STATEMENT OF INTENT
People are the Forces greatest asset, and the health, safety and welfare of all members of our staff are of prime importance. High standards of health and safety can only be achieved through commitment by everyone, adequate training, good systems of work, good communication and active involvement from all levels of the force. Through co-operation and consultation between management and staff, we can improve the safety of and healthy working environment for ourselves and others.
Our goal therefore, is to build a system for long time compliance, which will not only rectify immediate faults, but will also create management policies which will improve the culture and efficiency of our organisation.
EMPLOYERS RESPONSIBILITIES.
The Home Affairs Department is ultimately responsible for the employer’s responsibilities under the Health and Safety at Work (Jersey) Law 1989. It will take all reasonable and practical steps within its power, to meet these responsibilities, paying particular attention to the provision and maintenance of:
a) plant, equipment and systems of work that are safe;
b) safe arrangements for the use, handling, storage, transport and disposal of articles
and substances;
c) sufficient information, instruction, training and supervision to enable all employees
to avoid hazards and contribute to their own safety and health at work;
d) a safe place of work, safe access to and egress from it;
e) a healthy working environment.
Whilst recognising our responsibility as employer, employees also have responsibilities under the Health and Safety at Work (Jersey) Law 1989
RESPONSIBILITIES OF EMPLOYEES
1. All staff have a duty to take care for the health and safety of themselves and of other persons who may be affected by their acts or omissions at work; and as regards any duty to or requirement imposed on their employer or any other person by or under any of the relevant statutory provisions, to co-operate as far as is necessary to enable that duty or requirement to be performed or complied with.
2. All employees will:
- Make themselves familiar with and conform to the States of Jersey Police Health and Safety policy and current safety instructions in force, at all times.
- Wear the appropriate safety clothing/equipment and any appropriate safety devices at all times. Failure to do so may lead to disciplinary action being taken. Particular care should be taken to conform with all safety requirements relating to asbestos work.
- Conform to all instructions given by Management and others with a responsibility for health and safety, in addition to any written instructions, rules and procedures.
- Report all accidents, near misses and damage to States of Jersey Police property to their manager/supervisor, whether persons are injured or not. This can be achieved by filling in the “Report of an incident/accident/injury at work” form found on your computer. Word – templates – Admin. Hard copies are also available from stores.
- Report all recognised hazards to their manager/supervisor.
In addition:
- Employees are encouraged to make suggestions to improve health and safety in the States of Jersey Police to their manager or supervisor.
- No employee shall wilfully damage any property or device provided for the health and safety of employees, or others visiting company premises.
- Employees shall not engage in irresponsible behaviour whilst on States of Jersey Police premises, nor carry out any act which is likely to be injurious to themselves or any other person on the premises.
Copies of the Health and Safety Policy will be displayed throughout the police estate and on the police intranet and will be reviewed or added to from time to time, to reflect changes in the work environment or work practices and procedures. In 2003 following a report from the Chief of Police, the then Home Affairs Committee sought advice from H.M. Attorney General who confirmed that the Health and Safety at Work (Jersey) Law 1989 did not apply to Police officers (who are appointees rather than Employees) but did apply to civilian personnel employed by the Police.
The Committee then agreed, that they would work on the assumption that the Law does apply to Police officers in the interest of best practice. This, in effect, means that the Chief of Police has a professional, rather than legal, responsibility under current legislation. It is proposed that the draft Police Law (not yet enacted) will in due course encompass Health and Safety, at which point this policy will be amended as required.
................................................. ……………………………..
David Warcup Senator Ian Le Marquand
Acting Chief Officer Home Affairs Minister
States of Jersey Police
1. To achieve the aims and objectives set out in the Statement of Intent in Part 1, the conduct of work and all activities associated with the States of Jersey Police operations will be controlled in accordance with the policies and standards set out in this Health and Safety Policy.
2. The Chief Officer and Home Affairs Minister have overall responsibility for ensuring not only statutory compliance but also taking all reasonably practicable measures to secure the health and safety of States of Jersey Police employees, contractors and subcontractors and their employees, visitors and members of the public.
3. The Chief Officer will discharge health and safety duties through the normal management structure, whereby line managers have specific responsibilities for conditions and activities within their control.
4. The duties and responsibilities of various classes of persons are set out in this manual and safety standards and procedures for specific activities are explained.
5. Because health and safety is a dynamic entity, there will be a need for continuous review and assessment, and this Health and Safety Policy is intended to be a ‘living’ document which is revised on a regular basis and brought into line with the latest techniques of risk control.
HEALTH AND SAFETY COMMITTEE.
The Health and Safety Committee will meet on a regular basis under the chairmanship
of the Deputy Chief Officer (DCO) or a member of Ops Management, and will
comprise.
C.I. Operations.
Senior Human Resources Manager.
Welfare Advisor.
Health and Safety Advisor (Head of Facilities).
Occupational Health Representative.
Inspector Training.
Civil Servant, Manual Workers and Police Reps.
Other members may be co-opted, at the discretion of the Committee.
The objectives of the Health and Safety Committee is to promote co-operation between
the employer and the employee in instigating, development and carrying out measures
to ensure the health and safety of all employees and all visitors to Police premises.
RESPONSIBILITIES OF THE CHIEF OFFICER
1. The Chief Officer is ultimately responsible for all matters relating to the Health & Safety at Work (Jersey) Law 1989 and all associated legislation designed to make the workplace a safer environment.
2. For the purposes of the day to day operation of the States of Jersey Police, many of these responsibilities are delegated downwards by the Chief Officer.
3. The Chief Officer’s responsibilities are to:
- Ensure that there are adequate staff, finances and materials available to meet the States of Jersey Police health and safety requirements, and continually review the effectiveness of the States of Jersey Police policy and the personnel under his control to whom the responsibilities for the various aspects of health and safety have been assigned.
- Make provision to institute an overall programme of Risk Assessment to identify and prioritise all major hazards which exist or are likely to arise on States of Jersey Police premises.
- Empower the appropriate staff to ensure that the policy and its implementation are communicated and enforced on each States of Jersey Police premises.
DUTIES AND RESPONSIBILITIES OF THE SENIOR MANAGEMENT
Main responsibilities are to:
- Be aware of the contents of the States of Jersey Police Health and Safety policy and to ensure that it is a signed document whereby the senior managers accept their collective civil and statutory duty of care towards all their employees and those who visit the premises or may be affected by the States of Jersey Police operations.
- Receive and consider reports and recommendations with regard to the advancement of improved safety awareness throughout its entire operations.
- Delegate responsibility down through the various levels of management to ensure that the Health and Safety policy and its implementation are communicated and enforced throughout the States of Jersey Police operations.
RESPONSIBILITIES TOWARD PERSONS WHO ARE NOT EMPLOYEES
VISITING COMPANY PREMISES
1. The States of Jersey Police accepts its responsibility towards all persons who are not employees who visit States of Jersey Police premises.
2. The health, safety and welfare of persons who visit the premises is of paramount importance and it is the duty and responsibility of all those employed by the States of Jersey Police to help ensure this commitment is honoured.
3. Specifically:
- In all areas where persons who are not employees are allowed it is necessary to ensure that the surfaces are flat, level and safe to move across. Any changes in level, such as steps, should be clearly marked.
- Areas where persons who are not employees are not allowed should be clearly marked.
- Safe access and egress to and from the properties must be maintained at all times.
- Care must also be taken in the stacking and storage of goods to ensure public safety. Persons who are not employees who venture into prohibited areas should be instructed of the problem and escorted to an area designated for the public.
- Employees should be aware of the areas where non-employees are not allowed.
- Should persons who are not employees misbehave whilst on States of Jersey Police property, staff should bring this to the attention of a senior member of staff so that the persons can be escorted from the premises.
WELFARE FACILITIES AND GENERAL OFFICE ENVIRONMENT
1. Adequate and suitable welfare facilities should be provided for staff. There should be sufficient sanitary and washing facilities with consideration for both male and female staff. Total numbers of staff will dictate the amount of provision.
2. An adequate source of drinking water should be provided. This is usually placed in a facility where food and drinks can be hygienically prepared.
3. The building should be provided with sufficient heat/air conditioning to maintain it at a comfortable temperature. Specifically, the building should reach a temperature of 16°C after 1 hour and not exceed a temperature of 19-23° for any great period of time. Adequate and suitable lighting will be provided in the general office environment.
4. The building should be provided with adequate ventilation, preferably natural, to ensure an adequate number of air changes to prevent the build up of unwanted gases and help maintain humidity at recommended levels.
5. Very low and very high humidity are associated with a number of physiological problems within the office environment. If these conditions exist regularly then efforts should be made to prevent them.
6. Doors, gates, glass and glazing, should be designed and constructed so as to prevent hazards associated with their everyday use.
7. The Facilities Manager shall be responsible for ensuring that offices and its facilities are cleaned on a regular basis and general housekeeping standards are maintained by staff. Suitable facilities to enable the maintenance of housekeeping standards will be provided.
8. The total amount of office space provided for each person shall be sufficient for maintaining a safe workplace.
9. Any excessive noise emanating from the working environment which could cause hearing damage or which may affect the staff’s ability to function effectively will be properly controlled or eliminated.
10. The States of Jersey Police not only accepts its legal duties of care as set out in the Health & Safety at Work (Jersey) Law 1989 and all associated legislation, and other such legislation, but also its moral and ethical obligations to employees and to all persons who may be affected by operational practices and procedures and work activities of the organisation.
11. This responsibility will form an integral part of all States of Jersey Police work activities.
12. It is the intention of the States of Jersey Police, so far as is reasonably practicable, to ensure:
- Safe and healthy working conditions, safe methods and systems of work.
- Equipment, tools and machinery are safe and without risks to the health of employees.
- Health and safety in connection with the use, handling, storage and transport of articles and substances.
- Safe access and egress to and from the place of work..
- That any protective clothing or safety equipment which may be required is provided.
- The supply of such information, instruction, training and supervision, as is required to ensure health and safety at work.
- That the working environment is safe and without risk to health, and adequate as regards facilities and arrangements for welfare at work.
- The safe disposal of all waste products so that they are not a risk to the environment.
HEALTH AND SAFETY ARRANGEMENTS.
The following Arrangements under the Health and Safety Policy are listed as bellow
and should be used as a reference point in conjunction with the Policy.
Appendix A. The Appointment of Contractors.
Appendix B. Display Screen Equipment (DSE ACoP).
Appendix C. Electricity and Electrical Equipment Supply.
Appendix D. Employment Policy.
Appendix E. First Aid and Reporting Incidents/Accidents.
Appendix F. Fire and Evacuation.
Appendix G. Access and Egress.
Appendix H. Hazardous Substances.
Appendix I. Manual and Mechanical Handling.
Appendix J. Site Work.
Appendix K. Storage.
Appendix L. Training.
(Appendix A).
THE APPOINTMENT OF CONTRACTORS
1. All contractors working in or on the premises, or land which is in the legal ownership, occupation or control of the States of Jersey Police shall be responsible for themselves, their employees and any subcontractor employed by them for:
- Complying with all statute and Common Law requirements.
- Complying with the States of Jersey Police Health and Safety policy and safe systems of work at that time in force to ensure site safety.
- Ensuring that all equipment is safe and used only in accordance with legal requirements.
- Indemnifying the States of Jersey Police against any loss, damage or claim which may arise directly or indirectly as a result of any act or omission on the part of the contractor, his employees or subcontractors. The contractor will affect adequate insurance covering this liability.
- Reporting any unsafe act or unsafe condition which may affect their ability to meet the contract.
- Reporting all accidents and dangerous occurrences required by statute to the Management.
2. Failure to comply with any of the clauses above, or carrying out any major unsafe act, will be regarded as a breach of contract and may result in the contract being terminated.
3. The Facilities Manager will, in addition, make every effort to ensure that the contractor has a Health and Safety policy, has budgeted for safety provisions and has a commitment towards positive management of health and safety through the period of the contract work.
(Appendix B).
DISPLAY SCREEN EQUIPMENT, WORK STATIONS AND PREVENTION OF RSI
AS DISPLAY SCREEN EQUIPMENT at WORK APPROVED CODE OF PRACTICE. (ACPO).
1. Two particular concerns should initially be addressed when looking at Display Screen Equipment (DSE) and the health and safety of habitual users. These are first eye and eyesight problems, and secondly ergonomics, posture, and the prevention of musculo skeletal problems, Upper Limb Disorders (ULD).
2. Eye and eyesight problems are commonly caused by an operative regularly using a screen which is too close to them. The screen should be placed about 24 inches from the operative’s eye and at a 15° down angle. The screen should be directly in front of the operative and it should not reflect any natural or artificial light.
3. Habitual users of DSE (persons whose normal daily tasks involve the constant use of a DSE) should be provided with an eye test and prescription glasses for using DSE if they continue to squint or have difficulty reading the screen after all the necessary positioning has taken place.
4. The work station should be placed to try and avoid glare. If it is not possible to eliminate glare by positioning, anti-glare screens may need to be fitted.
5. Upper Limb Disorders (ULD), especially to the back and neck, can be directly attributed to poor posture at a work station. Furthermore, (ULD) can be attributed to a poorly designed work station.
6. An assessment should be made of each work station and the person working at that station, and recommendations that arise from the assessment should be acted upon.
7. The principles behind a proper workstation are as follows:
- The seat should have a stable base, usually a five-starred wheeled base to enable ease of movement.
- The seat should swivel.
- The seat height should be adjustable (gas lift mechanism) between 380 & 535 mm from the floor.
- The seat should have an adjustable back rest to enable it to be moved to a suitable height in relation to the seat to provide support for the lumbar region. The back rest should be able to be moved forwards and backwards to help gain maximum lumbar support.
8. A foot rest should be provided for an operative whose feet cannot rest flat on the floor. No person should support the weight of their lower leg by the back of the knee on the corner of the seat.
9. The desk or work surface should be of sufficient area to accommodate all of the required equipment to enable a flexible arrangement. The depth should not be less than 600 mm but is usually 800 mm. The width of the desk should be no less than 1200 mm and an optimum width of 1600 mm is desirable. The keyboard should be able to fit in front of the screen and there must be at least 50 mm between the edge of the desk and front of the keyboard to allow for wrist support.
10. The height of the desk should allow for high clearance and there should be sufficient leg room for a free range of foot movement. The recommended height for a fixed desk is 720 mm. Some desk heights are adjustable and must be moved into a position that is suitable for the individual user.
11. Where an L-shaped desk is used, consideration should be given to the preferred hand the user has. A right handed person should be fitted with a return desk on the right hand side and a left handed should have a return desk fitted to the left hand side. The DSE screen should be fitted on the middle of the main desk.
12. If the user makes use of a document holder then this should be positioned to avoid awkward head or eye movements. It is usually preferable to have the document holder positioned alongside the screen or directly in front and below the screen for constant referral.
13. The lighting of the building is also an important consideration. Natural light should always be preferable for use with DSE users. A view through a widow has an additional advantage, allowing the user to relax the eye buy focusing on a distant object.
14. Where artificial lighting is used, the primary considerations are first that the conditions should create a satisfactory working environment, with an appropriate contrast between the background and the screen, and secondly that the lighting and work station should be co-ordinated to prevent reflection and glare.
15. If reflection and glare can not be avoided then the provision of screen filters or direct sunlight blinds may be necessary.
16. A very effective way of preventing the problems associated with the use of DSE is in the job design. If an individual has to mix tasks during each working day, from answering the telephone, walking to another building, photocopying, making a cup of tea, or attending meetings then it is unlikely that problems will develop, as (ULD) usually occur in persons who are continuously operating keyboards without rest periods.
(Appendix C).
ELECTRICITY AND ELECTRICAL EQUIPMENT AND SUPPLY
1. Electricity is a vital part of the everyday work environment, operating many pieces of equipment without which the modern day workplace would not function.
2. Electricity if properly used is safe, but if it is abused can be deadly. All items of electrical equipment should only be used for the purpose they were designed for. Misuse can lead to accidents.
3. Do not overload electrical sockets. The use of adapters should be discouraged and a suitable number of plugs and sockets should be provided.
4. The main supply board should be fitted with a residual current circuit breaker capable of detecting any Earth leakage.
5. When staff open up machines for purposes such as replacing toner or refilling paper, the machine in question must be electrically isolated.
6. Any attempts at electrical repair by employees is prohibited. Incorrect repair can have fatal consequences. Any faulty equipment must firstly be isolated and then reported to your line manager or supervisor. The appliance must be repaired by a competent person. Faulty or damaged cables, plugs, sockets and insulation, can also have tragic consequences. These problems should also be reported and the offending item isolated before it is repaired by a competent person.
7. It is the responsibility of the Facilities Manager to ensure that all electrical equipment used within the working environment is tested and examined by a competent person on a regular basis. A record of each inspection should be kept and procedures instituted to ensure faulty equipment is competently repaired. These inspections should also include items such as portable appliances which may have been sourced from an employee’s home.
8. There are some minor works which are usually undertaken in the home environment which could quite competently be undertaken within the office environment. Examples may include changing a light bulb or changing or fitting a 13-Amp plug. Some persons may not, however, be competent to undertake these tasks and should not attempt these simple tasks without instruction from a member of staff who is competent.
9. Staff should also be aware that plugging in and withdrawing mains plugs should not be undertaken when ‘under load’, i.e. when the equipment is running, as this can produce arcing as the plug pins break contact with the socket contacts, degrading the contact area. Cumulative degradation of the contact area can build up a resistance, which can produce enough heat to cause a fire. All electrical equipment should be switched off before plugging in or removing the plug.
10. Electrical leads should not be left trailing across floors as they pose a tripping hazard and cable can be damaged. All leads that do run across routes should be covered with ‘walkover’ covers.
11. Employees should inform their supervisor or manager of any electrical equipment which may be faulty or is damaged in any way. The employee should immediately cease using the item.
(Appendix D).
EMPLOYMENT POLICY
1. The organisation has a general duty under the Health & Safety at Work (Jersey) Law 1989 to provide instruction, information and training to all employees.
2. The States of Jersey Police must ensure that adequate records are kept relating to training and health records as required by statute law. The employer must keep a comprehensive record of all training given to staff and keep details of where they worked and what activities were carried out.
3. The States of Jersey Police has to ensure that the employee is competent to do the job and must make arrangements for health surveillance to be conducted prior to the employee starting work.
4. The States of Jersey Police does not discriminate and believes that employment opportunities and training opportunities will be made available to all.
Temporary and Casual Staff
5. Temporary employees working under a fixed term contract are classed the same as employees. Casual workers who do not have a contract with the employer are for the purpose of the law not employees. However, the States of Jersey Police will owe them a duty of care.
6. The States of Jersey Police will take the necessary measures to ensure the health and safety of any temporary and casual staff in its employment.
7. Any problems connected with temporary or casual staff should be reported to the Facilities Manager so that remedial action can be taken.
8. Temporary staff. The information required to be provided to any person whom the States of Jersey Police has employed under a fixed term contract must include the following:
- The qualifications and skills received to do the work and do it safely.
- The health surveillance to be provided to the temporary worker under statutory provisions.
- The risks to health and safety identified by workplace assessments.
- Any preventive measures to be taken.
- Safe working procedures.
- The identity of the competent person taking charge during an emergency.
- Any risks notified to the States of Jersey Police arising from a shared workplace.
9. As with new staff, temporary or casual employees will be unaware of the States of Jersey Police procedures. There will be a need for them to undergo a certain amount of induction training, though not as extensively as for permanent staff. They should be made aware of the existing emergency procedures and the action to be taken should an emergency situation arise.
10. Safety training should cover topics similar to those included on the induction course. Additional topics that could be dealt with include:
- The work area. What the States of Jersey Police does, what part of the process or system the employee fits in to, and what the employee will be expected to do while at work.
- System of work. Location of the work area, process information or machinery operation instructions.
- Personal protective equipment (PPE). Types available. The employer should supply all personal protective equipment and give basic instruction as to how, when and where it should be used.
- Health surveillance. The employee must be provided with information on any health surveillance that may be required under statute law.
- Site safety rules. In order for temporary workers to conform to site procedures, site rules must be brought to their attention and in particular any safety rules relating to their department or work area.
11. The States of Jersey Police must ensure that the temporary worker is competent to do the job or, in the case of a casual worker, provide adequate supervision to ensure that basic safety requirements are complied with.
12. Ignoring the safety of temporary staff indicates a lack of attention to the maintenance of the States of Jersey Police safety standards. Depending on the employee’s length of service the training must be followed up to ensure that it has been understood and is being followed.
- Ensure that all temporary employees are competent to undertake the task which they have been contracted to do.
- Ensure that all temporary and casual staff are provided with information to enable them to work safely.
- Supply information as required to employment agencies.
- Ensure that the employee understands the States of Jersey Police systems of work and the action to take in the event of an emergency.
- Keep records of all information and training given to temporary and casual employees.
- Where necessary, conduct health surveillance on temporary and casual staff prior to commencement of employment.
Disabled Staff
13. The Health & Safety at Work (Jersey) Law 1989 requires employers to exercise a general duty of care towards all their employees. Most disabled employees neither need nor seek safety systems beyond those in place for the workforce generally.
14. The Occupational Health provider will assess and advise on health and safety concerns relating to individual employees where more complex problems arise. In practice, the duty of care extends to ensuring that disabled people are not exposed to workplace environments that are hazardous as a consequence of the particular disability (such as requiring a deaf person to work in a situation where reacting to sound is an important factor in personal safety).
15. An employer must give special attention to the integration of a disabled employee within the overall workforce. Although health and safety standards are never compromised by employing disabled people, there may be a requirement to provide information or instigate training for other staff to ensure that both routine and emergency practices work effectively.
16. The States of Jersey Police aims to provide full and fair opportunity for employment for disabled applicants and to ensure, through training and practical assistance where required, their continued employment and promotion. Employees who become disabled will be accorded every possible opportunity for maintaining their position or for retraining if appropriate.
17. The States of Jersey Police Health and Safety policy has been prepared to ensure a safe and healthy environment for all employees. It recognises that those employees who require extra equipment, facility or assistance, both routinely and in an emergency, will have such needs met.
(Appendix E).
FIRST AID, REPORTING OF ACCIDENTS AND DANGEROUS OCCURRENCES
1. First Aid facilities will be clearly marked and all staff should be made aware of the position of First Aid boxes.
- Management is responsible for ensuring that all accidents are recorded on a “Report of an incident/accident/injury at work” form.
- The Facilities Manager should if the report warrants it:
- Take appropriate, dated photographs,
- Take written, signed statements from witness, write an account of the events, and hold a copy for inspection.
- The Facilities Manager is responsible for purchasing the necessary stocks of First Aid supplies.
(Appendix F).
FIRE AND EVACUATION
1. Employees are to familiarise themselves with the location of the fire points and evacuation procedures displayed within their departments. The procedures are to be obeyed at all times.
2. Periodic tests of the evacuation procedures and sounders will be conducted.
3. Action to be taken in the event of a fire:
- If the fire is minor, and you are trained, it should be extinguished using an appropriate extinguisher only after the alarm has been raised and where this does not put the individual at risk.
- Shout FIRE! Run through the building to the nearest exit shouting FIRE!
- Evacuate the building and report to the assembly point.
- Close all doors behind you as you leave.
- DO NOT RE-ENTER THE BUILDING UNTIL INSTRUCTED TO DO SO BY A PERSON AUTHORISED TO GIVE THIS PERMISSION.
4. Following a fire drill or a genuine fire, the Facilities Manager is to assess the effectiveness of the procedures set up to deal with the emergency and report his findings to the Health and Safety Committee.
5. To prevent fires from occurring, employees must ensure they keep their workplace clean and tidy and keep to a minimum the build up of combustible materials.
6. Waste materials must be disposed of correctly and regularly. If employees are concerned that current disposal arrangements are unsatisfactory they should report it to their management.
7. Employees should also avoid activities which increase the risk of fire. Examples would include overloading electric circuits, leaving open tins of thinners or other flammable substances in work areas, smoking in non-smoking areas, or misusing plant substances and equipment. Employees should report anything of concern to their management.
8. All departments, if manpower allows, should have a designated Fire Marshall and Deputy Fire Marshall to cover for holidays/sickness.
(Appendix G).
FLOORS, PASSAGEWAYS AND STAIRS (Access and Egress)
1. A considerable number of accidents are caused by slips, trips and falls, as a result of inadequate floor, passageways and stairs.
2. Floors, passageways and stairs should be of sound construction and be regularly maintained to ensure they are not tripping hazards. Trips and falls can occur when a carpet edge is not secured or is loose on a stair nosing. Missing floor tile or uneven stairs are also a hazard.
3. Floors, passageways and stairs should be kept free of obstruction where access or egress is required at any time.
4. The surface of floors, passageways and stairs should be clean and free of spillages or slippery surfaces.
5. Trailing cables should not be left across floors, passageways and stairs as these also pose a tripping hazard.
6. All floors, passageways and stairs should be adequately lit to allow safe movement across them.
7. As part of an overall safety strategy, floors, passageways and stairs should be regularly inspected to ensure that the above is adhered to. It is vital to help safe access and egress in the event of a fire.
8. When an employee or a customer slips, trips or falls, it should where possible be brought to the attention of Management so that remedial action (where necessary) can be put into place. And accidents should be recorded and the necessary notification procedures should be put into place. See section on First Aid and reporting procedures.
(Appendix H).
HAZARDOUS SUBSTANCES
1. There are as many as 40,000 substances that can affect the health of a human being. These substances can have an immediate effect on health (acute) or can have a long term adverse effect (chronic).
2. By law, manufacturers have to put a symbol on the packaging of all harmful substances, and some basic information. They have also to make available on request a hazard sheet giving a full range of information. These hazard sheets should be sought from the manufacturer so as to provide additional information to users within the company as well as customers.
3. Management have to eliminate or reduce the possible effects of these substances on an individual. To achieve this control a proper assessment is essential, and it may involve any or all of these considerations:
- Eliminate the substance or process.
- Substitute by using a safer substance or process.
- Isolate dangerous process from operators.
- Enclose the process to prevent or reduce exposure.
- Use local exhaust ventilation.
- Provide general ventilation.
- Maintain good housekeeping to avoid accidental contact.
- Minimise time of exposure, or number of employees.
- Provide instruction and training.
- Provide personal protective equipment.
- Emergency measures.
4. A proper assessment will also include such considerations as fire risk, effect on those not employed by the company, sealing and storage at the end of the working day, and the correct disposal of cartons or containers.
5. The human body can suffer if these substances are either swallowed, inhaled, taken in through the skin or through contact.
6. Each employee who works with one or more hazardous substances must be informed of the potential harmful effects and take appropriate action to ensure that the risks to his health are as low as possible. Management must ensure that the correct procedures are followed.
7. Subcontractors may come to site to undertake specialist work. Employees are required to comply with all signs and barriers restricting movement into contaminated areas.
8. When required to wear personal protective equipment to eliminate or restrict the effects of harmful substances, each employee must comply with that instruction and ensure that due care is taken of such items of equipment.
9. The potential harmful effect of substances can be exaggerated when working indoors or in restricted areas. Local and general ventilation should be provided where necessary.
10. Employees should also consider sealing and storing the hazardous substances at the end of the working day, and the safe method of disposing of the empty container. Any problems associated with these matters should be brought to the attention of the site management.
11. Hazard sheets for these substances should be available for customers should these be requested.
(Appendix I).
MANUAL AND MECHANICAL HANDLING
1. In the course of your employment you may be required to lift, lower, push or pull heavy or awkward loads, sometimes in restricted areas.
2. These actions, if not correctly performed, may lead to short term or long term injury. In more severe cases it may shorten working life and cause permanent pain and misery, as well as reduced income for the individual.
3. The Manual Handling Regulations, recognising this hazard, set out guidance to be followed which will reduce or eliminate the risk.
4. If you are asked to handle a load, undertake your own appraisal of the task as follows:
- Assess the weight, the environment, the distance involved and your own capability
- Can the load be sub-divided into lighter components?
- Can the load be slid or rolled rather than lifted? Use of chutes, levers and other aids.
- Can a work mate help you with the task?
- Is the load of such a weight, size, and in such a position, that machinery should be brought in to undertake the task? If, in your opinion, this is the case, you should express your views to a superior who will make his own assessment of the task, and take appropriate action.
5. There may be cases where the assessment will indicate that mechanical or automotive measures should be taken, and in these cases the employer may be required to provide training.
6. Ergonomics is the science of body movement. There are recognised principles for the use of the muscles and limbs of the body when lifting.
- Straight arms.
- Straight back.
- Bent legs.
- Weight close to the body.
7. The States of Jersey Police will also undertake regular assessments of manual handling within the organisation.
8. Packages which require manual handling will be in sizes which can be safely handled. Examples would include reducing bagged materials to 25 kg.
(Appendix J).
SITE WORK
1. All contractors working for the States of Jersey Police must be made aware of the special requirements peculiar to the various departments and must programme their works accordingly.
2. Each of these working environments will have its own particular type of risks which will need to be recognised and catered for.
3. The following range of personal protective equipment should be provided and worn by individuals where appropriate:
- Safety footwear.
- Hard hats.
- High visibility vests.
- Disposable overalls.
- Gloves.
- Hearing protection.
4. It is the employee’s duty to conduct himself and his working practices in a safe manner and to select and use the correct type of protection relevant to the circumstances.
(Appendix K).
STORAGE
1. Storage of materials must be well organised and managed to ensure the health and safety of staff using the facility.
2. The storage facilities should take into account the following:
- Emergency exits should be clearly marked and any emergency exit doors unlocked during the working period. All emergency exits should be kept clear and free of material.
- The floors should be flat and unobstructed.
- Storage areas should also be clearly marked.
- Staircases and ramps used for access should be provided with a hand rail.
- All floors should be designed to take the load which is placed upon them. Mezzanine floors should be clearly marked with the safe load which can be placed upon them.
- Effective provision for heating will be made where practicable within the work areas. Where it is not practicable, such as outdoor storage areas, then adequate provision will be made in an area to allow staff to warm themselves.
- Sufficient lighting will be provided to allow work to be carried out safely.
- Fixed electrical installations in stores will be installed, designed, constructed and maintained in accordance with the current IEE wiring regulations. Where it is necessary to store certain substances such as LPG or other flammable liquids or dusts, it will be necessary to take into account the provision of special electrical systems.
3. The storage and racking systems used in the stores must be suitably designed, constructed and maintained to ensure the safe storage of the materials placed upon them. The method of storage of various items will depend on the shape, fragility and composition of the item stored. The appropriate method must be chosen for each item. Materials should be prevented from falling from racks through the use of appropriate wrapping or other approved containment system.
4. Suitable access must be provided for staff to check shelves or other high-level storage areas.
(Appendix L).
TRAINING
1. Training plays an essential part in the effective development of human resources. Constructive training will enhance performance of individuals and thereby improve productivity. A trained employee is able to work confidently, knowing and understanding what the work involves, why it is being carried out and how it should be done in safety.
2. The word ‘training’ is commonly used to describe almost any kind of instruction, but the true definition is more far-reaching. The Oxford English Dictionary defines training as “to bring the person to a desired state or standard of efficiency” or “to teach and accustom”. To achieve these criteria one must provide sufficient instruction and practice to enable the trainee to understand the purpose of the desired standard or action and to achieve this satisfactorily.
3. ‘Competence’, as defined in the Oxford English Dictionary, means “the ability to do”. Training is consequently an integral part of achieving competence.
4. The purpose of training for competence is, therefore, to bring the person to a desired standard of practice or level of understanding to enable a task to be carried out effectively and in safety.
5. For training to be effective it must be integrated with the organisation’s arrangements for recruitment, appointment, transfer and promotion. Training needs should be based on task analysis and must take account of the learning capabilities of the individual and level of expertise required by the employer. Consideration must also be given to updating or reinforcing the skills of all employees.
6. Training is fundamental to the achievement of an ever-improving safety standard. To this end, a safety training programme for all levels of management and employees will be developed and maintained to ensure awareness amongst all persons employed by the organisation of their responsibilities relating to the Health & Safety at Work (Jersey) Law 1989 and all associated legislation, and all other associated legislation.
7. The States of Jersey Police will ensure that all new employees will receive induction training, which will include information and instruction on the following:
- Legislation governing the operation of the States of Jersey Police and details of the organisation’s Health and Safety policy.
- Welfare facilities and working arrangements available within the premises.
- Identification of hazards inherent in the workplace.
- Fire and evacuation procedures and fire extinguisher training.
- Manual handling techniques.
8. ‘On the job’ training will be conducted for Health and Safety, which will include specific instruction regarding the dangers which are likely to be encountered on a daily basis.
9. Specialised training will be given as and when identified or required.
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