The University of Hertfordshire is building a new accommodation complex at their Hatfield campus. The University’s vision is to create a fully inclusive living and learning environment that will significantly enhance the students’ lives while at University.

LMG is providing the Cisco based wired and WiFi network that, along with servicing the students connectivity needs, will also support the development’s building services including: internal and external physical security systems (CCTV, access control & intruder alarms), audio visual systems including IPTV, and the optical and category 6 cabling infrastructure, on behalf of BYUK, the principle contractor.

This development contains multiple environments and accessibility that demands availability at all times. The campus will consist of:

• 2,500 student bedrooms
• Campus gym
• Common rooms with informal learning and social spaces
• A central hub with security and student services

Not only will the new facilities provide a fantastic environment for students, it will also lead the way in sustainability, achieving a true carbon-zero accreditation and meeting BREEAM Outstanding.

LMG is also ensuring that the new installation integrates seamlessly into the University’s existing campus network.

Project value: £2M

The building, spanning across 17 floors, has been designed to deliver exceptional environmental credentials (BREEAM Excellent) and will provide one of London’s largest roof terraces, with outstanding views of the Capital. The building will be home to over 5,000 journalists and support staff across multiple, well known, media brands.

This technologically complex project has been driven by fully their transformation into a fully digital media organisation. In keeping with this philosophy, they needed a partner renowned for its quality and innovation as well as being positioned at the forefront of workspace technology. LMG was their partner of choice.

LMG has installed 25,000 Excel Cat6a U/FTP copper outlets across the building, complimented by an Excel OM4 optical backbone, all underpinned by LMG’s intelligent Connect IQ cable management software package.

As well as servicing an activity based workspace comprised of: standard office space, meeting rooms, auditoria and catering areas there was also the significant challenge of delivering the ICT infrastructure into the broadcast studios.

The fit-out and migration programme is one of the most aggressive ever undertaken in the UK. The end-dates were fixed with one of the imperatives to the business case being the vacation of existing buildings coinciding with lease break dates that cannot be extended or missed.

The company supplies energy to over 80,000 sites across all UK market sectors: small and medium businesses, large industrial and commercial companies, as well as the public service and non-profit organizations.

LMG installed a Nexans copper Cat6A solution (LANmark-6A) and an OM3 fibre optic backbone

LMG signs partnership with Manhattan Software to develop the UK market for smart CAFM and space scheduling solutions.

The combination of Manhattan and LMG presents a powerful team able to successfully deploy space management, occupancy & asset tracking, CAFM/BIM and space scheduling solutions. Mike Hook, LMG’s Director of Corporate Strategy and Marketing, said “LMG is very excited to add the Manhattan technologies to our portfolio of intelligent building and real-time space utilisation solutions that will improve the effectiveness and efficiency of our customers’ real estate. Manhattan Software is an unquestioned leader in the space management and space scheduling market and with our unique ability to populate and augment Manhattan solutions with real-time qualitative and quantitative data and analytics. The resulting business intelligence enables space planners to continually align the workspace with the needs of the business, reducing total cost of occupancy and optimizing staff productivity”.

About Manhattan Software

Manhattan Software is the world leader in real estate and facility management software. Manhattan is focused on improving the performance of our clients’ real estate and facilities, wherever they are located. Manhattan Software offers two product suites: Manhattan, the #1 Integrated Workplace Management Solution (IWMS) and CenterStone, the leading Computer Aided Facility Management (CAFM) software product. As an integrated suite of products, Manhattan improves clients’ performance by enabling seamless management of all aspects of their real estate operations and portfolio. Manhattan is an advanced, web-based real estate lifecycle solution that readily integrates into an organisation’s existing infrastructure. Manhattan Software is named a “leader” in the 2013 Gartner Magic Quadrant for IWMS.

• LMG will follow responsible business practices in all its functions and operations and will strive to implement them at its suppliers, manufacturers and other business partners.
• LMG will continue to remain ahead of law in pursuit of environmental protection in its installations and support services and energy conservation to reduce its carbon foot print by ensuring that they use fewer natural resources and are environment friendly.
• LMG will adhere to the aims and objectives of its environmental policy in aiming to reduce the impact of its activities on the community as a whole.
• LMG will be committed towards the welfare of its employees and their families to improve quality of life as a whole.
• LMG will work with suppliers and stakeholders to ensure that they, Suppliers and Stakeholders, adhere to the relevant standards and legislation that govern their activities.
• LMG will utilise products and provide services that fulfil the aspirations of customers, clients and suppliers, building a strong and lasting bond with them and providing an improved service towards achieving customer satisfaction.
• LMG will continue to provide technological and managerial support to its clients to further their profitable and sustainable growth.
• To promote the company within the local community, LMG will undertake initiatives that might not be directly linked to its business.
• LMG will partner business partners to contribute positively towards economic and human development of society.
• LMG will encourage and recognize its employees for volunteering in the community in the spirit of serving and sharing their expertise and skills.
• LMG will strive to have a proper organizational structure to ensure implementation of CSR policy, guidelines and programs.
• LMG will engage with reputed external agencies for audit of its CSR activities for the purpose of identifying areas of improvement, authenticity of data and reporting.
• LMG will monitor the progress on various CSR programs in a structured manner, document their performance against set targets and publish a report on its CSR and SCCR performance which it will share with its stakeholders.

Ieuan Rowe
Director responsible for Corporate Social Responsibility
January 2014

 

LMG seeks excellence in every aspect of our business and is committed to minimizing the environmental impact of our business operations.

Our environmental scope is aligned with our quality scope which is:

• The cabling of premises for the distribution and/or transfer of information including, but not limited to, voice, data and video information.
• The design, management and support of related Management Information Systems.
• Our significant aspects have been identified as:
• The generation of waste through the application of our scope of registration and
• The generation of carbon through the application of our scope of registration

and will be controlled through the setting of the aims and achievement of the objectives set out in this policy.

The aims of this Policy will be communicated to all employees, suppliers and sub-contractors and will be made available to the public.

Each person employed by LMG whether as an Employee or as a preferred partner, is individually responsible for – and expected to give a commitment to – the minimization of environmental impacts of the business and to adhere to the principles, aims and objectives of this policy.

It is the Organisation’s objective to carry out all measures reasonably practicable to meet, exceed or develop all necessary or desirable requirements and to continually improve environmental performance through the implementation of the following aims

In managing our operations, we will set the following aims and objectives:

• Comply with relevant existing environmental legislation.
• Promote awareness amongst our staff of the environmental impact of travel and encourage the use of relevant technology to reduce the need for travel.
• Reduce the consumption of resources (energy and water) and increase the efficiency of use of these resources in the buildings we occupy and those that we support during the delivery of services to our customers.
• Endeavour to reduce externally generated waste, in particular cables and packaging, produced during the day to day delivery of our services by engaging our suppliers to deliver product using minimal paper, plastic and cardboard. In facilities that are controlled by others, we will engage with our customers, landlords, or their agents, to ensure our standards are achieved where possible.
• Endeavour to reduce and recycle internal waste, in particular paper, plastic and cardboard, produced during the day to day delivery of our services. In facilities that are controlled by others, we will engage with our customers, landlords, or their agents, to ensure our standards are achieved where possible.
• Ensure environmental criteria are taken into account in the procurement of goods and services as part of our commitment towards corporate responsibility in the supply chain.
• Endeavour to reduce our overall carbon footprint and that of our suppliers and stakeholders by
  • Reducing the need to use company or privately owned vehicles for company business
  • Reducing the need for deliveries to site by suppliers by utilising LMG’s SiteReady solution.
  • Encouraging the use of alternative fuel sourced vehicles to enact business and deliveries
• Strive to continuously improve our environmental performance and prevent pollution. To secure these aims and objectives, we will:
  • Provide the LMG Board with a framework for the review of environmental objectives, targets, policies and performance.
  • Provide information, instruction and training to our employees in environmental issues affecting the organisation
  • Allocate management resources for the effective direction, implementation and maintenance of the environmental policy.
  • Commit adequate financial and physical resources to maintain the environmental system
  • Review our environmental policy on an annual basis, to take account of developments in environmental legislation, management and any other relevant legislation, as well as the requirements and expectations of our clients and others with whom we do business.
  • Commit to continuous improvement of our environmental management system
  • Establish, monitor and measure key objectives and targets of our environmental performance regularly, at least annually.
  • Encourage proposed and existing suppliers to investigate and introduce environmentally responsible processes and products, and ensure that consideration is given to the cost and benefits of environmentally responsible alternatives.
  • Ensure that suppliers’ environmental credentials are considered in the supplier appraisal process and that, where appropriate, environmental criteria are used in the award of contracts.
  • Communicate internally and externally, our environmental policy and performance to all persons working for or on behalf of the organisation on a regular basis, at least annually.
  • Communicate the importance of environmental issues to our partners, staff and the public and encourage feedback regarding our environmental issues and concerns.
  • Promote awareness amongst our people of environmental initiatives that the company and they, as individuals, can become involved with.
  • Encourage appropriate consideration of environmental issues in the services we provide to our clients.

This statement represents our general position on environmental issues and the policies and practices we will apply in conducting our business. The Environmental Policy is accessible to all staff via our internal portal SharePoint and to other interested parties via our customer Dashboards and on request.

 

Rick Marshall – CEO, Director responsible for Environmental Policy, 30^th September 2013

 

The disaster recover policy must be reviewed at least annually to assure its relevance.

To ensure that the policy and the Disaster Recovery Plan is administered effectively a planning team consisting of senior management and personnel from IT, HR and other operational departments should be assembled to review the disaster policy and the plan.

Roles and Responsibilities

• The roles and responsibilities of the incident management team (IMT) should be as follows:
• Perform an initial risk assessment to determine current information systems (IS) vulnerabilities;
• Perform an initial business impact analysis to determine and understand the inter-dependencies among business processes and determine how the business would be affected by an information systems outage;
• Take an inventory of information systems assets such as computer hardware, software, applications and data;
• Identify single points of failure within the information systems infrastructure;
• Identify critical applications systems and data;
• Prioritise key business functions;

Implementation Procedure

Company personnel will carry out the following procedures in the implementation of a disaster recovery policy:

• Setup and maintain facilities for the backup and storage of electronic data as well as reliable standby systems if necessary;
• Ensure that critical application systems and data are reasonably easy to get to but far enough away not to be affected by the same disaster;
• Establish written policies, contracts and service agreements with third party hosting collocations and telecommunications and internet service providers that facilitates prompt recovery and continuity;
• Create an incident response team (IMT), that consists of information security (IT), marketing, HR, legal and other relevant personnel;
• Define the roles and responsibilities of the IMT members in a suitable document and issue;
• Obtain each IMT members contact information and develop an escalation process;
• Determine which methods the IMT members will use to communicate in the event of a disaster e.g. email, mobile phone etc;
• Create a public relations plan to assist with the effective handling of an incident;
• Assign a manager that has the responsibility and authority to make critical IT decisions;
• Develop testing standards;
• Document copies of the written plans to everyone involved specifically the IMT, and also store extra copies in an offsite fireproof vault;
• Document a reduced version of the DR Plan and communicate to all staff
• Establish an emergency telephone number and communicate the number to all staff

Testing and Review

The following ongoing procedures must be followed:

• Continuously perform data back-ups, store at least weekly back-ups off-site and test those backups regularly for data integrity and reliability;
• Test plans at least annually and document and review the results and update the plan regularly;
• Analyse the plans on an ongoing basis to ensure alignment with current business objectives and requirements;
• Provide security awareness and disaster recovery education for all team members involved;
• Continuously update information security policies and network diagrams
• Secure critical applications and data by patching known vulnerabilities with the latest fixes and or software updates;
• Perform continuous computer vulnerability assessments and audits;

 

Reference Documents

The following documents are to be read in conjunction with this policy

• IMT Plan
• Business Continuity Plan Guidelines
• LM306 Business Continuity Response Plan

This statement represents our general position on DR issues and the policies and practices we will apply in conducting our business. The Disaster Recovery Policy is accessible to all staff via our internal portal Sharepoint and to other interested parties via our customer Dashboards and on request.

 

 

Rick Marshall CEO – LMG

 

Section 2(1) of the Health and Safety at Work etc Act 1974 states that it is the duty of every employer to ensure, so far as is reasonably practicable, the health, safety and welfare of all his employees. Section 2(3) of the Health and Safety at Work etc Act 1974 also requires each organisation to prepare and as often as may be appropriate, revise a written statement of general policy with respect to the health and safety at work of its employees.

The HASAW Act 1974 also requires that the organisation and arrangements in force for carrying out the policy are detailed within it and that the policy statement and any revisions of it are brought to the notice of all employees. This statement has been drafted in response to these requirements and covers the operations of LMG.

LMG will ensure that, in accordance with good practice and all relevant statutory provisions and so far as is reasonably practicable – their work is carried out in the safest possible manner, without risk to employees or others who may be affected by their activities. Line Management will seek to continually improving their performance in this respect and will incorporate this as a business objective that ranks equally with the provision of a quality service. The Directors of LMG accept both their collective and individual responsibilities for the health, safety and welfare at work of all its employees. We will ensure that, so far as is reasonably practicable:

• The provision of maintenance of plant and systems of work that are safe and without risk to health

• Arrangements for ensuring the safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances;

• Adequate competent resources are made available

• The provision of information, instruction, training and supervision as is necessary to achieve this objective;

• The safe access to and egress from any place of work under the employees control;

• That Health and Safety is never compromised for other objectives Managers and staff also have responsibilities for the implementation of this policy, ensuring that it is considered during the planning and execution of all work. It is the duty of each employee to exercise personal responsibility for his or her own safety and that of others.

LMG will ensure that employees are consulted on matters relating to health or safety in an appropriate manner and to encourage active participation in the prevention of accidents.

The duties of both employers and employees are detailed in law.

The Chief Executive Officer, Rick Marshall, has been appointed to have specific responsibility for this policy, its implementation, review and monitoring to ensure its effectiveness.

The Board has also appointed a health and safety co–ordinator – Peter Parr – who will assist us in meeting the requirements of specific provisions and advising us on health and safety matters generally. This statement is supported by our health and safety manual, which details the organisation, arrangements and the standards to be achieved in our operations. Specifically, it covers our arrangements in relation to the Management of Health and Safety at Work Regulations 1999 and the general risk assessments required by them. A copy of this manual is held on our intranet site and will be brought to the attention of all personnel, along with this Policy Statement and any revisions to it.

This statement will be displayed prominently at all of our premises and made available to other stakeholders – on request.

Rick Marshall – Chief Executive Officer LMG

1.1 ORGANISATION,MANAGEMENT AND RESPONSIBILITIES

1.1.1 Organisation Structure For Health and Safety

LMG’s Senior Management Team and Line Managers are responsible for taking action toensure thatan adequate standardof health, safety and welfare is achieved at all times.

This duty encompasses all aspects of LMG’s work which could affect employees,employees of other companiesandthe public. The healthand safety policysets outthe policy objectives of the Senior Management Team.

1.2 Management and Responsibilities

1.2.1 General All staff must ensure that they are aware of their own duties and responsibilities with respect to health and safety by complying with instructions issued by authorised staff and by pointingout apparent non–compliances. All staff are expected to advise senior staff of any deficiencies in the arrangements for their own health andsafety and that of others. The responsibilities of the staff and management are deliberately designed to overlap.This reflects the beliefthat the achievement of the policies of LMG requires cooperation at all levels. Listed below are the detailed responsibilities of those Line Management personnel who are specifically concerned with health andsafety matters.

1.2.2 Key Personnel It will be the responsibility ofall Directors to:

• Accept their individual role in providing leadership on the management of health and safety issues.
• Recognise personal responsibilities and liabilities under statutory requirements relating to occupational health and safety.
• Ensure that suitable arrangements have been made for the preparation and appropriate review of an adequate Policy.
• Read and understand this Policy and know the principal statutory requirements affecting it.
• Ensure that the decisions they make have due regard for health and safety and the objectives identified in the Policy.
• Ensure that the appropriate resources –including those relating to finance –are provided to meet the objectives, arrangements and standards identified in the Policy.
• Ensure that appropriate arrangements are in place to meet the standards set for the organisation in the Policy.The arrangements must include systems that plan, organise, control,monitor and review the preventive and protective measures.
• Administer the Policy throughout the organisation by appointing a person responsible for the co–ordinationand day–to–day running of its arrangements.
• Secure an environment where employees are consulted on matters relating to health and safety and are encouraged to become actively involved in the prevention of accidents –in line with the Policy.
• Undertake to keep informed of relevant health and safety management issues, failures within the organisation and the findings of any investigations.
• Undertake to review health and safety performance in areas of personal and collective responsibility to ensure that this Policy remains effective.
• Undertake to consult those appointed to provide health and safety assistance where clarification or assistance is required in the implementation of this Policy.

• Set a personal example –in line with the Policy –and seek to become involved in aspects of its administration as specified.
• Insist that sound working practices are observed –as laid down in the Policy.
• Sanction appropriate disciplinary procedures against any member of staff who fails to adequately carry out their health and safety responsibilities.
• It will be the responsibility of the Director (nominated as having specific responsibility for health and safety) to:
• Read and understand the Policy for health and safety and know the principal statutory requirements affecting it.
• Ensure that steps are taken to make sure that the Statement and Policy for health and safety is brought to the attention of all employees and that each person is aware of their individual responsibilities under it.
• Ensure that copies of the Policy are available on the premises and are made available for reference on request.
• Ensure that the health and safety programme is managed to maintain the standards set out in the Policy.
• Ensure that the Policy and assessments of work activities are reviewed and revised –when appropriate –and that all copies are updated.
• Ensure that health and safety factors are taken into account in the selection and placement of personnel and that employees are provided with the necessary information, instruction,training and supervision.
• Ensure that sound working practices are observed as laid down in the Company Policy and that work is planned and carried out in accordance with the statutory requirements.
• Ensure that all health and safety records are maintained in accordance with the Company Policy for health and safety.
• Arrange regular meetings with the other Directors –in accordance with the Company Policy –to discuss health and safety issues. Records are to be kept of all meetings and follow–up action.
• Reprimand any member of the staff failing to discharge satisfactorily their responsibilitiesfor health and safety.
• Set a personal example as regards health and safety issues.
• Undertake to consult those appointed to provide health and safety assistance in executing these duties and where clarification or assistance is required in relation to this Policy.

1.2.3 H&S Co–ordinator Regulation 7 of the Management of Health and Safety at Work Regulations 1999 requires the appointment of adequate numbers of ‘competent persons’ who are to assist the employer in complying with obligations under all health and safety legislation. Peter Parr, the Health and Safety Co–ordinator,has been appointed by the Company to perform this function.It will be his responsibility to:

• Advise on the preparation, promulgation and review of the risk assessments made under the Management of Health and Safety at Work Regulations1999, specific assessments made as required by other statutory requirements and the Policy for health and safety.
• Give advice to management(and others) as requested on:
  • legal requirements affecting health, safety and welfare;
  • prevention of injury and damage through safe systems of work and the introduction of appropriate control measures;
  • provision,selection and use of protective clothing and equipment;
  • new working methods, equipment or materials which could reduce risk;
  • proposed changes in legislative requirements.
  • Where appropriate liaise with the Enforcing Authorities on behalf of the Company.
  • Report notifiable occurrences to the appropriate enforcing authority, in accordance with the requirements of the Policy and the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995.
  • Carry out investigations of all accidents in accordance with managerial and Policy requirements–making appropriate recommendations for remedial action to prevent recurrence.
  • Carry out inspections and audits at appropriate intervals to determine compliance withand adequacy of procedures.
  • Provide adviceon health and safety training requirements.
  • Generate and pursue health and safety initiatives and activities to support the development of this Policy.
  • Lead in the establishment and maintenance of an effective safety management system.
  • Promote the effective communication and dissemination of relevant information.
  • Keep abreast of developments in health and safety legislation, guidance and best practice and advise accordingly on appropriate changes.

In addition to these duties,the Health and Safety Co–ordinator will also be responsible for ensuring standards are met in relation to health andsafety at the Head Officepremises. As such, it will be their responsibility to:

• Ensure that all office work equipment is safe and is fitted with necessary protective safeguards in accordance with the manufacturers recommendations and the requirements of the Company policy for health and safety.
• Ensure that all buildings, plant, machinery and equipment are subject to a programme of regular maintenance, inspection and test in accordance with the Policy and any other relevant standards.
• Ensure that premises are laid out to ensure appropriate standards of health and safety are met.
• Ensure the maintenance of fire prevention and fire precautions measures within the Company; the testing offire alarm and emergency lighting systems on a regular basis and the exercising of fire evacuation drills in accordance with the requirements of the specific fire risk assessment and fire certificate.
• Where appropriate, maintain statutory records and registers.
• Control the work of contractors on site in accordance with the requirements of the Company Policy.
• Ensure that statutory documentation and first–aid equipment is ordered and displayed where appropriate.
• Ensure that any hazards thatare reported are rectified immediately in accordance with the Company Policy for health and safety.
• Ensure that only competent persons are permitted to carry out repairs and modifications to work equipment.

In addition to these duties and – so far as is reasonably practicable – without detriment to other duties provide assistance and support in relation to health and safety aspects of any project when requested.

1.2.4 Managers and Team Leaders It will be the responsibility of all Managers and Team Leaders to:

• Accepttheir individual role in ensuring the health,safety and welfare of those persons under their control.
• Recognise personal responsibilities and liabilities under statutory requirements relating to occupational health and safety.
• Read and understand this policy and know the principal aspects of it affecting their areas of control.
• Ensure that the decisions they make have due regard for health and safety and the objectives identified in the Policy.
• Ensure that appropriate resources –including those relating to finance –are provided to meet the objectives, arrangements and standards identified in the Policy.
• Ensure that health and safety factors are taken into account in the selection and placement of personnel in their areas and that employees are provided with the necessary information, instruction, training and supervision –in–line with the Policy.
• Ensure that steps are taken to bring to the attention of all employees this policy (including the statement) and that each person is aware of their individual responsibilities under it.
• Ensure that employees under their control are informed and consulted about relevant health and safety issues to enable them to actively participate in the prevention of accidents.
• Ensure that risk assessments have been completed for the areas within their control and that work is planned in accordance with the arrangements and standards identified in this Policy and any specific risk assessments completed in relation to work under their control.
• Ensure that the procedures identified within the Policy are implemented to reduce risks arising out of activities in areas of their control.
• Insist that sound working practices are observed; that all registers, records and reports are in order; materials are delivered and stacked to avoid double handling; plant is safely positioned; hazardous materials are marked and used in accordance with specific risk assessments; and that electrical supplies are safely installed and maintained in accordance with the arrangements specified in this Policy.
• Ensure that good housekeeping practices are adopted within their areas of responsibility.
• Reprimand any memberof the staff failing to discharge satisfactorily their responsibilities set out in this policy and that appropriate personal protective equipment is worn where necessary.

• Ensure that all hazards or complaints notified to them are appropriately investigated and that any defects are dealt with as soon as possible –or adequate steps are taken to reduce any risk arising out of them.
• Ensure that site emergency arrangements are in order and that accidents are investigated and reported inaccordance with the Policy.
• Regularlymonitor site activities to ensure compliance withany site rules and the standards set out in this Policy.
• Undertake to consult those appointed to provide health andsafety assistancewhere clarification orassistance is requiredin the implementation of this Policy.
• Undertake to keep informedof relevanthealth and safety management issues or failures within theorganisation and the findings of any investigations.
• Set a personalexample –in line with the Policy –and seek to become involvedin aspectsof its administrationas specified.

1.2.5 Staff

It will be the responsibility of all staff to:

• Read and understand the Company Policy for health and safety and carry out work in accordance with its requirements.
• Comply with safe working procedures in accordance with any information,instruction, training and supervision provided by the Company.
• Use all equipment in accordance with any information,instruction,training or supervision provided by the Company.
• Ensure that they carry out no repair or modification of any work equipment, unless they have been trained and authorised to do so by the Company.
• Ensure that they are familiar with the arrangements that relate to obtaining first–aid and the procedures in the event of a fire, accident or other emergency.
• Report any defects or damage in work equipment, personal protective equipment or environment to their Manager.
• Report any accident, however minor, to their immediate Manager, Team Leader or appropriate first–aider.
• Ensure that clothing and particularly footwear worn is appropriate from a safety standpoint.
• Suggest ways of eliminating hazards and improving working methods.
• Obey instructions given by their Managers or others appointed to take charge (such as fire–wardens and first–aiders) in the case of emergencies.
• Warn new employees, particularly young people, of known hazards.
• Ensure that – where appropriate – they are aware of Clients or Principal Contractors arrangements for ensuring health and safety.

1.2.6 Contractors,Consultants,VisitorsandOthers Consultation will take place where appropriate in accordance with Section 2 of the Health and Safety At Work etc.Act 1974, the Managementof Health and Safety at Work Regulations 1999 and the Health and Safety (Consultation with Employees) Regulations1996.

• It is intended that an appropriate number of representatives for employee safety will be consulted on matters relating to health and safety.In particular, these matters will relate to the:
• introduction of any measure at the workplace that will substantially affect the health and safety of employees.
• arrangements for nominating competent persons under the requirements of the Management of Health and Safety at Work Regulations 1999.
• health and safety information to be provided to employees under statutory requirements.
• details relating to any health and safety training planned or organised.
• health and safety implications of the introduction of new technologies into the workplace.
• The Company will formally request that representatives are nominated to participate in the consultation process from each operational unit. For those representatives nominated, appropriate information,training and time will be provided to enable them to fulfil their obligations under the requirements.
• Formal consultation will normally be facilitated by means of staff and team meetings and will be included as an agenda item at each of these whenever held. This will provide the formal channel for communication and consultation on health and safety matters.
• Any views expressed in relation to any health and safety matter will be recorded and taken into account infuture decisions – after consultation with the Health and Safety Coordinator.
• In general, suggestions or comments on ways in which the health and safety programme can be improved will always be considered by the management team and should be directed –in the first instance –to the Health and Safety Coordinator.

These arrangements should be read in conjunction with LMG Site Procedures Manual for Sub–contracting Companies. The Company will plan, co–ordinate, control and monitor the activities of contract companies on their premises and sites, to effectively minimise the risks presented to employees, other persons and the public. In circumstances where contractors are carrying out ‘construction work’ for the Company, these arrangements must be read in conjunction with those provided under ‘Construction work completed under the CDM requirements’. The Operations Manager or a competent, named, Company individual will be appointed to co–ordinate each contract. They will be responsible for:

1.2.7 Selecting,co–ordinating and monitoring competent contractors The Company will only use contractors who have proved able to discharge their primary responsibility to safeguard their employees and other persons who may be affected by their undertakings. This will be administered in the form of an approved list of contractors that will describe the contractor capabilities and limitations. The list will be regularly reviewed and sanctions will be applied as a result of poor health and safety performance including written warnings, suspension, financial penalties and removal from the approved list. The following details will be used to evaluate the suitability of a contractor:

• Safety policy document.
• Understanding of general site rules and communication to all employees. Quality of information supplied on hazards, risks and controls.
• Standard of “method statement”.
• Application of national and European codes and standards.
• Condition of plant and equipment.
• Competence and attitude of employees.
• Induction and training of temporary workers and subcontractors.
• Effectiveness of contractor’s supervisory arrangements (this will depend on skills mix and complexity of the task).

1.3 Past health and safety performance. Where the Company appoints contractors to carry out ‘construction work’ under the requirements of CDM,further assessment may be required relating specifically to their competency and resources.The Company arrangements under ‘Construction work completedunder the CDM requirements’ must be referred to in these nstances. Producing proper specifications, exchanging necessary information and requesting method statements that deal with the health and safety issues. Contractors are to be given adequate information detailing the following:

• Any Company health and safety procedures that may affect them whilst on site.
• Any special health and safety hazards at their work location arising out of the Company activities.
• Arrangements for the segregation of work areas.
• The control of access to the premises; equipment to be used; hazardous activities –including any permits towork.
• Emergency procedures including the identity of those nominated to take charge in such an event.
• Arrangements made in relation to the provision of welfare and first–aid facilities.

The contractor will be required to carry out a risk assessment relating to the work to be undertaken and produce a method statement detailing the required health and safety procedure.The risk assessment and method statement must be submitted to the Company contact for approval, prior to commencement of the work. Maintaining regular effective two–way communications that accommodate changes and unforeseen problems promptly –including at least daily visits and out of normal hours communications. No deviation from the agreed method statement shall be permitted without prior approval from the Company contact. The person responsible for liaising with the contractor will undertake monitoring of the contractor’s performance during the work activities. They should quickly bring to the contractor’s attention any shortfalls in performance relating to health and safety matters and require the contractor to take the necessary remedial or corrective action Informing all staff who are likely to be affected by the work, of the nature and timing of the work activities. This will include any specific health and safety arrangements that need to be considered as a result of the work. Ensuring that any of the contractors/sub–contractors operatives working on the premises or sites have been made aware of the local health and safety rules and emergency procedures. Ensuring that appropriate records are maintained including:

• Contractor appraisals, questionnaires and other assessment records.
• Clear contracts, specifications and method statements supplied by contractors.
• Records of health and safetyinformation provided to contractors includingany particular rules.
• Minutes of pre–contract and formal meetings between the Company and the contractor.
• Accident and dangerous occurrence records.
• Copies of all permit to work forms.
• Monitoring and safety inspection records.

Ensure that on completionof the work any relevant documentation is obtained, that all equipment and material has been removed and that working areas have been left in a safe condition. Any damage to fixtures, fittings, floor surfaces etc. should be reported to the contractor and made good by them. All employees will be expected to report danger to their Manager or Team Leader, who will be expected to either:

• Stop the work if serious or imminent danger to persons or property other than the contractor’s employees is foreseen.
• Notify the individual responsible for co–ordinating the work by telephone or in writing –depending on the circumstances.

1.4 Visitors and Others The Company will plan, co–ordinate, control and monitor work activities to effectively minimise the risks presented to any visitor. Where possible –any special arrangements required by the visitor(s) must be determined before arrival by those whom they are visiting. This may extend to cover the bringing of vehicles; other machinery and/or substances into offices or onto site and the provision of facilities for disabled persons or those with language difficulties.

Upon arrival, all visitor(s) must complete required details in the appropriate site register or visitors’ book. Where local procedures apply at a Clients premises or on a construction site controlled by a Principal Contractor, these rules will take precedence. Visitors must sign out before leaving any site or Company premises and company property (including any visitor badge where issued) must be returned.

Visitors must be informed of the risks to which they may be exposed whilst on the premises or site and of the emergency arrangements –including the location of assembly points.

Where local procedures apply at a Clients premises or on a construction site controlled by a Principal Contractor, these rules will take precedence. Visitors must be informed of any applicable emergency procedures. Where an emergency arises during the visit, their host will ensure that visitors are accompanied to a place of safety and that they comply with any applicable procedures. Where visitors or employees encounter any problems, these should be reported to their Manager, Team Leader or the Health and Safety Co–ordinator immediately so that corrective action can be taken.

Adequate supervision must be maintained while the visitor is on site. This includes ensuring the safe handling, transport and use of any articles and substances and must be adequate to prevent the visitor from straying into hazardous areas or exposing themselves to danger.

Security arrangements must be adhered to when visitors enter any Company building or site. Where a visitor is required to enter an area where controlled access arrangements apply, access must be authorised and monitored by the responsible person.

Visitors will be required to use any personal protective equipment that is necessary to safe guard their health and safety. This will be issued at the time of the visit. Where visitors are involved in an accident whilst on Company premises or sites, they must be treated and the circumstances reported in accordance with this Policy.

Where an incident results in a visitor’s admittance to hospital, he or she must be accompanied by a responsible person. The Health and Safety Co–ordinator must keep records of follow–up action and any subsequent communication between the visitor and the company. All employees must seek approval from their Manager or Team Leader before arranging for a visitor to come onto site.

Employees must take responsibility for visitors in their care and should ensure that the requirements of this policy are adhered to at all times. Additional care and attention must be taken where children or disabled visitors enter the premises.

Children are not permitted on the premises without the express permission of the Health and Safety Co–ordinatoror his representative. A responsible person must accompany children at all times. A child is someone who is under the age of 16 years. CDM Regulations

The Company will plan, co–ordinate, control and monitor all site and installation activities to effectively minimiser the risks presented to employees, other persons and others who may be affected by our activities. For all site activities, the Operations Manager will –prior to the commencementof the work and in consultation with the Health and Safety Co–ordinator if appropriate –determine whether the work is subject to the requirements of the Construction (Design and Management) Regulations 2007–as amended (CDM). WhereCDM applies to the work and the Company is to carry it out under the control of a Principal Contractor,the Operations Manager will ensure that arrangements are in order to:

• co–operate with the Principal Contractor –so far as is necessary for reasons of health and safety;
• provide thePrincipal Contractor with any information (for example, a relevant part of a risk assessment or method statement) which might affect a person’s health and safety or justify a review of the health and safety plan;
• comply with any directions provided by the Principal Contractor and any rules contained in their health and safety plan;
• provide the Principal Contractor with any information they are required to notify under the Reporting of injuries, Diseases and Dangerous Occurrences Regulations 1985 (RIDDOR) and any other relevant information; and
• ensure that all employees are provided with the name of the Planning Supervisor, the Principal Contractor and the relevant contents ofthe health and safety plan.

Where CDM applies to the work and the Company is to carry it out as a Principal Contractor nominated by the Client,the Operations Manager will ensure –in consultation with the Health and Safety Co–ordinator if appropriate–that arrangements are in order to:

• prepare an adequate health and safety plan containing (until theend of the construction phase) information detailing the arrangements for ensuring the health and safety of those involved in the work and those whomay be affected by it and information regarding site welfare arrangements;
• establish co–operation between other contractors involved in the work;
• ensure that both contractors and employees comply with any rules in the health and safety plan;
• ensure that only authorised persons are allowed into any area where the work is being carried out;
• ensure that the details contained in the notification of project is displayed in a readable condition and in a position where it can be readily seen by any person working on the project;
• provide relevant information to the Planning Supervisor for inclusion in the health and safety file;
• give reasonable directions to contractors, including any rules for the management of the work detailed in the health and safety plan;
• ensure that every contractor working on a project is provided with comprehensible information on the health and safety risks arising from the work;
• ensure that every contractor involved in the project provides information relating to risk assessments and any subsequent health and safety training provided by them;
• ensure that all employees and the self–employed working on a project are able to discuss and offer advice on matters connected with the project where their health and safety may be affected; and
• co–ordinate the views of all employees (or their representatives) at work on project where necessary for reason of health and safety.

The corporate goal of LMG is to be organised in such a way that the technical, administrative and human factors affecting the quality of its services, will be under control and relevant to the expectations and needs of its customers.

The policies, objectives and responsibilities for quality are defined and documented in the Quality Manual and LMG will ensure that they are understood, implemented, reviewed for suitability and maintained at all levels by senior management.

LMG is committed to complying with the requirements and the continuous improvement of the effectiveness of the quality management system and ISO 9001: 2008.

The primary aims of LMG are:

• To be recognised as the leading UK provider of Managed Infrastructure Services, Infrastructure Connectivity Solutions and Intelligent Building Solutions.
• To grow the business in a controlled and sustainable way
• To continue to innovate and deliver value to the customer
• To improve communications with our customers

The strategic objectives of LMG are:

• To improve the profitability of the business by maximising revenue and profit through innovation and customer service
• To endorse a culture of ‘customer first’ and continual service improvement philosophy
• To ensure staff are appropriately trained, inspired and empowered to deliver the companies service solutions.
• To maintain and continue to develop operational excellence

The services provided include:

a) The design, implementation and management of network infrastructures to support the distribution and/or transfer of information including, but not limited to, voice, data, video, security and building management information.

b) The design, management and support of related Management Information Systems.

LMG recognises that the quality of the services it provides will be directly affected by the individuals who represent it and the manner in which they use their skills, knowledge and materials.

Each person employed by LMG, whether as an Employee or as a preferred partner, is individually responsible for – and expected to give a commitment to – the production of work of the highest quality within his or her ability.

As Chief Executive Officer, mine is the overall responsibility for ensuring that the quality of the LMG staff, organisation and work practices is of an acceptable standard of excellence

 

LMG acknowledges their responsibility under the Health & Safety at Work Act and recognise our duty of care and undertake to maintain safe systems effecting the health and welfare of our employees.

This policy has been created to protect employees and to ensure that the business is not put at risk.

This policy is designed to cover all our projects as well as non project work.

LMG will ensure that no-one under our control is exposed to risks at or on site.

Where the use or operation of a machine or equipment or a method of working constitutes a danger to the employee or another person; or where site conditions constitute a danger to the employee, the employee may refuse to work.

LMG will not discipline, discharge, suspend, lay off or demote an employee or impose any financial or other penalty on an employee who invokes the Refusal to Work Procedure.

All issues relating to the Refusal to Work Procedure must be forwarded to the HR and Health and Safety Manager.

The Escalation for resolving a refusal to work is through the senior person on site in the first instance. If an agreement cannot be made, the Project Manager or the HR Manager will be contacted and the Refusal to Work Procedure instigated. The MD will be kept informed.

The employee raising the Refusal to Work Procedure will be informed of decisions throughout the process.

All employees will be briefed on the Refusal to Work Procedure which follows.

Ieuan Rowe – Director responsible for Health and Safety – January 2014

 

The Health & Safety at Work Etc. Act 1974 requires LMG to ensure, so far as is reasonably practicable, the health and safety of our employees and anyone else who may be affected by our acts or omissions.

The purpose of this Policy is to ensure that all employees are aware of the manner in which LMG give the opportunity to stop working, should employees consider the working environment or the working practice to be unsafe.

In order to carry out this policy, responsibilities for health and safety have been clearly defined, allocated and accepted at all levels. All employees must play their part in implementing this policy if safety standards are to constantly improve. The Refusal to Work process is as follows:

• If an employee (individual) believes that a task or condition will endanger either themselves or others, work should cease and the situation be immediately reported to the person in charge (Line Manager or similar) on the site or premises concerned.
• The situation will then be reviewed by the person in charge and consideration will be given to the safety impact on the individual and others. Where ever possible, immediate and appropriate action must be taken to resolve the situation.
• As a result of the review, the system of work will either be confirmed as safe or amended. If the individual is satisfied with this outcome, the will resume work.
• If the individual remains dissatisfied, the person in charge will contact the LMG Managing Director/Senior Manager providing all the relevant details/background to the situation.
• If the situation cannot be resolved, a review will be undertaken by the Managing Director/Senior Manager against all legislative standards and industry best practice to determine the safety impact of the task or condition.
• If the review fails to produce a satisfactory outcome, the disputed system of work will cease and LMG’s Health & Safety Manager and the customer will be informed as soon as practically possible.
• The Health & Safety Manager will liaise with the customer and consider the disputed working arrangements, making any necessary changes and advise the Managing Director/Senior Manager accordingly.
• Changes to working arrangements will be documented and implemented by the Managing Director/Senior Manager. This may include amendments to internal Procedures, Work Instructions, Processes, Risk/COSHH Assessments. Additional levels of training and competence may be required by individuals or further briefings as appropriate.
• Full details of the eventual, agreed outcome will be forwarded to the complainant and the customer where appropriate. Suitable records will be maintained.
• Should the complainant still be dissatisfied with the system of work, LMG will provide independent arbitration from an external source. LMG will undertake to follow the arbitrator’s advice.
• Should the arbitrator uphold LMG’s safe system of work and the complainant still refuse to work, LMGwill implement the company disciplinary procedure.

The arrangement in place to implement this policy form part of the company’s day to day operational procedures and as such are reviewed on a continuous basis.

Where opportunities for improvement in safety standards or safety problems are identified they will be tackled promptly, with sufficient resources, to ensure that they are adequately dealt with, implemented and briefed to all employees.

 

 

Ieuan Rowe – Director responsible for Health and Safety – January 2014

LMG has established a code of ethics to:

• define accepted/acceptable behaviours;
• promote high standards of practice;
• provide a benchmark for employees and stakeholders to use for self evaluation;
• establish a framework for professional behaviour and responsibilities;
• use as a vehicle for occupational identity;
• use as a mark of occupational maturity.

We the Directors, stakeholders and employees,in recognition of the importance of our activities in affecting the quality of life throughout the world, and in accepting a personal obligation to our industry, its members and the communities we serve, do hereby commit ourselves to the highest ethical and professional conduct and agree:

1. to accept responsibility in making decisions consistent with the safety, health and welfare of the public, and to disclose promptly factors that might endanger the public or the environment;
2. to avoid real or perceived conflicts of interest whenever possible, and to disclose them to affected parties when they do exist;
3. to be honest and realistic in stating claims or estimates based on available data;
4. to reject bribery in all its forms;
5. to improve the understanding of technology, its appropriate application, and potential consequences;
6. to maintain and improve our technical competence and to undertake technological tasks for others only if qualified by training or experience, or after full disclosure of pertinent limitations;
7. to seek, accept, and offer honest criticism of technical work, to acknowledge and correct errors, and to credit properly the contributions of others;
8. to treat fairly all persons regardless of such factors as race, religion, gender, disability, age, or national origin;
9. to avoid injuring others, their property, reputation, or employment by false or malicious action;
10. to assist colleagues and co-workers in their professional development and to support them in following this code of ethics.

 

Ieuan Rowe – Director responsible for Corporate Social Responsibility – January 2013