The Health and Safety at work Etc. Act 1974 requires us to ensure, so far as reasonably practicable, the health and safety of our employees and anyone else who may be affected by our acts or omissions. The purpose of this policy is to ensure that all employees are aware of the manner in which we give the opportunity to stop working, should employees consider the working environment or the working practice to be unsafe. To carry out this policy, responsibilities for health and safety have been clearly defined, allocated and accepted at all levels. All employees must play their part in implementing this policy if safety standards are to constantly improve.

The Refusal to Work process is as follows:

• If an employee (individual) believes that a task or condition will endanger either themselves or others, work should cease, and the situation be immediately reported to the person in charge (Contracts Manager or similar) on the site or premises concerned.
• The situation will then be reviewed by the person in charge and consideration will be given to the safety impact on the individual and others. Wherever possible, immediate and appropriate action must be taken to resolve the situation
• As a result of the review, the system of work will either be confirmed as safe or amended. If the individual agrees with this outcome, they will resume work
• If the situation cannot be resolved, a review will be undertaken by the Managing Director/ Senior Manager against all legislative standards and industry best practice to determine the safety impact of the task or condition
• If the review fails to produce a satisfactory outcome, the disputed system of work will cease and BibbEgan Demolition external support consultancy (Health and Safety) and the customer will be informed as soon as practically possible
• The Health and Safety support consultant will liaise with the customer and consider the disputed working arrangements, making any necessary changes and advise the Managing Director/ Senior Manager accordingly
• Changes to working arrangements will be documented and implemented by the Managing Director/ Senior Manager. This may include amendments to internal Procedures, Work Instructions, Processes, Risk/ COSHH Assessments. Additional levels of training and competence may be required by individuals or further briefings as appropriate.
• Full details of the eventual, agreed outcome will be forwarded to the complainant whereappropriate. Suitable records will be maintained.
• Should the complainant still be dissatisfied with the system of work, BibbEgan will provide independent arbitration from an external source. BibbEgan will undertake to follow the arbitrator’s advice
• Should the arbitrator uphold BibbEgan’s safe system of work and the company’s day to day operational procedures and as such are reviewed on a continuous basis.
• Where opportunities for improvement in safety standards or safety problems are identifiedthey will be tackled promptly, with sufficient resources, to ensure that they are adequatelydealt with, implemented and briefed to all employees.

Should you require any further information, please contact us directly.

James Bibbey, Managing Director