Handbook SWG

and, where appropriate, employee representatives that compulsory redundancies cannot be avoided. We willconsult employee representatives on the procedure that will then be followed and the criteria that will beapplied.3.2 In carrying out any redundancy exercise we will not discriminate directly or indirectly on grounds of gender,sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic ornational origin, religion or belief, disability or age. Part-time employees and those working under fixed-termcontracts will not be treated differently to permanent, full-time comparators.3.3 The criteria used to select those employees who will potentially be made redundant will be objective,transparent and fair and based on the skills required to meet our existing and anticipated business needs.3.4 We will then consult individually with those employees who have been provisionally selected forredundancy.3.5 Where selection for redundancy is confirmed, employees selected for redundancy will be given notice oftermination of employment in accordance with their contracts and written confirmation of the payments thatthey will receive. Employees will be given the opportunity to appeal against this decision.3.6 We will continue to look for alternative employment for redundant employees and inform them of anyvacancies that we have until their termination dates. The manner in which redundant employees will be invitedto apply for and be interviewed for vacancies will be organised depending on the circumstances existing at thetime. Alternative employment may be offered subject to a trial period where appropriate.3.7 Where we are unable to offer alternative employment we will assist employees to look for work with otheremployers. Employees under notice of redundancy may be entitled to take a reasonable amount of paid timeoff work to look for alternative employment or to arrange training for future employment.Version 1 09/08/2018Document Control: BDM J Gough

SCHEDULE 41RETIREMENT POLICY (NO FIXED RETIREMENT AGE)1. ABOUT THIS POLICY1.1 We are proud to employ people of all ages and consider that age diversity is beneficial to the organisation.We are committed to not discriminating against employees because of age and adhere to the principles set outin our Equal Opportunities Policy.1.2 We have no fixed retirement age. We acknowledge that retirement should be a matter of choice forindividuals and will not pressurise employees into resigning because they have reached or are approaching acertain age. However, we will review whether a fixed retirement age may become necessary for particular rolesfrom time to time.1.3 This policy aims to create a framework for workplace discussions, enabling you to express your preferencesand expectations with regard to retirement and enabling us to plan for our business.1.4 This policy applies to all employees. It does not apply to agency workers, consultants or self-employedcontractors.1.5 This policy does not form part of any employee’s contract of employment and we may amend it at any time.2. PERSONNEL RESPONSIBLE FOR THIS POLICY2.1 The Board has overall responsibility for the effective operation of this policy but has delegated day-to-dayresponsibility for overseeing its implementation to the Business Development Manager.2.2 Managers have a specific responsibility to ensure the fair application of this policy and all members of staffare responsible for supporting colleagues and ensuring its success.3. DISCUSSING YOUR FUTURE PLANS3.1 You or your manager may want to discuss your short, medium and long-term plans, as the need arises. Forexample, a promotion opportunity may arise, or, if your circumstances change, you may want a different workingpattern or to stop work altogether. We need to plan for the business, and so may indicate to staff from time totime that it would be helpful to know what their plans are. There is no obligation for us or you to hold workplacediscussions about your future plans, but it may be mutually beneficial to do so on an informal basis.3.2 We will not make generalised assumptions that performance will decline with age, whether due tocompetence or health issues. If we think there are problems with your performance or ill-health, these will bedealt with in the usual way, through the Capability Procedure or Sickness Absence Policy, which are availablefrom the Business Development Manager.3.3 During any workplace discussion:(a) we will not assume that you want to retire just because you are approaching a certain age, such as statepension age; and(b) we will not make discriminatory comments, suggesting that you should move on due to age.3.4 Your employment or promotion prospects will not be prejudiced because you express an interest in retiringor changing work patterns.3.5 If you indicate that you are thinking of retiring, you are free to change your mind at any time until you haveactually given notice to terminate your employment.3.6 If you express an interest in moving to a more flexible working pattern or changing role, we will confirm thatthis is what you want before any action is taken which could affect your employment, such as a change to yourrole or responsibilities. Alternatively, you may wish to make a request to change your working arrangementsVersion 1 09/08/2018Document Control: BDM J Gough

under our Flexible Working Policy.4. GIVING NOTICE OF RETIREMENTIf you have decided to retire, we would appreciate as much notice as possible, although you should give at leastas much notice as you are required to give under your contract of employment.Version 1 09/08/2018Document Control: BDM J Gough

SCHEDULE 42QUALITY POLICY STATEMENTThe quality system of SWG Construction (Build & Renovate) Ltd shall comply with ISO 9001 -2015 as a minimum.The following general quality policy, applies to all areas within the company. To ensure that all incomingmaterials and works, meet the quality standards required by the Company and/or its customer, in accordancewith the quality manual, and all drawings and specifications of our services following the procedures set outin the procedures manual.Quality objectives are established from the business plan, preventive actions and management reviews and aremanaged by the objectives control procedureMANAGEMENT QUALITY COMMITMENT STATEMENTWe at SWG Construction (Build & Renovate) Ltd, commit to introducing and supporting a continuous qualityimprovement process that supports a team working culture.In addition, we are committed to the pursuit of total customer and client satisfaction by the clearunderstanding of, and conformance to customer/client requirements, our own processes and those of oursuppliers.Our personal quality standards are to adopt a zero defects approach within the company.The full Quality Policy is available from the SHEQ Manager or Business Development Manager.Version 1 09/08/2018Document Control: BDM J Gough

SCHEDULE 43ADULTS AT RISK AND CHILD SAFEGUARDING POLICYDefinitions – for this documentAn adult at risk: Is a person who is or may be in need of community care services by reason of mental or otherdisability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him orherself against significant harm or exploitation.Vulnerable Adults are entitled to: privacy; be treated with dignity; lead an independent life and to be enabledto do so; be able to choose how they lead their lives; the protection of the law; have their rights upheldregardless of ethnic origin, gender, sexuality, impairment or disability, age, religion or cultural background.Child: Describes a child aged 0-17 years old.POLICY STATEMENTSWG Construction (B&R) Ltd wants to restore dignity and revive hope to people from all walks of life. We areconcerned with individuals and their circumstances and actively encourage an inclusive environment.We seek to ensure that all our team members are aware of what is required from them under the vulnerableadult and child protection policy and make sure that it is practised at all times.It is the responsibility of each one of us to prevent the physical, sexual or emotional abuse and neglectof vulnerable adults and children.We commit ourselves to co-operate fully with the appropriate statutory services when they are conductingofficial investigation into physical, emotional or sexual abuse and neglect of vulnerable adults, children oryoung people (by an adult or young person).This statement is to be brought to the attention of all staff and Sub-Contractors when they join, as part of theirinduction programme. Any amendments will be brought to the attention of all team leaders to be cascadedthroughout the staff and Sub-Contractors.ImplementationSWG CONSTRUCTION (B&R) LTD SHALL:Plan its work so as to minimise situations where the abuse of vulnerable adults and children might occur.Although the number of people who actively seek to abuse vulnerable adults and children is verysmall SWG can reduce opportunities for abuse in various ways. We will, for instance: • Ensure that any vulnerable adult or child working with SWG is aware of who they can talk to if they have concerns. • Ensure that all staff and Sub-Contractors know where the nearest telephone is in case of emergencies and that phones are clearly labelled with directions for how to make external calls. • Arrange that an adult is not left alone with a child except in an emergency where there is little or no opportunity of the activity being observed by others. This good practice can be of as much benefit to the adult as to the child. • Make sure the designated person and deputy has the correct and up to date training. • Ensure staff and Sub-Contractors supervising vulnerable adults or children are suitably trained.Designated person and their roleSWG Construction Ltd has a designated person who is responsible for dealing with any concerns about theprotection of vulnerable adults or children. There is also a deputy in the absence of the designated person.The designated person for SWG Construction Ltd is Jacqui Gough; the deputy is Jamie Love.The designated person will be available for vulnerable adults and children to speak with should they feel theneed to talk with someone about an incident which has happened whilst working for or receiving assistanceVersion 2 22/08/2018Document Control: BDM J Gough

from SWG, particularly if they feel they have been physically, sexually or emotionally abused or neglected byan adult or another young person.RecordingThe designated person will make notes and keep confidential records of any disclosure or concerns they oranother staff/team member has and seek advice from the Social Services Department or the Police. See‘incident reporting form’ at page 7; blank copies are held in the office.Staff and Sub-Contractors must ensure that their recording of facts, incidents, assessments, referrals, casediscussions are all sufficient, accurate, concise, up-to-date, legible, dated and factual. Opinions should be keptto a minimum and backed up by factual evidence. Any supporting evidence should be preserved and clearlylabelled. These records must be stored in an individual file and stored securely in a manner that safeguards theindividual’s right to privacy and security. These records are available to individuals on request (not third-party information) and may be used as evidence in disciplinary proceedings or in civil or criminal prosecutions.WHISTLE-BLOWINGStaff and Sub-Contractors are encouraged to act when suspicious that abuse is occurring at work – no matterwhat the setting, who the perpetrator is or who the victim is. SWG will respect and not penalise those whostand up for anyone who is suspected of being abused.Staff have a responsibility to report any occurrences or suspicions of adult abuse. Staff who report abuse areprotected by the Public Interest Disclosure Act 1998.REMEMBERIt is important that everyone in SWG is aware that the person who first encounters a case of alleged orsuspected abuse is not responsible for deciding whether or not abuse has occurred. That is a task for theprofessional vulnerable adult and child protection agencies following a referral to them of concernabout someone.Additional pointsDisplaying InformationThe name of the designated person shall be displayed at every Office or Site controlled by SWG ConstructionLtd.All workers in SWG Construction Ltd should be informed of the name of the designated person and how theymight be contacted.Applying agreed procedures for protecting vulnerable adults and children to all workersThese procedures are set in place to protect vulnerable adults and children and should apply to all those incontact with them. This is not the same as treating each person who relates to vulnerable adults and childrenas being under suspicion, but a matter of taking sensible measures to protect vulnerable adults and children,which are then observed by everyone. This will involve thought and planning within each group to minimisethe risk.If any member of staff or Sub-Contractor has concerns please raise them with the designated person. If it isbrought to the attention of the designated person and not adequately dealt with the next step is to talkto Social Services/the Police as a private citizen to discuss your concerns.See appropriate flowcharts at pages 5 and 6.Disclosure of InformationThere is a difference between confidentiality and secrecy. All personal and delicate information disclosed tous is confidential but may not always be secret.Personal and delicate information about staff and Sub-Contractors will be: • Confidential to SWG Construction Ltd and can be shared with staff and Sub-Contractors on a ‘need to know basis’ andVersion 2 22/08/2018Document Control: BDM J Gough

• Can be shared with another agency when: i. Permission is given by the person about whom the information is held. ii. There is an overriding justification to share information without the person’s consent. iii. The law requires it.Give staff and Sub-Contractors clear rolesEmployee Handbook - Abuse of vulnerable adults and children is most easily concealed where there isconfusion among adults about roles and responsibilities. Included therefore in all job androle descriptions, both for employees and Sub-Contractors, will be a statement laying down the behaviour andvalues expected from all who work as part of this team.Over and above the written word, expected behaviour towards vulnerable adults and children when workingwith SWG will be explained to new workers as part of their induction.Supervision as a means of protectionRegular staff meetings will be held where the management team meet together to raise issues about theirarea of work and discuss them. When receiving feedback about the work, particular attention should be paidto any situation or suggestion that a vulnerable adult or child is being either highly favoured or harshly treated,as these are signs of abuse.Within SWG Construction Ltd our main area of concern about protecting people lies with the welfareof any vulnerable adults and children. Where possible, team leads should take opportunities to observe thosevulnerable adults and children for whom they are responsible.In all recruitment decisions concerning Staff: a) A detailed application form should be completed b) 2 references should be taken about the suitability of the applicant for the post being consideredCriminal convictions & DBS ChecksAll staff and sub-contractors must complete a Sub-Contractors application form before commencing workat SWG. Details of criminal convictions (except those ‘spent’ under the Rehabilitation of Offenders Act1974) must be provided so an adequate risk assessment can be undertaken. Dependant on the role and dutiesof that role, a DBS check may be required which, dependant on the outcome reserves the company’s right todismiss a member of staff and/or remove them from the property should they feel it is necessary.TrainingTraining in the prevention of abuse and the action to take if abuse occurs is included as part of the SWGConstruction Training and Induction Programme for all staff and Sub-Contractors.All workers will be informed of this policy and procedures at induction and with any updates required by law.GeneralAll workers driving any vehicle which transports vulnerable adults and/or children must hold a valid driver’slicence for the type/class of vehicle they are driving.All vehicles used in the transportation of vulnerable adults and/or children must have a valid road fund licence,be appropriately insured, have a valid MOT certificate and comply with all appropriate legislation andregulations. Seat sharing is not permitted and seat belts must be worn.Policy ReviewThe board has overall responsibility for the effective operation of this policy and for ensuring compliance withthe relevant statutory framework. Day-to-day responsibility for operating the policy and ensuring itsmaintenance and review has been delegated to the Business Development Manager. This policy and itsimplementation will be reviewed at least annually and whenever there are any legislative changes oramendments to guidance issued by relevant statutory bodies.Version 2 22/08/2018Document Control: BDM J Gough

Safeguarding Children’s Flow ChartStaff or Volunteer is made aware of safeguarding concern through disclosure or observationStaff member or volunteer only discusses concerns with the Designated Person to decide the appropriate actions to undertake. Designated Person is Jacqui Gough contact tel. no. 01938 554 476 (ext. 200) or in their absence Jamie Love contact tel no. 01938 554 476 (ext. 205) who will provide guidance on action that needs to be taken.All records should be forwarded to the designated person so they can be held securely centrally. Not a Child Protection Concern Child Protection Concern➢ Concerns may still need to be logged andmonitored Staff member or Volunteer believes If a child discloses abuse it must not be investigated further concern should be acted upon but by any staff or volunteers of SWG Construction Ltd: Designated Person does not agree. Staff/Volunteer has the right to refer • If it is thought a child has suffered sexual abuse the concern straight to social services. police must be contacted immediatelyStaff/Volunteer should inform Designated • If it is thought a child has suffered severe harm Person of their intentions. (e.g. physical assault) the police must be contacted immediately – if medical attention is required this must take priority over any other action • If it is thought a child may be in need of protection to prevent significant harm from occurring they must refer the matter to Powys Social Care For guidance and directions for reporting a concern in SWG go to https://www.powys.gov.uk If your concern is about a resident outside of Powys, please contact the local authority which that person resides in.If Social Care assesses that concerns meet their referral threshold criteria and an assessment / intervention is co-ordinated, Social Care may not always be able to share all information regarding individual cases referred to them due to data protection and sensitive information. However, it is good practice to follow up that support is being appropriately provided and to continue to advocate for support if there are continuing concerns.If Social Care does not see the case as appropriately meeting their threshold for referral it may be that there isa multi agency response required to support the child/family via an Early Help Assessment arrangement which the organisation may have continued involvement within.Version 2 22/08/2018Document Control: BDM J Gough

Safeguarding Adults at Risk Flow Chart Staff or Sub-Contractor is made aware of safeguarding concernStaff member or Sub-Contractor accurately records events giving rise to concern on the recording form held by the Designated Person(s). Designated Person Jacqui Gough contact tel. no. 01938 554 476 (ext. 200) Or if unavailable Jamie Love contact tel no. 01938 554 476 (ext. 205) who will provide guidance on action that needs to be taken. All records should be forwarded to the designated person so they can be held securely centrally. Staff member or Sub-Contractor If an adult discloses abuse it must not be investigated further believes concern should be acted by any staff member of SWG Construction Ltd upon but Designated Person does • If it is thought an adult has suffered sexual abuse the not agree. police must be contacted immediatelyStaff/ Sub-Contractor has the right to • If it is thought an adult has suffered severe harm (e.g. refer concern straight to social physical assault) the police must be contacted services. Staff/Volunteer should immediately – if medical attention is required this must take priority over any other action inform Designated person of their intentions. • If it is thought an adult may be in need of protection to prevent significant harm from occurring they must refer the matter to Sefton Plus on 0845 140 0845 or 0151 920 8234 (if out of hours). For guidance and directions for reporting a concern in Powys go to https://www.powys.gov.ukIf your concern is about a resident outside of Powys, please contact the local authority which that person resides in. Safeguarding Concern dealt with via Powys Social services Investigations are carried out by Powys officers within individual Social Care Teams.Version 2 22/08/2018Document Control: BDM J Gough

Safeguarding Incident Reporting FormPlease complete this form as fully as possible and hand it to your designated lead officer who will beable to support you in following the policy and procedures. The designated lead officer is alsoresponsible for confidentially storing and monitoring this information in line with data protectionguidelines.Name of Vulnerable adult/Child GenderAge and date of birth EthnicityReligion First languageAny Disabilities Any special factorsCarer’s name(s) (if any)Home address (and phone no. if available).Are you reporting your own concerns or passing on those of somebody else? Give details.Brief description of what has prompted the concerns: include dates, times etc. of any specificincidents.Any physical signs? Behavioural signs? Indirect signs?Have you spoken to the adult? If so, what was said?Version 2 22/08/2018Document Control: BDM J Gough

Have you spoken to the carer(s) If so, what was said?Has anybody been alleged to be the abuser? If so, give details.Have you consulted anybody else? Give details.Your name and position.In what capacity have you had any contact with the adult?To whom reported and date of reporting. Today’s date DateStaff / Sub-Contractor SignatureAdults Signature(Where appropriate) Action taken by the Designated PersonDesignated Persons Signature DateVersion 2 22/08/2018Document Control: BDM J Gough

SCHEDULE 44ASBESTOS POLICY1. IntroductionThis document brings our Asbestos Policy in line with the requirements of the Control of Asbestos At WorkRegulations which were revised in November 2012.2. ResponsibilitiesSWG Construction Ltd’s policy on asbestos intends to ensure so far as it is reasonably practicable, the health,safety and welfare at work of its employees and others who may encounter or be exposed to asbestos.Our policy on asbestos shall ensure that known and identified locations of asbestos are recorded and that anysuch asbestos information is made available to those persons who require it.Directors are responsible, so far as is reasonably practicable, for ensuring the health, safety and welfare at workof all employees in their respective departments. In particular they will: • Prepare and revise as necessary department arrangements for the management and control of work involving asbestos. • Ensure appropriate training, information and instruction is provided for relevant employees, and personal instruction as appropriate. • Ensure that employees or relevant contractors are provided with appropriate information, regarding company procedures in areas containing Asbestos.3. What is Asbestos?Asbestos is a general name applied to a group of related, naturally occurring fibrous minerals, which have beencommonly used in a range of building and equipment materials.There are three main types of asbestos: • Chrysotile – White • Crocidolite - Blue • Amosite - BrownIn addition, legal provision also covers the following: • Fibrous actinolite • Fibrous anthophyllite • Fibrous tremoliteAnd any mixture containing any of those minerals.Asbestos containing products have been widely used in buildings as construction materials, fireproofing, thermalinsulation, electrical insulation, sound insulation, decorative plasters, roofing products, flooring products, heatresistant materials, gaskets, friction products etc.Since 1985 the new use of any material containing blue or brown asbestos has been banned. By 1999 the newuse of any building materials containing white asbestos had been banned.4. Health Effects of AsbestosAll asbestos fibres, blue, brown and white are dangerous although the control limit for exposure to blue andbrown fibres is lower than for white. There is no safe form of asbestos although products where the fibres aretight (cement) are less likely to shed fibres than products where the fibres are more loosely bonded (e.g.asbestos insulating board). The main route of entry to the body for asbestos is by inhalation of fibres.There is no safe exposure level known for asbestos and once asbestos related diseases occur there is no knowncure. There are three main types of serious health risks associated with exposure to asbestos fibres:Asbestosis – chronic obstructive lung diseaseLung cancer – a fatal lung diseaseVersion 1 07/08/2018Document Control: BDM J Gough

Mesothelioma – a fatal cancer of the outer lining of the lung specific to asbestos exposure.Statistics indicate that despite legislative controls, deaths due directly to asbestos are at an all-time high ofapproximately 3000 deaths per year and are predicted to peak at 10000 cases by 2020.It is recognised that the largest group of workers at risk from asbestos exposure are building workers, particularlythose involved in repair and maintenance, refurbishment and demolition, including electricians, plumbers,joiners, and computer and telecommunication engineers – people who may encounter asbestos during theirnormal day to day work activities.5. LegislationThis policy is based on the following legislation and shall be amended in line with any changes. • Health and Safety at Work etc. Act 1974 • The Control of Asbestos at Work Regulations 2012 • The Asbestos Licensing (Amendment) Regulations 1998 • The Asbestos Prohibitions Regulations • The Management of Health and Safety at Work Regulations1999 (as Amended) The Construction Design and Management Regulations 2015.6. The Control of Asbestos at Work RegulationsThese are substantial regulations incorporating an Approved Code of Practice and were last updated in 2002.They apply to everyone at risk from work with asbestos and extend statutory protection to all those whoencounter asbestos at work or are affected by work activities involving it.Key features of the regulations are: • Taking reasonable steps to find asbestos containing materials in premises and checking their condition. • Presuming materials contain asbestos unless there is strong evidence to suppose they do not. • Keeping an up to date written record of the location and condition of the asbestos containing materials. • Assessing the risk of exposure to asbestos containing materials. Preparing and implementing a plan to manage the risk. • Other provisions include providing protective equipment, face fitting of respirators, keeping plant and equipment clean, providing information, training and necessary labelling.7. The Asbestos Licensing RegulationsThese regulations prohibit anyone from carrying out work with asbestos insulation, asbestos coating or asbestosinsulating board unless they hold a licence granted by the HSE (Health & Safety Executive).However, there are three exceptions to the requirement to hold a licence. These are: • For works of short duration: The most work that can be done is a total of two hours a week with each worker only exposed for an hour. • For air monitoring or bulk sample collection to identify asbestos. • If you are an employer carrying out work with your own employees on your own premises.Licensed contractors must ensure that any staff working with asbestos are under medical surveillance, and thatthey give 14 days notice to HSE of any work that they intend to carry out.8. The Asbestos Prohibition RegulationsThese regulations prohibit the supply and use of all forms of asbestos and asbestos containing products.9. Policy ApplicationThe arrangements detailed consist of a series of procedures which are intended to safeguard persons who mayencounter the possibility of discovering asbestos in the course of their work and to ensure the safety of anyVersion 1 07/08/2018Document Control: BDM J Gough

premises occupants who may be affected by any associated works which may involve the disturbance ofasbestos containing materials.All reasonably practicable steps will be taken to ensure that SWG employees and subcontractors, will not beexposed to materials containing asbestos.10. TrainingAll staff who may encounter asbestos during the course of their work shall be given the necessary training to beable to identify the situations in which asbestos may be present, to be able to recognise asbestos or similarsuspect materials and to set out safe working practice to minimise risks to health and safety.Induction training will be provided to all new staff.If during the course of normal work practice Asbestos containing material is encountered, the followingprocedures should be followed.Stop any work, remove and keep all persons out of the area. Where practicable close or seal or lock offthe area. Do not remove any equipment or material.Prepare and display a potential Asbestos hazard keep out sign to prevent persons from gaining access to thearea.Inform the Site Supervisor who will report the discovery to SWG offices where appropriate action can betaken.Version 1 07/08/2018Document Control: BDM J Gough