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Dream Chaser Youth Club fully accepts the obligations placed upon it by the various Acts of Parliament covering health and safety. The Dream Chaser Youth Club requires its Chief Executive to ensure that the following policy is implemented and to report annually on its effectiveness.



This policy has been prepared and published under the requirements of Health & Safety at Work legislation. The purpose of the policy is to establish general standards for health and safety at work and to distribute responsibility for their achievement to all managers, supervisors, and other employees through the normal line management processes.


Chief Executive

The Chief Executive has overall responsibility for the implementation of the Dream Chaser Youth Clubs policy. In particular he is responsible for ensuring that the policy is widely communicated and that its effectiveness is monitored.

Directors and Senior Managers

These managers are wholly accountable to the Chief Executive for the implementation and monitoring of the policy within the area of their specified responsibility.

Safety Officer


The Safety Officer is a nominated manager responsible for co-ordinating effective health and safety policies and controls across the organisation.


The Safety Officer is responsible for:

  • the production and maintenance of the Dream Chaser Youth Clubs policy and ensuring that Department Guidelines are consistent with policy;

  • its application;

  • monitoring and reporting on the effectiveness of the policy;

  • the provision of general advice about the implication of the law;

  • The identification of health and safety training needs. The safety officer also acts on behalf of the Chief Executive, as the Dream Chaser Youth Clubs formal link with the Health and Safety Executive, Environment Health Departments and other external agencies;

  • The production and maintenance of any health and safety documents or codes of practice as necessary for any relevant area of the Dream Chaser Youth Club services where this is required.

Responsibilities for Specific Workplaces

WORKPLACE SENIOR: Dream Chaser Youth Club

MANAGER: Director




Dream Chaser Youth Club believes that consideration of the health, safety and welfare of staff is an integral part of the management process. The provision of the Health and Safety at Work etc Act, associated Codes of Practice and other relevant Directives will be adopted as required standards within the Company. Responsibility for health and safety matters shall be explicitly stated in management job descriptions.

The Dream Chaser Youth Club requires managers to approach health and safety in a systematic way, by identifying hazards and problems, planning improvements, taking executive action and monitoring results so that the majority of health and safety needs will

be met from locally held budgets as part of day-to-day management, although many health and safety problems can be rectified at little additional cost.

For major additional expenditure, cases of need will be submitted by Directors to the Chief Executive.


If unpredictable health and safety issues arise during the year, the Chief Executive must assess the degree of risk, in deciding the necessary resources and actions to commit to addressing these issues.


It is the policy of Dream Chaser Youth Club to require departmental managers to produce appropriate departmental health and safety policies or guidelines. These should embody the minimum standards for health and safety for the department and the work organised within it.

It shall be the responsibility of the manager to bring to the attention of all members of his or her staff, the provisions of the guidelines, and to consult with appropriate Health and Safety Representatives about the updating of these guidelines. Suggested model contents of a guideline are:

  • a clear statement of the role of the department;

  • regulations governing the work of the department;

  • clear reference to safe methods of working, for example nursing procedures, manufacturers' manuals;

  • information about immediate matters of health and safety concern, such as fire drills, fire exits, first aid;

  • training standards;

  • the role and identity of the Health and Safety Representative;

  • names of specialist advisers who can be approached about the work of the department;

  • the manager responsible for organisation and control of work;

  • accident reporting procedures;

  • departmental safety rules;

  • fire procedures;

  • policies agreed by the Dream Chaser Youth Club.



It is the policy of Dream Chaser Youth Club to require a thorough examination of health and safety performance against established standards in each department, at least annually. The technique to be adopted for such examinations will be the "Safety Audit".

The Audit requires review of:

  • standards laid down in the policy;

  • departmental guidelines;

  • relevant regulations;

  • environmental factors;

  • staff attitudes;

  • staff instructions;

  • methods of work;

  • contingency plans;

  • recording and provision of information about accidents and hazards and the assessment of risk.

The information obtained by the Audit will be used to form the basis of the plan for the department for the following year.

The responsibility for ensuring that audit activity is carried out as part of this policy rests with the Chief Executive and will be carried out by the Safety Officer. Although the Audit remains a management responsibility, managers are required as part of this policy to seek the involvement of the appropriate Health and Safety Representative in the conduct of the Audit.

It is the management's responsibility to ensure that any deficiencies highlighted in the Audit are dealt with as speedily as possible.


In addition to carrying out Safety Audits, it is the responsibility of the department manager to have checked, at least quarterly, all portable equipment, including electrical appliances, in their area, and to ensure that all problems are immediately dealt with.


Managers have a continual responsibility for the elimination of hazards in order to maintain a safe working environment and will also be expected to carry out regular risk assessments in line with the Health and Safety Executive Guidelines; that is follow the 5 steps:

1. Identify the hazards

2. Decide who might be harmed and how

3. Evaluate the Risks and decide on precautions

4. Record the findings and implement the precautions

5. Review the assessment and update when necessary


Dream Chaser Youth Club will support Safety Representatives in carrying out their role and give all reasonable assistance. Safety Representatives will be encouraged to discuss specific health and safety issues with the relevant Head of Department. They may also formally report hazardous or unsafe circumstances to the Head of Department and will be formally notified of the remedial action taken or be given a reason why the action cannot be taken.



Health and Safety training shall be incorporated within annual training programmes, as part of the development of a systematic training plan. Health and Safety training needs will, therefore, be identified and planned for in the same manner as other training needs.


Four areas of need shall be given special priority:

  • training for managers, to equip them with an understanding of the manager's responsibilities under this policy, and the role and purpose of safety representatives;

  • training for safety representatives to enable them to discharge their function;

  • training for all members of staff to acquaint them with the main provisions of the law and its practical implication, the main features of this policy and key safety rules;

  • induction and in-service training for staff at all levels to acquaint them fully with new requirements and hazards.



The Dream Chaser Youth Club will operate systems for recording, analysis and presentation of information about accidents, hazard situations and untoward occurrences. Advice on systems will be provided by the Safety Officer, in conjunction, where appropriate with

specialist advisory bodies for example local Environmental Health Departments, and the responsibility for the operation of these systems rests with managers and supervisors at all levels. Information obtained from the analysis of accident statistics must be acted upon and, where necessary, bids for additional expenditure made to the Chief Executive.


The responsibility for meeting the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 (RIDDOR) to the Health and Safety Executive, shall rest with the Chief Executive as delegated to the Safety Officer.


Certain bodies and the individual members of those bodies, have always had a Health and Safety role, most notably, the Health and Safety executive, or local Environmental Health Departments. If further specialist advice is required, this may be obtained by Managers from expert individuals or bodies outside the Dream Chaser Youth Club.



It is the policy of the Dream Chaser Youth Club to obtain independent Occupational Health advice when required. Such services can include counselling on health and associated matters, investigation of hazards and accidents, environment studies, health interviews and employment medicals.



It is the policy of the Dream Chaser Youth Club to make provision for First Aid and the training of "First Aiders" in accordance with the First Aid Regulations (1982). The Safety Officer is responsible for ensuring the Regulations are implemented and for identifying training needs.


The Chief Executive is responsible for ensuring that the staff receive adequate fire training, and that nominated fire officers are designated in all Dream Chaser Youth Club premises. The Chief Executive delegates these responsibilities to the Directors.


In addition the Dream Chaser Youth Club will nominate a Fire Officer (this may be the Safety Officer or someone external to the Dream Chaser Youth Club) who will:

  • report and advise on the standard of fire safety in the Dream Chaser Youth Club's premises and the standard of fire training of its staff;

  • undertake overall responsibility for fire training;

  • assist in the investigation of all fires in the Dream Chaser Youth Club's premises and to submit reports of such incidents.



Procedures for the, condemnation and disposal of equipment are determined by the Chief Executive. Managers introducing new equipment should have such equipment checked initially by the Safety Officer.


Those Managers who have responsibility for food acquisition, storage, processing and serving, and staff induction and hygiene training, are responsible for ensuring that these functions are undertaken to the necessary legal standards. Any suspected outbreak of food poisoning or other unexplained and possibly food related incidents must be reported to the Safety Officer.



Managers are responsible for informing staff of safe lifting techniques. The Safety Officer will identify specific training needs and ensure training in lifting and handling is provided to staff who require it.



Dream Chaser Youth Club policy is that there will be no smoking in its buildings. The overall aim is to reduce smoking and so save life, reduce risk of fire, prevent unnecessary illness and chronic disability. The rules relating to smoking on Dream Chaser Youth Club premises are available from Head Office. These rules also extend to e-cigarettes / vaping.


The Control of Substances Hazardous to Health Regulations (COSHH) require the Dream Chaser Youth Club to identify those substances which are in use and which are hazardous to health (as legally defined) and to assess the risk of those substances. The Dream Chaser Youth Club must also provide and use controls to prevent exposure to substances hazardous to health; maintain controls by monitoring exposure, or by health surveillance of employees; and provide information, instruction and training for employees on all these matters. The Safety Officer is responsible for implementing these Regulations.


All new computer installations must adhere to the British Standard Specifications and comply with the Health and Safety (Display Screen Equipment) Regulations 1992. All new employees operating such equipment are expected to read the Health and Safety Executive guidance entitled 'Working with Display Screen Equipment'. New employees who regularly use VDUs will be required to undergo sight screening.


Dream Chaser Youth Club is committed to the principles of the Working Time Regulations. No member of staff is expected to work more than 48 hours per week (including overtime) unless there are exceptional circumstances. Similarly all other requirements of the

regulations e.g. in relation to breaks, night workers etc. will be complied with.



The Health and Safety at Work Act requires each employee 'to take reasonable care for the Health and Safety of himself and of other persons who may be affected by their acts and omissions' and co-operate with management to enable management to carry out their responsibilities under the Act. Employees have equal responsibility with the Dream Chaser Youth Club for Health and Safety at Work.


The refusal of any employee to meet their obligations will be regarded as a matter to be dealt with under the Disciplinary Procedure. In normal circumstances counselling of the employee should be sufficient. With a continuing problem, or where an employee leaves

themselves or other employees open to risk or injury, it may be necessary to implement the formal stages of the Disciplinary Procedure.


Persons working in Dream Chaser Youth Club premises who are employed by other organisations are expected to follow Company Health and Safety Policies with regard to the safety of Dream Chaser Youth Club employees, their own personal safety (and that of other parties such as the general public if appropriate) and their method of work. This responsibility will be included in contracts or working arrangements.



The Dream Chaser Youth Club wishes to ensure that as far as is reasonably practicable, the Health, Safety and Welfare of visitors to Dream Chaser Youth Club establishments will be of the highest standard.


Any member of staff who notices persons acting in a way which would endanger other staff, should normally inform their Head of Department. If the danger is immediate, common sense must be used to give warning, call for assistance or give aid as necessary. It

is equally important not to over-react to a situation.


The Dream Chaser Youth Club wishes to ensure that as far as is reasonably practicable, the Health, Safety and Welfare of Contractors working in the Dream Chaser Youth Club's establishments will be of the highest standards. In addition, Contractors and their

employees have an obligation so far as is reasonably practicable to ensure all equipment, materials and premises under their control are safe and without risks to health.

Contractors must also observe the Company's Fire Safety Procedures. These obligations will be drawn to the attention of the Contractors in the contract document issued to them. In addition a Company Manager will be identified in the contract as having authority to stop the work of Contractors who are placing themselves, other staff, or visitors at risk. Any member of staff who judges there is a risk where contractors are working, should inform their Manager immediately.


In tendering, Contractors will be asked to confirm they have a written Health, Safety and Welfare Policy. The Dream Chaser Youth Club's Manager letting the Contract will be responsible for monitoring the Health and Safety performance of the Contractor and the Contractor's performance will be a factor in deciding whether or not to invite the Contractor to tender again.



Lighting, noise, temperature and humidity are factors which contribute to a safe working environment. An imbalance in any one of these can reduce people’s comfort and lower standards of safety.



Incorrect levels of lighting at work may result in eye-strain, fatigue and headaches. The natural or artificial lighting provided must be suitable and sufficient for safe operation and you must inform your line manager if you are concerned lighting is inadequate.


The amount and type of lighting depends on the task being performed, i.e. the details of the work, plus the background lighting, amount of daylight or reflected illumination and the brightness of surrounding surfaces.


Noise is any unwanted sound. Excessive noise can be produced from machinery, traffic, building works, people talking, whistling, singing and any manner of work activity. However, the effect of it will largely depend upon its loudness and duration. Low levels can cause annoyance and distraction but prolonged exposure to high levels, usually from machinery, may result in temporary or permanent hearing loss. Work colleagues may disturb your concentration by making excess noise. There are many ways of reducing the effects of noise at work such as isolating, insulating or silencing the source. Buying less noisy machines could also be considered or suitable ear protection worn when provided. ‘Polite’ reminders to work colleagues if they are the source may help! If you have a noise concern, please discuss with your line manager.


The Youth Club has a responsibility to ensure that a reasonable temperature is maintained in all buildings. What temperature is considered reasonable will vary between individuals. It will also be affected by other considerations such as time of year, work activity, background heating, air circulation and clothing. As a general guide, the temperature of buildings is governed by the Workplace

(Health & Safety Welfare) Regulations 1992. The temperature should not be less than 16 degrees centigrade but the upper limit is not defined so the policy is to inform your line manager to take appropriate action if the workplace is uncomfortable.


Health and Safety Glossary of Terms:

Appointed Person: A nominated person who will take charge of an Emergency situation, e.g. summoning help from the emergency services.


Audit: An assessment of how safety is being managed.

C.O.S.H.H: Control of Substances Hazardous to Health.

Competent Person: Somebody with sufficient knowledge, understanding, training and experience.

DSE User: Any employee who normally works with display screen equipment for more than one hour (without breaks) per day regularly or 5 hours per week on regular basis.

DSE: Display Screen Equipment – any alphanumeric or graphic display screen regardless of the display process employed, with some

exceptions as defined in the Health and Safety (Display Screen Equipment) Regulations 1992 guidance.


First Aid: To preserve life, prevent deterioration, and promote recovery until expert medical help is available.


H.S.E.: The Health and Safety Executive. Hazard. Something with the potential to cause harm. Inspection. A thorough examination of the premise or work area and procedures.


Manual Handling: Any transporting or supporting of load or pushing. This includes lifting, lowering, pulling, pushing, carrying or moving by hand or bodily force.


Minimal Handling: The moving of loads and people only when necessary and by making full use of appropriate manual handling equipment.


R.I.D.D.O.R: The reporting of injuries, Diseases and Dangerous Occurrences Regulations.


Risk: The likelihood of the harm of the hazards being realised.

Safe system of Work: Written procedures to be followed by all staff in order that a process or activity can be carried out safely.


So far as is reasonably practicable: When the level of risk is compared with the cost of the protective measure in terms of time,

effort or money.

VDU: Visual Display Unit.

Working Alone: Any working practice that involves an employee or volunteer undertaking their duties alone with no easy means of access to, or contact with another employee or volunteer.


Workplace: Anywhere an employee or volunteer is undertaking his/her work.


Workstation: Work chair and work desk or work surface and the immediate work environment.


Risk Assessments:

It is statutory requirement to carry out risk assessments. An assessment for risk is identifying what in your work or in the area under your control could cause harm to people. Below is a step- by-step guide to carrying out a risk assessment.

Step 1: Look for Hazards:

Walk around your workplace and look afresh at what could reasonably be expected cause harm. Ignore the trivial and concentrate only on significant hazards, which could result in serious harm or affect several people. Ask colleagues what they think. They may have noticed things, which are not immediately obvious.

Step 2: Decide Who Might Be Harmed and How.

Consider people who may not be in the workplace all the time, e.g. tenants, visitors, etc. Is there a chance that any of these people could be hurt by hazards in your work place?

Step 3: Evaluate the Risks arising from the Hazards you have identified.

Even after all precautions have been taken, usually some risk remains. What has to be decided for each significant hazard is whether the remaining risk is high, medium or low and can any of the following be applied.

  • Eliminate the risk by discontinuing the hazardous activity altogether.

  • Separate the hazardous activity from people.

  • Reduce the number of people exposed to the risk.

  • Reduce the period of exposure.

These steps should be considered as part of a safe system of work.

Step 4: Keeping Records.

A written record must support an assessment. The record should contain at least the following information.

I. A description of the process/activity assessed.

II. Identification of the significant risks.

III. Identification of any group of workers at risk.

IV. Date of assessment.

V. Name of person(s) carrying out the assessment.


Records can be kept on paper or by electronic means as long as they retrievable.

Step 5: Assessment Review.

An assessment must be kept up to date and must be reviewed periodically to ensure that it remains valid.

Factors that require an automatic re-assessment include:

I. A change of legislation

II. A change in control measures.

III. Any significant change in the work carried out.

IV. Transfer to new technology.

V. Any other reason to suspect that the original assessment is no longer valid or could be


Reporting accidents, injuries and diseases.

It is very important that you know what to report and record an accident/injury in your workplace or off site. The Dream Chaser Youth Club recognizes and accepts our responsibilities, as required under the Reporting of injuries, Diseases and Dangerous

Occurrences Regulations 1995 (RIDDOR), to report any injuries, categorized below, to the Health and Safety Executive. In order for the Organization to comply with this the procedure outlined below must be followed when an injury occurs. If an accident occurs at your place of work, you must tell your line Manager as soon as possible. Enter any accident into Accident Book, which is kept at all offices. (The accident book is kept in the kitchen area). Should an accident occur off-site then if it is another agency office it will need to be reported in both their accident book and ours? The Dream Chaser Youth Club may result in practice and procedures

being changed to prevent similar occurrences. Any accident at work which result in you being of work for more than three days, or which requires a visit to the hospital, has to be reported via your Line Manager to the Health and Safety Executive. If you are involved in an accident whilst visiting other premises, you must make yourself aware of their policies and follow their

procedures. You must also tell your line Manager who will follow up the report.


The Dream Chaser Youth Club will provide first aid cover, in providing this cover the Health and Safety (First Aid) Regulations and the Approved Code of Practice Guidance, will be used as basis for minimum standards.


The appointed First Aider will be responsible for the following:

I. Ensuring the First Aid Box contains the required equipment and is checked monthly.

II. Recording all treatment provided for an employee or volunteer ( in addition to the accident recording form)


The Dream Chaser Youth Club will ensure that there is at least one fully trained certificated first aider in the team. Every three years a fully trained certificated first aider will receive a two-day course. Sufficient quantities of the following items should always be available in every first aid box or container.

  • One guidance card – standard provision with first aid box

  • Twenty individually wrapped sterile adhesive dressings (assorted sizes) appropriate to the work environment (which must be detectable for the catering industry)

  • Two sterile eye pads, with attachment,

  • Six individually wrapped triangular bandages.

  • Six safety pins.

  • Six medium sized individually wrapped sterile un medicated wound dressings (approx. 10 cm x 17.5 cm)

  • Two large sterile individually wrapped un medicated wound dressing (approx. 13 cm x 9 cm)

  • Three extra large sterile individually wrapped un medicated wound dressing (approx. 28 cm x 17.5 cm)

Fire Safety:

You must make your self aware of the fire procedure. Please make sure you know the escape routs and assembly points. If you discover a fire then staff and residents should immediately vacate the premises at the nearest exit and await the Fire Brigade. Staff should not re-enter the building under any circumstances until the Fire Brigade has stated that the building is safe. The

contacting of the Fire Services should be undertaken from an alternative venue or mobile phone.

Basic Fire Procedure

Should anyone discover a fire you must:

▪ Raise the alarm and operate the nearest fire alarm, there are call points by all exit routes at all UK Youth sites;

▪ Call 999 from a safe position;

▪ Help with evacuation of the building if you can;

▪ Onlytacklefiresusingthecorrectfireextinguisherprovidedifyouhavebeentrainedand feels confident enough (there are extinguishers by exit points), and, without taking any personal risks.

▪ Do not enter smoke filled rooms and never let a fire or smoke get between you and the exit.

▪ You must NOT attempt fire–fighting if you feel that a fire is becoming out of control - get out and leave it to the fire brigade, you are more important than the property.

If the fire alarm sounds, you must:

▪ Leave the building by the nearest exit immediately, do not use any lifts;

▪ Make sure all doors are closed;

▪ Go to the fire assembly point, where the fire marshal will do a roll call for people working that day

▪ Do not stop to pick up personal possessions on the way out. Do not re-enter the building until given the go-ahead by the fire marshal or fire brigade.

Lone Working:


The danger of lone working cannot always be foreseen or avoided. This Policy has been produced in order to raise everyone’s awareness to the possibility and dangers of lone working and to provide practical advice and guidance on minimising these dangers. The term “Working Alone” is used to define any working practice that involves an employee or volunteer undertaking their

duties alone with no easy means of access to, or contact with another employee or volunteer.

Examples of Risk Areas for Lone Workers:

I. Site visits

II. Late working

III. out of hours working

IV. Driving/traveling between visits

V. Walking/traveling between visits

VI. Violence and aggression.

It is vitally important that before any lone working is even considered that Dream Chaser Youth

Club support workers are conscious of the following three basics:

I. The Support Worker has full knowledge of the hazards and risks to which he or she is being exposed

II. The Support Worker knows what to do if something goes wrong.

III. Someone else knows the whereabouts of the Support Worker and what he or she is doing.

It is recognised as being the role of the Organisation Manager to identify and acknowledge the risks of lone working faced by employees or volunteers and Endeavour to provide a working environment and process designed to minimise those risks.

Step-by-step Lone Working Guide:

Off-site Visit:

  • Obtain as much background information as possible about the person you are visiting or where you are visiting. Check if there is a risk indicator on file.

  • If there is a know history of aggression the Organisation manager will authorise a course of action, such as should the visit be made and/or by more than one person/

  • Staff leaving the office environment should always complete a “booking out” procedure to ensure others know there they are. Details should be left of.

I. Time of appointment(s)

II. Time of Expected return

III. Any contact number or mobile telephone number.

IV. Who within the office will take responsibility to follow up should be a delay in the expected return.

  • If traveling by car makes sure that you have sufficient fuel for the journey, avoid using remote devices to open the door from distance, and only open the door when you are sure no other persons could be gain entry at the same time as yourself.

  • Remember to take with you any personal protective equipment provided for your safety.

  • This could include a personal alarm, a mobile phone or other communication device.

  • Outside daylight hours try to park in a well-lit area. Ina cul-de-sac or driveways park your vehicle in the homeward direction so that you can leave quickly if necessary.

  • Do not conduct interviews in bedroom, on balconies or on stairs.

  • Enter rooms after the client.

  • Try to keep closer to the exit door than your client does.


Out of Hours Working;

If making visits away from your normal place of work, you may also need to ensure your family/friends know of your whereabouts, the expected time of return and who to contact if you do not return at the stipulated time. When working in the Organisation make sure your family/friends know where you are and your expected time to return. Make sure you have access to an external telephone. Make sure your for escape routes are available and doors along the routes are not locked. If you have a car, try to park it in a secure area. If this is not possible park it a well-lit area. Do not invite people into building if you are working alone.

Lone Working Risk Assessments:

A risk assessment must always be undertaken for lone working. There may be work identified that is too dangerous for people to undertake alone, this means people will need to be assigned to the task. Preparation and planning can greatly reduce the risk associated with working alone. In many cases such planning can actually prevent violence and consequences of accidents. The following are some of the preparations that should be considered prior to working alone:

  • Check the records – is there a risk indicator?

  • Interviewing known potentially aggressive people – it is safer to do this in an office situation rather than their home. Try to arrange this.

  • Arrange interviewing at an appropriate time, for example, if you know a client drinks alcohol lunch times, schedule the meeting in the morning.

  • When interviewing in the office clear the area of all objects that could be used as a weapon.

  • If there is slightest suspicion that there is a risk of violence from a client, visit should be made in pairs. Office interview should be pre-planned.

  • Never leave the office without ensuring your colleagues know where you have gone and when to expect you back.

  • Make sure you have all specified personal protective equipment. This may include a personal attack alarm. If you have to use the alarm it and throw it a short distance away. This is intended to distract the aggressor giving you enough time to make an escape.


Health and Safety Final Comments:

Primarily your personal safety depends largely upon how you react in a potentially hazardous situation. The best advice is to give with your gut feeling. What does this mean? Well, If you see a person or group pf people you consider to be acting suspiciously, if they are hanging around or trying to hide making you feel uncomfortable, avoid them. Turn around and go in another

direction, go with your feelings, if you are attacked it is important to get the best possible description of your assailant. An “ID” Quick List Would Be:

I. Male or Female

II. Hair, colour, style

III. Facial characteristics

IV. Skin colour

V. Height

VI. Weight

VII. Distinguishing marks, scars, tattoos

VIII. Jewelers

IX. Clothes

X. Other

Implementation of the Policy

Overall responsibility for policy implementation and review rests with the Dream Chaser Youth Club senior management. However, all employees are required to adhere to and support the implementation of the policy. The Dream Chaser Youth Club will inform all existing employees about this policy and their role in the implementation of the policy. They will also give all new employees notice of the policy on induction to the Dream Chaser Youth Club.


This policy will be implemented through the development and maintenance of procedures for appraisals and one-to-one meetings, using template forms, and guidance given to both managers and employees on the process.


This Policy was approved & authorised by:





Signature: __________________________________


Monitoring Policy

The policy will be monitored on an on-going basis, monitoring of the policy is essential to assess how effective the Dream Chaser Youth Club has been.

Reviewing Policy

This policy will be reviewed and, if necessary, revised in the light of legislative or codes of practice and organisational changes. Improvements will be made to the management by learning from experience and the use of established reviews.

Policy review date

Policy Amendments

Should any amendments, revisions, or updates be made to this policy it is the responsibility of the Dream Chaser Youth Club senior management to see that all relevant employees receive notice. Written notice and/or training will be considered.


Additional Information

If you require any additional information or clarification regarding this policy, please contact your manager. In the unlikely event where you are unhappy with any decision made, you should use the Dream Chaser Youth Club's formal Grievance Procedure.

To the extent that the requirements of this policy reflect statutory provisions, they will alter automatically when and if those requirements are changed.

If an attacker demands your possession it is sensible to hand them over, it is not unusual for muggers to carry weapons, even if they are not obvious they may be concealed.


Policy agreed on behalf of the management committee

Agreed by the Management Committee

Signed: ……………………………………………… Date: ………………………………………………

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