Tipngo Registration Form

Do you suffer or have ever suffered from any of the following conditions?
(Suferiti sau ati suferit vreodata de o oarecare boala din urmatoarele)

If you have answered “yes” to any of the above questions, please give full details of your condition to your line manager (Daca ati raspuns da la oricare dintre intrebarile de mai sus va rugam să oferiți detaliile complete despre starea dvs. administratorului dvs. de linie)

I certify that the above statements are to the best of my knowledge correct. I understand that I may need to undergo examination by the company medical advisor. ( Declar că declarațiile de mai sus sunt corecte, după cum știu eu. Înțeleg că poate fi necesar să fiu examinat de către consultantul medical al companiei)

Safe Use of Knives
(Utilizarea în siguranță a cuțitelor)

Smyths Toys Corby Warehouse

The following is the procedure for all hand cutting of product and materials at Smyths’s Toys. (Următoarea este procedura pentru tăierea manuală a produselor și materialelor la Smyths Toys)

General Precautions (Precautii Generale)

• Ensure that you are using the right cutting too for the task. (Asigurați-vă că utilizați și tăierea corectă pentru sarcină)
• Do NOT cue of run the knife / blade towards you – ALWAYS cut away from yourself. (NU trageți cuțitul / lama spre dvs. - ÎNTOTDEAUNA tăiați de la sine.)
• Check to see if the task can be carried in a safer way, without cutting. (Verificați dacă sarcina poate fi transportată într-un mod mai sigur, fără tăiere.)
• Once finished, store the knife / cutter / scissors safely in the correct location. Odată terminat, depozitați cuțitul / tăietorul / foarfeca în siguranță în locația corectă.)
• Always ensure that the blade is retracted after use. (Asigurați-vă întotdeauna că lama este retrasă după utilizare.)
• Only use cutting tools that have been provided by Smyth;s Toy. (Utilizați numai unelte de tăiere care au fost furnizate de Smyths Toys.)
• If you need to put the Safety Knife into your pocket make sure that you place the blade facing into the pocket, this will stop the blade being released. (Dacă trebuie să puneți cuțitul de siguranță în buzunar, asigurați-vă că plasați lama cu fața în buzunar, acest lucru va opri lama eliberată.)

I agree the above has been explained fully and that I have had the opportunity to ask questions; (Sunt de acord că cele de mai sus au fost explicate pe deplin și că am avut ocazia de a pune întrebări)

Mobile Device Policy - Smyths Toys Warehouses

Introduction

The purpose of this policy is to outline what the Company considers to be acceptable and unacceptable use of mobile phones, electronic watches, Personal Digital Assistants or any other Electronic Personnel Equipment or Device at work.

Mobile phones and other electronic devices can be both disruptive, in terms of productivity and concentration levels and dangerous, from a health and safety point of view. Mobile phone use in the workplace can also risk breaches of confidentiality.

We, as an employer, have a duty to ensure that the working environment is safe and that safe policies and practices are adopted.

This policy will apply differently to individual members of staff and what is acceptable will depend on the type of work being undertaken and the working environment. We expect all employees to adopt a common-sense approach in this regard. 

Scope of Policy

When the term mobile phone is used this refers to mobile phone, personal digital assistants or any other electronic equipment or device.

This policy also covers phone calls, text messages, social media, email, video messages, picture messages and accessing the internet. 

Policy

The use of Personal Mobile devices is prohibited during working hours in the Warehouse.

Any personal calls or use of such devices must be handled in personal time only (during breaks or upon completion of your shift). If you have an emergency and need to use any of the aforementioned devices or equipment during your working hours, you must request approval from your supervisor or manager before doing so and ensure that you are in a safe place when in use.

The use of such devices whilst operating machinery or while in control of a warehouse vehicle within the workplace (including in the yard / apron yard and other outside areas) is strictly prohibited for your safety and for the safety of others.

Using a mobile phone or any other personal electronic device at work may inadvertently risk breaching your duty of confidentiality. For example, by sending a photo which reveals the location of a specific job or contract. Employees and workers are strictly prohibited from taking pictures or filming at any time during the working day.

Managers and supervisors who have permission to use their mobile phones for business needs are able to do so however, must not use them whilst near or in use of machinery or warehouse vehicles. Permitted use of mobile phones and other devices can only take place in the designated areas within the warehouse.

Any employee found to be in breach of this policy will be subject to disciplinary action under the disciplinary policy.

The Company will treat breaches of this policy as Gross Misconduct.

Social Media Policy

Social networking sites provide a way for people to maintain contact with each other. Please bear in mind that the open nature of such sites allows third parties to view any communications.

The use of social networking websites/multimedia, blogs or wikis (either within or outside of the workplace) such as Snapchat, Instagram, YouTube, Twitter, Facebook, etc. which involves the uploading of any Company related information, photographs, videos or any comments about the Company, employees or colleagues, is strictly prohibited.

You should not post derogatory or offensive comments on the Internet.

Only authorised personnel can set up Smyths Toys accounts on Social Media sites. Similarly, only authorised employees are permitted to make postings on behalf of Smyths Toys.

Internet postings should not disclose any information that is confidential or proprietary to the Company or to any third party. Postings should not include Company logos or trademarks unless permission is asked for and granted. You should not claim or imply that you are speaking on the Company’s behalf.

You should not engage in activities on the Internet which might bring the Company into disrepute.

You are not allowed to post phone numbers or email addresses of any employee of Smyths Toys without their express permission.

You should act in a transparent manner when altering online sources of information.

Please be aware that you are legally responsible for all postings made by you on behalf of the Company. Any postings which are stating a personal opinion must include the following disclaimer:

‘The views expressed in this posting are my own and are not necessarily the views of Smyths Toys’.

All copyright, privacy, data protection and other laws must be complied with when using Social Media.

Where the IT Department is made aware of any sites containing information about Smyths Toys, they will view the content and take the appropriate action. 

Smyths Toys Facebook Operation

Smyths Toys Facebook page is operated by the Customer Service Department. It is monitored on a regular basis and all customers must receive a response from Smyths Toys within 24 hours of uploading a comment.

You are prohibited from writing comments on the Smyths Toys Facebook page that deal with any issue other than customer comments, e.g. any wage queries must be directed to your Manager.

Smyths Toys operates a ‘takedown’ procedure for their Facebook page. If you have any complaints or objections to material or content including user messages posted on the Facebook page, please contact: internalcs@smythstoys.com.

Where the Company considers the material or content to be inappropriate, it will remove the content immediately.

Any removal of material or content will be without prejudice and will not constitute any admission of responsibility on the part of the Company or any other party.

This policy is not exhaustive and you must ensure that your use of Social Media is at all times appropriate and consistent with your responsibilities towards Smyths Toys.

The Company reserves the right to use any information discovered in monitoring employee social media usage on Company equipment or any material brought to its attention by an employee, customer or any member of the public.

Smyths Toys UK Warehouse Drug and Alcohol Policy

Introduction

This policy sets out the Company’s aims in reducing and managing alcohol and drug problems in the workplace by having clear rules in place regarding use and possession of alcohol and drugs, testing, and supporting those who have reported an alcohol or drug dependence. Health and safety is of the utmost importance to Smyths Toys. Protecting our staff, contractors and visitors is at the forefront of what we do.

Due to the level of vehicles and machinery that is in use by majority of personnel on site, the distribution centres that we operate from are deemed as high-risk units.

The consumption of alcohol and drugs has implications for health and safety at work since these substances impair coordination, judgement and decision making. This could lead to an increased risk of accidents and injuries.

This policy is designed to comply with relevant legislation such as the Health and Safety at Work etc Act 1974 and the Misuse of Drugs Act 1971. 

Policy

You must not consume alcohol or unlawful drugs whilst at work, during breaks, or in a period prior to work in which they would still be under the influence when attending work.

You must not be in possession of alcohol or illegal drugs in the workplace.

If you are taking prescription drugs, you should advise your manager(s) immediately of any side effects which may affect work performance or the health and safety of yourself or others.

One-off cases where the rules of this policy are breached, such as someone consuming alcohol or drugs whilst at work or reporting for work under the influence of alcohol or drugs or suffering from the effects of alcohol will be classed as gross misconduct and will be dealt with under the normal disciplinary procedures.

Anyone found in possession of illegal drugs, dealing drugs or using illegal drugs whilst at work will be reported to the police. 

Dependence and Support

For the purpose of the policy, alcohol dependence is defined as: 

Consumption of alcohol by an employee, either intermittent or continuous, whereby the employee's ability to perform their duties is impaired or their attendance at work is interfered with, or they endanger the safety of themselves and/or others.

Drug dependence is defined as:

The use of illegal drugs or solvents, the deliberate use of prescribed or over the counter drugs (when not for a medical condition), either intermittent or continuous, whereby the employee's ability to perform their duties is impaired or their attendance at work is interfered with, or they endanger the safety of themselves and/or others.

Warehouse Drug and Alcohol Policy - December 2022

If you suspect or know you have a drug or alcohol dependency, you must inform management immediately and are encouraged to seek support at an early stage. If we are aware that you have a drug or alcohol dependency, support will be given where possible.

This may result in a temporary change to your job role or working patterns. Where the problem has become apparent through deterioration in work performance, you will have to demonstrate satisfactory completion of a programme of support and an improvement in work performance or disciplinary action will be taken.

Employees have access to our confidential, external Employee Assistance Programme, Lifeworks 24/7. Lifeworks offers support for substance abuse / addiction. Or with consent, we can make a management referral on your behalf.

The Company acknowledges that relapse is common with alcohol and drug problems. Relapses will be reviewed on a case-by-case basis, considering the needs of the department affected and the business needs of the organisation. Please be aware that the disciplinary route might be followed after subsequent relapses.

Following treatment, the Company will endeavour to ensure that you return to your existing job. If you are unable to fulfil those duties the Company will consider alternative duties.

Promotional prospects will be unaffected following treatment.

The Company aims to ensure that the confidentiality of anyone experiencing alcohol or drug problems is maintained by appropriate people, for example, HR, Occupational Health and the appropriate Manager(s). Information regarding individual cases will not be divulged to third parties unless the safety of the person concerned, or others would be compromised by not doing so. 

Testing

Targeted alcohol and/or drug testing may be required in the circumstance of reasonable suspicion or as a result of an accident or near miss. 

Post Accident Testing: 
Anyone that causes or contributes to near misses, incidents or serious accidents will be subject to drug and alcohol testing.

Reasonable suspicion testing: 
You may be subject to drug and alcohol testing in the event that there is suspicion of workplace use, possession or impairment.

Example of reasons for reasonable suspicion may be:

• Odours (smell of alcohol, drugs, body odour or urine)
• Movements (unsteady, fidgety, dizzy, lethargic)
• Eyes (dilated, constricted or watery eyes, red eyes or involuntary eye movements)
• Face (flushed, sweating, confused or blank look)
• Speech (slurred, slow, distracted mid-thought, inability to verbalise thoughts)
• Emotions (argumentative, low, agitated, irritable, drowsy, emotional)
• Actions (yawning, twitching).
• Inactions (sleeping, unconscious, no reaction to questions).
• Discovery of paraphernalia or drug / alcohol related items (bottles, cans)

Warehouse Drug and Alcohol Policy - December 2022

Testing, results and outcomes

Alcohol tests:

• Alcohol tests will be completed using an electronic breathalyser. If the result is 0, that will be the end of the test. If the result is above 0, you will be asked to wait 20 minutes and then give another breath sample. If the result of the second test is above the UK Drink Drive limit (35 micrograms), you will likely be suspended from work and invited for an investigation meeting under the disciplinary procedure.

Drug tests:

• Drug tests will be completed using a skin and saliva sample test that will be rubbed on your tongue and skin (hairline / forehead). The final result will be displayed after 5 minutes. If the drug test is negative, that will be the end of the test. If the result is ‘non-negative’, this is an indication that drugs have been detected. Following a ‘non negative’ result, the employee must provide a urine confirmation sample to clarify if they do or do not have drugs in their system. The laboratory will be contacted immediately after indication of a ‘non negative’ result and they will send someone to the site within 2 hours to collect a urine sample for laboratory testing. You will then likely be suspended from work and invited for an investigation meeting under the disciplinary procedure.

Please note:

• The testing will take place on site in a private room
• All testing will be carried out on site with a witness. Those carrying out the testing must adhere to the manufacturers guidelines provided with the test kit
• No testing is random
• Refusal to take part in an alcohol or drug tests will be treated as a positive result and could result in disciplinary action
• In the event of a result confirming an individual is under the influence of alcohol or drugs, the police will be contacted if they leave the site driving or operating a vehicle or bike

Smyths Corby Warehouse Health and Safety Induction Sign Off
(Smyths Corby Warehouse Inductia pentru Sanatate si Siguranta)

Even though Smyths Toys operate in a low-risk environment, it is essential that new employees are given an overview of the risk to their health and safety. This is to include an explanation of the potential risks along with the control measures in place.

(Chiar daca Smyths Toys opereaza intr-un mediu inconjurator cu un risc mic, este essential ca noilor  angajati sa li se ofere o prezentare generala a riscurilor sanatatii si sigurantei.Asta include o explicatie a riscurilor potentiale impreuna cu masurile de control existente.)

I can confirm I have attended an Induction which the following topics have been covered and understood: (Pot confirma că am participat la o inducție in care următoarele subiecte au fost acoperite și înțelese)

TIPNGO Employment Induction Checklist for Smyths Toys

Please confirm that you have completed the following Induction Tasks:

Smyths Corby Warehouse Safety Induction Quiz
Test pentru siguranta in Depozit

The safety induction questionnaire tests that you have read and understood the video and manual for this induction. (Testele din chestionar privind inducția pentru siguranță pe care le-ați citit și înțeles din cadrul maerialului video și manual)

Thank you for your time, we look forward to working with you. (Vă mulțumim pentru timpul acordat, așteptăm cu nerăbdare să colaborăm cu dvs)

Fire Safety (Siguranta privind incendiile)

Accident Reporting (Raportarea Accidentelor)

WH Safety (Siguranta in Depozit)

Manual Handling (Minuirea cutiilor)

Housekeeping (Menajarea)

Employee (Angajatul): {name-4} {name-2-middle-name} {name-2-last-name}

Now ask the inspector to complete the next two fields.