AAY Handbook V2.6-1

to be more careful, use disability equipment correctly, and not cause discomfort or pain and
they do not respond to the service users request then they could be breaching human
rights. If care worker’s subjects someone to serious ill treatment, this could be inhuman or
degrading treatment (Article 3)
Accept or refuse home care services
Everyone has the right to accept of refuse home care services, some may prefer to make
alternative arrangements such as having meals delivered, a laundry service, using door to
door transport to do their own shopping instead of using the support of a care worker. This
is often because find having people in their houses intrusive.
Having Choice about care
People should be offered choice about their care for example: what day centre to attend,
what agency they wish to receive their care from and who providers their meals, along with
a choice of food they like.
People should be allowed wear what they wish, care workers must not make people wear
items of clothing they don’t like or would not normally wear. Care workers cannot make you
wear slippers on a shopping trip just because it’s easier for them to put then on instead of
outdoor shoes. If a carer stopped someone wearing items of jewellery related to their
religion this would be a breach of someone’s religious freedom (Article 9)

Live your life according to your wishes
Visiting at inappropriate times to give support and assistance could undermine a person’s
right to be in control of their daily lives. For example; being put to bed or being helped to eat
too early or too late could be a breach of their right to a private life. If carers are visiting at
irregular hours, it may stop people from going out to visit friends and family infringing on
their right to have a family life.

100

Article 9 Freedom of Thought

You can think what you want and hold any religious or non-religious beliefs that you want.
You are free to observe and practice your religion, either alone or with others, in public or in
private. This right may be restricted in some circumstances, for example to protect the
rights of others or to maintain public order.

Carers should ensure they are aware of any needs relating to a person’s religion of belief.
This should be included in care plans. Carers should be assist people with religious
observance and practice, if someone wears a hijab or a cross and chain related to their
religion then care workers should still assist them to dress. Likewise, if someone has a
particular diet because of their religion, for example halal, vegetarian or kosher diet then
carers should assist people to obtain this and eat this food.

Article 14: Right not to be discriminated against un the way your human rights are
protected.

Huma Rights cannot be
breached or enforced differently
because of age, religion.
Gender. Sexual orientation,
ethnicity, political beliefs or
disabilities. This right can be
only be used in connection with
another article set out in the
Human Rights Act. For example,
a Muslim man does not get halal
meals, but a Jewish neighbour
gets kosher meals from the
same home care agency. The
Muslim man is being
discriminated against in his right
to practice his religion (Article 9)

Training

As a result of supervisions,
annual appraisals and
competency observations;
training will be identified and
given to ensure staff understand
human rights and how it affects
their work and those they care
for.

101

'Whistle-Blowing

Employees are often the first to become aware of a malpractice or wrongdoing at work.
However, many do nothing about it fearing recrimination if they report their suspicions to
their employer. It is the policy of All About You Care Services to encourage employees to
make any disclosures internally with full confidence that they will not be victimised or
dismissed as a result and that the matter will dealt with in full compliance with the Public
Interest Disclosure Act 1998. An employee should make a disclosure if they hold a
reasonable belief that a failure has or is about to take place with regard to one or more of
the following:

• Criminal Offence • Danger to Health and Safety
• Failure to Comply with a Legal Obligation • Damage to the Environment
• Miscarriage of Justice
• Deliberate Concealment of Information
relating to any of the above

How do I report someone using the Whistle Blowing Policy?

• There are several ways you can report someone under the policy you can:
• use the company complaint procedure
• use the company grievance procedure
• report it verbally to any senior member of staff face to face or by telephone
• put your concerns in writing and send it to your manager
• ask a colleague a friend or advocate to report it for you using any of the above methods

Who do I report my concerns to?

• This will depend on who you are reporting, if you are reporting a colleague you would report
this to your manager

• If you are reporting your manger you would report it to a more senior person in the company.
• If you were reporting about someone not employed by the you would report to the company

care manager
• You can report the Quality Care Commission address and contact details can be found in

your staff hand book
• You can report to the Police if you think a criminal offence has been committed

Do I have to disclose my name and identity?

No if you prefer to remain anonymous the company will still thoroughly investigate you
concerns. However, if you do report something and do not disclose who you are, then
please pass on as much information as is possible and try to establish facts such as dates
and times in your report.

Will there be any recriminations if I use the Whistle Blowing Policy to report someone?

Wherever possible your identity will not be disclosed to the person you are reporting,
furthermore, the company will ensure all concerned will be deal with in a professional and
appropriate manner. Please remember Don’t feel you are being a “grass”. If you don’t act
who will?

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Whistle Blowing Policy

Standards of Behaviour in Our Work Place
What would you do if you witnessed behaviour that made you feel uneasy or
uncomfortable?
Perhaps it might be:

Someone being rough or unreasonable with a Service User or work colleague.
Someone using aggressive or foul language to a Service User or work colleague.
Someone using aggressive or threatening behaviour to a Service User or work

colleague.
Someone bullying or harassing a Service User or work colleague.
It may be an isolated incident, or it could be a persistent.
Don’t feel you are being a “grass”. If you don’t act who will?

.Report what you see when you see it using the company’s “Whistle Blowing’ Policy”

For further information, see your Staff Handbook
103

Bullying, Harassment and Coercion

The wish that All About You Care Services shall be a safe and happy environment in which
to work and live is the foundation upon which this key policy is developed.
The value of the individual is the central theme of the company's 'people strategy'. Work
place harassment and bullying therefore undermine the core values of this strategy which is
based upon an assumption of positive attitudes, commitment and enthusiasm.
All staff have a duty to comply with this policy and to ensure that their colleagues and
Service Users are treated with dignity and respect. Harassment and bullying will not be
tolerated at any level within the company. Employees found bullying or harassing will be
subject to disciplinary action. Any such action will comply with company's disciplinary
procedure and policy on victimisation.

Harassment

Under this policy harassment is defined as conduct which is detrimental based on an others
sex, race, disability or sexuality which creates an intimidating, hostile or humiliating working
environment for the recipient.
Harassment is based upon perceived vulnerability, powerlessness or membership of a
minority group in society. Harassment may be oral, written or transmitted by electronic
means.
Sexual harassment is 'unwanted conduct of a sexual nature or other conduct based on
sex affecting the dignity of men and women at work'.

Racial harassment is 'unwanted conduct of a racial nature or other conduct based on race
affecting the dignity of men and women at work'.

Harassment because of a person’s disability can include derogatory remarks, jokes or
treatment about or at the expense of someone’s disability, physical appearance or the
disabled group to which the person belongs.

Harassment because of a person’s sexuality can include derogatory remarks, jokes, the
use of offensive names and titles, or treatment about or at the expense of someones
sexuality, appearance or the sexuality group to which the person belongs.

Examples of inappropriate behaviour.

Unnecessary or unwelcome physical contact

Lewd, suggestive or over familiar comments.

Insulting remarks.

Persistent requests for sexual favours

Indecent exposure

Display or circulation of pornographic or sexually explicit material in the work place.

Physical assault

Jokes about a person’s racial origins, disability, physical appearance or sexuality.

104

Bullying

Bullying can be defined as persistent, offensive, abusive, intimidating, malicious, or insulting
behaviour, abuse of power or unfair penal sanctions, which could make the recipient feel
threatened, humiliated or vulnerable and undermines their self-confidence causing them to
suffer distress.
Bullying involves the persistent and intentional use of offensive behaviour which gradually
undermines the person’s self-esteem and confidence. The bully denigrates the person,
intimidating and belittling them in a systematic way.
Bullying may be related to power and position and may be perpetrated by an individual or
by a group.

Examples of Bullying

Aggressive, inappropriate and threatening language.
Inappropriate tone of voice, persistent criticism, spontaneous rages, public
humiliation, insults and name calling, spreading unfounded malicious rumours.
Actual violence, violent gestures and threatening violence.
Abrupt mannerisms, ignoring and excluding.
Allocating only uninteresting work, undervaluing effort, miss-allocation of blame.
Subjecting subordinates to humiliation and ridicule, unjustified criticism, imposing
impossible deadlines, having no regard for personal commitments, unjustified
removal of responsibilities, blocking training or promotion.
Instilling fear and persecution through threats, teasing or practical jokes.

105

Code of Conduct

The company will make aware to all domiciliary care staff that their working environment is
usually within the Service Users own home and the following should be adhered to:

The approved company uniform should be worn and staff should be presentable at
all times whilst on duty.

The approved company identity card must be carried whist on duty and shown to
Service Users and others upon request.

All items of property belonging to a Service User must be treated with care and
respect

Service Users personal domestic appliances and equipment should only be used
with their permission and where it is necessary for the care package.

Smoking is not allowed whilst in a Service Users home or whilst in contact with a
Service User.

The consuming of or being under the influence of alcohol, or illegal substances is
strictly prohibited whilst on duty.

Refreshments, meals and snacks should not be consumed in a Service Users home
unless specifically invited.

Roster sheets should be treated as confidential looked after carefully.

Protective clothing (provided by the company) should be worn when necessary.

No member of the company's staff will enter a Service User's home against their or
their representative's wishes and similarly any member staff will leave a Service
User's home when requested by the Service User or their representative.

Service User's will be asked how they wishes to be addressed, this will notified to all
relevant personnel and adhered to at all times. Staff will also be made aware that the
Service User's wishes may change with time.

Only personnel directly employed by the company will enter a Service User's home.

Policy on Sex and Sexuality

Regardless of age people are entitled to express themselves sexually, therefore it is the
policy of All About You Care Services Ltd. to ensure that each individual is allowed to
express their individual sexual identity and experience a range of relationships of their
choosing.
In order to promote this the company will:

respect the privacy and dignity relating of service users concerning sex and sexuality

enable service users to express themselves sexually in the privacy of their own
rooms

106

not discriminate against a service user regardless sexual orientation or preferences

not tolerate abusive, violent or inappropriate sexual behaviour which could offend
others

not attempt to influence or act in any manner that would either discourage or
promote relationships between service users and others

Attendance Management Policy

All About You Care Services Ltd. is committed to dealing sympathetically with all cases of
illness and absence within its workforce. Our procedures are intended to provide managers
with guidance on promoting better working conditions in order to reduce sickness and
absence. Sickness and absence not only increases the workload of colleagues it also limits
the company's ability to deliver the best possible service to our service users and therefore
cannot be ignored.
We aim to combine a caring attitude towards the health and well being of all our people, but
will take a firm approach to those who take time off without good cause or explanation.
Our approach is based on the following principles:

Acceptance that we will achieve the best results where there is a commitment to the
attendance management approach by all staff and line managers.

Commitment to health promotion by the provision of effective health and safety
management that will support both staff and managers in maintaining high levels of
attendance and preventing accidents, illness and injury

Identifying and reducing the causes of stress in the workplace

Provision to managers of regular, accurate and comprehensive advice and
information concerning sickness absence levels, trends and problem areas.

Commitment to supporting managers in adopting a robust approach to dealing with
cases of abuse of the system

Commitment to provide training, which ensures that staff and managers understand
the policies and procedures.

Promoting a better work life balance and adopting more family friendly policies which
recognise that pressure on staff outside the workplace that also impact on our
working lives.

Whilst we are aware that some sickness absence is unavoidable, all staff and
particularly their line managers are required to play their part in maintaining the
lowest possible level of sickness absence.

The company recognises that from time to time, employees may suffer ill health or
may need to attend doctors for appointments etc., provision will be made for staff to
attend these appointments.

Combating Violence Against Care Staff/Safer Places

The company recognised that violence, threats and abuse are unacceptable. This includes
sexual and racial harassment, and threats to family and property. Violence and abuse are

107















Policy on Security of the Home

It is the policy of the company to ensure the security and safety of service users and their
homes whilst working in domiciliary situations. The company has clear protocols and
procedures that must be observed by all domiciliary care staff at all times.

Entering a Service Users Home

1. Prior to the commencement of any package of care, the care manager or a senior
member of the team will carry out a risk assessment of the home, during this visit the
protocols for entering the service users home will be established between the
agency and service user. Following this the carers appointed to deliver the care will
be informed of the entry arrangements during their weekly supervision. For example,
this may be: ringing the door bell, knocking on the door or verbally announcing their
arrival, asking a neighbour to let them in etc.

2. On entry, if you are not known or recognised by the service user you should
introduce yourself and validate your identity by showing your Identity Badge. You will
be informed of any alternative arrangements for identification that have been made
for service users with communication difficulties.

3. Your manager will inform you of how the service user prefers to be addressed i.e.
Mr, Mrs, first name etc., please respect this at all times as it is the wish of the service
users.

4. It is not the policy of the company to hold keys for any service user's property, it is
strictly forbidden for any member of staff to hold service user’s keys.

5. In cases where a service user is immobilised or is unable to open the door for any
other reason, then the care manager will arrange with the local authority to have
either a door key safe or a coded security lock fitted. These codes are strictly
confidential and will be kept on the company database. It is most important that care
workers do not divulge this information to anyone else.

Leaving a Service Users Home

When leaving a service user home, it is the responsibility of care staff to ensure the home is
secured safely, when you leave you should ensure:

1. Any appliances not in use are turned off; this includes cookers, hobs, irons etc.

2. Clothes are not left to dry m front of fires

3. Taps are not left running

4. Keys are placed back m key safes and locked

5. Doors and windows are locked when required

115

Action to be taken if entry cannot be gained

In the event that entry cannot be gained then the carer will:
▪ Look for obvious signs that may indicate if the service user is at home i.e. Is there milk
on doorstep, is there mail building up, are the curtains shut, are there lights on m
daylight hours.
▪ Look through the window to establish if the service user has fallen or m distress. If it
is evident that the service user is in distress or has fallen then immediately contact
your care manager who will inform you of what action to take
▪ Attempt to make your presence known by knocking on the window, or shouting through
the letterbox.
▪ Check to see if any doors are open, if so announce your presence verbally
▪ If at this stage, you cannot get a reply then check with neighbours who may have
further information about their whereabouts

After following the above steps, you are unable to establish whether or not the service user
is at home then immediately call the office and speak to the care manager who will advise
you what to do.

It is the responsibility of the care manager to take the following action:
• Attempt to contact the service user by telephone
• Attempt to contact the service users next of kin or key holder
• Check the company records to establish if the visit has been cancelled
• If at this stage the whereabouts of the service user is not established, then the care
manger will contact the Social Services emergency duty officer who will advise us of
what action the authority will take.
• The care manager and carer will keep in regular contact by telephone m order to keep
each other informed of any progress.

The company has a
range of key safes
for sale, if a service
user needs a key
safe we can usually

fit in 24 hours.

116

Health & Safety at Work Policy
&

Procedures

© All About You Care Services Limited 2016
117

Health & Safety at Work Act 1974

Policy Statement

Introduction

It is the policy of your employers All About You Care ‘All About You’
Services Ltd. to provide and maintain safe and Committed to your

healthy working conditions for all employees, service

Safety at Workusers and all visitors to our premises. The company

also recognises that it has a legal responsibility to

protect others who may be affected by the actions of the company or its employees.

The allocation of responsibilities and the particular arrangements to implement this policy

are set out below and further detailed within the Health & Safety Manual.

Explanation of Health & Safety

The Health and Safety at Work Act 1974 places responsibilities upon employers and
employees alike to ensure that a safe and healthy working environment is available to all
employees at all times. This is achieved by the use of safe working practices and by
maintaining a safe working environment.

Enforcement of the act is the responsibility of the local Health and Safety Executive the
Health and Safety Executive have the power to issue improvement and prohibition notices
and in extreme cases to prosecute the company or individuals they rule to be in breach of
the health and safety regulations.

As your employers All About You Care Services Ltd. is required by current legislation to
issue a Health and Safety Policy Statement explaining how the company intends to protect
employees. The Health and Safety Policy, in conjunction with this Health and Safety
Manual, explains how the company and its employees achieve safe working practices and
a safe working environment.

Whilst the overall responsibility for health and safety lies with the employer it must be
stressed that employees have a duty under the act to take reasonable care of themselves
and of other persons who may be affected by their actions or omissions at work. Employees
have a responsibility to always ensure that they use any equipment in accordance with the
correct operating instructions and training given, they also have a duty to inform their
superior of any serious or imminent danger and also about any shortcomings they see in
the existing protection arrangements.

A full review of the policy will be carried out every three years or at any such time that an
incident or occurrence takes place that may give cause for concern, at this time the policy
will be reviewed and consideration will be given to any amendments necessary.

The Health and Safety Policy Statement is not to be removed from this manual, it is
available to any member of staff or inspecting officer at any time. If you require any part of
this manual for training or information purposes copies will be made available on request.

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Responsibilities for Health & Safety

Overall and final responsibility for health and safety and for this policy being carried out
within the company is that of Mr. J. Lee. (Director), who is the designated Company Health
& Safety Officer.

Individual Service Managers are responsible for implementation of the Health and Safety
procedures at branch level and has the authority to deal with any immediate health and
safety issues; however, it is possible to contact the company Health and Safety Officer or a
member of the senior management team at any time to seek advice. In the case of an
emergency the Health and Safety Officer will immediately attend the depot.

All employees have a responsibility to co-operate with the company and its managers to
achieve a healthy and safe workplace; furthermore, they have a duty to take reasonable
care of themselves and others.

All employees have a responsibly to ensure that whilst the independence, dignity and
privacy of service users is observed they are not exposed to unnecessary risks detrimental
to their health and safety.

Whenever an employee notices a health and safety problem which they are not able to put
right, they should report it to the senior person on duty without delay who will endeavour to
correct the problem immediately.

Changes in Legislation

Implementing changes in legislation is the responsibility of the Health & Safety officer,
notification of legislation changes and updates are supplied to the company by Croner'
Reference Book for Employers. Addition information is supplies by Tips & advice personnel.

Accident Prevention

The company will give regular consideration to matters concerned with prevention of
accidents in order to maintain a healthy and safe workplace. To this end, risk assessments
will be carried out in order to identify hazards and risks in the workplace.

Accident Reporting

In the event of an accident no matter how minor it must be immediately reported to the
Service Manager or in his/her absence senior person on duty at the time. The details
recorded in the Accident Book B1510. Under the Reporting of Injuries, Diseases and
Dangerous Occurrences Regulations 1995 certain types of accidents such as fatalities and
major injuries must be reported immediately by telephone to the Environmental Health
Department followed by a written report. The reporting of a major injury to the enforcing
authority will be done by the Company Health and Safety Officer who will also complete the
accident report form F2508.

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Investigation of Accidents

All accidents will be investigated and a risk will be carried out, by doing this the likelihood of
a reoccurrence will be significantly reduced, however, it must be noted that most accidents
are avoidable and will be significantly reduced if employees report any hazards they
become aware of.

Fire Prevention
One of the principle objectives of Health & Safety to eliminate the risk of an outbreak of the
company has a policy on fire procedures to be read and understood by all staff Training on
fire procedures will form part of all employees’ induction training. Fire alarms installed on
company premises, the company undertakes to maintain the fire alarm in good working
order all times. The alarm will be tested on a regular basis and a record kept of the testing
and maintenance activity.
Buildings
The company will ensure that the design, fabric constructions of company buildings meet
statutory building control regulations and has planning approval.
Risk Areas
In order to assist staff to identify hazards and in pursuance of safe working practices this
policy identifies the following areas commonly associated with accidents and safety.
Food Hygiene
The food hygiene manual explains routines safety systems to be followed when handling
food, particular attention must be paid to the storage of food and critical temperatures. All
staff working with or handling food will be trained solute minimum in basic food hygiene.

1. Always wash your hands thoroughly handling food and after using the toilet.
2. Cover cuts and sores with a clean water proof dressing, blue plasters should be

used food handlers.
3. Keep food clean and covered.
4. Always work in a clean environment
5. Store raw foods away from fresh foods.
6. Ensure fridges and freezers are a correct temperature.
7. Do not smoke in food preparation areas.
8. Do not smoke whilst handling food

120

Corridors, stairways and fire escape routes

All members of staff have a responsibility to keep corridors, stairways and fire escape
routes free from any obstruction that could cause injury or impede free access to fire exits
in the event of fire or similar emergency.

Personal Dress

It is the responsibility of all staff to wear suitable clothing for work, overalls and protective
clothing are provided by the company, sensible shoes should be worn whilst at work to
avoid accidents.

Ladders & Step Ladders

It is the responsibility of staff using ladders and step ladders to ensure that they are held
firmly by another person and that they are at a suitable angle to prevent slipping or toppling
backwards.

Manual Handling

The Company recognises its duty under the Manual Handling Operations Regulations
1992. In pursuance of these regulations the company will ensure that all staff involved in
manual handling and lifting are given appropriate training. Before attempting to manoeuvre
you should assess each situation individually, if you consider that you cannot manoeuvre
safely, ask for advice from your Manager. Attempts to manoeuvre excessive weights should
not be made.

Rubbish

Rubbish must not be allowed to accumulate anywhere inside of the building, it should be
removed and properly disposed of in the appropriate exterior dustbins, do not leave rubbish
on the ground around the dustbins.

Electric Wiring and Electric Appliances

The electric wiring system in the building will meet the standards required by the
N.I.C.E.I.C. and will be certified by this body every five years. All appliances will be fitted
with the correct fuse; items not in use should be unplugged from the mains. If you have any
doubts regarding the use or safety of any piece of equipment do not use it, seek the advice
of your manager. Under no circumstances should you attempt to repair any faulty electrical
equipment. All portable appliances will undergo a PAT test on an annual basis; this will be
conducted by a competent person.

Pressure Vessel's

Pressure vessels with be checked and certified by a competent engineer every twelve
months and a certificate issued.

Machinery

The company undertakes to keep all mechanical equipment, machinery and appliances in
good working order servicing of such equipment will be carried out on a regular basis by a
competent person.

121

Company Vehicles

The Company will ensure that all of its vehicles are services on a regular basis and hold a
current M.O.T. certificate. All vehicles and drivers will be covered by the company’s
comprehensive insurance policy.

Smoking

Smoking by employees is strictly prohibited inside all company premises, smoking by
drivers is strictly prohibited whilst on duty at any time.

Consultation
This policy and the Health & Safety Manual will be brought to the notice of all employees.
The company will consult with all employees concerning matters relating to health and
safety at work. The company is receptive to any suggestions or ideas that may improve
health and safety in the workplace. Health & Safety and Disciplinary Procedures.

It should be especially noted that particular care must be exercised in the sphere of health
and safety, because so many aspects of the work involve not only the employees' health
and safety, but the health and safety of the service users and the general public as well.
Therefore, any member of staff who intentionally causes a hazard or repeatedly disregards
health and safety procedures may be subject to disciplinary procedures and in extreme
cases this could lead dismissal.

Conclusion

The Health & Safety at Work Policy Statement and has be compiled not only to conform to
current legislation but also to give employees a clear understanding of their duties and
responsibilities concerning health and safety at work. An understanding of this policy and
the accompanying documentation will reduce the risk of injury and promote the well being
of staff, service users. If you are unsure about any part of this statement or any other
aspect of the company health and safety procedures, please inform your manager who will
arrange further training.

Thank you for taking the time to read this statement, any comments for additions or
improvement will be gratefully received.

Signed

John Lee Director and Health and Safety Officer

Date: 26/8/2016

122

Moving & Handling

It is very important for the safety of both yourself and Service Users that correct moving and
handling techniques are strictly observed. Detailed instruction will be given with regard to
particular techniques as a module of staff training. Listed here are the general principles
that apply to all moving and handling
General principles of lifting and handling: -

1. Assess each situation with regard to the Service User, any medical condition,
equipment and space available.

2. Always explain to the Service User what you are doing and wherever possible
encourage them to assist as much as their condition allows.

3. Prepare the handling area and be aware of hazards.
4. If using a moving aid always follow the manufacturer’s instructions.
5. Know your own capacity.
6. Position your feet correctly.
7. Make sure of your hand grip.
8. Hold the Service User's body as close as possible.
9. Keep your back upright by using your knees and foot placement.
10. Use gentle rocking movements whenever possible.
11. Always straighten without twisting.
12. If working as a team use clear commands.

For the benefit of yourself and the Service User you should never: -
• Move a person at arm's length.
• Work in a confined space.
• Attempt to save a falling Service User.
• Move a Service User alone unless you are confident of your safety.
• Hurry or jerk a movement.

123

Manual Handling Policy

Poor handling techniques are biggest cause of cause
of accidents at work, accounting for 38% of all
accidents as shown on the chart below.

Because care staff carry out a wide variety of moving and handling activities during the
course of their duties the company has developed this moving and handling policy.
Key element:

 The company is commitment to managing the risks associated with moving and
handling people and loads

 The overall responsibility for ensuring staff safety when moving and handling Service
Users and other loads is the Health and Safety Officer (J Lee).

 Supervisors will identify the risk unique to each person when completing the person
centred risk assessment and the service user environment risk assessment.
Supervisors will notify staff of risks and a copy of the risk assessment will be
included in the care plan.

 It is the responsibility of each member of staff to assess the risk prior to every
manual handling move in relation to their capacity to undertake the move safely. The
124

registered manager is responsible for implementing staff training and ensuring all
staff are competent to perform manual handling tasks and the safe use of hoists.

The company is commitment to introducing measures to reduce the risk through the:

 Training

 Use of two carers

 Use of aids such hoists, slip blankets, etc.

 Investigating accidents with a view to implement measure to avoid reoccurrence and
learning

 Ensuring staff do not use handling equipment that is not maintained or dangerous

 Carry out an annual review of Health and safety Policy

Risk Assessment

What is Risk Assessment?

Risk assessment is a legal requirement under the Health & Safety at Work Regulations
1992. Risk assessment is the method used to identify hazards that may cause accidents or
injury at work. The aim is to identify hazards, decide who may be effected by the hazards
and then to effect the appropriate action to prevent or minimise the likelihood of any
accidents taking place.

Carrying out a risk assessment

Moving and handling risk assessments help identify where injuries could occur and what to
do to prevent them. Because an individual’s needs and abilities can change over the course
of a day risk assessment should, where possible be carried out by supervisors, the service
user and ideally someone who knows their capabilities and any associated risks.
The company will ensure that supervisors carrying our manual handling risk assessment
are trained and competent to identify and address the risks associated with elderly and frail
people.

There may be activities or circumstances that may increase the risk include, for example:

 assisting in person transfers

 long term illness, particularly those associated with pain and physical disability

 assisting in carrying out daily activities (such as bathing) with individuals who will
have specific needs

 the living conditions, and restricted space in domestic situations

Assessments, care needs, competence and equipment provision are other factors that
need to be addressed. Also some staff may have to adopt and hold awkward postures as
part of their work, stresses and strains arising from adopting awkward or static postures

125

when caring for and treating people need to be addressed, therefore two types of risk
assessment are usually needed:

Work Environment Assessment

looking at:

 Manual lifting and handling

 Aids to lifting and handling

 Fabric of building

 Bathing circumstances

 overall equipment needs

 what moving and handling would be required in emergencies such as fire
evacuations or residents’ falls

Individual risk assessments

Person Centred Risk Assessment balances the safety of employees with the needs, safety
and rights of the people using care services. Manual handling policies and practice should
not place unreasonable restrictions on residents’ rights to autonomy, privacy or dignity.
Risk assessment should be part of a wider needs assessment process to achieve the best
outcome. Health and safety issues will then be identified and built into the complete care
package.

The assessment should be person-centred and, where possible, involve the service user or
their family in decisions about how their needs are met. This can reassure them about the
safety and comfort of the equipment, and how it and the methods used will ensure their
safety and the safety of staff.
Record the risk assessment and care plan. Include detail on the individual’s moving and
handling needs, day and night, specifying:

 what the user of the care service is able/unable to do independently

 the extent of the individual’s ability to support their own weight and any other
relevant factors, for example pain, disability, spasm, fatigue, tissue viability or
tendency to fall

 the extent to which the individual can participate in/co-operate with transfers

 whether the individual needs assistance to reposition themselves/sit up when in their
bed/chair and how this will be achieved, e.g. provision of an electric profiling bed

 the specific equipment needed – including bariatric where necessary – and, if
applicable, type of bed, bath and chair, as well as specific handling equipment, type
of hoist and sling; sling size and attachments

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 the assistance needed for different types of transfer, including the number of staff
needed – although hoists can be operated by one person, hoisting tasks often
require two staff to ensure safe transfer

 the arrangements for reducing the risk and for dealing with falls, if the individual is at
risk

What causes a fall?

The natural ageing process means that older people have an increased risk of having a fall.
In the UK, falls are the most common cause of injury related deaths in people over the age
of 75.

Older people are more likely to have a fall because they may have:

balance problems and muscle weakness

poor vision

a long-term health condition, such as heart disease, dementia or low blood pressure
(hypotension), which can lead to dizziness and a brief loss of consciousness

A fall is also more likely to happen when:

the floor is wet or recently polished, such as in the bathroom

the lighting in the room is dim

rugs or carpets aren't properly secured

the person is reaching for storage areas, such as a cupboard, or is going down stairs

the person is rushing to get to the toilet during the day or at night

In older people, falls can be particularly problematic because osteoporosis is a fairly
common problem. Osteoporosis can develop in both men and women, particularly in people
who smoke, drink excessive amounts of alcohol, take steroid medication or have a family
history of hip fractures. However, older women are most at risk, because it's often
associated with the hormonal changes that occur during the menopause.

Preventing a fall

There are several measures you can take to help prevent a fall. Simple everyday measures
around the home include:

using non-slip mats in the bathroom

mopping up spills to prevent wet, slippery floors

getting help lifting or moving items that are heavy or difficult to lift

Removing clutter and ensuring all areas of the home are well lit can also help to
prevent falls.

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Method of Assessing Risk

Because all hazards are not easily identified by the company it is necessary for both
management and staff to be involved in completing risk assessment forms, they will also
need to contribute suggestions and ideas that will help to reduce the risk of accidents in the
depot. Using this method of risk assessment will give staff a better understanding and
awareness hazards and ultimately lead to safe working practices and a safer working
environment.
The procedure for completing Risk Analysis forms is as follows:

1. Identify the task, this is the specific job you are doing, for example you maybe
loading a van prior to delivery.

2. Identify the hazard, in the above example you may need to lift cases of frozen
meals onto a vehicle, therefore the hazard may be a back injury caused if you use
the wrong lifting technique or attempt to lift beyond your capability.

3. Who is affected, in this example the person lifting could be affected and also the
consequence of the load falling could cause a hazard to others.

4. Action Required to Minimise Risk, in our example the risk of injury would be
reduced if the load was reduced and the correct lifting method used. The employee
may also need to be trained in lifting and manual handling techniques.

The following pages contain the current Risk Analysis Sheets compiled by staff and
management in September 1998. Individual risk analysis will be carried out concerning
hazards identified with service users and their homes at the commencement of their
community delivery service.

It is of the utmost importance that your report any un-eliminated
hazards you encounter during your working day either to your

Supervisor or Manager.

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Procedure for Recording Accidents and Reporting Notifiable
Occurrences

The company recognises that it has a legal responsibility to report certain accidents and
events to official bodies. A report will be made wherever legislation requires and the
appropriate authority will be notified by the Health and Safety Officer.

Reporting & Recording of Minor Accidents

It is the responsibility of all employees to report any minor accidents occurring in the
company to a member of the management team. The details of all accidents must be
recorded in the accident book B 1510. Following this a risk analysis will be carried out in
order to prevent a reoccurrence of the accident.

R.I.D.D.O.R.

Under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995
certain types of accidents such as fatalities and major injuries must be reported immediately
by telephone to the Environmental Health Department followed by a written report. The
reporting of this type of occurrence to the enforcing authority will be made by Health and
Safety Officer or in his absence a senior manager of the of the company who will also write
the accident report form F2508

If any employee is off work for three days as a result of an accident or is admitted to
hospital as a result of an accident at work the company will notify, in writing, the local
Health and Safety Executive within seven days of the occurrence.

C.O.S.H.H. Policy

It is the policy of All About You Care Services Ltd. to consider how the Control of
Substances Hazardous to Health (C.O.S.H.H.) applies to the work of it's employees and to
put procedures in place to protect employees, Service Users and visitors to the company’s
premises
Mr. J. Lee the designated Health and Safety Officer is responsible for the implementation of
C.O.S.H.H. regulations.

A systematic approach will identify poor working practices and substances that are harmful
to health, these are substances that may have a rapid and serious effect on health or cause
chronic disabling diseases after repeated exposure. Some forms of ill health, such as
cancer, take years to develop; some cause asthma and others damage the skin.

The Health and Safety officer will:

1. ensure that the exposure of employees to substances hazardous to health is either
prevented, or, where this is not reasonably practicable, adequately controlled.

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2. not allow employees to carry out work which is liable to expose employees to a
substance hazardous to health unless a suitable and sufficient assessment of the
risks created by that work has been carried out.

3. introduce appropriate measures to prevent or control the risks including the supply of
protective clothing where necessary.

4. ensure that control measures are used and that equipment is properly maintained
and procedures observed.

5. where necessary, monitor the exposure of the workers and carry out an appropriate
form of surveillance of their health

6. inform, instruct and train employees about risks and the precautions that they must
take.

7. make available to all employees the C.O.S.H.H. assessment information sheets

8. reviewed any substance or working procedure if there is reason to suspect that the
assessment is no longer valid or where there has been a significant change in work
to which the regulations apply.

Assessment of Health Risks

The assessment will review the substances used and working practices, this will require
gathering information from the labels of the products used and obtaining information from
suppliers to determine:

1. What substances are present and in what form

2. What risks and harmful effects these substances present

3. Where and how the substances are actually used or handled

4. The harmful substances given off or produced

5. Who could be affected, to what extent and for how long

6. Under what circumstances, and how likely is it that exposure will happen

General

C.O.S.H.H. assessments will be record on a C.O.S.H.H. assessment sheet and kept in
Health & Safety Manual. It is important to note that some chemicals which are relatively
harmless on their own may become hazardous when mixed. Bulk materials should not be
decanted into smaller containers unless fully labelled in accordance with the original label.
If you are unsure about any part of this policy please inform your manager who will arrange
training, if you feel you have any suggestions on ways to reduce the risks of substances
hazardous to health your comments will be gratefully received and considered for
implementation.

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The Control of Substances Hazardous to Health Regulations 1994 (C.O.S.H.H.) require
employers to assess the risk from exposure to hazardous substances at work and the
precautions needed to protect employees. Substances that are hazardous to health include
substances labelled as dangerous (i.e. very toxic, toxic, harmful, irritant or corrosive). In a
care organisation, cleaning materials such as disinfectants, detergents, polish and
dishwasher products are widely used.

Definition of Substances Hazardous to Health

Under the C.O.S.H.H. Regulations, substances hazardous to health are:

1. A substance or mixtures of
substances classified as
dangerous to health under the
current Chemicals (Hazard
Information and Packaging)
Regulations (CHIP) 1993. These
can be identified by their
warning label. There are three
types of warning labels for which
the general indication of nature
is specified as very toxic, toxic,
harmful, corrosive or irritant. If
the information is not readily
available from the label or
supplier's advisory leaflet, then
the supplier must provide a
safety data sheet for these substances.

2. Biological agents (bacteria and other micro-organism). If they are directly related with
the work or if exposure is incidental to work (i.e. farming, sewage treatment or Health
Care) and potentially could represent a hazard to the health of any person.

3. Dust of any kind, when present in a substantial concentration in air.

4. Any other substance which creates a hazard to the health of any person which is
comparable with the hazards created by substances mentioned in the above
paragraphs.

Safe Access & Egress Policy

In order to protect the health and safety of employees and others who visit our premises it
is the policy of the company to provide safe access and egress to and from all of our
buildings.

Wheelchairs

We provide physical adaptations to allow safe access and egress to service users in
wheelchairs this includes access ramps, wider doorways and disabled toilet facilities, we

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also provide dedicated parking spaces for disabled vehicles. Should anyone have a
problem accessing any of our properties then they should contact the company care
Manager on 01253 899982

Corridors and Fire Exits

Corridors and walkways and fire exit routes will be kept clear of any obstacles at all times
that may impede access or egress.

Falling objects

In order to avoid accidents from falling objects, goods equipment and other items will not be
stored in overhead spaces unless on appropriate racking and placed safely and securely in
position.

Contractors Working on Site

Any contractors working on site will be required to discuss agree and provide the manager
of the establishment with a method statement and risk assessment explaining how safe
access and egress will be achieved whilst they are working on company premises.
It is the responsibility of the manager to ensure all contractors, as far as reasonably
possible and within their control, ensure people in our care and support are not placed in a
position of danger due to work being carried out.

Floors and surfaces

As part of a routine risk assessment floor covering will be inspected for damage, any loose
torn or damaged floor surface likely restrict or lead to falls or trips will be repaired or
replaced as a matter of urgency.

Paths and Driveways

In order to avoid trips and falls paths and driveways will be kept in good order at all times
and will also be included in the premises routine risk assessment.

Awareness

In order to promote awareness and safe practice those we support with learning difficulties
will assist us to carry out the risk assessment of premises.

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Procedure in the event of an accident to yourself

If you are involved in an accident whilst on duty:
If the injury is serious seek medical attention.
Notify your service manager as soon as possible.
Enter details in the accident book.
Certain injuries will be notifiable to the Health and Safety Executive or the
local authority these are listed in the RIDDOR section of this book

Procedure in the event of discovering a Service User has died

On discovering the deceased:
Do not move the body.
Telephone your service manager who will notify the deceased's G.P.
Do not contact the next of kin.
Wait for the G. P. or ambulance to arrive.
Notify the service manager when the G. P. or ambulance has been
The service manager will then contact the next of kin.

Important points to remember
The death of a Service User may cause distress to both yourself and others. It is of the
utmost importance that all procedures are carried out with both respect and dignity to the
deceased.
If you feel too distressed to continue your shift, then contact your service manager who will
ensure your duties are covered.

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Procedure in the event of a failure in the electricity supply

It is important in the event of a power supply failure to establish if is a power cut. The
simplest method to establish this is to check if other houses in the street have lost power.
Because house ore connected in different phases it may be only one in three house on the
same phase has lost power. Alternatively, you can check on the internet via a mobile
phone, you can also report a power cut on the same page

http://www.enwl.co.uk

Alternatively, you telephone the electricity supply company Electricity North West:

0800 195 4141(free from mobiles)

If it has been established that there is no power cut then there is most likely to be a fault
with the distribution system within the house.

If this is the case:

Check the entire building for signs of fire, if a fire is discovered follow the fire
procedure.

Check the entire building for signs of a water leak. If a leak is discovered follow
burst water pipe procedure.

In all cases you should:

Notify your service manager who will inform the next of kin in order to fix repair
the fault.

or

Assist the service user to contact an electrician to repair the fault.

If the power has failed in the hours of darkness check the Service User is safe
and warm and if possible, provide the service user with a torch or night light.

If possible, inform neighbour of situation and ask them to keep a check on the
Service User

Important points to remember

Most heating systems cannot operate without electricity; make sure the Service
User is not in danger of hyperthermia.

Candles are a fire risk, if possible purchase a night light and or a torch.

Try to refrain the Service User from moving around in the dark as this could lead
to an accident or fall.

Telephones will still operate.

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Procedure in the event of a suspected gas escape

Both piped natural gas and bottled type gas have strong and distinctive odours. If you can
smell either of these or merely suspect a gas leak in a Service Users home then you
should:

If the source of the escape is obvious e.g. cooker turned on but not lit, turn it off
immediately.
Extinguish and naked flames or cigarettes.
Evacuate yourself and others from the building.
On the way out leave doors and windows open.
Call 999 notify the fire service.
Notify your service manager who will inform British Gas, Gas Escapes and the next
of kin.
Do not re-enter the building until the all clear has been given by a gas official.

Important points to remember
Do not switch on lights or use any electrical equipment
Do not ignite any naked flames
Extinguish all cigarettes
Gas is heavier than air and will collect at ground level
Although gas itself is not poisonous inhaling it can cause asphyxiation

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Procedure in the event of a burst water pipe

Uncontrolled running water can not only cause structural damage but can also, when in
contact with electrical appliances or wiring, become extremely dangerous. If you hear or
see running water in a Service User’s house you should:

Establish if, possible, the cause of the problem
If the cause is simple e.g. a tap left running, turn it off
If the cause is not identified attempt to locate the mains water supply stop cock
and turn the water off, the stop cock is usually located under the sink.
Notify your service manager who will take appropriate action and inform next of
kin
Move Service User to a safe and dry place
Do not turn water back on or use any electrical appliances until the all clear has
been given
If the water is coming through the ceiling, then evacuate that room as the ceiling
could collapse
Important points to remember:
If the water has been running for a long time, there could be structural damage
Water will always find the easiest route through a ceiling this is usually down the
light fitting.
Look out for 'balloons' of water behind wallpaper.
If water comes into contact with electrical wiring the fuses should blow

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Procedure in the event of a Service User Suffering Food Poisoning

In the event that a service user claims to have contracted food poisoning the following
procedure should be followed:

Step 1

Advise or assist the service user to contact their GP immediately.

Step 2

Record all details of the incident including name, address, telephone number etc. Advice
the service user to keep any food packaging as this could assist to identify the source of the
poisoning.

Step 3

The senior manager on duty will, without delay, report the incident to the local authority
Environmental health officer. It is the responsibility of the Environmental Health
Department(EHO) to investigate the incident. The company will fully assist the EHO to
identify the source of contamination.

Step 4

The senior manager on duty will immediately report the incident to the local authority Social
Services Department, and report to CQC if consider a safeguarding incident.

Step 5

When identified, and if requested, the company will remove and safely destroy any source
of contamination and sanitise areas of contamination, including equipment and work
surfaces. It is important that this is done in co-operation with the Department of
Environmental Health and service user.

Step 6

In the case where food has been contaminated at another source prior to delivery then the
supplier will immediately be informed of the problem. For the purpose of traceability all
products are coded and can be traced back to source.

Step 7

In the case where the food has been contaminated in the service user’s home advice will be
given to the service user on how the reoccurrence of the incident can be avoided. This will
include a personal visit from a company representative and the giving of written literature
concerning safe food handling. In the instance where a service user is assessed as not
being capable of safely handling food then this will be reported to the service users Social
Worker.

Step 8

Following the investigation by the Environmental Health Department and the conclusion of
the incident the company will arrange a meeting between all concerned groups. The
intention of this meeting will be put in place safeguards and any necessary action that will

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avoid or minimise the reoccurrence of any such event taking place in the future. If it was the
fault of the company, then the company will offer a written apology under its Duty of
Candour.

Procedure in the Event of a Member of Staff Suffering from Food Poisoning

What is Food Poisoning?
Food poisoning results from eating food contaminated with bacteria, viruses, other
organisms, chemicals or poisonous plants and fish. The time taken from eating food to
feeling unwell (the incubation period) varies, and in some cases can be up to 10 days after
consumption. The last meal you ate may not be the cause of your symptoms.

Who do I contact if I think I have food Poisoning?
The initial point of contact in all cases of suspected food poisoning is always your GP. In
addition, details of the suspected case should be reported to your manager who will inform
the local Environmental Health Officer who in turn will investigate and prevent any further
spread of food poisoning. An outbreak is when two or more unrelated cases occur from the
same source.

If you believe that you have food poisoning you need to take the following steps:

Contact your manager and inform him/her that you think you may have food
poisoning

Visit your GP and request for a stool sample to be analysed

Do not attend work until you have been told it is safe to do so by your GP

Fully co-operate with officers of the environmental health department

Ensure you practice good personal hygiene

Wash your hands before handling food and after visiting the toilet

Drink plenty of fluids

GPs have a statutory duty to notify the Council of all suspected and confirmed cases of
gastrointestinal illness caused by food poisoning/food borne bacteria.

Illness Exclusion

Why is it important to exclude persons from food work who are ill?

It is important that people handling food area do transfer bring harmful bacteria into
the workplace (service users homes) and contaminate their food.

It is a legal requirement under The Food Safety (General Food Hygiene)
Regulations 1995 that persons working in a food handling should report to their
manager if they are suffering from certain illnesses.

The Food Safety (General Food Hygiene) Regulations 1995 require Proprietors of
businesses preparing food to identify potential food hazards, decide which of these

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hazards need to be controlled to ensure food safety and then put into place effective
control and monitoring procedures to prevent the hazards causing harm to
consumers. Excluding people who are ill is an extremely important measure in
preventing contamination of food by bacteria and thereby reducing the risk of
causing food poisoning.

Why record illness details?

Where someone is accused of committing an offence under the Food Safety Act
1990, the principal defence available to them is one of due diligence. This requires
that they prove they "took all reasonable precautions and exercised all due
diligence to avoid committing the offence". Written records would be considered
extremely important when trying to establish a defence in cases where exclusion of
staff who were ill was an issue.

Even though written records are not necessarily a legal requirement, they clearly
demonstrate that measures are in place to ensure staff recognise the importance of
leaving a food area when ill in order to prevent things going wrong.

What type of illness should I look for?

Persons suffering from diarrhoea and or vomiting.

Persons who have infected wounds, sores or skin infections which would come into
contact with the food.

What will be done when persons preparing food as part of their duty reports
sickness and/or diarrhoea?

Step 1

Persons suffering from diarrhoea/vomiting should report to their Manager/ Supervisor and
refrain from contact with service users immediately.

Step 2

Identify any areas that could have been contaminated. Manager will arrange to have areas
cleaned and sanitise. Dispose of any contaminated food. Pay particular attention to the
toilets, where handles, taps and surfaces should be cleaned and sanitised.

Step 3

The person will be either sent home or given safe alternative work which does not involve
working in an area of close contact with service users.

Step 4

Record the date, name and symptoms in the illness Exclusion Record, noting whether it
was reported by telephone or at work.

Step 5

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If after 24 hours, the person has recovered and had only one bout of diarrhoea /vomiting
they may return to work. Go to Step 9.

Step 6
If after 24 hours if the person still has diarrhoea/vomiting they should seek medical advice
and continue to be excluded from work.
Step 7
If one of the following illness listed below are diagnosed by the G.P. contact the
Environmental Health Service Unit immediately for advice.
The infections are as follows:

• Salmonella typhi

• Salmonella paratyphi A, B or C
• Escherichia coli (E. coli)
• Hepatitis A

Step 8
Persons having had diarrhoea/vomiting for over 24 hours and not suffering from the
illnesses in Step 7 you should be allowed back to work only when they have had no
symptoms (i.e. diarrhoea* and or vomiting) for 48 hours.
Step 9
When persons return to work ensure that good personal hygiene practices are followed.

Procedure for dealing with a reported accident or emergency

Whilst on duty all service managers and office personnel are required to accept incoming
telephone calls. There may be occasions when an incoming call is from a domiciliary
worker reporting an accident or emergency. It is important that all such calls are dealt with
quickly and effectively. It would be impractical to prepare contingencies for all possible
occurrences but as a general guide the following procedure should be followed.

1. Establish the identity of the caller and the telephone number they are calling from.
2. Ask the caller if they require you to take any action, if they do, find out what is

required, where and when, confirm these details back to the caller then hang up.
Proceed with the necessary arrangements then telephone the caller to inform them
of the action you have taken.
3. Call back as necessary to update on action or progress as required.

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4. Once the accident or emergency has passed instruct member of staff to attend the
office to make a written report at their earliest opportunity.

5. Enter the relevant details in the incident book

Procedure for recording an accident on company premises

All accidents that occur on company premises must be recorded in the incident book. This
procedure is the responsibility of the most senior member of staff on duty at the time
accident occurred. It is important to obtain written statements from any witnesses to the
event.

Prioritising of tasks

Whilst engaged in direct service provision duties, it is important for all personnel to use the
allocated time for the maximum benefit of the Service User. This is not always obvious,
what is important to the Service User may not always seem important to you. Before
commencing each duty, you will generally be given a brief description of the tasks you are
expected to perform. Always confirm these with the Service User and discuss their
preferences. Once you have established exactly what tasks the Service User is looking for,
you are more likely to satisfy fully their expectations. There may be occasions when the
Service User has unrealistic expectations of you, under these circumstances you should
politely point this out to them and establish which tasks are most important to them. In all
cases it is important for you to prioritise your tasks, so should you have to leave any
undone they will be the least important. Each duty will be different and Service Users
expectation will vary so you must be prepared to be flexible in your decision making. The
following list ranks the importance of groups of tasks, it should be seen as an aid to
prioritising and not a set procedure:-

1. Any necessary urgent action.
2. Service agreement tasks.
3. Tasks specific to the Service Users health and wellbeing.
4. Personal care tasks.
5. Domestic tasks.
6. Tasks unrelated to the Service User.

Remember:

Be sure of the Service User's expectations, each duty is different, be flexible.

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Procedure for Recording Accidents and Reporting Notifiable Occurrences

The company recognises that it has a legal responsibility to report certain accidents and
events to official bodies. A report will be made wherever legislation requires and the
appropriate authority will be notified by the Health and Safety Officer.

Reporting and Recording of Minor Accidents

It is the responsibility of all employees to report any minor accidents occurring in the
company to a member of the management team. The details of all accidents must be
recorded in the accident book B1510. Following this a risk analysis will be carried out in
order to prevent a reoccurrence of the accident.

R.I.D.D.O.R.

Under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995
certain types of accidents such as fatalities and major injuries must be reported immediately
by telephone to the Environmental Health Department followed by a written report. The
reporting of this type of occurrence to the enforcing authority will be made by Health and
Safety Officer or in his absence a senior manager of the of the company who will also write
the accident report form F2508
If any employee is off work for three days as a result of an accident or is admitted to
hospital as a result of an accident at work the company will notify, in writing, the local
Health and Safety Executive within seven days of the occurrence.

Incident report Form

In the interest of reducing the reoccurrence of incidents that put people at risk, put people in
danger or lead to accidents or injury an incident form must be completed and held on
record.
Incident forms should clearly detail times dates and who was involved and affected by the
incident. Detail of such as failure of equipment, people not following procedure or acting
irresponsibly should be included. Action for prevention reoccurrence should also be decided
by a senior manager recommended additions to Health and Safety instructions issued to
staff.

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All About You Care Services Ltd.
Incident Report form

Date of Incident ……../………/………..

Name of person completing this form
…………………………………………………………………………………………..

Details of incident

Action to be taken
Recommended addition to Health and Safety procedures to be implemented:

Signed person completing …………………………………….. Date …./……./…...
form
…………………………………….. Date …./……./…...
Signed Manager 148

Name of victim: ______________________________________________________
Address: ___________________________________________________________
__________________________________________________________________
__________________________________________________________________

Nature of incident: ___________________________________________________
__________________________________________________________________
__________________________________________________________________

Member of staff involved: ______________________ (statement should be attached)

Where the incident happened: ___________________________________________
__________________________________________________________________
__________________________________________________________________

When the incident happened: ____________________________________________

Nature and extent of injury (if any): ______________________________________
__________________________________________________________________
__________________________________________________________________

How injury (if any) was caused: __________________________________________
__________________________________________________________________
__________________________________________________________________

Name of witness (if any): _______________________ (statement should be attached)
Address of witness )if any): _____________________________________________
__________________________________________________________________
__________________________________________________________________
Action taken: _______________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________

If victim is an employee:

1. Was he or she undertaking authorised duties? _________________________
2. Was he or she on or off duty at the time? ____________________________
3. If on duty did he or she continue to work after the incident? ______________
4. If he or she went off time: _______________________________________

Name of person making report: __________________________________________

Signature: __________________________________ Date: __________________

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