PROBATIONARY PERIODS

							                        HEALTH AND SAFETY POLICY



1.    Introduction

1.1   All employees should be aware of personal Health and Safety responsibilities
      and to remain alert to any issues, concerns and potential risks which must be
      reported as soon as possible.

2.    Employee Responsibilities

2.1   All Employees have the responsibility to be mindful of their own safety and that
      of others including visitors at all times. ANY concerns should be raised as soon
      as possible. If an employee has serious concerns about any breach of Health
      and Safety that have not been acted upon or resolved they should raise these
      under the Whistleblowing policy procedures.

2.2   An individual must not take any action that could threaten the health or safety of
      self or others including other employees, visitors or members of the public.

2.3   An individual must ensure (s)he is aware of any fire and evacuation procedures
      and the action that should be taken in the event of such an emergency.

2.4   Protective clothing and other equipment which may be issued for protection
      where the nature of the job requires it should be worn at all times. Failure to do
      so could be a contravention of health and safety responsibilities. Once issued,
      this protective wear/equipment is the responsibility of the individual.

2.5   All accidents and injuries which take place at the employee’s place of work
      (except where this is the employee’s home address), no matter how minor
      should be recorded in an appropriate accident book.

2.6   An individual must be familiar with first aid arrangements, and of the facilities
      and procedures to follow in the case of emergency.

2.7   Free eye tests for employees who are “habitual” users of display screen
      equipment can be organised on request as will be spectacles if they are
      required specifically for VDU use. The PCC will reimburse for the cost of a
      basic adequate pair of spectacles. Where Employees want to purchase more
      expensive pairs, or choose optional treatments, the PCC may choose to part
      pay for a more expensive pair, but only up to the cost of the value of the basic
      pair.

2.8   Chemicals and solvents should only be stored in their original containers which
      must be clearly labelled. If it is necessary to decant fluids into smaller
      containers, these containers must be properly labelled with the name of the
      product.




3.    KITCHEN/REFRESHMENT MAKING FACILITIES
3.1   Where kitchen and/or refreshment facilities are available for use (either in
      central offices, or where people are working from people’s private homes,
      employees should ensure these are kept clean and tidy at all times.

3.2   Where people are working for the PCC and based in private homes, access to
      kitchens, toilets, and other appropriate work-related rooms within the home
      should be clearly designated by the home owner and they should ensure high
      standards of health and safety are maintained.

4.    SMOKING POLICY

4.1   Employees are NOT permitted to smoke anywhere in the course of their
      employment any time (this includes ALL offices, working from people’s homes
      etc).

5.    ALCOHOL & DRUGS POLICY

5.1   Under legislation, the PCC as employer has a duty to ensure so far as is
      reasonably practicable, the health and safety and welfare at work of all
      employees. Similarly employees have a responsibility to themselves and
      colleagues.

5.2   The effects of alcohol and drugs can be substantial. Listed below are examples
      only and not an exhaustive list
              absenteeism (e.g. unauthorised absence, lateness, excessive levels
                of sickness, etc.).
              higher accident levels (e.g. at work, elsewhere, driving to and from
                work).
              work performance (e.g. difficulty in concentrating, tasks taking more
                time, making
              mistakes, etc.).

5.3   If an Employee’s performance or attendance at work is affected as a result of
      alcohol or drugs, or where there is a belief that an Employee has been involved
      in any drug related action/offence, (s)he may be subject to disciplinary action
      which, dependent on the circumstances, may lead to dismissal.

6.    PERSONAL HYGIENE

6.1   Employees are expected to maintain a high standard of personal hygiene at all
      times.