WORKING HOURS POLICY
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to safe working practices, particularly in regard to the hours worked by staff and sub-contractors.
Met SYSTEMS recognises its responsibilities under the Health & Safety at Work Act 1974 to provide a safe system of work and thereby reduce any potential risk to As Low as Reasonably Practicable. The Company acknowledges the increase in risk to our employees, contractors, passengers, visitors and those affected by working excessive hours.
Additionally, we recognise our responsibilities under Railway Company Standard NR/SP/ERG/003 Control of Excessive Working Hours for persons undertaking Safety Critical Work and NR/GN/INI/001
Guidance on the management of door to door work and travel time', we will:
-
Not work more than 13 turns of duty within any 14 consecutive days
-
Not work more than 72 hours to be worked in a any 7 consecutive days
-
Have a minimum rest period of 12 hours between booking off from a duty / shift to booking on for the next turn / shift. This may be reduced to eight hours at the weekly shift changeover, in the case of staff working a shift pattern which rotates or alternates on a weekly basis.
-
Not work more than 12 hours, including travelling time to and from work sites, in any one shift (or other lesser period) as appropriate to the health and safety requirements for the particular task to be undertaken
-
Only allow an exceedance of planned hours in exceptional circumstances subject to an assessment of risk and relevant approvals
The arrangements in place to implement this policy form part of the company’s day to day operational procedures as defined under the work instruction Employee Fatigue; management of hours worked and as such are reviewed on a continuous basis. A formal review will take place on an annual basis. Where opportunities for improvement in the management of safe working hours or safety problems are identified they will be tackled promptly, and with sufficient resources, to ensure that they are dealt with adequately.
The implementation of this policy will be monitored at various levels throughout the company in order to ensure compliance
​
DRUG AND ALCOHOL POLICY STATEMENT
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to the drug and alcohol ethics.
It is the requirement of Met SYSTEMS Ltd that no employee or contractor shall:
-
Report or endeavour to report for duty or be on duty whilst under the influence of alcohol or drugs.
-
Report for duty in an unfit state due to the use of alcohol or drugs.
-
Be in the possession of drugs or alcohol in the workplace.
-
Consume alcohol or drugs whilst on duty or in the workplace.
-
Report for duty when taking prescribed or over the counter medication that may affect their competence or performance without having advise their ling manager.
Met SYSTEMS will not accept any departure from these regulations and will take the appropriate disciplinary action in the event of any infringement, which could also lead to criminal proceedings as deemed necessary.
Met SYSTEMS does have a policy of assistance to staff who voluntarily seek help for alcohol or drug related problems. Such staff must, however, seek assistance at the earliest possible opportunity - subsequent discovery or a disclosure prompted by impending screening will not be acceptable. A programme of screening has been put in place for employees which includes processes to:
-
Detect the use of drugs by both existing and potential employees.
-
Detect the use of alcohol and/or drugs by any person(s) involved in a Safety Critical Incident where there are grounds to suspect that the actions of person(s) led to the incident.
-
Detect the use of alcohol and/or drugs where abnormalities of behaviour prompt managerial intervention (which may include a request for screening). Met SYSTEMS Ltd ensure that all employees (including contractors) are made aware of the Company's Drugs and Alcohol Policy Statement. This will occur at their familiarisation or induction at the start of employment by or on behalf of Met SYSTEMS. Further updates will be issued upon amendment of this policy, or annually should any amendments not have been made within the subsequent 12 month period.
Employees are also asked to familiarise themselves with the relevant sections of the Transport and Works Act 1992 and the implications thereof.
​
​BACK TO TOP
ENVIRONMENTAL POLICY
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to the environmental impact of Met SYSTEMS’ operations.
The purpose of this Environmental Policy is to confirm to employees, customers, subcontractors and other stakeholders The Company commitment to the environment while working on Network Rail managed infrastructure and all other sites of work.
The Company is committed to the prevention of pollution, specifically protecting the environment, with reference to aspects of work activities that are environmentally significant and will comply with all relevant environmental legislation and, where reasonable, exceed their requirements. In addition, due consideration will be taken of other standards; e.g. compliance and support with identified, applicable Network Rail company standards, Railway Group Safety Plans, Network Rail policy statements, conditions and requirements, Codes of Practice, British Standards, and where none exist, we will set our own.
Environmental matters will be integrated into, and considered, in business decisions throughout the Company, in particular, the identified significant aspects and impacts through the use of products, materials, equipment and natural resources from purchase to disposal. The aim of the Company is to prevent and / or reduce pollution from our activities. The Company shall also specifically aim to minimise the environmental impact, for the life cycle; (including disposal), of plant, equipment, and other physical assets under their control. Employees will be made aware of their environmental responsibilities relative to their position within the Company. Accordingly, measurable objectives, including targets and timescales, will be set and reviewed for continual improvement across The Company.
The participation of employees is key to the success of the environmental responsible management. Therefore, the views of all are welcomed and encouraged which will improve systems, business performance, and compliance with legal, industry, Company and other standards.
Appropriate training, instruction and information will be provided to employees, as required, including suitable information to customers, sub-contractors and other stakeholders when implementing objectives and raising general awareness.
​
QUALITY POLICY
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to best practices for ensuring quality in of Met SYSTEMS activities.
It is the policy of Met SYSTEMS to maintain a quality system designed to meet the requirements of ISO 9001:2015 (or any other standard in line with Annex SL Structure) in pursuit of its primary objectives, the purpose and the context of the organisation.
It is the policy of Met SYSTEMS to:
-
strive to satisfy the requirements of all of our customers, stakeholders and interested parties whenever possible, meeting and exceeding their expectations;
-
the reduction of hazards, prevention of injury, ill health and any other specific commitments which are relevant to the context of the organisation;
-
provide all the resources of equipment, trained and competent staff and any other requirements to enable these objectives to be Met;
-
ensure that all employees are made aware of their individual obligations in respect of this quality policy;
-
maintain a management system that will achieve these objectives and seek continual improvement in the effectiveness and performance of our management system based on “risk”.
This quality policy provides a framework for setting, monitoring, reviewing and achieving our objectives, programmes and targets.
Customer service is an essential part of the quality process and to ensure this is fulfilled, all employees receive training to ensure awareness and understanding of quality and its impact on customer service and of the products or service in which we provide.
To ensure the company maintains its awareness for continuous improvement, the quality and environmental system is regularly reviewed by “Top Management” to ensure it remains appropriate and suitable to our business. The Quality System is subject to both internal and external annual audits.
​
HEALTH & SAFETY POLICY
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to Health & Safety.
The Health & Safety at Work Etc. Act 1974 requires The Company 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 Company defined performance standard is zero accidents; compliance with statutory requirements will be the minimum acceptable standard adopted to achieve this goal.
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, within the relevant Network Rail and Railway Group standards, if safety standards are to constantly improve.
When implementing this policy we will:
-
provide sufficient resources to ensure that proper provision for health and safety can be made;
-
carry out risk assessments of our activities and implement effective measures to control the risks present;
-
establish and implement safe systems of work for our work activities;
-
communicate with all employees about their health and safety and provide them with sufficient information, instruction and training through positive management and supervision in order to implement this policy fully;
-
provide our employees with the appropriate tools and equipment to enable them to work safely;
-
work with our customers within the rail industry to ensure our employees have a safe and healthy environment in which to work;
-
carry out our activities to a standard sufficient to ensure the safety of employees, others and the safety of the infrastructure being worked on.
-
Setting and monitoring safety objectives.
The arrangements 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, and with sufficient resources, to ensure that they are dealt with adequately.
The implementation of this policy will be monitored throughout the company’s activities in order to ensure compliance with its objectives. This policy Statement will be formally reviewed on an annual basis.
​
WORK SAFE POLICY
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to the safety at work ethics.
The Health & Safety at Work Etc. Act 1974 requires The Company 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 The Company gives 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 improve.
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 on site (The Company representative as appropriate).
-
The situation will then be reviewed by the person in charge on site and consideration will be given to the safety impact on the individual and others. Wherever 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, they will resume work.
-
If the individual remains dissatisfied, the person in charge will contact the The Company Director providing all the relevant details / background to the situation.
-
If the situation cannot be resolved, a benchmark review will be undertaken by the director against all legislative, Railway Group, Network Rail Company standards and industry best practice to determine the safety impact of the task or condition.
-
If the benchmark review fails to produce a satisfactory outcome, the disputed system of work will cease and The Company, H&S consultant and the customer will be informed as soon as practically possible.
-
The Health & Safety support consultant will liaise with the customer to consider the disputed working arrangements, making any necessary changes and advise the Director accordingly.
-
Changes to working arrangements will be documented and implemented by the director. This may include amendments to internal work instructions, processes, risk, aspect and 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, The Company will provide independent arbitration from an external source. The Company will undertake to follow the arbitrator’s advice.
-
Should the arbitrator uphold The Company safe system of work and the complainant still refuse to work; The Company will implement the disciplinary procedure.
The arrangements 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 in to all employees. This policy statement will be formally reviewed on an annual basis.
​
HUMAN RESOURCE LEGISLATION POLICY
The aim of this policy is to communicate the commitment of the Management team of Met SYSTEMS Ltd to the promotion of equality of opportunity and anti slavery in the company.
Equal Opportunities
It is our policy to provide employment equality to all, irrespective of:
-
Gender
-
Marital Status
-
Having or not having dependants
-
Religious belief or political opinion
-
Race
-
Disability
-
Sexual orientation
-
Age
We are opposed to all forms of unlawful and unfair discrimination. All employees (meaning employees, contractors, subcontractors, job applicants, trainees and anyone else working directly or indirectly for the company) will be treated fairly and will not be discriminated against on any of the above grounds. Decisions regarding recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
Met SYSTEMS recognises that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.
Equality Commitments
We are committed to:
-
Promoting equality of opportunity for all persons.
-
Promoting a good and harmonious working environment in which all persons are treated with respect.
-
Ensuring that successful job applicants are appointed according to their experience and qualifications making them the best person for the job.
-
Promoting Met SYSTEMS policies to companies with which we do business.
-
Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation.
-
Fulfilling all our legal obligations under the equality legislation and associated codes of practice.
-
Complying with our own equal opportunities policy and associated policies.
-
Taking lawful affirmative or positive action, where appropriate.
-
Regarding all breaches of equal opportunities policy as misconduct which will be investigated and could lead to disciplinary action as deemed necessary.
Implementation
The Director of Met SYSTEMS Ltd has specific responsibility for the effective implementation of this policy. Each employee is expected to abide by the policy and help create the equality environment which is its objective.
In order to implement this policy, we shall:
-
Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
-
Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.
-
Provide equality training and guidance as appropriate, including training on induction and management courses.
-
Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques. ï‚· Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with Met SYSTEMS Ltd.
-
Ensure that adequate resources are made available to fulfil the objectives of the policy.
Monitoring and reviewing
The effectiveness of the Met SYSTEMS Equal Opportunities Policy will be reviewed annually and action taken as necessary to update it.
Complaints
Met SYSTEMS employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter formally with the Director. All complaints of discrimination will be dealt with seriously, promptly and confidentially.
An addition to our internal procedures, employees have the right to pursue complains of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination legislation:
-
The Gender Recognition Act 2004
-
The Sex Discrimination Act 1975 (Amendment - Regulations 2008)
-
Sex Discrimination Act 1986
-
Employment Act 1989
-
Equality Act 2006
-
Disability Discrimination Act 2005
-
Race Relations (Amendment) Act 2000
-
Employment Equality (Sexual Orientation) Regulations 2003
-
Employment Equality (Age) Regulations 2006
-
Equal Pay Act 1970 (Amendment) Regulations 2003
Employees wishing to make a complaint to a tribunal will be required to first raise their complaint as an internal grievance first.
Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint will be dealt with seriously, promptly and confidentially by Met SYSTEMS Ltd. Victimisation will result in disciplinary action and could warrant dismissal.
Anti Slavery
The company undertakes relevant due diligence at the time of engagement as part of its induction process to ensure that workers are eligible to work in the UK. The company declares that it does not, nor will engage in slavery, servitude, or forced or compulsory labour amongst its staff, employees or sub-contractors.
An addition to our internal procedures, employees have the right to pursue complains of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following legislation:
-
Modern Slavery Act 2015
​