1st Step Joining Instructions FS07
Joining Instructions & Introduction to Network Rail
Address
West Hill House
Tower Road
Dartford
Kent
DA1 2EU
0844 5763 800
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Prepared by:
Date
3rd April 2017
Peter Owen H&S Advisor
Approved by:
Careena Dabs Rail Administrator
Date
3rd April 2017
Authorised by:
i.
Matthew Jones, Managing Director
Date
3rd April 2017
Les Fillery, Managing Director
3rd April 2017
Implementation
This Procedure (FS07) to be implemented from 17th March 2017
ii.
Ownership
Carrena Dabbs is the owner of this document and is responsible for updating it.
iii.
Disclaimer
1st Step 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. 1st Step 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.
1
Company Structure
Title
Page
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
16
13
For- cause screening
16
14
Work Package Plans & Task Briefings
16
15
Signing On
16
16
First Aid
17
17
Accident reporting
17
18
Welfare Arrangements
17
19
Hazardous Substances - COSHH
17
20
Leptospirosis (Weil’s Disease)
18
21
Needle Stick Injuries
18
22
Manual handling
18
23
Contact Lenses
18
24
Use of Plant & Tools
19
25
Company Tools & Equipment
19
26
Ladders & Working at Height
19
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
20
34
Trenches & Working at Height
21
35
Equal Opportunities
21
36
Disciplinary Procedures
22
37
Grievance & Appeals
24
38
Control of Bribery
24
39
Medical Self Assessment form
25
Declaration
27
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1. Company Structure
At 1st Step 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 operatives 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
Matthew Jones
Finance Director
Resource &
Compliance Director /
Rail Administrator
Careena Dabbs
Business
Development Director
H&S Consultant
Peter Owen
Rail
Rail Supervisor
Linda Grave
Operatives
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2. General Statement of Health & Safety Policy
The company will comply fully with the requirements of the Health and Safety at Work etc. Act 1974
(HASAWA 1974), Railway Group and Network Rail Company Standards and all other relevant statutory
provisions, subject only to exceptions, exemptions and qualifications as are provided for the
legislation.
1st Step is committed to providing and maintaining the health, safety and welfare of all its
operatives, and all other persons likely to be affected by its operations and activities. We will be
setting & reviewing occupational health & safety objectives and occupational health & safety
objectives.
The company will provide all information, instruction, training and supervision necessary so that work
can be carried out in the safest practicable manner and to the highest possible standard. Standards
will be monitored using Risk Assessment, inspections, tours and audit procedures.
The company also accepts its responsibilities, so far as is reasonable practicable, to ensure that the
operation and maintenance of plant and equipment is safe and without risks, and that safety devices,
where applicable, are provided and maintained. Equally, there is emphasis to continue to seek
improvements in systems and operations in order to promote safety and health in all areas of its
involvement.
Whilst the overall responsibility for health and safety rests with the Managing Director of 1st Step all
operatives, irrespective of title, have responsibilities for their own health and safety and for that of
their colleagues or others who may be affected by their acts or omissions (HASAWA 1974, Section 7).
The co-operation of all operatives is vital to the success of this Policy. Therefore, it follows that any
breach of safety rules and instructions will be viewed by the Managing Director as a serious offence
which could lead to disciplinary procedures.
In accordance with the HASAWA 1974, Section 2(3), this Policy will be revised as and when changes
arise or annually, whichever is the earliest. Each revision will address current needs and will be
brought to the attention of all operatives and others.
3. Environmental Policy Statement
1st Step Ltd recognises the importance of environmental protection and is committed to operating
its business responsibly and in compliance with all environmental regulations, legislation, rail
standards and approved codes of practice relating to the provision of a specialist railway contracting
services. It is the Company's objective to operate with, and to maintain good relations with all
regulatory bodies.
It is the declared policy of 1st Step Ltd to carry out all measures reasonably and practicable to meet,
exceed or develop all necessary or desirable requirements and to continually improve environmental
performance through implementation of the following:
1. Assess and regularly re-assess the environmental effects of the Company's activities
2. Training of operatives and continued professional development of management in
Environmental Issues
3. Minimise the production of waste
4. Minimise material wastage
5. Minimise energy wastage
6. Promote the use of recyclable and renewable materials
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7. Reduce and/or limit the production of pollutants to water, land and air
8. Control noise emissions from operations
9. Minimise the risk to the general public and operatives from operations and activities
undertaken by the Company
This policy is communicated to all operatives, suppliers and subcontractors and is made available to
the public. This policy will be reviewed annually.
3b Quality Statement
The management and personnel of 1st Step are committed to providing a high quality service in the
area of Quality management by continually improving client service, human resource management
and company operations.
Total customer satisfaction, the company’s primary objective, is achieved by recognising,
understanding and evaluating customer needs and trying to exceed them.
Executive management are committed to the efficient operation and continual improvement of
performance and the quality management system. To this end quality objectives are set and
measured to facilitate effective and efficient review.
Development and training of employees is a top priority.
Human Resource Management is based on the principles of close training and supervision, excellent
communication skills for all personnel and high personnel satisfaction.
Management will provide adequate resources and training needed to continually improve the
effectiveness of the Quality Management system.
The above goals are complete by an effective and efficient company quality management system
based on the requirements of ISO 9001. The Company’s commitment in meeting, and exceeding,
these requirements secures a prosperous future and sets a unique standard for others to follow. The
Directors will take into consideration the views of interested parties and the effect the company’s
activities have upon the environment.
In fulfilling the above Quality Policy the Directors recognise the importance of its suppliers and will
work with them to improve the quality of their services.
The success of this policy is monitored, controlled and improved through elements of this Quality
System such as internal audits, management reviews, corrective / preventive actions and training.
Each employee will be made aware of the importance and contents of this quality policy and be
encouraged to contribute to the success of the quality management system. The Company’s goals
and commitment in meeting the requirements of ISO 9001 will secure a prosperous future and set a
unique standard for others to follow.
4. Alcohol and Drugs Policy
1st Step Ltd. has adopted the principles of the Network Rail Alcohol and Drugs Policy as follows: All employees 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 Standard NR/L1/OHS/051
051 and TfL Standards S1257 & S1251 apply. Results of drug and alcohol testing shall be recorded on the Sentinel and/or
Oracle database. Employees & assignees should therefore:
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•
•
•
•
Not
Not
Not
Not
present themselves for work if they are unfit, due to alcohol or drugs.
present themselves for work if they have just consumed or taken drink or drugs.
be in possession of drink or drugs in the workplace (including the van).
consume or take drink or drugs whilst at work
If employees & 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 Supervisor.
If employees or assignees 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 they will be immediately suspended,
removed from the railway Infrastructure and possibly the Company and reported to Sentinel. Testing will be
carried out by Link-up approved medical providers.
1st Step Ltd. are not looking to victimise employees or assignees 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 or assignee who voluntarily declares an alcohol or drug related problem. This
will provide both confidential support and guidance to employees or assignees and their families. If you have
or think that you may be developing an alcohol or drug related problem then you must advise the Director
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 assignees 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 employees and assignees on a nonotice basis.
All new 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 unless there is record of
one having been done within the previous 3 months. 1st Step Ltd. 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
consistance 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.
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 1st Step who have been
authorised by Network Rail through an audit. 1st Step will therefore be regarded as your primary sponsor; you
may apply to up to two other companies or agencies to sponsor you but these will be considered secondary
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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.
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 we
are your primary sponsor we can monitor any expiry dates that come into
effect and arrange for re-training with you as required.
If for any reason you are required to work for another company on the rail you must inform us and you must be
sponsored by that other company as well. If we cease to be your primary sponsor, we will remove your
sponsorship to work on the railway and your card will become invalid.
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 will 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 now. The old Lucas cards will remain valid until their natural expiry.
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 Supervisor immediately. You
will not be allowed to start work until you have done this.
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It is 1st Step 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.
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 NVQs, 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:•
•
•
•
•
•
•
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.
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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.
7. Personal Track Safety and Identification
The essential qualification before being allowed onto the
railway 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 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 primary sponsor may find it more convenient to issue Track Visitor Permits (to a maximum of twelve
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per year). Remember though if working in a red zone under a TVP you must be accompanied by a COSS. TVPs
are not for routine or regular track work.
You are advised to carry some other form of identity card, again perhaps with your photograph on it e.g. driving
license. You will always be asked to produce your Sentinel card when entering Network Rail premises. It is a
serious offence to allow someone else to attempt to use your identity cards. Some PTS operatives may be
sponsored more than once and the client will want to know who your sponsor is, so make sure you know who
you are working for. 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.
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
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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. During the course of 2017
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 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 and work to LUL’S contract QUENSH, we will:
Not work more than 6 shifts within any 7 consecutive days.

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.

Our assignees are aware of the Worksafe procedure and are encouraged not to work excessively if they consider
it to be unsafe. The calculation of working hours must take into account any time worked off the railways for
the Company in accordance with Company Standard NR/L2/ERG/003 Management of Fatigue and LU QUENSH
conditions. Employees & assignees have agreed to report any work undertaken elsewhere.
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.
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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 1st Step, you will be issued a high visibility vest from the agency with the 1st Step
on the back. This must be worn at all times whilst 1st Step 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
• Clean in accordance with manufacturer’s instructions and instructions on any labels
• There is no recommended service life for HV clothing however they should avoid being over washed
• Do not leave clothing folded up when it is wet, hang up to dry
• High visibility clothing should be to EN ISO 20471 class 2 and have your sponsor’s name/logo on the rear
(not the company you are working for)..
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
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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
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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 manufacturers instructions allow and
ensure that any items used are approved
Most helmets have a recommended 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. You can check if your helmet has been damaged or aged by doing the ‘crackle’ test –
squeeze the sides and if you hear it crackle do not use it!
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
• 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 toe-tector in place and the
sole is firmly attached to the upper
• Boots must have mid-sole protection and ankle support.
• 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 1st Step employees 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.
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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 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 1st Step 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.
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.
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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 & Track Visitor Permits.
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 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’. During the course of 2017 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.
Non-PTS persons who wish to visit site for inspection / repair or specialist purposes must be issued with a Track
Visitors Permit (TVP) and be accompanied by a COSS.
Track Visitor Permits (TVP) may be issued to non PTS consultants 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.
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 or even Network Rail access manager at
Milton Keynes prior to commencing work, unless other arrangements have been made at the start of work
meetings.
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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. This 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
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 1st Step 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.
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 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.
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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 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.
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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 shovels, 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
1st Step 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 assignees, 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. 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.
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.
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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 and sometimes these may be controlled by a site access manager 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 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
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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
1st Step 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. 1st Step 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. 1st Step 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
Under the Sex Discrimination Act 1975 and the Race Relations Act 1976 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.
1st Step 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.
1st Step 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).
1st Step 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.
3. Complaints and Monitoring Procedures
1st Step 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.
4. Harassment policy
1st Step is committed to providing a work environment free from unlawful harassment.
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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 1st Step.
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This policy prohibits unlawful harassment by any employee of 1st Step.
Examples of prohibited harassment are:Verbal or written conduct containing derogatory jokes or comments
Slurs or unwanted sexual advances
Visual conduct such as derogatory or sexually orientated posters
Photographs, cartoons, drawings or gestures
Physical conduct such as assault, unwanted touching, or any interference because of sex, race or any
other protected basis
Threats and demands to submit to sexual requests as a condition of continued employment or to avoid
some other loss, and offers of employment benefits in return for sexual favours
Retaliation for having reported or threatened to report harassment.
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. Your complaint should include:
•
Details of the incident
•
The name or names of the individual or individuals involved
•
The name or names of any witness or witnesses
1st Step will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment
has occurred, remedial action will be taken.
Any employee or assignee whom 1st Step 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 1st Step
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.]
36. Disciplinary Procedures
We expect you to conduct yourself in a manner that reflects well on the organisation and high standards of
behaviour 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 Engagement.
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
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•
•
•
•
•
•
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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 1st Step into disrepute
Gross negligence
Being convicted of any criminal offence (whether or not relating to employment)
i)
Breaches of the Sentinel Scheme Rules
Breaches of the Sentinel Scheme Rules by either an individual or a Sponsor include (but are not limited to)
the following:
• 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 breach in working hours, including reporting or endeavouring to report for a shift of work, having
previously undertaken a shift on NRMI within the last 12 hours (known as double-shifting); unless a risk
assessment has been conducted by the Primary Sponsor and suitable controls implemented.
• Any event of presenting a falsified or altered Sentinel Smart Card, or claiming a false identify for the
purposes of trying to gain entry on NRMI;
• 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 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
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.
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.
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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 Supervisor (or his/her 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. 1st Step’s decision will be
final. However, in certain circumstances (e.g. cases of law and its interpretation), with the agreement of 1st
Step, the case may be referred to an outside adjudicator whose decision will then be final.
An employee or assignee has the right to be accompanied by a fellow member of staff at any meeting within
the grievance process.
38. Control of Bribery
1st Step 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 1st Step
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 Supervisor.
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.
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39. Medical Self Assessment
You are required to complete this Form as fully and accurately as possible. The completed forms are
for the use of 1st Step 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 your Manager. 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
Yes
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. Can you turn your head left and right without difficulty?
9. Have you encountered or do you encounter pains in your chest?
10. Do you suffer palpitations?
11. Do you have difficulty in moving over short distances including slopes, steps or
rough ground?
12. Can you walk up stairs and inclines without difficulty or laboured breathing?
13. Do you have any phobias? E.g. darkness, heights. (If yes give details in
comments)
14. Can you lift properly without pain or restriction?
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15. Have you ever suffered a back injury? (If yes give details in comments)
16. Are you aware of Hand Arm Vibration Regulations?
17. Have you ever used air powered tools? (indicate in comments the type of tool)
18. Have you ever experienced during or after using those tools, numbness and/or
tingling in your fingers?
19. Have you ever been exposed to high dust environments for any length of time?
20. Have you ever failed a medical or been refused any clearance on account of a
medical screen?
21. Are you taking any prescribed medications? (give details in comments)
22. Do you have diabetes requiring insulin injections?
23. Do you suffer from epilepsy or fits?
24. Do you get discomfort or pain in the chest or shortness of breath on exercise
such as climbing a flight of stairs?
25. Are you taking any medication that is causing drowsiness or dizziness?
26. Have you ever used drugs of abuse in the last 12 months?
27. Have you had any alcohol related illness in the last 12 months?
28. Have you had any stress related illness in the last 12 months?
29. Have you been refused a driver’s licence because of ill health?
30. If you have an existing railway medical has there been any change to your
medical condition since its issue?
31. Have you been refused or dismissed from employment for health reasons?
Comments: You must include any details that may not have been specifically asked above, even if they
may seem insignificant (Use additional sheet if required).
Signed
Date
Reviewed
Signed
Date
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Declaration
I confirm that I am in possession of the 1st Step 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/Administrator
1st Step
This form must be returned to the Rail Supervisor/ Administrator without delay.
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