Wearetalent Induction and Training Handbook
Wearetalent Induction and Training Handbook W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Hi, hello, Welcome……… Congratulations and welcome to the Wearetalent Induction and training programme. Thank you for taking the time to register with us and hopefully working with us, we appreciate the importance of a part time job whilst you are studying or finding a full time role, not only from a financial perspective but also for meeting new friends and learning new skills. In 2014 I created Wearetalent, the aim was to be a company that people wanted to work for, from earning good money to meeting new friends, developing new skills and having fun. The values of the company are based around Loyalty, Hard work and Dedication. I hoping you will find my company to be all of this and more. My commitment to everyone one who is part of Wearetalent is that my team and I will create the best possible working environment for you. We will take you to some of the most amazing events, we will help you develop new skills through training and coaching, and best of all we will pay you to do this. All we are looking for in return is Honest, Loyalty and for you to use the talent that you have been given to help us become the Best company to work for. I am looking forward to seeing you soon Ryan and Team Talent W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk The following handbook will outline what is expected from every one who works for us and what you can expect from us, it also outlines some key service standards and regulations that you will need. What is Wearetalent? Wearetalent is a “Family” of exceptional people aiming to be the best. What we do we do? Wearetalent provide a variety of hospitality staff ranging from waiting staff, Bar staff, Hostessing, Butlers, Supervisors, managers. Where can you work? Wearetalent gets involved with many different events around the UK, such as Festivals, Races Courses, Award Ceremonies, Football/Rugby Stadiums, conferences, wrap parties etc... What type of environments do you work in? Within all these events, you can be working in Royal/ VIP boxes, restaurants, bars, private parties What areas do you cover? The areas that Wearetalent vary from all around London, Great Britain and event internationally (e.g Paris air show). W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Why we are talent? At we are talent we make sure that you are the best, this is done by ensuring you work with the highest of your abilities, thus providing great training and ensuring you are confident within every role given to you. Pay……How Much? The minimum hour rate for Wearetalent staff is £6.75 per hour; this rate can change under circumstances such as the type of event or the level of skills (e.g. supervisor or manager). When do you get paid? The Wearetalent staff get paid, every 10 days after the Mon- Sun week shift that they have work, so from the Sunday of that working week they will be paid in the 2 nd Wednesday following, as show in the diagram below; Where do we pay? On the week of payment, the Wearetalent will send an email on the Tuesday with their payslip and the money will go into the account on the Wednesday. If your bank details change during your employment with Wearetalent, it is your responsibility to notify us of these changes. Wearetalent guarantee to pay you even when our client doesn’t pay us. This is our obligation to you. What if my pay is wrong? Hopefully this will not be an issue for you, however just in case you have a query. Wearetalent have set up an email where you can send your query with the payslip to accounts@wearetralent.co.uk , and one of the team will reply to you within 48 hours of the email being sent, to help resolve the problem. Tax….Help? We have to deduct Tax and National Insurance from your pay; this is a legal obligation. To avoid paying more tax than necessary to avoid delays in processing your pay, we must receive your P45, P46 or a P38 (s) along with your National Insurance number before you begin working for any of our clients. You are able to reclaim any extra Tax that has been taken, what you need to do is; Go to the HM Revenue & Customs Page; http://www.hmrc.gov.uk/incometax/refund-reclaim.htm W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk What else….. Paid Holiday? Yes! All our staff working at Wearetalent are entitled to holiday pay In accordance with the Working Time Regulations 1998, you qualify for paid holiday. Your entitlement is 5.6 normal working weeks paid holiday in each holiday year: for example, if your normal working week is 5 days, you are entitled to 28 days holiday in each holiday year. This allowance includes public holidays. The Holiday year runs from 1st Jan until 31st Dec. If your employment begins or ends part way through the holiday year, you holiday entitlement for that year will be assessed on a pro rata basis. It must be claimed by the 14th January of the following year Paid holiday may only be taken to the extent which you have accrued it through a period of continuous work. If, on termination of your employment, you have taken holiday in excess of the statutory holiday entitlement, you will be required to replay Wearetalent in respect of those holidays. Applications for holiday must be requested through the Wearetalent team 4 weeks prior on a Monday to when you are going on holiday (which you must actually take), then their holiday pay will be processed for them in time, Wearetalent have the right to refuse a request for specific holiday dates at any time up to two weeks before the 1 st date to which the request relates. Wearetalent may require you to take part or all of any unpaid holiday entitlement by giving you not less than two weeks’ notice. All holiday must be taken in the holiday year in which they accrue and are not, transferable to the following holiday year. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk The Bad bits? There are penalties to staffs pay, this will only occur when a staff member has failed to fulfil their duty, this consist of them, failing to turn up to work without notice, Alcohol/Substance abuse, disregard and neglect of client or Wearetalent property, getting kick off on site or complaints from the clients but not working properly. This is explained further on in the handbook Training…..Be the next…..Talent! To become part of the Wearetalent “family” you will have been asked to come in for an assessment, this gives us the chance to get to know each other and to see whether you and others can fit into the Wearetalent team. Once you pass the assessment, you will be put through the first stage of our Wearetalent training. The Wearetalent team wants all our people to develop whilst working with us. We will conduct further training for staff that want to build their experience. These training sessions include Silver service, Supervisors, Bar/ Event Mangers, Box waiters to name a few, all of which will give you more opportunities within the company. The Bonus Bits…... You being part of Wearetalent mean a lot to us, we appreciate all the hard work that you do for the team. Wearetalent Moto- ‘If we work hard as a team, then together we will succeed’ We always want you to know we appreciate the hard work you put in, we will have update weekly news letters, update on future events, comments on past and praise for all the hard work done, and hopefully you will get a ticket to the end of Year Staff Party. We are looking to create a Wearetalent team member of the month, who will be given an award and special gift to say thanks. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk The Wearetalent structure. Ok, how do you get work? We publish the majority of our jobs on the members page of the website, You have the opportunity to select the jobs you wish to work and confirm your attendance. Once you are booked in you will be sent an email to confirm the shifts you have been given, which you have full access to see on your online profile. This will give you all the info you need in order to work. When you have confirmed your shifts you will be expected to turn up and work as directed, you have made a commitment to work all the shifts no exceptions. Hours of work When signing up for an event, you will be informed of how many hours you are expected to work, however these are subject to change dependent on the circumstances surrounding the event. The Working Time Regulations 1998 states that you are entitled to a break of 20 minutes if you work more than six hours on a continuous basis. If a Client fails to provide your statutory rest breaks, you should raise this with a member of the Wearetalent team as soon as possible. Timekeeping Upon confirming your availability to work, you will be notified of the relevant check in time. It is crucial that you arrive promptly for check in so that you are able to start work on time. We also recommend that you allow for unexpected delays to your journey and request that if you anticipate being late for check in you call the check in staff immediately. Overtime We will endeavour to inform you of any likely overtime in advance however, please be advised that overtime is not always paid at a higher rate. Absence from work If for any reason you are absent from work, you must inform Wearetalent team as soon as possible prior to your scheduled start time. Wherever possible, medical and dental appointments should be made outside of your working hours. Absence for holidays, Military Service, Jury Service or other reasons should be agreed in advance with Wearetalent team. If you cancel a shift due to illness they will have to have a doctor’s note to confirm they were ill that day and able to come back to work, if this is not provided you will be penalised. If you have to cancel a booking the Wearetalent team expects to give a least a 3 day warning in the cancelation. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Timesheets When you complete a shift for a Wearetalent client, your working hours will be logged on site by a member of our team or the Client. It is important that you check in and out at the start and end of your shift – failure to do so will result in a delay in the processing of your pay. Checking in and out with a member of the Wearetalent team or Client is your responsibility: when you are confirmed to work at an event you will be sent full details of where and how to check in on the day Conduct When working with us, you are representing Wearetalent at all times. Please conduct yourself professionally at all times. Be polite and aim never to cause offence or misunderstanding. Remember that when on assignment you are our ambassador and future Client assignments – for us and for yourself – may depend on your conduct. It is not possible to provide a comprehensive list of rules as to how any employee should conduct herself/himself, but the following list outlines normal rules and practices to be followed. If in doubt about any rules or practices, please ask us. Whilst working on an event for us, you must: Co-operate with the Client and its employees and other workers and accept the direction, supervision and instruction of any responsible person in the client’s organisation Observe any rules and regulations set by the Client to which your attention has been drawn or which you might reasonably be expected to anticipate or find out Treat all fellow employees, visitors and Clients with courtesy and respect Take all reasonable steps while working for the Client to safeguard your own safety and the safety of any others who may be present or affected by your actions during the assignment and comply with the Health and Safety policy of the Client Not engage in any conduct detrimental to the interests of the Client Not use any motor vehicle or any mechanised equipment in connection with any assignment unless proper insurance cover is in force for such use. You shall indemnify and keep indemnified Wearetalent team against loss or liability incurred directly or indirectly by Wearetalent team arising out of any such use Security Ensure that you comply with Client security measures at all times, including following any instructions relating to the wearing of security badges or identity cards. You may be provided with items such as keys and access cards as necessary to gain correct access to the parts of the Client’s premises where work is to be carried out. These items remain the property of the Client and should therefore be returned as requested or on termination of the assignment or your employment. Confidential information, valuables, equipment and materials should be adequately secured at all times. You must never be in unauthorised possession of any property, including cash, belonging to the Client, your colleagues or Wearetalent team. Suspicious incidents or loss of items must immediately be reported to Wearetalent team. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk ….Dressing for ‘talent’…… Uniform for a “Talent” Man! Black & White shirt Long sleeved button to the top, Plain Black leather shoes, plain black straight legged suit trousers, plain black tie, black socks, and plain black belt. Uniform a for a “Talent” Woman! Black & White shirt Long sleeved button to the top, Plain black covered leather shoes, plain black straight legged suit trousers, plain black tie and black socks, W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Wearetalent must haves... All Waretalent staff must adhere to the following standards; 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Must be clean shaven Must have a reasonable length hair No jewellery at all (apart from a wrist watch) No casual clothes e.g jeans or t-shirt. No visible Tattoos Hair completely off their face No unnatural coloured hair No fake nails or nail varnish Clothes must be ironed & washed before every shift Shoes must be in good condition & polished for every shift No trainers, open toed shoes or pumps. No visible piercings – please ensure you have removed before you get on site. If any of these uniform requirement are not abided by then, you will either be penalised or sent away and not work. When you become part of our Wearetalent team we trust you to maintain the high standards we have. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk ‘Talents golden rules’ Stop and search Wearetalent or the Client reserves the right to stop and fully search any flexible employee or any visitor, both prior to entry and before exit from the working location, using whatever reasonable means are at their disposal. Access may also be denied to the working location as part of the stop and search policy. It is part of your terms of employment that, if you are asked to take part in a random stop and search, this request is complied with. Failure to comply with this may result in disciplinary action and may lead to summary dismissal. A search may be made of your locker, working area, bag or person. Smoking From 1st July 2007, the Smoke-free Regulations 2007 make it illegal to smoke in all enclosed or substantially enclosed public places and workplaces. The Client may operate a total no-smoking policy on its premises. In such circumstances, you must adhere to the Client’s policy and failure to do so may be treated as a disciplinary matter. Alcohol/substance abuse Wearetalent team regards drunkenness or disorderly conduct (including being under the influence of alcohol, unauthorised substances or misusing substances) whilst at work, on Wearetalent or Client business or otherwise on Wearetalent’s or a Client’s premises, as being gross misconduct for which you can be dismissed summarily. Wearetalent team and the Client reserves the right to test any temporary worker or any visitor, both prior to entry and before exit from the working location, for the presence of alcohol or other substances in the body, using whatever reasonable means are at their disposal. Should alcohol or unlawful substances be found to be present, the assignment will be immediately terminated and you may be summarily dismissed from your employment with Wearetalent. It is part of your terms of employment that if you are asked to take part in a random alcohol or substance test, this is complied with. Failure to comply with this may result in disciplinary action which could lead to summary dismissal. You should inform Wearetalent team of any prescribed drug you are taking or course of treatment you are undergoing which may have an impact upon your ability to properly perform your job. It is your responsibility to ensure that your practitioner/pharmacist is aware of the requirements of your job. It is also your responsibility to ensure that you are fully informed of the potential side effects of any drug/treatment recommended for you and that any potential side effects are reported to Wearetalent team. Wearetalent team regards the selling, purchasing or use or possession of any illegal substance whilst at work, on Wearetalent or Client business or otherwise on their premises, as gross misconduct for which you may be summarily dismissed. Wearetalent team reserves the right to inform the police of any such behaviour. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Equal opportunities Wearetalent team is committed to the principle of equality of opportunity in employment. The same applies to the way in which Wearetalent’s services are offered to Clients and applicants. Entry to Wearetalent and promotion within it are determined solely by the application of objective criteria and personal merit. No flexible employee or applicant will be treated less favourably than another on grounds of gender, marital status, sexual orientation, age, disability, race, ethnicity, religion, nationality or trade union involvement. Similarly, no member of Wearetalent Event Staff should discriminate on the basis of gender, marital status, sexual orientation, age, disability, race, ethnicity, religion, nationality or trade union involvement. This statement has been created to ensure that employees comply with all legal requirements and understand the main points of the relevant legislation: in short, to prevent discrimination. Dignity at work Every member of Wearetalent staff has the right to be treated with respect and dignity, and is entitled to work in an environment free from harassment, victimisation and bullying, whether it is related to disability, race, gender, health, social class, sexual preference, marital status, nationality, religion, age, employment status or membership/non-membership of a trade union. Public interest disclosure You can obtain a copy of the Public Interest Disclosure Policy from the Wearetalent website. Wearetalent encourages event staff to raise genuine concerns about malpractice at the earliest practicable stage rather than wait for proof. Malpractice within the company is taken very seriously. In the first instance any concerns should be raised with Human Resources team at Wearetalent. Discipline & Grievances Disputes No dispute between any members of Wearetalent Event Staff shall be permitted to occur either on Wearetalent or Client premises and Wearetalent requires that each member of Event Staff will at all times work in harmony with all other members of Wearetalent and all personnel of the Client with whom they come into contact. Event Staff must always maintain a positive working relationship with colleagues, complying with all procedures and policies. If you have a concern or complaint relating to your employment, you should raise the matter under the Grievance Procedure. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Disciplinary policy and procedure This procedure is designed to help and encourage all of our employees to achieve and maintain satisfactory standards of conduct, attendance and job performance. Its aim is to ensure consistent and fair treatment for all. It covers all employees other than those in their probationary period. This procedure is non-contractual, and sets out the procedure Wearetalent will normally follow although we reserve the right, at our discretion, to vary, replace or terminate the procedure at any stage. In all cases, we will take all steps to ensure that any dismissal is both fair and reasonable. Examples of gross misconduct The list below is not exhaustive, but is a guide to the type of offence which normally results in summary dismissal (i.e. dismissal without notice or pay in lieu of notice): · theft, fraud or falsification of records e.g. Wearetalent documentation, expense claims or attendance records etc being under the influence of alcohol being in possession of, or under the influence of, non-medically prescribed drugs assault or fighting either on our premises or whilst engaged on our business or where the act committed irrevocably damages the required trust and mutual confidence between Wearetalent and the employee violent, abusive or intimidating conduct serious act of sexual, racial or other harassment, bullying or offensive behaviour misuse of property belonging to Wearetaelent or of our name malicious damage to property belonging to Wearetalent, our clients/customers or other employees flagrant disregard of our procedures, rules and regulations any action in serious breach of legislative requirements which may affect our business gross negligence use of foul language or any act that violates commonly accepted standards of behaviour actions which damage the reputation of Wearetalent or bring it into disrepute – this includes taking part in activities which result in adverse publicity to ourselves, or which cause us to lose faith in your integrity any action constituting a criminal offence which makes you unsuitable for employment with us unauthorised use or disclosure of confidential information failure to disclose correct information on your application form serious breach of Health and Safety rules accepting a gift which could be construed as a bribe acts of dishonesty undertaking private work on our premises and/or during working hours without express permission accepting gifts from outside organisations which have not been approved by Wearetalent setting off an alarm, such as a burglar or fire alarm, deliberately and without good cause W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk An employee will not normally be dismissed for a first incident of misconduct, unless it amounts to gross misconduct, in which case summary dismissal without notice and without the need for any prior warnings may take place. Stages of the procedure 1. Verbal warning: for unsatisfactory performance or conduct of a relatively minor nature 2. First written warning (or improvement note): for incidents of misconduct or unsatisfactory performance 3. Final written warning: for further continued unsatisfactory performance or further misconduct or if an incident of serious misconduct occurs 4. Dismissal with notice: for continued unsatisfactory performance or conduct Grievance procedure Our grievance procedure is designed to ensure that any questions and problems you may have at work are quickly aired, and resolved fairly and consistently, and we therefore encourage you to use the following procedure to facilitate this. Grievances may relate to action which has already been taken or which is contemplated in relation to an employee, or may include the actions of third parties such as colleagues. They may relate to a wide range of issues including terms and conditions of employment, health and safety, work relations, new working practices, working environment, organisational change or equal opportunities issues. This procedure covers all employees. It is non-contractual but is designed to indicate how such matters should be dealt with within Wearetalent although we reserve the right at our discretion to vary, replace or terminate the procedure at any stage. Stages of the procedure Our grievance procedure enables you to raise and settle any grievance you may have as quickly and as near to the point of origin as possible. Clearly many issues will, and indeed should, be resolved informally without the need for the formal procedure. However should an informal approach not result in the required resolution, you should follow the procedure set out below: Stage one If you have a grievance relating to your employment, please set out in writing the details of your grievance, giving the full grounds for your complaint, and send this to the following person: your direct line manager, unless you are a senior manager or director, in which case the Managing Director. Your letter should be dated and should state that you are raising a formal grievance under our grievance procedure. We will respond to your grievance as soon as is reasonably practicable and will meet with you to hear your grievance. At this meeting you will be given full opportunity to state your case. After giving full consideration to the points you have raised, we will then confirm the outcome in writing to you, where appropriate, confirming what action we intend to take to resolve the grievance, together with the right to appeal. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Stage two Failing a satisfactory solution at stage one, you may appeal to the following person: All appeals should be made directly to the Managing Director. Again you should do this in writing if possible. The person hearing your appeal will arrange to meet with you as soon as is reasonably practicable to discuss your grievance and again you will be given full opportunity to state your case. He or she will attempt to resolve the matter to the satisfaction of both you and the business. Whatever decision is taken by him or her will be final and will be confirmed to you in writing. Should your grievance relate to the behaviour or decisions made by your manager him/herself, then please raise the matter, as soon as possible, at stage two. In this case if the person hearing your grievance is unable to resolve it to your satisfaction, you will have the right of appeal, which will be to a further senior manager if practicable. Guidelines Grievances should be raised and the above procedure followed without unreasonable delay at any stage. At all formal stages of this procedure, the person hearing a grievance is advised to be accompanied by a suitable employee of Wearetalent who will act as a witness and take full notes of everything that is said. Where no internal person of sufficient seniority or confidential status is available, or where preferred, an external party may be invited to attend in this capacity. At all stages of this procedure you may choose, if you wish, to be accompanied by either a fellow worker, a trade union representative (who must be certified in writing by the union as having experience of, or having received training in, acting as a worker's companion at disciplinary or grievance hearings) or an official employed by a trade union. You should tell the person conducting the hearing in advance whom you have chosen as your companion. The ACAS Code of Practice confirms that it would not normally be reasonable for employees to insist on being accompanied by someone whose presence would prejudice the hearing nor would it be reasonable to ask to be accompanied by someone from a remote geographical site if someone suitable and willing is available on site. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Health & Safety Wearetalent ensures that safety provision is made for all Event Staff, but this is only achievable with the full cooperation of Clients and Event Staff. It is your duty to: Assess risks to your personal health and safety to which you are exposed at work. This extends to reporting any dangers or potential risks to Wearetalent or the responsible representative of the Client Stop working immediately if you consider that your working environment is unsafe and immediately report the matter to the safety representative or other official of the Client and Wearetalent Work in a safe manner, taking all reasonable steps to safeguard your own safety and that of any other person who may be affected by your actions Report incidents that have or may lead to accident or injury to the safety representative or other official of the client and Wearetalent Cooperate with the Client on health and safety matters, and observe all health and safety instructions and regulations from the Client Wear (and, if you consider it necessary, request) any protective clothing and use any safety equipment that has been provided in order to carry out any assignment Observe the Client’s health and safety policy at all times and ask for sight of the policy before starting any assignment. Take care to follow and safety regulations and be responsible not only for your own health and safety at work but also for that of your colleagues and employees of the Client Clients have a duty to: Treat all Event Staff as they would their own employees with regard to all health and safety matters and ensure a safe system of work at all times Provide Wearetalent with information on special qualifications or skills which the flexible employee will need and on special features of the work insofar as they are likely to affect the health and safety of Event Staff Cooperate and coordinate with flexible employees on health and safety matters Provide Event Staff who are working with them with information on health and safety risks and measures Make available to the Event Staff safety equipment and protective clothing as necessary for the job to be undertaken and ensure its use Tell the Event Staff the name of his/her authorised health and safety representative Record any accidents or injuries in their Accident Record Book and report to the Health and Safety Executive, in accordance with current requirements Assess health and safety risks and record the result of the assessment First aid/accidents No matter how small or seemingly insignificant, every accident must be reported. This is done by recording them in the Client’s Accident Book, which is maintained by the Client’s designated First Aider. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Fire Every venue will have a different fire procedure, so it is important that you know the system for whichever premises you are working at. You must fully comply with all procedures and take part in drills organised by Weareatalentor the Client. You must not render any fire escape or fire escape route at the site as unavailable for emergency use. You must also ensure that you do not cause any obstruction to any staircases, passages, walkways, entrances and exits or any other part of the site. Electricity The two main risks surrounding electricity are shocks and fires. These risks can be reduced by: not overloading sockets; keeping electrical equipment well maintained and cables in good repair; not repairing or adjusting electrical appliances when they are switched on or connected to mains supply; never touching light switches or appliances with wet hands. However, the repair and maintenance of electrical appliances is a job for an expert. Display screen equipment (VDUs) Regulations advise that you take periodic breaks from the VDU. This does not mean that you have to stop work. The recommendation is that you take time out from using the screen every one to two hours. It is stressed that frequent short breaks are better than occasional longer ones. Manual handling Correct manual handling is important for your health and safety. Manual handling regulations cover the tasks involving supporting or transporting loads by physical human effort. You should familiarise yourself with good handling techniques as hazards are not only presented by heavy loads. There is no particular maximum weight specified in the regulations, which recognise the fact that whilst weight is evidently a significant factor, there are other considerations of equal importance. If you have to lift anything, you should consider the following: Plan the lift, working out what is the best way to get the item from A to B Ensure that you are properly balanced for lifting by positioning your feet apart Adopt a good posture, bend the knees using them to lift and keep your back straight Grip the load firmly Keep the item close to your body Lift smoothly, trying not to jerk Do not twist your body when turning to the side Put the item down before adjusting it to the desired position W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Machinery The main dangers when using machinery are: traps; entanglement; contact; ejection; impact. To minimise risk, you should: Operate only machines you have been trained and authorised to use. Make sure you can reach the controls easily and know how to stop the machine Use safety guards which are fitted correctly Wait until a machine has stopped and been switched off before cleaning or moving it Beware of long hair or loose clothing which may become caught in mobbing parts. Not distract other people who are using machinery Inform you supervisor if any machine is not working properly. Hand tools To avoid accidents with hand tools, obey the following basic safety rules: Use the correct tool for the job Ensure that any tool you use is in good condition Use any tools in the correct way Do not use tools which you are not trained to use Report worn and broken tools Safety signs Safety signs must comply with strict requirements on their shape and colour. There are four types of safety signs: 1. 2. 3. 4. Information – white on green background Prohibition – red on white background Warning – black on yellow background Mandatory – blue on white background You must understand and observe any safety signs displayed. Control of Substances Hazardous to Health (C.O.S.H.H.) Regulations 1998 Under C.O.S.H.H. all persons at work need to know the safety precautions to take so as not to endanger themselves or bothers via exposure to substances hazardous to health. This section describes four basic classifications of risk: you must recognise these symbols, their meaning and safety precautions. Toxic/Very toxic These may cause serious health risk or even death if inhaled, ingested or if they penetrate the skin. Wear suitable protective clothing, gloves and eye/face protection After contact with skin, wash immediately with plenty of water In case of contact with eyes, rinse immediately with plenty of water In case of accident or if you feel unwell, seek medical advice immediately W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Corrosive May contact cause destruction of living tissue or burns. Wear suitable gloves and eye/face protection Remove immediately all contaminated clothing In case of contact with skin, wash immediately with plenty of water In case of contact with eyes, rinse immediately (within fifteen minutes) with plenty of water and seek medical advice Harmful May cause limited health risk if inhaled or ingested or if it penetrates the skin. Do not breathe vapour, spray or dust Avoid contact with the skin Wash thoroughly before you eat, drink or smoke In case of contact with eyes, rinse immediately with plenty of water and seek medical advice Irritant May cause inflammation and irritation on immediate or repeated prolonged contact with the skin, or if inhaled. Do not breathe vapour, spray or dust Avoid contact with the skin In case of contact with eyes, rinse immediately with plenty of water and seek medical advice In case of contact with skin, wash immediately with plenty of water To use hazardous substances safely: Ensure that you obtain, read and understand copies of all relevant C.O.S.H.H. data sheets from the Client before using any hazardous substances Ensure hazardous substances are suitable for the intended task Check the container and instruction labels are intact Put on all protective clothing Check work area and equipment for potential dangers Prepare hazardous substances and cleaning materials as directed on the label Use hazardous substances as directed on the label Rinse and dry as directed on the label Dispose of any unused hazardous substances safely Return hazardous substances to the correct storage area Never mix hazardous substances Do not smoke, eat or drink whilst using hazardous substances W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Special notes for food production assignments Hands must be washed frequently, especially after using the toilet, following breaks, before starting work and between tasks. Cuts and sores must be covered, and nails must be short and unvarnished. Hair must be clean and neat: if it is long it must be tied back and secured under protective headwear when working in a food preparation or service area. The only jewellery permitted when on duty is a plain wedding ring. We request that you are diligent with regard to personal hygiene. Frequent washing and the use of deodorants are recommended. Ensure that your uniform is clean and fresh. You must not cough or sneeze near food. A clean handkerchief or tissue should be used to contain the cough or sneeze, which should then be disposed of immediately. You must then wash your hands. Event Staff must inform Wearetalent team immediately if they are suffering from any of the following conditions: food poisoning; typhoid; dysentery; hepatitis; influenza; ear or throat infection; stomach upset; open sores; eczema. Under no circumstances should you work in a catering environment whilst suffering from any of these ailments. The following are common major hazards: Floors, steps and stairs throughout, particularly if wet Dangerous machines, including slicers, mincers, mixers, food processors and waste disposal units Manual handling hazards, especially movement of hot pans and food stocks. Large cooking pots containing hot liquid must not be carried across the kitchen – a safe system of decanting should instead be implemented Storage, use and disposal of cleaning products and pest control baits Storage and use of knives and other sharp work equipment Electrical installation to equipment Access and egress to cold rooms and freezers Access to shelving in stores and kitchen area Work with hot equipment, including ovens, Bain Maries and stills or hot water boilers, fryers, solid tops Use of barbecue equipment with respect to position near flammable materials, use of gas cylinders and risk of burns to public or catering staff The use of hot equipment and liquids, including steam, hot or boiling water, frying oil and the food itself, are essential in the catering environment and these hazards can never be fully eliminated. The nature of the catering environment is such that cuts are one of the most common occupational hazards in the kitchen. It is essential that cuts are minimised by ensuring that all staff, particularly those who are less experienced, are aware of the hazards and take appropriate precautions to minimise injury to themselves and others. W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk There is a risk of injury when carrying out cleaning of stainless steel equipment, particularly when cleaning sharp underside surfaces or recesses etc. Staff must use common sense when carrying out such cleaning and use Personal Protective Equipment if provided. Important measures include: Correct knife training and procedures, particularly in relation to use and storage Staff use the appropriate knife or implement for the purpose it is intended Adequate supervision must be given to all staff, particularly those under training as young persons Care must be taken when opening food packages, particularly when handling wire staples etc. All such packaging must be disposed of appropriately Care must be taken when cutting cling film Any breakages, including glass bottles, jars, bowls or dishes or other equipment must be immediately and properly cleared away in a common sense manner, in order to reduce the risk of injury to yourself and third parties. Sharps should be disposed of in a rigid container, not plastic bags When washing up sharp items or removing them from dishwashers, appropriate care should be taken No one must intentionally interfere with equipment or guarding provided to ensure health and safety W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Food Allergens – 2015 Are you aware of the new allergy labelling legislation? The Food Standards Agency (FSA) in conjunction with DEFRA are introducing new allergen labelling laws which will come into effect from 13th December 2014 these are called the Food Information Regulations SU1169/2011 (FIR REGS). What does this mean to you as an employee? Communication between staff and the customer and between staff within the business is key to ensuring that customers receive accurate information about the food sold. You can no longer state that you don’t know if an allergen is present You can no longer state that all foods ‘could’ contain allergens Oral statements have to be backed up in writing if required Your local Environmental Health Officers will enforce regulation, non compliance will result in large fines What do I need to do? Be sure you know your allergens and how they affect your customers. Here are the EU top 14 allergens: Eggs Sulphites Molluscs Soya Crustaceans Celery Sesame Peanuts Milk Mustard Fish Lupin Treenuts Gluten You should ensure you are fully aware of necessary allergy information for food being sold in your area of work. If you are not informed of this information before you begin work, it is your responsibility to seek out the information from a superior/manager. I ……………………………………………………………………………………(full name) have read the above and I’m fully aware of my obligations regarding the above legislation. Singed…………………………………Date…………………………… W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk The Wearetalent Family The Team Director- Ryan Ashton E. Ryan@wearetalent.co.uk M. 07960 739069/07769688461 Senior Consultant - Flora E. Flora@wearetalent.co.uk M. 07920132141 Events Consultant – Emmy E. emmy@wearetalent.co.uk Other contactE. Staffing@wearetalent.co.uk E. accounts@wearetalent.co.uk W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk Our Photo Gallery W: www.Wearetalent.co.uk T: 0203 0534569 E: staffing@wearetalent.co.uk
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