Why is it important to invest in Safety Compliance?

All organisations and clubs have a legal duty of care to protect staff and visitors from any risks to health and safety that arise out of, or are connected with, their work activities. There is a shared responsibility between Employer and Employee to ensure that the safety regime in a workplace is both well designed and well implemented.

In sports clubs particularly, members of a management committee can be regarded as a liable, even if they are volunteers.

Here are some reasons why you should take a proactive approach to your Safety and Compliance within your Golf Club.

• There is a legal duty to follow reasonable measures to ensure the safety and compliance 
• The Health & Safety Executive state that an effective Health & Safety regime can reduce accidents by 33%
• Individual committee members, managers and Clubs can be prosecuted for compliance failures along side risking the safety of staff and visitors
• Lack of evidence of compliance management could invalidate insurance coverage
• You run the risk of reputational damage to your Club - membership numbers could drop after an accident

What is the responsibility of the employer?

• To provide a safe and healthy working environment for all staff and members of the public
• To have competent persons in all roles, who are informed and able to carry out their duties safely
• To nurture a culture of openness on all matters relating to Health & Safety
• To effectively follow-up and address issues reported by staff and members of the public
• To co-operate with other businesses (e.g. contractors, franchisees) to ensure the safety of all

What is the responsibility of the employee?

• To work with the club to look after their own Health & Safety 
• To look out for the Health & Safety of others (colleagues, players, the public) 
• To report any issues, near-misses, or accidents that they encounter

What are the elements of effective Health & Safety?

Effective safety is built upon interventions at four key points: Awareness, Behaviours, Controls, and Danger:

It is always more effective to intervene earlier in the process…

…but there are legal requirements to have appropriate procedures in place at all points.

What do you need in place to be compliant?

👩‍🏫 Awareness

• Staff Training
  • Relevant and up to date training materials for all staff
  • A full record of all staff training
  • Induction training records for all new staff
     
• Hazard Awareness
  • Staff awareness of the hazards of their jobs must be robust and comprehensive
  • Evidence of acknowledgement / understanding of the risks by staff
  • Hazard awareness must be relevant and focused on the expected duties of staff
     
• Policies and Procedures
  • Health & Safety Statement
  • Evidence of acknowledgement / understanding of relevant policies and procedures
  • Various relevant policies depending on nature of works / activities, e.g.
  • Display Screen Equipment Policy
  • Fire Policy
  • First Aid Policy
  • Lone Working Procedures
  • PPE Policy
  • etc.
     
• Staff Communications
  • Defensible record of communications to staff on matters of safety
  • Evidence of acknowledgement of communication / safety warning
     

👷 Behaviours

• Mandatory Checks
  • Machinery pre-start checks
  • Emergency lighting tests
  • Fire drill records
  • Fire extinguisher inspections
  • Fire alarm / detection system checks
  • Asbestos survey and management plan (if applicable)
  • Fire risk assessment
  • Heating system inspection
  • Fixed electrical installations inspection 
  • Air Conditioning
  • Legionella inspection and assessment
  • Hot and cold-water tank inspection / chlorination (if applicable)
     
• Safe Operating Procedures
  • Relevant, up-to-date, and accessible procedures for all tasks involving risk of injury or illness
  • Evidence of observation, by mentors, of new staff performing risky activities

📃Controls

• Risk Assessments
  • Legal requirement to identify what hazards could cause injury or illness
  • Assessment of likelihood and severity of injury or illness
  • Evidence of elimination or reduction of identified risks
  • Distribution of assessment to employees
  • Particular assessments must be undertaken for risks to expectant mothers and young people
     
• Evidential Documentation
  • Evidence of job-specific certification / licences
  • Management of expiring certificates / licences
  • Evidence of 3rd party attestation of compliance / safety regimes
  • Permits to Work etc.
     
• Preventative Maintenance
  • Evidence of proactive assessment and remediation of issues that may lead to risk
  • Comprehensive evidence of works carried out, improvements made etc.

🤕 Danger

• Accidents and Incidents
  • Easily accessible and reliable method of recording incidents and accidents
  • Accident Log Book
  • Near Miss Records
  • Reports submitted to relevant Health & Safety authority (depending on jurisdiction)
  • Identification of root causes
  • Log of follow-up actions and remediation against future incidents
     
• Response Maintenance
  • Comprehensive records of corrective actions raised by staff or management
  • Evidence of follow-up, remediations etc. 
  • Traceability through to relevant works, assets etc.
     

Above all else, safety compliance requires clear lines of responsibility for all of the above duties at your organisation or club. Only by making a sincere and diligent effort to manage these requirements will you make a meaningful impact on both safety, and the limits of your own liability, should an incident occur.

Using Obbi takes the stress out of this by bringing together all of these elements into one coherent and easily managed system. You still need to work with your team on the journey towards easier safety and compliance, but Obbi is here to support you along the way.

Disclaimer
This document provides a broad overview on safety and compliance. It is only intended to provide general guidance on the main areas that require attention and diligence on the part of the responsible persons at place of work. 

It is not intended to constitute legal advice on specific issues and should not be relied upon in lieu of consultation with a legal or specialist advisor. It is incumbent upon the responsible persons at your organisation to seek qualified advice on the specific safety and compliance issues present at your specific workplace.

While every care has been taken in compiling the content of this document, Obbi Solutions Ltd. accepts no responsibility for any errors or omissions, or for any loss through action/inaction as a result of any statement contained herein.