Commercial and Domestic Cleaning Services based in Liverpool & Opertaing Nationwide

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Health and Safety

CLEANING MASTER TEAM LTD

The Directors of Cleaning master Team Ltd are fully committed to ensuring the health, safety and welfare of all employees and others that may be affected by our operations and to discharge our moral, legal and economic responsibilities.
We aim to establish and maintain the highest standards of health and safety performance within our sector and achieve the health and safety objectives of Cleaning Master Team Ltd. This commitment extends to the provision of all necessary resources in connection with health and safety at work and to effectively carry out the Company Policies.
We fully recognise that failure to adequately manage the health and safety elements of our business will result in harm to people and loss.
At Cleaning master Ltd health, safety and welfare ranks equally with other business objectives, where health and safety management is a line management responsibility and must be an integral part of all activities. However we require the full support and co-operation of all employees and contractors to ensure the effective implementation of the Company Policies and Safety Management Systems as a collaborative effort.

Martin Doig
Managing Director
10th November 2010

HEALTH AND SAFETY POLICY STATEMENT

Cleaning Master Team Ltd (Cleaning Master) recognises that some staff are required to
work by themselves without close or direct supervision, sometimes in isolated work areas or
out of office hours.

Under the Health and Safety at Work Act 1974 and the Management of Health and Safety at

Work Regulations 1999, Cleaning Master has a duty of care to advise and assess risk for

workers when they work by themselves in these circumstances. However, employees have

responsibilities to take reasonable care of themselves and other people affected by their

work.

2. Scope of the policy

This policy applies to all situations involving lone working arising in connection with the
duties and activities of Cleaning Master employees.
‘Lone workers’ includes:

Those working at the main Cleaning Master Offices:

Only one person is working on the premises

People work separately from each other, e.g. in different locations

Those working away from the Cleaning Master Offices within Clients premises or out on site:
People working outside normal office hours, e.g. cleaners

Employees working within commercial locations on their own

Employees undertaking cleaning or visits to commercial locations or sites

3. Aims of the Policy

The aim of the policy is to: -

Increase employee awareness of safety issues relating to lone working;

that safe systems and methods of work are put in place to reduce the risk so far is
reasonably practicable;

Ensure that the risk of lone working is assessed in a systematic and ongoing way, and

them to recognise risk and provides practical advice on safety when working alone;
Ensure that appropriate support and training is available to all employees that equips

Encourage full reporting and recording of all adverse incidents relating to lone working;

Reduce the number of incidents and injuries to staff related to lone working.

4. Responsibilities

Martin Doig, Managing Director

is responsible for:

Ensuring that there are arrangements for identifying, evaluating and managing riskassociated with lone working.

Providing resources for putting the policy into practice; and

Ensuring that there are arrangements for monitoring incidents linked to lone workingand that the effectiveness of this policy is regularly reviewed

Martin Doig

is also responsible for:

Ensuring that all staff are aware of the policy.

Taking all possible steps to ensure that lone workers are at no greater risk than otheremployees.

Identify situations where people work alone and decide whether systems can beadopted to avoid workers carrying out tasks on their own

Ensuring that risk assessments are carried out and reviewed regularly;

Putting procedures and safe systems of work into practice which are designed toeliminate or reduce the risks associated with working alone;

Ensuring that employees identified as being at risk are given appropriate information,instruction and training, including training at induction, updating and refreshing this

training as necessary;

Managing the effectiveness of preventative measures through an effective system ofreporting, investigating and recording incidents;

Ensuring that appropriate support is given to staff involved in any incident;

Providing a mobile phone, and other personal safety equipment, where this is felt tobe desirable.

Employees

are responsible for:

Taking reasonable care of themselves and others affected by their actions;

Following guidance and procedures designed for safe working;

Reporting all incidents that may affect the health and safety of themselves or othersand asking for guidance as appropriate;

Taking part in training designed to meet the requirements of the policy; and

Reporting any dangers or potential dangers they identify or any concerns they mighthave in respect of working alone.

alone.

5. Guidance for Risk Assessments of Lone Working

Is the person medically fit and suitable to work alone?

Are there adequate channels of communication in an emergency?

Does the workplace or task present a special risk to the lone worker?

Is there a risk of violence?

Is any known risk attached to a client(s)?

Has an alternative to visit the location or site been considered?

Has safe travelling between appointments been arranged?

Have reporting and recording arrangements been made where appropriate?

Can the whereabouts of the lone worker be traced?

6. Good Practice for Lone Workers

During their working hours, all staff leaving the Head Office location or directly fromhome should provide details of their intended location to their line Manager. An

expected time of arrival back at Head Office or home should also be identified.

Employees at the Head Office location should complete the attendance sheet withinthe office. Staff working away from the Head Office location should complete a

‘Weekly Whereabouts’ sheet, which is provided to all Employees.

If, in the course of a trip away from the office, plans change significantly, this shouldbe communicated back to the office.

Arrangements should be made with a manager or colleague to check that a loneworker has returned to the Head Office or home on completion of a task on time

Telephone contact between the lone worker and a colleague, may also be advisable.

Lone working should not be undertaken when working at height which presents asignificant risk, working with or near dangerous pieces of plant or equipment, working

near electrical or gas systems.

Lone working should not be undertaken within premises or on site where the buildingstructure is unstable, there are open edges/excavations, potential falls from height,

etc.

Staff should avoid being left on their own with a client in their workplace, or leaving acolleague in this situation.

Staff should avoid meeting clients alone at the workplace

Lone workers should have access to adequate first-aid facilities and mobile workersshould carry a first-aid kit suitable for treating minor injuries.

Lone workers should be provided with a mobile phone and other personal safetyequipment where this is necessary.

Occasionally risk assessment may indicate that lone workers need tr aining in firstaid.

Employees should not work within clients premises or out on site if they considerthere is a safety or health risk. Their concerns must be reported to their line Manager.

7. Monitoring safety issues

Lone workers must report incidents such as accidents and near misses to their lineManager, including all incidents where they feel threatened, in the company accident

book. This includes incidents of verbal abuse.

During appraisals, managers will ask people working on their own whether there areany safety concerns that aren’t being addressed. Lone workers are encouraged to

seek help and advice if any safety concerns arise.

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