Film It Policies and Codes of Practice: Health, Safety and Working Guidelines

Health, Safety and Working Guidelines

HEALTH AND SAFETY CHECKLIST

Ask if there are any illnesses, health issues, special needs which we should know about

Show where the first aid box, accident book, fire exit, extinguishers and alarms are located

Desks should be kept clean and tidy, drinks and food kept away from computers, coats kept by the stand and bags kept under the desk.

Regular breaks from computers should be taken

Knees should be bent and back kept straight when lifting heavy objects

ELECTRICITY

We should be aware of risks associated with overloaded sockets, taped connected cables, physical damage to cables, faulty switches and when moving equipment.

SAFETY

Accidents in offices mainly arise from slips, trips and falls. NO trailing leads, clear up spillages quickly, replace or repair torn flooring, provide adequate lighting, do not block passages or entrances. We must keep our work place clean and tidy. Equipment should be managed in a good working order. We must not interfere with or misuse anything that is provided for our safety.

We must ensure we only let people into the Film It! offices who we know or have an appointment with. Staff should endeavour where possible not to work in the office without another member of staff present.

ILL HEALTH

We must keep our first-aid box fully stocked. We must provide a supply of fresh drinking water and suitable cups. We must have a rest area and suitable facilities for eating meals, ie. knives and forks and plates. We should recognise the importance of having a trained first aider.

LIGHTING

Lighting should be sufficient for people to work and to move around safely, and to avoid visual fatigue.

WORKSTATIONS

Workstation components must be arranged to facilitate comfort, good posture, the avoidance of awkward movement and aches and pains.

Viewing distance should be between 50 and 60cm.

Seating must be comfortable and adjusted according to the height of the table.

Daily Routine: We must plan our day so that work on display screen equipment is interrupted with breaks or changes in activity.

COMPLAINTS PROCEDURE

If there is an issue at Film It! that you are unhappy with you have the right to complain. You may take up the complaint personally or through another person. You will not be treated less favourably if you complain, and the complaint will be dealt with objectively and you will be consulted each step of the way.

EQUAL OPPORTUNITIES

Film It! will treat all people with equal respect, whether they are in a job, applying for a job, or using the services of Film It!.

Film It! is committed to eliminating discrimination and to achieve this Film It! will not discriminate directly or indirectly in a way that cannot be shown to be justified. Film It! will not discriminate on the grounds of age, race, religion, sex, sexuality, or an unrelated criminal conviction.

Film It! will treat all people with equal respect, whether they are in a job, applying for a job, or using the services of Film It!.

CODE OF CONDUCT: Gross Misconduct

There are certain acts Film It! will not tolerate:

unauthorised removal, misuse or malicious damage of Film It! equipment
acts of dishonesty
falsification of expense claims
theft
fraud
fighting and physical assault
sexual misconduct
racist actions
soliciting or accepting bribes
improperly using Dawson Film’s equipment
drunkenness at work
being under the influence of drugs at work
breach of confidentiality
gross negligence

GENERAL CONDUCT

You are expected to comply with reasonable instructions from your colleagues.
You are expected to treat colleagues or members of the public with respect and not to misuse your authority.
You will be expected to conduct yourself in a way that does not cause offence to your colleagues or members of the public.

PROFESSIONAL CONDUCT

You must comply with any statutory or contractual obligations with regard to your work.
You must not wilfully neglect your work.
Your conduct outside work must not conflict with your official conduct at work.
If in doubt you must discuss the matter with your colleagues.

MISUSE/FALSIFICATION OF INFORMATION

You must not make false or misleading statements, whether orally or in writing, in respect of Film It! business.
You must not disclose Film It! business to the press or media unless authorised to do so.
You must not disclose confidential information relating to Film It! unless authorised to do so.

MISUSE OF OR THEFT OF FILM IT! PROPERTY

You must not maliciously damage Film It! property or cause waste, loss of or damage to Film It! property through neglect.
You must take reasonable steps to protect Film It! property.
You must not use Film It! property for private use, unless authorised to do so.
You must not make private calls unless authorised.

CRIMINAL OFFENCES

If you commit a criminal offence outside work, Film It! will decide whether the offence has impact upon your work. In particular, conviction for sexual, violent or drug offences will be deemed to have an impact. If Film It! decides that such an offence does have an impact on your work it will take whatever action is deemed to be appropriate. This could include disciplinary action.

If you have a conviction for a criminal offence you must disclose the fact. Failure to do so may result in you being dismissed if the conviction comes to light at a later date.

DISCIPLINARY ACTION OVER PERFORMANCE OR MISCONDUCT:

Before initiating a disciplinary action against you over your performance your manager will raise concerns with you and take steps to ensure that you-

Fully understand your duties as defined by your job description
Fully understand why your work is below standard
Have had appropriate training and support
Have been told you will be disciplined if your work does not improve within a specified time period

If you break the code of conduct then you will be liable to disciplinary action which will be dealt with either as misconduct or gross misconduct. The difference between the two is that gross misconduct may result in dismissal, but if an act constitutes misconduct, you cannot be dismissed for a first act. The nature and effect of the misconduct will denote at which level a warning will be issued. A final written warning may be issued.

Stage 1 - First written warning

The first written warning will explain that disciplinary action will be taken if standards are not improved. A copy of the warning will be kept in a staff manual.

Stage 2 - Final written warning

If, after the timescale specified in your first warning your performance fails to meet the correct standard, you will be called to a disciplinary hearing with not less than two and no more than three members of the Film It! board. This will detail areas of concern, the improvement required and the timescale. Further disciplinary action will occur if no improvement follows.

Stage 3 – Dismissal

If, after the timescale specified in your final written warning your performance fails to meet the correct standard, you will be called to a disciplinary hearing with not less than two and no more than three members of the Film It! board. If at the end of the hearing, the board members agree that no adjustments to behaviour/performance have been made, then dismissal may follow.

You will be provided with written reasons for your dismissal within 14 days.

DISCIPLINARY ACTION OVER GROSS MISCONDUCT

Gross misconduct is misconduct of such a nature that Film It! is justified in no longer tolerating your continued presence at work. Suspension will follow.

If after an investigation conducted by Board members into the issue deems that an act of gross misconduct has been made, you will be dismissed without notice.