We at Twin Eagle Corporation take every precaution we can physically think of to ensure your health and safety as well as our own.
As much as we each have a responsibility to stay safe we also adhere to the following acts and regulations as follows to ensure this.

  • Health & Safety At Work Act 1974
  • The Management Of Health & Safety At Work Regulations 1999
  • Manual Handling Operations Regulations 1992
  • Control Of Substances Hazardous To Health 2002
  • Reporting Of Injuries, Diseases And Dangerous Occurrences Regulations 2013
  • Health And Safety (First Aid) Regulations 1981
  • Fire Safety (Scotland) Act 2005
  • Fire Safety (Scotland) Regulations 2006
  • The Regulatory Reform (Fire Safety) Order 2005
  • The Personal Protective Equipment At Work Regulations 1992
  • Keeping Children Safe In Education 2019
  • Working Together To Safeguard Children 2018
  • Special Educational Needs And Disability Regulations 2014:
  • The Human Rights Act 1998
  • The Education Act 2002
  • Equality Act 2010

The Following Information Is Each Act/Regulation In Detail To Show You What We Are Adhering To For Your Health & Safety.
They include aspects for our work as a specialist within all of our departments within Twin Eagle Corporation.

Health & Safety Act 1974:
It is also known as the following:
HSWA, HSW Act, the 1974 Act OR HASAWA

It is an act of parliament that sets out the framework for managing the health and safety within the workplace in the united kingdom of great britain. The act defines the general duties of everyone from employers and employees to owners, managers, and maintainers of the work premises. All of which is for maintaining health and safety within most workplaces.

It is the primary piece of legislation to cover aspects in connection with occupational health and safety in great britain set out by the government. Which is enforced by the health and safety executive. Whom are the governmental appointed body that is responsible for enforcing workplace health and safety legislations in the united kingdom.

However, when it comes to enacting enforcement this responsibility is shared with the health and safety executive and the relevant local authorities.

The main workplace health and safety regulations are as follows:

  • Adequate training of staff to ensure health and safety procedures are understood and adhered to
  • Adequate welfare provisions for staff at work
  • A safe working environment that is properly maintained and where operations within it are conducted safely
  • Suitable provisions of relevant information, instructions and supervision

For workplaces with five or more employees employers must keep a written record of their health and safety policy and consult with employees on relevant polices and associated health and safety arrangements accordingly. Which at present is not necessary for us to do so.

The Management Of Health And Safety At Work Regulations 1999:
This regulation requires employers to suitably assess work-based activities and implement appropriate controls to manage potential risks to the health, safety and welfare of employees and others.

As employers our responsibilities are as follows:

  • Provide adequate and proportional health and safety training for employees
  • Ensure that there are suitable procedures in place in the event of an emergency
  • Carry out suitable and sufficient assessment of risks presented to health, safety and welfare of employees and others through operational activities
  • Carry out specific risk assessments presented to the vulnerable persons
  • Appoint a competent individual(s) to manage workplace health and safety

This regulation also ensures that the employees are working in accordance with the health and safety training that they have been provided with. They must also utilise any controls and/or equipment provided in the interest of health and safety.

If an employee identifies an unsafe condition, hazard, or risk within their workplace then they must report it to the appropriate individual(s) responsible for health and safety within the working environment.

Manual Handling Operations Regulations 1992
This regulation relates to the moving of items either by lifting, lowering, carrying, pushing and pulling. Each of these movements and/or a combination of such involves a potential risk of injury. Which an employer has a responsibility to do as follows:

  • Avoid hazardous manual handling operations as he/she is reasonably practicable by redesigning the task at hand to avoid moving the load or by automating or mechanising the process.
  • Make a suitable and sufficient assessment of the risk of injury from any hazardous manual handling operations that cannot be avoided.
  • Reduce the risk of injury from those operations as much as reasonably practicable. Providing mechanical assistance where possible.

Control Of Substances Hazardous To Health 2002 (COSHH)
COSHH is the law that requires employers to control substances that are hazardous to health. After all most businesses uses substances, products or a combination of both. Some processes create substances. All of which could cause harm to employees, contractors and others. Some substances are easily recognised as harmful. Common substances such as paint, bleach, or dust from natural materials may also be harmful. All of which employers must be aware of.

In other words they need to ensure they do everything they can to prevent or reduce employees, contractors, and others exposure to hazardous substances by doing the following:

  • Finding out what the hazards to health are
  • Deciding how to prevent harm to health through a risk assessment
  • Providing control measures to reduce harm to health
  • Keeping all control measures in good working order
  • Providing information, instructions, and training to employees and others
  • Providing monitoring and appropriate health surveillance
  • Planning for emergencies

Reporting Of Injuries, Diseases And Dangerous Occurrences Regulations 2013:
This regulation is also known as RIDDOR. It places the responsibility on employers, the self-employed, and people in control of work premises to report serious workplace accidents, occupational diseases, and specified dangerous occurrences either online or by telephone. The telephone number is 0345 300 9923 and their hours of work are Mon-Fri 8.30am – 5pm.

The things that should be reported to the HSE include the following:

  • Deaths and injuries caused by workplace accidents
  • Occupational diseases
  • Carcinogens, mutagens, and biological agents
  • Specified injuries to workers
  • Dangerous occurrences
  • Gas incidents

When we report such an incident online we would use either of the following links where our form will be sent directly to the RIDDOR database and we will be given the opportunity to download a copy for our own records.

However, personally we believe it is also essential we keep an accident report book at our workplace at all times. Getting into practice of documenting all accidents no matter how small or big.

This way when something serious happens we are already in the way of reporting or documenting all occurrences.
What we would need for this is the following:

  • Hurt Persons Details Including Name, Date of Birth, Address, Telephone Numbers And Email Addresses
  • People Involved Details Including Above Mentioned
  • Accident Details From All Parties Perspectives
  • Details Of Whom Reported Accident
  • Signatures Of All Parties Involved

Health And Safety (First Aid) Regulations 1981:
This regulation requires employers to provide adequate and appropriate equipment, facilities, and personnel to ensure their employees receive immediate attention if they are injured or taken ill within the workplace. It does not place a legal duty to make first aid provisions for non-employees such as the general public or children in schools.

However, HSE and we highly recommend that the general public and children in schools are included in an assessment and that provisions are made for them all the same. We also appoint a responsible individual with the responsibility of being a first aider within our workplace.

These regulations apply to all workplaces including those with less than five employees and even to the self-employed.

What is deemed adequate and appropriate will depend on the circumstances in the workplace. Which includes whether trained first-aiders are required, what should be made available in the first aid box, and if a first aid room is required. Employers are required to perform an assessment to determine all of the above mentioned and provide the necessary training accordingly.

Fire Safety (Scotland) Act 2005
This act relates to fire prevention and safety within the workplace. Setting out the fire safety duties relevant to Scotland. It is based on risk assessment and places a responsibility on employers, employees, managers, owners, and others in relation to fire safety.

Generally speaking, the act seeks to ensure the safety of individuals in the premises from harm caused by fire by setting out fire safety responsibilities. Which are identified in terms of seven general requirements including:

  • Conducting a fire safety risk assessment of the premises
  • Putting in place fire safety measures identified as necessary after a risk assessment has been carried out
  • Implementing these fire safety measures through reducing risks
  • Establishing arrangements for the continuation of control and review of the safety measures implemented
  • Complying with fire safety regulations
  • Keeping the fire safety risk assessment and the results of that assessment under review
  • Maintain fire safety records

Failure to carry out the duties imposed by the legislation is an offence and can be fined up to £20,000 and/or imprisoned for up to two years if found guilty. Other less serious breaches can result in a fine up to £5,000.

The health and safety executive and local authorities have the power to enforce the fire safety regime as mentioned above. Enforcement officers that have been appointed by the enforcement authorities have the power to enter your premises for the purposes of inspection and can require information, documents or records to be produced. They can also serve the following:

  • A prohibition notice on the occupier of the premises where it is considered that use of the premises will involve such a serious risk that it should be prohibited or restricted. This would particular be the case when an escape route is affected.
  • An enforcement notice where it is considered that an individual has failed to comply with their duties under the legislation. The notice would outline the alleged breaches and provide 28 days for them to be rectified.
  • An alteration notice where it is considered that there is a serious risk of harm from fire or where a proposed alteration of the premises or change of use would result in such a risk.

Fire Safety (Scotland) Regulations 2006:
This act imposes duties on employers, persons in control of premises and others in relation to the carrying out of fire risk assessments, putting in place fire safety measures found to be necessary, and obliging them to review the fire risk assessments. All of which would include the criteria for these risk assessments, to consider fire safety risks to young people and the duty to record all relevant information accordingly. Not to mention of course ways to reduce the risk of fire and the spread of fire in relevant premises, means of escape and ways to ensuring it is effective and safe, and finally measures in relation to detecting and fighting fires. All of which should be documented accordingly.

The Regulatory Reform (Fire Safety) Order 2005:
The order is applicable in England and Wales and places the responsibility on individuals within an organisation to carry out risk assessments to identify, manage and reduce the risk of fire of almost all buildings, places and structures other than individual private homes (individual flats in a block, or family homes).

The responsibilities are that you need to make sure your premises reach the required standards and employees are provided with adequate fire safety training. Which would involve the following:

  • Induction training to cover general fire awareness
  • Periodic refresher training or extra training where the level of risk increases as a result of changes in your operations
  • Training to support people in meeting their fire safety duties – for example keeping responsible people up to date.
  • Training to build appropriate skills such as fore risk assessment, fire warden or using fire extinguishers

It is also mandatory to carry out a detailed assessment identifying the risks and hazards in commercial premises. By law if you are responsible for the premises then you need to make sure that a fire risk assessment has been completed by a competent responsible individual. If you have more than five employees or your business has a license under enactment in force then you must also record your fire risk assessment. The responsible individual for the premises is also required to

  • Consider who may be especially at risk
  • Eliminate or reduce the risk of fire as far as reasonably practical
  • Provide general fire precautions to deal with any risk
  • Take additional measures to ensure fire safety where flammable or explosive materials are used or stored
  • Create a plan to deal with any emergency and where necessary record any findings
  • Maintain general fire precautions and facilities provided for use by firefighters
  • Keep any findings of the risk assessment under review

The Personal Protective Equipment At Work Regulations 1992:
This regulation seeks to ensure that where risks cannot be controlled by other means PPE should be correctly identified and put into use for the highest good of the user. PPE is equipment that will protect the user against health or safety risks at work. Such items can include the following:

  • Safety helmets
  • Ear protection
  • High visibility clothing
  • Safety footwear and safety harnesses
  • Thermal, weather and waterproof clothing
  • Respiratory protective equipment (RPE)

It is the employers responsibility to keep your workers and members of the public safe. Thus, you will need to know what PPE you will need to provide and what training you need to provide to employees to ensure that they use it correctly. It is also the employers duty to provide any PPE required at no charge to their employees.

It is the employees responsibilities are as follows:

  • PPE must be worn and used in accordance with the instructions provided to them
  • Employees must make sure that PPE is returned to the provided accommodation after use unless they take their PPE home with them for example footwear or clothing
  • PPE should be visually examined prior to use
  • Any loss or obvious defect must be immediately reported to their supervisor/manager
  • Employees must take reasonable care of any PPE provided to them and not carry out any maintenance unless trained and authorised to do so

Keeping Children Safe In Education 2019:
The guidance sets out what schools and colleges in England must do to safeguard and promote the welfare of children and young people under the age of eighteen including:

  • Child criminal and sexual exploitation
  • Responding to peer-on-peer abuse including sexual harassment
  • Online safety including remote education
  • Responding to low level concerns and allegations

Working Together To Safeguard Children 2018:
Everybody has a role to play in safeguarding children, especially those that work with children. Child abuse can sometimes be hard to spot and child protection procedures do not always work in the home when the child is perhaps most at risk.

With that said, if you work with children or are involved with voluntary children organisations then the first step is to partake in a basic safeguarding awareness course. Which will make you aware of any legal issues that affect you, where to get help, where to report any concerns you have, and what to expect after reporting such issues.

Working together to safeguard children sets out what organisations and agencies who work with children must and should do to safeguard and promote the welfare of all children and young people under the age of eighteen in England and sixteen in Scotland. However, we at Twin Eagle Corporation believe young adults and even adults require safeguarding too in necessary. Which would be discussed at time of service or entry to our academy.

Our aim is to

  • Protect every individual from maltreatment
  • Prevent impairment of health or development
  • Ensure that each individual grow up in circumstances consistent with the provision of safe and effective care
  • To take action to enable each individual to have the best outcomes

Individuals working with children have many responsibilities including the following:

  • Assessing need and providing help
  • Organisational responsibilities
  • Multi-agency safeguarding arrangements
  • Local and national child safeguarding practice reviews
  • Child death reviews

Special Educational Needs And Disability Regulations 2014:
Are made under the children and families act 2014. The regulations set out in detail what is required by local authorities for assessing the education, health and care needs of children and young people and where necessary drawing up the appropriate plans accordingly. These plans join up provisions for special educational needs and disabilities across education, health and care from birth to twenty-five years of age. The regulations specify strict time limits to be adhered to by local authorities and others involved in the process including schools. We however, specialise in taking this further into adult life by not stipulating a cut off age of twenty-five years young. This is due to the constant support a SEND individual requires throughout their life no matter what age they are.

The Human Rights Act 1998:
The human rights act sets out the fundamental rights and freedoms that everyone in the UK is entitled to. The act is set out as a series of thirteen articles and are commonly known as the convention rights. The act has three main effects including the following:

  • You can seek justice in a British court
  • Public bodies must respect your rights
  • New laws are compatible with convention rights

The thirteen articles include the following:

  • States must secure the rights of the convention in their own jurisdiction
  • Right to life
  • Freedom from torture and inhuman or degrading treatment
  • Freedom from slavery and forced labour
  • Right to liberty and security
  • Right to a fair trial
  • No punishment without law
  • Respect for your private and family life, home and correspondence
  • Freedom of thought, belief and religion
  • Freedom of expression
  • Freedom of assembly and association
  • Right to marry and start a family
  • Make sure that if peoples rights are violated they are able to access effective remedy.
  • Protection from discrimination in respect of these rights and freedoms

The Education Act 2002:
The education act is to make provision about education, childcare, apprenticeships, and training. To make provision about schools and the school workforce, institutions within the further education sector and academies. The act introduced the requirement of safeguarding children and young people from abuse or neglect. It sets out the roles and responsibilities of teachers and those with delegated responsibility for child protection. Requiring anyone working with children and young people to share information or concerns in relation to a childs safety and wellbeing.

In other words anyone working with children or young people must know about safeguarding and know how to contact their local authorities child protection officer or the NSPCC if they have any concerns about abuse or neglect.

Equality Act 2010:
This act protects people against discrimination, harassment, or victimisation in employment and users of private and/or public services based on nine protected characteristics including the following:

  • Age
  • Disability
  • Gender
  • Marriage
  • Pregnancy
  • Race
  • Religion
  • Sex
  • Sexual Orientation

Hence rest assured you are in safe hands while in our care. However, if you have had a different experience we want to hear from you through our complaints procedure. Please see our Complaints Policy here.