Health and Safety Policy

1 HEALTH & SAFETY POLICY STATEMENT

1.1 General Statement
The Health and Safety of all our staff, employees, clients, customers, contractors, visitors and members of the public is of paramount importance to Skyline Property Solutions Limited. Senior management have reviewed the Health, Safety and Environmental Legislation when considering their responsibilities and setting the Company’s Health and Safety Policy objectives.

1.2 Company Responsibilities
Skyline Property Solutions Limited will ensure, so far as is reasonably practicable, the health, safety and welfare at work of all employees. It will manage its business in such a way, and so far as is reasonably practicable, that the safety and welfare of persons not employed by Skyline Property Solutions Limited are not exposed to risks. This policy document explains in broad terms, what must be done by everyone within Skyline Property Solutions Limited to achieve these objectives. The aim is to provide a sound basis for the co-operation between management and employees and is intended to encourage continuous improvement of our Health, Safety and Environmental performance.

1.3 Objectives and Commitment
Our objectives toward fulfilling this policy are to:
• Concentrate on the elimination of risk to persons, as a first priority, then on risk reduction, prevention of injury and loss due to damage.
• Identify the Health and Safety hazards and manage those hazards so that the risks are effectively controlled, in accordance with this Skyline Property Solutions Policy.
• Work to safety standards, which satisfy our Statutory requirements and reflect good industry working practices.
• Review and develop those standards continuously and when changes in Legislation, industry practice or technology occur, revise them accordingly. We are committed to consult with employees on health, safety and welfare issues by:
• Ensuring that our employees are trained to understand and carry out their job responsibilities. This will involve, but will not be limited to, selection, training, retraining, supporting and continuous assessment of employee performance.
• Continually monitoring this policy by auditing and reviewing its effectiveness in the workplace.

1.4 Legal Obligations
Skyline Property Solutions Limited recognises the legal obligations placed on it by the Health & Safety at Work Act 1974 and other Statutory Legislation, as may be applicable to our undertaking. Our Health and Safety documentation and records are kept in our Office and will be made freely accessible to staff, employees, clients, customers, contractors, visitors, members of the public and any other person(s) who may be affected by our operations. A copy of the Employee Health and Safety Information Manual is located in the Main Office, being easily accessible to all employees for their reference. Employees will be made aware of this facility and are obliged to familiarise themselves with the contents of this Manual as it contains essential information for their health, safety and welfare. Should any employee have any questions on any health and safety related matter they must raise it with their immediate supervisor.

2 HEALTH & SAFETY RESPONSIBILITIES

2.1 General
Health & Safety Legislation defines various levels of responsibility for persons employed within this organisation
Senior Management has allocated the following responsibilities to the respective jobholders within our organisational structure. Management will retain overall responsibility to ensure that employees fully understand and comply with their duties under health and safety Legislation. The main responsibilities contained within the Health and Safety at Work Act 1974 (HSWA 1974) is stated below. The Directors have the primary responsibility to ensure the Health and Safety of all our employees whilst they are at work. We accept this principle and will manage our activities accordingly. Section 2(3) of the (HSWA 1974) places a legal duty on us to “have in place a written Statement of general policy” This document sets out to identify the arrangements that we have in place to ensure the Health and Safety at Work of all our employees, together with others who may be affected by our activities. It is the responsibility of the Directors to ensure that this policy is regularly reviewed and updated whenever changes occur in our operation and/or activities. Notwithstanding, policy shall be reviewed at least annually. Our employees will be made aware of this policy document when they first join the organisation. Changes and/or amendments, to any supporting Health and Safety information will be brought to their attention.

2.2 Specific Requirements
Section 2(2) of the HSWA 1974 requires that we have “plant and systems of work, that are, so far as is reasonably practicable, safe and without risks to health” It is the responsibility of the Director to ensure where appropriate that tools, equipment, plant and systems of work are safe and that individuals required to use or operate the equipment; systems of work etc. are suitably trained and competent to do so. Section 2(2) requires that we have “arrangements for ensuring, so far as is reasonably practicable, safety and absence of risks to health in connection with the use, handling, storage and transport of articles and
substances”. It will be the responsibility of the Directors to ensure that those employees who are required to use, handle, store or transport articles and/or substances, in connection with their daily employment, have been properly trained in these activities, to enable them to perform the required tasks safely and without risk to their health.Section 2(2) requires that we provide “such information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of his employees”. It is the responsibility of the Directors to ensure that employees carry out their work in the correct and most appropriate safe method, as is detailed in any safe systems of work developed for that purpose. This responsibility will include, where appropriate, the issue of personal protective equipment (PPE), supplied by us to help ensure employee safety, with the insistence that such items of PPE are worn at all times when appropriate. Directors who will organise training as and when requested by the Department/Functions Heads. Section 6 covering the “duties of suppliers” etc. imposes a duty on us to ensure items manufactured, supplied, installed by our employees, are fit for use with regard to the Health and Safety of anyone who may handle or use them.

2.3 Management of Health & Safety at Work Regulations 1999
Under Regulation 3(1) of the above Regulations, we have a duty to make a suitable and sufficient assessment of the risks to health and safety at work of our employees. The significant findings from risk assessments will be recorded in writing and our employees notified of these findings. Our management are responsible for taking appropriate action to reduce any significant risks to health and safety identified by risk assessments. Risk shall be reduced by elimination where reasonably practicable. Where this is not reasonably practicable, suitable risk assessments shall be implemented. These measures include: suitable design, guarding, safe systems of work, the use of personal protective equipment, information, instruction and training etc
It is the responsibility of the Directors to ensure that risk assessments are conducted in respect of the activities undertaken in the workplace. Regulation 6 of these regulations requires the provision of appropriate health surveillance, identified as
being necessary by relevant risk assessments(s). Regulation 8 requires that we establish effective procedures to be followed in the event of serious and / or imminent danger to persons working in our undertaking and others who may be affected by any such event / emergency. The Fire Precautions (Workplace) regulations 1997, requires that we undertake a “fire risk assessment” of the workplace and work activities. The responsibility for this function has been allocated to the Directors,
although elements of this may be further delegated as and when required. The Directors have been allocated the responsibility to ensure that accident and / or injury records are regularly reviewed and statistics are updated. Where applicable any adverse trends are to be brought to the attention of the respective members of the management. Young Persons – We will not employ any young person under 18 without first reviewing the relevant risk assessments in order to determine the particular risks that may affect them in the light of their relative immaturity, lack of experience and unfamiliarity in the workplace. This will take account of the fitting, equipping and layout of the workplace, relating to the machines, plant and equipment in use. In addition, consideration will be given to the risks that young persons are likely to face, including the amount of training they need to achieve, before the commencement of their employment with us. The responsibility to undertake risk assessments in relation to young persons has been allocated to the Directors. New or Expectant Mothers – a general risk assessment will be carried out for new or expectant mothers. Such an assessment needs to be mindful of their working conditions, the type of work in which they are involved and their working environment conditions to which they are exposed i.e. noise, cold, heat, chemicals, biological agents etc The responsibility to undertake risk assessments in relation to the health and safety of new and expectant mothers has been allocated to the Directors.

2.4 Employee Responsibilities
Our employee(s) has several duties under health and safety legislation as detailed below. The Directors have the responsibility to ensure that our employees are informed of these duties and, under section 2(2) c of the Health and Safety at Work Act 1974, to provide them with sufficient information, instruction, training and supervision to ensure their safety.

2.4.1 Health & Safety at Work Act 1974
Section 7
“To take reasonable care for the health and safety of himself and of other persons who may be affected by his acts or omissions” “As regards any duty or requirement imposed on his employer or any other person by or under any of the
relevant Statutory provisions, to co-operate with him as far as is necessary to enable that duty or requirement to be performed or complied with “.
Section 8
“Not to intentionally or recklessly interfere with or misuse anything provided in the interests of health,
safety or welfare in pursuance of any relevant Statutory provision”

2.4.2 Management of Health & Safety at Work Regulations 1999
Regulation 14
Employees have a duty to use all work items correctly, in accordance with their training and the instructions. Employees should inform their Manager or any other employee of anything which could be considered as representing a serious or immediate danger to health and safety. Employees should inform their Manager of any shortcomings in respect of the protection arrangements for health and safety.

2.4.3 Personal Protective Equipment (PPE) at Work Regulations 1992
Regulation 10 (2)
Every employee shall use the PPE provided to them in accordance with the training and / or instruction given.
Regulation 10(4)
Every employee who is provided with PPE shall take reasonable care of it and return it to the appropriate accommodation provided when finished with.
Regulation 11
Every employee provided with PPE shall report to his employer/senior any loss or obvious defect in that equipment.

2.4.4 Manual Handling Operations Regulations 1992
Regulation 5
Each employee whilst at work shall make full and proper use of any safe system of work provided for his/her use in compliance with these regulations.

2.4.5 Social Security (Claims and Payments) Regulations 1979
Any person incurring an injury whilst at work no matter how small must ensure that an appropriate and accurate record is made in the accident/incident book (BI 510 or similar).

2.5 Health & Safety Policy Arrangements

2.5.1 Requirement for Health and Safety Policy
Section 2(3) of the health and Safety at Work Act 1974 requires us as the employer to produce a written, general policy with respect to the health and safety of persons connected with our operations. This includes the arrangements currently in place for carrying out that policy. This policy document will be updated and amended as and when changes in Legislation and / or in our working practices demand. A policy review will be undertaken at least annually.

2.5.2 Health Surveillance
There are currently no operations or process within this organisation that requires health surveillance to be undertaken as a matter of course. Should this situation change, the management will introduce appropriate measures.

2.5.3 Information, Instruction and Training
It is the practice of this organisation to give as much information, instruction and training as possible to our employees in order to ensure that they are properly equipped to carry out their respective tasks in a safe and proper manner. Our employees will receive instructions in the safety aspects of the situations that they may come across in their daily work and the actions that they are expected to take should they encounter a health and safety hazard or risk to themselves and/or anyone else.

2.5.4 Induction Training
The health and Safety Policy and associated documentation form the initial part of our induction training for employees
All new employees will receive training on the topic of Health and Safety Policy within the first few hours with us. Employee induction training will cover the operational and welfare arrangements of the tasks that our employees are expected to carry out with particular emphasis on health and safety practices. All aspects of our fire arrangements will be explained, including the fire procedure and relevant fire precautions, as well as any specific fire arrangements relevant to the employees’ place of work. Training and instruction will be given in the operation and use of fire extinguishers and any other fire fighting equipment that is available for their use. This training will include the means of raising the alarm in addition to the procedures that they will be expected to adopt in order to evacuate their workplace to a suitable place of safety.

2.5.5 Refresher Training
All of our employees will undergo periodic refresher training in the content and the requirements of our Health and Safety policy and supporting arrangements.

2.5.6 Supervision
It is our practice to supervise employees adequately and to take whatever action is required to ensure compliance with the requirements of relevant Legislation, Approved Codes of Practice and Guidance.

2.5.7 Employee Notification and Consultation
Our employees will be made aware of any amendments to our Health & Safety Policy and / or associated documentation.
Acknowledgement will be required from all employees, to adequately identify that they have been made aware of such changes. We will endeavour to inform our employees of any matters affecting their health, safety and/or welfare. Such dissemination of information may be direct communication and / or through their workplace representatives as appropriate.

2.6 Enforcement Notices, Penalties and Internal Disciplinary Procedures

2.6.1 Issue of Enforcement
Any issue of Enforcement Notices by the enforcing authorities must be brought to the immediate attention of the Director who will then take appropriate action to comply with that notice.
2.6.2 Legal Penalties
Our Body Corporate (being the Directors) accept its responsibility, under section 37 of the Health and safety at Work etc. Act 1974, in that it has a duty to take action should it become aware of ANY health and safety problems, even if it is not directly responsible for that particular work, area or process. ALL Directors, members of management and employees are at risk of prosecution by the enforcing authorities for failing in their statutory health and safety responsibilities-these have been previously outlined. Magistrates Courts, may impose fines, on summary conviction of up to £20,000 for breaches of “General
Duties” being sections 2 to 6 of the Health and Safety at Work etc. Act 1974, and £5,000 for breaches under any of the other statutory provisions Offences tried on indictment in the Crown Court may attract unlimited fines. Contravention of an Improvement notice or Prohibition Notice, or of a remedy order made by the court, may lead, on summary conviction to a maximum of £20,000 fine and / or 6 months imprisonment. On indictment the maximum penalty is two years imprisonment and / or an unlimited fine.

2.6.3 Potential Outcomes
The consequences from a breakdown in our safety management may result in the injury and possible death of staff, employees, clients, customers, contractors, visitors and members of the public. This may involve the company and our employees in criminal and civil litigation, as well as the consequences of moral and personal issues, adverse publicity, increased insurance costs and / or other associated losses arising from the situation. All of these may be of a direct or indirect nature which never the less require due consideration, when considering our various aims and objectives of our policy.

2.6.4 Disciplinary Procedures
It is our policy to discipline those who do not fulfil their health and safety responsibilities adequately, following the receipt of comprehensible information, instruction and training, relative to their status within our Organisation.

Health and Safety Policy

1 HEALTH & SAFETY POLICY STATEMENT

1.1 General Statement
The Health and Safety of all our staff, employees, clients, customers, contractors, visitors and members of the public is of paramount importance to Skyline Property Solutions Limited. Senior management have reviewed the Health, Safety and Environmental Legislation when considering their responsibilities and setting the Company’s Health and Safety Policy objectives.

1.2 Company Responsibilities
Skyline Property Solutions Limited will ensure, so far as is reasonably practicable, the health, safety and welfare at work of all employees. It will manage its business in such a way, and so far as is reasonably practicable, that the safety and welfare of persons not employed by Skyline Property Solutions Limited are not exposed to risks. This policy document explains in broad terms, what must be done by everyone within Skyline Property Solutions Limited to achieve these objectives. The aim is to provide a sound basis for the co-operation between management and employees and is intended to encourage continuous improvement of our Health, Safety and Environmental performance.

1.3 Objectives and Commitment
Our objectives toward fulfilling this policy are to:
• Concentrate on the elimination of risk to persons, as a first priority, then on risk reduction, prevention of injury and loss due to damage.
• Identify the Health and Safety hazards and manage those hazards so that the risks are effectively controlled, in accordance with this Skyline Property Solutions Policy.
• Work to safety standards, which satisfy our Statutory requirements and reflect good industry working practices.
• Review and develop those standards continuously and when changes in Legislation, industry practice or technology occur, revise them accordingly. We are committed to consult with employees on health, safety and welfare issues by:
• Ensuring that our employees are trained to understand and carry out their job responsibilities. This will involve, but will not be limited to, selection, training, retraining, supporting and continuous assessment of employee performance.
• Continually monitoring this policy by auditing and reviewing its effectiveness in the workplace.

1.4 Legal Obligations
Skyline Property Solutions Limited recognises the legal obligations placed on it by the Health & Safety at Work Act 1974 and other Statutory Legislation, as may be applicable to our undertaking. Our Health and Safety documentation and records are kept in our Office and will be made freely accessible to staff, employees, clients, customers, contractors, visitors, members of the public and any other person(s) who may be affected by our operations. A copy of the Employee Health and Safety Information Manual is located in the Main Office, being easily accessible to all employees for their reference. Employees will be made aware of this facility and are obliged to familiarise themselves with the contents of this Manual as it contains essential information for their health, safety and welfare. Should any employee have any questions on any health and safety related matter they must raise it with their immediate supervisor.

2 HEALTH & SAFETY RESPONSIBILITIES

2.1 General
Health & Safety Legislation defines various levels of responsibility for persons employed within this organisation
Senior Management has allocated the following responsibilities to the respective jobholders within our organisational structure. Management will retain overall responsibility to ensure that employees fully understand and comply with their duties under health and safety Legislation. The main responsibilities contained within the Health and Safety at Work Act 1974 (HSWA 1974) is stated below. The Directors have the primary responsibility to ensure the Health and Safety of all our employees whilst they are at work. We accept this principle and will manage our activities accordingly. Section 2(3) of the (HSWA 1974) places a legal duty on us to “have in place a written Statement of general policy” This document sets out to identify the arrangements that we have in place to ensure the Health and Safety at Work of all our employees, together with others who may be affected by our activities. It is the responsibility of the Directors to ensure that this policy is regularly reviewed and updated whenever changes occur in our operation and/or activities. Notwithstanding, policy shall be reviewed at least annually. Our employees will be made aware of this policy document when they first join the organisation. Changes and/or amendments, to any supporting Health and Safety information will be brought to their attention.

2.2 Specific Requirements
Section 2(2) of the HSWA 1974 requires that we have “plant and systems of work, that are, so far as is reasonably practicable, safe and without risks to health” It is the responsibility of the Director to ensure where appropriate that tools, equipment, plant and systems of work are safe and that individuals required to use or operate the equipment; systems of work etc. are suitably trained and competent to do so. Section 2(2) requires that we have “arrangements for ensuring, so far as is reasonably practicable, safety and absence of risks to health in connection with the use, handling, storage and transport of articles and
substances”. It will be the responsibility of the Directors to ensure that those employees who are required to use, handle, store or transport articles and/or substances, in connection with their daily employment, have been properly trained in these activities, to enable them to perform the required tasks safely and without risk to their health.Section 2(2) requires that we provide “such information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the health and safety at work of his employees”. It is the responsibility of the Directors to ensure that employees carry out their work in the correct and most appropriate safe method, as is detailed in any safe systems of work developed for that purpose. This responsibility will include, where appropriate, the issue of personal protective equipment (PPE), supplied by us to help ensure employee safety, with the insistence that such items of PPE are worn at all times when appropriate. Directors who will organise training as and when requested by the Department/Functions Heads. Section 6 covering the “duties of suppliers” etc. imposes a duty on us to ensure items manufactured, supplied, installed by our employees, are fit for use with regard to the Health and Safety of anyone who may handle or use them.

2.3 Management of Health & Safety at Work Regulations 1999
Under Regulation 3(1) of the above Regulations, we have a duty to make a suitable and sufficient assessment of the risks to health and safety at work of our employees. The significant findings from risk assessments will be recorded in writing and our employees notified of these findings. Our management are responsible for taking appropriate action to reduce any significant risks to health and safety identified by risk assessments. Risk shall be reduced by elimination where reasonably practicable. Where this is not reasonably practicable, suitable risk assessments shall be implemented. These measures include: suitable design, guarding, safe systems of work, the use of personal protective equipment, information, instruction and training etc
It is the responsibility of the Directors to ensure that risk assessments are conducted in respect of the activities undertaken in the workplace. Regulation 6 of these regulations requires the provision of appropriate health surveillance, identified as
being necessary by relevant risk assessments(s). Regulation 8 requires that we establish effective procedures to be followed in the event of serious and / or imminent danger to persons working in our undertaking and others who may be affected by any such event / emergency. The Fire Precautions (Workplace) regulations 1997, requires that we undertake a “fire risk assessment” of the workplace and work activities. The responsibility for this function has been allocated to the Directors,
although elements of this may be further delegated as and when required. The Directors have been allocated the responsibility to ensure that accident and / or injury records are regularly reviewed and statistics are updated. Where applicable any adverse trends are to be brought to the attention of the respective members of the management. Young Persons – We will not employ any young person under 18 without first reviewing the relevant risk assessments in order to determine the particular risks that may affect them in the light of their relative immaturity, lack of experience and unfamiliarity in the workplace. This will take account of the fitting, equipping and layout of the workplace, relating to the machines, plant and equipment in use. In addition, consideration will be given to the risks that young persons are likely to face, including the amount of training they need to achieve, before the commencement of their employment with us. The responsibility to undertake risk assessments in relation to young persons has been allocated to the Directors. New or Expectant Mothers – a general risk assessment will be carried out for new or expectant mothers. Such an assessment needs to be mindful of their working conditions, the type of work in which they are involved and their working environment conditions to which they are exposed i.e. noise, cold, heat, chemicals, biological agents etc The responsibility to undertake risk assessments in relation to the health and safety of new and expectant mothers has been allocated to the Directors.

2.4 Employee Responsibilities
Our employee(s) has several duties under health and safety legislation as detailed below. The Directors have the responsibility to ensure that our employees are informed of these duties and, under section 2(2) c of the Health and Safety at Work Act 1974, to provide them with sufficient information, instruction, training and supervision to ensure their safety.

2.4.1 Health & Safety at Work Act 1974
Section 7
“To take reasonable care for the health and safety of himself and of other persons who may be affected by his acts or omissions” “As regards any duty or requirement imposed on his employer or any other person by or under any of the
relevant Statutory provisions, to co-operate with him as far as is necessary to enable that duty or requirement to be performed or complied with “.
Section 8
“Not to intentionally or recklessly interfere with or misuse anything provided in the interests of health,
safety or welfare in pursuance of any relevant Statutory provision”

2.4.2 Management of Health & Safety at Work Regulations 1999
Regulation 14
Employees have a duty to use all work items correctly, in accordance with their training and the instructions. Employees should inform their Manager or any other employee of anything which could be considered as representing a serious or immediate danger to health and safety. Employees should inform their Manager of any shortcomings in respect of the protection arrangements for health and safety.

2.4.3 Personal Protective Equipment (PPE) at Work Regulations 1992
Regulation 10 (2)
Every employee shall use the PPE provided to them in accordance with the training and / or instruction given.
Regulation 10(4)
Every employee who is provided with PPE shall take reasonable care of it and return it to the appropriate accommodation provided when finished with.
Regulation 11
Every employee provided with PPE shall report to his employer/senior any loss or obvious defect in that equipment.

2.4.4 Manual Handling Operations Regulations 1992
Regulation 5
Each employee whilst at work shall make full and proper use of any safe system of work provided for his/her use in compliance with these regulations.

2.4.5 Social Security (Claims and Payments) Regulations 1979
Any person incurring an injury whilst at work no matter how small must ensure that an appropriate and accurate record is made in the accident/incident book (BI 510 or similar).

2.5 Health & Safety Policy Arrangements

2.5.1 Requirement for Health and Safety Policy
Section 2(3) of the health and Safety at Work Act 1974 requires us as the employer to produce a written, general policy with respect to the health and safety of persons connected with our operations. This includes the arrangements currently in place for carrying out that policy. This policy document will be updated and amended as and when changes in Legislation and / or in our working practices demand. A policy review will be undertaken at least annually.

2.5.2 Health Surveillance
There are currently no operations or process within this organisation that requires health surveillance to be undertaken as a matter of course. Should this situation change, the management will introduce appropriate measures.

2.5.3 Information, Instruction and Training
It is the practice of this organisation to give as much information, instruction and training as possible to our employees in order to ensure that they are properly equipped to carry out their respective tasks in a safe and proper manner. Our employees will receive instructions in the safety aspects of the situations that they may come across in their daily work and the actions that they are expected to take should they encounter a health and safety hazard or risk to themselves and/or anyone else.

2.5.4 Induction Training
The health and Safety Policy and associated documentation form the initial part of our induction training for employees
All new employees will receive training on the topic of Health and Safety Policy within the first few hours with us. Employee induction training will cover the operational and welfare arrangements of the tasks that our employees are expected to carry out with particular emphasis on health and safety practices. All aspects of our fire arrangements will be explained, including the fire procedure and relevant fire precautions, as well as any specific fire arrangements relevant to the employees’ place of work. Training and instruction will be given in the operation and use of fire extinguishers and any other fire fighting equipment that is available for their use. This training will include the means of raising the alarm in addition to the procedures that they will be expected to adopt in order to evacuate their workplace to a suitable place of safety.

2.5.5 Refresher Training
All of our employees will undergo periodic refresher training in the content and the requirements of our Health and Safety policy and supporting arrangements.

2.5.6 Supervision
It is our practice to supervise employees adequately and to take whatever action is required to ensure compliance with the requirements of relevant Legislation, Approved Codes of Practice and Guidance.

2.5.7 Employee Notification and Consultation
Our employees will be made aware of any amendments to our Health & Safety Policy and / or associated documentation.
Acknowledgement will be required from all employees, to adequately identify that they have been made aware of such changes. We will endeavour to inform our employees of any matters affecting their health, safety and/or welfare. Such dissemination of information may be direct communication and / or through their workplace representatives as appropriate.

2.6 Enforcement Notices, Penalties and Internal Disciplinary Procedures

2.6.1 Issue of Enforcement
Any issue of Enforcement Notices by the enforcing authorities must be brought to the immediate attention of the Director who will then take appropriate action to comply with that notice.
2.6.2 Legal Penalties
Our Body Corporate (being the Directors) accept its responsibility, under section 37 of the Health and safety at Work etc. Act 1974, in that it has a duty to take action should it become aware of ANY health and safety problems, even if it is not directly responsible for that particular work, area or process. ALL Directors, members of management and employees are at risk of prosecution by the enforcing authorities for failing in their statutory health and safety responsibilities-these have been previously outlined. Magistrates Courts, may impose fines, on summary conviction of up to £20,000 for breaches of “General
Duties” being sections 2 to 6 of the Health and Safety at Work etc. Act 1974, and £5,000 for breaches under any of the other statutory provisions Offences tried on indictment in the Crown Court may attract unlimited fines. Contravention of an Improvement notice or Prohibition Notice, or of a remedy order made by the court, may lead, on summary conviction to a maximum of £20,000 fine and / or 6 months imprisonment. On indictment the maximum penalty is two years imprisonment and / or an unlimited fine.

2.6.3 Potential Outcomes
The consequences from a breakdown in our safety management may result in the injury and possible death of staff, employees, clients, customers, contractors, visitors and members of the public. This may involve the company and our employees in criminal and civil litigation, as well as the consequences of moral and personal issues, adverse publicity, increased insurance costs and / or other associated losses arising from the situation. All of these may be of a direct or indirect nature which never the less require due consideration, when considering our various aims and objectives of our policy.

2.6.4 Disciplinary Procedures
It is our policy to discipline those who do not fulfil their health and safety responsibilities adequately, following the receipt of comprehensible information, instruction and training, relative to their status within our Organisation.