Huddersfield Giants Community Trust
St Andrews Road
Tel: 01484 484134
Charity Number: 1117768
VAT Reg Number: 91124084
COVID 19 BUSINESS ACTION PLAN
Huddersfield Giants Community Trust is a multi-purpose complex, providing sport and Education for all within our local community. Our services are built up of several departments, Sports, National Citizen Service, Pitch and Play and Education. Custom and revenue predominantly comes from the Café Zone, Play Zone (soft play facilities) and Pitch Hire. And our services to post 16 Education, NCS and Partnership schools are all delivered through funding streams.
Huddersfield Giants Community Trust has had limited engagement and working activity since we closed our building in March. We at this stage are complying with government advice and guidance and categorising our activities on a readiness matrix to ensure to all workers and users are safe and have the necessary measures in place to re-open aspects of our business by a phased approach.
Digital and virtual youth related activities (Keep Warm engagement NCS, virtual cheer and dance lessons).
Virtual teaching and learning Post 16 students and platforms for sharing work
HGCT social media engagement to public interaction and support provisions.
Indoor pitch hires open
Upstairs facility used for NCS participation and aspects of Education September Onwards.
Dance and cheer sessions will move face to face utilising the downstairs pitch facilities.
Summer camps delivered in outdoor spaces in bubbles of 6.
Limited external bookings
|Everything opening and functioning in accordance to government Health and Safety guidelines, and mandatory Company Social Distancing Measures.|
Under recent Government guidance, DCMS have insisted that indoor leisure facilities such as Soft Play, Gyms and any building that promotes activity indoors should remain closed until the 24th of July when indoor sports facilities can begin to open. As part of your COVID-19 action plan we have a preliminary open date of 3rd of August, but will continue to fall in line with GOVT rules and regulations.
The café Zone and Play Zone will remain closed, until January onwards and if employers can work from home they will continue to do so.
HGCT Hierarchal chart- Who do I report to?
Jonny Benton Education Manager- Jonny@hgct.co.ukFor Any queries and further information on HGCT Health and Safety measures on COVID- 19 security please contact the appropriate Department Head.
Dan Wilczynski Head of Sport- Dan@hgct.co.uk
Chris Booth Marketing and Media Executive- email@example.com
Josh Hill Senior Duty Manager- Josh@the-zone.co
Roger Darwin Operations Manager- Roger@the-zone.co
Robyn Evans Head of Dance and Cheer- Robyn@hgct.co.uk
If you are a member of staff concerned about;
If you have a complaint or concern around participation in activity in accordance to COVID 19 secure breaches please contact.
Lisa Darwin CEO firstname.lastname@example.org
HCGT will ensure to put all mitigation measures in place to protect everyone from harm. This includes taking reasonable steps to protect workers and others from coronavirus. Please see in addition to this guide our HGCT overall risk assessment, and example copies of our practice dynamic Risk Assessments, carried out by HOD.
5 steps to working safely- Government guidance
Before restarting work, you should ensure the safety of the workplace by:
You should increase the frequency of handwashing and surface cleaning by:
You should take all reasonable steps to help people work from home by:
Where possible, you should maintain 2m between people by:
Where it’s not possible for people to be 2m apart, you should do everything practical to manage the transmission risk by:
Steps needed to managing risk;
Generic Risk Assessment– Are risk assessments that are filled in but have not been adapted to a specific site or project.
Specific Risk Assessment- Are risk assessments that have been adapted to a specific site, and only contain relevant information for that particular project.
Dynamic Risk Assessment- Is the practice of mentally observing, assessing and analysing an environment while we work, to identify and remove risk. The process allows individuals to identify a hazard on the spot and make quick decisions in regards to their own safety.
Risk Management in the workplace
HGCT will ensure they seek advice from the Government and HSE to provide a venue and work environment that is ‘COVID-Secure’ for all. The below guidance has been written to coincide with the latest government guidance issued on 24th of June 2020, titled Working safely during COVID-19, in Offices and contact centres.
Travelling to and from work
All HGCT employees will receive the below information around safety travelling to and from work and HGCT will aim to provide the following;
Protecting people who are at higher risk
HGCT can identify clinically extremely vulnerable individuals who have been strongly advised not to work outside the home during the pandemic peak and only return to work when community infection rates are low.
Clinically vulnerable individuals, who are at higher risk of severe illness (for example, people with some pre-existing conditions), are required to take extra care in observing social distancing and HGCT will ensure where possible employees work from home, either in their current role or in an alternative role.
If clinically vulnerable individuals cannot work from home, HGCT will offer the option of the safest available on-site roles, enabling them to maintain social distancing guidelines (2m, or 1m with risk mitigation where 2m is not viable, is acceptable). If they cannot maintain social distancing.
People who need to self-isolate
Any employee who addresses the need to self-isolate should consider;
Equality in the workplace
HGCT employees recognise it is breaking the law to discriminate, directly or indirectly, against anyone because of a protected characteristic such as age, sex, disability, race or ethnicity.
Employers also have particular responsibilities towards disabled workers and those who are new or expectant mothers. HGCT will;
Social Distancing for employees
HGCT will ensure that all workers are equipped with learning and training prior to returning to work duties or facilities, and that all employees promote the mandatory measures around social distancing in the workplace.
Where the social distancing guidelines cannot be followed in full in relation to a particular activity, HGCT will consider whether that activity needs to continue for the business to operate, and, if so, take all the mitigating actions possible to reduce the risk of transmission between their staff.
Mitigating actions include:
Moving around buildings and work sites
HGCT will aim to reduce movement by discouraging non-essential trips within buildings and sites;
Work places and work stations
For employees who work in one place, workstations will allow them to maintain social distancing wherever possible.
Meetings and Common areas
HGCT will ensure remote working tools are available to avoid in-person meetings, and will only allow this activity if absolutely necessary, if so employees and users should maintain social distancing guidelines (2m, or 1m with risk mitigation where 2m is not viable, is acceptable).
Employees should avoid transmission during meetings, for example, avoiding sharing pens, documents and other objects. Provide hand sanitiser in meeting rooms. Hold meetings outdoors or in well-ventilated rooms whenever possible. For areas where regular meetings take place, using floor signage to help people maintain social distancing.
Accidents, security and other incidents
HGCT recognise that in an emergency, such as an accident, provision of first aid, fire or break-in, employees do not have to comply with social distancing guidelines if it would be unsafe.
Any employee involved in the provision of assistance to others should pay particular attention to sanitation measures immediately afterwards including washing hands.
All employees should be aware of any changes to facilities that may cause a change to evacuating the building as quickly as possible and HGCT will update their incident and emergency procedures in response to COVID-19.
HGCT will consider safety of all involved in first response such as First Aid, searches and security and Fire Marshalls.
Guidance for First Aiders
Try to assist at a safe distance from the casualty as much as you can and minimise the time you share a breathing zone.
If they are capable, tell them to do things for you, but treating the casualty properly should be your first concern. Remember the 3P model – preserve life, prevent worsening, promote recovery.
Preserve life: CPR
Prevent worsening, promote recovery: all other injuries or illnesses
After delivering any first aid
Managing customers, visitors and contractors
Providing information and guidance on arrival
Cleaning work spaces
Before reopening HGCT will consider;
Keeping workspaces clean
All staff at HGCT will;
Hygiene, handwashing and hand sanitizing
Changing rooms and showers
Where shower and changing facilities are required at HGCT, we will aim to set clear use and cleaning guidance for showers, lockers and changing rooms to ensure they are kept clean and clear of personal items and that social distancing is achieved as much as possible. Introducing enhanced cleaning of all facilities regularly during the day and at the end of the day.
Handling goods, merchandise and other materials
Cleaning procedures for goods and merchandise entering the site.
HGCT will introduce greater handwashing and handwashing facilities for workers handling goods and merchandise and providing hand sanitiser where this is not practical.
PPE protects the user against health or safety risks at work. It can include items such as safety helmets, gloves, eye protection, high-visibility clothing, safety footwear and safety harnesses. It also includes respiratory protective equipment, such as face masks. HGCT provide access to such equipment through our Operations Manager, and to any employee who may be working at height, industrially and many others.
The government guidance states workplaces should not encourage the precautionary use of extra PPE to protect against COVID-19 outside clinical settings or when responding to a suspected or confirmed case of COVID-19. Unless you are in a situation where the risk of COVID-19 transmission is very high, your risk assessment should reflect the fact that the role of PPE in providing additional protection is extremely limited. However, if your risk assessment does show that PPE is required, then you must provide this PPE free of charge to workers who need it. Any PPE provided must fit properly. HGCT do not feel they will face a high-level risk around COVID-19 whilst situated in the readiness level of Amber.
The government guidance suggests there are some circumstances when wearing a face covering may be marginally beneficial as a precautionary measure and from the 24th of July it Is mandatory to wear a face mask in shops and supermarkets and public transport. The evidence suggests that wearing a face covering does not protect you, but it may protect others if you are infected but have not developed symptoms. However, workers and visitors who want to wear a face covering should be allowed to do so. A face covering can be very simple and may be worn in enclosed spaces where social distancing isn’t possible. It just needs to cover your mouth and nose. It is not the same as a face mask, such as the surgical masks or respirators used by health and care workers. Similarly, face coverings are not the same as the PPE used to manage risks like dust and spray in an industrial context. It is important to know that the evidence of the benefit of using a face covering to protect others is weak and the effect is likely to be small, therefore face coverings are not a replacement for the other ways of managing risk, including minimising time spent in contact, using fixed teams and partnering for close-up work, and increasing hand and surface washing. These other measures remain the best ways of managing risk in the workplace and government would therefore not expect to see employers relying on face coverings as risk management for the purpose of their health and safety assessments.
Some people don’t have to wear a face covering including for health, age or equality reasons. Elsewhere in England it is optional and is not required by law, including in the workplace. Employers should support their workers in using face coverings safely if they choose to wear one. This means telling workers:
HGCT will ensure all employees who make the choice to wear a face covering, receive information on the appropriate guidance, will not enforce members of the public to wear a face covering when entering the building, but will promote awareness and have supplies available to anyone using our services.
Communications and Training
All staff returning to work at HGCT will receive mandatory training on policies and procedures and updates in accordance to their role with the company and the current mandatory requirements to ensure we are a COVID- secure facility.
Consulting and communicating with all employees
HGCT will consult all workers on health and safety and will provide ample opportunities for workers to raise concerns and influence decisions on managing health and safety. HGCT will ensure that the communication is delivered by the CEO and Head of Departments to cascade information around protecting themselves and others in a working environment.
By talking to all our employees HGCT can explain the changes we are making; get their thoughts and ideas about how to change the workplace to keep people safe and to ensure those changes are workable.
HGCT will consider the following discussions with staff;
HGCT will still adopt the key messaging of those who can still work from home will do, and have set out clear guidance for all employees to support them working from home.
Working from home policy
1.1 This policy is being applied as part of contingency planning measures in response to the outbreak of Novel Coronavirus.
1.2 This policy sets out how we will deal with requests for homeworking, those circumstances in which homeworking may be required by the company, and the conditions on which homeworking must be undertaken. If you undertake work from home you must comply with this policy.
1.3 This policy does not form part of any employee’s contract of employment and we may amend it at any time. This policy may be withdrawn at any time.
1.4 If you are considering making a request for homeworking that is not related to the Coronavirus outbreak then please speak to your Line Manager about the applicable policy or procedure to follow.
1.5 This policy covers all employees, officers, consultants, contractors, volunteers, casual workers and agency workers.
Homeworking means working from home on an occasional, a temporary or a permanent basis. Homeworking does not entitle you to choose when and how you work. It simply means you do your job from home. Your contractual obligations, including your core working hours, continue to apply. Any changes would need to be agreed between us.
3.1 As a result of the outbreak of Coronavirus there may be occasions when you are required, or feel the need to self-isolate, or you become unable to attend the workplace for other reasons linked to the Coronavirus. Homeworking can be requested by you, or you may be asked to work from home by the Company in the following circumstances:
3.2 In these circumstances working at home can be authorised by your line manager where, in their opinion, the work that you do can be undertaken at home.
3.3 It is envisaged that any homeworking arrangements agreed under the terms of this policy will be temporary in nature and will not constitute a change to terms and conditions of employment.
3.4 The Company will not encourage homeworking in cases of sickness, which includes any diagnosis of Coronavirus. Employees who are sick and unable to work will be treated as absent in line with the Company’s Employment of contract.
4.1 To make a request for homeworking you should contact your line manager in the first instance and discuss the reasons for your application. You may then be asked to submit your request in writing with details of your reasons for the wishing to work from home. When making your request you should set out:
(a) the reasons for your request
(b) when you would like your homeworking to begin
(c) For how long you wish to work from home
(d) your proposed working pattern during any period of homeworking
4.2 If the company would like you to work from home we will first discuss the reasons for the request with you and may then confirm the request in writing. Any request to work from home should be considered a reasonable management request and it will be a condition of your employment that you adhere to any such reasonable management request. We will provide you with the following information:
(a) the reasons for the request
(b) when the period of homeworking should commence
(c) How long it’s envisaged you will be required to work from home
4.3 If you wish to apply to work from home you will need to be able to show that you can:
(a) work independently, motivate yourself and use your own initiative;
(b) manage your workload effectively and complete work to set deadlines;
(c) identify and resolve any new pressures created by working at home; and
(d) adapt to new working practices including maintaining contact with your line manager and colleagues at work
(e) Demonstrate that your home environment is suitable for homeworking including having a decent work area and a reasonably strong internet connection.
4.4 We may ask you to agree to a home visit by your line manager in order to carry out a risk assessment, install or service equipment, or to reclaim equipment on termination of your homeworking arrangement. We may also want to carry out a data protection risk assessment before deciding whether or not to agree to homeworking.
4.5 If your request is refused we will provide written confirmation of the reasons for the refusal.
5.1 Employees who work from home are subject to the same rules, procedures and expected standard of conduct and performance as all other employees. Contractual obligations, duties and responsibilities remain in place, as do our workplace policies.
5.2 We will keep in regular contact with you during your homeworking via phone, Zoom meetings and face-to-face meetings. We may want to put in place certain procedures to monitor homeworkers such as a dairy work logs, calls at particular times, checking activity on IT systems etc.
5.3 Where an IT or other problem prevents you from working effectively from home, you should contact your line manager straightaway. We may need you to come into work until the issue has been resolved.
5.4 If you cannot work on a homeworking day because of illness or injury, you must follow the procedure set out in your contract and our Sickness Absence Policy.
6 WORKING AT HOME: EQUIPMENT
6.1 We may provide you with equipment that we consider you could reasonably require to work from home which will remain our property. This may include, laptop, chair, printer. We will make all necessary arrangements for installing and removing equipment from your home. We [may ask you to cover or contribute) to the cost of any necessary installations of equipment.
6.2 Where equipment is provided you must:
(a) use it only for the purposes for which we have provided it;
(b) take reasonable care of it and use it only in accordance with any operating instructions and our policies and procedures; and
(c) make it available for collection by us or on our behalf when requested to do so.
6.2 It is your responsibility to ensure that you have sufficient and appropriate equipment for working from home. If you intend to use personal equipment, such as a computer, you must obtain authorisation from your line manager first. We are not responsible for the provision, maintenance, replacement, or repair in the event of loss or damage to any personal equipment used by you when working for us.
6.3 We are not responsible for associated costs of you working from home including the costs of heating, lighting, electricity or telephone calls.
7.1 All equipment and information must be kept securely. You should take all necessary steps to ensure that private and confidential material is kept secure at all times. Your line manager must be satisfied that all reasonable precautions are being taken to maintain confidentiality of material in accordance with our requirements.
7.2 You may only use equipment which has been provided by or authorised by us. You agree to comply with our instructions relating to software security and to implement all updates to equipment as soon as you are requested to do so.
7.3 You confirm that you have read and understood our policies relating to computer use, electronic communications and data security and that you will regularly keep yourself informed of the most current version of these policies.
7.4 If you discover or suspect that there has been an incident involving the security of information relating to the company, clients, customers or anyone working with or for the company, you must report it immediately to your manager.
8.1 When working at home you have the same health and safety duties as other staff. You must take reasonable care of your own health and safety and that of anyone else who might be affected by your actions and omissions.
8.2 We retain the right to check home working areas for health and safety purposes. The need for such inspections will depend on the circumstances including the nature of the work undertaken.
8.3 You must not have meetings in your home with customers and must not give customers your home address or telephone number.
8.4 You must ensure that your working patterns and levels of work both over time and during shorter periods are not detrimental to your health and wellbeing.
8.5 You must use your knowledge, experience and training to identify and report any health and safety concerns to your line manager.
8.6 When you are working at or from home you are covered by our accident insurance policy. Any accidents must be reported immediately to your line manager.
9.1 Any terms on which it is agreed that you may work from home will include the following:
(a) We reserve the right to terminate the homeworking arrangement at any time
(b) You may request to terminate your homeworking arrangement but we reserve the right to refuse your request.
(c) You will be subject to the same performance measures, processes and objectives that would apply if you worked in The Zone.
(d) Your line manager will remain responsible for supervising you, will regularly review your homeworking arrangements and take steps to address any perceived problems. They will ensure that you are kept up to date with circulars and information relevant to your work.
(g) Working at or from home may affect your home and contents insurance policy, mortgage, lease or rental agreement. You must make any necessary arrangements with your insurers, bank, mortgage provider or landlord before commencing homeworking.
In addition to this document HGCT have completed the following documentation;
Further help and support
|Written By||Katy Stockdale|
Great relationships with the children which promote mutual respect, clear boundaries and great behaviour for learning. Clear structure to the lessons with appropriate teaching points, plenary and vocabulary. I can see clear progress in terms of skills, techniques, confidence and understanding. Acts on feedback throughout the lesson from me and his own formative assessment.
Dan Gough, Heaton Avenue
PE lessons and support in PE lessons are great! Children are enjoying lunchtime clubs. Good relationships with children - building relationships. Sharing tickets to the rugby games with the children and encouraging them to try to watch different sports. The sessions during the breakfast club are extremely engaging and the majority of children who chose to go outside to take part in Jordan’s sessions they are also very fun based and extremely inclusive so all abilities can take part successfully., Jordan is always punctual and is pleasant with the children.
Tracey Dell, Head Teacher, Crossley Fields Junior and Infants School
Becky is amazing her delivery is great. She has a great rapport with the children. Her sessions are engaging and fun and she's teaching my staff a thing or two about sports delivery. All in all, we could not be happier.
Louise Brown, Head Teacher, Headfield Juniors
Rebecca has been brilliant in school. Her management in club time is fantastic and coping with Autistic and ADHD children in sessions as well. Her planning, activity organisation and management, as well as knowledge of the children, and rapport with everyone has been so professional we couldn't have asked for more. The children have really enjoyed all the sessions.
Debbie Douglas, Head Teacher, Saville Town
The sessions so far have been really good and exciting. Teaching staff have mentioned how engaged the children are and how happy they have been the way the lessons have been delivered. The school has been happy with the confidence of the person delivering the lessons as well as their knowledge and professionalism. It has helped teachers working alongside to gain ideas and development in their own practice. Overall the school has been very happy with the delivery of the sessions as well as the person (Jordan) delivering them. Thank You!
Nadeem Sarwar, PE Coordinator Spring Grove
Duane was brilliant, the children loved the sessions, as did the teachers he worked with. One teacher said, "I now feel skilled enough to deliver rugby to my class." The sessions were pitched at the correct level for different ages and the pace and behaviour management were excellent. Here's to next years sessions!
Dave Spencer, Hillside Primary School
James is doing an amazing job at Bruntcliffe. He teaches four very different groups throughout the day and is adaptable in his teaching. He has fit in with the team very well and the students are responding very well to his teaching.
Chris Lindley, Head of Physical Education, Bruntcliffe Academy
Duane's delivery of Sky Try Rugby was fantastic. The children left with a wealth of knowledge on the sport - the have even practised what they have learnt in the playground too. His behaviour management was fantastic and the children responded well to everything he taught. Each one of them made a progression each week. Overall it was loved by all children! We would love it if you could come back again next year!
Miss M Brook, Teacher, Berry Brow