Company Policy on Health
& Safety & Environment
Statement:
“ Health, Safety and Environment issues are paramount in the
objectives of Company in all areas of its operations. It is incumbent
on all members of staff and volunteers to contribute improve and ensure
that every effort is made in this area, as it is seen as a key factor
in the success of the company. The Company actively manages its operations
in a manner so as to avoid any unacceptable and unnecessary risks
to the health and safety of its employees, volunteers, clients and
members of the public, pursuing its activities with due regard to
the environment. To this end the Company aims to reduce all accidents
and incidents to an absolute minimum.
General Responsibilities:
1. The overall responsibility for Health, safety and Environmental
policy rests with the Directors of the Company.
2. Health and Safety considerations are an integral part of the function
of the company and it is the responsibility of all members of staff
etc. to ensure their own safety and that of those around them.
3. Environmental protection is likewise an integral part of the function
of the company and all members of staff must conduct their activities
with due regard to the risk of pollution, emissions, noise and waste
disposal.
4. The Directors will ensure that there is a continental assessment
of the risk to health and welfare of employees, volunteers, clients
and members of three public that may be affected by the activities
of the company in pursuance of its operations. These assessments will
also reflect any environment considerations that are necessary. This
assessment will form part of any required safe working procedure and
be subject to review.
Personal:
It is the duty of all members of staff to exercise the greatest personal
responsibility by cooperating in preventing injury and loss to themselves
and others. All volunteers are also asked to apply an equally high
standard of responsibility by co-operation in preventing injury and
loss to themselves and others.
Direction:
The Company will takes its policy for Health and Safety and Environment
forward with due regard to the following issues:
. Legislation and Statute
. Safe Systems of Work
. Training
All employees (including third party contractors)
are responsible within their areas of operation for:
1. Taking reasonable care for the health and safety of themselves
and others whom may be affected by their activities.
2. Ensuring all health and safety instructions and awareness of particular
hazards are brought to the attention of those whom they are responsible
for the course of their work.
3. Ensuring the use of any Personal Protective Equipment is complied
with, by themselves and those whom they are responsible for in the
course of their work.
4. Reporting all accidents, incidents and potentially hazardous situation
of which they may become aware to the Health and Safety Officer and
in the incident book.
Material and Equipment:
Materials and equipment are provided and maintained for use in Zoom
In activities in accordance with the relevant regulations, codes of
practice and accepted standards.
All chemicals and equipment kept on the premises will be subject to
a COSHH and risk assessment to identify their hazards and precautionary
measure needed to contain them and use them in the course of the company’s
activities.
All acidic chemicals are to be kept in a locked cupboard in one room
(processing room). All neutrals and alkaline chemicals are kept in
a locked cupboard in another room (the darkroom).
All electrical equipment must be PAT tested annually during April
Training:
All staff must be instructed in safe working practices and methods
to the level of their respective duties.
All staff ands volunteers and darkroom members have a basic Health
and Safety induction that covers the legal aspects of Health and Safety,
employee and responsibilities with regards to COSHH and risk assessments.
Training also covers Manual Handling techniques, PPE (Personal Protective
Equipment) and fire Drill procedures.
Review and Revision:
Company Safety Policy, Safety Procedures and Methods Statements are
reviewed on regular basis and revised as necessary.
Responsibilities:
It will be the specific responsibility of Zoom In Ltd to comply as
far as is practical with the following requirements.
1. To implement the policies and procedures of Zoom In Ltd and as
may be required, those of off site premises in respect to Health,
Safety and Environment.
2. The provision, operation and maintenance of venue and equipment
that is safe and without risk to health.
3. Total compliance to all known safe systems of work applicable to
the operations undertaken.
4. The provision of all appropriate information relevant to health,
Safety and Environment
5. Maintain, when used, the cleanliness of buildings and storage areas,
access and other facilities in a safe condition.
6. To ensure that as required suitable Personal Protective Equipment
is correctly used.
7. To ensure the safe use, handling and disposal of products and substances
used in the operation of Zoom In Ltd business in a manner that safeguards
the environment, the health and safety of the users, clients and any
members of the public who may be affected by its operations.
All Staff and Third Party Contractors:
All staff (including third party contractors) are responsible within
their areas of operation for being familiar with:
1. Health, Safety and Environment policy and procedures of the company
and their implications.
2. Their obligations and requirements under the Health and Safety
at Work Act 1974 and other relevant Regulations applicable to the
work on which they are engaged, ensuring they are observed.
3. Accepting client Safety Instructions and awareness of particular
hazards, ensuring suitable Personal Protective Equipment is available
and used.Zoom In Ltd, Clapham Leisure Centre, Clapham Manor Street,
London SW4 6DB
Company registered in England and Wales – No: 3439591
Contents
1. Introduction
2. Definitions
3. Declaration Of Intent
4. Employment
5. Services And Facilities
6. Darkroom Members/Users
7. Monitoring
Appendix
1. Mission statement
2. Equal Opportunities Monitoring Form
3. Class Questionnaire
4. Annual Membership Form
5. Ten Session Membership Form
6. Volunteer Induction Form
7. What The Law Says
8. Disability Discrimination Act
1. Introduction
Zoom In is committed to an equal opportunities policy and opposed
to all forms of discrimination, particularly in the delivery of its
facilities, services, recruitment and the training it provides to
its users and staff.
This document outlines Zoom In`s equal opportunities policy, how it
will be carried out and the monitoring of its progress.
The Target Groups
The target groups referenced in this document consist of people that
may be discriminated against because of their inclusion within the
groups to which they belong. The target groups may refer to gender,
marital , status, responsibilities for children or dependants, those
whose first language is not English, ethnic or national origins, race,
colour, religions or political beliefs, employment status, ability,
age. Sexual orientation or unrelated convictions.
2. Definitions of discrimination
1. Direct discrimination takes place when a person is treated less
favorably them others, in the same circumstances, on the grounds gender,
marital status, responsibilities for children or dependants,ethnic
or national origins, race, colour, religious or political beliefs,
employment status, ability, age, sexual orientation or unrelated convictions.
1. Indirect discrimination takes place when a condition or requirement
applies which adversely affects one section of population more considerably
than another section and that this conditions cannot be strictly justified
in terms of requirements for performing the job.
2. Racial discrimination – where opportunities for employment,
training, services and facilities are denied to a section of the population
on the grounds of colour, race, nationality, ethnic, or national origin.
3. Sex discrimination – where opportunities for employment,
training, services and facilities are died to a section of the population
on the grounds of persons sex or marital status.
4. Discrimination towards Sexuality – where opportunities for
employment, training, services and facilities are denied to a section
of the population on the grounds of a persons sexual orientation
5. Discrimination towards Ability – where opportunities for
employment, training, services and facilities are denied to a section
of the population on the grounds of having learning disabilities,
special education needs or a disability.
6. Harassment – This includes repeated, unreciprocated and unwelcome
looks, actions, comments or suggestions; physical contact that is
found objectionable and offensive and might threaten an employees
job security and may create an intimidating environment in which to
work. This may also include the circulation of material that can reasonably
be found to be offensive, Harassment is particularly liable to occur
as part of sexual or racial discrimination.
7. Genuine Occupational Qualification – In certain limited cases,
sex or race may be A ‘Genuine Occupational Qualification’
for a job. AGOQ can only apply to the filling of a job or a training
for a job, a GOQ cannot be used to justify a dismissal.
8. Positive discrimination( or reverse discrimination) – Is
selecting employees because they come from a disadvantaged group,
irrespective of merit. Positive discrimination is illegal and unhelpful
to the progress of equal opportunities
9. Contract of employment – This constitutes an obligation to
abide by the equal opportunities policy. Any allegations of a breach
of policy will result in an investigation, following the procedures
outlined in contract of employment for Disciplinary and Grievances.
10. Fair treatment – Employees of the company are instructed
not to=, or include others to discriminate against workers, volunteers,
darkroom users/members or representatives on short listing/interview
panels. Any breaches will be dealt in the manner outlined above.
11. Reporting discrimination – Employees are obliged to bring
to the immediate attention of the Directors, any alleged discrimination.
They are also instructed not to discriminate against or victimise
any person who provides information concerning a breach of the equal
opportunities policy
4.4 Volunteers
1. The existence of a volunteer system demonstrates our commitment
to work experience as a major link with the community we represent.
Volunteers and work placements are given access to the same facilities
as the employed workers and are therefore requested to uphold our
policies in return. They should be enabled to do by receiving proper
training and regular information through the Staff Co-ordinator.
2. Volunteers sign an induction form, which constitutes a requisition
to abide by the equal opportunities policy. This ensures that any
breach will be investigated under the disciplinary and grievance procedure
( as outline in the induction form).
3. Volunteers are requested not to, or t induce others to , discriminate
against anyone in the provision of organisations services. In return
they should expect to be treated fairly in the activities they carry
out for Zoom In. We aim to provide useful and positive work experience
through negotiation with interested parties, and value their contribution
to the company.
4. Volunteers are requested to bring to the attention of the staff
Co-ordinator any allegations of a breach of policy. They are asked
not discriminate against or victimise anyone who has provided information
of an alleged breach of the equal opportunity code of practice, and
in matters of discipline against themselves, they will be given treatment
in line with the guidelines for paid employees.
5. Services and Facilities
In line with the equal opportunities policy, Zoom in is committed
to ensure that the facilities and services it provides are accessible,
specifically to those of the target groups whose opportunities to
photography may be restricted.
In order to achieve this Zoom In will positively seek to improve access
and participation in the following ways:
5.1 Publicity
1. Is aimed at encouraging the use of the company’s facilities
by those of the target groups through the local and national press,
especially that which may be of interest to the target groups.
2. Zoom In will promote itself in a way which is inclusive of all
the above by constantly reviewing and monitoring the effectiveness
of its publicity, for example in its leaflet distribution, the suitability
of venues holding our information will be constantly checked. Membership
and class questionnaires include sections about our advertising.
3. Any photographic material used in our publicity should reflect
the aims and objects of the company. We seek to use images produced
through Zoom In whenever possible, with the owners permission and
fully credited. Any person whose images are used for publicity should
also receive copies of the finished artwork.
5.2 Targeting
1. The organisation will reflect the interest of the target groups
when running workshops and promoting access to the Darkroom Facilities.
We aim to create a safe comfortable environment that caters for needs
of individuals.
2. We encourage feedback, with regard to content and style from those
attending classes/workshops, and use these comments in future projects.
3. We encourage the use of our services in all sections of the community
by providing photographic communication at all levels.
5.3 Outreach
1. Zoom In will actively seek and maintain contact with other community
and arts/educational groups in the area in the country. We seek to
establish useful networks with like-minded organisations so that new
projects and relationships may be created and used by the company.
We support new initiatives within our capabilities, and welcome approaches
from interested parties, especially from those in the target groups.
2. When working with other organisations we agree to a mutually agreed
amount of publicity for both sides, in proportion to individual projects.
3. We constantly review our mailing lists in order to promote such
collaborations and to maintain contact beyond individual projects.
5.4 Teaching aids, resources and images for
presentations
1. Zoom In will ensure that any teaching aids, images used in classes/workshops,
publicity and outreach presentations will reflect the mission statement
of the company and the target groups. All images endorsed by us should
show our commitment to photographic education by positive, contemporary
images, made by students or users whenever possible.
2. In the case of public exhibition the work include represent the
company and there fore should be selected appropriately in terms of
quality and content, and should concur with our equal opportunities
policy
6. Darkroom Members/Users
1. In line with equal opportunities policy, Zoom In is committed to
the full participation of people from the target groups in the use
of its facilities and services. Therefore, the organisation is obliged
to insist its darkroom members and users are aware of and follow the
equal opportunities policy.
2. Zoom In issues all new members with edited copies of the policy,
which relate to darkroom members/users and a full copy is available
on request.
3. Breach of the Equal Opportunities Policy will result in the instant
withdrawal of membership and its benefits. All allegations will be
treated in the strictest confidence.
4. The following procedure will apply:
Stage One
Once the Directors have been made aware of the allegation, they will
discuss the matter with the person concerned. Having made them aware
of the equal opportunities code of practice, they will be issued with
a full copy. This section, relating to darkroom members/user, will
be highlighted. The Director is obliged to request that the person
rectify the situation to the best of their ability and in writing.
Stage Two
If the situation arises again, the perpetrator will be issued with
a written warning, which will give specific details of the allegations
against them, including dates and time where available. The equal
opportunities code of practice will be reiterated and they will be
warned that if they continue to breach the policy, membership and
the use of facilities could be withdrawn. A trial period of four sessions/classes
will be granted to assess this.
Stage Three
If after four sessions/classes the conflict is not resolved will be
asked to attend a meeting. There will be a panel consisting of two
Directors, and one other member of staff and an independent arbitration
body, chosen by the accused. The allegations will be discussed again.
