P.J. HEGARTY & SONS SAFETY STATEMENT

Transcription

1 P.J. HEGARTY & SONS SAFETY STATEMENT Re-issued Peter Carey Liam Bennett Revised and updated following review Peter Carey Liam Bennett Revised and updated for new Regulations Peter Carey Emer Noud Revised and updated for new Regulations Peter Carey Emer Noud Revised and updated for new Regulations Peter Carey Colum Byrne Revised and updated to 2005 Act Peter Carey Colum Byrne Revised and updated Peter Carey Colum Byrne Revised and updated Peter Carey Colum Byrne Reviewed / reissued unchanged. Peter Carey Colum Byrne Issue for implementation 0 Date Issue Reviewed By Reviewed by Rev. Page 1 January 2012

2 Contents: PART I GENERAL POLICY STATEMENT GENERAL STATEMENT OF POLICY AMENDMENT PROCEDURE SAFETY MANAGEMENT SYSTEM DOCUMENTATION SMOKE FREE WORK PLACE POLICY LANGUAGE EQUAL OPPORTUNITY DIGNITY IN THE WORKPLACE PSYCHOLOGICAL HAZARDS Alcohol & Drugs Policy Workplace Intimidation, Harassment and Bullying Policy Violence to Employees Critical Incident Stress Work Related Stress PREGNANT EMPLOYEE POLICY DISCIPLINARY PROCEDURES PART II RESPONSIBILITIES STATEMENT OF PERSONAL RESPONSIBILITIES OVERALL RESPONSIBILITIES COMPANY BOARD OF DIRECTORS RESPONSIBILITIES OF HEALTH & SAFETY MANAGER RESPONSIBILITIES OF CONTRACTS MANAGER / PROJECT MANAGER RESPONSIBILITIES OF SITE MANAGERS, SITE AGENTS & SUPERVISORS RESPONSIBILITIES OF SAFETY OFFICER / ADVISOR DUTIES OF EMPLOYEES RESPONSIBILITIES OF SUB-CONTRACTORS AND SELF-EMPLOYED PERSONS ACCIDENT REPORTING ACCIDENT REPORTING PROCEDURES DANGEROUS OCCURRENCE AND NEAR MISS REPORTING EMERGENCY PROCEDURES PROCEDURES ON DISCOVERING A HAZARDOUS SPILLAGE FIRST AIDER FIRST AID FACILITIES SAFETY REPRESENTATION & CONSULTATION TEMPORARY WORKS DESIGN YOUNG OR INEXPERIENCED WORKERS OFFICE SAFETY TRAINING PREVENTATIVE PROCEDURES Safe Access / Egress Ladders Scaffolding Boards and Planks on Working Platforms Inspection of Work Equipment Excavations Falsework / Formwork Concreting Roofwork Transport, Earthmoving and Materials - Handling Machinery Cranes & Lifting Equipment Platform Hoists / MEWPs Structural Steelwork Erection Machinery Electricity Page 2 January 2012

3 Cartridge Operated Tools Abrasive Wheel Machines Pneumatic Tools Fire Noise Vibration Health / Hazardous Substances Manual Handling of Loads Security Visual Display Units (VDU) Protective Clothing / Equipment Welfare Health Surveillance Company Vehicles Driving for Work PART III GENERAL PRINCIPLES OF PREVENTION PART IV LIST OF GENERAL HAZARDS AND PREVENTATIVE PROCEDURES HAZARD & RISK ASSESSMENT NON-EXHAUSTIVE LIST OF HAZARDS & RISKS General Site Hazards Demolition Piling Excavation / Groundworks Concrete Work Confined Spaces Plant, Tools & Equipment Electricity Welding Working at Height Chemicals Office Environment Psychological Hazards Tarring/ Bitumen PART V SITE SPECIFIC PACKAGE PARTICULAR SITE RESPONSIBILITIES SCHEDULE OF SITE HAZARDS Page 3 January 2012

4 PART I General Policy Statement. 1.0 General Statement of Policy It is policy of P.J. Hegarty & Sons to comply with the relevant Safety Health & Welfare at Work Legislation as a minimum, particularly the Safety, Health & Welfare at Work Act 2005, (SI 10 of 2005); the Safety, Health and Welfare at Work (General Application) Regulations 2007, (SI 299 of 2007) and the Safety, Health & Welfare at Work (Construction) Regulations 2006 (SI 504 of 2006). To ensure, so far as reasonably practicable the managing and conducting of our work activities in such a manner as to ensure the safety, health and welfare at work of our employees and to prevent any improper conduct likely to put the safety, health or welfare of our employees and others at risk. P.J. Hegarty & Sons will provide such information, training and supervision, needed for this purpose. Persons not employed by this company who may be affected by our activities shall be protected, so far as is reasonably practicable. All employees, including sub-contractor employees and self employed persons, have the responsibility to co-operate with supervisors and managers to comply with statutory provisions and to achieve a healthy and safe workplace for themselves and others affected by their work. The company will consult with our employees on matters of safety, health and welfare and ensure that they are notified of and understand their specific duties under current legislation. The allocation of duties for safety matters and particular arrangements to implement the policy are set out in this company safety statement. The company aims to continually improve its health, safety and welfare practices, in line with changing legislation and best practice procedures. This Safety Policy and the Safety Statement will be updated to allow for these changes and other circumstances to ensure operational effectiveness. This Statement is distributed to all Contracts Managers, Agents, Site Managers and designated Supervisors and shall be available at locations where this company carries on business. Page 4 January 2012

5 1.1 Amendment Procedure. In order to keep this Safety Statement relevant to the company s activities, changes can be instigated by any employee to the Safety Manager, who will review the contents at least annually and where changes are proposed, these are referred to the Board of Directors for approval before the Safety Statement is re-issued. The Safety Manager will update the master copy on the computer system and distribute copies to company offices and sites. A History of review and reissue is listed on the front cover of this document. 1.2 Safety Management System Documentation. In response to the requirement of the Safety Health & Welfare at Work Act 2005, P.J. Hegarty & Sons have prepared this Safety Statement covering all aspects of the Company s Safety Management System. As a large Construction Contractor, our various work sites are controlled by this Safety Statement, in the first instance and supplemented by either a Site Specific Safety Statement or in the case where we have been appointed as Project Supervisor for the Construction Stage (PSCS), a Construction Stage Safety & Health Plan. In addition, these documents are backed up by specific Method Statements and risk assessments which form the Site Safety Pack. 1.3 Smoke Free Work Place Policy It is the policy of P.J. Hegarty & Sons that all of its workplaces are smoke-free and that all employees have a right to work in a smoke-free environment. Smoking is prohibited throughout all workplaces in accordance with legislation. This policy applies to all employees, consultants, contractors and visitors to our workplaces. Implementation. Overall responsibility for policy implementation rests with the person in charge of the workplace. All staff are obliged to adhere to, and facilitate the implementation of this policy. The person in charge shall inform all existing employees, consultants, contractors, of the policy and their role in the implementation and monitoring of the policy. All new and prospective employees shall be given a copy of this policy on recruitment / induction by the person in charge. Policy Regarding Infringements. Infringements by staff will be dealt with, in the first instance, under employee disciplinary procedures. Employees, consultants, contractors, visitors to our workplaces who contravene the Law prohibiting smoking in the workplace are also liable for prosecution. 1.4 Language English is the first language used by the company and all documentation, reports, site signs etc. will be in English. Each contractor must ensure that their employees understand all instructions given to them and it is the employee s responsibility to ask if they do not understand an instruction given or any health and safety requirement. Each employer has a statutory responsibility to ensure that training, instruction and supervision is given in a language that is understood by the employee (Safety, Health & Welfare at Work Act 2005: Section 10). Each employer of non-english speaking operatives must ensure that at least one member of each foreign language work group (up to a maximum of 10 persons) is able to interpret for his work colleagues and is present on site at all times, including induction, toolbox talks and other site based training events. 1.5 Equal Opportunity. P J Hegarty & Sons is committed to equal opportunity of employment and all employment decisions will be based on merit, qualifications and abilities regardless of race, colour, national or ethnic origin, religion, sex, marital status, family status, sexual orientation, disability, age or membership of the travelling community or other protected status according to applicable current Page 5 January 2012

6 laws. The policy applies to all terms and conditions of employment including compensation, promotions, training and development and benefit entitlement. All of our employees are required to support our Equal Opportunity Policy. (See Section 3 of the Employee Handbook). 1.6 Dignity in the Workplace. P.J. Hegarty & Sons commit to working together to maintain a workplace environment that encourages and supports the right to dignity at work. All who work here are expected to respect the right of each individual to dignity in their working life. All will be treated equally and respected for their individuality and diversity. Bullying in any form is not accepted by us and will not be tolerated. Our policies and procedures will underpin the principles and objectives of this charter. All individuals, whether directly employed or contracted by us, have a duty and a responsibility to uphold this Dignity at Work Charter. Supervisors and managers have a specific responsibility to promote its provisions. Bullying, harassment or any form of discrimination will not be tolerated and is subject to disciplinary action. Any instances reported to management will be investigated under the grievance / disciplinary procedure as outlined in our Employee Handbook. 1.7 Psychological Hazards. The company acknowledges the duty of care to provide a safe working environment for employees who may experience the following; 1. Intoxicant Addiction (defined as drugs and/or alcohol). 2. Workplace Intimidation, Harassment or Bullying. 3. Workplace Violence (Assaults on staff). 4. Critical Incident Stress (following serious incident or traumatic event). 5. Work Related Stress. Where the company is made aware of such hazards, either through notification by the employee concerned or observation by their manager, the company will work with the employee where appropriate to minimise any personal risks Alcohol & Drugs Policy. P.J. Hegarty & Sons is committed to maintaining a healthy and productive workplace. All employees are expected to share these objectives. It is well known that the use of alcohol and drugs can impair performance at work and can be a serious threat to safety, environment, health and productivity. The company wishes to ensure that all employees recognise this threat and contribute to our efforts to minimise the risk to its staff and business. To achieve this, the following policy has been adopted and is included as part of all employees conditions of employment. The company recognises that alcohol and drug dependency are treatable conditions. Employees who feel that they may have such a dependency are encouraged to seek medical advice and undergo treatment promptly. It should be understood that by seeking help, an employee will not place his / her employment in jeopardy, although in certain circumstances alternative work may be considered. It is strictly prohibited to be at work while being impaired by alcohol or drugs. The illicit use of legal drugs or the use, possession, distribution or sale of illegal drugs on company business or locations is strictly prohibited. The Company may test for drugs prior to initial employment. Page 6 January 2012

7 Employees may be required to submit with cause to alcohol and drug testing where good reason exists to suspect alcohol or drug impairment or abuse. Dismissal may occur in the following circumstances: Failure to comply with the implementation of this policy. Failure to comply with the appropriate rehabilitation procedures. The use, possession, distribution or sale of illegal drugs on Company business or locations. The use or possession of alcohol at Company locations, unless previously authorised and in the use or possession of alcohol in safety or environmentally sensitive positions. In addition to Company employees, this policy will apply to contractor staff where they are employed in safety or environmentally sensitive positions Workplace Intimidation, Harassment and Bullying Policy. As part of our commitment to the fairness, dignity and respect to each employee, this Company will not tolerate any form of intimidation, harassment or bullying. Any instances reported to management will be investigated under the grievance / disciplinary procedure. The Company acknowledges the right of all employees to a workplace and environment free from any form of intimidation, harassment, including sexual harassment, or bullying. Each member of staff has an obligation to be aware of the effects of their own behaviour on others. Any instances of intimidation, harassment or bullying will be dealt with in an effective and efficient manner. In cases where the behaviour is proved to be repeated and consistently causing unnecessary stress and anxiety, this will be considered gross misconduct. The Company reserves the right to use the disciplinary procedures up to and including dismissal. As part of this Company s Code of Conduct, it is imperative that all staff and contractors respect the dignity of every colleague. Please consider the multi-cultural beliefs of all of your colleague s regarding your code of conduct with particular reference to remarks, dress code, position, s and anything which may cause offence to a person s gender, marital status, race, religion, family status, age, sexual orientation, member of the travelling community or disability. This policy is detailed in Section 3 of the Employee Handbook Violence to Employees. Assault or violence to any employee will not be tolerated. Any incidents must be reported to management immediately and this incident will be thoroughly investigated. Such incidents will be considered gross misconduct and he Company reserves the right to use the disciplinary procedures up to and including dismissal. Such instances may also be considered as criminal acts and the Company will assist the Garda Síochána in any enquiries Critical Incident Stress Following a serious or traumatic incident at work or where a fellow worker is seriously injured at work, those closely associated may need to talk through their experience as soon as possible after the event. The company realises that individuals will react differently and have put in place the services of a specialist counsellor to assist employees. Any employee who wishes to avail of this facility is encouraged to approach their immediate manager, any manager or director. All enquiries will be dealt with sensitively and in strict confidence Work Related Stress. The company accepts that some work activities have the potential to cause stress, particularly at busy times. Care is taken in recruitment policy to ensure each person s workload is reasonable. Any employee with clear stress-related problems will receive appropriate counselling and help. However, it is understood that this is not an alternative to Page 7 January 2012

8 looking at the cause of the stress and, if work related, to seek to alter the structure and working arrangements of the job, where practicable. Following action to reduce the risks, they shall be reassessed. If the risks remain unsustainable by the employee concerned, efforts will be made to reassign that person to other work. 1.8 Pregnant Employee Policy. The Safety Manager or Human Resources Manager will carry out a risk assessment of the tasks the employee undertakes as part of her normal duties on notification of her pregnancy in accordance with Part 6, Chapter 2 of the Safety, Health & Welfare at Work (General Application) Regulations This applies to all employees who are either pregnant or are breast-feeding and have given birth in the last 26 weeks and have notified the company of their condition. Where the risk assessment reveals a risk to the pregnant or breast-feeding employee and it is not possible to ensure their safety or health through preventative means, the company will either alter their working conditions or hours to avoid such risks 1.9 Disciplinary Procedures. (Extract from Section 9 of the Company Employee Handbook 2010) Introduction These procedures are designed to encourage all employees to achieve and maintain high standards of conduct and job performance. An employee s overall work record may be considered by the Company in determining what discipline should be imposed in a particular case. In any event, the Company will determine what the facts are, whether discipline is warranted, and what level of discipline is appropriate. Lesser forms of discipline may include verbal or written warnings, suspension, demotion, etc. The Company reserves the right to take disciplinary action against any employee for failure to reach the required standards of conduct and work. This includes dismissal in serious cases. If you feel you have been unfairly treated, we encourage you to use the grievance and complaint procedure. Disciplinary Procedures 1. At every stage of the disciplinary procedure you will be advised of the nature of the complaint against you and will be given an opportunity to state your case before any decision is made. 2. No action other than suspension (with or without pay at the Company s discretion) will be taken against you until the case has been investigated. 3. You have the right to appeal against any disciplinary action taken against you by informing the Human Resources Manager in writing within seven days of receiving a decision. You will be entitled to attend a hearing to discuss your appeal. Your appeal will be heard by the appropriate Supervisor whose decision will be final. 4. You will have the right to be accompanied by a work colleague or other representative during your disciplinary interview or appeal. Procedures Stage 1 - Verbal Warning If an employee s performance is consistently below standard or if an employee commits a breach of conduct, a formal verbal warning will normally be issued. The verbal warning will be issued advising the employee of the specific aspect of performance or conduct which is below standard together with the improvement required and the time scale for improvement. This will be recorded and remain on the employee s record for a period of six months. Stage 2 - First Written Warning A written warning will be issued to the employee where the circumstances warrant it or where there is insufficient improvement resulting from the verbal warning. The warning will state the Page 8 January 2012

9 specific aspects of their conduct or work performance that is below standard and the improvement required and the time scale therefore. The employee will also be advised of the consequences that will result if further breaches of conduct occur or if there is insufficient improvement in performance This will be recorded and remain on the employee s record for twelve months. Stage 3 - Final Written Warning A final written warning will be issued to the employee where the circumstances warrant it or where there is insufficient improvement resulting from the first written warning. The employee will be advised of the consequences that will result if further breaches of conduct occur or if there is insufficient improvement in performance. A copy of this will be kept on record for two years. Stage 4 - Dismissal If there is no further improvement or if an act of gross-misconduct is committed, dismissal will normally result without additional warning. It is not necessary to go through all stages in each case. The stage at which the Company implements this procedure will depend on the Company s view of the seriousness of the alleged misconduct. Each case will be treated on its own merits. Examples of gross misconduct are likely to include the following; - Alcohol or drug misuse, theft, continued poor attendance, wilful destruction of Company/Residents/Client s property, mis-use of system, gross insubordination, failure to obey any reasonable instructions, smoking in non-permitted areas, breach of trust or confidence or any breach of the Company s health and safety policy. It should be stressed that this list is not exhaustive but simply sets down examples of conduct which may be treated as amounting to gross misconduct. If you are in any doubt as to the meaning of any of the items contained in this list then it is your responsibility to ask your Manager or the Human Resources Manager for a further explanation Site Project Disciplinary Procedures. The project disciplinary procedures are in line with the company s disciplinary procedures and outlined in the project site specific Safety Statement / Health and Safety Plan. On site, the disciplinary decision will be made by the Project Manager. All Contract Managers have the power to send off site any individual who is acting in a way, which is dangerous to himself or others. Page 9 January 2012

10 PART II Responsibilities. 2.0 Statement of Personal Responsibilities. It is the strict duty of employees at all levels, to comply with the Company Safety Statement and to carry out their responsibilities as detailed in this document and in accordance with statutory regulations. Members of this organisation with specific responsibilities for safety, health and welfare must ensure that these responsibilities are properly delegated in their absence. 2.1 Overall Responsibilities. 1. Overall responsibility for Safety, Health and Welfare in this company is that of the Managing Director. 2. Consultation on all Safety, Health and Welfare matters in this company is the responsibility of the Managing Director. 3. The Managing Director shall delegate specific responsibilities to the company management personnel. As new projects commence the names of responsible persons will be identified. 4. The Contracts Director is responsible for this policy being carried out at our building sites. 5. The Company Secretary is responsible for this policy being carried out at company headquarters and offices. 6. Management and supervisory personnel shall be responsible for ensuring the policy is adhered to and implemented on all work sites and other work places. 7. The Director with responsibility for Health & Safety is responsible for ensuring that this policy is carried out with regard to consultations, safety training, safety inspections, investigating accidents, monitoring and maintenance of the Safety Policy and advise management on all matters relating to Safety, Health and Welfare. COMPANY BOARD OF DIRECTORS Main Board Managing Director J. Hegarty Financial & Company Secretary C. Cronin Contracts / Administration Quality/ Training M. Daly / D. Stanley Contracts/Safety L Bennett Contracts/ Plant S. Carrigy Contracts / Small Works 1 12ABCDEF32 D O'Grady Surveying D O'Brien Corporate Development P Hegarty Regional Directors South East Mid West T Healy Contracts D. Gilligan Estimating K. O'Brien Contracts J Curtin Commercial / Surveying M O'Toole Commercial / Surveying Page 10 January 2012

11 Safety Responsibilities John HEGARTY Direct Labour Safety is the responsibility of everyone Page 11 January 2012

12 2.2 Responsibilities of Health & Safety Manager 1. Provide advice, guidance and instruction in all health & safety matters to management, safety representatives and employees (including sub-contractors where appropriate). 2. Regularly review and update the company Safety Policy and Safety Statement in line with new legislation, as required. 3. Submit a monthly report to the Board of Directors. 4. Ensure that project specific Health & Safety Plan including Risk Assessments specific to the work is drawn up prior to the commencement of work. 5. Advise management on training requirements and courses available. 6. Review site audit and inspection reports, suggestions, complaints and requests for information with follow up action. 7. Carry out accident investigation in conjunction with site management and safety officers. 8. Ensure that all accidents are reported, recorded and investigated and that suitable notification is given to the Directors, Health & Safety Authority and Insurers as required. 9. Compile accident statistics for the Board of Directors. 10. Liaise with the Health & Safety Authority, Main Contractors and Clients where required. 11. Prepare an annual report on the management of Health & Safety in the company for submission to the Director with responsibility for health & safety. 2.3 Responsibilities of Contracts Manager / Project Manager. Each appointed Contracts Manager / Project Manager will ensure that: 1. Adequate provision of resources for Safety, Health and Welfare are made in planning contracts. 2. Complete the site-specific package for new projects as an addendum to the Safety Statement (Part V) when we are not performing the role of Project Supervisor for Construction (PSCS). 3. The provisions of this policy statement are executed from project inception to completion on site and are reviewed on a regular basis. 4. Site Managers and Supervisors under the manager s control will implement this policy and comply with statutory requirements. 5. Training is provided for site managers and supervisors to enable them to effectively carry out their responsibilities with regard to Safety, Health and Welfare. 6. Plant and machinery allocated for each site is in accordance with Regulations and inspected as required. Only personnel over 18 years of age and holders of a valid Construction Skills Certification Scheme (CSCS) card will be allowed to operate such plant and machinery. 7. All personnel recruited for, or assigned to each site, is suitable for and competent to carry out the work required. 8. Training will be provided for employees to carry out tasks, in particular on scaffolding, plant operation, working at height and deep excavations and manual handling of loads. 9. Subcontractors and self-employed persons are made aware of company policy and have confirmed that they will comply. 10. Subcontractors have provided us with their own site-specific safety statement and copy shall be kept available for inspection at or near the place of work. 11. Subcontractors will comply with the requirements as outlined in Section Competent persons required at any time to advise on Safety, Health and Welfare will be brought in, if not available within. 13. Adequate protection is provided on all sites to protect the public and in particular, where children are likely to enter sites, that perimeter hoarding/fencing is provided and maintained. 14. The Project Supervisor appointed for the Construction Stage (PSCS) receives co-operation and is provided with information, as appropriate, including a copy of the Safety Statement, and that any directions of the PSDP (Project Supervisor for the Design Process) will be taken into account, in compliance with current Construction Regulations. 15. The PSCS is provided with information in relation to any death, injury, condition or dangerous occurrence, which is required to be notified to the Health and Safety Authority, under the General Application Regulations. 16. Where P.J. Hegarty & Sons are appointed Project Supervisor for the Construction Stage (PSCS), to develop the Safety & Health Plan for the contract and ensure it is implemented and reviewed at regular intervals throughout the contract. Page 12 January 2012

13 17. Sufficient numbers of Occupational First-Aiders are on site as is necessary, taking account of the size and hazards of the project. 18. Adequate facilities and arrangements for the welfare of employees are provided and maintained in accordance with Part 14 of the Construction Regulations Method Statements based on hazard identification and risk assessment will be prepared for specific high-risk tasks if appropriate to the size and complexity of the project, to ensure a safe system of work. 20. A major accident - emergency plan is prepared, in consultation with the appropriate emergency services, if appropriate to the size and nature of the project. 21. Record and investigate all accidents with a view to preventing recurrence. (Ref. 2.9 Accident Reporting Procedures). 22. Ensure that accident or dangerous occurrence investigation is carried out and documented and corrective actions are implemented. 23. Arrange for the preparation and delivery to the PSDP of information required for them to develop the Safety File in accordance with the requirements of the Construction Regulations. Page 13 January 2012

14 2.4 Responsibilities of Site Managers, Site Agents & Supervisors. Each appointed Site Manager / Agent / Supervisor will: 1. Be familiar with the Safety and Health Legislation and company policy applicable to the work on which you are engaged and insist that the prescribed standards are observed. 2. Ensure so far as reasonably practicable, that safe systems of work are in place. 3. Maintain a tidy workplace. Arrange for regular clean-up periods. Appoint a person responsible. 4. Insist that all persons on site, employees, subcontractors, self-employed and visitors wear safety helmets and other PPE as required. Do not allow anyone to work without complying with this requirement. 5. Ensure that adequate access and egress is provided throughout the site. Segregate vehicle and pedestrian access where possible. 6. Ensure that a safety harness is worn when working where suitable fall protection is not available. 7. Ensure that construction activities will not proceed unless proper safety equipment / clothing has been provided and ensure its proper use by all personnel on site. 8. Ensure all workers on site have received induction training before commencing work and records are kept including valid FAS Safe Pass and/or CSCS card numbers. 9. Make certain that all plant and machinery operators are over 18 years of age and only allowed to operate equipment for which they have been properly trained and certified and hold a valid CSCS card or equivalent acceptable by FAS / HSA. 10. Ensure that machinery and plant, including power and hand tools, are in good condition. 11. Report defects in plant and equipment to the Plant Manager. 12. Ensure that fire fighting equipment is available and replace used or defective equipment. 13. Ensure the safe handling and storage of all tools, plant and materials. 14. Ensure that first aid boxes are provided and properly maintained. 15. Provide good sound scaffolding and platform areas which conform to Construction Regulations and Scaffolding Code of Practice and nominate a competent person or persons for the erecting or dismantling and altering of such scaffoldings and maintain records of inspections at all times (Form GA3). 16. Ensure all ladders are sound, at the correct angle and tied while in use. 17. Ensure all Work at Height equipment is inspected weekly and records of the inspections kept. (Form GA3). 18. Ensure certificates are available and current for all lifting equipment in the work place. 19. Ensure that all power and hand tools are 110 volts. 20. Ensure all on site comply with the site safety procedures and site rules. 21. Ensure that all floor and roof edges are guarded and all openings in floors and roofs are protected or safely covered over as outlined in the Ope Protection procedure. 22. Maintain all safety records on site, i.e. Accident Report Book and CR Forms covering lifting appliances (GA2), Excavations (AF3) and Scaffolding (GA3) (and store for 5 years). 23. Before commencing excavation works, check with Public Utility Authorities regarding underground services, i.e. electric cables, gas, water and drainage pipes, telephone cables, fuel lines, etc. and establish exact location of these services and the precautions necessary to ensure the safety of persons at work and others who may be affected. 24. Ensure that appropriate precautions are taken in respect of any overhead electric cables. 25. Ensure that lighting and ventilation is adequate in all areas where people are working. 26. Show a personal example by wearing the safety equipment provided. 27. Ensure that the site has, where necessary, suitable perimeter fencing to keep children and unauthorised persons out of the site and away from dangers. 28. Ensure that the Project Supervisor appointed for the Construction Stage (PSCS) receives co-operation and is provided with information, as appropriate, including a copy of the Safety Statement, and that any directions of the PSCS will be taken into account, in compliance with the Construction Regulations. 29. Ensure that the PSCS is provided with information in relation to any death, injury, condition or dangerous occurrence, which is required to be notified to the Health and Safety Authority, under the General Application Regulations. 30. Ensure the site is regularly audited and appropriate action is taken following such audits. Page 14 January 2012

15 2.5 Responsibilities of Safety Officer / Advisor. A Safety Officer / Advisor will be appointed to a contract at the Initial contract review meeting. This appointment may be changed by agreement with the Contracts Manager and Safety Manager. Responsibilities 1. Ensure that a copy of the company s Safety Statement is on site and that all staff and employees are aware of its requirements. 2. Monitor all aspects of safety, health and welfare in the company. 3. Advise the Directors and management, on the implementation of this policy and on any revisions required. 4. Carry out weekly site inspections and monthly audits and document findings for management. 5. Advise management on Laws and Regulations which impinge on company activities. 6. Advise on and monitor statutory tests on plant and equipment. 7. Provide for Site Managers / Supervisors, the accident report book and other statutory forms for each site and monitor its use. 8. Investigate and report on accidents / dangerous occurrences or near misses on sites and provide regular reports to the Directors and where appropriate the Managing Director, with advice on remedial action. 9. Recommend training courses to meet identified safety requirements. 10. Liaise with all designated Safety Representatives on matters relating to Safety, Health and Welfare. 11. Monitor compliance with Personal Protective Equipment policy and on type of protective equipment / clothing required. 12. Consult with the Health and Safety Authority when required. 13. Meet the HSA Inspector on visits to the company workplace. 14. Advise the Directors and where appropriate the Managing Director on action required where Improvement, Prohibition Notices or Prohibition Orders have been served on the company. 15. Investigate any reportable accident and advise the Directors and where appropriate the Managing Director on position regarding the injured party, potential claims, insurance or HSA implications. 16. Ensure that first aid boxes are provided and maintained properly. 17. Arrange for training of suitable employees in first aid. 18. Prepare regular reports and audits on the management of safety and health in the company and on performance in endeavouring to reduce the number of accidents and improving safety efficiency on sites. Page 15 January 2012

16 2.6 Duties of Employees. It is the responsibility of all employees of P.J. Hegarty & Sons. 1. To study the sections of the Company Safety Statement relevant to your work activities. 2. 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. 3. Attend training and undergo assessment as required relating to work to be carried out. 4. Having regard to your training and instruction given by your employer, make correct use of any article or substance provided for your use at work for the protection of your safety, health and welfare, including protective clothing or equipment. 5. To ensure you are not under the influence of an intoxicant to the extent that you are in such a state as to endanger yourself or any other person. 6. If required by your employer, submit to any appropriate, reasonable and proportionate tests for intoxicants under the supervision of a Registered Medical Practitioner. 7. Co-operate with your employer and any other person to such an extent as will enable your employer to comply with any of the relevant statutory provisions as appropriate. 8. Not to engage in improper conduct or other behaviour that is likely to endanger your safety or that of any other person. 9. Report to your Supervisor or Employer without unreasonable delay any defect in the plant, equipment, place of work or system of work, or contravention of relevant Statutory provisions which might endanger Safety, Health and Welfare of which you become aware. 10. No person shall intentionally or recklessly interfere with, misuse or damage anything under any of the relevant statutory provisions or otherwise, for securing the Safety, Health and Welfare of persons at work or in connection with work activities. 11. Use correct tools and equipment for the job. Do not use tools, machinery or equipment requiring special training if you have not received such training. Keep tools in good condition. 12. To wear appropriate PPE whilst at work on site and to make proper use of any safety helmet, harness or any other personal protective equipment provided for your safety and health. 13. Employees are encouraged to make suggestions, or raise concerns and are hereby consulted initially on health and safety matters. 14. Develop a personal concern for safety for yourselves and for others. 15. To avoid any action, which would be a source of danger to yourself and/or others. 16. Employees must not carry out any tasks, which they feel they are not competent to carry out or which involves unreasonably high risks. 17. Report all accidents, dangerous occurrences or near misses to your supervisor. 18. No employee shall, on entering into a contract of employment, misrepresent themselves to their employer with regard to the level of training received. 19. If you become aware that you are suffering from any disease or illness likely to expose you or any other person to increased risk of danger in connection with any work activity, you must immediately inform your employer. Page 16 January 2012

17 2.7 Responsibilities of Sub-Contractors and Self-Employed Persons. Contractors are themselves employers in their own right and as such have statutory non-transferable health & safety duties towards their own employees and those who may be affected by their works, irrespective of who the client, PSCS, main contractor may be. All Contractors must comply with their own Safety Statement and Method Statements and the Safety, Health and Welfare of Work Act 2005, the Safety, Health and Welfare at Work (General Application) Regulations 2007, the Safety, Health and Welfare at Work (Construction) Regulations 2006 and all other relevant legislation applicable in Ireland. Before work commences:- 1. All subcontractors must provide P.J. Hegarty & Sons with a Site Specific Safety Statement covering the scope of work and specific to the area where the proposed work will take place on the site. 2. All work must be carried out in accordance with the relevant statutory provisions and taking into account the safety of others on the site and the general public. Subcontractors must take responsibility for safe execution of their own scope of work and supply adequate equipment to ensure a Safe System of Work. 3. Sub-contractors will provide the Project Management with the contact details of the person appointed as their Safety Officer who will inspect the contractor s operations and provide the site Safety Officer with a report. 4. Subcontractors must provide and name experienced and competent safety supervision on site. 5. Assessment of risks associated with any substance, process or work activity on site which will be hazardous to safety, health or environment, must be provided to the Project Management before work commences. Any material or substance brought on site, which has health, fire or explosion hazards must be used or stored in accordance with Regulations and current recommendations. Information must be provided to anyone who may be affected on site. 6. English is the first language on this contract and all documentation, reports, site signs etc will be in English. Each contractor must ensure that their employees understand all instructions given to them by providing an interpreter. It is the employees responsibility to ask if they do not understand an instruction given or any health and safety requirement. 7. No power tools or electrical equipment greater than 110 volts may be brought onto site without written permission. All transformers, generators, extension leads, plugs and sockets must be to the latest British Standard for industrial use and must be in good condition. 8. Any accident, dangerous occurrence, injury sustained or damage caused by sub-contractor s employees must be reported immediately to the Project Management. A detailed investigation is to be carried out and a copy of the contractors report submitted to the site Safety Officer including a copy of any Statutory Report forms required by the Health & Safety Authority. 9. Sub-contractor s employees must comply with the safety instructions given by the Project Management. 10. The Project Safety Officer / Advisor has been appointed to inspect the site and report on Safety, Health and Environment issues. Sub-contractors informed of any hazards or defects noted during these inspections will be expected to take immediate action. 11. All sub-contractors must comply with the requirements of Schedule 3 and 4 in the Safety, Health & Welfare at Work (Construction Regulations) 2006, with regard to the provision of Safe Pass (Safety Awareness) and Construction Skills Training for their employees and must show the valid card to the Project Management before starting work on site. Any employee without the appropriate training card will not be allowed on site. FAS Safe Pass (Safety Awareness) Training Certification. Subcontractors must ensure that their personnel are suitably trained for the tasks to be executed and provide documented verification of training, if required. Under the Safety, Health & Welfare at Work (Construction) Regulations 2006 (S.I. 504 of 2006), every contractor must ensure that all persons under Page 17 January 2012

18 their control on the construction site, to whom the 3 rd Schedule of these regulations refers, must have received the FAS Safe Pass Training and have a valid Safe Pass card. As Project Supervisor for Construction Stage (PSCS), we are obliged to co-ordinate measures whereby evidence of this training is available (Reg. 19). To comply with our legal obligations, we require all workers to submit their Safe Pass card at site induction and record the card number on the induction sheet. This may be subject to spot checks on site from time to time. Also acceptable are cards that have been approved by FÁS. Construction Skills Certification Scheme (CSCS). All workers on construction sites operating plant listed below require a FÁS CSCS card or acceptable equivalent. Scaffolding - Basic. Scaffolding Advanced. Mobile Tower Scaffold erection. Slinger / Signaller. Tower Crane operation. Self-erecting tower crane (where the operator does not hold a Tower Crane card) Mobile Crane operation, Crawler Crane operation, Telescopic Handler. Tractor/Dozer operation, Articulated Dumper operation, Site Dumper operation, 180º Excavators, Mini-digger operation (where the operator does not hold a 180º Excavators card) 360º Excavators, Roof and Wall Cladding/Sheeting. Built up roof felting Locating underground services. Shot firing. Health and Safety at Roadworks. Signing, Lighting and Guarding on Roads. A worker presenting himself on our site will be required to show the correct card for his trade. Failure to do so will result in the individual being turned away from the site. 12. The PSCS may issue written Directions to a contractor as required. Failure to comply with the direction will result in the details being forwarded to the Health & Safety Authority in accordance with Reg Scaffolding and work at height equipment used by sub-contractor s employees (even when scaffold erected for other contractors) must be inspected by their employer or a competent person appointed by their employer to ensure that it is erected and maintained in accordance with the regulations and Code of Practice. 14. Sub-contractor s employees are not permitted to alter any scaffold provided for their use or interfere with any plant or equipment on the site, unless authorised by the Project Management. 15. All plant or equipment brought onto site by sub-contractors must be safe and in good working order, fitted with any necessary guards and safety devices and a copy of any necessary certificates to be provided to the project Safety Officer / Advisor. Information and assessment on noise levels of plant, equipment or operations carried out by the sub-contractor must be provided to the Project Management before work commences. 16. Suitable welfare facilities and first aid equipment must be provided by sub-contractors for their employees in accordance with the Regulations, unless arrangements have been made for the sub-contractors employees to use the project facilities. 17. All personnel on site will receive Site Safety Induction. In addition, Sub-Contract supervision will carry out a site safety induction for their own personnel. Each person attending the induction training must sign the attendance sheet at the end of the induction course. The sub-contractor must provide an interpreter where the employee is not fluent in the English language. 18. All Contractors must carry out Tool Box Talks at least every fortnight. Details and attendance records will be recorded and must be returned to Site Manager. Sub-contractor toolbox talks to be given by their own representative. 19. All personnel and visitors to site must wear appropriate PPE. Sub-Contract supervision must ensure that this requirement is monitored and enforced. Page 18 January 2012

19 20. Work Permits are required for the following: Hot work / welding & flame permit. Excavation, Access to restricted areas. Confined space work. Subcontractors must comply with work permit requirements. 21. It is the policy of P.J. Hegarty & Sons that all of its workplaces are smoke-free and that all employees have a right to work in a smoke-free environment. Smoking is prohibited throughout the workplace. This policy applies to all employees, consultants, contractors and visitors to our workplaces. 22. Provide to the Project Manager information required for the Safety File under the 2006 Construction Regulations. Information contained in the file includes that which will assist persons carrying out construction / maintenance work on the structure at any time after completion of the current project. 23. Provide effective safe working procedures and instruction. 24. Carry out Risk Assessments and provide Method Statements if required. 25. Attend safety meetings, if required. 26. Control the safety (working conditions and methods) of your employees. 27. Ensure that your personnel are provided with safety instructions and equipment relevant to their trade or duties including training in manual handling, abrasive wheel training, Hilti gun, and safe use of Chemicals as required. 28. Provide adequate fire protection for your construction facilities as required. 29. Any chemical or waste containers must be clearly marked with their contents at all times. Discharge of materials to road drains or the storm water system is not permitted. The off-site disposal of any chemicals used on site must be in accordance with appropriate regulations. 30. Every Contractor on site is responsible for ensuring that the Manufacturers Safety Data Sheet is copied to the site team for all substances on site and that his employees have read the MSDS sheet before using the substance. Operatives should also read the safety label on each substance. Page 19 January 2012

20 2.8 Accident Reporting. When a serious accident occurs, the procedures below must be followed: The Manager / Site Agent must be notified immediately. The Site Manager or other nominated persons must take charge of the proceedings as follows: 1. Observe accident location and status of injured person. 2. If there is risk of further injury and the area cannot be made safe, seek appropriate advice and move injured person to safety. If there are signs of back injuries keep injured person s spinal column as straight and supported as possible to prevent damage to spinal cord. 3. Call for immediate medical assistance or emergency service. 4. See that first-aid etc., is administrated as required by a competent person. 5. If an ambulance is called, make sure exact location is given and that the ambulance can access site as near as possible to the injured person. Assist the emergency services by sending persons to nearby road junctions to direct them to site. A safe passage way may need to be cleared on site. 6. Establish location of the hospital the ambulance is going to and appoint a suitable person to travel with injured person. 7. Notify family of injured person and if required, arrange for transport for them to hospital. 8. Notify Senior Management, Safety Manager. 9. Gather all information immediately about the accident and what led up to it. 10. Obtain witnesses statements; write them down as they are given. 11. Record details in the Site Diary, complete the Accident Report Form and send a copy to the Company Safety Manager. Advise the Company Safety Manager of any further developments. 12. Take sketches / photographs of area where accident happened. 13. If HSA are to inspect site and location of accident, do not move anything unless further serious risks have to be avoided. 14. The Safety Manager will notify insurance company and seek guidance on further reports, investigations and position of company. 15. Where appropriate to the scale and nature of the project, prepare Emergency Procedures to be followed in the event of a major accident such as fire, explosion, collapse of scaffolding or building, etc. Nominate persons to take charge of an emergency and inform employees and others who may be affected, of the procedures to be followed. 16. Completed Accident Report Form I.R.1 will be returned to the Health and Safety Authority by the Safety Department, where a person is out of work for more than three consecutive days following the accident. 17. No work should proceed until a manager is satisfied that it is safe to return to work. 18. Where a fatality occurs, the Health & Safety Authority must be informed immediately. 19. Reporting of accidents and dangerous occurrences is a duty of every employee. Page 20 January 2012