BAM Nuttall Ltd
H10. Construction and Civil Engineering Industries
2 December, 2013
Submitted: 21 January, 2014
The Health and Wellbeing of those who work for us, and their families, is firmly embedded into the vision and values of BAM Nuttall and we are committed to continuing to offer them opportunities to maintain, enhance and improve their health and wellbeing.
We will continue to review existing policies, procedures and guidance, along with their effectiveness, to ensure we continue to deliver best practice and the continual improvement we seek.
The assessment of activities and the environments that we undertake is mandatory. Those who undertake these activities are involved in the development of these activity plans which include hold points and change management requirements. Health screening and checks are provided based on the activities undertaken.
As part of our screening process we offer employees cholesterol, blood pressure, weight and body mass index information which identifies on a simple traffic light system, where they may wish to consider making changes.
Our occupational health services provider, IOM, is registered with SEQOHS and is actively working towards accreditation in the next 12 months. On a 6 monthly basis we hold meetings with IOM to review the summary data and consider effectiveness and identify areas for further action or promotion.
On a quarterly basis we will raise awareness and promote initiatives which will include mental health awareness, stopping smoking, healthy eating and exercise. Available statistics will be used to assess the benefits of these initiatives and to determine future programmes.
We will continue to promote to all employees that we provide them with access to an independent Employee Assistance Programme (EAP) which includes the provision of counselling, advice lines and access to a health and wellbeing portal. Employees returning to work following absences are interviewed and where appropriate periods of rehabilitation are agreed. Absence statistics are collated and reviewed by the HR department. During the next 12 months we will develop guidance for managers which will help them to identify and support employees who suffer domestic violence or mental health issues.
We will make our supply chain partners aware of the Public Health Responsibility Deal, and offer them support should they wish to also make a commitment.