Policies & Procedures
Control of Visitors Policy
The Committee recognises that it shall provide a safe place of work. This obligation extends to visitors to the premises and is defined in the Safety, Health and Welfare at Work Act, 2005.
This policy applies to all staff who are responsible for inviting visitors (including parents) onto the premises, escorting them around at different times, or maintaining parts of the premises such that visitors may safely visit.
In the event of an emergency evacuation drill, all visitors shall be required to leave the premises under the instruction of the member of staff allocated to them, or by another member of staff who takes on this responsibility.
Visitors will be required to comply with safety signs around the premises.
In the event that a visitor is involved in an accident on the premises, the arrangements detailed in the Accident Reporting Procedure shall be followed.
First Aid Kits
First Aid kits shall be available in the Home Economics room.
The Defibrillator is located on the wall in the main corridor.
Contents of First-Aid kit shall be adequate for the amount of camp users.
The camp has established an Accident Reporting procedure so that:
Investigations can take place to prevent a recurrence
Statutory duties for reporting are complied with (including requirements for reporting incidents to the camp's insurance company)
Management commitment to providing a safe working environment can be demonstrated. Employees are required to co-operate with management to enable the camp to comply with health and safety legislation, this includes informing management of accidents and incidents which may occur in the workplace.
Fire Evacuation Procedures
These written procedures will outline the actions required by staff upon the discovery of a fire or activation of the fire alarm.
Actions upon discovery of a fire
· On hearing the fire alarm, everyone will leave through one of the three back doors, ensuring that the room is empty and that the door is shut.
· Activate the fire alarm, if not already activated.
· Close all remaining doors in the fire area.
· Everyone in the camp, children and adults, must leave by nearest exit.
· Staff members who do not have a child in their care or have fire warden duties should proceed directly to the assembly point.
· Co-ordinators conduct a roll call when out at assembly point
· No child or adult is to re-enter the building until the fire services allow.
· The Co-ordinators will ensure all staff are accounted for. When gathered at the assembly point, the co-ordinators will conduct an overall check to ensure that all camp users and staff have been accounted for and are present.
Bullying Policy - All Staff
Bullying in the workplace constitutes a real threat to safety, health and welfare of people in the workplace. It can arise in any situation where people are working together. The key objective of this policy is to communicate clearly, so as to avoid any doubt, that instances of bullying will not be tolerated.
Definition: Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a one off incident is not considered to be bullying (As defined in the report of the task force on the prevention of workplace bullying – published by the Stationery Office, March 2001 and adopted by the Code of Practice on the Prevention of Workplace Bullying)
Areas prone to bullying include:
1. Employment Tenure: A bully may regard new staff as easier targets than more experienced staff members.
2. Size of Employment/Enterprise: it may be easier for a bully to go unchecked in a large organisation.
3. Gender Imbalance/ Age Imbalance: Bullying may be more likely to occur where there is an age or gender imbalance in the workplace.
4. Management of Relationships in the Workplace: Bullying may be more likely to occur in workplaces lacking an effective human resource management system that respects each person individually and monitors and supports work relationships.
5. Organisational Change in the Workplace: Organisational changes in the workplace can increase the risk of workplace bullying.
There is an official procedure in place to resolve matters of bullying. The following is a guide to employees who feel they are experiencing bullying in the workplace. The Balance Summer Camp Committee will be fully conversant with the procedure and assist in resolving the problem.
1. Any person who believes he or she is being bullied should explain clearly to the alleged perpetrator(s) that the behaviour in question is unacceptable.
2. In circumstances where the complainant finds it difficult to approach the alleged perpetrator(s) directly, he or she should seek the help and advice, on a strictly confidential basis, from a contact person.
3. Where the incident is serious and unacceptable then immediately seek help and advice, on a strictly confidential basis, from a member of the camp Committee.
As a general rule an attempt should be made to address an allegation of bullying as informally as possible by means of an agreed informal procedure. The objective of this approach is to resolve the difficulty with the minimum of conflict and stress for the individuals involved.
(a) Any person who believes he or she is being bullied should explain clearly to the alleged perpetrator(s) that the behaviour in question is unacceptable. In circumstances where the complainant finds it difficult to approach the alleged perpetrator(s) directly, he or she should seek the help and advice, on a strictly confidential basis, from a contact person on the camp Committee.
In this situation the contact person should listen patiently, be supportive and discuss the various options open to the employee concerned and highlight this document.
(b) Having consulted with a person on the camp Committee, the complainant may request the assistance of a person on the camp Committee in raising the issue with the alleged perpetrator (s). In this situation the approach of on the camp Committee is by way of a confidential, non-confrontational discussion with a view to resolving the issue in an informal low-key manner.
(c) A complainant may decide, for whatever reason, to bypass the informal procedure. Choosing not to use the informal procedure should not reflect negatively on a complainant in the formal procedure.
Ensure that the correct facilities are provided in each WC and wash station (i.e. provision to dry hands hygienically with disposable hand towels or hot air dryers).
Ensure that the facilities are maintained in a clean state and good working order.
Ensure that the welfare facilities are fully stocked (i.e. toilet paper) and that bins are cleaned regularly.
Ensure that when the independent camp user is accompanied to the bathroom, the staff member is within earshot of the camp user, i.e. right outside the main bathroom door.
When changing a nappy/ underwear, wear appropriate gloves and have two members of staff present, as directed by parents. Please dispose of all equipment correctly and safely.