Chapel Print SCCH Tender

Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Employees
All employees have the responsibility to co-operate with the owner to achieve a healthy, safe and environmentally friendly workplace and must take reasonable care of themselves and others. Wherever an employee notices a health, safety or environmental problem, which they are unable to put right, they must immediately inform the Health and Safety Officer or Managing Director.
In addition, if an employee has any other concerns relating to health, safety or welfare issues, he/she should discuss this with the production manager. Employees who are unsatisfied with the result of those discussions, may report their concerns in writing to the Health and Safety Officer.
Employees must also be aware of their legal obligations under Sections 7 and 8 of the Health and Safety at Work etc Act 1974. These require employees to take reasonable care of themselves and others and to not recklessly interfere with anything provided in the interests of health and safety.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
GENERAL ARRANGEMENTS
INDEX
• Accidents
• AssessmentofRisk
• ConsultationwithEmployees
• ContractorsandVisitors
• DisplayScreenEquipmentandWorkstations • DrivingCompanyVehicles
• Electricalequipment
• GeneralFireSafety
• HazardousMaterials(COSHH)
• HealthSurveillance
• HousekeepingandPremises
• MachineryandEquipment
• Noise
• PersonalProtectiveEquipment
• SafetyRules
• Training
• Environmental
• Hazardouswaste
Accidents
The company's trained first aiders or appointed persons are listed on all notice boards. The first aid box is located in Unit 28 next to the clocking in station
The Health and Safety Officer is responsible for reporting accidents to the Managing Director.
All accidents will be recorded. The accident record book is located in the main office. All accidents will be investigated and the appropriate action will be taken to ensure the causes are eliminated.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Assessment of Risks
All significant risks will be assessed. As a result of these assessments, appropriate action will be taken to ensure that all reasonable and practicable control measures are identified and implemented, to ensure compliance with the law. Records of the assessments are to be held in the main office. The risk assessments will be reviewed annually.
Consulting with Employees
The organisation will communicate to staff on health and safety matters either individually or as group as and when required.
Contractors and Visitors
No-one will be allowed on the premises unless authorised by a manager who will be responsible for their safety arrangements while on the premises. All contractors and visitors must sign the visitors’ register on arrival and sign out on their departure.
Before a contractor is allowed to start work on the premises, an agreed safe system of work will be established and the contractor will be given details of any hazards in the area where they are working that might affect him/her or his/her employees.
Display Screen Equipment and Workstations
The company will conduct workstation risk assessments on employees who habitually use such equipment.
All staff who make use of display screen equipment as a significant part of their job are entitled to a free eyesight test, paid by the Company on request.
If the optician recommends that the employee should wear corrective lenses, for short distances, that of which constitutes a users’ vision to screen distance, the organisation will pay for the most competitively priced glasses available or award a maximum of £45 (amount subject to annual review) towards glasses of the employee’s choice. Should the employee decide to have a more expensive frame, any additional remaining expense will be the responsibility of the employee.
In all cases, the employee will be required to produce documentation from the optician stating clearly that glasses are a necessary requirement for the employee in order for them to continue working with a display screen.
Driving Company Vehicles
Maintenance of vehicles is the responsibility of Managing Director.
All company vehicle drivers are required to check their vehicle to ensure it is roadworthy and to report any defects.
Drivers are not permitted to use handheld mobile phones whilst driving their vehicle. Incoming calls should be allowed to divert to the voice message service and be obtained when the vehicle is parked in a safe environment.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Electrical Equipment
A qualified electrical contractor will carry out all electrical repairs. This will primarily be Allan Wilson Limited
No person is to bring on site their own electrical appliances. If staff wish to bring electrical items on site to use within the workplace, the electrical item will need to be added to the organisation inventory list and PAT tested prior to use.
All portable electrical equipment in the factory will be inspected annually by a competent person. All portable electrical equipment in the offices will be inspected in line with HSE guidance.
The fixed electrical installation will be inspected every 5 years by a competent electrical engineer.
General Fire Safety
Escape routes will be checked every day by the Production Manager
Fire extinguishers will be checked by City Fire Limited every year.
Fire drills will be held every year organised by the Managing Director
A fire risk assessment for the employer’s premises will be carried out and reviewed every two years.
All flammable and highly flammable materials will be segregated and only sufficient quantities for a day's production brought into the work areas. Flammable substances will be stored in a metal cabinet suitably signed.
Smoking is not allowed on the premises.
In the event of an evacuation staff will be accounted for by a regularly updated staff list.
Visitors will be checked against the visitor’s signing in book and will also be the responsibility of the member of staff they are visiting, and will be guided to the assembly point by any member of staff.
Procedures for actions in the event of fire and on hearing the alarm will posted around the building.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Hazardous Materials (Control of Substances Hazardous to Health (COSHH))
Material safety data sheets for all materials will be obtained from suppliers prior to materials being brought onto site. The risks associated with hazardous materials will be assessed and safe systems laid down for the use of all such materials. Staff will be trained to use the materials and appropriate protective clothing will be provided as necessary.
Documents relating to these assessments will be filed in the managers office. All new materials will be subject to assessment for potential hazards and a safe system established before they are used.
Health Surveillance
Where risks to health have been identified through the risk assessment process, the company will put in place appropriate health surveillance to safeguard the health of its employees. Employees should inform the Managing Director immediately of any signs of work-related ill-health so that the appropriate measures can be taken.
Housekeeping and Premises
All areas will be cleaned daily and waste cleared from production areas each day. Oil spills/leaks must be dealt with immediately to prevent slips and falls.
Materials will be stacked at safe heights in the allocated areas. Pallets will be stacked to a maximum of 3 pallets high except where the arrangement is such that the pallets could not fall onto a work area or gangway.
All main gangways and exits will be marked and kept clear.
Machinery and Equipment
Only trained and authorised employees will operate specific machines or work equipment. Prior to starting-up a machine or piece of equipment, the operator must check that guards are in place and in working order. Guard performance checklists will be completed every week by the machine operators and monitored by management on a monthly basis.
The following special items of plant and equipment will be checked at the appropriate intervals by a competent person:-
Fork Lift Trucks - 6 monthly UFT Fork Lift Trucks Ltd
Guillotines - 6 monthly Heidelberg UK Limited
Pressure systems in accord with the written scheme of examination laid down and held by
Vince Stickens - Kent Air Services Limited
Records of these inspections will be kept in the main office.
Ladders and other access equipment will be inspected every six months.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
All new machinery will be assessed for adequate guarding before it is put into use.
Any member of staff who identifies an uncontrolled hazard that has the potential of causing an injury, must report the issue at once to their supervisor or to their manager to action. The ‘Hazard Report’ form will also need to be completed for management records. Any member of staff may fill in this form.
Noise
Noise will be measured and reduced as far as is reasonably practicable. Noisy areas will be marked appropriately and staff working in those areas informed of the dangers, and issued with and trained in the use of appropriate hearing protection devices.
Where noise levels average 85dB(A) or above over an 8 hour working day or equivalent, the wearing of hearing protection and regular audiometry tests will be mandatory. These areas will be identified by signage. In areas where noise levels average 80 dB(A) and above, but lower that 85dB(A), the organisation will provide suitable hearing protection to those who wish to wear it.
Before new machinery is purchased, suppliers must agree what noise level it will emit under normal use. The actual noise level will be checked upon installation.
Personal Protective Equipment
Personal Protective Equipment (PPE) will be issued to employees where the risk assessment identifies its need. PPE identified will be correctly chosen to meet the required characteristics of the task and the person who will be wearing the item, for maximum protection.
Employees must wear/use and maintain and report any loss of such equipment in accordance with their training.
Safety Rules
Employees are required to abide by the safety rules issued in conjunction with this policy.
Training
Induction Training - All new employees will be given appropriate safety induction training and the company safety rules will be explained prior to a new employee commencing any work and whenever possible on the first day of employment. In addition, they will be properly trained to carry out the specific responsibilities of their own individual job. The training will be recorded on the company’s Induction Checklist
Job Specific Training – will be carried out prior to an employee moving to a new area of work or being provided with new equipment.
In both cases follow up sessions will take place within 6 weeks to ensure that the previous training has been effective and put into practice so that any shortfalls can be identified and re-training take place.
Records will be kept of any information and training given and signed by the employee.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Environmental
Hazardous Waste
The company recognises that some of the waste they produce will be classified as "hazardous waste" and will dispose of this in a safe and appropriate manner.
The Managing Director will ensure that the company is registered annually with the Environment Agency and an appropriately licensed waste contractor is used for the disposal of waste, and all necessary notifications and fees are paid.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Chapel Print - Equal Opportunities Policy
Policy
The purpose of this policy is to provide equal opportunities to all in employment, irrespective of their gender, race, ethnic origin, disability, age, nationality, national origin, sexuality, religion, hours of work, marital status and social class. We oppose all forms of unlawful and unfair discrimination. All employees, whether part time, full time or temporary, will be treated fairly and equally. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximised the efficiency of the organisation.
Our commitment
Every employee is entitled to a working environment which promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
The commitment to equal opportunities in the workplace is good management practice and makes sound business sense.
This policy is fully supported by senior management and has been agreed with trade unions, employee representatives.
Implementation
Chris Willis, Managing Director has overall responsibility for monitoring this policy and will review it annually. He has received training in Equal Opportunities and will make his best efforts to remain conversant with new changes. Any changes will be notified to employees individually.
The Company will actively promote equal opportunities throughout the organisation through the application of employment policies, which will ensure that individuals receive treatment that is fair and equitable and consistent with their relevant aptitudes, potential skills and abilities. All managers and supervisors will seek to ensure that all employees comply with these principles.
Opportunities for training, development and promotion will be drawn to the attention of all eligible employees and all will be considered equally, on the basis of for example, ability and skills offered. Similar parameters will be applied in the recruitment of new employees. The Company will operate a pay system, which is transparent, based on objective criteria and free from sex or any other bias.
The Company recognises that all employees should be treated with respect and dignity, and that a working environment should be provided which is free of any form or harassment (sexual, racial or other), and bullying.
Any such incidents will be dealt with under the Company’s Disciplinary Procedure and in severe cases may result in dismissal.
Breaches of our equal opportunity policy will be regarded as misconduct and could lead to disciplinary proceedings.
If an employee considers that he/she has been treated less favourably, he/she should make use of the Company’s Grievance Procedure . (If appropriate) (If it cannot be resolved within the Company, the matter will be dealt with under the National Agreement’s disputes and differences procedure)
The Company has published a separate Statement and Policy on Harassment.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Monitoring and review arrangements.
The Company recognises that the regular monitoring of ethnic origin and sex of employees and applicants is essential to the thorough review of the effectiveness of this Policy and to this end the Company will initiate equal opportunity monitoring. The Company also undertakes to monitor pay rates and grading so that no conscious or unconscious bias will occur in the pay rates of men or women.
The successful implementation of this Policy depends upon the regular examination and progress towards equal opportunity and the development of local initiatives. To this end the Personnel department may start their own monitoring and review procedures.
Grievance and disciplinary procedure
The Company will ensure that any individual or group employees who believe that they have experienced direct or indirect unfair discrimination are properly represented in any grievance proceedings. Any employee who feels that he or she has been treated unfairly in connection with his/her employment should raise his/her grievance through the appropriate Grievance Procedure when every effort will be made to secure a satisfactory resolution. In addition the Company will ensure that any employee making a complaint of unfair discrimination will be protected from any victimisation in any form
(If appropriate) (If an employee’s grievance cannot be resolved within the Company, the matter will be dealt with under the National Agreement’s disputes and differences procedure)
The Company confirms that it will continue to treat unfair discriminatory conduct by any member of staff as a disciplinary offence.
Training and advertising
The Company will train, develop and promote on the basis of merit and ability. The Company will also provide suitable and relevant equal opportunity training as necessary for all staff, including line supervisors and managers. The Company will seek to encourage employees and applicants who may have been traditionally discriminated against or where there are none or very few of that sex or race in any particular job or location.
When vacancies are advertised both internally and externally, the Company will continue to ensure that such advertising, both in placement and content, is compatible with the terms of this Policy. To this end, opportunities will be taken through language, images or declarations, as appropriate, to show that the Company is an equal opportunities Company. In particular terms this means that the wording of advertisements will be carefully scrutinised to ensure that any hidden discrimination is avoided or discriminatory wording is avoided. Every effort will be made to ensure that the advertisements are placed in newspapers and publications so that as wide a readership as possible has access to the vacancies.
This may include the placing of advertisements in ethnic publications and women’s magazines. To this end “word of mouth” advertising, personal contacts and family relationships will be discouraged as a means of recruiting new staff or promoting existing staff.
All recruitment documentation (application forms, job descriptions etc) will similarly be objective and free of potentially discriminatory material
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Disability
The Disability Discrimination Act 1995 makes it unlawful to refuse to recruit, to refuse employment benefits or opportunities or to dismiss because a person is physically or mentally disabled (as defined in the Act). In brief this means that anyone who is unable to carry out “normal day to day activities” including an inability to concentrate (i.e those mentally ill) and those who are perceived to be unable to carry out day to day activities (including those who are HIV positive), and this inability lasts or is likely to last for twelve months or more. The definition also includes those with past disability i.e who have a history of disability, as well as those currently impaired. We will make every effort to make reasonable adjustments to the workplace and to working arrangements where the current conditions are disadvantageous to disabled people.
The Company refers to its separate Policy on Disabled Workers
Trade union membership / non-membership
There is no requirement that any employee should be a member of a trade union. It is solely a personal decision for all employees as to whether they wish to join a trade union, and the Company confirms that the employment, training and development of any employee will not be influenced in any way by whether or not they are in union membership.
A typical workers
The Company recognises its responsibilities to part-timers, fixed term contract workers and temporary workers and will ensure that they do not suffer less favourable treatment as a result of their hours/method of working
Communication
The principles in this Policy will be brought to the attention of all staff by means of publication in the Staff Handbook.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Chapel Print - Environmental Policy
Our company recognises the importance of environmental considerations and will take these into account at all stages of business planning, development, production and marketing whilst continuing to produce high quality products to our customer’s specification and satisfaction.
In particular the following objectives will be pursued as far as is reasonably practicable:
1. Conservation of energy.
2. Conservation of natural resources used in our manufacturing and dispatch operations, particularly in the use of packaging.
3. Minimisation of waste in production and packaging.
4. Reduction of solvents in the workplace and atmosphere
5. Provision of safe, clean and hygienic working conditions.
6. Reduction of noise levels to lowest levels practicable for employees and members of the public.
7. Safe storage and disposal of waste to meet “Duty of care” requirements.
8. The responsible development, operation and maintenance of plant and associated processes to reflect the principles above.
Signed ...................................................... .................................................... Managing Director
Date .......................................................
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
Environmental credentials
Chapel Print are currently working towards gaining FSC and PEFC accreditation. Chapel Print has long-term trading agreements with all major UK paper merchants and paper mills and has access to the DFT and OGC Buying Solutions paper pricing agreement. We have a constant flow of information related to recycled materials, latest developments and regulations affecting the production of recycled products. Naturally we look to keep our clients well informed.
Minimum paper wastage - On all jobs our overs are kept to a minimum thus avoiding unnecessary over ordering of paper supplies resulting in the holding of redundant stocks. When quoting for large orders (over 2 tonnes) we calculate the minimum sheet size available (allowing only for trims and margins) buying the exact amount of paper required avoiding waste and keeping cost to a minimum for our clients.
Latest technology - Chapel Print has always considered environmental issues whenever purchasing capital equipment. We have just invested £80,000 upgrading our computer to plate (CTP) system, purchasing a new AGFA Acento II Platesetter. The introduction of this machine has provided chemical free plate processing. Of course chemical free processing will admit no toxic waste. Whatever the process we work hard to practice an environmentally friendly approach. From recycling toner cartridges, to the re-milling of redundant ink stocks to the recycling of waste paper under license to purchasing hybrid vehicles – Chapel Print takes its environmental responsibilities very seriously.
In recent years Chapel Print has considerably reduced waste products in all areas of production. Very little waste is now generated in our pre-press (repro) department and now that our new computer to plate (CTP) system is fully installed no waste is produced during this process. Any chemicals essential for certain processes are safely stored and comply with Health and Safety recommendations
We only use soya or vegetable based inks and as previously stated any redundant ink stocks are sent for re-milling. Any waste paper produced is separated into “white” paper waste and inked waste. These grades are caged separately and collected by a paper waste management company under license for recycling and are eventually made into tissue paper and cardboard boxes.
An example of our proactive policy with regard to conservation of water and recycling was clearly demonstrated when we installed air conditioning required by our digital print unit. The water expelled by the air-conditioning units (distilled water) is perfect for use on the Heidelberg litho press (fount solution viscosity) therefore 100% of the water used on press has been internally recycled and actually works extremely well maintaining consistent print quality and performance.
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Unit 28-29 Riverside 1 Sir Thomas Longley Road Rochester, Kent ME2 4DP
References
1) University of Sussex
Contact Name: Will Barker - Print and Reprographics Manager
Address: University of Sussex Procurement Office
Print Unit
Hastings Building
Brighton BN1 9RJ
Telephone: 01273 877 906 Email: [email protected]
2) University of Greenwich
Contact Name: Mark Roust - Procurement Offcer
Address: University of Greenwich Procurement and Business Services Avery Hill Campus
Southwood Site
Catherine of Aragon Court Flat 11
Avery Hill Road
Eltham
London SE9 2UG
Telephone: 020 8331 8697 Email: [email protected]
3) The Education Company Limited
Contact Name: Martin Thorpe - Company Secretary
Address: The Education Company Ltd Riverside House
Sir Thomas Longley Road
Rochester
Kent ME2 4DH
Telephone: 01634 729888 Email: [email protected]
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Chapel Print
“Devoted to colour – Dedicated to quality”