Health & Safety Policy

BLESSTCIC HEALTH AND SAFETY POLICY

STATEMENT OF GENERAL POLICY

BLESSTCIC fully accepts the obligations imposed by the various health and safety acts of Parliament. BLESSTCIC requires its Chief Executive to ensure the implementation of the following policy and report annually on its effectiveness.

MANAGEMENT ORGANISATION AND ARRANGEMENTS

Introduction:

This policy has been prepared and published in accordance with Health and Safety at Work legislation. It aims to establish general standards for health and safety at work and distribute responsibility for their achievement to all managers, supervisors, and other employees through regular line management processes.

MANAGEMENT RESPONSIBILITIES

Chief Executive

The Chief Executive is responsible for implementing the BLESSTCIC policy. In particular, he is responsible for ensuring that the policy is widely communicated and its effectiveness is monitored.

Directors and Senior Managers

These managers are wholly accountable to the Chief Executive for implementing and monitoring the policy within their specified responsibility.

Safety Officer

The Safety Officer is a nominated manager responsible for co-ordinating effective health and safety policies and controls across the organisation.

The Safety Officer is responsible for:

the production and maintenance of the BLESSTCIC policy and ensuring that Department Guidelines are consistent with policy;
its application;
monitoring and reporting on the effectiveness of the policy;
the provision of general advice about the implication of the law;
The identification of health and safety training needs. The safety officer also acts on behalf of the Chief Executive as the BLESSTCIC formal link with the Health and Safety Executive, Environment Health Departments and other external agencies;
The production and maintenance of any health and safety documents or codes of practice as necessary for any relevant area of the BLESSTCIC services where this is required.

Responsibilities for Specific Workplaces

WORKPLACE SENIOR: BLESST Centre

MANAGER: Director and Management

ACCOUNTABLE TO THE SENIOR MANAGER FOR HEALTH AND SAFETY IN THEIR DEPARTMENTS: Malikea Selassie, Caprice Bound

HEALTH AND SAFETY MANAGEMENT PROCESS

BLESST Centre believes that considering staff's health, safety and welfare is an integral part of the management process. The provision of the Health and Safety at Work Act, associated Codes of Practice, and other relevant Directives will be adopted as required standards within the Company. Management job descriptions shall explicitly state responsibility for health and safety matters.

The BLESST Centre requires managers to approach health and safety systematically, by identifying hazards and problems, planning improvements, taking executive action and monitoring results so that the majority of health and safety needs will

be met from locally held budgets as part of day-to-day management, although many health and safety problems can be rectified at little additional cost.

For major additional expenditures, cases of need will be submitted by Directors to the Chief Executive.

Suppose unpredictable health and safety issues arise during the year. In that case, the Chief Executive must assess the degree of risk in deciding the necessary resources and actions to commit to addressing these issues.

HEALTH, SAFETY AND WELFARE GUIDELINES

The BLESST centre's policy requires departmental managers to produce appropriate health and safety policies or guidelines. These should embody the minimum standards for health and safety for the department and its work.

It shall be the manager's responsibility to bring to the attention of all members of his or her staff the provisions of the guidelines and to consult with appropriate Health and Safety Representatives about updating these guidelines. Suggested model contents of a guideline are:

a clear statement of the role of the department;
regulations governing the work of the department;
explicit reference to safe methods of working, for example, nursing procedures and manufacturers' manuals;
information about immediate matters of health and safety concern, such as fire drills, fire exits, and first aid;
training standards;
the role and identity of the Health and Safety Representative;
names of specialist advisers who can be approached about the work of the department;
the manager responsible for organisation and control of work;
accident reporting procedures;
departmental safety rules;
fire procedures;
policies agreed upon by the BLESST Centre.

IDENTIFICATION OF HEALTH AND SAFETY HAZARDS

ANNUAL AUDITS AND REGULAR RISK ASSESSMENTS

The BLESST centre's policy requires a thorough examination of health and safety performance against established standards in each department at least annually. The technique to be adopted for such examinations will be the "Safety Audit".

The Audit requires a review of:

standards laid down in the policy;
departmental guidelines;
relevant regulations;
environmental factors;
staff attitudes;
staff instructions;
methods of work;
contingency plans;
recording and providing information about accidents and hazards and assessing risk.

The information obtained by the Audit will form the basis of the department's plan for the following year.

The responsibility for ensuring that audit activity is carried out as part of this policy rests with the Chief Executive and will be carried out by the Safety Officer. Although the audit remains a management responsibility, managers are required as part of this policy to seek the appropriate involvement of health and safety representatives.

It is the management's responsibility to ensure that any deficiencies highlighted in the Audit are dealt with as speedily as possible.

In addition to carrying out Safety Audits, the department manager is responsible for checking, at least quarterly, all portable equipment, including electrical appliances, in their area and ensuring that all problems are immediately dealt with.

Managers have a continual responsibility to eliminate hazards to maintain a safe working environment and will also be expected to carry out regular risk assessments in line with the Health and Safety Executive Guidelines; that is, follow the five steps:

1. Identify the hazards

2. Decide who might be harmed and how

3. Evaluate the Risks and decide on precautions

4. Record the findings and implement the precautions

5. Review the assessment and update when necessary

SAFETY REPRESENTATIVES

The BLESST centre will support safety representatives in their role and provide all reasonable assistance. Safety Representatives will be encouraged to discuss specific health and safety issues with the relevant Head of Department. They may also formally report hazardous circumstances to the Head of Department. They will be officially notified of the remedial action taken or given a reason why it cannot be taken.

TRAINING

Health and safety training shall be incorporated into annual training programmes as part of developing a systematic training plan. Therefore, health and safety training needs will be identified and planned like other training needs.

Four areas of need shall be given special priority:

training for managers to equip them with an understanding of the manager's responsibilities under this policy and the role and purpose of safety representatives;
training for safety representatives to enable them to discharge their function;
training for all members of staff to acquaint them with the main provisions of the law and its practical implication, the main features of this policy and fundamental safety rules;
induction and in-service training for staff at all levels to acquaint them fully with new requirements and hazards.

RECORDS, STATISTICS AND MONITORING

The BLESST Centre will operate systems for recording, analysing and presenting information about accidents, hazard situations and untoward occurrences. The Safety Officer will provide advice on systems in conjunction, where appropriate, with specialist advisory bodies, such as local Environmental Health Departments, and the responsibility for the operation of these systems rests with managers and supervisors at all levels. Information obtained from the analysis of accident statistics must be acted upon, and bids for additional expenditure must be made to the Chief Executive where necessary.

REPORTS TO THE HEALTH AND SAFETY EXECUTIVE

The responsibility for meeting the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 (RIDDOR) to the Health and Safety Executive shall rest with the Chief Executive as delegated to the Safety Officer.

SPECIALIST ADVISORY BODIES

Certain bodies and the individual members of those bodies have always had a Health and Safety role, most notably, the Health and Safety Executive or local Environmental Health Departments. If further specialist advice is required, it may be obtained by managers from expert individuals or bodies outside the BLESST Centre.

THE OCCUPATIONAL HEALTH SERVICE

The BLESST Centre's policy is to obtain independent Occupational Health advice when required. Such services can include counselling on health and associated matters, investigation of hazards and accidents, environment studies, health interviews and employment medicals.

FIRST AID

The BLESST Centre's policy is to make provision for First Aid and the training of "First Aiders" following the First Aid Regulations (1982). The Safety Officer is responsible for implementing the Regulations and identifying training needs.

FIRE

The Chief Executive is responsible for ensuring that the staff receive adequate fire training and that nominated fire officers are designated on all of the BLESST Centre premises. The Chief Executive delegates these responsibilities to the Directors.

In addition, the BLESST Centre will nominate a Fire Officer (this may be the Safety Officer or someone external to the BLESST Centre) who will:

report and advise on the standard of fire safety in the BLESST Centre premises and the standard of fire training of its staff;
undertake overall responsibility for fire training;
assist in investigating all fires in the BLESST Centre premises and submit reports of such incidents.

CONDEMNATION AND DISPOSAL OF EQUIPMENT

The Chief Executive determines procedures for the condemnation and disposal of equipment. Managers introducing new equipment should have the Safety Officer check such equipment initially.

FOOD HYGIENE

Those managers responsible for food acquisition, storage, processing, and serving, as well as staff induction and hygiene training, ensure these functions are undertaken to the necessary legal standards. Any suspected food poisoning outbreak or other unexplained and possibly food-related incidents must be reported to the Safety Officer.

LIFTING AND HANDLING

Managers are responsible for informing staff of safe lifting techniques. The Safety Officer will identify specific training needs and ensure training in lifting and handling is provided to staff who require it.

NON-SMOKING ON COMPANY PREMISES

BLESST Centre’s policy is that no smoking will occur in its buildings. The overall aim is to reduce smoking and so save lives, reduce the risk of fire, and prevent unnecessary illness and chronic disability. The rules relating to smoking on BLESST Centre premises are available from the Head Office. These rules also extend to e-cigarettes/vaping.

CONTROL OF SUBSTANCES HAZARDOUS TO HEALTH

The Control of Substances Hazardous to Health Regulations (COSHH) requires the BLESST centre to identify substances that are in use and hazardous to health (as legally defined) and to assess the risk of those substances. BLESST Centre must also provide and use controls to prevent exposure to substances hazardous to health; maintain controls by monitoring exposure or by health surveillance of employees; and provide information, instruction and training for employees on all these matters. The Safety Officer is responsible for implementing these Regulations.

COMPUTER INSTALLATIONS AND VISUAL DISPLAY UNITS

All new computer installations must comply with the British Standard Specifications and the Health and Safety (Display Screen Equipment) Regulations 1992. All new employees operating such equipment must read the Health and Safety Executive guidance entitled 'Working with Display Screen Equipment'. New employees who regularly use VDUs will be required to undergo sight screening.

CONTROL OF WORKING TIME

BLESST Centre is committed to the principles of the Working Time Regulations. Staff members are only expected to work up to 48 hours per week (including overtime) if there are exceptional circumstances. Similarly, all other requirements of the

Regulations will be complied with, e.g., to breaks, night workers, etc.

HEALTH AND SAFETY AND THE INDIVIDUAL EMPLOYEE

The Health and Safety at Work Act requires each employee 'to take reasonable care for the Health and Safety of himself and other persons who may be affected by their acts and omissions' and cooperate with management to enable management to carry out their responsibilities under the Act. Employees have equal responsibility with the BLESSTCIC for Health and Safety at Work.

The refusal of any employee to meet their obligations will be regarded as a matter to be dealt with under the Disciplinary Procedure. In normal circumstances, the counselling of the employee should be sufficient. With a continuing problem, or where an employee leaves

themselves or other employees open to risk or injury, it may be necessary to implement the formal stages of the Disciplinary Procedure.

PEOPLE WORKING ON COMPANY PREMISES NOT EMPLOYED BY THE COMPANY

Persons working in BLESSTCIC premises who other organisations employ are expected to follow Company Health and Safety Policies with regard to the safety of BLESSTCIC employees, their own personal safety (and that of other parties such as the general public if appropriate) and their method of work. This responsibility will be included in contracts or working arrangements.

VISITORS AND MEMBERS OF THE PUBLIC

The BLESSTCIC wishes to ensure that, as far as is reasonably practicable, the health, safety, and welfare of visitors to BLESSTCIC establishments are of the highest standard.

Any member of staff who notices persons acting in a way which would endanger other staff, should usually inform their Head of Department. If the danger is immediate, common sense must be used to warn, call for assistance, or give aid as necessary. It

is equally important not to overreact to a situation.

CONTRACTORS

The BLESSTCIC wishes to ensure that, as far as is reasonably practicable, the Health, Safety and Welfare of Contractors working in the BLESSTCIC’s establishments will be of the highest standards. In addition, Contractors and their employees have an obligation so far as is reasonably practicable to ensure all equipment, materials and premises under their control are safe and without health risks.

Contractors must also observe the Company's Fire Safety Procedures. These obligations will be drawn to the attention of the Contractors in the contract document issued to them. In addition, a Company Manager will be identified in the contract as having the authority to stop the work of Contractors who are placing themselves, other staff, or visitors at risk. Any member of staff who judges there is a risk where contractors are working should inform their manager immediately.

In tendering, Contractors will be asked to confirm they have a written Health, Safety and Welfare Policy. The BLESSTCIC Manager letting the Contract will be responsible for monitoring the Health and Safety performance of the Contractor, and the Contractor's performance will be a factor in deciding whether or not to invite the Contractor to tender again.

WORKING ENVIRONMENT

Lighting, noise, temperature and humidity are factors which contribute to a safe working environment. An imbalance in any of these can reduce people’s comfort and lower safety standards.

Lighting

Incorrect lighting levels at work may result in eye strain, fatigue and headaches. The natural or artificial lighting provided must be suitable and sufficient for safe operation, and you must inform your line manager if you are concerned that the lighting is inadequate.

The amount and type of lighting depend on the task being performed, i.e., the details of the work, the background lighting, the amount of daylight or reflected illumination, and the brightness of surrounding surfaces.

Noise

Noise is any unwanted sound. Excessive noise can be produced by machinery, traffic, building works, people talking, whistling, singing and any manner of work activity. However, its effect will largely depend upon its loudness and duration. Low levels can cause annoyance and distraction, but prolonged exposure to high levels, usually from machinery, may result in temporary or permanent hearing loss. Work colleagues may disturb your concentration by making excess noise. There are many ways of reducing the effects of noise at work, such as isolating, insulating or silencing the source. Buying less noisy machines could also be considered, or suitable ear protection could be worn when provided. ‘Polite’ reminders to work colleagues if they are the source may help! If you have a noise concern, please discuss it with your line manager.

Temperature

The BLESSTCIC has a responsibility to ensure that a reasonable temperature is maintained in all buildings. What temperature is considered reasonable will vary between individuals. It will also be affected by other considerations such as time of year, work activity, background heating, air circulation and clothing. As a general guide, the temperature of buildings is governed by the Workplace (Health & Safety Welfare) Regulations 1992. The temperature should not be less than 16 degrees centigrade, but the upper limit is not defined. Hence, the policy is to inform your line manager to take appropriate action if the workplace is uncomfortable.

Health and Safety Glossary of Terms:

Appointed Person: A nominated person who will take charge of an Emergency situation, e.g. summoning help from the emergency services.

Audit: An assessment of how safety is being managed.

C.O.S.H.H: Control of Substances Hazardous to Health.

Competent Person: Somebody with sufficient knowledge, understanding, training and experience.

DSE User: Any employee who works typically with display screen equipment for more than one hour (without breaks) per day regularly or 5 hours per week on a regular basis.

DSE: Display Screen Equipment – any alphanumeric or graphic display screen regardless of the display process employed, with some exceptions as defined in the Health and Safety (Display Screen Equipment) Regulations 1992 guidance.

First Aid: To preserve life, prevent deterioration, and promote recovery until expert medical help is available.

H.S.E.: The Health and Safety Executive. Hazard. Something with the potential to cause harm. Inspection. A thorough examination of the premise or work area and procedures.

Manual Handling: Any transporting or supporting of load or pushing. This includes lifting, lowering, pulling, pushing, carrying or moving by hand or bodily force.

Minimal Handling: The moving of loads and people only when necessary and by making full use of appropriate manual handling equipment.

R.I.D.D.O.R: The reporting of injuries, Diseases and Dangerous Occurrences Regulations.

Risk: The likelihood of the harm of the hazards being realised.

Safe system of Work: Written procedures to be followed by all staff in order that a process or activity can be carried out safely.

So far as is reasonably practicable, When the level of risk is compared with the cost of the protective measure in terms of time, effort or money.

VDU: Visual Display Unit.

Working Alone: Any working practice that involves an employee or volunteer undertaking their duties alone with no easy means of access to, or contact with another employee or volunteer.

Workplace: Anywhere an employee or volunteer is undertaking his/her work.

Workstation: Work chair, desk, surface, and immediate work environment.

Risk Assessments:

It is a statutory requirement to carry out risk assessments. A risk assessment identifies what in your work or in the area under your control could harm people. Below is a step-by-step guide to carrying out a risk assessment.

Step 1: Look for Hazards:

Walk around your workplace and examine what could reasonably be expected to cause harm. Ignore the trivial and concentrate only on significant hazards that could result in severe harm or affect several people. Ask colleagues what they think. They may have noticed things that take time to notice.

Step 2: Decide Who Might Be Harmed and How.

Consider people who may not be in the workplace all the time, e.g. tenants, visitors, etc. Is there a chance that any of these people could be hurt by hazards in your work place?

Step 3: Evaluate the Risks arising from the Hazards you have identified.

Even after all precautions have been taken, usually some risk remains. What has to be decided for each significant hazard is whether the remaining risk is high, medium or low and can any of the following be applied.

Eliminate the risk by discontinuing the hazardous activity altogether.
Separate the hazardous activity from people.
Reduce the number of people exposed to the risk.
Reduce the period of exposure.

These steps should be considered as part of a safe system of work.

Step 4: Keeping Records.

A written record must support an assessment. The record should contain at least the following information.

I. A description of the process/activity assessed.

II. Identification of the significant risks.

III. Identification of any group of workers at risk.

IV. Date of assessment.

V. Name of person(s) carrying out the assessment.

Records can be kept on paper or by electronic means as long as they retrievable.

Step 5: Assessment Review.

An assessment must be kept up to date and must be reviewed periodically to ensure that it remains valid.

Factors that require an automatic re-assessment include:

I. A change of legislation

II. A change in control measures.

III. Any significant change in the work carried out.

IV. Transfer to new technology.

V. Any other reason to suspect that the original assessment is no longer valid or could be

improved.

Reporting accidents, injuries and diseases.

You must know what to report and record an accident/injury in your workplace or off-site. BLESSTCIC recognises and accepts our responsibilities, as required under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR), to report any injuries, categorised below, to the Health and Safety Executive. In order for the Organization to comply with this, the procedure outlined below must be followed when an injury occurs. If an accident occurs at your place of work, you must tell your line Manager as soon as possible. Enter any accident into the Accident Book, which is kept at all offices. (The accident book is kept in the kitchen area). If an accident occurs off-site, it will need to be reported in both their accident book and ours if it is another agency office. The BLESSTCIC may result in changes in practice and procedures to prevent similar occurrences. Any accident that results in you being off work for more than three days or requires a visit to the hospital has to be reported via your Line Manager to the Health and Safety Executive. If you are involved in an accident whilst visiting other premises, you must make yourself aware of their policies and follow their procedures. You must also tell your line Manager, who will follow up on the report.

BLESSTCIC will provide first aid coverage. In providing this coverage, the Health and Safety (First Aid) Regulations and the Approved Code of Practice Guidance will be used as the basis for minimum standards.

The appointed First Aider will be responsible for the following:

I. Ensuring the First Aid Box contains the required equipment and is checked monthly.

II. Recording all treatment provided for an employee or volunteer (in addition to the accident recording form)

BLESSTCIC will ensure that at least one fully trained, certified first aider is on the team. A two-day course will be taken every three years. Sufficient quantities of the following items should always be available in every first aid box or container.

One guidance card – standard provision with first aid box
Twenty individually wrapped sterile adhesive dressings (assorted sizes) appropriate to the work environment (which must be detectable for the catering industry)
Two sterile eye pads with attachment,
Six individually wrapped triangular bandages.
Six safety pins.
Six medium-sized individually wrapped sterile un-medicated wound dressings (approx. 10 cm x 17.5 cm)
Two large sterile individually wrapped unmedicated wound dressings (approx. 13 cm x 9 cm)
Three extra large sterile individually wrapped un-medicated wound dressings (approx. 28 cm x 17.5 cm)

Fire Safety:

You must be aware of the fire procedure. Please make sure you know the escape routes and assembly points. If you discover a fire, staff and residents should immediately vacate the premises at the nearest exit and await the Fire Brigade. Staff should only re-enter the building under any circumstances once the Fire Brigade has stated that the building is safe. The contacting of the Fire Services should be undertaken from an alternative venue or mobile phone.

Basic Fire Procedure

Should anyone discover a fire you must:

▪ Raise the alarm and operate the nearest fire alarm; there are call points by all exit routes at all UK Youth sites;

▪ Call 999 from a safe position;

▪ Help with evacuation of the building if you can;

▪ Onlytacklefiresusingthecorrectfireextinguisherprovidedifyouhavebeentrainedand feels confident enough (there are extinguishers by exit points), and without taking any personal risks.

▪ Do not enter smoke filled rooms and never let a fire or smoke get between you and the exit.

▪ You must NOT attempt fire–fighting if you feel that a fire is becoming out of control - get out and leave it to the fire brigade, you are more important than the property.

If the fire alarm sounds, you must:

▪ Leave the building by the nearest exit immediately; do not use any lifts;

▪ Make sure all doors are closed;

▪ Go to the fire assembly point, where the fire marshal will do a roll call for people working that day

▪ Do not stop to pick up personal possessions on the way out. Do not re-enter the building until the fire marshal or fire brigade gives the go-ahead.

Lone Working:

The danger of lone working can sometimes be foreseen or avoided. This Policy has been produced to raise everyone’s awareness of the possibility and risks of lone working and provide practical advice and guidance on minimising these dangers. “Working Alone” defines any working practice involving an employee or volunteer undertaking their duties alone with no easy means of access to or contact with another employee or volunteer.

Examples of Risk Areas for Lone Workers:

I. Site visits

II. Late working

III. Out of hours working

IV. Driving/traveling between visits

V. Walking/traveling between visits

VI. Violence and aggression.

It is vitally important that before any lone working is even considered, BLESSTCIC support workers are conscious of the following three basics:

I. The Support Worker has complete knowledge of the hazards and risks to which he or she is being exposed

II. The Support Worker knows what to do if something goes wrong.

III. Someone else knows the whereabouts of the Support Worker and what he or she is doing.

It is recognised as the Organisation Manager's role to identify and acknowledge the risks of lone working faced by employees or volunteers and Endeavour to provide a working environment and process designed to minimise those risks.

Step-by-step Lone Working Guide:

Off-site Visit:

Obtain as much background information as possible about the person you are visiting or where you are visiting. Check if there is a risk indicator on file.
If there is a know history of aggression the Organisation manager will authorise a course of action, such as should the visit be made and/or by more than one person/
Staff leaving the office environment should always complete a “booking out” procedure to ensure others know there they are. Details should be left of.

I. Time of appointment(s)

II. Time of Expected return

III. Any contact number or mobile telephone number.

IV. Who within the office will take responsibility to follow up should be a delay in the expected return.

If traveling by car makes sure that you have sufficient fuel for the journey, avoid using remote devices to open the door from distance, and only open the door when you are sure no other persons could be gain entry at the same time as yourself.
Remember to take with you any personal protective equipment provided for your safety.
This could include a personal alarm, a mobile phone or other communication device.
Outside daylight hours, try to park in a well-lit area. In a cul-de-sac or driveways, park your vehicle in the homeward direction so that you can leave quickly if necessary.
Do not conduct interviews in the bedroom, on balconies or on stairs.
Enter rooms after the client.
Try to keep closer to the exit door than your client does.

Out of Hours Working;

If making visits away from your usual place of work, you may also need to ensure your family/friends know of your whereabouts, the expected time of return and who to contact if you do not return at the stipulated time. When working in the organisation, ensure your family/friends know where you are and when you expect to return. Make sure you have access to an external telephone. Ensure your escape routes are available, and doors along the routes are not locked. If you have a car, try to park it in a secure area. If this is not possible, park in a well-lit area. Do not invite people into the building if you are working alone.

Lone Working Risk Assessments:

A risk assessment must always be undertaken for lone working. There may be work identified that is too dangerous for people to undertake alone, this means people will need to be assigned to the task. Preparation and planning can greatly reduce the risk associated with working alone. In many cases, such planning can actually prevent violence and the consequences of accidents. The following are some of the preparations that should be considered prior to working alone:

Check the records – is there a risk indicator?
Interviewing known potentially aggressive people – it is safer to do this in an office situation rather than their home. Try to arrange this.
Arrange interviewing at an appropriate time, for example, if you know a client drinks alcohol lunch times, schedule the meeting in the morning.
When interviewing in the office clear the area of all objects that could be used as a weapon.
If there is slightest suspicion that there is a risk of violence from a client, visit should be made in pairs. Office interview should be pre-planned.
Never leave the office without ensuring your colleagues know where you have gone and when to expect you back.
Make sure you have all specified personal protective equipment. This may include a personal attack alarm. If you have to use the alarm it and throw it a short distance away. This is intended to distract the aggressor giving you enough time to make an escape.

Health and Safety Final Comments:

Your personal safety primarily depends on how you react in a potentially hazardous situation. The best advice is to give with your gut feeling. What does this mean? Well, If you see a person or group of people you consider to be acting suspiciously if they are hanging around or trying to hide, making you feel uncomfortable, avoid them. Turn around and go in another direction; go with your feelings; if you are attacked, it is essential to get the best possible description of your assailant. An “ID” Quick List Would Be:

I. Male or Female

II. Hair, colour, style

III. Facial characteristics

IV. Skin colour

V. Height

VI. Weight

VII. Distinguishing marks, scars, tattoos

VIII. Jewellers

IX. Clothes

X. Other

Implementation of the Policy

Overall responsibility for policy implementation and review rests with the BLESSTCIC senior management. However, all employees are required to adhere to and support the implementation of the policy. BLESSTCIC will inform all existing employees about this policy and their role in its implementation. They will also give all new employees notice of the policy on induction to the BLESSTCIC.

This policy will be implemented by developing and maintaining procedures for appraisals and one-to-one meetings, using template forms, and guidance given to both managers and employees on the process.

This Policy was approved & authorised by:

Name:

Position:

Date:

Signature: __________________________________

Monitoring Policy

The policy will be monitored on an ongoing basis; monitoring of the policy is essential to assess how effective the BLESSTCIC has been.

Reviewing Policy

This policy will be reviewed and, if necessary, revised in the light of legislative or codes of practice and organisational changes. Improvements will be made to the management by learning from experience and using established reviews.

Policy review date

Policy Amendments

Should any amendments, revisions, or updates be made to this policy, it is the responsibility of the BLESSTCIC senior management to ensure that all relevant employees receive notice. Written notice and training will be considered.

Additional Information

If you require any additional information or clarification regarding this policy, don't hesitate to contact your manager. In the unlikely event that you are unhappy with any decision made, you should use the BLESSTCIC formal Grievance Procedure.

To the extent that the requirements of this policy reflect statutory provisions, they will alter automatically when and if those requirements are changed.

If an attacker demands your possession it is sensible to hand them over, it is not unusual for muggers to carry weapons, even if they are not obvious they may be concealed.

Policy agreed on behalf of the management committee

Agreed by the Management Committee.

Date: 31/03/2024

Signed: ……………