre Accident report form. Accident investigation to be carried out immediately after they occur & any actions which need to be taken to prevent a reoccurrence are completed. (assistance from the H&S Manager will be available as required) 9. Provide management support to H&S Manager in their role. 10. Will undertake to lead by example in relation to Health & Safety by promoting a positive & proactive approach to managing safety.

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2.4

RESPONSIBILITIES OF SAFETY MANAGER â&#x20AC;&#x201C; Sister Josephine Deegan 1. Must provide support & assistance to both management and employees in the daily implementation of the Nagle Centre Safety Statement. 2. Will provide assistance & advice to Centre Manager in the ongoing identification of hazards and the assessment of risks throughout the centre. 3. Must ensure that adequate consultation arrangements are in place so that employees can make their views and concerns known to management. 4. Facilitate Safety Committee quarterly meetings to review current Health & Safety issues and progress. 5. Provide management support to any elected H&S Rep. 6. Ensure a procedure is set up & implemented for the reporting and investigation of near misses & hazards. 7. Provide support & assistance to Centre Manager when they are investigating, accidents & dangerous occurrences so that they may be prevented from happening again. 8. Must ensure that effective first aid resources and emergency plans are in place, and that they are tested and are working effectively. 9. Must ensure that training is ongoing so that Safety Manager is kept up to date with the development of safety legislation and regulations that may affect the centre. 10. Ensure that this Safety Statement is reviewed on an annual basis or following any change in plant, policy, procedure, significant changes to work process, equipment, or as a result of changes to legislation, or after an accident, near miss or dangerous occurrence etc. 11. Ensuring that all Notifiable Accidents and Dangerous Occurrences are reported to the Health & Safety Authority on an IR1 or IR3 Form.(available on www.hsa.ie) 12. Ensuring that an appropriate number of Occupational First Aiders are appointed and trained. 13. Ensuring that all machinery and equipment comply with current safety standards and that risk assessments are carried out prior to the purchase of new machinery or equipment. 14. Ensure that VDU assessments are completed for all appropriate workstations.

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2.5 EMPLOYEE RESPONSIBILITIES 1. To take reasonable care of your own safety, health and welfare and that of any other person that may be affected by your acts or omissions while at work. 2. To co-operate with the employer to such an extent as to enable it comply with all duties as stipulated in the relevant Statutory provisions. 3 . To use in such a manner, so far as to provide the protection intended, any suitable appliance, protective clothing, convenience, equipment or other means so provided for your safety, health or welfare. 4. To observe the safety and health procedures as detailed in this Safety Statement. 5. To report to Nagle Centre Management without unreasonable delay any defect in the plant, equipment place of work or system of work which might endanger safety, health and welfare of which you become aware of. 6. No person shall intentionally or recklessly interfere with or misuse any appliance, protective clothing, convenience, equipment, or other means or thing provided in pursuance of any of the relevant Statutory provisions or otherwise, for securing the safety, health and welfare of persons arising out of work activities. 7. To use correct tools and equipment for the job. 9. Employees are encouraged to make suggestions, or raise concerns and are hereby consulted initially on health and safety matters. 10. To develop a personal concern for safety for yourselves and for others. 11. To avoid any action which would be a source of danger to yourself and/or others. 12. Employees must not carry out any tasks which they feel they are not competent to carry out or which involves unreasonably high risks, seek advice from Safety Manager immedaitely. 13. To check, prior to use, all equipment and machinery for signs of defects. 14. Ensure that he or she is not under the influence of an intoxicant to the extent that he or she is in such a state as to endanger his or her own safety, health or welfare at work. Active co-operation is sought from all employees and contractors in order to maintain standards. Management has the right to use appropriate disciplinary action in cases where procedures have not been adhered to, refer to H.R. Disciplinary Action Procedure for more information. The Nagle Centre. Revision 1 2010

SECTION 3

ACCIDENT INVESTIGATION/DANGEROUS OCCURENCE

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ACCIDENT INVESTIGATION/DANGEROUS OCCURRENCE.

3.1 General Policy. It is the policy of The Nagle Centre to comply with all requirements of the Safety, Health and Welfare at Work Act 2005 regarding the reporting of accidents and dangerous occurrences. It is also policy to investigate all accidents and dangerous occurrences with a view to preventing re-occurrences irrespective if they are notifiable or not. The following specific provisions apply: 1. Employees of The Nagle Centre shall ensure that all accidents, dangerous occurrences and near misses are reported to the Centre Manager and/or Safety Manager immediately after they occur. 2.

Upon receipt of a notification the Centre Manager and/or Safety Manager will instigate an immediate investigation.

The Nagle Centre will ensure that all notifiable accidents and dangerous occurrences are reported to the Health and Safety Authority, on an I R1 or I R3 form, within 14 days of incident occurring.

All accidents and dangerous occurrences (including non notifiable) will be recorded for investigation purposes in an accident log book. The accident log book will record all events in detail and will also include any recommendations made to prevent a re-occurrence.

The Nagle Centre will ensure that all injured persons are referred to hospital or medical assistance immediately (if necessary or required).

All employees and/or contractors will be informed of the following action to be taken in the event of an accident: (a) Immediately alert The Nagle Centre Management. (b) If required, The Nagle Centre will ensure that an ambulance or medical aid is alerted to treat the casualty. (c) Unless necessary for the safety of the casualty, the accident site should not be disturbed.

*Please Note: Failure to report Accidents immediately after they occur is classed as Gross Misconduct at The Nagle Centre as it is a breach of â&#x20AC;&#x2022;The Employee Duty Of Careâ&#x20AC;&#x2013; under the Safety Health & Welfare at Work Act 2005.

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3.1.2 Dangerous Occurrences. The following are examples of occurrences or near misses which must be reported immediately to The Nagle Centre;  Any Chemical spills.  Any fire incident.  All incidents of slips, trips and falls.  Incidents involving outages of power due to accidental damage.  Incidents involving damage to the building or equipment.  The collision or collapse of any mechanical plant or equipment.  The collapse of any furniture, fitting or storage equipment.  Any incidents/damage involving mobile equipment.  Damage to any part of the building structure.  Any incident where fumes or chemical smells are suspected or detected.  Transport accidents. *Please Note: Failure to report Dangerous Occurrence‘s immediately after they occur is classed as Gross Misconduct at The Nagle Centre

3.1.3 Policy Review. The Nagle Centre will review this policy on an annual basis or in light of changes in Legislation, or as a result of experience gained.

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3.2

ACCIDENT RECORDING/INVESTIGATION.

1. Briefing on What to Do At the Scene of an Accident. The first priority in the event of an accident is to secure aid and medical attention as necessary for the injured party. However, once this has been achieved or put in hand, the following should be considered:What happened?  Who saw it?  What was the injured party doing at the time of the accident?  Was the activity authorized?  He should also obtain witness statements, signed and dated.

2 Guidelines on the Recording of Accidents. Once accident investigator (Centre Manager and/or Safety Manager) has proceeded as suggested above, it is essential that the information gathered be adequately recorded. The following guidelines should be followed. (a) If the accident is trivial, i.e. a cut finger or simple soft tissue injury not resulting in any down time other than that necessary to secure first aid, or a bandage, a simple record of the incident in the accident book will suffice. (c)

If accident is of a more serious nature or if the injury had the potential to be more serious than it actually was then a full accident investigation must be launched. Accident investigation must be recorded on The Nagle Centre Accident Investigation report form. The health & safety manager will be available to assist during this process as required. The Health & Safety Manager will send a report of all Accidents to the ‗Board Of Directors‘. The Safety Manager will retain completed accident investigations on file.

(b)

A report Form (I.R.1) should be completed by The Nagle Centre if any of the following occur:an injury which requires hospitalization immediately. a severance, bone fracture, severe laceration or back injury. the absence from work through injury of more than three days (not including the day of the accident). a Dangerous Occurrence. (As described in previous section) The Health & Safety Manager will be responsible for completing the IR1 form & forwarding it to the H.S.A. within 14 days of the reportable accident/occurrence.

   

3.2.1 Policy Review. The Nagle Centre will review this policy on an annual basis or in light of changes in Legislation, or as a result of experience gained.

The Nagle Centre. Revision 1 2010

SECTION 4.

CONSULTATION & THE PROVISION OF INFORMATION

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CONSULTATION AND THE PROVISION OF INFORMATION.

4.1 General Policy. In accordance with the requirements of the Safety, Health and Welfare at Work Act 2005, and the Construction Regulations 2006, The Nagle Centre operates an active policy of consultation and participation which, recognizes the need to maintain communication with employees regarding all aspects of safety, health and welfare at work. In line with this policy The Nagle Centre encourages the following formal approach to consultation and communication: 1. Health and Safety Committee – This committee includes members from both management and employees. This ensures all parties are represented. The committee meets on a quarterly basis (every three months) and all meeting agendas and minutes are recorded for all employees to review if they wish. 2. The Nagle Centre encourages & recognizes the rites & functions of a Health and Safety Representative in accordance with the Safety Health & Welfare at Work Act 2005. However there is presently no Safety Representative in situ. 3. We communicate Health and Safety Updates to all employees via e-mail & Employee Notice Board. 4. Health and Safety Notice Board on Site to include any updates on legislation, action and agenda items of Health and Safety Committee Meetings 5. Information will also be provided on Health and Safety Committee Members – Names & Job Titles. 6. During induction training health and Safety issues including Risk Assessment, Manual Handling, Safety Training and Fire Safety procedure are presented to new employees. 7. The company also has a suggestion scheme for any suggestions/improvements or changes they would like to make within the company – these suggestions also include health and safety issues. 4.1.1 Provision of Information. The Nagle Centre recognizes its duty to ensure that adequate information is provided to employees, contractors and others regarding any risk inherent in its activities. Information on hazards, risks and controls will be brought to the attention of all employees as appropriate. 4.1.2 Review The Nagle Centre will review this policy on an annual basis or in light of changes in Legislation, or as a result of experience gained.

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SECTION 5.

TRAINING

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5. TRAINING. 5.1. General Policy. The Nagle Centre recognizes its obligations, under the Safety, Health and Welfare at Work Act 2005, to provide adequate and relevant training to all employees, including part-time employees, to ensure that they fully understand the hazards of associated with their work and the necessary controls which are in place to eliminate or reduce the risks attached to each hazard. Training needs will be identified in accordance with Statutory requirements. The training schedule will be revised every 12 months following a revision process which will include: 1. The adoption of any new legislation. 2. Training deficiencies highlighted during accident investigations. 3. Training deficiencies highlighted during safety inspections or as a result of reports received from Centre Management.

5.2. Training Programmes. Training will be provided to employees in order to provide them with the necessary skills and knowledge thereby enabling them to work to the required safety standard. Formal training programmes may be established covering the key risk controls identified in this Safety Statement including:Occupational First Aid. Manual Handling. AED Training

Apart from the development of formal training programs, a strong emphasis will also be placed on informal training which will include the following:  Internal Safety Procedures  Risk Assessments  Systems of Work

5.3 Resources. The Nagle Centre recognizes that successful training results depend on adequate resources being available, and thus commits itself ―as far as is reasonably practicable‖ to providing finance, equipment and competent trainers to ensure the success of this policy. The level of resources necessary will depend on the location, duration and mode of presentation of each programme and The Nagle Centre will determine the level of resources as part of individual course development.

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5.4. Evaluation and Measurement. Regular inspections and behavioral observation, on a day by day basis, is regarded as the most effective means of evaluating the effectiveness of safety training. However, other methods must also be employed which measure the effectiveness of the various programmes and the training methods used. Some programmes are required to have an examination and certification e.g. Manual Handling etc., while other programmes carry no such requirement. Irrespective of this statutory requirement all training programmes should have an assessment process included which measures the amount of information retained, the effectiveness of the training method used and the ability of the trainer to communicate the programme.

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SECTION 6.

HEALTH & WELFARE PROVISIONS

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6.1. WELFARE FACILITIES. 6.1.1 General Policy. The Nagle Centre recognize their duties under the Safety, Health and Welfare at Work Act 2005, and the Construction Regulations 2006, to provide adequate welfare facilities for his employees and/or contractors and to maintain these facilities in a clean and healthy condition on an ongoing basis. It is the responsibility of The Nagle Centre to make adequate provisions to ensure that all welfare facilities are monitored and cleaned and to provide for the replenishment of stocks of cleaning materials and disposable toilet and hygiene products. It is the responsibility of all employees to leave welfare facilities in a clean and tidy condition and not to abuse or damage any facilities provided for their welfare.

6.1.2 General Provisions. 1. Toilets and urinals are provided, separate from each other, for both male and female employees in compliance with the Safety Health and Welfare at Work General Applications Regulations 2007. 2. Washing facilities are provided, with hot and cold running water, and with soap and drying facilities. 3. All welfare facilities are cleaned on an ongoing basis by Waterford & South Tipperary Youth Services.

6.1.3 Policy Review. This policy will be reviewed on an annual basis.

6.1.4 Auditing. This policy will be audited on an ongoing basis by all involved.

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SECTION 7

HAZARD IDENTIFICATION/RISK ASSESSMENT AND CONTROL

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Hazard Identification and Risk Assessment. 1. It is the policy of The Nagle Centre to identify hazards in the place of work, and to assess the risk to Safety and Health and to control risks as far as is practicable, so that they are reduced to an acceptable level. 2. "Hazard" is taken to mean "any substance, article, material or practice, which has the potential to cause harm to the Safety, Health or Welfare of employees at work". 3. "Risk" is taken to mean "the potential of the hazard to cause harm in the actual circumstances of use". 4. Risk Assessment is based on the linking of the probability of occurrence with the severity of loss and/or injury. Risks are graded "High", "Medium" or "Low". This is to help with the giving of priority to the employment of controls and the allocation of resources. 5. The method used to carry out the Risk Assessment is as follows: Risk Assessment Method Employed

KEY LIKELIHOOD Probable3 Possible2 Unlikely1

X SEVERITY Critical 3 Serious 2 Minor 1

= RISK FACTOR 1-3 Low Risk 4 Medium Risk 6-9 High Risk

6. The higher the level of risk from low to high (or from one to nine if a numerical system is being used), the more reasonable it is to invest in protection. 7. The method utilized in this instance will result in a Rating Factor of either, High, Medium or Low, it is also easily understood by employees and management alike. 8. This involves identifying the likelihood of an accident/incident occurring x the severity of the outcome. 9. In other words an accident is either probable or unlikely. 10. Risk Control measures are intended to reduce the risk to an acceptable level. 11.Where practicable The Nagle Centre commits itself to the elimination of hazards, whether that be by the provision of access arrangements, training, fire drills etc.

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RISK ASSESSMENTS TITLE

RISK ASSESSMENT No.

Access & Egress

7.1

Electricity

7.2

Electrical Equipment

7.3

Emergencies

7.4

Falling, Slipping, Tripping

7.5

Fire

7.6

Housekeeping

7.7

Maintenance & Statutory Inspections

7.8

Canteen/Dining Areas

7.9

Ladders/Steps

7.10

Lone Working

7.11

Manual Handling

7.12

Mobile Phones

7.13

New Equipment

7.14

Noise

7.15

P.P.E.

7.16

Smoking

7.17

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RISK ASSESSMENTS TITLE

RISK ASSESSMENT No.

Toxic/Chemical Substances

7.18

Warning Signs & Notices

7.19

Working At Heights

7.20

Office Machines

7.21

Power Tools

7.22

VDUâ&#x20AC;&#x2DC;s & Workstations

7.23

Vulnerable Groups

7.24

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SECTION 8 SAFE WORKING PROCEDURES

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8.1. Purchasing Controls. General Policy. The purchase of equipment, plant and substances by all is subject to the provision of The Safety Health and Welfare at Work Act 2005 and associated Regulations. 8.1.1 Purchasing Procedure. Any employee of The Nagle Centre involved in purchasing shall observe the following procedure prior to accepting machinery (equipment), chemicals, materials or products into the company. 1. Where no risk assessment exists the item should be subjected to an assessment, to determine: a. All hazards associated with the item. b. The frequency of exposure to the hazards. c. The consequences of contact or exposure. d. The level of risk as a result of exposure. e. The necessary control procedures to be adopted. 2.

In the case of chemical substances, the risk assessment must include the examination of the Material Safety Data Sheet, which should be requested from the supplier, as well as information on any less harmful alternatives.

All machinery purchased shall comply with the requirements of The Safety Health and Welfare at Work (General Application) Regulations 2007 and carry the C.E. Mark in compliance with all relevant E.U. Machinery Directives 2006 and Regulations.

Machinery suppliers shall be requested to supply all relevant information, including specifications covering guarding, maintenance, noise, fumes, dust, special training needs, etc which may assist in the risk assessment process.

Purchase authorization for the supply of goods should not be issued until all relevant information, as required by 2, 3 and 4 above has been received from the supplier.

Where practical, all goods purchased shall comply with, and be certified to, a relevant Irish, European or British Standard, or their equivalent.

8.1.2 Policy Review. The Nagle Centre shall review the above policy on an annual basis, including the auditing of the effective implementation of the purchasing procedures especially regarding: a. The purchase of chemical substances. b. The purchase of machinery. c. The retention of all relevant assessments, M.S.D.S. manuals, etc.

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8.2 Controls on Outside Contractors. General Policy. The employment of contractors is subject to the requirements of The Safety, Health and Welfare at Work Act 2005 and associated Regulations, including the Safety Health & Welfare at Work General Application Regulations 2007 and the Safety Health & Welfare at Work Construction Regulations 2006. It is the policy of The Nagle Centre that all contract work be planned and executed in a manner that ensures as far as is reasonably practicable, the safety, health and welfare of our employees, the contractors employees and members of the public or visitors who may be exposed to risk as a result of such work. In order to achieve this objective the following procedures shall be strictly adhered to when engaging the service of contractors.

8.2.1

General Procedures.

All contractors employed in relation to construction work should be requested to provide the following at the tender stage of projects: Safety Statement. Method Statement including Risk assessments covering the work to be undertaken. Evidence of adequate insurance cover. Certification that all work will be carried out in accordance with the Regulations.

   

All of the above will be retained on file by The Nagle Centre b.

All work involving contractors will be planned as to avoid risks to employees of The Nagle Centre and any visitors to the centre.

The Nagle Centre will make arrangements to ensure that all safety procedures employed by The Nagle Centre are adhered to by contractors.

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8.2.2 Contractors Rules. (Including Sub- Contractors) All contractors engaged to carry out construction work shall observe the following: a. Co-operate fully with any person appointed as a Project Supervisor by the Client. b. Provide all information requested by The Nagle Centre or by any person acting on behalf of The Nagle Centre. c. Ensure that all work is carried out in accordance with the Safety, Health and Welfare at Work (Construction) Regulations 2006. d. Ensure that all sub-contractors comply with c above. e. Observe all safety procedures required by The Nagle Centre. 8.2.3 Equipment.  All work equipment to be used by contractors must be safe by design, free from defect and properly maintained and comply with the provisions of The Safety, Health and Welfare at Work (General Application) Regulations 2007. A list of all equipment to be used shall be provided to the Safety Manager prior to work commencing.  Electrical equipment, where practicable, shall be of 110v supply or battery operated. Where equipment of a voltage rating exceeding 110v is required, the Project Supervisor shall be notified.  All lifting equipment shall carry a suitable certificate of test and inspection.  Work at heights shall, where practicable, be undertaken from a suitable scaffold or elevated platform. When using elevated platform approved Fall Arrest System needs to be used (i.e.: Safety Harness & Lanyard Tied off on secure anchorage point). Where ladders must be used, the requirements of the Regulations must be strictly adhered to.  All machines intended for use, during project/work, shall be safe by design, adequately guarded and used in accordance with manufacturer‘s instructions.

8.2.4 Appointment of Contractors. The Nagle Centre Manager has the responsibility for appointing construction/maintenance contractors & shall request the following information prior to the work or service commencing: a) A copy of their Safety Statement. b) A copy of their insurance certificate, both employers and public liability. c) Evidence of their competence to carry out the work or service, e.g. training, qualifications, previous experience, etc. d) A full list of all equipment and substances to be employed by the contractor should be verified against the risk assessments contained in the contractors Safety Statement.

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8.2.5 Provision of Information. In accordance with the provisions of The Safety, Health and Welfare at Work Act 2005 the contractor shall be provided on request with all relevant information concerning inherent hazards under the control of The Nagle Centre, which should include the following:  Relevant sections of this Safety Statement.  Accident & Emergency procedures.  Preliminary Safety & Health Plan where appropriate.  Relevant risk assessments. * The above list is for explanatory purposes only and each project or service should be judged on the basis of the risks involved.

8.2.6 Security and Supervision of Contractors. In all cases The Nagle Centre shall make adequate provision for the monitoring of the contractors performance. The level of supervision will depend on the risks involved and will be decided by The Nagle Centre.

8.2.7 Contractors Engaged In All Types of Projects & Services: The Nagle Centre will ensure a comprehensive list of approved contractors will be developed. Approval will be based on full compliance with this section.

8.2.8 Policy Review. The Nagle Centre will audit and review this policy on an annual basis, or in the light of experience, changes in legislation or as a consequence of any relevant information brought to his attention. The Nagle Centre will also carry out random audits of all contractors working on the premises to ensure that this policy is being fully adhered to.

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8.3 Personal Protective Equipment. General Policy. Each employee has a responsibility under the Safety, Health and Welfare at Work Act 2005 to wear all equipment provided to them to protect their safety and to report to their supervisor any defect or damage to the equipment immediately. 8.3.1 Eye Protection Conforming to BS 2092.2. The following work has been identified as requiring the wearing of the eye/face protectors: Handling chemicals. (Full face visor may need to be worn) Grinding, Cutting etc...(Safety goggles should be worn) Breaking or chipping stone, metal, etc. Working with powered tools. Working in any situation where the risk of eye injury exists. 8.3.2 Ear Protection Plugs or Muffs. It is compulsory to wear ear protectors where noise levels exceed 85dBA (i.e.: In situations where it is difficult to conduct normal conversation in close proximity to another individual, due to noise being present). 8.3.3 Respiratory Protection Equipment. (R.P.E.) Respiratory protection is compulsory in dusty environments or where the inhalation of any vapour, mist, fume, gas or other particles is likely. The type of R.P.E. required would depend on the risks involved & should be purchased & worn accordingly. 8.3.4 Protective Clothing. Protective clothing is provided to all employees working on dirty tasks. Thermal protective clothing is provided to all site staff. 8.3.5 Safety Footwear Conforming to EN 345 (S3). Is mandatory for all staff engaged in construction work, building maintenance & and all staff visiting work sites. 8.3.6 Safety Helmets Conforming to ANSI/CE Standard. Must be worn by all staff working at heights, visiting/working on construction sites or accessing heights. 8.3.7 Fall Protection Equipment. Fall protection equipment is mandatory for all staff working at heights. The type of Fall Protection Equipment will depend on the risks involved & the type of protection required. All fall protection equipment must comply & be approved relevant B.S. & C.E. standards.

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8.3.8 Safety Gloves. Must be worn when handling sharp, corrosive or irritant equipment or substances. The type of hand protection required will depend on the risks involved & should be purchased & worn accordingly. 8.3.9 General PPE. The Nagle Centre may also provide other forms of PPE, as appropriate. Please reference The 2007 General Application Regulations (S.I. No. 299) for more information. 8.3.10 Visitors and Contractors. The provisions regarding the use of PPE shall apply at all times to any visitor or contractor. It is the responsibility of the relevant Supervisor with control over the visitor or contractor to ensure that the policy is implemented on an ongoing basis. 8.3.11 Breaches Of P.P.E. Policy. Flagrant & willful breaches of this P.P.E. Policy will result in corrective action being taken against the individual/individuals involved. 8.3.12 Review. The Nagle Centre will review this policy in line with any changes in legislation or The Nagle Centre policy, or as a result of any deficiency highlighted, or due to any change in legislation, operations, equipment etc. 8.3.13 Auditing. The Nagle Centre will audit the effectiveness of this policy on a daily basis.

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8.4

Electrical Safety.

Responsibility. The Nagle Centre is responsible for the development and implementation of all policies regarding conformance with statutory requirements for safety with electricity. In order to fulfill this responsibility The Nagle Centre shall ensure that:  All electrical apparatus and wiring is provided in accordance with the Electro Technical Council of Ireland ―National Rules for Electrical Installations‖.  That any contractors engaged in the provision, maintenance or other work involving risk to exposure to electrical risk are trained, qualified and certified as competent to carry out such work.  That residual current devices are provided in accordance with statutory provisions.  Ensure that all electrical circuits and equipment are risk assessed  Carry out regular reviews of policy with particular reference to: Safe working procedures. Tools and equipment. Training. Supervision. Auditing. Ensure that all requirements of the Safety, Health and Welfare at Work General Application Regulations 2007 are adhered to.

8.4.1 Auditing. The Nagle Centre will audit the effective implementation of this policy on an annual basis.

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8.5

Housekeeping Practices.

General Policy. It is the responsibility of all employees and/or contractors of The Nagle Centre to maintain their work area in a clean and tidy manner to ensure that accidents involving slips, trips and falls are avoided, and to reduce the risk of fire to the lowest possible level. Centre Management will ensure that all requirements for good housekeeping practices are strictly adhered to especially regarding the following: The maintenance of clean and tidy work areas, no clothing should be hung on back of chairs all clothing, scarves, bags & coats etc to be hung on coat stands or kept in lockers provided. The removal on a daily basis of all waste materials. The use of the correct containers for waste collection The maintenance of clear walkways. The storage of materials in the correctly. 8.5.1 General Controls. All work areas to be kept clean and tidy. Waste materials to be placed in the containers provided and all waste removed daily. The storage of equipment, materials, etc. along designated walkways, on stairways, under landings or in any non-designated area is strictly prohibited. Smoking inside any building, is strictly prohibited. The Nagle Centre Management is responsible for ensuring the above policy is adhered to at all times.

8.5.2 Training. Housekeeping practices will be included in all safety orientation/induction training and supported by re-enforcement training during team briefings or as a result of deficiencies highlighted during inspections.

8.5.3 Auditing. The daily maintenance of good housekeeping practices will be monitored by Centre Management.

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8.6

Manual Handling of Loads.

General Policy. It is policy of The Nagle Centre to eliminate, where practicable, the manual handling of loads in conformance with the requirements of The Safety Health and Welfare at Work General Applications Regulations 2007 and to assess all manual handling operations with a view to reducing or eliminating any risks. All employees shall adhere to the safe systems of work covering manual lifting, as detailed in manual handling training. 8.7.1 1.

General Control Measures. Where practicable, manual handling will be avoided by the use of suitable mechanical devices.

Where hazardous manual handling operations are necessary, the work will be assessed by The Nagle Centre, with a view to minimizing risk by the introduction of adequate controls including training.

All employees of The Nagle Centre will receive training in safe handling techniques.

Employees shall not attempt to lift, pull, push or carry any load which they feel are too heavy, big, awkward, etc.

The Nagle Centre will observe all handling operations on a daily basis and provide assistance where required.

Personal protection such as safety gloves, boots, etc. will be provided, as necessary.

8.6.2 Training. The Nagle Centre is responsible for ensuring that all affected employees receive training in safe manual handling techniques, prior to commencing work, or as soon as possible thereafter, and at intervals including assignment to different work duties. Refresher training will be provided as appropriate especially as a result of problems highlighted during inspections and/or audits.

8.6.3 Auditing. The Nagle Centre will observe handling practices on an ongoing basis and correct any deficiencies that may arise.

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8.7

Working at Heights

It is the policy of The Nagle Centre to eliminate, where practicable, all work at heights in conformance with the requirements of The Safety Health and Welfare Working at Heights Regulations 2007 and to assess all remaining working at height operations with a view to reducing or eliminating any risks. The Nagle Centre Manager is responsible for ensuring compliance with this procedure. All employees shall adhere to the safe systems of work covering all working at heights. Definition; â&#x20AC;&#x153;Work at Heightâ&#x20AC;? means work in any place, including a place (a) in the course of obtaining access to or egress from any place, except by a staircase in a permanent place of work, or (b) at or below ground level, from which, if measures required by these Regulations were not taken, an employee could fall a distance liable to cause personal injury, and any reference to carrying out work at height includes obtaining access to or egress from such place while at work; Legal Requirements Organisation, planning and risk assessment; (1) An employer shall ensure that work at height is properly planned, appropriately supervised and carried out in a manner that is, as far as is reasonably practicable, safe and without risk to health. (2)

The planning of work must include (a) the selection of work equipment in accordance with Regulation 6, (b) an appropriate risk assessment (c) planning for emergencies and rescues.

(3)

In identifying measures to comply with these Regulations, an employer shall take account of the risk assessment.

Weather conditions. An employer shall ensure that work at height is carried out only when weather conditions do not jeopardise the safety and health of employees.

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8.7

Working at Heights Continued

8.7.1

General Control Measures

Avoidance of risks from work at height. (1) An employer shall ensure that work is not carried out at height where it is reasonably practicable to carry out the work safely and without risk to health otherwise than at height. (2)

An employer shall ensure that work is not carried out at height unless it is reasonably practicable to do so safely and without risk to health.

(3)

Having regard to paragraphs (1) and (2), it is necessary to carry out work at height, an employer shall take suitable and sufficient measures to prevent an employee falling a distance liable to cause personal injury.

(4)

The employer shall ensure that the work is carried out (i) from an existing place of work, or (ii) in the case of obtaining access or egress, by using an existing means of access or egress, where it is practicable to do so safely and under appropriate ergonomic conditions, and (iii) where it is not practicable for the work to be carried out in accordance with the above the employer must ensure that there is provided suitable and sufficient work equipment for preventing a fall occurring.

(5)

Where the measures taken under paragraph (3) do not eliminate the risk of a fall occurring, an employer shall (a) provide sufficient work equipment to minimize the distance of a potential fall and the risk of personal injury, and (b) without prejudice to the generality of paragraph (3), provide such additional training and instruction or take other additional suitable and sufficient measures to prevent so far as is practicable any employee falling a distance liable to cause personal injury.

(6)

The measures required under this Regulation include the selection of work equipment in accordance with Regulation 6.

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8.7

Working at Heights Continued

Selection of work equipment for work at height. An employer, in selecting work equipment for use in work at height, shall (a) give collective protection measures priority over personal protection (b)

take account of the following: (i) the working conditions and the risks to the safety and health of employees at the place where the work equipment is to be used; (ii) in the case of work equipment for access and egress, the distance and height to be negotiated; (iii) the distance of a potential fall and the risk of personal injury; (iv) the duration and frequency of use of the equipment; (v) the need for easy and timely evacuation and rescue in an emergency; (vi) any additional risk posed by the use, installation or removal of that work equipment or by evacuation and rescue from it; (vii) the other requirements of the Heights Regulations 2006.

An employer shall select work equipment for work at height that (a) has characteristics, including dimensions, that are appropriate to the nature of the work to be performed and the foreseeable loadings, (b)

allows safe passage, and

(c)

is, in other respects, the most suitable work equipment, having regard in particular to Regulation 5.

Checking of places of work at height. An employer shall ensure that the surface and every parapet, permanent rail or other such fall protection measure at every place of work at height are checked visually prior to use and at appropriate intervals during use.

8.7.2 Training. The Nagle Centre is responsible for ensuring that all affected employees receive training in safe working at heights techniques, prior to commencing work, or as soon as possible thereafter, and at intervals including assignment to different work duties. Refresher training will be provided as appropriate especially as a result of problems highlighted during inspections and/or audits.

8.7.3 Auditing. The Nagle Centre will observe working at height practices on an ongoing basis and correct any deficiencies that may arise.

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8.8 Colour Coding and Safety Signs. General Policy. It is the responsibility of The Nagle Centre to ensure compliance with the requirements of The General Applications 2007 regarding the provision of signs and the colour coding of services and equipment. In particular, it will ensure that: 1. All equipment requiring color coding complies with the color coding requirements of the Regulations, i.e. Warning black and yellow. Safe condition green and white. Prohibition red, white and black Mandatory blue and white. 2.

All services, emergency stops, piping, dangerous mechanical plant & equipment etc. will be coded in accordance with the requirements of the Signs Regulations 2007.

All relevant employees will be trained in the recognition of the color coding of signage at induction stage.

Damaged or worn color coding, signs, etc. are replaced, re-painted or refurbished as necessary.

8.8.1 Training. It is the responsibility of The Nagle Centre to ensure that all employees are trained in the recognition of safety signs and color coding procedures and to provide refresher training as necessary.

8.8.2 Auditing. The Nagle Centre will audit the condition of safety signs, color coding, etc. on an annual basis.

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8.9 Office Safety. General Policy. It is the responsibility of the Nagle Centre to ensure that all requirements of statutory provisions are adhered to at all times, with specific reference to the provision of the following:  Adequate training for office employees.  Safe equipment, furniture and work stations.  Adequate breaks for operators of visual display units.  Safe storage.  A safe and clean working environment.

8.9.1 General Controls. Offices shall be laid out to afford sufficient working space, as per the Safety, Health and Welfare at Work General Applications Regulations 2007. Adequate natural and artificial lighting shall be provided and maintained. Furniture shall be safe by design with work desks and chairs suitable for operations involving visual display units, and with chairs adjustable in height and tilt. Footrests will be provided for VDU operators if required. Safe storage shall be provided with all new filing cabinets of a type that permit only one drawer to open at a time. Electrical wiring shall be provided in a manner which eliminates the risk of slips, trips and falls and accidental contact with live conductors. Offices shall be kept clean and tidy at all times with the floors, aisles, stairs, etc. kept free from obstruction. Articles of clothing are strictly prohibited from being hung on back of chairs Sharp objects shall be stored in drawers to prevent accidental contact. Any defects in furniture, appliances, equipment, etc. should be reported to Centre Management without delay,

8.9.2 Training. The Nagle Centre shall ensure that office staff receives training in hazard identification and risk control as required. 8.9.3 Auditing. Offices shall be audited on an ongoing basis by The Nagle Centre The Nagle Centre. Revision 1 2010

8.10 Protection of Pregnant Employees.

8.10.1 General Policy. It is the policy of The Nagle Centre to comply with all requirements of the Safety, Health and Welfare at Work (Pregnant Employees) Regulations 2007 and the Maternity Protection Act 1994. The Nagle Centre is responsible for ensuring that the following procedures are in place and that all relevant supervisors and employees are fully briefed on the implementation of the procedures: 1.

Any pregnant employee should inform their supervisors, by way of medical certificate, of her condition as soon as she becomes aware of her pregnancy. This notification will enable The Nagle Centre to undertake a risk assessment of her work to ensure that no significant risk exists to her health.

Upon receipt of the notification Management, in consultation with Medical Advice if necessary, will instigate a risk assessment in line with the Regulations and stipulate any protective controls, which may be necessary.

The employee concerned will be afforded any confidentiality requested and kept fully briefed on the risk assessment.

Where control measures require re-assignment or special leave The Nagle Centre will observe fully the requirements of the Regulations.

The Safety Manager will ensure that all employees are briefed on this policy including the content of the Regulations and that refresher training is provided as necessary as part of risk control measures.

8.10.2 Review. This policy will be reviewed on an annual basis by The Nagle Centre

8.10.3 Auditing. The effective implementation of this policy will be monitored on an ongoing basis by the Safety Manager - The Nagle Centre

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8.11

Fire Evacuation Procedure.

8.12.1 General Policy. It is the policy of The Nagle Centre to comply with all requirements of the Fire Services Act 1981, the Safety, Health and Welfare at Work Act 2005 and the Building Control Act 1990. The Nagle Centre is responsible for ensuring that the following procedures are in place and that all relevant supervisors and employees are fully briefed on the implementation of the procedures: 8.11.2 Evacuation Procedures - Fire The Nagle Centre maintains a Fire Register, and a Fire Safety Manager has been designated to keep it up to date. The risk of fire at these premises is assessed in accordance with the Fire Services Act 1981, the Safety, Health and Welfare at Work Act 2005 and the Building Control Act 1990.The main fire risks exist: a) In the kitchen, where there is electrical equipment b) The boiler room. c) All areas where computer or server equipment is in situ. 1. A fire alarm system, smoke detectors and break glass units have been fitted within the building and form part of an overall Fire Management plan. Sr. Josephine Deegan has been appointed as the Fire Safety Manager. 2. All Staff must fully understand the evacuation drills in the event of fire; this will only be achieved by holding frequent fire drills at least 1 every six months. 3. Emergency exits must not be obstructed in any way, either inside or outside. 4. In order to maintain proper security of the premises keys to Emergency Doors must be kept in adjacent â&#x20AC;&#x2022;Break Glassâ&#x20AC;&#x2013; holders. 5. The Health and Safety Manager must ensure that Fire Extinguishers and equipment are serviced and tested at least once a year and a full training demonstration given by the Service Engineer to all relevant employees. 6. The Fire Safety Manager Sr. Josephine Deegan is responsible for inspecting the entire premises first thing in the morning and last thing before leaving at night. 7. Fire doors, when closed, serve to hinder the spread of Fire. It is clearly highly irresponsible to jam fire doors in a semi permanent open position; employees are strictly prohibited from engaging in this practice. 8. Names of key personnel i.e. Fire Wardens, Fire Safety Manager, Emergency procedure is located in Appendices to this document. 8.11.3 Review. This policy will be reviewed on an annual basis by The Nagle Centre 8.11.4 Auditing. The effective implementation of this policy will be monitored on an ongoing basis by the Fire Safety Manager & the Health & Safety Manager - The Nagle Centre.

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8.12

Fire Extinguishers

8.12.1 General Policy. It is the policy of The Nagle Centre to comply with all requirements of the Fire Services Act 1981, the Safety, Health and Welfare at Work Act 2005 and the Building Control Act 1990. Fire extinguishers have been provided for use at The Nagle Centre but must only be used by trained Fire Wardens. If the fire is confined to its incipient stage, the appropriate extinguisher, i.e. water/foam/chemical, will be used. If the fire has progressed past the incipient stage leave the area immediately and close all doors & windows if safe to do so. Locations of all fire extinguishers are in the Appendices. TYPES OF FIRE EXTINGUISHERS

Water Colour Code – Red

1Dry Powder Colour Code – Blue

Carbon Dioxide Colour Code – Black

Foam Colour Code – Cream

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Suitable for most Fires except those involving flammable liquids or live electrical equipment.

Suitable for Fires involving flammable liquids or Electrical Equipment, and on fires involving either liquids in containers or spilled liquids.

Suitable for fires involving flammable liquids or electrical apparatus.

Suitable for most fires involving flammable liquids.

8.13

First Aid Arrangements

8.13.1 General Policy. It is the policy of The Nagle Centre to comply with all requirements of the Safety, Health and Welfare at Work Act 2005 & the General Applications 2007. The Nagle Centre is responsible for ensuring that the following procedures are in place and that all relevant supervisors and employees are fully briefed on their implementation. Under the Safety, Health and Welfare at Work, General Application Regulations, 2007, Part 7 Chapter 2, Section 163, ‗first aid‘ means in a case of a minor injury which would otherwise receive no treatment or which does not need treatment by a registered medical practitioner or registered general nurse, treatment of that minor injury. Occupational First aider means a person trained and qualified in occupational first aid. 1. The Nagle Centre will appoint a number of occupational first aiders as is necessary to give first aid at the place of work concerned and ensure that the number of first-aiders, their training and the equipment available to them is adequate, taking account of the size of premises and potential hazards. First Aid Treatment is given to a casualty to:  Sustain life.  Prevent the condition from becoming worse.  Promote recovery. 2. First aid equipment provided will be properly maintained, suitably marked and is easily accessible, as is appropriate in the circumstances for enabling first-aid to be administered to any person requiring such assistance at the place of work. 3. There are a number of fully stocked First Aid Kits located throughout The Nagle Centre premises. The Health & Safety Manager is responsible for ensuring that they are adequately stocked at all times. In the event of a serious accident, the ambulance or doctor should be called immediately. Emergency Numbers contained in Appendix of this document. 4. The names of trained First Aiders are posted throughout the premises on notice boards. Responsible Persons can be found in Appendix 2 of this document. . 8.13.2 Review. This policy will be reviewed on an annual basis by The Nagle Centre 8.13.3 Auditing. The effective implementation of this policy will be monitored on an ongoing basis by the Fire Safety Manager & the Health & Safety Manager - The Nagle Centre

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8.14

Environmental Policy

8.14.1 General Policy. It is the policy of The Nagle Centre to comply with all requirements of the Safety, Health and Welfare at Work Act 2005 & all associated Environmental Regulations. The Nagle Centre believes that an essential element of the health and safety programme is the protection of the environment... Our objective in the environmental health and safety area are as follows:      

Comply with all local and national legislation. Ensure that our operations and products do not create unacceptable risks to human health or the environment. Assess the discharges and waste generated from our premises, and their effects, if any, on the environment and community. Ensure that all of our waste is disposed of properly. Where possible waste generated shall be recycled. We shall endeavor to keep these premises and grounds tidy and as clean as possible for the promotion of the Company and local community.

8.14.2 Review. This policy will be reviewed on an annual basis by The Nagle Centre 8.14.3 Auditing. The effective implementation of this policy will be monitored on an ongoing basis by the Health & Safety Manager - The Nagle Centre

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APPENDIX 1

EMERGENCY NUMBERS List of Information Relevant to Safety, Health & Welfare in the Premises The Nagle Centre

051 - 357731

HSA:

051 875892

First Aiders names are posted throughout the premises.

Local Doctor: Name Phone No.

Rowe / Creavin Surgery , Pairc Clinic Lismore Park (051) 370 057

Nearest Hospital with Casualty Unit’s: Ardkeen Hospital Address Dunmore Rd. Waterford Phone No. 999 or 112 / 051 - 842421

Garda Station: Address Phone No.

Waterford Garda Station Waterford City 051 – 874888 or 999 / 112

Fire Station Phone No.:

999 or 112 / 051 309982

Assembly Point following evacuation: _Front Car Park__________ Name of Persons to be advised if an Emergency occurs: or

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Sr Josephine Deegan George McDonald

APPENDIX 2

NAMES/TITLES OF RESPONSIBLE PERSONS First Aiders

Fire Wardens

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APPENDIX 3

Fire Evacuation Protocol Please adhere to the following:

1. Proceed to the nearest fire exit and then onto the assembly area, in the front The Nagle Centre Car Park.

2. Do not wait to collect personal items. (From Lockers, Coat racks etc.)

3. Remain at the assembly point until you are instructed to return to the building.

4. If you have any visitors with you, it is your responsibility to bring them with you to the assembly point.

5. Please note there will be a roll call when the fire wardens have swept the building to ensure everyone has exited.

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APPENDIX 4

Emergency Procedures Procedures to be followed in case of Fire,. 1.

Fire Emergency Procedure

The person who discovers the fire must:  Inform a Fire Marshal, any Manager or member of staff who will take certain action.  Switch off all electrical equipment, if safe to do so, and close all doors if possible.  Evacuate the building and proceed to the Assembly point in the car park adjacent to the building.  Do not attempt to take personal belongings before evacuating.  Stay at the Assembly point and await further instructions from the Fire Safety Manager or the Fire Brigade.  Do not re-enter the building until told by Fire Safety Manager or the Fire Brigade.  2. Organising Evacuation The evacuation should be organised by the Fire Marshal. The Fire Safety Manager will coordinate (if safe to do so) the checking of all areas of the building by the Fire Marshals to ensure no one is left inside – visitors, trainee, employees, closing doors as they leave the building. This will involve checking toilets, store-rooms etc. to ensure that everyone has left. 3.

       

 

Duties of Fire Marshals: Call the Fire Brigade and (if appropriate) put them on ―stand-by‖ if the emergency situation is unclear. Liase with the Fire Safety Manager determine mine whether to attempt to fight the fire or not, using appropriate extinguishers. Call the Fire Brigade, if they are required, or ―stand them down‖ if not. If the emergency warrants it, arrange for the evacuation of the premises. Assist with evacuation procedure as demonstrated in training & 6 monthly drills. Ensure that all employees and visitors on site proceed to the Assembly point. Carry out a full head count of all employees taking into account that specific people may have remained in the building as detailed above. Brief the Fire Brigade when they arrive about the nature and extent of the fire and if there are any persons inside the building. Remain at the Assembly point and await further instructions from Fire Safety Manager and/or Fire Brigade. Duties of Designated First Aider(s): Take First Aid kit outside with them when they evacuate. Provide First Aid service to injured/shocked employees or others if required.

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APPENDIX 5 THE NAGLE CENTRE ACCIDENT REPORT FORM

Name of Injured Person-----------------------------------Job Title-----------------------Location of accident/dangerous occurrence----------------------------------------------Date of Incident----------------------------------Time---------------------------------------Name of relevant Supervisor----------------------------------------------------------------Brief Description of Accident/Dangerous Occurrence --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Nature of Injury-------------------------------------------------------------------------------Did Injured Person Cease Work? Yes----------No---------If Yes, state Duration of Absence-----------------------------------------------------------Did Injured Person attend: Doctor? Hospital. First Aid. Give Details------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Was Equipment Involved. Yes---------No---------If Yes, Specify--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Was there any Breach of Safety Procedures. Yes----------No----------

If Yes, Specify--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------The Nagle Centre. Revision 1 2010

Were there witnesses to the accident/dangerous occurrence. Yes-------No------If Yes, specify names ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------(attach witness statements) Was damage done to Equipment or Structure. Yes----------No---------If yes, specify---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Recommendations to prevent re-occurrence ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Can Recommendations be put into immediate effect. Yes----------No--------If Yes, how soon----------------------------------------If No, what action is necessary in the interim----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Is re-training necessary. Yes----------No---------If Yes, how soon can it be undertaken------------------------------------------------------

Signature of Manager

____________________________________

Signature of Supervisor:

____________________________________

Date:

____________________________________

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APPENDIX 6

Dignity at Work Policy Dignity at Work Policy on Preventing and Dealing with Discrimination, Bullying, Harassment and Sexual Harassment

This policy incorporates the requirements set out in the three Codes of Practice on Workplace Bullying and Harassment issued by the Health and Safety Authority and the Labour Relations Commission (Department of Enterprise, Trade and Employment) and the Equality Authority. The Nagle Centre is committed to providing all of its employees with an environment free from bullying/harassment. All employees will be expected to comply with this policy and management will take appropriate measures to ensure that bullying/harassment does not occur. Appropriate disciplinary action, including dismissal for serious offences, will be taken against any employee who violates this policy. The policy applies to employees both in the workplace and at work associated events such as meetings, conferences and work related social events, whether on the premises or off site. The policy applies to bullying/harassment/sexual harassment not only by fellow employees but also by or of a client, customer or other business contact to which an employee might reasonably expect to come into contact with in the course of their employment. At The Nagle Centre, we believe (and we insist) that all employeeâ&#x20AC;&#x;s be treated with respect and dignity. Sexual harassment, harassment and bullying are issues of respect. They will not be tolerated at our Company.

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APPENDIX 6

Bullying, Harassment and Sexual Harassment Policy 1). Definition Of Bullying Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment which could reasonably be regarded as undermining the individual‘s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once off incident is not considered to be bullying. The bullying can include conduct offensive to a reasonable person, e.g. oral or written slurs, physical contact, gestures, jokes, displaying pictures, flags/emblems, graffiti or other material which state/imply prejudicial attitudes which are offensive to fellow employees. Other examples of bullying behaviour include:  Personal insults and name calling  Persistent unjustified criticism and sarcasm  Public or private humiliation  Shouting at staff in public and/or private  Sneering  Instantaneous rage, often over trivial issues  Unfair delegation of duties and responsibilities  Setting impossible deadlines  Aggression  Continuously refusing reasonable requests without good reasons  Intimidation and threats in general.

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APPENDIX 6

Bullying, Harassment and Sexual Harassment (continued) 2). Definition Of Harassment & Discrimination Harassment Any verbal, physical or visual harassment by an employee is unacceptable. Discrimination: Defined as the treatment of a person in a less favourable way than another person is, has been or would be treated in a comparable situation on any of the 9 grounds which exist, existed, may exist in the future, or is imputed to the person concerned. Discrimination can be direct or indirect, discrimination by imputation or discrimination by association. Instruction to discriminate is also prohibited. Sexual, Racial and other forms of Unacceptable Harassment An employee must be allowed to work in an environment free from unsolicited and unwelcome sexual overtones. Sexual harassment may include such conduct as offensive sex-orientated verbal ‗kidding‘ jokes or abuse as outlined below:

3). Definition Of Sexual Harassment Sexual harassment can be defined as conduct towards another person which is sexual in nature, or has a sexual dimension, and is unwelcome to the recipient. Examples of this type of harassment include: Sexual Gestures The display of pornographic or sexually suggestive pictures, drawings, objects or written materials including pin-ups, ‗girlie‘ or ‗page 3‘ pictures, calendars. Sending suggestive and pornographic correspondence including faxes, text messages or emails Unwelcome sexual comments and jokes Unwelcome physical conduct such as pinching, unnecessary touching, etc. Demand for sexual favours, accompanied by implied or overt promises of preferential treatment or threats concerning an individual‘s employment status. Pressure for Sexual Activity Offensive, unwanted physical contact such as patting, pinching or repeated brushing against another‘s body. Demand for sexual favours, accompanied by implied or overt promises of preferential treatment or threats concerning an individual‘s employment status. The display of pornographic or sexually suggestive pictures, drawings, objects or written materials including pin-ups, ‗girlie‘ or ‗page 3‘ pictures.

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APPENDIX 6

Bullying, Harassment and Sexual Harassment (continued) At The Nagle Centre, we believe (and we insist) that all employee‘s be treated with respect and dignity. Sexual harassment is an issue of respect. It cannot be tolerated at our Company. All questions relating to the execution or interpretation of this policy should be referred to your Safety Manager. Harassment on the nine grounds of discrimination can be defined as:  Words  Gestures  Production, display or circulation of material, which are unwelcome to the recipient and could reasonably be regarded, given the characteristic (i.e. one of the 9 grounds listed above) of the person subjected to the treatment as offensive, humiliating or intimidating. An employee must be allowed to work in an environment free from unsolicited and unwelcome sexual or other discriminatory overtones. If an employee becomes aware of any harassment, even if it does not involve him/her, they are obliged to report any such harassment, without fear of retaliation. The Nagle Centre will take prompt and necessary steps to investigate and where necessary, appropriate disciplinary measures (which may include dismissal) will be imposed to correct any form of harassment. Confidentiality will be maintained to the extent possible. Malicious complaints will be subject to disciplinary action. 4). Complaints Procedure There is both an informal and formal procedure to deal with the issue of bullying/harassment at work. Any investigation should be completed as quickly as possible. 5.) Roles of Individuals involved in Dignity at Work policy are: The Nagle Centre has a Designated Contact Team who are available to support individuals through the Dignity at Work Policy. Designated Contact Person (a team have been trained to perform these roles and names are posted on the All Employee Notice Board.  Champion of Policy  Provide information and support  Clarify definitions  Outline procedures in policy  Empower employee to handle issues HR Representative/Senior Management  Oversee whole process  Examining formal complaints and deciding course of action The Nagle Centre. Revision 1 2010

APPENDIX 6

Bullying, Harassment and Sexual Harassment (continued) Mediator  Independent facilitator assisting parties in finding mutually acceptable outcome – can be internal or external. Investigator  Independent and impartial – there to establish the facts  Policy, behaviour, investigation expert – there to uphold rights of all involved

6) INFORMAL PROCEDURE 1. Approach alleged perpetrator(s) 2. Seek support of a supervisor/manage/and or Designated Contact Person 3. If unsuccessful or inappropriate move to refer to manager/HR for mediation or formal approach. It is often preferable for all concerned that complaints under the Dignity of Work Policy are dealt with informally whenever possible. This is likely to produce solutions which are speedy, effective and minimize embarrassment and the risk of breaching confidentiality. Thus, in the first instance a person who believes that they are the subject of bullying/harassment should ask the person responsible to stop the offensive behaviour. If a person finds it difficult to approach the alleged perpetrator directly then a person should seek help and advice on a confidential basis from the HR Representative, Designated Contact Person or Manager. The complainant may request the assistance of the Designated Contact Person in raising the issue with the alleged perpetrator(s). In this situation the approach of the contact person should be by way of a confidential, non-confrontational discussion with a view to resolving the issue in an informal low-key manner. A complainant may decide, for whatever reason, to bypass the informal procedure. Choosing not to use the informal procedure should not reflect negatively on a complainant in the formal procedure. It is recognised that it may not always be practical to use the informal procedure particularly where the bullying or harassment is serious or where the people involved are at different levels in the organisation. In such instances the employee should use the formal mechanism set out below.

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APPENDIX 6

Bullying, Harassment and Sexual Harassment (continued) 7) FORMAL PROCEDURE Where formal complaints have been made, then the employee should contact their supervisor/manager or HR representative as soon as possible. If this is inappropriate, then the employee should contact a member of the Management Team. The person making the complaint will be required to put their allegation in writing. In the interests of natural justice the alleged bully or harasser will be notified in writing of the nature of the complaint, given a copy of the allegation, informed of his or her right to representation and will be given every opportunity to rebut the detailed allegations made. The complaint should be subject to an initial examination by a designated member of management, who can be considered impartial, with a view to determining an appropriate course of action. An appropriate course of action at this stage, for example, could be exploring a mediated solution or a view that the issue can be resolved informally. Should either of these approaches be deemed inappropriate or inconclusive, a formal investigation of the complaint should take place with a view to determining the facts and the credibility or otherwise of the allegation(s). Whilst it is desirable to maintain utmost confidentiality, once an investigation of an issue begins, it may be necessary to interview other staff. If this is so, the importance of confidentiality will be stressed to them. Any statements taken from witnesses will be circulated to the person making the complaint and the alleged harasser for their comments before any conclusion is reached in the investigation. When the investigation has been completed both parties will be informed as to whether or not the complaint has been upheld. Both parties will usually be given a reasonable opportunity to comment on the findings before any action is decided upon by management. All complaints received will be treated seriously, confidentially and dealt with as soon as is practicable. Strict confidentiality and proper discretion will be maintained, as far as is possible, in any necessary consultation to safeguard both parties from innuendo and harmful gossip. A record of all relevant discussions which take place during the course of the investigation will be maintained by management. Both parties will be given an opportunity to comment on the conclusions of the investigation team. Both parties will be given a copy, in writing, of the conclusions reached by the investigating team.

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APPENDIX 6

Bullying, Harassment and Sexual Harassment (continued) 8). Action Post Investigation Where a complaint is upheld a disciplinary hearing will usually take place. The disciplinary action to be taken will be in line with the companyâ&#x20AC;&#x2DC;s disciplinary policy. Should a case of bullying/harassment be proven then the organisation will take appropriate disciplinary action. This may include dismissal. Records of any warnings for bullying/harassment will remain in the employeeâ&#x20AC;&#x2DC;s file and will be used if any further offences of the same or similar nature occur in the future. Regular checks will be made by the Manager investigating the complaint to ensure that the bullying/harassment has stopped and that there is no victimization. Retaliation of any kind against an employee for complaining or taking part in an investigation concerning bullying or harassment at work is a serious disciplinary offence. Individuals who are found to have made malicious allegations of bullying, harassment or sexual harassment may also be disciplined in line with our disciplinary procedure. 9). Communication of Policy This policy will be communicated to all employees to ensure that they understand the Company's commitment to dealing effectively with bullying. Management have a duty to create a harassmentfree workplace and to deal speedily with complaints. Managers will receive training in dealing with complaints and the policy will be monitored.

10). Policy Review This policy will be reviewed on an annual basis by The Nagle Centre

11). Auditing. The effective implementation of this policy will be monitored on an ongoing basis by the Safety Manager - The Nagle Centre

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APPENDIX 7 PRINCIPLES OF PREVENTATION The Nagle Centre will take into account the General Principles of prevention as contained in Schedule 3 of the Safety, Health and Welfare at Work Act 2005 and we undertake to operate our Customer Contact Centre using these key principles:

1. Avoiding the risks where possible. 2. Where risks cannot be avoided we will evaluate them so they can be dealt with. 3. Combat the risk at the source. 4. Take account of the individual when designing workplaces and when choosing effects of monotonous work and to set work rates to protect health â&#x20AC;&#x201C;e.g. providing adequate space near machinery for maintenance, or providing work breaks/variety for DSE users. 5. Adapting the workplace in light of new technologies e.g. using modern low maintenance materials at high levels in buildings. 6. Replacing dangerous articles, substances or systems of work with less dangerous ones. 7. Giving collective preventative measures priority over individual preventative measures. 8. Developing adequate prevention policies in relation to safety, health and welfare at work, taking account of technology, organisation of work, working conditions, social and environmental factors. 9. Providing health and safety training to all employees.

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APPENDIX 8 RIGHTS OF THE SAFETY REPRESENTATIVE The Nagle Centre acknowledges fully the Rights of the Safety Representative as outlined in the Safety, Health and Welfare at Work Act 2005 & the General Application Regulations. The following are the rights of the Safety Rep as defined in the aforementioned laws; Role of Safety Representative is to provide additional and alternative viewpoints in the continuing effort to improve safety at work. The Safety Representative has no duties and no responsibilities. The Safety Representative has RIGHTS Rights of the Safety Representative under Section 25 of the Safety, Health & Welfare at Work Act are:  To obtain certain types information from the employer on issues pertaining to H&S i.e. Copies of Safety Statement, Accident Info (no personal or data protected info).  To make representations to the employer on issues pertaining to Health & Safety.  To carry out inspections of the workplace (with prior agreement).  To investigate potential hazards and complaints.  To investigate accidents (under certain conditions).  To make representations to the HSA inspector.  To receive information and advice from the HSA inspector.  To accompany the HSA inspector on visits to the workplace (except when the inspector is investigating an accident). (This may be granted at the discretion of the Inspector).  To time off, without loss of pay, to perform his / her duties and to receive training.  Not to be placed at any disadvantage by being a Safety Representative.

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