Health and Safety Handbook

Health and Safety Hand Book
London School of Business & Finance
Compiled & Edited by Stephen Corrigan and Abu Ali

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Contents
About the Handbook .............................................................................4
Introduction...........................................................................................5
The Health and Safety Executive (HSE) ...............................................5
Health and Safety Policy Statement..........................................................................................................5
The Need for Health and Safety ................................................................................................................6
Organisation, Responsibility and Authority .............................................................................................6
Health and Safety Risk Assessment ......................................................7
5 Steps to Risk Assessment.........................................................................................................................7
Table of those responsible .........................................................................................................................8
Consultation with employees.....................................................................................................................8
Information, Instruction and Supervision.................................................................................................8
Competency for tasks and training ...........................................................................................................8
Health, Safety, Welfare and Hygiene – Safety .....................................8
Refreshment Making Facilities / Vending Machine .................................................................................9
Smoking Policy..............................................................................................................................................9
Alcohol and Drugs Policy.............................................................................................................................9
Hygiene..........................................................................................................................................................9
Emergency Procedures .......................................................................10
Emergency Evacuation........................................................................10
Emergency Personnel..........................................................................10
Fire Drill and Marshals...............................................................................................................................10
Fire Marshals for LSBF ..................................................................................................................................11
Fire Protection Management ..............................................................11

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Fire Alarm and Extinguishers ...................................................................................................................12
Emergency Procedures Fire and Investigation ......................................................................................12
Personal Emergency Evacuation Plans ...............................................13
Legal Requirements.............................................................................13
Types of PEEP .............................................................................................................................................13
Building Evacuation Facilities & Arrangements.....................................................................................13
Step by Step Guide - Staff PEEP...............................................................................................................14
Step by Step Guide - Visitors PEEP..........................................................................................................14
Reporting an Accident or Incident......................................................15
First Aid Provision......................................................................................................................................16
First-Aiders..................................................................................................................................................16
First-Aiders at LSBF ...................................................................................................................................16
Safe Plant and Equipment.........................................................................................................................17
Safe Handling and Use of Substances......................................................................................................17
Electrical Safety ..................................................................................17
What does the law say? .............................................................................................................................17
Electricity and Work Equipment.........................................................18
User checks .................................................................................................................................................18
Visual inspections.......................................................................................................................................18
Portable appliance test (PAT) ..................................................................................................................19
Portable and movable equipment ...........................................................................................................19
Double insulated equipment ....................................................................................................................19
Your Health and Well Being ................................................................21
Manual Handling and Back Management.................................................................................................22
Back Pain ........................................................................................................................................................25
Office Ergonomics ......................................................................................................................................26

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Common Risks for Office Workers..............................................................................................................26
Workstation Essential...................................................................................................................................26
Viewing Angles...............................................................................................................................................26
Important General Rules..............................................................................................................................26
Health and Safety Communications....................................................27
Key People and Processes.........................................................................................................................27
Health and Safety Representatives .........................................................................................................27
Competency for Tasks and Training...........................................................................................................27
Health and Safety Terminology ..........................................................28
PEEP FLOW CHART OF RESPONSIBILITIES ...............................................................................................29
Employee - Personal Emergency Evacuation Plan .............................30
Student- Personal Emergency Evacuation Plan .................................33

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About the Handbook
The Health and Safety (H&S) Handbook brings together all health, safety and welfare related policies,
procedures, working practices and guidelines for the benefit of all employees and students at London
School of Business & Finance (LSBF). The Handbook is reviewed at regular intervals in response to
organisational and legislative changes. New and amended policies, procedures, working practices,
and guidelines are subject to consultation through the Health and Safety Team.
The Human Resource Department is responsible for overseeing the management and monitoring of
these policies and practices and is responsible, on behalf of LSBF, for their outcomes.
The handbook is divided into 6 parts
Part 1: Health and Safety Policy and House Rules
Part 2: Emergency Procedures
Part 3: Accident and Accident Prevention
Part 4: Your Health
Part 5: Health and Safety Communications
Part 6: Appendices
Further help and guidance are available from the Health and Safety team and, where appropriate,
the Human Resources Department which can be contacted as below:
Human Resources
Sceptre Court
40 Tower Hill
London
EC3N 4DX
E: HRDiary@lsbf.org.uk

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Introduction
The Health and Safety at Work etc. Act 1974 (HASAW)
The Health and Safety at Work etc. Act 1974 (HASAW) is the primary piece of legislation covering
occupational health and safety in the United Kingdom. Among the duties HASAW places on employers
are the requirements to ensure health and safety at work and to have a written Health and Safety
policy. Employers must assess the risks to the health and safety of anyone who may be affected by
their activities; and adequate arrangements must be in place for the planning, organisation, control,
monitoring and review of the safety measures that follow from those assessments.
As an employer, LSBF recognises its primary responsibility for health and safety and the duty of care
to all staff, students and visitors. Although LSBF cannot delegate the general duties under law, each
individual staff member also bears some responsibility for health and safety. Among others, it also
places duties on employees to:
 Take reasonable care of their own health and safety and that of others who may be affected by their
“acts or omissions”
 To co-operate with their employer so the latter can comply with his legal duties
 Not to interfere or misuse anything provided in the interests of health, safety or welfare
The Health and Safety Executive (HSE)
The Health and Safety Executive (HSE) is the national independent watchdog for work-related health,
safety and illness. HSE’s mission is to prevent work-related death, injury and ill health. HSE is an
independent regulator that operates in the public interest to reduce work-related death and serious
injury across Great Britain’s workplaces. It also works as co-regulators with our local authority
partners to inspect, investigate and enforce. For more essential information about health and safety
at work, please visit http://www.hse.gov.uk
Health and Safety Policy Statement
Health and Safety (H&S) is all about preventing people from being harmed by work or becoming ill.
This is achieved by taking the right precautions - and providing a satisfactory working environment.
Because H&S at work is so important, there are rules which require all of us not to put ourselves or
others in danger. The law is also there to protect the public from workplace dangers.
Below is the H&S Policy Statement for all London sites:
 To provide adequate control of the health and safety risks arising from our work activities
 To consult with employees on matters affecting their health and safety
 To provide and maintain safe plant and equipment
 To ensure safe handling and use of substances
 To provide information, instruction and supervision for employees
 To ensure all employees are competent to do their tasks, and to give them adequate training
 To prevent accidents and cases of work-related ill health
 To maintain safe and healthy working conditions
 To review and revise this policy where necessary at regular intervals (next review date is 1/03/2016)

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The Need for Health and Safety
All workers have a right to work in places where risks to their H&S are properly controlled. H&S is
about stopping you getting hurt at work or ill through work. Your employer is responsible for H&S,
but you must help.
The responsibilities of the employer:
 We have a duty of care to all employees, contractors, and visitors and customers with whom we do
business
 We will ensure that the staff who are responsible for Health and Safety, carry out regular risk
assessments of our workplace – and act on them.
Your responsibilities as employees are to:
 Point out and help to manage risks
 Work in a safe manner
 Never carry out a task you believe may be dangerous
 Use any safety equipment we provide you with, and follow the safety instructions
 Know the Fire Marshal and Health and Safety reps
 Know what to do in the event of a fire
 Report accidents, even if they seem minor
Organisation, Responsibility and Authority
As an employer, LSBF, has overall responsibility for health and safety. Responsibility has been
delegated throughout the management group for day to day tasks by workplace area and topic, as
the boxes below highlight. It is these individual’s responsibility to ensure that the Chief Executive
Officer (CEO) is informed about health and safety matters. The purpose of this policy statement is to
ensure that all responsibilities are clearly set so that if there are any health
& safety concerns, they can be reported to the right person.
Employees also have legal responsibilities to take care of the health and safety of themselves and
to others and to co-operate with the employer to help them comply with the law.
Overall and final responsibility for health and safety is that of the Chief Executive Officer, Aaron
Etingen. To ensure health and safety standards are maintained and improved, the following people
have responsibility in the following areas:
Role Incumbent Responsibility
Branch Manager, Head of
Operations, Operations Director
Stephen.Corrigan
Alina.Gog
Beverly.Stewart
Health & Safety training and awareness.
Risk Assessments and facilitating site
inspections.
Maintenance Department
Manager
Borys.Bidnyy Maintenance of building and plant
equipment, Maintenance of safety
equipment.
The Human Resources
Department - Head of Human
Resources (UK)
Amy.Gadsby H&S training at staff induction.
Maintenance of staff H&S training logs.
All employees must:
 Co-operate with supervisors and managers on health and safety matters
 Not interfere with anything provided to safeguard their health and safety
 Take reasonable care of their own health and safety
 Report all health and safety concerns to an appropriate person (as detailed in this policy statement)

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Health and Safety Risk Assessment
Risk assessment helps us protect your workers and our business, as well as comply with the law. It
helps us focus on the risks that really matter – the ones with the potential to cause real harm.
A risk assessment is simply a careful examination of what in the work could cause harm to people, so
that we can weigh up whether we have taken enough precautions or should do more to prevent harm.
The law does not expect us to eliminate all risk, but we are required to protect people ‘so far as is
reasonably practicable’.
When thinking about our risk assessment, we consider:
 A hazard is anything that may cause harm, such as chemicals, electricity, working from ladders, an
open drawer
 The risk is the chance, high or low, that somebody could be harmed by these and other hazards,
together with an indication of how serious the harm could be
5 Steps to Risk Assessment
Step 1: Identify the hazards
Work out how people could be harmed.
Step 2: Decide who might be harmed and how
Identify groups of people who might be harmed and how they might be harmed.
Step 3: Evaluate the risks and decide on precautions
Having spotted the hazards, we then need to decide what to do about them.
When controlling risks, apply these principles, if possible in this order:
 Try a less risky option
 Prevent access to the hazard
 Organise work to reduce exposure to the hazard
 Issue personal protective equipment
 Provide welfare facilities
Step 4: Record findings and implement them
The law requires us to record our findings. Please attend to a reception desk in the building
immediate to complete and accident report form.
Step 5: Review your risk assessment and update if necessary
Few workplaces stay the same, so we review what we are doing on an ongoing basis.

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Table of those responsible
Risk assessments are undertaken by:
Head of Operations, Director of Operations: Alina Gog, Beverly Stewart
Branch Manager, Operations: Stephen Corrigan
External Consultants: Elite Fire Protection Ltd.
The findings of the risk assessments will be reported
to:
Group Operations Director: Beverley
Stewart
Maintenance Dept. Manager: Borys Bidnyy,
Maintenance Director: Lev Etingen,
Branch / Office Managers Respective Manager
Action required to remove/control risks will be
approved by:
Maintenance Dept. Manager: Borys Bidnyy
Responsible for ensuring the action required are
implemented:
Routine H&S Maintenance:
Maintenance Dept. Manager: Borys Bidnyy
Safety Checks & Fire Drills: Respective Manager
Branch / Office Managers Respective Manager
Assessments will be reviewed every: 12 Months
Consultation with employees
The company is committed to consultation with employees regarding H&S matters. As LSBF does not
recognise a trade union, all consultation will be channelled through the following representatives:
The policy and processes are subject to spot checks by Quality Assurance.
Information, Instruction and Supervision
The Health & Safety Law poster is displayed at the building in public congregation areas. Health &
Safety advice is available from Branch Manager, Operations: Stephen Corrigan, who are responsible
for ensuring that employees working at UK locations are given relevant health & safety information.
The Organisation’s Human Resources Department is charged with coordinating necessary staff
inductions and premises safety tours.
Competency for tasks and training
Induction training & all other related work based training will be provided for all employees by: The
Organisation’s Human Resources Department, as mentioned above. All training records will be kept
in the Human Resources Department for monitoring and review of training.
Health, Safety, Welfare and Hygiene – Safety
1. You should make yourself familiar with our Health and Safety Policy Statement (available from the
HR Department) and your own health and safety duties and responsibilities, as shown separately
2. You must not take any action that could threaten the health or safety of yourself, other employees,
customers or members of the public
3. Protective clothing and other equipment which may be issued for your protection because of the
nature of your job must be worn and used at all appropriate times. Failure to do so could be a
contravention of your health and safety responsibilities. Once issued, this protective wear/equipment
is your responsibility
4. You should report all accidents and injuries at work, no matter how minor, to the HR Manager or
reception, who will document these in the accident book

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Refreshment Making Facilities / Vending Machine
We provide refreshment making facilities and vending machine for your use, which must be kept
clean and tidy at all times. Both the refreshment making facilities and the vending machine may only
be used during authorised breaks.
Smoking Policy
It is the policies of LSBF that all our workplaces are smoke free and all employees have the right to
work in a smoke free environment. In line with UK non-smoking regulations, smoking is not permitted
anywhere inside any of the workplace. This applies to all employees, consultants, contractors,
students and visitors. Disciplinary procedures will be implemented if a member of staff does not
comply with this policy.
Those who do not comply with smoke-free legislation may also be liable to a fixed penalty fine and
possible criminal prosecution. Employees wishing to give up smoking should contact the NHS who
offers a range of free services to help smokers give up.
Our policy of no smoking in the building must be observed at all times. Employees wishing to smoke
must do so outside the building in areas that are not used for the fire evacuation procedure and
where possible out of sight of students and visitors.
Alcohol and Drugs Policy
Under legislation we, as your employer, have a duty to ensure so far as is reasonably practicable, the
health and safety and welfare at work of all our employees and similarly you have a responsibility to
yourself and your colleagues. The use of alcohol and drugs may impair the safe and efficient running
of the business and/or the health and safety of our employees.
The effects of alcohol and drugs can be numerous (These are examples only and not an exhaustive
list):
 Absenteeism (e.g. unauthorised absence, lateness, excessive levels of sickness, etc.)
 Higher accident levels (e.g. at work, elsewhere, driving to and from work), and
 Work performance (e.g. difficulty in concentrating, tasks taking more time, making mistakes, etc.)
If your performance or attendance at work is affected as a result of alcohol or drugs, or we believe
you have been involved in any drug related action / offence, you may be subject to disciplinary action
and, dependent on the circumstances, this may lead to your dismissal.
Hygiene
 Any exposed cut or burn must be covered with a first-aid dressing.
 If you are suffering from an infectious or contagious disease or illness such as rubella or hepatitis you
must not report for work without clearance from your own doctor.
 Contact with any person suffering from an infectious or contagious disease must be reported before
commencing work.

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Emergency Procedures
In the event of an evacuation, we need your help to make sure that the buildings are clear and that
people go to the right places. Make sure that you are familiar with the evacuation procedures and
that you can play your part if needed.
In any emergency, an appointed member of staff (incident controller / warden / marshal) will be in
charge of all activity until the building can be re-entered. If you are not fulfilling a specific role, it
is imperative that you must leave the building by the nearest fire exit route, proceed to your assembly
point and stay there until told to return by the staff in charge.
Emergency Evacuation
Emergency evacuation instructions are posted in prominent locations on all floors; it is your duty to
make yourself familiar with these arrangements and to support the effective evacuation process to
help safeguard your own, and other person’s safety in the case of an emergency.
Emergency Personnel
Our evacuation process relies on everyone taking responsibility for the area around them. If the alarm
rings (other than the scheduled tests) then we operate a warden and marshal system to ensure that
the building is clear. Due to the nature of our business and the long hours that many people work, it
could be impossible to fulfil this function by using named individuals.
In the event of a fire, act as a fire warden if you are aware and confident of what steps should be
taken as other people’s lives could depend on your actions.
Fire Drill and Marshals
 If the fire alarm sounds outside of a normal test you must vacate the building as quickly as possible
 Do not stop to collect belongings, coats etc. It could be a real emergency and this would be life
threatening
 Leave your office by the nearest fire exit. Do not use the lifts.
 The congregation point:
 Bloomsbury Square Gardens
 Fire Marshals have been appointed and guard the lifts to avoid use. They will also check all rooms
on their assigned floor to ensure that no-one is left inside
 If you are interviewing a student or any other visitor, please get them out as quickly as possible
 For academic staff you must take your registers (if any) with you and check that the students are all
present
 Administrative staff should sign in and out each day. This check list will be used to ensure all have
vacated the building

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Fire Marshals for LSBF
The key, general responsibilities of a Fire Warden/Fire Marshal are as follows:
 Be deemed sufficiently competent through attendance at an accredited Fire Warden training
programme
 Deliver training to staff on induction and thereafter at regular intervals
 Carry out a departmental / operational fire risk assessment
 Carry out periodic checks of existing fire prevention methods
 Organise fire evacuation drills
 Report any faulty fire prevention or firefighting equipment
 Make sure personnel know where fire alarm points are located along with all escape routes
 Make sure notices are sited correctly
 Make sure the fire evacuation plan is properly distributed and understood
 In the event of an emergency, assist in evacuating employees and visitors from a building
Fire Protection Management
Safety in the workplace falls under the purview of the Dangerous Substances and Explosive
Atmospheres Regulations 2002 (DSEAR). DSEAR is a set of regulations concerned with protection
against risks from fire, explosion and similar events arising from dangerous substances used or present
in the workplace.
DSEAR requires employers to:
 Carry out a risk assessment of any work activities involving dangerous substances
 Provide measures to eliminate or reduce risks as far as is reasonably practicable
 Provide equipment and procedures to deal with accidents and emergencies
 Provide information and training to employees
 Classify places where explosive atmospheres may occur into zones and mark the zones where
necessary
Overall, DSEAR clarifies the existing requirements to manage fire and explosion risks which are set
out in the Management of Health and Safety at Work Regulations 1999 (Management Regulations).
DSEAR is enforced by the HSE, local authorities depending on the allocation of premises under the
Health and Safety (Enforcing Authority) Regulations 1998 or the fire authorities at most premises
subject to DSEAR in relation to general fire precautions.

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The authority on fire safety is the Fire Protection Association (FPA), UK’s national fire safety
organisation, established in 1946. The FPA works to identify and draw attention to the dangers of fire
and the means by which their potential for loss can be kept to a minimum. Its services are designed
to assist fire, security and safety professionals in industry and commerce, in the private and public
sectors, to achieve and maintain the highest standards of fire safety management.
Among its services are:
 To protect people, property and the environment by advancing fire prevention and protection
techniques
 To collaborate with its members, insurers, central and local government, the fire service and others
in this work
 To help focus national and international attention on such issues
 To influence related decision-making of individual consumers and businesses
 To collect, analyse and publish statistics, identify trends and promote research
 To publish guidance, recommendations and codes of practice
 To disseminate advice
http://www.thefpa.co.uk
Fire Alarm and Extinguishers
For a fire to start or an explosion to occur, fuel (i.e. a flammable substance), air and a source of
ignition are all needed. Controlling or eliminating these can prevent fires.
The wide variety of flammable substances found in the workplace range from the obvious – e.g.
heating fuel, petrol, paint thinners and welding gases, to the less obvious – packaging materials, dusts
from wood, flour and sugar are a few examples.
Fires at work have three main causes:
 They are started deliberately
 They occur because people are not alert to fire hazards
 They occur because people are careless of fire hazards
A fire extinguisher needs to be serviced regularly if it is to remain effective in case of a fire. It is
often a fire extinguisher which is blamed for failing to control a fire whereas the problem lies with
an incorrect maintenance regime.
Emergency Procedures Fire and Investigation
Head of Operations: Alina Gog, Branch Manager and Operations Director: Beverly Stewart are
responsible for ensuring that fire risk assessments are undertaken and implemented for the group.
Alarms are tested every Friday, centrally.

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Personal Emergency Evacuation Plans
Planning for the emergency evacuation of anyone who may need assistance in an emergency. In
addition to disabled people this includes children, the elderly or frail and anyone with a temporary
condition which might hinder their escape.
This is not just about the disabled – PEEPs are for anyone who will need help during an evacuation.
People may not be able to use stairs, hear the fire alarm or move quickly. Some people (for example
children or people with learning difficulties) may not fully understand the rules for evacuation.
These people may need arrangements in place to help them in emergencies which must be described
and communicated to those involved in a Personal Emergency Evacuation Plan (PEEP).
Well thought through PEEPs are important in making our workplaces safe for everybody and
demonstrate our commitment to improving accessibility.
NB. The role of fire wardens includes assisting with the evacuation of persons as necessary.
Legal Requirements
 LSBF is responsible for making sure its staff and visitors can be evacuated effectively from a building
in an emergency.
 No one should be left in a building awaiting rescue by the fire brigade - Unless explicitly agreed in
advance you must not rely on security staff or the Fire Brigade to assist with evacuation.
 Managers must draw up PEEPs for their staff and any visitors they are responsible for who require
assistance to evacuate.
 Equality act – ensuring people can escape may require “reasonable adjustments to the building”.
 A person must not be allowed to work in any part of a building from which they can’t be evacuated.
 Lifts must not be used in an emergency.
Types of PEEP
 There are two types of PEEP form
 For a person who regularly works in a building, their manager uses ‘PEEP’ form to develop and record
the PEEP. The completed PEEP form must be approved and communicated; and updated annually.
 Use the PEEP Process Flow Chart as a guide to who does what.
 For a person who is a visitor, or working in the building for just a short time, or only has a temporary
issue. The Host uses the ‘Visitor PEEP’ Form.
 The Visitor PEEP form can also be used for joint evacuation arrangements for a group, as long as all
their evacuation needs are catered for.
Building Evacuation Facilities & Arrangements
 Before creating a PEEP a Manager or Host should ask the Responsible Person what special facilities
the building has. This might include:
 Pager System (e.g. “Deaf Alerter”) gives a vibrating or text alert if there is an alarm.
 Evacuation lifts - some are also configured for self-evacuation.
 Evacuation chairs, aka EVAC chairs.
 Flashing beacons as well as sounders.
 Also find out about the evacuation routes and fire alarm zones, where applicable in some buildings

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Step by Step Guide - Staff PEEP
Discuss with member of staff what help they might need – not all disabled people need help - whilst
some people who are not disabled might.
 For example are they might be unable to easily use stairs.
 Or be unable to see fire safety signs, have difficulty finding their way around or be unable to hear
the fire alarm.
 They could be likely to become easily confused or disoriented in emergency situations.
Identify who will assist in providing that help and agree with them that they will help – don’t rely on
one or two people – they may be on leave or in meetings.
 Write up the plan in conjunction with the staff member.
 If you cannot create a plan which you are confident will always work, then you must identify
alternative working arrangements.
 This might mean, for example they work only on Ground Floor, or somewhere where egress is easier.
 They might temporarily work in a different location or at home.
 Ensure people who require help, as detailed in their PEEP, do not work on their own.
 If it’s for a member of staff then email the PEEP to the Centre Manager but please do not do this
for visitor PEEPs – refer to the following section
 The Centre Manager will review it and may give you some suggestions about how to improve it.
 Make sure everyone knows what part they play in the PEEP
 Arrange for training of colleagues – ask the safety team for advice on what training they might need.
Consider training the person who needs assistance too – it will give them confidence and make them
more able to enlist help if named helpers are not around.
 The line manager should test the plan by requesting an initial evacuation rehearsal with the
Responsible Person.
 Review it if anything changes and at least once a year.
Step by Step Guide - Visitors PEEP
For visitors to LSBF buildings the host is usually a LSBF member of staff:
 Where possible gather information regarding the visitor’s special requirements before the visit and
discuss with the Responsible Person. This is particularly important when several visitors are due to
attend a building that all require assistance, such as a course
 Visitor PEEP forms should be available from Reception staff
 A copy of the visitor’s PEEP should be given to reception
 Upon arrival the visitor and any carers or helpers will be given a copy of the PEEP by the host and
appraised of any special arrangements that have been put in place, including access & egress routes
 LSBF should keep a copy of the visitor PEEP for 6 months.
Approval by the Centre Manager/Operations Manager is not required for a visitor’s PEEP

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Reporting an Accident or Incident
1. Accident Report Book
All accidents must be reported immediately to School Officials including: Lecturers, Administration
Department, Campus Manager, Reception / Security, H&S Personnel, where it will be recorded in the
Accident Report Book.
This is the responsibility of the injured person and must be carried through to be recorded as
evidence. Failure to do so may affect future claims
2. Accident Report Form
An accident report form is to be followed up after reporting your accident. This is to record all
information of the accident. All documents pertaining to the accident must also be collated and
returned
3. First Aider Accident Form
In the event of First Aid being applied, the first aider must also complete an accident report form
and must be signed by the injured person.
4. Lecturers Duty
In the event of the accident occurrence being in the presence of a lecturer, the lecturer must
complete an accident report form – a copy is to be retained in the department
5. Return the form completed to the building reception
In case of unforeseen circumstances i.e. Fire, Admission to Hospital as a result of an accident, details
of accidents should be entered on the Accident Report form, found on schools website or by
contacting the Administration Team or alternatively by emailing Healthandsafety@lsbf.org.uk
----- For further details, please refer to the Accident Report Hand Book -----
Internal
Investigation
Where
Necessary
Return to
Building
Reception or
E-mail
Complete
Accident
Report Form
Report to
Reception in
Accident
Report Book
Accident
Occurs

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First Aid Provision
The Health and Safety (First-Aid) Regulations 1981 requires a company to provide adequate and
appropriate first-aid equipment, facilities and people so the employees can be given immediate help
if they are injured or taken ill at work. What is ‘adequate and appropriate’ will depend on the
circumstances in the workplace and company’s own assessment of what its first-aid needs are.
The minimum first-aid provision on any work site is:
 A suitably stocked first-aid box
 An appointed person to take charge of first-aid arrangements
 Information for employees about first-aid arrangements
It is important to remember that accidents and illness can happen at any time. First-aid provision
needs to be available at all times people are at work.
First-Aiders
A first-aider is someone who has undertaken training and has a qualification that HSE approves. This
means that they must hold a valid certificate of competence in either:
 First aid at work (FAW), issued by a training organisation approved by HSE; or
 Emergency first aid at work (EFAW), issued by a training organisation approved by HSE or a recognised
Awarding Body of Ofqual/Scottish Qualifications Authority
First-Aiders at LSBF
Branch/Office Managers are responsible for investigating accidents and reporting accidents, diseases
and dangerous occurrences. The Human Resources Department is responsible for investigating work-
related causes of sickness absences and acting on investigation to prevent recurrences.
Name Position Office Location Building
Stephen Corrigan Branch Manager 3rd Floor - International Office 9 Hoborn, 3rd Floor
Biance Blanch Reception Supervisor 3rd Floor - Reception 30 Holborn, 7th floor
Hanif Ali Programme Coordinator 4th Floor - Admin Office 4th Floor Admin Office
Aleksandr Lokhishvili Security Manager Ground Floor Reception Sceptr court
Aig Imoukhuede Student Support Officer 3rd Floor - Room 360 St. Patrick's
Kristina Sakalyte
Team Leader Academic
Admissions
3rd Floor - Room 321 St. Patrick's
Patricia Berth Branch Manager 7th Floor Office Sceptre court
Roopa Shonchhatra HR Administrator 7th Floor - HR Office Sceptre court
Muhammad Awais Student Support Officer 4th Floor - Postgrad Office Sceptre court
Khai Leong GGSB Programme Coordinator Ground Floor Office Red Lion Street

17 | P a g e
Safe Plant and Equipment
The company will ensure that all equipment and machinery that requires maintenance is identified,
and the maintenance is done immediately. All new and second hand plant and equipment will only
be used if it meets health and safety standards and the necessary CE checks and PAT testing will be
ensured by the Maintenance Dept. Manager: Borys Bidnyy in conjunction with Branch Office Managers
and Operations Director at that respective sites.
Safe Handling and Use of Substances
Branch / Office Managers will have the responsibility to assess the risks from all substances hazardous
to health under the Control of Substances Hazardous to Health 2002 (COSSH). Branch / Office
Managers will be responsible for identifying all substances that require a COSHH assessment and
undertake the necessary assessments. Including the canteen areas; Maintenance Dept. Manager:
Borys Bidnyy will be responsible for ensuring that all training and / or safety measures will be
implemented and information passed to all relevant employees. He will also ensure checks are made
on new substances before they are purchased.
Electrical Safety
Under the HASAW Act, employers are responsible for ensuring the safety and health of their
employees and also the public, if they are at risk from those work activities. This includes electrical
safety.
What does the law say?
You must maintain electrical equipment if it can cause danger, but the law
*
does not say how you
must do this or how often. You should decide the level of maintenance needed according to the risk
of an item becoming faulty, and how the equipment is constructed.
This includes any electrical equipment your employees use at work, whether it is their own or
supplied by you. You have a joint responsibility to maintain any equipment used by your employees
that is either leased (eg a photocopier) or provided by a contractor (but not equipment both provided
and used by a contractor).
You will need to check periodically if any work needs doing. How you do this depends on the type of
equipment.
Not every electrical item needs a portable appliance test (PAT)
In some cases, a simple user check and visual inspection is enough, e.g. checking for loose cables or
signs of fire damage and, if possible, checking inside the plug for internal damage, bare wires and
the correct fuse. Other equipment, e.g. a floor cleaner or kettle, may need a portable appliance
test, but not necessarily every year.

18 | P a g e
Electricity and Work Equipment
How to ensure the safety of electrical equipment:
 Look at the supply cable to the electrical equipment before they use it (user check).
 Look at electrical equipment before they use it (user check).
 Visually inspect at initial intervals which could be between six months and four years, depending on
the type of equipment.
 Arrange for equipment that is not double insulated to have a portable appliance test (including leads)
at initial intervals which could be between one and five years, depending on the type of equipment.
 Ensure that damaged or faulty equipment is recognised, removed from use without delay and either:
repaired by someone competent (i.e. with suitable training, skills and knowledge for the task to
prevent injury to themselves or others); or disposed of to prevent its further use – consult your local
authority about arrangements for disposing of electrical equipment.
 You may find it useful to keep records of all inspections and tests, and to label equipment with the
result and date of the test, but there is no legal requirement to do either of these things.
User checks
These should be carried out before most electrical equipment is used, with the equipment
disconnected.
Employees should look for:
 Damage to the lead including fraying, cuts or heavy scuffing, e.g. from floor box covers;
 Damage to the plug, e.g. to the cover or bent pins;
 tape applied to the lead to join leads together;
 Coloured wires visible where the lead joins the plug (the cable is not being gripped where it enters
the plug);
 Damage to the outer cover of the equipment itself, including loose parts or screws;
 Signs of overheating, such as burn marks or staining on the plug, lead or piece of equipment;
 Equipment that has been used or stored in unsuitable conditions, such as wet or dusty environments
or where water spills are possible; and
 Cables trapped under furniture or in floor boxes.
Visual inspections
As part of the visual inspection, you should consider whether:
 The electrical equipment is being used in accordance with the manufacturer’s instructions;
 The equipment is suitable for the job;
 There has been any change of circumstances; and
 The user has reported any issues.
The visual inspection should include the checks carried out by the user and, where possible, will
include removing the plug cover and checking internally that:
 There are no signs of internal damage, overheating or water damage to the plug;
 The correct fuse is in use and it’s a proper fuse, not a piece of wire, nail etc.;
 The wires including the earth, where fitted, are attached to the correct terminal;
 The terminal screws are tight;
 The cord grip is holding the outer part (sheath) of the cable tightly; and
 No bare wire is visible other than at the terminals.
For equipment/cables fitted with moulded plugs only the fuse can be checked.

19 | P a g e
Portable appliance test (PAT)
A portable appliance test does not need to be carried out by an electrician, but greater knowledge
and experience is needed than for inspection alone, and the person performing the test must have
the right equipment for the task. They should know how to use the test equipment and how to
interpret the results.
The person carrying out the test should not assess when the next test will be due as this decision
should be made by you on a risk assessment basis.
Portable and movable equipment
A portable or movable electric appliance is any item that can be moved, either connected or
disconnected from an electrical supply. Portable or movable items generally have a lead (cable) and
a plug.
Portable and movable equipment includes the following:
 Electrical equipment that can be easily moved around, such as kettles, vacuum cleaners, floor
polishers, portable heaters, fans, desk lamps, some TVs, radios, some small electric cookers, PC
projectors, small appliances such as irons, hair dryers and kitchen equipment including food mixers,
toasters etc;
 Larger items that could be moved (but only rarely), eg water chillers, fridges, microwaves,
photocopiers, vending machines, washing machines, electric cookers, fax machines, desktop
computers, electric beds etc are considered to be movable items;
 Hand-held items, such as hairdryers, that do not have a plug but have been wired in (or fixed) are
still considered to be portable appliances, but large electrical items, such as water boilers that are
wired in, are not portable appliances as they are not designed to be moved and would come under
the scope of fixed installation maintenance;
 Mobile phone and other battery-charging equipment that is plugged into the mains (but the phones
themselves and any other battery-operated equipment would not be included); and
 Extension leads, multi-way adaptors and connection leads.
Double insulated equipment
Class II equipment is sometimes referred to as ‘double insulated’ equipment. This means that there
is extra insulation within the construction of the equipment to prevent accidental contact with live
parts, even if there is a fault.
Class II equipment does not need an earth connection to maintain safety. It will not need a portable
appliance test, although you should ensure that user checks and visual inspections are carried out as
the integrity of the equipment casing is a key safety feature.

21 | P a g e
Your Health and Well Being
All workers are entitled to work in environments where risks to their health and safety are properly
controlled. Under Health and Safety law, the primary responsibility for this is down to employers.
As a worker, you have a duty to take care of your own health and safety and that of others who may
be affected by your actions. Health and Safety legislation, therefore, requires employers and workers
to cooperate.
If you have specific queries on health and safety in your workplace, first ask your manager, or if you
prefer, your safety representative.
You have the right:
 To work in places where all the risks to your health and safety are properly controlled
 To stop working and leave the area if you think you are in danger
 To inform your employer about health and safety issues or concerns
 To contact HSE or your local authority if you still have health and safety concerns and not get into
trouble
 To join a trade union and be a safety representative
 To paid time off work for training if you are a safety representative
 To a rest break of at least 20 minutes if you work more than six hours at a stretch and to an annual
period of paid leave
You must:
 Take care of your own health and safety and that of people who may be affected by what you do (or
do not do)
 Co-operate with others on health and safety, and not interfere with, or misuse, anything provided
for your health, safety or welfare
Your employer must tell you:
 About risks to your health and safety from current / proposed practices
 About things or changes that may harm or affect your health and safety
 How to do your job safely
 What is done to protect your health and safety
 How to get first-aid treatment
 What to do in an emergency
Your employer must provide, free of charge:
 Training to do your job safely
 Protection for you at work when necessary (such as clothing, shoes or boots, eye and ear protection,
gloves, masks, etc.)
 Health checks if there is a danger of ill health because of your work
 Regular health checks if you work nights and a check before you start

22 | P a g e
Manual Handling and Back Management
In the UK, 54 million working days are lost each year because of pain, strain and injuries to the back.
Nearly all jobs involve some form of manual handling which includes lifting, pulling, pushing and
carrying a range of objects.
Use of poor techniques to move materials are the most common cause of injury at work. Injuries to
the back, shoulders, neck, hands, arms and feet mostly result from moving heavy or awkward loads,
restricted space, carrying loads up and down stairs and awkward movements such as reaching,
stooping and twisting.
The simple steps below will help you to prevent injuries caused by manual handling.
1. Stop and Think
Plan the lift. Where is the load going to be placed? Use appropriate handling aids if possible. Do you
need help with the load? Remove obstructions such as discarded wrapping materials. If you are
carrying the load over a distance, you should ensure the route is clear of any obstacles or blockages
before you begin the lift. For a long lift - such as floor to shoulder height - consider resting the load
mid-way on a table or bench to change grip
2. Place the Feet
Have the feet apart, giving a balanced and stable base for lifting (tight skirts and unsuitable footwear
make this difficult). Have the leading leg as far forward as is comfortable.
3. Adopt a Good Posture
Bend the knees so that the hands when grasping the load are as nearly level with the waist as possible.
Do not kneel or over flex the knees. Keeps the back straight, maintaining its natural curve (tucking
in the chin while gripping the load helps). Lean forward a little over the load if necessary to get a
good grip. Keep the shoulders level and facing in the same direction as the hips.
4. Get a Firm Grip and Lift Load Smoothly
Try to keep the arms within the boundary formed by the legs. The optimum position and nature of
the grip depends on the circumstances and individual preference, but it should be secure. A hook
grip is less fatiguing than keeping the fingers straight. If it is necessary to vary the grip as the lift
proceeds, do this as smoothly as possible. Carry out the lifting motion smoothly; raising the chin as
the lift begins, keeping control of the load.

23 | P a g e
5. Carry Close to the Body
Keep the load close to the body for as long as possible. Keep the heaviest side of the load next to the
trunk. If a close approach to the load is not possible, try sliding it towards you before attempting to
lift it.
6. Put Down, then adjust
If precise positioning of the load is necessary, put it down first, and then slide it into the desired
position.
It is recommended that if the handler is lifting a load to shoulder height or above, then, if practicable,
an intermediate resting place for the load should be used to allow the handler to change hand grip.

24 | P a g e
Note: Items should not be stored above head height unless there is a suitable means of access. Items
should never be stacked on shelving above head height.

25 | P a g e
Back Pain
Low back pain is common and can be extremely painful. It can be difficult to cope with the severe
pain but fortunately it is rarely due to serious disease. There are things that employers and workers
can do to manage back pain and other musculoskeletal disorders (MSDs), in the workplace. People
can be helped to remain in work or helped to make an earlier return to work.
Back pain is more common in tasks that involve:
 Lifting heavy or bulky loads
 Carrying loads awkwardly, possibly one handed
 Repetitive tasks, packing of products
 Long distance driving or driving over rough ground, particularly if the Seat is not, or cannot be,
properly adjusted
 Stooping, bending or crouching, including work at PCs (poor posture)
 Pushing, pulling or dragging heavy loads
 Working beyond normal abilities and limits
 Working when physically tired
 Stretching, twisting and reaching
 Prolonged periods in one position
If you have severe pain which gets worse over several weeks, or if you are unwell with back pain, you
should see your doctor.
Back pain is not usually due to any serious damage or disease. The pain usually improves within days
or a few weeks, at least enough to get on with your life. Only a few people have back pain that is
caused by a more serious issue such as a slipped disc or a trapped nerve and even these usually get
better by themselves. X-rays and MRI scans can detect serious spinal injuries which are very rare but
they don’t usually help in ordinary back pain.
If you do have back pain and suddenly notice any of these symptoms, which are rare, you should see
a doctor straight away:
 Difficulty passing or controlling urine
 Numbness around your back passage or genitals
 Numbness, pins and needles, or weakness in both legs
 Unsteadiness on your feet

26 | P a g e
Office Ergonomics
Common Risks for Office Workers
Poor posture:
 Back pain
 Head and neck discomfort
 Shoulder, arm, hand and wrist discomfort
 Leg and foot discomfort
 Circulation problems
 Headaches
Long duration and lack of task variety
 Musculoskeletal injury and occupational overuse syndrome
Glare and lighting
 Eye discomfort, eye strain and headaches
Poor working environment
 Exposure to noise, poor air quality and uncomfortable temperature
Workstation Essential
 Poor posture sustained for long periods of time results in fatigue to affected muscle groups
 Fatigue can result from reduced blood circulation to muscles
 Careful design and layout of your workstation should encourage good posture
 However, even maintaining a static good posture for extended periods of time will eventually result
in fatigue
 You should take regular pauses or breaks in work where you can get up and move around – make sure
you take regular breaks.
Viewing Angles
 Ideally the centre of the screen should be at right angles to the normal line of sight (which is about
15o below the horizontal sightline)
 As a rule of thumb the top of the screen should be level with your eye
 If the screen is too high, the neck is bent backwards to afford a comfortable viewing angle
 If the screen is too low, the neck is bent forwards to afford a comfortable viewing angle
 Both result in postural strain on the neck
Important General Rules
 Appropriate keyboard placement
 Appropriate mouse placement & use
 No necking the phone
 Eye rest breaks
 Shorter more frequent breaks
 Know how your chair works
 Check serviceability regularly
 Vary tasks
 Pace yourself
 Monitor your body
 Seek help if required

27 | P a g e
Health and Safety Communications
Key People and Processes
Any employee acting in a managerial or supervisory capacity bears additional responsibilities – the
more senior the appointment, the more onerous the responsibility. The level of that responsibility
is directly linked to the level of control exercised. In Health and Safety (H&S) terms, each
manager/supervisor is responsible for those people and activities they are expected to control and
are accountable in law for their actions.
There are also a number of specific areas of H&S where it is necessary for a manager to have a basic
working knowledge of the duties and requirements.
What is required will depend on the circumstances of the work and area concerned but will
certainly include:
 Risk assessment (including COSHH Assessment where applicable)
 Emergency and evacuation procedures
 Accident and incident reporting
 Use of work equipment
 Manual Handling
Employeess who manage others, you must:
 Ensure safety policies are effectively implemented
 Review our customer systems and procedures that we operate within to ensure compliance and
suitability
 Understand regulations relevant to activities under your control
 Carry out or participate in regular risk assessments
 Ensure that the working environment is safe and safe working methods are adopted
 Ensure that staff have adequate skills and experience for the role and have been suitably trained to
perform their work safely
 Ensure that staff have the correct equipment to do their job
 Ensure that staff have been appropriately trained in health and safety
 Where needed, bring in occupational health support
Health and Safety Representatives
A Health and Safety Representative (H&S Rep.) is a representative of employee safety, whose
functions are set out in the Health and Safety (Consultation with Employees) Regulations 1996.
The role of the H&S Rep. is independent of management. Representatives are there to represent the
interests and concerns of their co-workers and respond on their behalf. They provide valuable insight,
skills and resources that help you and their co-workers.
Competency for Tasks and Training
Induction training that includes information on Health and Safety at LSBF will be arranged for all
employees by the LSBF HR/Operation/Facilities Office for Students and for staff.
Job specific training will be provided by Departmental Managers & external providers when required
for specialist training.
HR Department will keep all training records and will arrange and monitor training.

28 | P a g e
Health and Safety Terminology
 COSHH – Control of Substances Hazardous to Health.
 This mainly applies to industrial products but be aware that printer products can be hazardous if
handled or disposed of inappropriately.
Always follow the manufacturer’s instructions:
 DSE – Display Screen Equipment (DSE)
 DSE or VDU (Visual Display Unit) is any work equipment having a screen that displays information,
usually forming part of a computer and showing text, numbers or graphics. It covers both conventional
screens and the newer flat-panel displays such as those used in portable computers. Typical examples
are computer screens/monitors
 DSEAR – Dangerous Substances and Explosive Atmospheres Regulations 2002
 Electrical Safety – do not attempt to carry out any work to electrical appliances, including simple
tasks such as changing plugs. If you spot frayed cables or appliances that require attention - please
contact the HR Department
 FPA – Fire Protection Association
FPA is the UK’s national fire safety organisation whose services are designed to assist fire, security
and safety professionals in industry and commerce, in the private and public sectors, to achieve and
maintain the highest standards of fire safety management.
 HASAW – The Health and Safety at Work etc. Act 1974
 HASAW (or HSW) is the primary piece of legislation covering occupational health and safety in the
United Kingdom
 HSE – Health and Safety Executive.
 HSE is the national independent watchdog for work-related health, safety and illness
 PPE – Personal Protective Equipment
 Hard hats, safety goggles, etc. This is generally not relevant to an office environment
 RIDDOR – Reporting of Injuries, Diseases and Dangerous Occurrences Regulations
 Employers, the self-employed and those in control of premises must report specified workplace
incidents or near misses to your Manager or the HSE

29 | P a g e
PEEP FLOW CHART OF RESPONSIBILITIES
Responsible
Person to
advise line
manager in
assessment
report to
review need
for PEEP
Responsible Person &
disabled person to complete
PEEP form. (prompted by
Induction, change of
circumstances or review)
Responsible Person refers to
Operations
Manager/Maintenance
Manager for specialist fire
safety advice, if required
When PEEP form is signed
Responsible Person will email
PEEP to TLG Operations
Manager & Centre Manager for
recording
If PEEP not approved -
Safety Peeps email back
unapproved version to manager
with comments about issues
noted and actions required to
obtain approval
If PEEP approved, or Not
Required (PNR) -
1) Responsible Person enters
decision in PEEP Register
TLG Operations Manager
/Operations
Manager/Maintenance
Manager* will:
1) Maintain PEEP Register &
records file
Operations Manager/Maintenance
Manager* responsibilities - review
PEEP arrangements and training 1)
when building, staffing, shift or
personal issues etc. warrant it. 2) or
at least annually
Operations
Manager/Maintenan
ce Manager*
responsibilities -
review the PEEP
forms received
Responsible Person tests plans &
train users / buddies in evac systems
when PEEP is approved
New
joiner/stude
nt completes
Health
Declaration.
Those with
disability are
referred to
Responsible
Person
Existing
Employee/St
udent
becomes
disabled and
is referred to
Responsible
Person
This flow diagram gives an overview of the process
for assessing the ability of people with disabilities
to evacuate a building safely, when they are
permanent and temporary staff. Visitors are not
covered by this process. All visitors should be
hosted by a staff member (Host). The Host is
responsible for writing down a Visitors PEEP and
making sure that everyone involved understands it.

30 | P a g e
Employee - Personal Emergency Evacuation Plan
THIS PERSON REQUIRES ASSISTANCE IN THE EVENT OF A BUILDING
EVACUATION:
A risk assessment and PEEP must be conducted for all disabled persons who
require assistance evacuating the building. It is to be issued to all persons
named in this document and to the reception/administration teams at the
appropriate campuses.
This PEEP is to be reviewed and updated quarterly or if the person changes
their regular location of work/study. Required fields are shaded.
[Insert photo]
1. PERSONAL DETAILS
FORENAMES DEPARTMENT
SURNAME LINE MANAGER
CONTACT 1 phone email
CAMPUS / LOCATION 1
CAMPUS / LOCATION 2 (if applicable)
2. BRIEF DESCRIPTION OF DISABILITY
3. ANY SPECIAL AIDS USED BY INDIVIDUAL (e.g. Wheelchair / Crutches / Frame, etc.)

31 | P a g e
4. APPOINTED HELPERS / BUDDIES
NAME
RELATIONSHIP TO PERSON (e.g. colleague)
CONTACT phone email
NAME
RELATIONSHIP TO PERSON
CONTACT phone email
5. AGREED EVACUATION PLAN
ALARM
This person is notified to
evacuate by:
The existing alarm system Alerted by colleagues
Pager/SMS alarm system Visual alarm system
Other (please specify):
ASSISTANCE
Assistance that must be
provided to this person in
an evacuation:
PATH 1
Muster Point:
PATH 2
Muster Point:
PATH 3
Muster Point:
PATH 4
Muster Point:
6. FIRE MARSHALS
NAME LOCATION
NAME LOCATION
NAME LOCATION
NAME LOCATION

32 | P a g e
7. SIGN OFF
SIGNATURE DATE
STAFF MEMBER DD/MM/YYYY
LINE MANAGER DD/MM/YYYY
HEALTH & SAFETY REP. DD/MM/YYYY
8. REVIEW REVIEWED BY: DATE DUE
1 MM/YYYY
2 MM/YYYY
3 MM/YYYY
4 MM/YYYY

33 | P a g e
Student- Personal Emergency Evacuation Plan
THIS PERSON REQUIRES ASSISTANCE IN THE EVENT OF A BUILDING
EVACUATION:
A risk assessment and PEEP must be conducted for all disabled persons who
require assistance evacuating the building. It is to be issued to all persons
named in this document and to the reception/administration teams at the
appropriate campuses.
This PEEP is to be reviewed and updated quarterly or if the person changes
their regular location of work/study. Required fields are shaded.
[Insert photo]
1. PERSONAL DETAILS
FORENAMES STUDENT ID
SURNAME PROGRAM OF STUDY
CAMPUS / LOCATION 1
CAMPUS / LOCATION 2 (if applicable)
2. BRIEF DESCRIPTION OF DISABILITY
3. ANY SPECIAL AIDS USED BY INDIVIDUAL (e.g. Wheelchair / Crutches / Frame, etc.)

34 | P a g e
4. APPOINTED HELPERS / BUDDIES
NAME
RELATIONSHIP TO STUDENT (e.g. colleague)
CONTACT phone email
NAME
RELATIONSHIP TO STUDENT
CONTACT phone email
5. AGREED EVACUATION PLAN
ALARM
This student is notified to
evacuate by:
The existing alarm system Alerted by colleagues
Pager/SMS alarm system Visual alarm system
Other (please specify):
ASSISTANCE
Assistance that must be
provided to the student
in an evacuation:
PATH 1
Muster Point:
PATH 2
Muster Point:
PATH 3
Muster Point:
PATH 4
Muster Point:
6. FIRE MARSHALS
NAME LOCATION
NAME LOCATION
NAME LOCATION
NAME LOCATION

35 | P a g e
7. SIGN OFF
SIGNATURE DATE
STUDENT DD/MM/YYYY
DISABILITY OFFICER DD/MM/YYYY
HEALTH & SAFETY REP. DD/MM/YYYY
8. REVIEW REVIEWED BY: DATE DUE
1 MM/YYYY
2 MM/YYYY
3 MM/YYYY
4 MM/YYYY

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