joining instructions for work on the rail …...joining instructions for work on the rail...

Daniel Owen Joining Instructions

POL 07 Version 8 July 2020

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JOINING INSTRUCTIONS FOR WORK ON THE RAIL INFRASTRUCTURE

Address: 17 Godliman Street Hadwyn House St. Pauls Field Road London, Reading EC4V 5BD RG1 6AP Telephone: 0203 370 0846



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Prepared by:

Date

Peter Owen H&S Advisor 20th January 2020

Approved by: Date

Megan Thompson, Rail Administrator 20th January 2020

Authorised by:

Date

Karl Burnett, Managing Director 20th January 2020

i. Implementation

This Procedure to be implemented from 20th January 2020

ii. Ownership

Megan Thompson is the owner of this document and is responsible for updating it.

iii. Disclaimer

Daniel Owen has used its best endeavours to ensure that the content, layout and text of this document are accurate, complete and suitable for their stated purpose. It makes no warranties, express or implied, that compliance with the contents of this document shall be sufficient to ensure safe systems of work or operation. The company will not be liable to pay compensation in respect of the content or subsequent use of this document for any purpose other than its stated purpose or for any purpose other than that for which it was prepared except where it can be shown to have acted in bad faith or there has been wilful default.



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Table of Contents

No. Title Page

1 Company Structure 4

2 Statement of Health & Safety Policy 5

3 Environmental Policy Statement 6

4 Alcohol & Drugs Policy 7

5 Introduction to the Sentinel Scheme 8

6 General Responsibilities 9

7 Personal Track Safety (PTS) 11

8 Worksafe (Refusal to Work) Procedure 12

9 Working Hours 12

10 Personal Protective Equipment 13

11 Emergency Arrangements 15

12 Alcohol & Drugs 15

13 For- cause screening 16

14 Work Package Plans & Task Briefings 16

15 Signing On 16

16 First Aid 16

17 Accident reporting 17

18 Welfare Arrangements 17

19 Hazardous Substances - COSHH 18

20 Leptospirosis (Weil’s Disease) 18

21 Needle Stick Injuries 18

22 Manual handling 19

23 Contact Lenses 19

24 Use of Plant & Tools 19

25 Company Tools & Equipment 19

26 Ladders & Working at Height 20

27 Waste Management 20

28 Permit to Break Ground 20

29 Traffic 20

30 Access & Security 20

31 Scaffolding 20

32 Hand Arm Vibration (HAV) 20

33 Machine Operatives 21

34 Trenches & Working at Height 21

35 Equal Opportunities 21

36 Disciplinary Procedures 23

37 Grievance & Appeals 25

38 Control of Bribery 25

39 Termination of Employment 25

40 Environmental Induction Notes 25

41 Medical Self Assessment form 27

Declaration 30



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1. Company Structure At Daniel Owen we depend on our people being able to work together, to liaise and cooperate - these capabilities in turn depend on contacts and relationships. The information in this booklet has been created to assist you with your induction into the team, policies and procedures. On this page is a top level structure of the company to help you remember whose who! We actively encourage honest and open discussion with all our employees if you think there could be changes made to benefit you or the Company, please do not hesitate to contact any member of the office staff to discuss them.

Managing Director

Karl Barnett

Team leader Joe Francis

Sentinel Administrator

Megan Thompson

Site Operatives

Recruitment Consultant

Harley McGaughran

Rail Safety Advisor

Peter Owen

H&S Advisor

Associate Recruiter’s Megan Sheppard & Hannah Kiernan



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2. General Statement of Health & Safety Policy

Statement of Intent

It is the intention of Daniel Owen that its work will be carried out in accordance with the relevant statutory provisions, Rail Standards and all reasonably practicable measures taken to avoid risk to its employees or others who may be affected.

Daniel Owen is committed to providing sufficient resources to carry out the policy arrangements.

Management and Supervisory Staff have the responsibility for implementing this policy throughout the Company and must ensure health and safety considerations are always given priority in planning and day to day supervision of work.

All employees, assignees & temporary workers are expected to co-operate with the Company in carrying out this policy so far as it relates to the company’s responsibilities under the Health and Safety at Work Act. and must ensure that their own work, so far as is reasonably practicable, is carried out without risk to themselves or others. All employees and assignees are expected to familiarise themselves with the company Health and Safety Policies and abide by their instruction at all times.

All accidents and injuries which occur at work (however minor) must be reported to the nominated health and safety officer or most senior member of staff available. This policy is a legal Company document that is circulated to all employees and assignees. A copy of this policy will be given to every new full and part time employee on joining the Company. Opportunity will be given to discuss this policy on an individual basis to ensure that it is fully understood and implemented. A form is signed by all employees to say that they have received, read and understood the document and agree to comply with it. Copies of this policy will be available to visitors and to Clients upon request. We will maintain this policy with due regard to any changes in relevant legislation, corporate business or operations. It will be reviewed at least once a year.

3. Environmental & Quality Policy

We are committed to providing a quality service in a manner that ensures a safe and healthy workplace for our employees and assignees and minimises our potential impact on the environment. We will operate in compliance with all relevant environmental legislation and we will strive to use pollution prevention and environmental best practices in all we do. We will:-

• integrate the consideration of environmental concerns and impacts into all of our decision making and activities,

• promote environmental awareness among our employees and encourage them to work in an environmentally responsible manner,

• train, educate and inform our employees about environmental issues that may affect their work,

• reduce waste through re-use and recycling and by purchasing recycled, recyclable or re-furbished products and materials where these alternatives are available, economical and suitable,



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• promote efficient use of materials and resources throughout our facility including water, electricity, raw materials and other resources, particularly those that are non-renewable,

• avoid unnecessary use of hazardous materials and products, seek substitutions when feasible, and take all reasonable steps to protect human health and the environment when such materials must be used, stored and disposed of,

• purchase and use environmentally responsible products accordingly,

• where required by legislation or where significant health, safety or environmental hazards exist, develop and maintain appropriate emergency and spill response programmes,

• communicate our environmental commitment to clients, customers and the public and encourage them to support it,

• Strive to continually improve our environmental performance and minimise the social impact and damage of activities by periodically reviewing our environmental policy in light of our current and planned future activities.

• This policy will be reviewed at least annually Quality Policy Statement

The Management of Daniel Owen are committed to the provision of a product and service that complies in all respects with the requirements contained in a contract or customers’ purchase order. The Company will give careful attention to its Quality Objectives, which include safety, delivering on time and to budget, training of staff to industry guidelines, a high quality of work, and continual quality improvement. Quality Objectives will be reviewed and re-set at Quality Management Meetings in order that they will continue to reflect the Company’s objectives. This is endorsed by the provision of a documented quality management system, which is subject to internal and external audit at regular intervals, in order to continually improve its’ effectiveness. All policies and procedures have been structured to meet the requirements of ISO 9001:2008. Each member of staff is aware of the Company’s commitment to complying with the requirements of ISO 9001, and is required to observe our quality requirements at all times. This Policy will be reviewed annually for its continuing suitability. Signature of person responsible for policies:-

(Name) (Position) Managing Director



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4. Alcohol and Drugs Policy

Daniel Owen has adopted the principles of the Network Rail Alcohol and Drugs Policy as follows: - All employees or assignees who hold PTS certification or are holders of Safety Critical Work posts should be aware that while working on Network Rail Managed Infrastructure, additional legislation is applicable to them and their work. In particular the Transport and Works Act 1992 Part 2 Section 27 specifically notes the need for employees to be free from the effects of Alcohol and Drugs. The requirements of Network Rail Company Standards NR/L1/OHS/051 and TfL Standards S1257 & S1251 apply. Results of D&A testing shall be recorded on the Sentinel database. Employees or assignees should therefore:

• Not present themselves for work if they are unfit, due to alcohol or drugs.

• Not present themselves for work if they have just consumed or taken drink or drugs.

• Not be in possession of drink or drugs in the workplace (including the van).

• Not consume or take drink or drugs whilst at work If employees or assignees are on prescribed medication or are taking medicines that may make them drowsy, e.g. cold cures, Solpadine, they should advise their Doctor and seek alternatives AND report the fact to the Rail Administrator. If employees are considered unfit for work, then we, with Network Rail have a legal duty to test their blood, urine or breath for drink or drugs. For the purpose of this policy an unfit state through consumption of alcohol is defined as detection by testing of:

• More than 29 milligrams per 100ml of blood;

• More than 13 micrograms of alcohol in 100ml of breath; or

• More than 39 milligrams of alcohol in 100ml of urine. This is known as a ‘positive result’ of an alcohol test. Any traces of illegal drugs, such as Cannabis, Cocaine, Amphetamines, Benzodiazepines, Methadone, Opiates, Ecstasy or Propoxyphene etc. found will be deemed a positive test result. Employees must be aware that LU adopts a zero tolerance for drugs and alcohol. If proved positive the individual’s Sentinel card will be removed and cancelled and they will be immediately suspended, removed from the rail infrastructure and possibly the Company and reported to Sentinel & Network Rail. Testing will be carried out by RISQS approved medical providers. Daniel Owen are not looking to victimise employees who admit to having a drink or drug related problem, and who approach the Company for help and are prepared to undergo an agreed form of treatment. We offer to assist any employee who voluntarily declares an alcohol or drug related problem. This will provide both confidential support and guidance to employees and their families. If you have or think that you may be developing an alcohol or drug related problem then you must advise the Rail Administrator immediately so that the help procedures can be applied. Disclosure or discovery of a problem prompted by a positive test result or an impending test is not acceptable. All employees are strongly advised to drink in moderation during the week and preferably leave 12 hours before commencing a shift. Don’t forget to take into account any on-call, weekend or night shift work. Unannounced drug & alcohol testing will be carried out annually on a random selection of staff and operatives and our sub-contractors on a no-notice basis. All new employees or assignees and those existing employees who wish to start work on Network Rail Managed Infrastructure will be required to undertake full screening for drugs and alcohol before employment and Daniel Owen will not knowingly employ people who are recreational or habitual users of drugs. For-cause screening will be carried out with no notice if there are reasonable grounds for someone to be suspected of being under the influence of alcohol or drugs or if their behaviour prompts it or if there has been an incident or accident in the work area. If laboratory analysis reveals the presence of prohibited substances consistant with a therapeutic dosage of undeclared medication the donor will be interviewed to establish the reason for non-declaration. If the Medical Officer is satisfied a ‘negative’ result may be given. If not satisfied this will recorded as a No Result and the donor must be re-tested immediately and will not be allowed to work on Network Rail Managed Infrastructure until a negative (pass) result is achieved. Network Rail also has a policy of unannounced screening for which no notice will be given A refusal to undertake any of the above tests would be deemed to be a positive result resulting in the same disciplinary action as if tested positive. If you fail to turn up for an arranged test without good reason accepted by the Director, you will be considered as having refused the test. This policy will be reviewed at least annually. Signed: Managing Director



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5. Introduction to the Sentinel Scheme Sentinel is Network Rail’s and London Underground’s scheme for making sure that the people who work on or near the line are competent and medically fit. If you are going on or near the line you must have a valid Sentinel track safety card with you (PTS card). To obtain this, you must first be sponsored by your employer and sign a contract of sponsorship. Your sponsor has been authorised by Network Rail through an audit and will be regarded as your primary sponsor; you may apply to up to two other employers to sponsor you, but these will be considered secondary sponsors and must first ask permission of your primary sponsor. The Sentinel card is only valid if your PTS competence and Medical Certification are in date and you have a valid Drug & Alcohol Testing Certificate. You will be required initially to undergo a medical examination by a Network Rail approved medical provider (your own doctor may not be approved). If, during your employment, there is any subsequent change in your medical condition or you have had a traumatic experience you must inform your line manager and be prepared, if necessary for another medical examination prior to resuming or continuing to work.

The Sentinel rules You must -

• Comply with Network Rail's drugs and alcohol policy

• Wear the required Personal Protective Equipment

• Work safely and comply with track safety rules

• Only do things you are competent and, where necessary, qualified to do

• Report any accidents, incidents or safety concerns straight away & to your primary sponsor

• Co-operate with anyone carrying out an investigation, spot-check or audit

• Attend medicals, training and assessments when required

• Make sure your primary sponsor is aware of all your working hours

• Know the Network Rail lifesaving rules.

• Not work excessive hours or back-to back shifts

Remember, no card no work. (see rules regarding forgotten cards-section 15).

Sentinel card

You must have a current Sentinel card with you whenever you work ‘on or near the line’. Copies are not acceptable. Upon reporting or signing in to a site of work you must present a current Sentinel PTS Card indicating you have current approval to work within a rail environment.

Anyone with a requirement to work on the rail infrastructure involving work that does not require PTS will be required to have a safety induction competence called Industry Common Induction (ICI). Training will be provided through an e-learning course and a controlled assessment. Anyone arriving at a site without this competence may not be allowed to start the shift. The ICI competence will be mandatory for all PTS candidates intending to work on NR Infrastructure Projects (IP) sites. The ICI (LU) is mandatory for London Underground workers.

Once a PTS Card has been presented the validity of the card and individual qualifications will be confirmed at the time by either checking on line via a card reader or by calling the helpline hotline on the back of the card. A colour copy of your card will be taken when registering with us for entry to our system. Relevant information will be entered into our system to enable us to monitor any expiry dates that become apparent. If during the time you are in our employ, we can monitor any expiry dates that come into effect and arrange for an up to date card should the need arise.

If you leave our employ, we will remove your sponsorship to work on the railway and your card should be returned to the office.. If you wish to terminate the contract of sponsorship, you must provide written notice to your primary sponsor detailing the reason. They will then arrange the de-sponsorship process



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via the Sentinel website in a reasonable time period but no later than five days after the date of initial request.

6. General Responsibilities:

a. Introduction to the Health and Safety Policy.

This document provides important information on the measures in place to avoid injury to our employees and assignees and other persons who may be affected by what we do.

Within these instructions is a copy of the Company’s Policy Statements, the Company’s Organisation for Health and Safety for the rail and the arrangements in place to put our Policy into effect. Read this carefully and ask for further guidance if there is anything that you do not understand or disagree with. When you have read and understood the contents, sign the declaration at the end and return to the Rail Administrator immediately. You will not be allowed to start work until you have done this.

It is Daniel Owen policy to ensure that all new assignees are competent to perform the tasks to be undertaken. You must have the ability to work/carry out work without strict supervision. You must have sufficient training, experience and/or knowledge to carry out the work. Normally a 'competent person' must be over 18 years of age. You must be at least able to look after your own safety.

You must have the ability to work/carry out work without strict supervision. You must have sufficient training, experience and/or knowledge to carry out the work. Normally a 'competent person' must be over 18 years of age. We will only employ personnel who have sufficient knowledge and understanding of written and spoken English to enable them to fully read, write and understand all verbal and written instructions issued.

Management Responsibilities (That’s everybody that tells someone else what to do). We must ensure that you have a:

• Safe place to work

• Safe method or work

• Safe access to the place of work

And that systems, standards and controls have been put into place.

Management of Health and Safety Regulations 1999 and the Health and Safety at Work etc Act 1974 refers.

Employee Responsibilities (That’s everybody that gets told what to do) you have a:

• Duty to take care of yourself and others

• Duty to co-operate and comply with rules, equipment and permit restrictions

• Duty to report problems, unsafe working processes and hazards and incidents (near misses)

• Duty to act or inform and not to omit or conceal

Everybody: Must play their part encouraging a positive safety and environmental culture.

Health Advice: We encourage personal hygiene, exercise and healthy eating - you’ll work better and live longer. We discourage smoking; drugs and alcohol are prohibited - all will do you permanent long-term damage.

We also need to know if you have any lasting or previous injury and if you are on medication to avoid putting you at risk.

Competence

We will check that you are competent at what you do. You must have a Sentinel competence card (PTS or ICI) for work on Network Rail

Training

With the advent of CSCS and NVQ’s, tradesmen both skilled, semi skilled and unskilled are able to subscribe to a curriculum and need to demonstrate that they have the relevant skills. If you do not possess these skills, we, or the client will ensure that either you are exposed to work that does not require these skills or instigate training to learn these skills.

Briefings are given on site by site personnel as part of an ongoing toolbox talk programme or task related briefings directly related to the task about to start or just as a refresher.

Assignee duties for health and safety.

Whilst at work you have some very specific legal duties to your client, to yourself, and to your fellow workers. These can be summarised as follows:-



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• You must take reasonable care of your own health and safety and of other persons who may be affected by your acts or omissions.

• You must co-operate with the client so that they can comply with their legal duties in matters of health and safety.

• You must use machinery, equipment, hazardous substances, transport, safety devices and systems of work in accordance with the training or instruction provided. Do not attempt to operate or use equipment of any sort unless you have been trained and authorised to do so.

• You must inform your immediate supervisor of any serious or imminent danger to health and safety.

• You must inform your immediate supervisor of any shortcomings in the health and safety arrangements.

• You must take care of personal protective equipment and any equipment provided for your use.

• You must follow any procedures or use any equipment provided for the purpose of reducing the risk of injury from manual handling.

You also have the right and the responsibility to refuse to carry out any specific task or duty that you consider to be unsafe without disciplinary action against you. There are procedures for you to follow if you think you have good reason to complain.

Railway Safety and Rules

Apart from occupational health and safety law the national railway system has a wide range of rules (they are called standards) to ensure the safety of all those who use and work on the railways. Those that are related to your work will be explained in detail later on during this induction session and before you start work on any particular site.

You need to understand that these rules are strictly applied and if you break the rules you will be liable to have your credentials confiscated and you will not be able to continue with your work on the railways.

You must also understand that records of all railway workers are held on a national register and being dismissed from one employer could mean that you would find it difficult to work on the railways again.

You are also required to inform us if you have ever been dismissed at any time from previous employment for any railway related transgressions. Such information is usually kept on the Sentinel database.

Railway Work Experience

Even though you may be qualified to use certain equipment or supervise other workers it is most important that you have sufficient railway working experience before you can be considered to be fully competent. The Company will make arrangements for you to be supervised and monitored until it is clear that you are fully competent. Part of this process is explained in the next section.

It is essential that you co-operate with this process and be always ready to seek advice if you are not sure, someone’s life may depend on it.

Similarly although qualified and experienced you may not have actually been involved in a particular type of operation or duty for some time. You must make sure that your office is aware of the facts and allow them to make the decision on how to deal with the situation.

Competence Assessment

In general all sponsors have a system for assessing the Sentinel competence of people working in the railway environment. This is a formal procedure by authorised training organisations. In each case the assessment will be discussed with you before you undertake this training or assessment. You may be asked to undertake further training or advised to improve or alter your working method. Remember that it is not aimed at you personally but at making the railway a safer place for everyone.

Environment

You will be asked to respect the working environment and take the necessary action to reduce the effect of any spillages or emissions into the environment.

All employees and assignees must learn the Network Rail lifesaving rules as below:



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7. Personal Track Safety and Identification The essential qualification before being allowed onto Network Rail infrastructure is Personal Track Safety (PTS). This competence is designed principally to ensure your own safety and does not qualify you as a railway worker. With PTS alone you will be working under close supervision at all times and must do as you are told. If you are already PTS certificated from a previous employer, we will need to see your PTS log book – just to satisfy ourselves that you are still competent. You are required to complete at least four entries (two per year) before you go for your next refresher. If you don’t have the required number of entries or your manager considers you require more experience you will have to attend the full PTS course again. For your first year of PTS you are encouraged to complete as many entries as possible. If you cannot manage these your employer may find it more convenient to issue Track Visitor Permits (to a maximum of twelve per year). Remember though if working under a TVP you must be accompanied by a COSS. TVPs are not for routine or regular track work. You may well be issued with a company identity card, again perhaps with your photograph on it. You may be asked to produce this card when entering Network Rail premises. It is a serious offence to allow someone else to attempt to use your identity cards. The company identity will have the telephone number of your employee printed on it for emergency use. Some PTS operatives may be sponsored by more than one employer and the client will want to know they are employing the right operative. The photograph provided for your first Sentinel card will expire after ten years – your card will expire with it as well – beware. What is changing? A new format PTS initial training course has been launched. This comprises a pre-requisite e-learning module, followed by a 1 day practical classroom event. The e-learning module consists of a series of self-paced, interactive sections and takes approximately 3.5 hours to complete. The learner can access the e-learning from any Windows-based computer with an internet connection. At the end of the e-learning module there is a self-assessment test, which learners must pass in order to proceed to the practical event. The practical event comprises a number of group and practical activities, including a 90-minute (minimum) visit to a live track environment. At the end of the practical day, the delegate undertakes a final assessment. Upon successful completion of the final and practical assessments they will be awarded PTS: Personal Track Safety competence. There is no change to the process for recertification of the PTS competence. Please note that PTS DCCR: Working Near or Adjacent to the DC Conductor Rail remains a separate training event and is not affected by this change. When working on the OLE in a worksite you will be required to have the OLEC 1 competence and remember you must not walk within 1m of a conductor rail or work unless you have placed a shroud(s) on the CRE (yellow ones).



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8. Worksafe Procedure (Refusal to Work on the Grounds of Safety) If an employee or assignee honestly considers that the work activity he/she is being asked to undertake involves an unacceptable risk of injury or damage to equipment he/she has the right to refuse to continue work until the risk is reduced to an acceptable level changes instigated to eliminate or reduce the perceived risk. Workers raising reasonable complaints are protected by law from any disciplinary action. Your immediate supervisor has an obligation to investigate your complaint and, if justified, to take such measures as are necessary to reduce the risk to an acceptable level. If it is considered that your complaint is not justified the supervisor must attempt to explain or demonstrate that the level of risk is acceptable and then request that work continues. If agreement cannot be reached then you should vacate the work area and contact your sponsor for further advice and instructions. Persons invoking this procedure are protected from any associated disciplinary action. a. Procedure:

• Employee or assignee raises a concern with the job supervisor over an unsafe system of work, condition or unsafe act. Operative and others affected move to a place of safety.

• COSS or person, who set up the system of work, stops the specific task or activity and reviews safety arrangements.

• System confirmed as safe or adjusted as necessary.

• Do both parties agree that it is safe to continue?

• If YES task or activity is re-started and COSS or Supervisor records details

• If NO the Rail Supervisor is contacted to investigate

• System is either confirmed as safe or adjusted, developed and implemented to make safe

• Do all parties agree it is safe to continue?

• If YES task or activity is re-started and Manager records details

• If NO re-deploy work group to other tasks if safe to do so AND

• Unsafe work activity is postponed until re-planned in a safe manner b. Confidential Reporting Concerns about safety should be raised with your supervisor however if you feel that these channels are inappropriate or inadequate you may contact CIRAS, the rail industry’s confidential reporting system. All reports are treated in absolute confidence and CIRAS is free to anyone working on or around the rail network. Telephone number Freephone: 0800 4 101 101 or text 07507 285887 or Freepost CIRAS or http://www.ciras.org.uk/. You will be reminded of this facility on various tool box talks. c. Close Call Reporting You are encouraged to report incidents classified as “close calls” by the company so that they may be recorded & briefed separately. The web site www.closecallsystem.co.uk is primarily used by the client or principal contractor to report close calls but you may use www.help.closecallsystem.co.uk for assistance.

9. Working Hours On The Railway

Working Hours Working hours are strictly regulated to minimise the risk of mistakes or danger to you due to fatigue. These will be explained to you in detail and by signing receipt of this handbook you agree to the requirements. Your hours will be rostered, i.e. planned in advance by the client you are working for and your time sheets will be checked for exceedances. If you are asked to work on over and above your rostered time you must seek authority from the client. Withholding information about work elsewhere or otherwise deceiving your employer is a very serious offence. All working hours will be recorded by the Primary Sponsor. In time, you will be required to ‘swipe in’ with your Sentinel card and also swipe out. This will enable your working hours to be recorded. Hours Worked on a Shift. A person’s natural low points are from 02.00 hrs to 06.00 hrs and from 14.00 hrs to 16.00 hrs when the body is most susceptible to the effects of fatigue. Research has suggested that 17 to 19 hours of wakefulness results in the same level of impairment as having around 50mg of alcohol in 100ml of blood and produces much slower response speeds. Current drink drive limit is 80mg and Network Rail limit is 29mg. Driving when knowingly deprived of adequate sleep is among factors that will aggravate the seriousness of an offence. Fatigue has the potential to affect everyone on site as well as in vehicles and other road users. You must not drive whilst fatigued. Door to door time should not be planned to exceed 14 hours and work time should in

http://www.ciras.org.uk/

http://www.closecallsystem.co.uk/

http://www.help.closecallsystem.co.uk/



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general not be planned to exceed 12 hours in any 24 hour period. Where there is potential to exceed these times a robust assessment of imported risk will be undertaken. This process ensures that all staff working on Network Rail Managed Infrastructure do not work more than 12 hours per shift, 72 hours per 7 day period, 13 shifts in any 14 day period and have at least 12 hours rest between shifts. All proposed work on Network Rail Managed Infrastructure will be planned in advance and working hours rostered by the client or your employer so that you are not required to work in excess of the prescribed times.

Additionally, we recognise our responsibilities whilst on LU Infrastructure and will conform to the requirements of the TfL Standard S1552 contract QUENSH. We will:

• Not work more than 6 shifts within any 7 consecutive days.

• Not work more than 12 consecutive shifts within any 14 day period without two consecutive rest days, each of which is not less than 24 hours.

• Not work more than 72 hours within 7 consecutive days.

• Have a minimum of 11 hours break between shifts

• In any one shift, work not more than 12 hours or other lesser period, considered as appropriate to the health and safety requirements for the particular task to be undertaken

Travelling Time. In accordance with the railway standards door to door time should not exceed a maximum of 14 hours. There is no maximum travel time within the 14 hour limit, but the client will make a suitable risk assessment for managing periods of travel time he consider excessive. Exceedance Assessment & Authority The assessment must take into account all the relevant factors to ensure that there is no additional risk to you and others involved. The calculation of working hours must take into account any time you have worked off the railways. You are obliged to report any work undertaken elsewhere by signing receipt of this hand book and they will want to know about your working times leading up to the shift in question.

Falsification of your Time Sheets will be treated as gross misconduct.

10. Personal Protective Equipment (PPE) Dependant on your type of work you need to be in possession of PPE such as safety footwear, high visibility orange vest & trousers, head protection, etc. If your primary sponsor is Daniel Owen, you will be issued a high visibility vest from the agency with the Daniel Owen on the back. This must be worn at all times whilst Daniel Owen are your primary sponsor even if it means putting it over waterproofs issued by others. There are certain occasions e.g. when working for a joint venture or Network Rail where you may be authorised to wear the corporate logo. Some major sites may have different coloured helmets for different roles e.g. black – foreman, green – first aider, yellow – road traffic controller, red – slinger and so on. You will be briefed at your first induction. You are legally obliged to use and take care of any PPE. If it becomes defective or is lost you must report the fact and circumstances to the client. In addition to the vest you must wear orange high visibility trousers or orange over trousers, white safety helmet and safety boots as a minimum whilst working on the railway. You will probably also be expected to wear safety glasses. If you are new to PTS or a particular site you will be required to wear a blue helmet. Look at the site access point to find out what is required if you have not been given prior information. There are some instances where standard PPE is not suitable e.g. Gloves and flame retardant overalls for staff who weld and burn must ensure it is appropriate for the use. PPE for some activities is specialist and must only be used for that activity. PPE must be put on prior to entering a worksite. If there is a reason that you cannot wear an item of PPE you must report to your supervisor. a. High Visibility Clothing

• All high visibility clothing must be inspected before use to ensure it is clean, retained its reflective qualities, is in good condition, no rips or tears, zips and fasteners are in working order and elasticised section still function

• All clothing must be worn correctly and must be fastened at all times

• All clothing must be stored and transported in clean and dry manner

• Do not leave exposed to direct sunlight when not in use (in a car or van etc)

• Do not immerse or attempt to clean with degreasers



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• Clean in accordance with manufacturer’s instructions and instructions on any labels

• There is no recommended service life for HV clothing however it should be changed when condition deteriorates

• Do not leave clothing folded up when it is wet, hang up to dry

• High visibility mini-vests are not to be worn on the railway infrastructure.

• High visibility clothing should be to EN ISO 20471:2013 class 2 and have your sponsor’s name/logo on the rear.

b. Ear defenders

• Always examine ear protection equipment before use checking condition, cleanliness, and look for foreign bodies including insects etc

• Ear defenders are to be worn when site conditions deem it necessary. Site instructions and sometimes items of plant & machinery have stickers indicating ear protection areas.

• All ear protection equipment must be correctly fitted and must be correctly worn

• All hearing protection is designed to eliminate some of the noise and ensure that the correct equipment is used appropriate to the situation

• Disposable plugs must be correctly disposed after use all other types can be cleaned with soapy water and dried. Do not use solvents or any other products to clean equipment

• Check with cup type defenders that the markings (top & Front) are clearly visible and fit / use accordingly

• Check cup type cushions for cracking, tearing and breaking away from main body c. Safety Helmets

• Always examine before use, looking for cracking, distortion and the liner is correctly fitted

• Do not paint or attach self adhesive labels to helmets unless authorised

• Always ensure the liner /harness is correctly adjusted

• Always wear the helmet correctly – never the wrong way around

• Any chin straps etc must be in working order

• Do not add to or remove parts to helmets

• Do not store in direct sunlight

• Helmets must be cleaned using soapy water and dried with a cloth. Do not use solvent etc to clean

• Any helmet that has been struck or damaged must be disposed of correctly and not reused

• Helmets with ear defenders and visors must be examined to ensure all components are clean and functional

• Do not attempt to fit helmet mounted lighting / lamps unless the manufacturer’s instructions allow and ensure that any items used are approved

• Most helmets have a recommended 2-5 year life span from the date of manufacture unless otherwise specified by the manufacturer. Replace your safety helmet by the indicated expiry date even if it appears to be in good condition. Try the ‘crackle test’ – push the sides of the helmet in; if it ‘crackles’ then throw it away!

• Helmets are mandatory on the railway and must be coloured white, or blue if your sentinel card has a green square on it or you are new on a project and the client requires you to wear a blue one until you are familiar with the site.

• Helmets should be to EN 397. d. Eye Protection

• Always examine eye protection before use

• Always ensure it fits correctly

• Always ensure that the correct type of eye protection is used and that it is appropriate to the task

• Always transport eye protection in the correct manner

• Clean with mild detergent and dry

• Do not attempt to clean with solvents etc

• Do not clean with abrasives etc

e. Gloves

• Where gloves are stipulated ensure they are in good condition and you must wear them.

• Ensure they are appropriate to the task

• Store correctly and if they become wet dry before next use

• If gloves become contaminated with oils, grease, detergents, solvents etc dispose of them correctly and use new gloves.

f. Respiratory Equipment

• Ensure that the equipment is correct type for the use



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• Ensure it is in good condition and clean

• Ensure you are aware how the equipment fits and its use and limitations

• Dispose of all old face masks and filters appropriately

• Store the equipment correctly g. Footwear

• Ensure that the footwear is appropriate to the activity

• Ensure the footwear is in good condition, good tread pattern, no tears, metal toecap in place and the sole is firmly attached to the upper

• Boots must have mid-sole protection and ankle support - Category S3.

• Ensure that any laces or buckles and straps are in good order

• Always ensure the footwear fits correctly and can be laced or buckled up

• Always dry boots after use, not rapidly or in direct heat

• Always check that there is nothing in the boot prior to putting on

• Rigger boots must not be worn on the railway

• Boots should be to EN 345

It is YOUR responsibility to check your PPE before booking on for duty

11. Emergency Arrangements All Daniel Owen staff and assignees are advised of any emergency procedures when being briefed at time of booking on when working on Network Rail infrastructure. If it is felt that this has not been covered sufficiently by the COSS briefing, you must say so. By taking action to prevent an incident recurring could mean that a serious accident is avoided. No disciplinary action will be taken where an error of judgement has resulted in a near miss. If however a near miss occurs due to the wilful disregard of procedures, rules, regulations or instructions or there are attempts to cover up the incident then this will be gross misconduct and disciplinary action will be taken. It is advisable that any relevant information appertaining to the incident be written down. To assist in the investigation of accidents, assignees must not;

• Remove, interfere with or disturb anything that may assist the investigation process

• Leave site until instructed to do so by your line manager

• Undertake work that is outside your area of expertise You must wear your PPE with the Daniel Owen logo on the back unless you are part of a Network Rail major project where you may be given a specially written vest or jacket to wear. If you have not had any basic first aid training should not attempt to assist injuries but keep out of the way of the emergency services. In the event of an emergency on your site of work, even though it may not be associated with your particular work you must take instructions from a representative of Network Rail (or the client) in order to minimise any casualties. You should be made aware of any identity markings on the reverse on high visibility clothing worn by Network Rail senior officers e.g. RIO (Rail Incident Officer). Try and remember details and should you be so required for questioning by any member of the emergency services including British Transport Police You must let the office know in order to apprise them of the situation and any requirements. You may not leave the site until instructed to do so by a senior Network Rail officer. You must not remove or disturb or interfere with any item or parts of equipment etc. that might contribute to the investigation of the accident/incident.

Under no circumstances are you to talk to any member of the Press

12. Alcohol and Drugs For the same reasons as excessive working hours you are not permitted to work on the railway if you use drugs or have been drinking alcohol. You will be required to take tests for drugs and alcohol and if either is positive you will be unable to start work and will be barred from railway working for at least five years. You may also be required to take unannounced tests at random or if it is suspected that you are under the influence of either. There is a maximum limit for alcohol in blood but it is much lower than the limit that applies to driving. Do not drink for at least 12 hours before starting a shift and even then drink only a moderate amount before that.



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If you are prescribed medicine by a doctor or take a proprietary medicine be aware of any side effects that could affect your concentration or physical abilities. Explain to the doctor or pharmacist that you work on the railways and the controls that apply and seek advice. Tell your client supervisor before starting work. You may be given a form to write down the medicines you are taking. Don’t forget to tell the office if you change prescriptions. If you need to change your sponsor or add another sub-sponsor, your drug screening certificate must be no more than 3 months old. Otherwise you will have to re-take the screening. There is no normal requirement to take annual or regular screenings unless called upon by your sponsor

13. For Cause screening – Accident or Incident It may be necessary to be subjected to “for Cause” drug screening during the emergency, therefore you must be aware that this could take place at any time to any member of staff irrespective of their involvement. This may be instigated by Network Rail or the client. If, in the event of an accident or incident there are reasonable grounds to suspect that drugs or alcohol are involved, you will not be allowed to perform any safety critical function until the screening has been performed and the test results advised. This could occur following an incident or accident where there are reasonable grounds to suspect that drugs and alcohol could be the cause or contributing factor. You may be allowed back to work earlier if investigations clearly show that your actions or omissions had no relation to or did not contribute to the accident or incident. Network Rail and Principal Contractors or members of the police force (British Transport, Metropolitan or county) may make reasonable request for screening of anyone to prevent unacceptable risk being imported onto the railway or to assist with the investigation of an accident or incident.

14. Work Package Plans and Task Briefings In general the client or Principal Contractor shall produce Work Package Plans (Method Statements) and Task Briefings for all works undertaken. From the work package you will be given and briefed a task sheet. You must read this task sheet and sign the briefing at the back. You must not perform any work on the rail without a full briefing and awareness of the associated hazards. If you are ever not sure what to do or how to do it or how to avoid unnecessary risk – don’t do it. You must report your concerns to the COSS or Supervisor. (See section on Worksafe).

15. Signing On. On arrival at site but before commencing work you must report to the site office, site access point or COSS or depot and confirm your presence by signing the daily register and have your Sentinel card swiped in. You must also confirm understanding of the work details. Wherever possible, access/egress to sites of work will be limited to one where movements will be monitored, visitors briefed etc. On transient sites, e.g. a moving or short term site On or Near the Line, the COSS will swipe the Sentinel card of any visitor or third party person wishing to join the site. The COSS may carry out a check with the New Sentinel at his discretion. All visitors must first report to the Supervisor for a site briefing and they will be required to sign the visitors’ log, irrespective of who they are. Visitors will normally be accompanied by the COSS whilst on Network Rail Managed Infrastructure. All working hours will be recorded by the Primary Sponsor by checking the Sentinel database hours that have been swiped in. It is therefore important that you ensure that your card has been ‘swiped out’. In time you will be required to ‘swipe in’ with your Sentinel card and also swipe out (although this swiping out facility is not yet available). This will enable your working hours to be recorded. All Sentinel card holders must be swiped in now every time they go on or near the line – failure to do so will be classed as a close call. A photocopy of the Sentinel card is not acceptable. In addition to signing the daily register, you are required to sign in (and out) with Depot Engineers or Station Managers on large stations or the booking clerk on smaller stations even Network Rail access manager at Milton Keynes prior to commencing work, unless other arrangements have been made at the start of work meetings. In the event that an operative has mislaid his/her Sentinel card at the commencement of work under a COSS, there is the facility for that operative to be signed in under the ‘Forgotten Card’ area. This is a very limited arrangement and may only be used up to three times a year maximum. After that you will be locked out. This



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facility is not available on LU infrastructure and entry will be barred if the operative is not in possession of a valid Sentinel or Lucas Card.

A photocopy of the Sentinel card is not acceptable.

Track Visitor Permits (TVP) may be issued to non PTS employees up to 12 times a year although if this is a regular occurrence then PTS training must be considered. Consultants must complete the self-medical form from the Sentinel web site for TVP issue. If the answer is yes to any of the medical questions the individual may be required to a further medical assessment by a RISQS approved provider. A TVP will not be issued if the individual is currently suspended from the Sentinel database of if they have declared the use of illegal drugs during the previous 12 months. TVPs will not be issued to current PTS holders or if the certification has been mislaid or has expired and is within the 2 month grace period for re-certification. Minor work may be carried out in a ‘red zone’ provided the TVP holder is accompanied by a COSS who has no additional duties, does not use hand or powered tools and there are no live conductor rails present. The TVP holder must wear a blue helmet and there must be a position of safety adjacent to the line on which the activity is taking place. The safe system of work must take into account the number of TVP holders and use an appropriate warning time. TVPs may be granted on www.sentinelrail.co.uk by the primary sponsor for their visitors. The COSS must make sure that all Track Visitor Permits are collected when the TVP holders leave NRMI. The completed TVP shall then be attached to the relevant COSS Briefing Form (RT9909). The validity of a TVP can be checked 24/7 via telephone 0330 726 2222 or website www.railsentinel.co.uk. by quoting the eight-digit Permit Number on the top left hand corner of the permit. The QR code on the top right corner may alternatively be scanned to verify validity. TVPs are free of charge.

16. First Aid Most sites you work at will have first-aid facilities available and a qualified first aider. You will be advised of the arrangements at the site safety briefing before commencing work. Any injury however minor, especially an open wound must be attended to by the first-aider who will decide if further treatment is necessary. The first-aider should make a record in the Site Accident Book and will require certain information from you. You must also report to the Rail Supervisor who will ensure that the injury is also recorded in the Agency’s Accident Book. Failure to record an accident could mean loss of any Industrial Injury Benefit you may otherwise be entitled to. The site supervisor may also require you to fill in an accident report form dependent upon the severity of the incident. By agreeing and signing receipt of these notes you make an undertaking that you will report all accidents and non-injury incidents, i.e. near misses.

17. Accident Reporting All accidents on site shall be reported to the controlling COSS or supervisor who will assess whether an injury requires hospital attention and deal with first aid. You must also report any accidents to the Daniel Owen office as soon as possible giving full details of what happened and what actions have been taken. Any out-of-hours reports of incidents must be communicated to the client supervisor immediately. All incidents must be reported at the earliest opportunity for investigations to be implemented. Information on emergency contacts should be supplied to all assignees via the method statement / work package.

18 Welfare Arrangements Welfare facilities will be provided on the site of work by the client. In some cases of transient sites these facilities may be a little way away, at a station or depot. Either way they must always be treated with respect. They must be kept clean & tidy – as you would expect to find them. They must not be misused; turn the water taps off when finished, flush the toilets, don’t leave bits of rubbish lying around, keep muddy boots out of the wash basins etc. Remember the next person using the facilities may be a fare paying passenger – and they are paying your wages indirectly of course. The same goes for the canteen or rest room. Keep the tables and chairs tidy and clean. Wash up your dirty cups, put your rubbish away. You will certainly be sharing with others, probably the client and if you don’t look after them you may get banned.

http://www.sentinelrail.co.uk/

http://www.railsentinel.co.uk/



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19. Hazardous Substances (COSHH) Although hazardous substances are not normally used as part of your work you may be involved with equipment maintenance activities and contact with fuel, lubricants and cleaning chemicals. You must be aware that any substance in a container marked with a black symbol in an orange square (old system - or) Red diamond, is hazardous to some degree. is hazardous to some degree. Do not use or allow contact with any hazardous substance until you are provided with information on how it may harm you, how to protect yourself and what other precautions to take. Any substance that you cannot identify should be approached with caution and again ask for the safety information if your work may involve contact. Bear in mind that cement and cementitious products are highly corrosive and the correct gloves, boots and other PPE must be worn.

20. Leptospirosis (Weils Disease)

Weil’s disease is a kind of jaundice. It enters the body through breaks in the skin and the lining of the mouth & nose. It is caused by contact with water contaminated by the urine of rats, mice, voles. It starts as a mild illness which can be easily cured if treated early enough. If left untreated it becomes more serious and can be fatal. The problem is that the initial symptoms are very similar to flu and it is possible that you could ignore the symptoms or be treated for the wrong illness. If you have these flu-like symptoms after contact with water that could be contaminated, see your doctor and tell him/her that you have been in contact with possible contaminated water.

21. Needle Stick Injury This is an accidental puncture of the skin by a hypodermic needle. If this happens you could become infected with a serious or deadly disease. It has probably been used by a drug user and may be contaminated by infected blood. If you find one do not touch it or move it – unless you have to because of the situation at the time. Leave a responsible person to safeguard it whilst you report the matter to the supervisor. If you have to move it, carry it with the needle pointing downwards, do not wrap it in paper & put in a bin. Wash your hands thoroughly. Beware there have been instances of needles being strapped to door handles and other places like on top of ceiling tiles, in gutters, inside cupboards. If you have been pricked don’t panic, gently squeeze the area around the wound to



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encourage bleeding. Do not suck the wound. Seek medical assistance and if possible take the syringe or needle with you. If dealt with properly and promptly, the risks of a resulting health problem are minimal.

22. Manual Handling Manual handling causes about 35% of all industrial injuries and they tend to be long term. You will be shown how to avoid movements that can cause excessive strain, especially to your back, and when to seek assistance. The golden rules are to keep your back as near vertical as possible, use your legs for lifting and be aware that a comfortable movement is also the safest.

23. Use of Contact Lenses

If you have to wear spectacles or contact lenses, in order to meet the vision requirements for your work you must ensure that all identity photographs are taken with you wearing glasses. You must also ensure that you always wear the spectacles when on or near a railway line. You may wear contact lenses provided you bring you spectacles with you. Persons who wear contact lenses to work must declare the fact and undertake to always carry a pair of equivalent prescription spectacles to ensure adequate vision in the event of the loss of a contact lens. This is a mandatory condition of being permitted to work on the railways and by signing the declaration at the end you are confirming understanding and adherence to the rules.

24. Use of Plant & Tools a. Plant & Equipment Small items of equipment, for example spades, have the potential to cause serious injury and/or damage to the rail infrastructure. Whilst these are matters primarily dealt with under standard rail training packages, the responsibility for ensuring the safe use and storage of equipment and plant rests with the client COSS. You, however, have a responsibility to co-operate with the COSS or Supervisor by removing or keeping safe any tool or piece of equipment that you may be using. All plant and equipment will be confirmed by the COSS as having been removed or made safe before the handing back or leaving site. Where equipment or materials are to be left unattended, for example over night particular attention is given to the possibility of unauthorised access and deliberate vandalism. Equipment in these cases would only be left where the risk assessment indicates that it is safe to do so and that it is unreasonable to expect the equipment to be removed. b. Safe Use of Work Equipment Apart from electrical equipment that requires special training and qualifications there are many other items of work equipment that you may be required to use. Some may be familiar tools such as a hammer but others will be specialist items or will require some training to ensure safe and efficient use. Do not use or attempt to use any tool or machinery that is outside your level of competence or experience.

25. Company Tools & Equipment Daniel Owen or the client may occasionally issue some of its employees with tools and equipment to assist them in the conducting of their business. Where tools or equipment are issued to workers, they are responsible for ensuring that the items are kept in good working order and that any defects are reported. The client will ensure that all tools and equipment provided for use at work comply with the requirements of the Provision and Use of Work Equipment Regulations 1998 (PUWER); however before any plant, tools or machinery are issued, you must ensure that it has been tested/inspected. Copies of certification are attached to the item (usually in a small plastic bag tied to the equipment). No powered plant or tool may be used unless you have had the correct training and the correct PPE. You must not use any plant unless it has been detailed within the client’s or your company Work Package Plan and is fit for use as described. Defective plant or equipment will be quarantined in a separate compound or area and labelled ‘Not to be Used’ until the defects are corrected or the items returned to the hirer. If it is found that you have not taken the appropriate care of the tools and equipment they may be held responsible for replacing them. Any tools and equipment that are lost or stolen must be reported to your immediate supervisor.



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26. Ladders & Work at Height

Ladders are probably the most used and misused pieces of access equipment. Before you use them check for splits or cracks, ensure that none of the rungs are missing or loose, don’t use painted ladders, report defects. Work should only be carried out from a ladder when the job is of short duration and can be carried out safety – and you have done a risk assessment; falling off a ladder is one thing, falling off a ladder onto the tracks is very different. Ladders should be set on firm ground and lean at the correct angle which is one unit out to four units up. They should be tied at the top and extend a safe distance above the landing stage unless a hand hold is provided. Do not overreach from a ladder, always move it. When using ladders or steps you must always have at least three points of contact which means that you should not carry loads up the ladder. Make sure your boots are clean. Because of the risk of electrification on railways with electric traction, non conductive ladders made of wood or fiberglass must be used. Be careful that wooden ladders don’t have reinforcing wires running down the lengths. Near the Overhead Line Equipment (OLE) ladders, and any long pole or equipment, should be carried at low level horizontal to the ground preferably by two persons.

27. Waste Management

Good housekeeping is an essential part of site safety. Accumulated waste materials and substances can turn into risks to health & safety in several ways. Take these tips:

• Put different types of waste into separate skips if there is such a system in use.

• If there is a COSHH skip, make sure all used containers of substances are put in it – do not mix with general waste.

• Bag or bundle lightweight waste to prevent it being blown around.

• Don’t overload the skips – up to the top of the sides only.

• Don’t put used LPG cylinders or aerosol cans with general waste

• Don’t burn waste on site or in skips.

• Dispose of food waste thoughtfully otherwise rats could be encouraged.

28. Permit to Break Ground

Where ground is likely to be disturbed by excavation or broken by hand or mechanical means by the insertion of spikes, probes, piles or posts etc. it will generally be client’s responsibility to carry out surveys for buried services in line with the Railway Standard. It is absolutely essential that where work is to be carried out that will cause ground disturbance, a request for Buried Services Information must be made. You must not under any circumstances proceed unless you have been issued with the proper authorisation (PTD).

29. Traffic

A considerable number of accidents have occurred from people inadvertently standing in the way of reversing lorries or other vehicles. Be sure to stick to approved and demarcated walking routes and be on constant alert from moving site traffic.

30. Access & Security

All Network Rail and contract staff must be constantly vigilant and aware of potential trespassers on the railway. We are all duty bound to ensure that gates are kept locked and fences secured. You may only use approved access points which may sometimes be controlled by a site access manager/marshall or security doors. If you see a trespasser you must escort them off the infrastructure with a warning not to trespass on the railway. If possible get their name and address. You must at least report the incident to your local supervisor.

31. Scaffolding Never interfere with any type of scaffolding that has been erected unless you are qualified and have been instructed to do so. Before accessing scaffolding check to see that it has a ‘scafftag’ usually situated at the point of entry. If there is none you must consult your supervisor. If you are unsure about the safety of the scaffolding, don’t use it (see Worksafe P8).

32. Hand Arm Vibration (HAV) Some operatives may be asked to use power tools. You may only use such tools if you are qualified to do so and have been authorised. Your supervisor will have a risk assessment of HAV for your particular operation and may



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instigate some time or other constraints. If you have ever experienced tingling in your fingers or ‘white finger’ you must say so. This information will also have been recorded on the medical questionnaire you are given at induction.

33. Machine Operatives If you are a qualified machine operator and are requested to use a 360 excavator with a quick hitch bucket, you must physically check that the bucket is properly attached before attempting to use it. Too many people have been killed by such buckets that have not been properly fitted.

34. Trenches & Working at Height Be aware that it is possible for you to be working at height whilst still on the ground. Trenches and holes in the ground present just as much as a hazard to you as standing on scaffolding. Keep away from them as much as possible & report any you see without full barrier protection. Never enter any hole or trench unless you have been instructed and fully briefed on the safe method of entry and safe working conditions. You should receive written instructions in the form of a task brief.

35. Equal Opportunities 1. General Daniel Owen is committed to a policy of equal opportunities for all employees and shall adhere to such a policy at all times and will review on an on-going basis to avoid unlawful or undesirable discrimination. Daniel Owen will treat everyone equally irrespective of sex, sexual orientation, marital status, age, disability, race, colour, ethnic or national origin, religion, political beliefs or membership or non-membership of a Trade Union and places an obligation upon all staff to respect and act in accordance with the policy. Daniel Owen is committed to providing training for all its staff in equal opportunities practice.

2. Sex and Race Discrimination Unlawful sex or race discrimination occurs in the following circumstances:

• direct discrimination Direct discrimination occurs where one individual treats another individual less favourably on grounds of their sex or race than he treats or would treat other persons.

• indirect discrimination A claim of indirect discrimination arises when an employer applies a requirement or condition generally, but which is such that a proportion of persons from one racial group who can comply with it is considerably smaller than the proportion of persons not of that racial group who can comply with it. Daniel Owen will not discriminate unlawfully when selecting candidates or temporary workers.

3. Equality Act 2010 (EA) Under the Equality Act 2010 (EA), disability discrimination occurs if for a reason which relates to the disabled person's disability an individual:

• treats him less favourably than he treat, or would treat others to whom that reason does not or would not apply, and,

• the employer cannot show that the treatment in question is justified. Daniel Owen will not discriminate against a disabled job applicant or employee on the grounds of disability -

• in the arrangements i.e. application form, interview and arrangements for selection for determining to whom a job should be offered; or

• in the terms on which employment or engagement of temporary workers is offered; or

• by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or

• in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or

• by subjecting him or her to any other detriment (detriment will include refusal of training, transfer, demotion, reduction of wage; or harassment).



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Daniel Owen will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff. Wherever possible Daniel Owen will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and workers. However, this may not always be feasible.

4. Age Discrimination Daniel Owen is committed to recruiting and retaining employees whose skills, experience, and attitude are appropriate to the requirements of the various positions regardless of age. As far as is reasonably possible no age requirements will be stated in any job advertisements on behalf of the company. It must be noted that under 18s must be accompanied whilst on the rail and they will not be able to obtain a COSS certification until they are 18. Daniel Owen will request age as part of its recruitment process but information will not be used in any detrimental way and is for compilation of personal data, which the company holds on all employees.

5. Complaints and Monitoring Procedures Daniel Owen has in place procedures for dealing with complaints of discrimination. These are available from the Contracts Manager and will be made available immediately upon request.

6. Part-time Workers This Equal Opportunities Policy also covers the treatment of those employees who work on a part-time basis. Daniel Owen recognises that it is an essential part of this policy that part time employees are treated on the same terms as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave. Daniel Owen also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.

7. Harassment policy Daniel Owen is committed to providing a work environment free from unlawful harassment. Harassment because of race, colour, creed, sex, sexual orientation, marital status, national origin or ancestry, physical or mental disability, age or religion or any other basis protected by legislation is unlawful and will not be tolerated by Daniel Owen. If you believe that you have been unlawfully harassed, you should make an immediate report to your line manager followed by a written complaint as soon as possible after the incident. Daniel Owen will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment has occurred, remedial action will be taken. Any employee whom Daniel Owen finds to be responsible for unlawful harassment will be subject to the disciplinary procedure and any sanction may include termination. [A person who discriminates or harasses may be liable for payment of damages to the person offended, in addition to any damages payable by Daniel Owen should it have been found to have failed to ensure the practice ceased forthwith. Under the Criminal Justice Act 1994, harassment became a criminal offence, punishable by a fine of up to £5,000 and/or a prison term of up to 6 months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment are an unlimited fine and/or 5 years imprisonment.]

8. Gender Reassignment Policy Daniel Owen recognises that any employee may wish to change their gender during the course of their employment with the Company. The company will support any employee through the reassignment provided that full medical counselling has been undertaken and the company has access to any relevant medical reports. The company will make every effort to try and protect the employee undergoing reassignment within the work place. All employees will be expected to comply with the company policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary sanction.



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Where an employee is engaged in work where the gender change imposes genuine problems Daniel Owen will make every effort to reassign the employee to an alternative role in the Company. Any employee suffering discrimination as the result of their gender reassignment should make recourse to the Company’s grievance procedure. Any discrimination complaint will be investigated fully.

36. Disciplinary Procedures We expect you to conduct yourself in a manner that reflects well on the organisation and high standards of behavior are required. We prefer, wherever possible, to resolve problems informally but recognise that circumstances may require formal steps to be taken. The disciplinary procedures apply to all staff. Please note however, that the disciplinary procedures set out below do not form part of your Contract of Employment. Below is a list of examples of misconduct. This is not an exhaustive list.

• Unsatisfactory record of attendance or reliability

• Persistent lateness

• Unauthorised absence

• Minor damage to Company property

• Poor standard of personal hygiene

• Minor breaches of Company rules

• Failure to observe Company procedures

• Unsatisfactory sickness record

• Careless loss or damage of Company tools or equipment

• Unauthorised use of Company telephones

• Unfitting behaviour

• Failure to work in a co-operative manner with colleagues, or conduct which impairs the efficiency of management or colleagues

Below is a list of examples of gross misconduct. This is not an exhaustive list::

• Theft or unauthorised possession of any property belonging to the Company, fellow employees, customers or suppliers

• Serious damage to Company property

• Failing to wear and or use PPE equipment supplied

• Flagrant disobedience of reasonable instructions from superiors

• Being under the influence of drink, drugs or other prescribed substances which impinge upon performance or conduct whilst at work

• Disorderly or indecent conduct, including fighting , threatening or using physical violence

• Deliberate acts of discrimination or harassment in breach of the Equal Opportunities Policy

• Committing any act likely to bring the Daniel Owen into disrepute

• Gross negligence

• Being convicted of any criminal offence (whether or not relating to employment) Stage 1- formal oral warning. If your conduct does not meet acceptable standards, you will be interviewed by the Rail Administrator. You will be told why the interview is necessary and will be entitled to state your case. If appropriate, you will be given a formal oral warning that continued or repeated misconduct may result in further disciplinary action, including, in extreme cases, dismissal. A note of the warning will be placed on your personnel file but will be disregarded for disciplinary purposes after six months subject to satisfactory conduct. Stage 2- formal written warning. If the offence is a serious one, the misconduct continues or is repeated, or if a further offence of a different nature occurs, you will be interviewed by the Rail Administrator. The exact nature of the complaint will be explained in full. If the interviewer believes it to be justified, you may be given a written warning which will give details of the complaint and will warn that dismissal, or some other specific action, will result if there is no satisfactory improvement within a specified period. A copy will be placed on your personnel file but will be disregarded for disciplinary purposes after 12 months (although in exceptional cases the period may be longer or the formal written warning may not be disregarded) subject to satisfactory conduct. Stage 3- final written warning. If misconduct is sufficiently serious or if, following a formal written warning, there is a further incident of misconduct (whether or not of the same nature) within the period specified, you will be



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interviewed by the Rail Administrator (or his appointed deputy). He will then decide on the action to be taken. If the interviewer believes the complaint to be justified, you may be given a final written warning that if your conduct does not improve during a specified period, dismissal, or some other specific action, will result. A copy will be placed on your personnel file but will be disregarded for disciplinary purposes after 12 months (although in exceptional cases the period may be longer or the final written warning may not be disregarded) subject to satisfactory conduct. Stage 4– dismissal. If your misconduct is sufficiently serious or if conduct is still unsatisfactory following a final written warning and you still fail to reach the required standards, you will normally be dismissed. The decision to dismiss will be taken by Daniel Owen, following a review of the evidence.

36 (i) Breaches of the Sentinel Scheme Rules (Misconduct)

• Any action of theft, attempted theft, fraud, or falsification of documentation or records;

• Any conviction related to theft or attempted theft of railway materials

• Any breach of the Drugs and Alcohol policy, including reporting or endeavouring to report to site under the influence of drugs or alcohol or being in possession of illegal drugs on site, either for sale or personal use;

• Any event of presenting a falsified or copied Sentinel Smart Card or claiming a false identify for the purposes of trying to gain entry on NRM of undertaking a training/assessment activity or for presenting themselves for a medical examination or drug & alcohol test;

• Any attempt to cheat any assessment for a Sentinel managed competence;

• The infringement of any health and safety rules;

• Any event of negligence which causes, or has the potential to cause loss, damage or injury;

• Any event of physical violence while at work;

• Any event of deliberate damage to NRMI property;

• Any event of bullying, harassment or discrimination;

• Any breach of confidence;

• Any breach of health & safety legislation, NR standards or the Lifesaving Rules

• Any failure to investigate an alleged breach of the Sentinel Scheme Rules for an individual they currently sponsor or sponsored at the time of the alleged breach. (This also applies where investigations are undertaken, but are deemed inadequate at Formal Review)

• Any allegation of a breach of the Sentinel Scheme Rules which is found to be false and is proven to have been made with malicious intent.

• Any other event that brings the Sentinel Scheme into disrepute

Your sponsor must not breach the Sentinel Rules by:

• Failing to investigate an alleged breach of the rules for an individual whom they currently sponsor;

• Put individuals to work while knowing they are not sponsored;

• Failing to provide suitable PPE, RPE and safety critical equipment.

Where a breach of the Sentinel Scheme Rules by a Sponsor is alleged or suspected, Network Rail Workforce Safety Team will conduct a Formal Scheme Investigation into the matter and determine the appropriate outcome. Where, as a result of a Formal Scheme Investigation a company director or senior manager is proven to have breached the Sentinel Scheme Rules, Network Rail Workforce Safety Team will determine the appropriate outcome.

Network Rail Workforce Safety Team is the owner of the Sentinel Scheme Rules and responsible for keeping the Sentinel Scheme Rules up to date and available to the industry, Sponsors and Individuals. Following notification by a Primary Sponsor that a Local Investigation into a breach of the Sentinel Scheme Rules has recommended a Scheme Outcome, Network Rail Workforce Safety Team will conduct a Formal Review to determine if the recommended Scheme Outcome should apply.

An individual who is alleged to have breached the Sentinel Scheme Rules will, save for exceptional circumstances, be given the opportunity to submit a written statement to Network Rail Workforce Safety Team for consideration as part of the Formal Review. Network Rail Workforce Safety Team can impose a temporary suspension on an individual where appropriate following notification of an alleged breach of the Sentinel Scheme Rules and pending the conclusion of a Local Investigation, Formal Scheme Investigation, British Transport Police Investigation or other investigation. Such suspensions, if imposed will be regularly reviewed by Network Rail Workforce Safety Team.

Any investigation process will be suitably independent and follow the Fair Culture Process.

(Further details may be found in the Sentinel Rules & on the Sentinel web site).



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37. Grievance And Appeals A grievance is a problem or concern that you have which may relate to your work, your working environment or your working relationships. As most complaints and grievances can be resolved informally by discussion with your immediate manager, the first stage in dealing with most problems is to book a meeting with them and talk about it. Dealing with problems in this way can often lead to a quick resolution, as your manager may be able to resolve the matter directly. Sometimes you may not be able to resolve your grievance informally or the matter may directly concern your immediate manager and you may not feel that it is appropriate to raise it with them. In these circumstances you should raise the matter with the Rail Administrator (or his appointed deputy). You are likely to find it helpful to raise any grievance as soon as possible after the event giving rise to your grievance (we suggest that it should normally be raised within 2 weeks). A meeting will then be arranged to discuss the matter. After this meeting the findings will be made known to the employee within ten working days. Daniel Owen’s decision will be final. However, in certain circumstances (e.g. cases of law and its interpretation), with the agreement of Daniel Owen, the case may be referred to an outside adjudicator whose decision will then be final. An employee has the right to be accompanied by a fellow member of staff at any meeting within the grievance process.

38. Control of Bribery Daniel Owen is determined to maintain its reputation as a reputable Company, which will not tolerate fraud, corruption or abuse of position for personal gain, wherever it may be found in any area of its activities. The company has a policy that is to set out for all employees the main principles for countering fraud and corruption. All employees should play a key role in counter-fraud initiatives. This includes providing a corporate framework within which counter-fraud arrangements will flourish, and the promotion of an anti-fraud culture across the whole of the Company. This should provide a sound defence against internal and external abuse of Company funds. The relevant definitions are as follows;

• Fraud is the “intentional distortion of financial statements or other records by persons internal or external to the organisation, which is carried out to conceal the misappropriation of assets or otherwise for gain.”

• Corruption is the “offering, giving, soliciting or acceptance of an inducement or reward which may improperly influence the action of any person.

You are all an important element in our stance on fraud and corruption, and you are positively encouraged and expected to raise any concerns that they may have on these issues where they are associated with Daniel Owen activities. You may raise concerns through your immediate manager, however it is recognised that if you feel inhibited in certain circumstances you may contact either the Managing Director or Rail Administrator. Concerns will be treated in confidence, properly investigated and dealt with fairly. There is, of course, a need to ensure that any investigation process is not misused, therefore, any internal abuse, such as raising malicious or vexatious allegations, may be dealt with as a disciplinary matter.

39. Termination of Employment a. Resignation When an employee resigns from their Contract of Employment, Daniel Owen requires them to produce a written letter of resignation, stating their last working day. Please refer to your Contract of Employment for your notice period. The employer may require an explanation or report from the employee as to why they are resigning.

40. Environment Induction Notes The Environment Policy Statement explains why we have an Environmental Management System, what we intend to do and that it is everyone working for or on behalf of the company’s responsibility to comply with this policy. General guidance, which must be complied with, is given below.



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General requirements

• Adhere to company policy on environmental issues and be aware of their implications. If in any doubt consult your manager.

• Comply with any initiatives the Company introduces to improve environmental performance.

• Keep your working area tidy and comply with all rules relating to your working environment.

• Inform you manager or the Company’s Environmental Management Representative of any suggestions / issues / complaints regarding your working environment or environmental issues.

• Be aware of emergency procedures. Waste Management - to reduce the volume of waste for landfill sites which not only helps to conserve natural resources but can also reduce costs. It is the duty of every employee to make efforts to

• REDUCE the amount of waste they produce

• RE-USE materials wherever practicable

• RECYCLE waste materials by ensuring that any waste generated is separated and disposed of in the appropriate recycling facilities where provided.

Examples:

• Use print preview facilities to reduce paper printed in error

• Compile notepads of scrap and waste paper

• Place waste paper in recycling bins where provided Water Resources – to alleviate the stress on the water table from increased demand for water, to reduce the need for water processing & chemical treatment and reduce costs. It is the duty of every employee to make efforts to

• Reduce water consumption Examples:

• Identify & report leaks in taps and water pipes to the office manager

• Turn off taps as soon as they are no longer required

• Wash up items together in the sink instead of individually

• Avoid pouring water down the drain find an alternative use for it e.g. watering plants Conservation of Energy – to reduce consumption of natural resources and the need for the burning of fossil fuels that emits harmful substances into the atmosphere. It is the duty of every employee to make efforts to

• Reduce energy consumption Examples:

• Switch heaters off in mild weather

• Avoid opening windows and doors in cold weather to keep the heaters working efficiently.

• Switch appliances off at the plug when not in use

• Power down computer screens when not in use

• Switch off unnecessary lighting

• Boil just enough water in the kettle that you require

• Avoid unnecessary car journeys



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41. Medical Self Assessment

You are required to complete this Form as fully and accurately as possible. The completed forms are for the use of Daniel Owen and will not be passed to a second party (with the exception of Network Rail and/or its auditing body). You are conditionally obligated at all times to inform the organisation of any changes to health, where a condition or ailment may cause impairment or restriction physically and/or mentally. You must also inform your Manager if you are then required to take medication. This must be done by resubmitting this Form, which should be sent back to the Rail Administrator. You have the right to withhold medical details if you do not wish to impart them to the organisation. However, as outlined above, to withhold information generally will result in complete liability of the signatory for any incident caused as a consequence of the impairment suffered. In the event that you suffer from learning difficulties please advise your supervisor who will assist your understanding of the form. Tick the boxes where requested ( Yes) ( No). The signatory and the person completing the form must be the same (no second party is permitted to complete the form on your behalf).

Name (Print Clearly, including middle names)

Address

General Questions Yes No

1 Do you wear contact lenses?

2 Do you wear spectacles?

3 Do you suffer blurred vision? Do you have any difficulty with your eyesight not including the use of glasses

4 Do you have difficulty hearing normal conversation?

5 Have you ever had blackouts, recurrent dizziness or any condition which may cause sudden collapse or incapacity? (If yes give details in comments)

6 Do you suffer headaches?

7 Do you suffer migraines?

8 Do you suffer from any stomach or intestinal disorders?

9 Can you turn your head left and right without difficulty?

10 Have you encountered or do you encounter pains in your chest?

11 Do you suffer palpitations?

12 Do you have difficulty in moving over short distances including slopes, steps or rough ground?

13 Can you walk up stairs and inclines without difficulty or laboured breathing?

14 Do you have any phobias? E.g. darkness, heights. (If yes give details in comments)

15 Can you lift properly without pain or restriction?

16 Have you ever suffered a back injury? (If yes give details in comments)



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Yes No

17 Have you ever been exposed to high dust environments for any length of time?

18 Have you ever failed a medical or been refused any clearance on account of a medical screen?

19 Are you taking any prescribed medications? (give details in comments)

20 Do you have diabetes requiring insulin injections?

21 Do you suffer from epilepsy or fits?

22 Do you get discomfort or pain in the chest or shortness of breath on exercise such as climbing a flight of stairs?

23 Are you taking any medication that is causing drowsiness or dizziness?

24 Have you ever used drugs of abuse in the last 12 months?

25 Have you had any alcohol related illness in the last 12 months?

26 Have you had any stress related illness in the last 12 months?

27 Have you been refused a driver’s licence because of ill health?

28 If you have an existing railway medical has there been any change to your medical condition since its issue?

29 Have you been refused or dismissed from employment for health reasons?

30 Do you suffer from any other health factors that might affect fitness at work? (If yes, give details in comments)

Hand Arm Vibration Section

1 Have you ever used hand-held vibrating tools, machines or hand-fed processes in your job?

If Yes, List the first year of exposure

When was the last time you used them?

2 Do you have tingling of the fingers lasting more than 20 minutes after using vibrating equipment?

3 Do you have tingling of the fingers at any other time?

4 Do you wake at night with pain, tingling or numbness in your hand or wrist?

5 Do one or more of your fingers go numb more than 20 minutes after using vibrating equipment?

6 Have your fingers gone white* on cold exposure? * whiteness means a clear discolouration of the fingers with a sharp edge, usually followed by a red flush

If yes to no.6, do you have difficulty rewarming them when leaving the cold?

7 Do your fingers go white at any other time?

8 Are you experiencing any other problems with the muscles of joints of the hands and arms?

9 Do you have difficulty picking up very small objects, eg screws and buttons or opening tight jars?

10 Have you ever had a neck, arm or hand injury or operation? (If yes give details in comments)

11 Have you ever had any serious diseases of joints, skin, nerves, heart or blood vessels? (If yes give details in comments)



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Comments: Please use this space to expand on your answers above. You must include any medical details that may not have been specifically asked above, even if they may seem insignificant (Use additional sheet if required).

Signed (Candidate)

Date

Reviewed by (Daniel Owen)

Signed Date



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Declaration

I confirm that I am in possession of the Daniel Owen Joining Instructions and that I have read and understood the contents and I will abide by the general rules and Network Rail lifesaving rules as described. Signed: Name: Date: Accepted: Rail Supervisor Daniel Owen This form must be returned to the Rail Supervisor without delay.

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