Statement of Intent:
Health & Safety: RAFTER LOFT CONVERSIONS LTD, (“The Company”) believes that excellence in the management of health and safety is an essential element within its overall business plan – a good health and safety record goes hand in hand with high productivity and quality standards. Staff are the most important asset to this company and therefore we are totally committed to ensuring their health, safety and welfare at all times. From an economic point of view, the company believes that prevention is not only better but also cheaper than a cure. we are committed to ensuring that it complies with all relevant health and safety legislation and where it is reasonably practicable to do so, the Company will strive to go beyond the requirements of legislation. To achieve this, the Company will provide the necessary resources and will seek the co-operation of all its employees for the purposes of implementing this policy. Moreover, the Company will also ensure all employees are adequately qualified and experienced to allow them to carry out their work safely and without risk.
The effectiveness of this Policy is dependent on the people who are responsible for ensuring that all aspects of work whether in our office or on site, are carried out with due consideration for safety and with minimum risk to health. Ultimate responsibility lies with the Company but specific duties are delegated to others according to their function, experience and training. Rafter Loft Conversions will ensure that all employees, sub-contractors and site visitors adopt this Policy. Each individual person has a duty of care to themselves as well as to all those they come into contact with during any part of the working day and to ensure that health and safety standards are maintained and improved, the following people have responsibility in the following areas.
All employees of the company has access to competent Health and Safety advice as required by the Management of Health and Safety at Work Regulations 1999. Ensuring that an effective policy for Health and Safety management exists, supplemented by additional documents as necessary and that these documents are implemented throughout the business. Ensuring this policy is routinely reviewed on an annual basis to ensure the arrangements for health and safety remain current and valid. Co-operating and assisting, as necessary, with all enforcing authorities and any other external body concerned with Health and Safety in the course of their duties. Ensure that the duties and responsibilities for safe working are properly assigned, accepted and understood by all personnel working in or entering their area of responsibility.
All employees to ensure that the health, safety and welfare arrangements provided are maintained and available at all times. Ensure that all accidents and near misses are reported and investigated to determine if further controls are necessary to prevent a recurrence. The company employees have access to all necessary and relevant information appertaining to their health, safety and well-being at work. Carry out routine inspections and monitor the activities within their area of responsibility to ensure all equipment, the working environment and welfare arrangements satisfy the appropriate standards.
Arrangements are implemented with all contractors to avoid any confusion about areas of responsibility, sites should be organised so that work is carried out to the required standard with the minimum risk to personnel, equipment and materials. All employees are given precise instructions on their responsibilities for the correct working methods; Provisions are made for the delivery and stacking of materials to avoid unnecessary handling. Machinery/plant, including hand tools, are to be maintained in good condition and the site is kept tidy. Provide appropriate information, instruction and training to ensure so far as is reasonably practicable the Health & Safety at work of employees; Maintain the workplace in a safe and risk-free condition and provide a safe means of access to and egress from the workplace, consult and co-operate with the Director if and when matters arise requiring specialist knowledge. Comply with procedures laid down for reporting and investigating accidents, taking prompt action to prevent re-occurrence whenever possible.
In accordance with the Electricity at Work Regulations 1989, electrical risks must be assessed and controlled as follows,:
All power tools used are to be be stringently inspected and maintained daily, in the case of handheld and hand operated appliances to check that the equipment is in sound condition.damage, e.g. cuts, abrasion to the cable covering, damage to plug, e.g. cracked casing or bent pins, outer covering (sheath) of the cable not being gripped where it enters the plug or the equipment, damage to the outer cover of the equipment or obvious loose parts or screws, checks should also apply to extension leads.
Equipment which exhibits intermittent faults e.g. sometimes it works, next time it doesn’t, must be taken out of service and not used again until thoroughly checked out by a competent person and the source of the fault identified and rectified.
Control of Noise:
The Control of Noise at Work Regulations 2005 are concerned with protecting employees hearing from the effects of excessive noise generated in the workplace. Hearing can be damaged irreparably by prolonged exposure to excessive noise. The Regulations specify maximum noise levels which when reached require actions necessary to reduce the risk of hearing damage to a minimum.
Lower Exposure Action – 80 dB(A) or a peak sound pressure 135 dB(C): When personnel are exposed to this level of noise averaged over a 6 hour or weekly period, the Company will provide hearing protection if requested. Upper Exposure Action – 85 dB(A) a peak sound pressure 137 dB(C): Should staff become exposed to this level of noise, averaged over a 8 hour or weekly period, the Company will provide ear protection also steps will be taken to reduce noise to as low a level as is reasonably practicable.
The Company will ensure controlling the noise at source as the most effective means of reduction during purchase and hiring of equipment and, where necessary, hearing protection will be made available to personnel considered at risk.
At the end of each working day if works are not complete the employees must ensure all workplaces are left in a secure and safe condition to eliminate, as far as is reasonably practicable, all risks to children and the general public. In particular, all machinery etc. is secured to prevent it from being used by unauthorised persons, flammable and hazardous substances are securely and correctly stored.
Control of Vibration:
The Control of Vibration at Work Regulations 2005 are concerned with the protection of health effects from the exposure to vibration in the workplace. The Regulations specify exposure action values which when reached require actions necessary to reduce the risk.
Exposure Action Value – 2.5 m/s2 A(8) (exposure averaged over a day) (EAV). Wherever exposure at or above this level occurs, certain actions (including health surveillance) are required to control the risk. Exposure Limit Value – 5 m/s2 A(8) (exposure averaged over a day) (ELV). This is the maximum vibration exposure permitted for any individual on a single day.
The overriding requirement of the Regulations is to reduce vibration exposure to as low a level as is reasonably practicable, i.e. to consider whether further reduction is possible even if exposure falls below the EAV.
Measures to reduce risks may include:
- Replacing tools and equipment with alternatives which produce lower magnitudes of vibration
- Ensuring work activities are designed to take into account ergonomic principles and to encourage good posture
- Ensuring all equipment is properly maintained e.g. in accordance with a local maintenance policy/procedure
- Reducing time exposed to vibration e.g. regular breaks, job rotation etc.
Personal Protective Equipment:
The company will protect their employees from hazards within the workplace. Personal protective equipment (PPE) is all equipment worn or held by people at work to protect them against one or more risks to their health or safety.Any sub-contractors are to use their own personal protective equipment if the company supply equipment failure to wear or use the personal protective equipment provided will result in the individual being temporarily removed from the site.
Rafter Loft Conversions will make an assessment to determine whether such equipment is adequate and sufficient to protect the worker to eliminate any risk prior to the consideration of PPE as a “last resort” control. Suitable PPE will be provided when a risk assessment highlights a specific need or where construction standards dictate.
Actions by employees:
- Personnel must wear their PPE as directed and as required by site conditions.
- PPE must be kept clean and serviceable. If PPE becomes irretrievably soiled or unusable then it must be returned for replacement.
- PPE must be safely stored in the facility provided when not in use.
- Personnel should encourage other colleagues and adjacent contractors to wear their PPE as required.Personnel should report any failure to any PPE that comes to their attention.
Rafter Loft Conversions recognises that it owes a duty to contractors as well as employees, as stipulated by the Health and Safety at Work etc. Act 1974 Section 3 and the Management of Health & Safety at Work Regulations 1999.
The Company will ensure that only competent contractors are selected. All Contractors working on the Company’s behalf are assessed to ensure that they are competent and have suitable and adequate Health, Selected contractors must be able to demonstrate that they are experienced and competent to carry out the required works in line with legislation and accepted safety standards.
- Work safely, without endangering themselves or any other people.
- Comply with the Company’s Health, Safety and Environment requirements.
- Only employ competent staff who have been adequately trained.
- Only employ competent sub-contractors, who are adequately managed.
- Have adequate resources to manage Health, Safety and Environment satisfactorily.
- In accordance with the Manual Handling Operations Regulations 1992, the company will eliminate the need for manual handling where possible. Where elimination is not possible the risks from manual handling will be assessed and reduced so far as is reasonably practicable. All employees are encouraged to discuss any potential manual handling problems with the person in charge of the work.Plan the lift, can handling aids be used, where is the load going to be placed, will help be needed with the load, remove obstructions such as discarded wrapping materials, if lifting for a long time consider resting the load midway on a table or bench to change grip.Keep the load as close to the body for as long as possible while lifting, keep the heaviest side of the load next to the body, If a close approach to the load is not possible, try to slide it towards the body before attempting to lift it.The feet should be apart with one leg slightly forward to maintain balance (alongside the load, if it is on the ground). You should be prepared to move your feet during the lift to maintain your stability, avoid tight clothing or unsuitable footwear.At the start of the lift, slight bending of the back, hips and knees is preferable to fully flexing the back (stooping) or fully flexing the hips and knees (squatting). Avoid twisting your back especially while the back is bent, shoulders should be kept level and facing the same direction as the hips.Look ahead, not down at the load, once it has been held securely, the load should not be jerked or snatched as this can make it harder to keep control and can increase the risk of injury. There is a difference between what you can lift and what you can safely lift. If in doubt, seek advice or help.
Consultation with Employees:
Rafter Loft Conversions will consult with its employees in accordance with the Health and Safety (Consultation with Employees) Regulations 1996. Consultation with employees will be provided direct to individuals and through team meetings to cover the following issues as a minimum:
- Introduced measures that may affect employees’ health and safety.
- Health and safety information required under the Health and Safety (Consultation with Employees) Regulations 1996 and other regulations.
- Planning and organisation of health and safety training.
- The health and safety consequences of introduced technology in the workplace.
- Young persons under the age of 18 years are considered to be particularly at risk from the hazards that are presented in the workplace because of their perceived lack of awareness, inexperience and immaturity (both physical and mental). Consequently, the company will ensure that a specific risk assessment is conducted for all young persons prior to commencement of employment to ensure that all necessary measures are put in place to safeguard their health, safety and well-being beforehand. Rafter Loft Conversions are responsible for ensuring that all young persons are assessed prior to the commencement of work.
Fitness for Work:
If an Employee has a medical condition that could affect their fitness for work, that Employee must inform admin of the likely impact of the medical condition on their fitness for work. The Employee is not obliged to disclose confidential medical information, however the Company will where necessary confer with relevant external experts to confirm whether a Fitness for Work plan is required. Any person taking prescribed medication must seek the advice of their doctor before working and may require written evidence of their fitness to work whilst taking the drugs.
Alcohol & Drugs:
The company has a ZERO tolerance towards its employees drinking alcohol or taking illegal drugs prior to or during working hours. No employee may bring alcoholic drink or illegal drugs onto sites. The company reserves the right to actively monitor from time-to-time, the random testing of surfaces throughout with Drug Awareness Wipes. Any employees found to be under the influence of drink or illegal substances whilst at work will be subject to immediate disciplinary action dismissal.
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