Peterborough Football & Sports Development Foundation

Peterborough Football & Sports Development Foundation

Policy for First Aid and Accident Reporting

Under the Health and Safety (First Aid) Regulations 1981, all business must have appropriate means for enabling first aids at work. Following any such accident there is a requirement for the employee to report accident details to the employer. The employer then has duties to investigate and to notify the accident to the enforcing authorities where appropriate. The purpose of this policy therefore is to state who is responsible and what they must to in order to ensure adequate First Aid provision and Accident Reporting.

Manager Responsibilities

1. You are responsible for ensuring that an ambulance or other professional help is summoned as soon as possible by the most appropriate means or other arrangements are made, as necessary.
2. You are responsible for ensuring that you have an adequate number of First Aid Personnel in your area, and the number of First Aid Personnel is monitored and reviewed.

See Note (1)

1. You are responsible for ensuring that there are an adequate number of first aid boxes in the workplace, and that they are suitably stocked, and properly identified. See Note (1)
2. You are responsible for providing means for the accident to be recorded and to check that the accident details are a full and correct account of the accident. See Note (1)
3. You are responsible for following up accidents and ensuring that any remedial actions, where required, are carried out, to prevent recurrence.
4. You are responsible for ensuring that the Incident Contact Centre are notified where appropriate using the HSE form F2508.
5. You are responsible for monitoring and reviewing accidents for your area and the Policy for First Aid and Accident Reporting.

Employee Responsibilities

1. You are responsible for advising management for all accidents. When you are injured at work, the law says that you must tell your employer as soon as possible. You do this by ensuring that details of the accident are recorded in the Accident Book.
2. You are reminded of your responsibilities to look after your own safety and the safety of others who may be affected by your acts or omissions, to use work equipment and personal protective equipment correctly, and not to misuse any item of equipment. If an accident does occur report it to your Manager immediately.

Note 1

Details of First Aid Personnel, First Aid Boxes and Accident Book are listed below on the Summary of First Aid Provision Sheet, which should be read in conjunction with this policy.

Authorised by

Print Name:

Date:

Summary of First Aid Provision Sheet

First Aid Personnel: Georgie Elsom/Brandon Gibson/Isaac Tozer

First Box: Reception/Kitchen/Kitchenette/Office

Accident Book:Reception/Office

Statement of Intent

Peterborough Football & Sports Development Foundation (“the Charity”) will take all reasonable steps to ensure the health, safety and welfare of all its employees while they are at work, and will conform to all legal requirements. The Charity will strive for continuous improvement in the management of its health, safety and welfare matters and work towards a goal of zero accidents.

The Charity’s commitment is to confront and eliminate discrimination whether by reason of gender, sexual orientation, marital status, race, nationality, ethnic origin, colour, religion or belief, ability or disability and to encourage equal opportunities.

The Charity also accepts responsibility for the health, safety and welfare of all persons on the company’s work place including contractors, authorised visitors and any others so far as they may be affected by the company’s activities.

The Health and Safety at Work etc Act 1974 provides the basic minimum standard of care that must be achieved, and this act places obligations on both employer and employees.

As far as is reasonably practicable, it is the policy of the Charity:

To provide and maintain equipment and systems that are safe and without risks to health;

To undertake the use, handling, storage and transportation of items and substances safely and without risk to health;

To provide such information, instruction, training and adequate supervision as necessary in order to ensure the health, safety and welfare of employees;

To provide a safe place of work with secure entry and exit;

To provide and maintain a healthy working environment and adequate welfare facilities.

It is the policy that employees must:

Take reasonable care not only of themselves but also of others whomay be affected by their actions or omissions;

Co-operate with their employer in order to enable any duty or requirement imposed by any relevant statutory provisions to be performed or complied with;

Not to interfere recklessly with or misuse anything that is required or provided by law in order to comply with Health and Safety regulations.

The allocation of Responsibilities and Procedures set by the company to implement the Health and Safety Policy are detailed in this document. This Policy will be reviewed annually to ensure that it is kept up to date, or more frequently to comply with changing legislation and Charity requirements.

Signed...... Date......

Trustee –Peterborough Football & Sports Development Foundation

Signed...... Date......

Trustee – Peterborough Football & Sports Development Foundation

Peterborough Football & Sports Development Foundation

FIRE SAFETY ADVICE NOTE

Instructions to staff – Action in case of fire.

FIRE INSTRUCTIONS

IF YOU DISCOVER A FIRE:-

Raise the Fire Alarm

Attack the Fire, if possible with the appliance provided but without taking personal risks.

ON THE ALARM BEING RAISED: -

Call the Fire Brigade immediately on 999 from mobile phone or nearest phone box

FIRE EVACUATION PLAN

1. If you can safely do so, close the door of the room where the fire has started and close all other doors behind you.
2. Before opening a closed door, use the back of your hand to touch it. Don’t open it if it feels warm – the fire will be on the other side.
3. Get everyone out quickly as possible. Do not try to pick up valuable or possessions.
4. Make your way out as safely as possible and try not to be panic.
5. Plan your escape route now. Don’t wait until a fire starts.

Evacuate the premises. All Staff and Occupants to assemble at:-

CAR PARK

DO NOT RE-ENTER THE BUILDING

Disciplinary, Grievanceand Harassment Policy

It is Company policy that the following procedure should be followed when an employee is being disciplined or dismissed. The procedure provides that in normal cases a series of warnings will be given before discipline or dismissal is contemplated. The stages of the procedure that apply when discipline or dismissal is being contemplated comply with the statutory dismissal and grievance procedures.

Matters, which may be dealt with under this disciplinary, and dismissal procedure include discipline and dismissal for the following reasons:

misconduct

sub-standard performance

harassment or victimisation

bullying

misuse of company facilities including computer facilities (e.g. e-mail and the internet)

poor timekeeping

unauthorised absences

Minor cases of misconduct and most cases of poor performance may be dealt with by informal advice, coaching and counselling. An informal oral warning may be given, which does not count as part of the formal (or statutory) disciplinary procedure. No formal record of this type of warning will be kept.

If there is no improvement or the matter is serious enough, you will be invited to a disciplinary meeting at which the matter can be properly discussed. You will be allowed to bring a work colleague or Trade Union representative to the meeting. The outcome of the meeting will be communicated to you. There are the following possible outcomes:

Oral warning

In the case of minor infringements you may be given a formal oral warning. A note of the oral warning will be kept on your file but will be disregarded for disciplinary purposes after a specified period (e.g. six months). You have the right to appeal against a formal oral warning.

Written warning

If the infringement is more serious or there is no improvement in conduct after a formal oral warning, you will be given a formal written warning giving details of the complaint, the improvement or change in behaviour required, the timescale allowed for this, the right of appeal and the fact that a final written warning may be given if there is no sustained satisfactory improvement or change. A copy of the written warning will be kept on file but will be disregarded for disciplinary purposes after a specified period (e.g. 12 months).

Final written warning

Where there is a failure to improve or change behaviour during the currency of a prior formal written warning, or where the infringement is sufficiently serious, you may be given a final written warning. This will give details of the complaint, warn that failure to improve will lead to dismissal and refer to the right of appeal. The final written warning will be kept on file but will normally be disregarded for disciplinary purposes after a specified period (e.g. 12 months).

While the alleged gross misconduct is being investigated, you may be suspended, during which time you will be paid. Any decision to dismiss will be taken by your employer only after a full investigation.

The Standard Disciplinary and Dismissal procedure applies to dismissals for gross misconduct.

Modified Dismissal Procedure

In a few cases of gross misconduct the employer may be justified in dismissing immediately without conducting an investigation. In these cases a two-step “Modified Dismissal Procedure” will be followed, otherwise the dismissal will be automatically unfair.

Step 1: Employer gives written statement

The employer must give you a written statement setting out the conduct that has resulted in the dismissal and informing you of the right to appeal against the decision to dismiss. You must appeal to complete the statutory procedure.

Step 2: Appeal against the disciplinary decision

If you wish to appeal you must inform Company Secretary. A meeting must be held (in accordance with the general principles set out above). The employer must inform you of his decision following the meeting.

General Principles

The following principles apply to the Standard Dismissal and Disciplinary Procedure and the Modified Dismissal Procedure set out above:

1. The person who has authority to discipline you in accordance with this procedure is General Secretary
2. You have the right to be accompanied to any meeting by a Trade Union representative or a fellow employee.
3. Each step in the procedure will be taken without unreasonable delay and hearings will be held at reasonable times and locations.
4. Meetings will be conducted in a manner that enables both employer and employee to explain their cases.
5. Records will be kept detailing the nature of any breach of disciplinary rules or unsatisfactory performance, your defence or mitigation, the action taken and the reasons for it, whether an appeal was lodged, its outcome and any subsequent developments. These records will be kept confidential.

Authorised by......

Print Name ...... Date......

Peterborough Football & Sports Development Foundation

VULNERABLE ADULTS POLICY

The abuse of vulnerable adults constitutes a clear infringement of their rights and freedom as citizens. This policy aims to protect vulnerable adults who attend the Peterborough & District Football League Scheme from risk of abuse. As a service we are committed to promoting equality of opportunity to all members.

Aim of Policy

The aim of this policy is to ensure the safety of vulnerable adults accessing the Peterborough & District Football League Scheme.

Definition of a vulnerable Adult

“Vulnerable Adult”

Is a person aged 18 years and over

“Who is or maybe in need of community care services by means of mental or other disability, age or illness”

And

“Who is or maybe unable to take care of him or herself or unable to protect him or herself against significant harm or exploitation”

Thus a vulnerable adult may be someone who is

Elderly and frail

Has a mental disorder including dementia or a personality disorder

Has a physical or sensory disability

Has a learning disability

Has a severe physical illness

Is a substance misuser

Is an unpaid carer

Is homeless

What is abuse?

Abuse can include: physical, financial, material, sexual, psychological, discriminatory, emotional abuse and neglect. Abuse can take place in any setting, public or private, and can be perpetuated by anyone. All staff, volunteers and Peterborough & District Football league members have a duty to identify abuse and report it. Abuse is a violation of an individual’s human and civil rights by any other person or persons. It can take a number of forms:

Physical abuse e.g. hitting, pushing, shaking, inappropriate restraint, force-feeding, forcible administration of medication, neglect or abandonment

Sexual abuse e.g. involvement in any sexual activity against his/her will, exposure to pornography, voyeurism and exhibitionism

Emotional/psychological abuse e.g. intimidation or humiliation

Financial abuse e.g. theft or exerting improper pressure to sign over money from pensions or savings etc.

Neglect or acts of omission e.g. being left in wet or soiled clothing, or malnutrition

Discriminatory abuse e.g. racial, sexual or religious harassment

Personal exploitation – involves denying an individual his/her rights or forcing him/her to perform tasks that are against his/her will.

Violation of rights e.g. preventing an individual speaking his/her thoughts and opinions

Institutional abuse e.g. failure to provide a choice of meals or failure to ensure privacy or dignity

Principles

This policy is based on the following principles:

The welfare of vulnerable adults is the primary concern.

All vulnerable adults, whatever their age, culture, disability, gender, language, racial origin, socio-economic status, religious belief and/or sexual identity have the right to protection from abuse.

It is everyone’s responsibility to report any concerns about abuse and the responsibility of the Social Work Department and the Police to conduct, where appropriate, a joint investigation.

All incidents of alleged poor practice, misconduct and abuse will be taken seriously and responded to swiftly and appropriately.

All personal data will be processed in accordance with the requirements of the Data Protection Act 1998.

Responsibilities

The Peterborough Football & Sports Development FoundationScheme will:

Promote the health and welfare of vulnerable adults accessing the scheme by providing opportunities for them to take part in all activities safely.

Respect and promote the rights, wishes and feelings of all members.

Promote and implement appropriate procedures to safeguard the well being of vulnerable adults and protect them from abuse.

Recruit, train, support and supervise its members to adopt best practice to safeguard and protect vulnerable adults from abuse and to minimise risk to themselves.

Ensure all staff working on the programme has a clear CRB check.

Require members to adopt and abide by this Vulnerable Adult Protection Policy.

Respond to any allegations of misconduct or abuse of vulnerable adults in line with this Policy as well as implementing, where appropriate, the relevant disciplinary and appeals procedures.

Review and evaluate this Policy on a regular basis.

Reporting Procedure

All members of staff have a responsibility to be aware of this policy and to report any suspicions that they might have concerning adult abuse to Wendy Newey, Peterborough & District Football League on 01733 330056 / r if necessary directly to Social Services or the Police.

Review

This Policy and these Procedures will be regularly monitored and reviewed:

In accordance with changes in legislation and guidance on the protection of vulnerable adults

Following any issues or concerns raised about the protection of vulnerable adults within the Peterborough Football & Sports Development FoundationScheme

In all other circumstances, at least annually.

Grievance Procedure

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.

Most routine complaints and grievances are best resolved informally in discussion with your immediate line manager.

Where the grievance cannot be resolved informally it will be dealt with under the following procedure that complies with the statutory standard three-step grievance procedure.

The Standard Grievance Procedure

Step 1: Employee gives written statement of grievance.

You must put your grievance in a written statement of grievance and send a copy to General Secretary. Where the grievance is against the line manager the matter should be raised with a more senior manager if there is one.

Step 2: Meeting is held and employer informs employee of the outcome

The employer will invite you to attend a meeting to discuss the grievance. The meeting will only take place once you have informed the employer of the basis for the grievance you have set out in your written statement, and the employer has had a reasonable opportunity to consider what response to make. You must take all reasonable steps to attend the meeting.

After the meeting the employer must inform you of the decision taken in response to the grievance and notify you of your right to appeal if you are not satisfied with the employer’s decision. You must appeal to complete the statutory procedure.

Step 3: Appeal if necessary

If you wish to appeal you must inform the employer. The employer will then invite you to attend another meeting. You must take all reasonable steps to attend. If reasonably practicable, a more senior manager who has not been involved in the grievance procedure so far will deal with the appeal. After the meeting the employer must inform you of the decision taken.

The Modified Grievance Procedure

The Modified Grievance Procedure will apply in relation to your grievance only if:

You no longer work for the employer

You have agreed with your employer in writing that it will apply

You raised it before you left, but the standard procedure wasn’t completed, or you didn’t raise it until after you left

There are two steps within the Modified Grievance Procedure: