Manual handling injuries can have serious implications for the employer and the person who has been injured. They can occur almost anywhere in the workplace and heavy manual labour, awkward postures, repetitive movements of arms, legs and back or previous/existing injury can increase the risk. If the object is too big or too heavy (more than 25 kg) to lift using these techniques, use mechanical assistance.
What do I have to do?
To help prevent manual handling injuries in the workplace, you should avoid such tasks as far as possible. However, where it is not possible to avoid handling a load, employers must look at the risks of that task and put sensible health and safety measures in place to prevent and avoid injury. For any lifting activity
Always take into account:
1. individual capability
2. the nature of the load
3. environmental conditions
4. training
5. work organisation
If you need to lift something manually
1. Reduce the amount of twisting, stooping and reaching
2. Avoid lifting from floor level or above shoulder height, especially heavy loads
3. Adjust storage areas to minimise the need to carry out such movements
4. Consider how you can minimise carrying distances
5. Assess the weight to be carried and whether the worker can move the load safely or needs any help – maybe the load can be broken down to smaller, lighter components
If you need to use lifting equipment
1. Consider whether you can use a lifting aid, such as a forklift truck, electric or hand-powered hoist, or a conveyor
2. Think about storage as part of the delivery process – maybe heavy items could be delivered directly, or closer, to the storage area
3. Reduce carrying distances where possible
Under the Control of Asbestos Regulations 2012 anyone who may come into contact with asbestos or accidently disturb it needs to be legally trained to asbestos awareness level.
You will have now completed the UKATA online asbestos awareness training course with Boss.
This course does not allow you to drill, remove or work with asbestos in any way, it only makes you aware of asbestos.
Only non-licenced trained asbestos engineers can work with asbestos.
All commercial buildings built before 2000 should have an asbestos report by law, when you arrive on site you should ask to see this to check if there is any known asbestos where you are working.
There are two types of report available:
1. R&D or refurbish and demolition survey that is carried out prior to any refurbishment and demolition works
2. Management survey that is carried out for specific works
If they do not have a report you should continue to work with caution and if you suspect any asbestos, stop and contact Nigel Johnson on 07740596048.
If you believe you have accidently disturbed or been exposed to asbestos stop work, do not move away from the work area and call Nigel Johnson 07740596048
All electrical works must be carried out safely. Only live working should be carried out as a last resort and must be recorded in an appropriate risk assessment.
If you are working on an electrical circuit a locking off device must be used and a notice installed detailing the circuit is locked off and your number available to be contacted.
If you need to leave a lock off device on site report it to your manager before you leave, he may ask you to physically disconnect the circuit and leave a notice detailing the disconnection.
No one should be exposed to the potential of receiving and electric shock and safe isolation procedures must be followed.
GDPR or General Data Protection Regulations are the update Data Protection Act. Under GDPR we have to ensure personally identifiable information is protected and such information is not freely available. Personally identifiable information is information that can personally identify an individual. A name alone would not generally be classed as personally identifiable, but if it was accompanied by a personal phone number or date of birth or home address – this is now personally identifiable information we need to protect. We need to ensure our employees personal information is protected and also our customers personal information.
If you are concerned about GDPR please contact Nigel Johnson on 07740596048.
Company workwear is issued to all employees and must be worn. The company prides it self on the image of our staff.
Company workwear must be worn at all times when at work, ID badges must be available to shown at all times.
No sportswear including trainers, hoodies, sports trousers etc must be worn at any time when representing the company.
If you lose, damage or require new workwear contact your manager.
All accidents, incident, near misses and ill health must be reported and recorded. Most accidents, incidents, near misses and ill health will be investigated so we can identify the route cause and learn. All office staff have access to an online accident book that can be filled in.
If you have an accident, incident, near miss or ill health you must report it to your manager or Nigel Johnson 07740596048.
If you have an accident, incident, near miss or ill health on site it must be reported to the person in control of the building and to your manager or Nigel Johnson 07740596048.
We take bully and harassment very seriously and it will not be tolerated at any level within the company.
All employees must be able to attend the workplace without the fear of being bullied or harassed. We don’t expect you to be bullied or harassed or you to bully or harass anybody.
Bully and harassment falls into so many areas and if you have any concerns for yourself or others please contact Nigel Johnson 07740596048 who will deal with it in confidence at all times.
If you are provided with a company mobile phone this must be used appropriately at all times. The data bundle allocated is sufficient for our organisation. If additional data charges are incurred through non work related streaming you will be charged for additional costs including an administration cost. Company mobile phones must follow strict company policies to ensure company data is protected and must never be used to bring the company into disrepute with information stored on the device.
Drugs and alcohol is not permitted within the workplace. All employees must not attend work under the influence of alcohol or drugs. Alcohol and drugs can severely impair the safety of the user and others around them. If you need to take a medical drug that impacts your ability to work you must inform your manager immediately. Do not attempt to drive a vehicle or attend work if you are under the influence of alcohol or drugs. The company carries out random drug testing to all its employees.
We hold the international standard for quality. This is annually audited to ensure we continually comply with the standard. ISO 9001 is for quality management and ensures we implement and maintain policies and procedures in the works we carry out.
We hold the international standard for environmental. This is annually audited to ensure we continually comply with the standard. ISO 14001 is for environmental management and ensures we implement and maintain policies and procedures in the works we carry out. We need to monitor the waste we produce and how it is disposed of ensuring we have systems in place such as waste management and waste carriers documentation.
If you have any issues with environmental situations please contact Nigel Johnson 07740596048.
We hold the international standard for health and safety. This is annually audited to ensure we continually comply with the standard. ISO 45001 is for health and safety management and ensures we implement and maintain policies and procedures in the works we carry out. All works we do must be done safely at all times. The impacts of the failure of health and safety can end in fatality and we work very hard to ensure our health and safety standards at the highest at all times.
If you have any issues with health and safety please contact Nigel Johnson 07740596048.
We are an equal opportunities employer and work very hard to ensure we offer an open door policy to all potential employees. We alter and adapt our working environment in line with legal requirements to allow us to continue to offer equal opportunities.
Knives can only be bought by employees over the age of 18 years of age and must only be used by employees over 18 years of age.
Knives can be very dangerous at all times and should only be used as a last resort to carry out specific tasks such as being using to make off a SWA cable gland.
Knives should be stored in a safe place where they cannot be accessed by untrained and underage employees, they should be used as per their manufacturer instructions.
If you are injured using a knife you must report it to your manager and complete the accident book.
Whilst at work there may be situations where you are lone working. You must always be aware of your surroundings in the workplace for your own health and safety and others.
Lone working is working alone in the workplace. Your manager will have knowledge of your working area, but will not extend into specific areas.
When working alone you should ensure you always carry a mobile phone with you, so if needed you will be able to contact someone. If you are working in a building that has a building controller, such as a pub with a manager or house with a tenant – let them know where you are working.
If you have any concerns where you are working ensure the working area is left safe and then leave the property. Get to a safe location and call your manager for assistance. If you have any lone working concerns contact Nigel Johnson 07740596048.
Personal mobile phones must not be used to store or communicate any work related information that would be classed as personally identifiable information.
Personal mobile phones may be used to communicate information only by voice and must not be used for recording conversations.
Personal mobile phones must not be used in such a way to bring the company into disrepute.
Risk assessments must be completed for every job you carry out. The assessment must be suitable and sufficient for the works you are carrying out.
Reactive works up to remedial works can be carried out on a dynamic risk assessment on job logic.
All other works must have a suitable and sufficient assessment for the works that details all risks.
Specific risk assessments must be completed for all works at height including TOWER and MEWP.
If you are not sure, STOP and contact your manager of Nigel Johnson 07740596048.
Risk assessments are there to record important information and they are a legal requirement that can lead to corporate and civil prosecutions.
Young persons are classed as anyone under the age of 18 years old. If you have a young person working with you, you need to ensure you understand you are responsible for them at all times. If the young person is not following instruction or working safely contact your manager immediately and inform them.
Driving is a very important part of your employment at Barlows and you must always drive safely within the law and company requirements. Whilst in control of a company vehicle you are responsible for the vehicle and the image it portrays. You are liable for any police prosecutions, theft or damage to the vehicle whilst in your control.
Workplace Health & Safety Welfare Policy
The Workplace (Health, Safety and Welfare) Regulations 1992 aim to ensure that workplaces meet the health, safety and welfare needs of all members of a workforce, including people with disabilities. Several of the regulations require things to be 'suitable'. They make it clear that things should be suitable for anyone. This includes people with disabilities. Where the workforce includes people with disabilities, it is important to ensure the workplace is suitable for them, particularly traffic routes, toilets and workstations.
The regulations expand upon the duties placed upon employers and those in control of premises by the Health and Safety at Work Act 1974. Many of the requirements are being explicitly applied to all work environments for the first time.
The regulations cover:
Annual Workplace Checklist:
The following should be checked every year:
1. Ventiliation system arrangements to ensure that the system is capable of delivering a sufficient quantity of fresh or purified air (this includes openable windows)(Workplace Reg. 6)
2. Arrangements for maintaining reasonable temperatures (16c minimum except in areas of heavy work such as manual handling where 13c is minimum (ACoP)) and thermometers in place for these to be measured (Workplace Reg. 7). No maximum temperature is specified but staff should be reasonably comfortable. This does not apply to rooms which have to be open to the outside or where food has to be stored cold.
3. Lighting is satisfacory for working without eye strain this means sufficient but also high enough quality to avoid glare (Workplace Reg. 8).
4. All floors and traffic routes should be of sound construction and in good condition (Workplace Reg. 16).
5. Staircases and any other part of the building where falls are possible shall be constructed so that there are suitable barries, such as handrails and intermediate rails. If falls of tools and materials are possible the barriers should include something at floor level (often referred to as a toe board)(Workplace Reg. 13).
6. If roof access is routinely required, for maintenance activities such as access to a roof mounted plant room or equipment, safe permanent access is required (Workplace Reg. 13).
7. Fixed ladders should only be in place where a fixed staircase is not practicable, and should be sound and well fixed and, if installed since 1992, with a landing every 6m and staggered runs to reduce fall distances.
8. All glazing should be checked and if there is a foreseeable risk of someone falling against it or putting a hand through (windows in doors, at foot of stairwells, etc.) it should be protected (for example with a handrail and barrier Workplace Reg. 13) to glazing along a walkway or have safe glazing by virtue of wiring, the nature of the glass or the addition of a safety film or be safe by the virtue of thickness of the glass. If there is a translucent surface such as a glass wall in an entrance lobby, it should be marked to make it apparent and reduce the risk of someone walking into it (Workplace Reg.14).
9. Windows should be accessible for safe cleaning (Workplace Reg. 14).
10. Doors and gates should be safe, and should be fitted with safety devices to prevent sliding doors coming off their tracks; upward opening doors with a safety stay; powered with a fail-safe device to prevent persons being trapped, and capable of being powered manually; and doors openable from either side with vision panels to provide a clear view of the space to both sides (Workplace Reg. 10).
11. Check that work areas provide sufficient space for staff (minimum of 11 cubic meters per person, excluding ceiling ares above 3m, and make additional allowance if there is a great deal of furniture)(Workplace Reg. 10).
12. Check that work areas are cleand sufficiently and that waste is removed regularly and not allowed to build up (Workplace Reg. 9).
13. Check reports of external maintenance workers, to see if they are advising on any matters relating to premises design or management (they should be invited to act as your 'competent persons' in their selected area of expertise).
14. In the light of the above, amend Workplace Safety Policy as necessary and ensure relevant information is disseminated to staff and those responsible for training and management.
The Control of Noise at Work Regulations 2005 apply to our working environment.It is our policy to exceed the requirements of the law wherever we can do so reasonably practicaly.
Noise on our premises which causes distractions or annoyance will be reduced wherever reasonably practicable.
Our general risk assessment will consider which areas, if any, have noise levels which may harm the hearing of our employees. Areas so identified will be designated as Ear Protection Zones and everyon entering the area for any length of time will wear appropriate hearing protection, including management, contractors and visitors.
Suppliers of all equipment and machinery acquired will be asked to supply an assessment of noice exposure to potential operators, which will be taken into account in buying decisions.
The effects of noise damage to the hearing are insidious and, because an immediate effect is not felt, employees may feel that the potential for hearing damage is being exaggerated. However, hearing protection is only effective if used for the access to, and when within the area of all ear protection zones. Signs will comply with the Health and Safety (Safety Signs and Signals) Regulations 1996.
Where reasonably practicable and consistent with other business needs, equipment having levels of over 8odb(A) will be chosen on the basis of having the lowest noise level.
It is the policy of Barlows UK to reduce the exposure to noise of its employees, by the modifications of plant and equipment, the replacement of outdated plant and equipment and as a last resort by the issue of personal protection.
Exposure to fire can result in burns and inhalation of smoke, either of which can be suffciently serious to be fatal. Fires can cause massive destruction to the building structure, services, equipment, goods in storage, also information and records can be destroyed or damaged. WE are legally obliged to safeguard our employees against exposure to the hazards associated with fire.
For these, we undertake to put in place arrangements for the assessment of risks from fire and appropriate control measures to minimise the risks identified. These measures will include the following arrangements, procedures and controls:
Records of training, induction, drills, alarm tests, and fire certification to be kept on the premises and up to date in the fire management log book located in the Health & Safety File on site work.
Supervision and monitoring of visitors, including contractors will be carried out by the receptionist whi will inform them of our evacuation procedure and planned fire alarm tests.
Precautions in respect of disabled people will be implemented when and if required.
These arrangements will be reviewed at least annually and on any significant change in the business or the premises. Improvements and alterations may be carried out, following advice from the Fire Prevention Officer, our insurers, or our safety advisor.
Risk Assessments required by the Regulatory Reform (Fire Safety Order 2004 in October 2006) will be reviewed out annually by the Company Competent Person. EMployees are reminded that they have a legal obligation under the Management of Health and Safety at Work Regulations 1999 to inform their manager of situations where they see serious and imminent danger to health and safety, or any matters where they see a shortcoming in our arrangements for health and safety protection.
Barlows (UK) Ltd recognise the importance of environmental practice and is committed to operating its business responsibily and in compliance with all legal requirements relating to the provision of Electrical design, Engineering, Installation, Commissioning and Project Management Services.
It is Barlows (UK) Ltd delcared policy, to operate with and to maintain good relations with all regulatory bodies.
Barlows (UK) Ltd intends to carry out all measures reasonably practicable to meet, exceed or develop all necessary or desirable requirements and to continually improve environmental performance through the implementation of the following:
This policy is communicated to all employees, suppliers and sub-contractors and is made available to the public.
Substance Inventory
A complete inventory covering the hazardous substances used and stored on the premises has been prepared and is available for inspection. The inventory listing is regularly reviewed and revised as necessary. The headings required by the Chemicals (Hazard Information and Packaging for Supply) Regulations 2002 will be used for our record purposes.
Employees will be reminded that only hazardous substances listed on the substance inventory may be used. No hazardous substances may be introduced to the workplace without notification to the Health & Safety Advisor.
Risk Assessments and Data
Specific risk assessments as required by the Control of Substances Hazardous to Health Regulations 2002 and amendments will be carried out for all hazardous substances and processes in which they are used. Health and safety data will be obtained from the suppliers of all hazardous substances, and will be kept readily available for inspection.
Information, Instruction and Training
Employees will be given information, instructions and training in the activities they undertake involving hazardous substances. The information given to employees will include the results of the risk assessment, whether of not there are any significant risks. The information will not include the hazard data sheet, because this requires interpretation by a suitably competent person.
The use of hazardous substances will be restricted to trained/experienced authorised persons' who are familiar with the safe use of the substances, hazards associated with processes and the safety precautions to be observed.
Controls for Exposure to Hazardous Substances
Wherever reasonably practicabl, management of the risk will be used in the following order:
1. Elimination: if we don't have it on the premises, we are saved the cost of buying it, time to assess it, the expense of controls, time to monitor the controls, the training of employees and record keeping.
2. Substitution: if possible, we will use something less hazardous that may need cheaper controls, if any.
3. Controls: engineering controls will be used rather than other means, wherever reasonably practicable. If other controls are used, such as reducing the numbers of people exposed to it, or the length of time each person is exposed, the manager of the personnel involved will be responsible for ensuring compliance.
Local exhaust ventilation (LEV), where fitted, will be regularly inspected at least once in every 14 months, or more often if necessary, maintained in good working order, and records kept of the inspection or maintenance.
The Health and Safety (Fist-Aid) Regulations 1981 require that all employers make adequate provision for first-aid in respect of employees.
We cognise our legal duty to make sufficient provision for first-aid to employees, including those traveling or working away from our premises. We will assess risks to employees and make approriate first-aid arrangements to deal with the risks. WE will reassess the first-aid provisions annually, or whenever there is a relevant change in the workford or the hazards to which they are exposed. When there have been significant changes, we will revise our arrangements accordingly. Additionally, we will ensure that contractors on our premises either have sufficient first-aid provision, or if their work involved no special risks, the contract may include their use of our facilities, by agreement.
Medical Assistance
In the event of anything other than minor injuries, medical assistance.
A Qualified First Aider will normally summon assistance.
The name of each first-aider is displayed in Reception and on the Health & Safety Boards and a record of the training is held in the Health and Safety File.
Management Responsibility
Management responsibility for all first-aid functions is held by the office Supervisor, who will be responsible for promoting and implementing the policy.
He/she will also be responsible for:
Reporting notifiable accidents to the appropriate authority
Encouraging staff to take training in first-aid, or as an appointed person
Authorising refresher training, as required.
Implementation
He/she will delegate such functions as necessary to ensure the effective day-to-day operation of our safety arrangements in respect of first-aid matters.
These functions will include:
Providing first-aid cover
Keeping adequate first-aid equipment and supplies
Recording details of accidents and treatments
Notifying senior management of incidents, immediately for serious accidents and monthly for those not requiring medical assistance.
First Aiders
The function of the first aiders is to render whatever first aid is required in order to assist the injured employee and if necessary to preserve life until medical assistance is obtained. In addition the first aider will assist with recording the injury in the accident book.
Report all injuries treated to a company director.
Confidentially report any medical condition concerning which he or she has knowledge.
Assist with accident report documentation and investigations.
Regularly checks and refilling where necessary the first aid kit on company sites.
First Aid kits will be provided to employees for their own use whilst on customers' premises, these will be issued to each vehicle. Replenishing the kits will be responsibility of the individual employee either by self purchase, of which the cost will be reimbursed or from company stores on request.
Staff Concerns and Grievance Policy
A member of staff is entitled to complain to their Supervisor or Contracts Manager or Director if he/she believes that Barlows (UK) Ltd is not honoring its obligations.
It is Company policy to ensure that any employee with a grievance has access to a procedure, which can lead to a speedy resolution of the grievance in a fair manner
Employees should speak to their Supervisor or Contracts Manager or Director who should give a reply within 3 working days, if this reply does not satisfacorily resolve the grievance, and then they should detail the grievance in writing. The written grievance should then be submitted to another Director of the Company within 3 working days. If the matter is still not resolved satisfacorily within 5 working days, they can elect to appeal to another Director who will give a decision within 5 working days, the decision will be final.
Objections on Safety Grounds
Section 7 of the Health and Safety at Work Act 1974 and Regulations 11 and 12 of the Managerment of Health and Safety at Work Regulations 1999 require employees to take reasonable care for their own health and safety and that of others who may be affected by their acts or omissions at work. In addition employees must not undertake activities for which they have not been trained or experienced.
Where such situations arise, the employee has a duty to notify any shortcomings in health and safety arrangements, even when no immediate danger exists, to his employer and this could give rise to an Objection on Safety Grounds to undertaking the work.
1. Purpose
The purpose of this policy is to ensure BArlows UK Ltd employees are aware of the information contained in the Smoking including electronic cigarette and vape policy. This policy also provides detailed information on what is expected with regards to smoking in all areas related to Barlows UK Ltd including vehicles.
Scope
All Barlows UK Ltd employees and visitors to Barlows UK Ltd buildings, company vehicles and other areas under control of Barlows UK Ltd.
Responsibility
Barlows UK Ltd that have a responsibility to ensure that health and safety of its staff and visited is protected from passive smoking as detailed in The Health Act 2006 and The Smoke Free Premises etc Regulations 2007.
Information
Smoke and smoking in terms of this policy includes traditional cigarettes, using electronic cigarettes and vapes.
Barlows UK Ltd understand that people choose to smoke nicotine products either by traditional cigarette, electronic cigarette or by vape. However, with exercising these rights, come responsibilities for smokers to their own health, and to others who choose not to smoke. Barlows UK Ltd's concern is one of health, safety and welfare and it is obliged to ensure a safe working environment
Barlows UK Ltd aims to improve the health of its employees and visitors by providing a smoke free environment.
Barlows UK Ltd through the implementation of this Policy will:
All employees and visitors have a duty to fully comply with this policy.
All Barlows UK Ltd buildings are smoke free including all rooms opening to fresh air.
All Barlows UK Ltd company vehicles and those loaned or provided to are to be smoke free including when loading and unloading.
A smoking area and smoking bin is provided at all Barlows UK Ltd buildings. Smoking outside of this area may lead to a breach of this policy and be subject to disciplinary action, which may lead to dismissal.
Smoking will be carried out in staff's own time (ie lunch breaks). Employees leaving their area of work for unscheduled breaks for any reason will be deemed to be in breach of this policy and be subject to disciplinary action, which may lead to dismissal.
Barlows UK Ltd promotes health and wellbeing to all its employees and visitors. Whilst evidence suggests that e-cigarettes are considerably less damaging to health than smoking tobacco, there is considerable debate about the benefits and harms of e-cigarettes. Therefore, e-cigarettes will be treated as a traditional cigeratte within this policy.
The charging of e-cigarettes in the workplace is forbidden.
The smoking of any drugs or legal highs is also against our smoking policy and will lead to instant dismissal.
Carbon Footprint Policy
Barlows (UK) Ltd is committed to endeavour to reduce its Carbon Footprint, and is aware of the C02 emissions released by its vehicles. The Company is working to ensure that driver routes, driving speeds, harsh braking and driver awareness of fuel and environmental considerations are a focus for all employees. The Company is currently pursuing a Driver Training Policy where this message is being reinforced. The company also encourages vehicle sharing and has a process to procure fuel efficient vehicles.
Barlows (UK) Ltd operates from specifically environmentally designed buildings, with the preface that the carbon footprint of the buildings should be given the highest priority. The design includes energy efficient lighting, heat recovery units, solar panels and an efficient waste recycling system.
Carbon reducing measures form an integral part of the overall Company strategy, helping to improve both operational performance and a reduction in potentially harmful emissions to land, water and air.
Purpose
The purpose of this policy is to ensure Barlows UK Ltd employees are aware of the information contained in the Parking Policy. This policy also provides detailed information on what is expected with regards to parking in all areas related to Barlows UK Ltd operations.
Scope
All Barlows UK Ltd employees and visitors to Barlows UK Ltd buildings and whilst carrying out duties for Barlows UK Ltd.
Responsibility
Barlows UK Ltd that have a responsibility to ensure that health and safety of its staff and visitors is protected as reasonably possible. All drivers of all vehicles must be aware of this policy and behave safely to ensure it adhered to.
Information
The health and safety of our employees and visitors is our main priority. We aim to provide the highest levels of information to all drivers at our buildings and to our employees whilst carrying out duties for Barlows UK Ltd.
The speed limit at all Barlows UK Ltd offices is 5 MPH.
All drivers must drive safely and sensible at all times.
Weather and driving conditions must be taken into accounts at all times.
All vehicles must reverse park - if you need assistance reverse parking, please call your department who will assist you.
EV Vehicles which have a front charging port must park safely to ensure no trip hazards are created.
Delivery of collection vehicles requiring access to any rear yard areas must be safely escorted via banksman of the department they are delivering for.
Policy Governing the use of Telephones, E-mail and Internet by Staff.
the provisions of this policy apply to all members of staff, whether or not they have access to, or sole use of, a telephone or e-mail/the internet on a personal computer. Although access to such facilities does not form part of the benefits provided to staff, it is recognised that there are occasions when employees might legitimately make private use of these facilities. This policy is intended not to place employees under unjustifiable scrutiny, but to give them a measure of security and confidence about their use of e-mail, telephones and the internet.
Telephones
There will be occasions when employees need to make short, personal telephone calls on company telephones in order to deal with occasional and urgent personal matters. Where possible, such calls should be made and received outside the employee's normal working hours or when they do not interfere with work requirements.
The use of company telephones for private purposes, which are unreasonably excessive or for company purposes which are defamatory, obscene or otherwise inappropriate, may be treated as misconduct under the appropriate disciplinary procedure.
Where the company has grounds to suspect possible misuse of its telephones, it reserves the right to audit the destination and length of out-going calls and the source and length of in-coming calls. This would not normally involve the surveillance of calls but in certain rare circumstances where there are reasonable grounds to suspect serious misconduct, the company reserves the right to record details of calls.
Personal Mobile Telephones
The use of personal mobile phones for private calls, texting, gaming or internet is prohibited in normal working hours, unless related to company business or urgent personal matters as that set out for telephones above.
As with telephones it is recognised that employees can use e-mail for personal means in the same manner as that set out for telephones above. E-mail should be treated like any other form of written communication and, as such, what is normally regarded as unacceptable in letter or memorandum is equally unacceptable in an e-mail communication.
Use of the Internet
The primary reason for the provision of internet access is for the easy retrieval of information in order to enhance the ability of staff to undertake their job role. However, it is legitimate for employees to make use of the internet in its various forms in the same way as e-mail, as long as it is not used to view or distribute improper material such as text, messages or images which are derogatory, defamatory or obscene.
Unauthorised use of the internet will be treated as misconduct under the appropriate disciplinary procedure. The company reserves the right to audit the use of the internet from particular personal computers or accounts where it suspects misuse of the facility.
General Statement
It is our company policy to ensure a high level of commitment to good environmental policies throughout our business activities. It is our intention to develop this policy by minimising the production of wastem through good purchasing practice of materials used throughout the business and reuse and recycle materials whenever practical to do so. To help ensure we give proper consideration to our environmental and waste management responsibilities and to assist in the minimisation of waste and the recycling of materials wherever practicable, systems and procedures will be implemented to encourage the recycling of material with a view to minimizing the overall levels of waste we produce. All staff are expected to abide by the following procedures and co-operate with management in the execution of this policy.
Sepcific Aims
As part of our commitment to protecting the environment and reducing waste levels, we have adopted the following specific aims:
Future Recycling
We are committed to expanding our recycling policy, procedures for recycling other wastes will be developed and implements in the future, these may include: - Recovery and recycling of ferrous-based materials
Barlows (UK) Ltd are committed to ensuring that its business is conducted according to ethical, professional and legal standards in a fair, honest and open manner. The company expects all persons acting on its behalf to uphold this commitment. We will ensure that this is reflected in every aspect of business that we undertake, so that we bring integrity to all our dealings. We will implement and enforce effective systems to counter bribery and corruption.
Bribery and corruption exposes the company, its employees and business partners to the risk of criminal prosecution in addition to harming the company's reputation. Accordingly the company operates a zero tolerance policy to all forms of bribery and corruption. The company's policy applies to all individuals working at all levels within the company, including senior managers, directors, employees, contractors, trainees and other associated persons acting on behalf of the company, wherever located.
It is vital that all personnel understand their responsibilities, operate to high ethical standards and conduct their activities in full compliance with all applicable and anti-corruption laws, including without limitation the Bribery Act 2010.
A breach of the company's anti-bribery and corruption policy by an employee will be treated as grounds for disciplinary action, which may result in a finding of gross misconduct and immediate dismissal. Employees and other individuals should not that bribery is a criminal offence that may result in up to 10 years imprisonment and/or unlimited fine for the individual and the company.
The board of directors of the company will support any individual who reports any suspicous activity relating to bribery and corruption as the success of this policy depends on everyone playing their part in helping to detect and eradicate bribery.
What is Bribery?
A bribe is an inducement or reward which is offered, promised or provided in order to gain improperly any commercial, contractual, regulatory or personal advantage. Bribery is a criminal offence.
Bribery and corruption can take many forms. It is not possible to provide an exhaustive list of examples of bribery or corruption which may be made directly or indirectly through a third party. However some exampled may include:
Gifts and Hospitality
Giving and receiving ordinary and usual business hospitality and entertainment and promotional or other business expenditure which seeks to improve the image of the company and its services or to establish or cement cordial relations is recognized as an established and impartant part of doing busines. This company's policy odes not prohibit reasonable and proportionate hospitality and promotional or other similar business expenditure (offered or received) intended for any of the foregoing purposes.
The policy does prohibit the offer or receipt of gits, hospitality or expenses whenever they could influence or be perceived to be capable of influencing the outcome of a contractual or material business transaction. This may be the case if timed around particular business decisions.
Please be aware of using the Barlows logo, name of anything else that could be associated with Barlows on social media.
We encourage the safe and sensible use of social media when used in a positive way for all organisations. Your posts or information that may be posted on your account must be appropriate at all times and not bring the company in to disrepute.
If you are unsure of social media and content please contact Nigel Johnson 07740596048.