Benefits of ISO 45001 certification to your organization:

• Eliminates or minimizes risk to employees
• Contributes in a healthier and safer working environment
• Demonstrates confidence in your organization
• Reduces downtime risks through on-site accidents
• Ensures legislative and regulatory compliance
• Reduces the likelihood of prosecutions and fines
• Greater involvement in environmental safety from employees
• Increases stakeholder confidence with internationally acknowledged standard
• Promotes new effective procedures and processes

Benefits of ISO 45001 certification to your customers:

• Improved quality and of services
• Established trust and credibility
• Reduced complaints
• Reassures customers who take an active interest in environmental performance that they are working with a company which promotes a shared environmental ethics

We can assist in your introduction or conversion.  Proactive introduction of this standard should be deemed the way forward.  Internationally applied standards ensure everyone is operating with equal commitments

If anyone is interested in achieving the legal standard or wants more information – get in touch.

If you compare outsourcing to employing a permanent or contract manager, you’ll find the following benefits.

A consultant can start immediately, so you don’t have to wait for them to work out their notice period (usually one to three months).
A consultant will roll up their sleeves and get started without the need for the on-boarding that an employee requires to get up and running.
A consultant will offer you candid and independent advice without the politics.
You only pay for what you need, so can scale up or down depending on your business needs at the time.
You don’t have to pay recruitment consultancy fees (which could be around £7,000 to £10,000).
You don’t have to pay for the job advert (at least £1,000).
You can keep office and IT costs down if they work offsite with their own IT. IT and office costs can be around £5,000 for an employee.
You don’t have to pay national insurance or pension contributions which could save you £6,000 to £10,000 a year.
You don’t have to pay for a car or other company benefits – another saving of about £6,000 a year.
A consultant will bring a wealth of knowledge and experience for your sector.
If you engage a consultancy, you will have access to other H&S practitioners with different expertise.

Organisations can save a lot of money by choosing the outsourcing route.

All of our consultants are competent, independent and have the professional integrity that you need to give your business the edge. We provide practical solutions to fit with your business model. Outsourcing your health and safety to Trebol Limited can give you peace of mind so that you can concentrate on your business goals.

If you believe Health and Safety is important and that accidents are avoidable – get in touch

Police officers stopped a HGV driver for Dave Mundy Strip-Out Limited within the IHTF in November 2013 and was found to be working outside of the operators license. This driver later appeared at City of London Magistrates Court on 12th February 2014 and pleaded guilty to three offences:

Using a HGV with no Goods Vehicle Operators License
Using a Permit for driving an HGV with no Driver Certificate of Professional Competence (CPC)
Using a HGV with no height indicator

The Operator was fined a total of £2,100 and ordered to pay a total of £200 in legal fees.

Dave Mundy Strip-Out Limited is also awaiting another hearing for a breach of nearby weight restrictions in Victoria Station. The driver had failed to take the mandatory driver CPC modules following his test pass in September 2009.

Since the start of the Industrial HGV Task Force since October 2013, have targeted and stopped over 1500 vehicles and over 400 fixed penalty notices issued for a variety of offences.

“This is a great result for our Industrial HGV Task Force who conduct daily coordinated enforcement operations against non-compliant operators, drivers and vehicles. Through these intelligence-led operations we aim to reduce the number of killed or seriously injured incidents on our roads. We hope this prosecution sends a clear message out to non-compliant operators that we will continue to protect and secure our streets and push for the toughest penalties for those caught operating unlawfully” – Steve Burton, TfL’s Director of Enforcement and On-street Operations

The fact that Drivers are already being called up for not having Driver’s CPC just magnifies the fact that this is not going away as we have found most Drivers believe it is.

Trebol Limited supports the Driver CPC course requirement and offers a number of opportunities to add value to your operation. Please get in touch if you are looking for an added value support solution.

Most of our encounters consist of difficulties understanding behavioural science’s, which is what H&S is all about.  Changing practices that are safe versus conducting duties as they always have been.  The common example of this relates to seatbelt use.  30-years ago, we didn’t wear them, but we do religiously now – HOPEFULLY.  Therefore, our collective behaviour has changed.

All “we” need to do is to adopt new practices that are safe versus taking unnecessary risk.  That is why the below areas need to be considered when examining work practices:

Habits / superstitions, Managements attitudes, Addiction – to mind and/or mood changing drugs, ‘Learned behaviour’ – ‘conditioning’, Poor or lack of training, Stress or illness, Motivation – the satisfaction of needs, Values, beliefs, attitudes and perceptions.

We cannot continue to compromise  our own safety and the safety of our colleagues when at work.  If we do, then we collectively suffer the consequences.

Risk Assessments:

Regulation 3 of the Management of Health and Safety at Work Regulations 1999 requires employers to assess the risks to their employees while they are at work. They also need to consider the risks to non-employees such as contractors and the public. The self-employed have a similar duty.

Where there are five or more employees, the significant findings of the assessment must be recorded. There is no formal requirement to review the assessments on a regular (e.g. annual) basis, but they must always be up to date.

Specific risk assessments must be carried out for young workers, pregnant women and nursing mothers. Sometimes there will be the need to consider other regulations which also require risk assessment, such as those dealing with asbestos, ionising radiation, and hazardous chemicals.

How to Ensure Effective Risk Assessments are Conducted

To do a risk assessment, you need to understand what, in your business, might cause harm and decide whether you are doing enough to prevent that harm. Once you have decided that, you need to identify and prioritise putting in place appropriate and sensible control measures.

Start by:

• Identifying what can harm people in your workplace
• Identifying who might be harmed and how
• Evaluating the risks and deciding on the appropriate controls, taking into account the controls you already have in place
• Recording your risk assessment
• Reviewing and updating your assessment.

Top tips:

• Make sure that those who perform risk assessments have been trained. This is essential if the results are to be meaningful and accurate. Using a team of people to do the assessments – involving managers, staff representatives and those doing the work – is often an effective approach.
• Make sure that the resources used and the level of detail is in proportion with the risk. Trivial risks can be ignored and don’t spend all your time on low-risk issues.
• Be sensible about what you record following risk assessment. Don’t generate a bureaucratic mountain of paperwork. Keep records simple and sensible.
• Make sure that those doing the work know the results of the assessment and how to protect themselves. This is the true test of whether the assessment process is effective.

Risk assessment is not a paperwork exercise; it’s about protecting your staff. Review your risk assessment policies and procedures now.

Without specific H&S training, can we be certain that employees’ understand the risks and can “we” collectively feel confident that our own safety is not being compromised? If the answer is no, than training make sense.

We have more than 20-years experience and feel extremely confident that our approach makes Health and Safety training enjoyable and very informative.  Our approach is the best way of breaking down the negative perceptions that people have relating to H&S.

“A London firm has been ordered to pay more than £250,000 in fines and costs for safety failings after a worker was killed by a large concrete beam during a dangerous lifting operation in strong winds at a hospital construction site in Essex.  HSE concluded that there was inadequate planning and supervision of the work. Had a suitable management procedure been in place and followed there would have been the opportunity to properly consider the deteriorating weather conditions and then take the tower cranes out of operation”.

If you are unsure about your practices – get in touch.