The Strettons Mayfair Trust (SMT) is committed to providing a safe and healthy working environment for staff, clients and Volunteers.
This will be achieved through the organisational arrangements outlined within this document.
The Trust aims to achieve its Policy by implementing action to achieve the following objectives:
Recognising that providing a safe and healthy environment for staff will lead to the provision of a safe and healthy environment for clients, volunteers and visitors.
Aiming to prevent injury and ill health through the systematic identification and control of risks.
Reducing financial losses that can arise from accidents and incidents which are the direct result of failures in health and safety management arrangements, or a failure to implement effective policies and procedures.
Recognising that to be successful, health and safety policies must be planned, implemented, monitored and reviewed effectively.
Recognising that a safe and healthy working environment can only be achieved with the support and co-operation of its employees and the volunteers.
Ensuring the Trust meets the legal requirement of the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1992 and other relevant regulations.
All job descriptions will contain reference to the health and safety responsibilities within the role. Specific responsibilities are detailed below.
SMT has a statutory responsibility as an employer to report specified incidents in accordance with the Health & Safety at work Act 1974 and the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR. SMT will ensure all reportable cases of work related injuries, diseases and dangerous occurrences are reported to the Health & Safety Executive in the approved manner and within legally defined timescales.
The Board will oversee the Centre’s performance in health and safety through receipt of an annual performance report.
The Board will approve the Centre’s health and safety policy, ensuring allocation of resources both physical and fiscal.
The Chief Officer is responsible to the Trust for ensuring all legal and statutory requirements are enforced within the Centre.
The Central Services Manager has the following responsibilities:
The maintenance of a healthy and safe working environment within the Centre.
Establishing health and safety communication systems, including health and safety bulletins to all staff and volunteers as necessary.
Implementation of risk identification and assessment arrangements.
Ensuring the participation of staff, consulting with them on the implementation of policy and procedure, identification and control of risks.
Ensuring that those sections that report to the Chief Officer comply with Health & Safety Regulations.
To carry out weekly/monthly alarm and equipment tests and fire drills.
Implementing a programme of Workplace Inspections for health and safety.
Employees are required to take all reasonable care of their own safety and their colleagues.
Ensuring that they are aware of the Trust’s health and safety policies and procedures.
Working within Trust policy, codes of practice and procedures.
Reporting any work situation or matter which they consider, within their level of training, a danger to health and safety protection arrangements.
Attending any training for which they have been nominated and working within this training.
Co-operating and participating with the Chief Officer and Central Services Manager in health and safety policies and practices.
Policies and procedures will be written in a form which is accessible to all those expected to use them. Policies and procedures will be supplemented by health and safety bulletins, notices or handouts, focusing on key points.
The Management Structure will allow two-way discussion and exchange of information on health and safety procedures.
The Trust will meet its statutory responsibilities for communication and co-operation with outside agencies, which include:
Health and Safety Executive
Department of Health
The trust will endeavour to employ staff who have the necessary physical and mental attributes for their post.
This will be achieved through:
Recruitment and selection procedures which ensure that recruitment is against a job specification which details physical and mental requirements.
Pre-employment health enquiries which ask that staff have the physical and mental capability to do the job for which they have been employed.
Disclosure and Barring Service (DBS) checks of staff, volunteers and trustees to help protect vulnerable clients.
The Right to work in the UK
|Version||2015.1, 2016.2, 2016.3, 2016.10, 2017.6, 2017.11, 2018.3, 2019.4|
|This policy and procedure was adopted by the Secretary on (date)||20.3.19|
|This policy and procedure was adopted by the Chief Officer on (date)||20.3.19|
|Signed (Chief Officer)|
|This procedure shall be reviewed at intervals of||ANNUALLY By CJT|