HSPOL09 First Aid ay Work Policy by Provide Community

First Aid at Work Policy

Version: V5

Ratified by: Finance and Investment Committee (FIC)

Date ratified: 25/05/2022

Job Title of author:

Health, Safety, Fire and Security Manager –Estates and Facilities

Reviewed by Committee or Expert Group Property Health and Safety Steering Group

Equality Impact Assessed by:

1. Introduction

Provide has a duty under the Health & Safety (First Aid) Regulations 1981 to provide adequate and appropriate equipment, facilities and personnel to enable first aid to be given to employees who are injured or become ill at work.

All employees employed by, or working for Provide are expected to cooperate with the requirements of this policy.

2. Purpose

The purpose of this policy is to detail the arrangements and organisation for the implementation of the Health & Safety (First Aid) Regulations within Provide

3. Definitions

First Aid is defined as “treatment for the purpose of preserving life and minimising the consequences of injury and illness with the referral for professional assistance where indicated…”

A First Aider is defined as “an employee who undertakes first aid duties and holds a valid certificate of competence in first aid, issued by a Health & Safety Executive (HSE) approved organisation”

The level of first aid provision must be determined by the process of a risk assessment for each location that employees are based in, and for mobile workers

4. Duties

Group Chief Executive

The Group Chief Executive will have overall responsibility for ensuring that this policy is effectively implemented.

Group Chief Officer

• To safeguard and protect the health, safety and welfare of persons employed by, or working in the undertaking of Provide

• Ensure all staff comply with the arrangements contained within the Policy

• To understand and be aware of their legal responsibilities regarding the provision of first aid and to assist in fulfilling the requirements of the Policy

• Ensure that adequate resources and arrangements are put in place to deliver and maintain the requirements of the Policy.

Health, Safety, Fire and Security Manager

• Determine and record the level of first aid provision required for the organisation and on sites, using an appropriate risk assessment process

• Ensure that the risk assessment covers all areas and personnel that they manage

• Liaise with Assistant Directors and Learning and Development Team to implement the requirements of the first aid risk assessments, including:

i. Appointment of the required number of competent First Aiders

ii. Ensure that appointed first aiders have received and successfully completed relevant training from an HSE approved training provider, and that refresher training is arranged as and when necessary

iii. Ensure all employees and others are aware of the arrangements for first aid provision on site

iv. Ensure that a system to check, order and restock the first aid box is in place

v. Review first aid arrangements and risk assessments annually or after significant changes occur

• Select employees for first aider roles giving consideration to:

i. The individuals willingness to undertake the duty

ii. Reliability, disposition and communication skills

iii. Aptitude and ability to absorb knowledge and learn new skills

iv. Ability to cope with potentially stressful and physically demanding emergency procedures

• Provide support, advice and guidance to the organisation, ensuring legal provision of first aid across the services

• Ensure the Policy and method used to assess first aider provision is still relevant and applicable to current legislation

Managers and Estates Team

• Ensure that they, and staff for whom they are responsible for, are aware of, and adhere to this Policy and that they are informed of any amendments

• Provide adequate resources and support to first aiders, appointed persons and their line managers

• Ensure arrangements are in place for the first aid provision of staff that report to them who work in GP practices, as set out in the contractual and statutory requirements of the GMS contract, and that staff adhere to these arrangements

• To release staff who have undertaken first aid training in the event of first aid treatment being needed

• Ensure that any first aid administered is recorded on Datix

• Ensure that the identity of all first aiders is clearly displayed at communicated within areas of their responsibility

• Ensure the location of first aid kits are clearly signposted and that the contents are regularly reviewed, recorded, updated and replenished

• Liaise with the Learning and Development department to ensure that budgets allow for improvements or changes to the provision of first aid

First Aiders

• To understand the limits of their capabilities and not to administer first aid unless trained to do so

• To assess the situation and administer first aid as required without endangering themselves or others

• To call for assistance without delay if in doubt and manage the situation while waiting for medical assistance to arrive

• To provide assistance, where appropriate to the emergency services

• Ensure that first aid kits are accessible, suitably positioned and in good condition, that the contents are in date, suitably stocked and replenished. A record of this should be kept with the first aid kit

• To ensure a sufficient supply of spare stock is maintained

• To maintain the confidentiality of personal/medical information

• Maintain simple factual records and provide written information to the hospital if required

• To record any treatments given on the approved Incident Reporting system (Datix)

• Understand the limits of their competency and not to administer first aid treatment unless trained to do so

• Ensure that they have received suitable and sufficient information, instruction and training to perform their duties

• Maintain the confidentiality of personal/medical information

• Maintain simple factual records and provide written information to the hospital if required

Learning & Development Team

• Maintain database of current first aiders, and training dates

• Ensure that first aid training remains relevant and up to date

• Ensure first aid arrangements are included within the induction programme to ensure new employees are made aware of the first aid arrangements

• Check that appropriate signage is displayed as part of the annual audit process.

Employees

• To understand and adhere to the requirements of this policy

• To familiarise themselves with the contact details of nominated first aiders and the location of the nearest first aid box

• Inform their line manager of any concerns regarding the provision of first aid arrangements within the workplace

5. Consultation and Communication

Information on first aid arrangements must be clear and easily understood by all employees. Additional attention should be paid to members of staff with reading, learning or language difficulties

6. Monitoring

The effectiveness of the policy is monitored through the incident reporting process and reviewed by the Health, Safety, Fire and Security Manager

7. Risk Assessment

The risk assessment must consider the workplace hazards and risk of injury and ill health such as:

• Specific hazards or risks e.g. working with hazardous substances, dangerous tools and or machinery or objects

• The nature of work, workplace hazards and different levels of associated risk

• The numbers and distribution of employees

• Annual leave and other absences from work of First Aiders

• The size and location of premises

• Areas of shared occupancy

• Shift or out of hours working, working alone or at remote locations

• Inexperienced workers or young persons on site

• Employees with disabilities, special health problems or speech, learning or language difficulties

• Distance from outside medical services

• Visits made by non-employees and/or members of the public

• History of accidents and cases of ill health

• General health and wellbeing of employees or specific health issues

Requirements for the provision of first aid following the risk assessments must be approved and implemented, these must be specific in the number of trained people and facilities.

Arrangements must include:

• Number of First Aiders.

• Provision of first aid rooms, where appropriate.

• Provision of first aid kits.

• Consideration of first aid kits and basic training for mobile and lone workers.

In determining the correct level of first aid provision, the risk assessment should also take into account the number of medical doctors and nurses on site.

The guidance under Regulation 3 of the Health & Safety (First Aid) Regulations 1981 states that “provided they (health professional ) can demonstrate current knowledge and skills in first aid, the training and experience of the following qualify them to administer first aid in the workplace without the need to hold a FAW or EFAW or equivalent qualification:

• Doctors registered and licensed with the General Medical Council;

• Nurses registered with the Nursing and Midwifery Council;

• Paramedics registered with the Health and Care Professions Council “

As part of their respective professional code these staff should only be considered where a trained first aider is unavailable and they are not engaged in seeing patients or when it is appropriate to interrupt a patient session.

The level of first aid provision must be reviewed on a regular basis, and whenever the organisation changes, to ensure they remain appropriate.

Information on first aid arrangements must be clear and easily understood by all employees. Additional attention should be paid to members of staff with reading, learning or language difficulties.

Details for arrangements must include as a minimum:

• Action to take when first aid treatment is required.

• Emergency contact numbers.

• Identity of First Aiders and Appointed Persons, and how they can be contacted.

• Location of first aid equipment.

Induction training must include the provision of first aid information to ensure that new employees are made aware of first aid arrangements.

Designated First Aiders will be covered by the NHS Public Liability Scheme for the provision of first aid that they may administer while on Provide premises.

All first aidersare advised to undertake a course of Hepatitis B vaccinations and should consult with the Occupational Health Department, who will advise on the immunity status.

Although there is no legal requirement for Provide to administer first aid to members of the public, Provide acknowledges its duty of care and will offer the provision where practicable.

Details of any injuries and first aid treatments given must be recorded and reference should be made to the Incident Reporting Policy.

EQUALITY IMPACT ASSESSMENT TEMPLATE: Stage 1: ‘Screening’

Name of project/policy/strategy (hereafter referred to as “initiative”):

First Aid at Work Policy – HSPOL09

Provide a brief summary (bullet points) of the aims of the initiative and main activities:

This Policy describes the procedures which should be followed by all Provide employees when dealing with occasions when they may need emergency attention

Project/Policy Manager: Health, Safety, Fire and Security Manager Date: May 2022

This stage establishes whether a proposed initiative will have an impact from an equality perspective on any particular group of people or community – i.e. on the grounds of race (incl. religion/faith), gender (incl. sexual orientation), age, disability, or whether it is “equality neutral” (i.e. have no effect either positive or negative). In the case of gender, consider whether men and women are affected differently.

Q1. Who will benefit from this initiative? Is there likely to be a positive impact on specific groups/communities (whether or not they are the intended beneficiaries), and if so, how? Or is it clear at this stage that it will be equality “neutral”? i.e. will have no particular effect on any group.

Neutral

Q2. Is there likely to be an adverse impact on one or more minority/under-represented or community groups as a result of this initiative? If so, who may be affected and why? Or is it clear at this stage that it will be equality “neutral”?

Neutral

Q3. Is the impact of the initiative – whether positive or negative - significant enough to warrant a more detailed assessment (Stage 2 – see guidance)? If not, will there be monitoring and review to assess the impact over a period time? Briefly (bullet points) give reasons for your answer and any steps you are taking to addressparticular issues, including any consultation with staff or external groups/agencies.

Neutral

Guidelines: Things to consider

Equality impact assessments at Provide take account of relevant equality legislation and include age, (i.e. young and old,); race and ethnicity, gender, disability, religion and faith, and sexual orientation.

The initiative may have a positive, negative or neutral impact, i.e. have no particular effect on the group/community.

Where a negative (i.e. adverse) impact is identified, it may be appropriate to make a more detailed EIA (see Stage 2), or, as important, take early action to redress this – e.g. by abandoning or modifying the initiative. NB: If the initiative contravenes equality legislation, it must be abandoned or modified.

Where an initiative has a positive impact on groups/community relations, the EIA should make this explicit, to enable the outcomes to be monitored over its lifespan.

Where there is a positive impact on particular groups does this mean there could be an adverse impact on others, and if so can this be justified? - e.g. are there other existing or planned initiatives which redress this?

It may not be possible to provide detailed answers to some of these questions at the start of the initiative. The EIA may identify a lack of relevant data, and that data-gathering is a specific action required to inform the initiative as it develops, and also to form part of a continuing evaluation and review process.

It is envisaged that it will be relatively rare for full impact assessments to be carried out at Provide. Usually, where there are particular problems identified in the screening stage, it is envisaged that the approach will be amended at this stage, and/or setting up a monitoring/evaluation system to review a policy’s impact over time.

EQUALITY IMPACT ASSESSMENT TEMPLATE: Stage 2:

(To be used where the ‘screening phase has identified a substantial problem/concern)

This stage examines the initiative in more detail in order to obtain further information where required about its potential adverse or positive impact from an equality perspective. It will help inform whether any action needs to be taken and may form part of a continuing assessment framework as the initiative develops.

Q1. What data/information is there on the target beneficiary groups/communities? Are any of these groups under- or over-represented? Do they have access to the same resources? What are your sources of data and are there any gaps?

N/A

Q2. Is there a potential for this initiative to have a positive impact, such as tackling discrimination, promoting equality of opportunity and good community relations? If yes, how? Which are the main groups it will have an impact on?

N/A

Q3. Will the initiative have an adverse impact on any particular group or community/community relations? If yes, in what way? Will the impact be different for different groups – e.g. men and women?

N/A

Q4. Has there been consultation/is consultation planned with stakeholders/ beneficiaries/ staff who will be affected by the initiative? Summarise (bullet points) any important issues arising from the consultation.

N/A

Q5. Given your answers to the previous questions, how will your plans be revised to reduce/eliminate negative impact or enhance positive impact? Are there specific factors which need to be taken into account?

N/A

Q6. How will the initiative continue to be monitored and evaluated, including its impact on particular groups/ improving community relations? Where appropriate, identify any additional data that will be required.

N/A

Guidelines: Things to consider

An initiative may have a positive impact on some sectors of the community but leave others excluded or feeling they are excluded. Consideration should be given to how this can be tackled or minimised.

It is important to ensure that relevant groups/communities are identified who should be consulted. This may require taking positive action to engage with those groups who are traditionally less likely to respond to consultations, and could form a specific part of the initiative.

The consultation process should form a meaningful part of the initiative as it develops, and help inform any future action.

If the EIA shows an adverse impact, is this because it contravenes any equality legislation? If so, the initiative must be modified or abandoned. There may be another way to meet the objective(s) of the initiative.

Further information:

Useful Websites www.equalityhumanrights.com Website for new Equality agency www.employers-forum.co.uk – Employers forum on disability www.disabilitynow.org.uk – online disability related newspaper www.womenandequalityunit.gov.uk – Gender issues in more depth www.opportunitynow.org.uk - Employer member organisation (gender) www.efa.org.uk – Employers forum on age www.agepositive.gov.uk – Age issues in more depth