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Staff Training and Safety Policy

This document outlines the training policy of (Company Name Here). It commits to providing adequate training to all employees to safely perform their duties in compliance with health and safety law. New employees will receive induction training covering key areas like fire safety and workplace hazards. Additional training will be provided as needed based on risk assessments of job roles. Employees are expected to cooperate with attending required training, and failure to do so could result in disciplinary action.

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Dimitris Sotirakopoulos
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10 views2 pages

Staff Training and Safety Policy

This document outlines the training policy of (Company Name Here). It commits to providing adequate training to all employees to safely perform their duties in compliance with health and safety law. New employees will receive induction training covering key areas like fire safety and workplace hazards. Additional training will be provided as needed based on risk assessments of job roles. Employees are expected to cooperate with attending required training, and failure to do so could result in disciplinary action.

Uploaded by

Dimitris Sotirakopoulos
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd

(COMPANY NAME HERE)

TRAINING POLICY
1. General statement
We are committed to ensuring that all our staff have received adequate training in order
to be able to carry out their duties safely and without risk to themselves or others. We
aim to achieve this by providing induction training for all new employees. This will also
be given to other workers, such as agency temps who may spend time with us. Where
necessary, we will provide training for existing staff. The need for training will be
determined by the requirements of the individual employee’s job role.

2. Legal position
Providing adequate training to our staff is a requirement of the Health and Safety at
Work Act 1974. It is also required by other more specific legislation which relates to the
use of machinery, handling activities, hazardous substances and the wearing of
personal protective equipment. The test of adequacy is based on providing sufficient
training to ensure that employees can carry out their duties without jeopardising either
their health and safety, or that of their colleagues and visitors.

3. Procedures

The following procedures describe the steps that we will take to comply with our
obligations to provide adequate training:
• all new employees will receive induction training. This is based around our Health and
Safety Induction Checklist which covers key areas such as fire safety, first aid and
any workplace hazards. A signature will be required from the employee to confirm that
they have understood the contents. A copy of this form will be kept on their personnel
file
• this training will also be provided to other groups who will be working on our premises.
• some training is a statutory requirement, e.g. for manual handling activities. However,
where this is not the case, a risk assessment will be used to determine whether any
training is necessary in order to carry out the job role safely. The specific needs of the
individual will also be considered at this time. Other training needs will be identified
during the annual appraisal process
• where an employee’s job involves the operation of tools or machinery, on-the-job
training will be provided by (INSERT NAME HERE). It is the responsibility of the
employee’s manager to ensure that this is carried out. This training will also be given
if an employee changes jobs
• if new machinery or equipment is purchased, further training is likely to become
necessary. If so, this will be arranged before work on the new machinery etc.
commences
• if certain training is needed and it cannot be provided in-house, then the individual
employee and their manager will need to identify a suitable course. Staff are expected
to find the most cost-effective training available. All reasonable expenses, such as
travelling will be reimbursed.

Page 1 of 2
4. Employee duties
Employees are expected to cooperate with us fully with regard to attending health and
safety training courses. We expect that all reasonable effort will be made to attend a
course, but if this isn’t possible, that we will be notified well in advance. Should an
employee fail to attend a course which is a legal requirement without good reason, we
retain the right to treat it as a disciplinary matter.

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Common questions

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The company ensures compliance with the Health and Safety at Work Act 1974 by providing adequate training such as induction training for new and temporary workers, on-the-job training for specific roles, and additional training when new machinery is introduced. Training needs are identified through risk assessments and annual appraisals to prevent risks to health and safety .

Managers are responsible for ensuring that on-the-job training is provided to employees whose jobs involve operating tools or machinery. They need to ensure this training occurs if an employee changes jobs or when new machinery is introduced. Managers and employees work together to identify suitable external courses if needed .

The induction training process in the company's policy includes covering key areas such as fire safety, first aid, and workplace hazards. Employees must sign a form confirming their understanding, which is then kept on their personnel file. This training is also provided to other groups working on company premises .

Training needs are assessed through risk assessments and during the annual appraisal process. These assessments consider the specific job role requirements and the individual needs of the employees to ensure safe and competent job performance .

The policy tailors training to specific roles by using a combination of risk assessments and personal appraisals to determine necessary training. It considers both the general and specific requirements of an employee's job role and any individual needs that may arise due to equipment use or job transition .

Employees are expected to fully cooperate with the company by attending health and safety training courses. If attendance is not possible, employees must notify the company well in advance. Missing a legally required training without good reason can result in disciplinary action .

When new equipment or machinery is acquired, the company arranges additional training before employees begin working with the new items. This ensures that employees are adequately prepared to use the equipment safely and effectively .

Statutory training is considered necessary for activities such as manual handling where legislation mandates specific training. Additionally, if there is a risk identified through assessment that requires training to ensure safe job performance, it will be deemed necessary .

If certain training is necessary and cannot be provided in-house, the company requires the individual employee and their manager to identify a suitable course. The aim is to find cost-effective training, and all reasonable expenses, such as travel, will be reimbursed .

The company anticipates and fulfills future training needs through regular risk assessments, adapting training when introducing new machinery, and reviewing employees' needs during annual appraisals. These proactive steps ensure preparedness for future changes and compliance with safety standards .

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