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Further Policies & Procedures

Notes:

table ofContents

Contents - Section 3 Further Policies and Procedures adopted byCamphill Communities of Ireland

1. Guide to the Organisational Structure of Camphill Communities of Ireland 3

2.Terms of Employment for Employees 9

3. Freedom of Information Manual 15

4. Motor Fleet and Driving Policy 20

5. Co-worker Recruitment Procedures 26

6. Health & Safety Statement 31

7. Co-worker Induction Pack (Local – to be added by each community)

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1. Guide to the Organisational Structure ofCamphill Communities of Ireland

Adopted by the Council of Camphill Communities of Ireland

on the 30th April 2007Amended May and December 2008

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Introduction

Camphill Communities of Ireland (CCI) is a company limited by guarantee (no.35672) with charitable status (CHY5861) and governedby its own Memorandum and Articles of Association.

Camphill establishes and maintains intentional Life-sharing Communities.Their sustainability rests on an ethical foundation that recognisesthe uniqueness of the individual and seeks to respect, value and enhance the strengths and potential of each person.

For further information please refer to the document; “Life in Camphill in Ireland, 2009”

In order to maintain and develop the communities and see to its development the Camphill Communities of Ireland Company has thefollowing organisational bodies and structures.

The Members

The members own and control the company. All those who live and or participate in the Life-sharing communities of the CamphillCommunities of Ireland are eligible to apply for membership.

The Council

The Council is the Board of Directors of the Company.The Council carries full responsibility, powers and authority for all aspects of theCompany. It must follow the Articles and Memorandum of the Company and be accountable to and take its direction from themembers.

MMeemmbbeerrsshhiipp ooff tthhee CCoouunncciill aanndd iittss rruulleessThe Council Members are drawn from nominations from the Communities and Local Committees (LCs).The Council can nominateother Members external to the activities of the Communities/Local Committees. Nominees are approved by members at the AnnualGeneral Meeting (AGM).

The Council ensures all stakeholders are represented and a sufficient skills mix and gender balance is present.The Council elects from its Members a chair and secretary.There is a regular but staggered rotation of Members. Election is for 3 yearswith re-election possible.

TTaasskkss ooff tthhee CCoouunncciill• To ensure that the Company is in compliance with all its legal requirements.

• To ensure the health and well being of the Communities and those in them.

• To formulate common policy and progress issues of common interest through the Working Groups.

• To identify trends and developments and prepare as necessary.

• To maintain an overview of all activity and review reports from each area of activity.

• To produce an annual report reflecting the past year and setting priorities for the year ahead.

• To have an annual reflection and vision day at the AGM to review the past year and agree priorities for the future.The AGM is open to all members of the Company, LC members, members of Communities, parents/family/advocates.

• To facilitate induction, training and support for LC and Council Members.

• To maintain, in conjunction with the Communities, LC’s as subcommittees of the Council to support the day-to-day running of the Communities.

• To ensure each Community is acting in accordance with agreed procedures.

• To overview and support the day-to day activity of a Community Group in the absence of an active LC.

• To appoint individuals or groups to monitor, advise or represent on particular aspects of activity.

• To ensure that sufficient administrative and other supports are in place to enable the Council to efficiently carry its responsibilities.

• To maintain relations and negotiate with the HSE at National level.

• To have an active involvement with the Association of Camphill Communities in the United Kingdom and Ireland and the worldwide Camphill Movement.

• To maintain an up-to-date membership book

Camphill Communities of Ireland Working Groups

To support the Council and the communities, Camphill Communities of Ireland has established a number of “working groups” withterms of reference approved by Council.

MMeemmbbeerrsshhiippWorking groups are constituted as subcommittees of the Council and there must be at least one Council Member in each group.TheCouncil will determine the membership of each working group from nominations that may be made from the LC’s, Communities,stakeholders and others.

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TTaasskkssThe current working groups and their terms of reference are listed in the appendix.

DDiisssseemmiinnaattiioonn ooff iinnffoorrmmaattiioonn ffrroomm wwoorrkkiinngg ggrroouuppss All minutes of the working groups are forwarded to the working group secretary at {groupsecretary@camphill.ie} who will inform allCouncil Members which groups have met since the previous Council meeting. Minutes of any meetings from anytime will always beavailable upon request.Working groups will also report to Council upon request by the Council.

The Local Committees

Each Community has a Local Committee.The Local Committees (LC’s) are the mutual instruments of the Communities and the Council.They provide an objective overview,reflection, guidance, support and advice at local level.Each LC is constituted as a subcommittee of the Council, and must include a Council Member.If a Community does not wish to follow the LC model outlined here, it may make an alternative proposal to the Council.This willhowever include the element of external overview.

MMeemmbbeerrsshhiippMembership of each LC will include at least one from each of the following groups:• Independent members.

• People with disabilities and or their advocates.

• Parents/family/guardians.

• Those co-workers and/or employees carrying out the day-to-day management in the Community.A balance of skills and gender should be given consideration.The nominations of co-workers, employees, and people with a disability will be determined in an inclusive community process.The proposed membership and any subsequent changes will be proposed to the Council.The Council will appoint the members.There should be regular but staggered rotation of members with a maximum term of 3 years from nomination, with re-nominationpossible.The members will select from their number a Chair and Secretary who will ensure meetings take place on a regular basis (min 4 timesper annum), cover all appropriate matters and keep and distribute sufficient minutes.

The members will nominate 2 of their number (only one of whom can be a co-worker) to be Council to be Members.

TTaasskkss ooff tthhee LLCC iinncclluuddee • To foster the ideals and protect the reputation of Camphill Communities of Ireland

• To assist the Community Group in ensuring the health and well being of the Community.

• To support the Community Group in order to ensure that there are the necessary practices, procedures and personnel are in place in the Community so that it may carry out its tasks (see tasks of Community Group).

• To support local awareness and implementation of the policies, procedures and directives of the Council.

• To consider regular reports of the Community Group’s activities.

• To send the LC’s minutes to the Council.

• To review actual income and expenditure against agreed budget and bank balances.

• Support the Community in forming clear and coherent proposals for the Council on the: purchase or sales of property, taking out or giving of loans, changing of overdraft limits or cheque/credit card signatories, expansion, new buildings or rebuilding, capital programs, or significant contracts.LC’s or Communities must have prior approval from the Council to act on these matters.

The Community Group

The Community Group is responsible for the day to day running of the Community.

MMeemmbbeerrsshhiipp Membership is open to members of the Community and employees but will contain a core of experienced co-workers who attend ona consistent basis.They will nominate a chair and minute taker either on a rotating or termed basis.

TTaasskkss ooff tthhee CCoommmmuunniittyy GGrroouupp iinncclluuddee• To foster the ideals and protect the reputation of Camphill Communities of Ireland

• The induction of new members of the Community Group

• To ensure the health and well being of the Community and those in it.

• To foster local awareness and implementation of the policies, procedures and directives of the Council.

• To manage matters of employment. (within approved budgets)

• The admission, assessment, care, training and discharge of people with special needs and co-workers.

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• Conduct relations and negotiation with the HSE at local level.

• The Preparation of annual income and expenditure budgets and any revision thereof for submission to the LC and Council.

• To prepare an Annual Report reflecting on the past year and outlining challenges and priorities for the year ahead.

• Preparation of annual accounts.

• To monitor and report on actual income and expenditure against agreed budget, bank balances and significant variations.

• Following consultation with the LC, the Community Group shall submit written proposals to the Council for any:

• Purchase or sales of property,

• Taking out or giving of loans

• Changing overdraft limits or cheque/credit card signatories

• Expansion, new buildings or rebuilding

• Capital programs, or significant contractsUnder no circumstances will the LC or Communities act on these matters without prior approval.

• Monitoring and reporting of any plans approved under the previous bullet point (see above).

• Managing the physical assets of the Community (buildings, land, vehicles, machinery or equipment, fixtures, fittings and furnishings) by having an inspection, maintenance and replacement plan.

• Provide such reports and information as the Council or LC may require.

• To present a written report on activities of the Community to the LC.

• To bring to the LC’s and the Council’s attention any significant events that may affect the sustainability, viability or reputation of the Community or Camphill Communities of Ireland.

• To bring to the Council’s attention any legal or organisational weaknesses or omissions it feels there maybe locally or nationally.

• To nominate individuals to the Council’s Working Groups

• To ensure representation at the Neighbourhood meeting

The Southern Neighbourhood

Within Camphill internationally, Camphill Communities within the Republic of Ireland are known as the Southern Neighbourhood of theIrish Region.These communities meet on a regular basis at the Neighbourhood meeting.

TThhee NNeeiigghhbboouurrhhoooodd MMeeeettiinnggThe Neighbourhood Meeting is a long-standing meeting for perceiving and expressing what lives in the Communities. It is a forum forassociative working, self-regulation, human interest and mutual support.

MMeemmbbeerrsshhiippRepresentatives of the Community Groups and invited guests.

TTaasskkssTo provide a forum where issues of common interest can be discussed.The Council is informed of relevant issues from theNeighbourhood Meeting.

Community Support Groups

Support Groups are formed to assist individual communities to address particular issues or concerns.The formation of Support Groupscan be by invitation of the Community or by direction of the Council. Community Support Groups report to the Council as requested.

MMeemmbbeerrsshhiippBy mutual agreement under the guidance of the Council.

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Diagram of the Organisational Structure of Camphill Communities of Ireland

MEMBERSPeople living and working in aCamphill Community

WorkingGroups

CouncilIncluding external

members

Local CommitteeIncluding external

membersNeighbourhood

Meeting

CommunityGroup

CommunitySupportGroup

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Appendix

Working Groups

There are at present 88 Working Groups as follows:

1. Training and Development Working Group

2. Policy & Standards Working Group

3. PR/Fundraising Working Group

4. Structures & Secretariat Working Group

5. Finance Working Group

6. Health Safety & Insurance Working Group

7. Housing Working Group

8. Human Resources Working Group

The Council may choose to establish other Working Groups as need requires.

TThhee ggeenneerraall TTeerrmmss && PPrroocceedduurreess ooff tthhee WWoorrkkiinngg GGrroouuppss

The following are general terms and basic minimum rules set out for the operation of Working Groups.

CChhaaiirrppeerrssoonn aanndd SSeeccrreettaarryy:: Each group shall have a chairperson and secretary/coordinator. An agenda will be prepared withadequate notification for each meeting.

MMiinnuutteess:: Proceedings of all meetings will be recorded and sent to the secretariat

FFrreeqquueennccyy ooff mmeeeettiinnggss:: As required with a minimum of 2 per annum

QQuuoorruumm:: at least 3 members present.

RReeppoorrttiinngg ttoo CCoouunncciill:: At Council meetings by a member as required

EEnndd ooff mmeemmbbeerrsshhiipp:: Non-attendance of 3 consecutive meetings without notice and after consultation with other members.

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Introduction Letter

The attached Contract of Employment is a legal document, explaining the details of employment for future employees of CamphillIreland. All employers must read this document carefully. It is recommended that all senior co-workers be given a copy of thisdocument, and that they be asked to inform themselves of it’s content.

Please note that some parts of the document are written in a different font, with an asterisk at the beginning, and are underlined. Thisis because these pieces may not apply to all Camphill Communities. If they do not apply to your particular Community, or to the workto be undertaken by your employee, please delete them before passing them on.

All new employees (and current employees who do not already have an agreed written contract of employment) must be given a copyof this document. This is not an option, but the law of the land.

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2. Terms of Employment for Employees

TERMS OF EMPLOYMENT OF AN EMPLOYEE

Terms of Employment (Information) Act, 1994 and 2001Terms of Employment (Additional Information) Order 1998.

Name of Employer: ______________________________________________

Camphill Communities of Ireland, registered as charity CHY 586.

Address of EmployerCamphill Communities of IrelandDuffcarrigGoreyCo.Wexford.

Place of work

Name and Address of Employee

JJoobb TTiittllee –– NNaattuurree ooff WWoorrkkYou are employed as: ____________________________________________

Reporting to the Senior Co-worker in charge of your work area.

You are expected to perform all duties, which may be required of you in this role and as set out in the attached job description.Youmust comply with all reasonable directions given to you and observe all the policies, procedures and rules of the Employer as may beintroduced and/or amended from time to time.

The Employer operates a policy of job flexibility and the Employer may, at its discretion, require you to perform additional or otherduties not within the scope of your normal duties.

Contract commencement date: ____________________________________

TTrriiaall PPeerriiooddYour trial period will be six months, at the end of which a review will be held after which, subject to the trial being successful; theEmployee will be officially confirmed in the job.This does not affect the employee’s notice entitlements.

Rate of Remuneration/Means of calculating RemunerationThe Payment of Wages Act, 1991, gives every employee the right to a written statement every payday of wages and with everydeduction itemised.

AAnnnnuuaall RReevviieewwThe Community operates a policy of annual reviews of contract for all employees, at which any difficulties and problems on behalf boththe employer and the employee can be addressed. Notes may be taken at such reviews and kept on file.

PPeennssiioonnss aanndd PPRRSSAAssCamphill Communities of Ireland facilitate:PRSA contributions in compliance with the Pensions (Amendment) Act 2002, and have a contract with a PRSA provider.

HHoouurrss ooff WWoorrkkYour normal working hours are: ______________ per week.Working hours and times of breaks may change according to the needs of the company and by agreement with the employeeThis may include work *(on Saturdays and occasional staff meetings) out of normal hours and by agreement with the employee.The Employer and Employee may agree to increase, reduce and/or otherwise vary or alter the hours or times of work.*(Items marked thus are optional).

You shall devote the whole of your time, attention, skill and abilities to the performance of your duties under this contract and shall actin the best interests of the Community. You shall not undertake any work or employment other than for the Employer, during yourhours of work.

CCoonnffiiddeennttiiaalliittyySave in the proper performance of your duties, you shall not at any time use, copy, disclose, communicate and/or publish or enable orcause any person to become aware of and/or use, copy, disclose, communicate and/or publish any confidential information which youreceive or obtain during the course of or as a result of your employment with the Employer.

Save in the proper performance of your duties, you shall not make any statement or give any interviews to the media in relation to theEmployer or any of its employees, members or workers without the prior written consent of the Employer.

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This obligation shall not apply to any information that is (otherwise than as a result of your breach of confidentiality) available to thepublic generally.

DDeettaaiillss ooff RReesstt BBrreeaakkss aanndd RReesstt PPeerriiooddssUnder the Organisation of Working Time Act 1997, you are entitled to:• A break of 15 minutes after a 4? hour work period

• A further break of 15 minutes after a 6 hour work period

• Employees who work more than six hours and whose hours of work include 11.30 – 2.30pm are entitled to a one-hour consecutive break, which must occur during those hours.

• The exact time of your break is to be determined by the employer according to the needs of the company.

PPaaiidd aanndd UUnnppaaiidd LLeeaavveeAll employees enjoy the benefit of their annual leave and public holiday entitlements, reflecting the Community’s commitment to thehealth and welfare of all its employees, and in accordance with the Organisation of Working Time Act 1997.• The Community’s annual leave year runs from 1st January to 31st December each year.

• All employees have their annual leave calculated pro-rata, at 8% of the hours worked per annum, up to a maximum of 20 days per annum.

• For employees who commence employment during the leave year, their annual leave entitlement will be calculated on a pro rata basis, as 8% of the hours worked per annum, up to a maximum of 20 days, in order that it reflects the amount of time spent with the organisation

• The timing and approval of all requests for leave must be agreed with the Senior Co-worker responsible for the relevant work area, and will only be approved in line with work timetables and requirements.

• The Community encourages employees to take ten days holiday consecutively during each leave year. Employees with less than eight month’s service may not take two consecutive weeks annual leave, except with the agreement of the Senior Co-worker.

• Where possible, the Community will facilitate employees requesting more than two weeks leave at one time.

• It is Community policy that all holiday entitlements MUST be taken in the leave year during which they fall due.You may not carry any holiday entitlement forward to a subsequent holiday year are not entitled to payment for any unused or accrued holidays unless by agreement with the Employer.

TTiimmee OOffff iinn LLiieeuu ooff OOvveerrttiimmee PPaayymmeennttFor staff who do not receive overtime payments, and who have an obligation to work outside of normal hours, time off will be grantedin lieu of the pay forgone.• Time off will only be granted if this has been agreed in advance with the Senior Co-worker responsible for the relevant work area

*(Where time off requested is for one or more days, then the Holiday Request Form should be completed and clearly marked as “Lieu Day(s)”).

• It should be stressed that for lieu days to apply there should be an obligation to work and not simply a desire to work outside of normal hours.

• Lieu days should not be accumulated, and in line with the policy on holidays, may not be carried forward to future years.

SSwwaappppiinngg HHoouurrss• Where Employees swap their working hours with another employee, and cover for each other, this does not count as leave. This

must be approved by the Senior Co-worker responsible for the relevant work area and must not lead to a disruption of the workarea concerned.

• Swapping of hours with a voluntary co-worker or person with special needs from the Community will be counted as leave time and deducted from holiday entitlements. *(A holiday request from must be filled out in this case in line with normal procedure and be approved by a Senior Co-worker).

““WWoorrkkiinngg TTiimmee BBaacckk IInn””..• Where an Employee wishes to take time off with the intention of working the hours back in at a later time, this can only be

sanctioned by the Senior Co-worker responsible for the relevant work area. *(A holiday request form must be filled out in this case in line with normal procedure, marking days off as intended to work back in).

• The Senior Co-worker responsible for the relevant work area should be involved in scheduling when this time is worked back in to avoid unneeded over-staffing.

• Such time must be worked back in within the Community’s annual leave year, or else will be counted as leave or deducted of pay.

NNoottiiccee ffoorr LLeeaavvee RReeqquueessttssEmployees who wish to take leave on specific dates must request and agree in advance the dates for their leave with the Senior Co-worker responsible for the relevant work area *(by completing a Holiday Request Form and handing it to the Senior Co-worker inadvance of the required holiday date).

Leave Request forms are available from the administration staff in the office.Once the request has been authorised by the Senior Co-worker responsible for the relevant work area, it must be submitted to theadministration staff in the office.

Except in exceptional situations, employees must give at least four weeks notice.

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CCoommppaannyy SShhuutt DDoowwnn PPeerriiooddss..Camphill Communities close down over Christmas and New Year and all Employees are required to take the days not covered bypublic holidays as leave days (3 working days).The same applies to Good Friday and Ascension Thursday.

PPuubblliicc HHoolliiddaayyssThere are currently nine Public Holidays in each leave year. An employee may be entitled (see qualification criteria below) to a benefitfor these days in line with current government regulations. The nine days are:

New Year’s Day – 1st JanuarySt. Patrick’s Day – 17th MarchEaster MondayFirst Monday in MayFirst Monday in JuneFirst Monday in AugustLast Monday in OctoberChristmas Day – 25th DecemberSt. Stephen’s Day – 26th December.

All full-time employees, whether permanent or temporary, are entitled to benefit from the nine Public Holidays.The benefit will be apaid day off on that day.

The benefit for a part-time employee depends on whether or not he/she would normally be scheduled to work on the day that theholiday falls on.Where the part-time employee would normally be scheduled to work on that day, then the employee receives a paidday off on that day.

Where the part-time employee is not normally scheduled to work on the day on which the Public Holiday falls, then he/she will beentitled to a benefit equivalent to 1/5th of the employees normal weekly working hours.

CCoommppaassssiioonnaattee LLeeaavveeEmployees are entitled to Compassionate Leave in the event of the death of an immediate relative• Max 5 days for a parent, partner, child or sibling

• Max 3 days for uncle, aunt, niece, nephew, grandparent or grandchild

• Max 1 day for a parent-in-law, sibling-in-law

By its nature, compassionate leave cannot be notified in advance, however, as soon as is practical, within five (5) working days of returnto work, *(a leave form should be completed and given to the administration staff in the office). The Community wishes to state that allmatters appropriate to reasons for this type of leave and any relevant documentation will remain strictly confidential.

PPrroocceedduurree• On the day in question, the employee should notify the Senior Co-worker responsible for the relevant work area as early as

possible, of the intention to take compassionate leave.• *(As soon as is practical and within five (5) working days after the employee’s return to work, the special leave form should be

completed and approved by the Senior Co-worker responsible for the relevant work area.• Once completed, the form should be sent to office staff for recording).

FFoorrccee MMaajjeeuurreeForce Majeure Leave is defined as a limited right to paid leave from work in time of family crisis for urgent family reasons, owing toillness or injury or for where the immediate presence of the employee is indispensable.Employees are entitled to up to three (3) days paid force majeure leave in a twelve (12) month period or no more than five (5) days ina thirty-six (36) month period. Part days absent will be regarded as one (1) day.In accordance with legislation, a day is deemed to be the period of work for which the employees is rostered on that occasion.An employee wishing to take force majeure leave may do so in respect of:• A parent or grandparent

• Spouse/partner

• Brother/Sister

• Child/Adopted child

• A person to whom the employee is in loco parentis.

The community acknowledges that it is not feasible for employees to give notice requesting Force Majeure Leave as it is designed tocater for emergencies only. However, as soon as is practical, five (5) working days after the employee’s return to work, a formal noticeoutlining a summary of the facts should be recorded and given to the Senior Co-worker responsible for the relevant work area. Allmatters appropriate to reasons for this type of leave and any relevant documentation will remain strictly confidential.

Employees found to be abusing this leave may be subject to the Communities Disciplinary Procedure.

PPrroocceedduurree• On the day in question, the employee should notify the Senior Co-worker responsible for the relevant work area as early as

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possible of their intention to take Force Majeure leave and the reasons for it.• In addition for audit reasons, evidence of the family emergency must be supplied, normally a medical certificate from the doctor

attending the family member, outlining the nature of the injury or illness and confirming that the employee’s presence was required.• *(Once completed, a copy of the form should be sent to the office staff).

• Should it be found that the reasons for the leave do not comply with the terms set out in this policy; the employee will be required to forfeit Annual Leave or pay for the period of leave taken.

PPaarreennttaall LLeeaavveeAs per the Parental Leave Act and the Maternal Protection Act.

LLeeaavvee wwiitthhoouutt ppaayyYou may take time off work to attend to important appointments in agreement with your Co-worker, but you are not entitled to payfor such time off except Maternity anti-natal clinics.

LLeeaavvee eennttiittlleemmeenntt oonn tteerrmmiinnaattiioonnThe Community will pay for leave not already taken.Where the employee has been overpaid annual leave, the Community will claimback the amount owing from the last pay cheque.

SSiicckk LLeeaavvee Sick leave may be paid at the employer’s discretion for a period of up to three months, and the position may be held for a period of upto six months, but does not form an entitlement.

A medical certificate must be provided after two days.Where an employee is receiving sick pay, there will be a requirement that s/he signs over any disability benefit payment from theDepartment of Social and Family Affairs to the employer for the duration of the sick pay.

NNoottiicceeNotice to be given by the employer and employee prior to the termination of the contract of employment is calculated as follows:Duration of employment Minimum noticeLess than two (2) years One (1) week2 to 5 years 2 weeks5 to less than 10 years 4 weeks10 to less than 15 years 6 weeksMore than 15 years 8 weeks

You may be required to work the notice period or may accept payment instead of notice.

DDiissmmiissssaall PPrroocceedduurreeAn employee may be dismissed or suspended for the following reasons• Lateness

• A pattern of absence, absenteeism

• Persistent illness

• Inability to do the job

• Not complying with terms of employment or company policies

• Inappropriate interference with Company property

• Gross misconduct

• Contravening the law

• Redundancy provided selection criteria and procedures are fair.

• This list is not exhaustive.

The following will then come into play1. Two oral warnings2. A written warning3. A final written warning4. Any of the following at the employer’s discretion:

• Suspension without pay

• Transfer to another task or section of the enterprise

• Demotion

• Some other appropriate disciplinary action short of dismissal

• Dismissal

• You may be required to work the notice period or may accept payment instead of notice.

The employer may dismiss you without notice for gross misconduct; these include assault, drunkenness, stealing, bullying, harassment,breach of the employer’s policies or practices on safety and health, interference with records, and smoking in forbidden areas.

Warnings will be recorded on an employee’s record and removed after 2 years and the employee advised accordingly.

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GGrriieevvaannccee PPrroocceedduurreeThe welfare of each individual within the workplace is the mutual concern of everyone involved, and the Community welcomes anycomments, questions or criticisms.Where one feels that they need to ask for help in order to express their concern, this is also welcome.The dealing with a grievance is in line with the Policy documents of Camphill given to the employee.

HHeeaalltthh aanndd SSaaffeettyyThe employer recognises that safe working practice is a joint concern for the employer and employee.The employer is responsible forensuring that working conditions conform to statutory requirements.To comply with these requirements, there must be an acceptance onyour part to act in a responsible manner, and not to indulge in unsafe working practices.You are required at all times to observe and co-operate with safety procedures.

You are required to familiarise yourself with the Health and Safety regulations in force and to ensure that at all times you take care not toendanger yourself or any other person.You are required at all times to observe the Health and Safety Policy of the employer. A copy ofthe policy is available from the office.The employer is obliged to provide appropriate protective clothing where appropriate.

CChhaannggeess iinn hhee tteerrmmss ooff EEmmppllooyymmeennttThese terms of employment will be the subject of an annual review.Where there any changes, the nature and date of the agreed changewill be notified by the employer to the employee in writing within one month of the change taking effect.

All employees will have to comply with Camphill’s Policy and Procedure documents.These documents will be made available to allemployees.

PPrriioorr AAggrreeeemmeennttThis contract takes effect in substitution for all previous agreements, contracts and arrangements whether written or oral or impliedbetween the employer and employee relating to your employment, all of which contracts, agreements and arrangements shall be deemedto have been terminated by mutual consent as from the date of commencement of your employment under this contract.

IInntteerrpprreettaattiioonn aanndd DDeeffiinniittiioonnThe headings to the clauses are for convenience of reference only and shall not affect the meanings or construction of anything containedin this contract.References to the singular shall include the plural and vice versa, and references to the masculine shall include the feminine.

SSiiggnneedd ffoorr aanndd oonn bbeehhaallff ooff CCaammpphhiillll CCoommmmuunniittiieess ooff IIrreellaanndd::

Signature of Authorised Signatory ____________________________________

Date ______________________

Name of Authorised Signatory _______________________________________

II aacccceepptt eemmppllooyymmeenntt oonn tthhee tteerrmmss oouuttlliinneedd iinn tthhiiss ccoonnttrraacctt::

Signature of Employee _____________________________________________

Date _______________________

Name of Employee _________________________________________________

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3. Freedom of Information Manual

Based on Freedom of Information Acts 1997 and 2003

Freedom of Information ManualThe FOI Acts 1997 and 2003 establish three new statutory rights:

• A legal right for each person to access information held by public bodies• A legal right for each person to have official information relating to him/herself amended where it is complete, incorrect or misleading• A legal right for each person to obtain reasons for decisions affecting him/herself

The Act asserts the right of members of the public to obtain access to official information to the greatest extent possible consistentwith the public interest and the right to privacy of individuals.

The Camphill Communities of Ireland undertakes to protect any information provided to the organisation by individuals or others on aconfidential basis, subject to obligations under the law, including the FOI Acts 1997 - 2003. If, for any reason, it is wished thatinformation provided to the Camphill Communities should not be disclosed because of its sensitive nature, the person or body should,when supplying the information, make clear this wish and specify the reasons for the information sensitivity. The Camphill Communitiesof Ireland will consult with any individual or body so supplying sensitive information before making a decision on any FOI requestreceived.

FOI Policy

This Policy has been prepared and published in accordance with the requirements of Section 15 and 16 of the FOI Acts 1997 -2003. Itspurpose is to facilitate access to official information held by the Camphill Communities of Ireland. Specifically, the manual providesinformation on:* Classes of records held by the Organisation.* Procedure for requesting to the Camphill Communities of Ireland under the FOI Acts 1997 - 2003.The Camphill Communities of Ireland operates within the Legislation, which applies to the Disability Services Sector generally.

Rules, Guidelines and Procedures of the Camphill Communities of Ireland ((pprreeppaarreedd iinn aaccccoorrddaannccee wwiitthh SSeeccttiioonn 1166 ooff tthhee FFrreeeeddoomm ooff IInnffoorrmmaattiioonn AAccttss 11999977 -- 22000033))..

Under Section 16 of the FOI Acts 1997 - 2003, the Camphill Communities of Ireland is required to make available a reference booksetting out any internal rules, guidelines and procedures it uses in reaching decisions that affect the public.The following Internal Working Policies currently exist within the Camphill Communities of Ireland, and are contained in our nationalpolicy statement – ‘Life in Camphill’.

• Admissions Policy

• Health & Safety Policy

• Confidentiality Policy

• Complaints Policy

• Employment Policy

• Record Keeping Policy

• Policy for the Prevention of Abuse and Management of Allegations

As with any developing service,The Camphill Communities of Ireland are constantly updating existing policies and devising newguidelines and procedures in response to changing client needs.The main classes of records held by Camphill are detailed in the policy on Record Keeping.

Accessing InformationHHooww ttoo oobbttaaiinn iinnffoorrmmaattiioonn ffrroomm CCaammpphhiillll oouuttssiiddee tthhee FFOOII AAccttss 11999977 -- 22000033

Co-workers within each of the Camphill Communities of Ireland will make available to the general public or respond to an individual'srequest for information to the greatest extent possible taking into consideration the public interest and the right to privacy.

Information is made available to the general public through the organisations annual report,through our circulars and newsletters andthrough our website www.camphill.ie .

One-to-one discussions with us are an important way to obtain routine information and it may be beneficial that the initial request forinformation be made on a one-to-one basis.

In releasing information, the Camphill Communities of Ireland will always have regard to the individual's privacy, confidentiality and thepublic interest. The requester shall be required to produce proof of identity if necessary. If appropriate the requester will be advised tomake a formal request for the information sought, such as an application under administrative access.

TToo mmaakkee aann AAddmmiinniissttrraattiivvee AAcccceessss RReeqquueesstt The request must be:1. In writing2. Addressed to any Senior Co-worker in the Camphill Community concerned.3. Provide sufficient information to facilitate efficient identification and processing of the information sought.

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EExxcceeppttiioonnss ttoo AAddmmiinniissttrraattiivvee AAcccceessssA situation may arise where it would be inappropriate for the Camphill Communities of Ireland to release the information requestedthrough administrative access. This will be explained to the requester and he/she will be advised to make a request under the FOI Acts1997 - 2003 and helped to make such a request.

OOtthheerr MMeecchhaanniissmmss ffoorr AAcccceessssThere are other legal means for access used, e.g. Order of Discovery, Garda Investigations, Post Mortems, Court Subpoena, SearchWarrant, Court Orders, Request / Investigation of Information Commissioner or Ombudsman, or an Officer authorised by the Ministerfor Health and Children.

Current statutory secrecy provisions in health legislation may apply to the disclosure of information. Therefore the release of suchrecords / information will be made on the grounds of public interest and on the basis of upholding enforcing and / or administering thelaw.

PPooiinntt ooff AAcccceessss::Any queries regarding specific Camphill locations may be directed to one of the FOI Co?ordinators in the first instance.The FOI Co-ordinators can be contacted between 9.am and 8.pm daily and enquirers will be given every assistance including comprehensiveadvice on the FOI procedures to be followed.

FOI Co-ordinator FOI Co-ordinatorCamphill Community Camphill CommunityCarrick-on-Suir BallytobinCo.Tipperary CallanTel: 051 645080 Co. KilkennyFax: 051 645569 Tel: 056 7725645

Fax: 056 7725849

Access to Information via Freedom of Information Act 1997 and 2003.

IInnttrroodduuccttiioonnThe FOI Acts 1997 - 2003 was passed by the Houses of the Oireachtas on the 21st April 1997 to come into effect from 21st April,1998 for Government Departments and other Government Agencies; from 21st October 1998 for Health Boards and LocalAuthorities; and from 21st October 1999 for Voluntary Agencies who are funded above £2m by Government. It was amended underthe Freedom of Information (Amendment) Act 2003.

AApppplliiccaattiioonnss UUnnddeerr tthhee FFrreeeeddoomm ooff IInnffoorrmmaattiioonn AAcctt 11999977 aanndd 22000033Under the FOI Acts 1997 and 2003, anyone is entitled to apply for access to information not otherwise publicly available.Each person has a right to:• Access to records held by the Camphill Communities of Ireland

• Correction of personal information relating to oneself held by the Camphill Communities of Ireland

• Access to reasons for decisions made by the organisation, directly affecting oneself

The following records come within the scope of the Act:• All records held by Scheduled Voluntary Bodies that were created after coming into force of the FOI Act 1997 on 21st April, 1998.

• Any record created before 21st April, 1998 if this record is necessary for understanding of a record created after 21st April, 1998

• All personal information about you, which is held by the Scheduled Voluntary Body, regardless of when the records were created

In addition the Act provides for the establishment of an independent office of Information Commissioner to review decisions relating toFOI made by public bodies.

MMaakkiinngg aann AApppplliiccaattiioonn uunnddeerr tthhee FFrreeeeddoomm ooff IInnffoorrmmaattiioonn AAccttThe request for access to records under the Act shall:

(a) be in writing.(b) be addressed to the FOI Co-ordinator (see above).(c) state that the request is being made under Section 7 of the FOI Acts 1997 - 2003.(d) give sufficient particulars to enable the record to be identified:

• if relating to a resident / student or member of the community, please give date of birth, current and previous addresses where service was received etc.

• details of records sought.

• if access to records of third party is sought, written consent from the third party is normally required.(e) State the manner of access sought:

• copy of the record.

• a transcript of the information concerned.

• a computer disc or other electronic device containing the information.

• a reasonable opportunity to inspect the record.

• in case the record is of sound or visual image, a reasonable opportunity to hear or view the record.

• the information in such other form or manner as may be determined, or

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• the information in a combination of any two or more of the foregoing.

You do not have to give reasons for requesting access to records and no person has the right to demand reasons from you. If youhave difficulty in identifying the precise records that you require, the Camphill Communities of Ireland will be happy to assist you inpreparing your request.

A person making a request may, at any time before the making of a decision under section 8(1) of the Act, withdraw such request inwriting to the FOI Co-ordinator (see above). The FOI Co-ordinator will inform relevant parties that the request has been withdrawn.

A request for reasons for decisions is made under Section 18 of the 1997 Act. A request for amendment of personal information ismade under Section 17 of the 1997 Act.

AAcckknnoowwlleeddggeemmeenntt ooff RReeqquueesstt..The FOI Co-ordinator dealing with the request shall acknowledge in writing the request within two weeks of receiving it. The letter ofacknowledgement shall state the period within which a decision must be made, the rights of review, the procedure governing theexercise of those rights and the time limits, which apply.

DDeecciissiioonnss iinn RReellaattiioonn ttoo RReeqquueessttssWithin 4 weeks (or such longer period as provided for in exceptional cases under the Act) of receiving a request for access, theDecision Maker (see below) shall:• Decide whether to grant or refuse to grant the request or to grant it in part.

• If he or she decides to grant the request whether wholly or in part determine the form and manner in which the right of access will be exercised

• Notify in writing or such other form as may be determined the decision to the requester concerned• In the case of a decision to refuse, give reasons for refusal• Give notice of right of appeal

The Acts set out a series of exemptions to protect sensitive information where its disclosure may damage key interests of State or ofthird parties. Where an Agency invokes these provisions to withhold information, the decision may be appealed. Decisions in relationto deferral of access, charges, forms of access, etc., may also be subject to appeal. Details of the appeals mechanisms are as follows:

IInntteerrnnaall RReevviieewwssYou may seek internal review of the initial decision, which will be carried out by an Officer at a higher-level if.• You are dissatisfied with the initial response received i.e. refusal of information, form of access, charges etc, or• You have not received a reply within 4 weeks of your initial application. This is deemed to be a refusal of your request and allows

you to proceed to an Internal Review.

Requests for internal review should be submitted in writing to the FOI Co-ordinator as above.Such a request for internal review must be submitted within 8 weeks of the initial decision. The Agency must complete the reviewwithin 3 weeks. Internal review must normally be completed before an appeal may be made to the Information Commissioner.

RReevviieeww bbyy tthhee CCoommmmiissssiioonneerrFollowing the completion of internal review, you may seek independent review of the decision form the Information Commissioner.Also if you have not received a reply to your application for internal review within 3 weeks, this is deemed to be a refusal and you mayappeal the matter to the Commissioner. Appeals in writing may be made directly to:

The Information Commissioner,Office of the Information Commissioner,18 Lower Leeson Street,Dublin 2.Phone:01 -6785222Fax:01 -6610570E-Mail: ombudsman@ombudsman.irlgov.ie

AAppppeeaallss ttoo tthhee HHiigghh CCoouurrttA party to a review under Section 34 or any other person affected by a decision of the Commissioner following such a review mayappeal to the High Court on a point of law from the decision.

FFeeeessSection 47 of the FOI Acts 1997 - 2003 provides for fees.Fees may be charged as follows:• In respect of personal records, no fees will be charged for copying the records requested unless a large number of records are

involved.• In respect of other (non-personal) information, fees may be charged for the time spent in efficiently locating and copying records,

based on standard rates in operation at the time of the request. No charges may apply in respect of the time spent by voluntary bodies in the time considering the requests.

A deposit of 20% may be payable where the total fee is likely to exceed ?50.00. In these circumstances, the Camphill Communities ofIreland must, if requested, assist the member of the public to amend the request so as to reduce or eliminate the amount of thedeposit.

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Charges may be waived in the following circumstances:

• Where the cost of collecting and accounting for the fee would exceed the amount of the fee.• Where the information would be of particular assistance to the understanding of an issue of national importance.• In the case of personal information where such charges would not be reasonable having regard to the means of the requester.

Fees are currently set as follows in accordance with Statutory Instrument (SI) Nos. 264 of 2003.• A fee of €15.00 is prescribed for the purposes of paragraph (a) of section 47(6A) in respect of a person who makes a request

under section 7.• A fee of €75.00 is prescribed for the purposes of paragraph (a) of section 47(6A) in respect of a person who makes an

application under section 14 (with some exceptions under the detailed in the SI) • A fee of €150.00 is prescribed for the purposes of paragraph (a) of section 47(6A) in respect of a person who makes an

application under section 34, not being an application in relation to a decision under section 14 relating to a decision under section17 or 18,

• a decision made by a head under section 17 or 18, or• a decision under section 14, or a decision under section 47, that a fee or deposit of an amount prescribed under Regulation 4 of

these Regulations should be charged under section 47.Lesser fees may apply to medical card holders or their dependants.

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20

4. Motor Fleet and Driving Policy

Version 2 Adopted 26-03-07

Motor Fleet and Driving PolicyVersion 2 Adopted 26-03-07

IInnttrroodduuccttiioonnThe vehicles in the communities are there to meet some of the transportation needs of the communities and of the members of thecommunities.The need for drivers, or requests from individuals to drive, needs to be balanced by the risk of accidents.Camphill Communities are committed to minimising accidents.Camphill Communities has a fleet of some 70 passenger carrying vehicles based at 13 locations with a driver pool of around 160people.

Camphill Communities has a structure in place both nationally and locally to manage motor fleet issues.

TThhee CCoouunncciill1. Has a national driving policy that includes the following:

a. New driver introduction, training, assessment and progression.b. Accident/incident follow up and consequences/retraining.c. Vehicle maintenance.d. Record keeping/standard forms.

2. Appoints a National Motor Co-ordinator (NMC) to administer motor fleet issues.3. Ensures that each community has a Community Motor Co-ordinator (CMC) to administer fleet issues.4. Gets regular updates of motor fleet issues and an annual report from the NMC.

RRoollee ooff NNaattiioonnaall MMoottoorr CCoo--oorrddiinnaattoorr1. Receive reports on significant motor issues (e.g. accidents, claims) from CMC’s.2. To in conjunction with the CMC’s put in place an independent assessment program for drivers.3. Arrange meetings of CMC’s to discuss issues arising in day-to-day management of motor fleet.4. Arranges to update driving policy as required and propose to Council.5. Liase with insurance company on overall motor fleet situation.6. Report significant motor fleet issues or trends to the council.7. Advise CMC’s where appropriate.

RRoollee ooff CCoommmmuunniittyy MMoottoorr CCoo--oorrddiinnaattoorr1. Manage day-to-day running of the community’s vehicles and ensure that all are compliant and in working order i.e. vehicle safety,

NCT, insurance, tax, general roadworthiness.2. Ensures vehicles have first aid kits and warning triangles and are properly maintained.3. Ensure compliance with National Driving Policy.4. Follow up drivers’ reports of vehicle faults (keep records of maintenance if not held by garage).5. Keep driver and vehicle details on file.6. Ensure all drivers have a valid current license valid for use in Ireland and that full account is taken of any and all restrictions

endorsed thereon.7. Co-ordinate the introduction of new drivers in accordance with National Driving Policy Including informing insurers where

required.8. Coordinate the completion of accident/incidents reports/claim forms, sending copies to insurance company NMC and keep

copies on file.9. Review driving status following an accident/incident or complaint.10. Ensure that all drivers are aware of the National Driving Policy11. Keep records of drivers’ status for two years after the driver has left.

TThhee DDrriivveerrss rreessppoonnssiibbiilliittiieess..1. It is the drivers responsibility to ensure the vehicle is in a roadworthy condition before they use it2. Drive only vehicles they are permitted and licensed to drive and observe any restrictions placed on them.3. Never exceed the number of people the vehicle is licensed to carry.4. Drivers with car license cannot drive people carriers or minibuses with more than nine seats even if seats are folded or removed.5. Only undertake driving tasks of which they feel fully capable.6. Familiarise themselves with the vehicle and the route before setting off.7. Before setting off should carry out a basic check of the car, paying particular attention to tyres and lights.8. Ensure there is sufficient help supervising passengers9. To ensure that they are fit to drive and not tired, ill or taking medications that may affect their ability to drive and that they have

not consumed any alcohol prior to driving.10. Take full account of the weather conditions.11. Inform the community motor co-ordinator of any driving offences, accidents or incidents that occur.12. Advise the community’s motor co-ordinator of any problems or servicing requirements of the vehicle, whether urgent or routine.13. Know and abide by the rules of the road.14. Leave the vehicle in good order for the next driver.

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DDrriivveerr AAsssseessssmmeenntt,, TTrraaiinniinngg,, aanndd PPrrooggrreessssiioonn//SSttaattuussAAsssseessssmmeenntt aanndd TTrraaiinniinngg

If the Community decides that a driver will join the cohort of drivers the relevant steps below should be followed:

1. Potential driver will complete the new driver questionnaire and give their driving licence to the CMC for validation.2. Check validity of Licence (see also appendix 1 and Dept of Transport Web) 3. CMC will Asses questionnaire consulting the insures and CMC’s group if

• More than 2 speeding convictions in last 5yrs,• Any drunk, dangerous or careless driving convictions ever• If banned or ever banned• Had more than 2 minor or 1 major accident in last 5 years

4. If everything in the questionnaire and license is in order, the driver will have an assessment with an approved independent assessor.5. Based on the assessment a decision will be made to: -

• Not allow driving• Have further external driver training• Start driver progression

NNoottee DDrriivviinngg iiss nnoott aalllloowweedd uunnddeerr aannyy cciirrccuummssttaanncceess iinn ccoommmmuunniittyy vveehhiicclleess uunnlleessss aann aasssseessssmmeenntt hhaass bbeeeenn ppaasssseedd..

PPrrooggrreessssiioonn//SSttaattuussMany drivers arriving in Camphill are not familiar with Irish driving conditions.The aim of the progressions set out below is to enable all drivers to gain experience and familiarity and to develop their drivingcapacity in a safe and structured manner. Not everyone will fit easily into one or other category and the CMC may referrer these tothe national CMC’s group to determine an agreed status or progression.The Minimum times quoted are for people who have a clean licence and clear driving record and the full confidence of the Assessorand the CMC.Others may take considerably longer or not progress past a certain point.

CCaatteeggoorryy AA--PPrroovviissiioonnaall ddrriivveerrss• New drivers are expected to have built up a reasonable amount of practice through lessons prior to attempting the assessment• On passing the assessment provisional drivers may drive accompanied by a full approved license holder, except on there second

provisional (see laws Dept of Transport Web) where it is possible to drive unaccompanied• PPrroovviissiioonnaall lliicceennssee hhoollddeerrss mmaayy nnoott ddrriivvee ppeeooppllee iinn ccaarree• CMC may restrict carrying of any passengers except the accompanying driver even on second provisional.• Drivers should initially build up experience on local roads, moving on to national roads after receiving permission from the CMC

CCaatteeggoorryy BB–– DDrriivveerrss wwiitthh lleessss tthhaann 22 yyeeaarrss ddrriivviinngg eexxppeerriieennccee..

Stage 1• Named drivers, on having passed the assessment and after notification to the NMC may drive cars only, wwiitthhoouutt people in care for

a mmiinniimmuumm ooff tthhrreeee mmoonntthhss,, initially on local roads, progressing to national roads on receiving permission from the CMC.• PPeeooppllee iinn tthhiiss ccaatteeggoorryy ccaannnnoott ddrriivvee ppeeooppllee ccaarrrriieerrss oorr mmiinniibbuusseess.• An assessment is made with the CMC before progression to stage 2.• The CMC will ensure sufficient local driving experience and competence has been gained and aa mmiinniimmuumm ooff 66 mmoonntthhss driving

experience achieved.Stage 2• Drive cars only with people in care. Always note, certain people in care may require an accompanying assistant.• PPeeooppllee iinn tthhiiss ccaatteeggoorryy ccaannnnoott ddrriivvee ppeeooppllee ccaarrrriieerrss oorr mmiinniibbuusseess..

CCaatteeggoorryy CC-- DDrriivveerrss wwiitthh aatt lleeaasstt 22 yyeeaarrss ddrriivviinngg eexxppeerriieennccee,, bbuutt uunnddeerr 2255

Stage 1• Drive cars only, wwiitthhoouutt any people in care for a mmiinniimmuumm ppeerriioodd ooff 33 mmoonntthhss initially on local routes, progressing to national

routes on receiving permission from the CMC.• An assessment is made with the CMC before progression to stage 2..The CMC will ensure sufficient local driving experience and

competence has been gained.Stage 2• Drive cars only with people in care. Always note, certain people in care may require an accompanying assistant.• Drivers may also begin driving people carriers wwiitthhoouutt people in care for a mmiinniimmuumm ppeerriioodd ooff 22 mmoonntthhss..• After stage 2 another assessment is made with the CMC regarding people carrier driving competence.Stage 3• Drivers may now drive people in care in people carriers. Note again; certain people in care may require an accompanying assistant.• NNoottee tthhaatt MMiinniibbuusseess,, aass ddiissttiinncctt ffrroomm ppeeooppllee ccaarrrriieerrss,, rreeqquuiirree aa DD11 lliicceennssee aanndd uunnddeerr 2255’’ss aarree nnoott ppeerrmmiitttteedd ttoo ddrriivvee tthheemm..

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CCaatteeggoorryy DD –– PPeerrssoonnss wwiitthh mmoorree tthhaann 22 yyeeaarrss DDrriivviinngg eexxppeerriieennccee aanndd oovveerr 2255 wwiitthh nnoo eexxppeerriieennccee ooff ddrriivviinngg oonn tthhee lleefftt hhaanndd ssiiddee oorrddrriivviinngg ppeeooppllee iinn ccaarree..

Stage 1• Drive cars only wwiitthhoouutt people in care for mmiinniimmuumm 11 mmoonntthh.. • Following assessment by the CMC move to stage 2.Stage 2• Drive cars with people in care • Drive people carriers without people in care for Minimum 1 month.• Following assessment by the CMC move to stage 3.Stage 3• Drive cars and people carriers with people in care.• That if they have a D1 licence drive minibus’s wwiitthhoouutt people in care for a mmiinniimmuumm ooff 11 mmoonntthh• Following assessment by the CMC move to stage 4.Stage 4Drive Minibuses with people in care

CCaatteeggoorryy EE –– PPeerrssoonnss oovveerr 2255 yyeeaarrss wwiitthh oovveerr 55 yyeeaarrss ddrriivviinngg eexxppeerriieennccee aanndd eexxppeerriieennccee ooff ddrriivviinngg oonn tthhee LLHHSS aanndd eexxppeerriieennccee ooffddrriivviinngg wwiitthh ppeeooppllee iinn ccaarree.

Following a successful assessment of their driving they may drive as permitted by their license and the CMC.

AAccttiioonn AAfftteerr aann AAcccciiddeenntt,, IInncciiddeenntt oorr CCoonnvviiccttiioonn..In the event of an accident, a report of a near miss or dangerous driving or a driving conviction the CMC should discuss the incidentwith the driver and any other people who saw it.In a major incident the CMC should seek the advice of the Health & Safety officer & suspend the driver pending investigation.

The CMC has the following options (not in any particular order)• Find driver not at fault• Give a verbal warning• Reduce driver status• Require a driving assessment• Remove driver status

VVeehhiiccllee CCaarree,, MMaaiinntteennaannccee aanndd CCoonnddiittiioonn..Communities must ensure all Vehicles will be kept in sound conditionVehicles will be serviced and maintained in accordance with the manufactures recommendations.All vehicles will carry a first aid kit and warning triangle.Details of next service and NCT/DOE will be displayed in the vehicle and in the CMC’s records.The CMC will ensure regular checks are made of the vehicle.The CMC will ensure that an effective system is in place for the reporting and correction of vehicle faults.Where vehicle have multiple users they should be free of idiosyncrasies and in perfect working order.

RReeccoorrdd KKeeeeppiinnggThe CMC will keep on file all driver records, questionnaires, up to date copies of driving license and any accident or incidentinformation.

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Driver QuestionnaireName:

Nationality:_____________________________________________ Date of Birth:__________________ Age: ___________________

Licence Type____________________________________________ Number: _____________County of Issue:___________________

Date of Issue:___________________________________________ Expiry Date: __________________________________________

(If non EC it must be checked for validity for Ireland__________________________________________________________________

EExxppeerriieennccee

How long have you held your licence?_____________________________________________________________________________

How many years driving experience have you had?___________________________________________________________________

What type of driving experience? (Where, which side of the road, how regularly)

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

Have you owned your own car? ____________________________ How long for? _________________________________________

Have you ever been refused insurance? ______________________

DDrriivviinngg RReeccoorrdd

Have you ever had a driving conviction (or your licence withdrawn)?

If Yes State type (speeding, dangerous driving, drink driving etc) give details including

date _______________________________________________________________________________________________________

___________________________________________________________________________________________________________

Have you ever been involved in an accident? __________________

If yes give details, date, who’s fault, what happened, any injuries, extent of damage to cars etc.

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

Do you have any medical condition that may affect your ability to drive, a number of conditions require notification to the licensing

authority (see appendix 2 0r Dept of Transport web) If you have any of these conditions you must notify the licensing authority

otherwise your license is invalid __________________________________________________________________________________

___________________________________________________________________________________________________________

Any Other relevant information that is not specified above? ____________________________________________________________

Signed ________________________________________________ Date______________

DDRRIIVVIINNGG DDEECCLLAARRAATTIIOONN AANNDD SSTTAATTUUSS TTOO BBEE SSIIGGNNEEDD BBYY DDRRIIVVEERR AANNDD TTHHEE CCMMCC

TToo bbee ssiiggnneedd bbyy DDrriivveerr::I am in possession of a current valid driving licence and am in compliance with all the relevant licensing requirements.I have read Camphill's driving policy and agreed to abide by it.

_____________________________________________________ Date______________

FFoolllloowwiinngg ttoo bbee ssiiggnneedd bbyy ddeessiiggnnaatteedd ccoommmmuunniittyy mmoottoorr ccoo--oorrddiinnaattoorr::

I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________I declare that the above named person has completed all procedures and their current status is

_______________________________________________________________________________________ Date______________

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Appendix 1

VVaalliiddiittyy//EExxcchhaannggee ooff DDrriivviinngg LLiicceennccee

Mutual RecognitionThe holder of a driving licence issued by the competent authority of another member state of the European Union or of the EuropeanEconomic Area ((ii..ee.. EEUU ++ NNoorrwwaayy,, LLiicchhtteennsstteeiinn aanndd IIcceellaanndd)) may drive in Ireland on that licence for the duration of its validity. However,if you wish, you may apply for exchange to an equivalent Irish licence. Application for exchange must be made within ten years of expiryof the licence.

Recognised StatesAAuussttrraalliiaa,, GGiibbrraallttaarr,, IIssllee ooff MMaann,, JJaappaann,, JJeerrsseeyy,, SSoouutthh AAffrriiccaa,, SSoouutthh KKoorreeaa aanndd SSwwiittzzeerrllaanndd have been designated as recognised states forthe purposes of Driving Licence Exchange along with those of the European Union and the European Economic Area. Upon taking upnormal residence in the state the holder of a driving licence issued by the competent authority of one of these countries may drivehere on that licence until the expiry of(i) the period for which such licence has effect or(ii) one year from the date of taking up such residence,whichever ffiirrsstt occurs.Application for exchange to an equivalent Irish licence must be made within one year of expiry of the licence.All applicants for exchange must complete an Exchange of Driving Licence form (D.900) and an Application for Driving Licence form(D.401).

QQ.. MMaayy II ddrriivvee hheerree oonn aa ffuullll lliicceennccee ffrroomm aann uunnrreeccooggnniisseedd ccoouunnttrryy??A. Yes, you may drive here, aass aa vviissiittoorr, on a national full licence for up to1122 mmoonntthhss aafftteerr eenntteerriinngg tthhee ccoouunnttrryy..

What is an International Driving Permit?The IDP is a special licence for tourists, authorised by a UN treaty among nations of the world, for the purpose of allowing motorists todrive vehicles in international traffic without further tests or applications. It is proof that the holder possesses a valid driver's licenceissued by a competent authority in their country of residence.

Appendix 2

DDiisseeaasseess oorr ddiissaabbiilliittiieess wwhheerree aa mmeeddiiccaall rreeppoorrtt iiss rreeqquuiirreedd

• Alcoholism• Any physical disablement which is likely to affect ability to drive safely• Any illness which requires the regular use of psychotropic substances• Any illness or disease which requires the regular use of medications likely to affect the ability to drive safely• Cardiovascular diseases, diabetes, serious diseases of the blood.• Diplopia, defective binocular vision or loss of visual field• Encephalitis, multiple sclerosis, myasthenia gravis or hereditary diseases of the nervous system associated with progressive muscular

atrophy and congenital myotonic disorders• Epilepsy, diseases of the peripheral nervous system, trauma of the central or peripheral nervous system.• Cerebrovascular diseases, lesion with damage to spinal cord and resultant paraplegia• Mental disturbance due to disease or trauma of, or operation upon, the central nervous system• Severe mental retardation, Psychosis, Psychoneurosis or personality disorders• Serious hearing deficiency• Serious diseases of the blood• Any disease of the genito-urinary system (including renal disorder) which is likely to affect ability to drive safely.

http://www.transport.ie/roads/licensing/index.asp?lang=ENG&loc=1233

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26

5. Co-worker Recruitment Procedures

Co-worker Recruitment Procedures

ApplicationWhen an initial application is received the standard letter is sent with a request that they complete a more complete online applicationor forward a CV and references.The Medical Declaration is also sent.When this application is received a letter of motivation isrequested. This is unstructured and self composed and will give some indication of the level of English and of the reasons for wantingto come to Ireland as a volunteer. The young person's interest should include reference to people with special needs and/or living incommunity. Be wary of people who are just looking to practice their English or a place to stay while they explore Ireland.

Check the Medical Declaration and follow up with Dr. Nick if necessary.

Poor English or unusually good English should be followed up with a phone call to establish the true level of spoken English. An Englishtest2 may be sent noting that if they falsify the level of language competence they will be sent home.

Documents can be sent by email initially for convenience but original signed documents should be on hand before a co-worker joins acommunity.

RReeffeerreenncceess aanndd cchheecckkssThree references and a CV are sought.The references should be recent and relevant and should be from a professional source notfrom family or friends. They should not be vague or avoid obvious topics of relevance. At least one should be checked by telephone oremail if the applicant is not coming directly from school. References should include contact details to enable follow up if necessary.Applicants coming directly from school may have no employment history in which case character references from school or youthgroup are acceptable.

Gaps in CV,s or an unusual history of employment should be checked. If the applicant has been in another Camphill it is usuallypossible to speak directly to someone in that community.

Check medical declaration and follow up with Dr. Nick if necessary.Police checks should be current.

LLeetttteerr ooff AAggrreeeemmeennttIf you decide to offer a place check first on the Admitters Blog to see if they have already been accepted by another community.A letter of commitment3 stating what the applicant can expect in terms of work, living situation, pocket money and holidays is sent. Itshould also seek confirmation that they have disclosed all relevant information and it should include information specific to yourcommunity.When it is signed and returned a letter of acceptance4 and a letter of invitation5 are sent.

1. See attached 'Request for Information'. All attached documents are intended as examples from which each community would develop their own.

2. See attached example. Other examples are easily accessed on the internet.3. See attached 'Letter of Commitment'.4. See attached 'Letter of Acceptance'

The letter of invitation is what the co-worker will present upon entry to the state and it should be an official looking letter.The 'letterof Acceptance' should detail what other documents they will need to bring with them.

OOnn AArrrriivvaallInduction should take place within the first two weeks so that people know what is expected of them. A plan for regular reviews or amentoring process should be offered.

Non-EU citizens need to register with the Garda within a month of arrival.They may need an original birth certificate to register. EUvolunteers can apply for a PPS number which can then be used to obtain a medical card.They should be asked to ensure that theyhave their European Health Insurance Card to cover the period until they have a medical card.

LLoonngg TTeerrmm CCoo--WWoorrkkeerr AApppplliiccaattiioonnssWhile all the above applies to applications from people looking to join a community on a longer term basis additional care should betaken in checking references and CV,s. It is strongly advised they such applicants visit a community for long enough to get a real sense ofthe life of the community. If this is not possible then an alternative should be considered (e.g video interview, extended trial period...)

RReeqquueesstt ffoorr IInnffoorrmmaattiioonn

Dear________________

Thank you for your recent application to our community. I am very interested in your application, and we do have a vacancy comingavailable from the end of August 2008 for the period of one year.

I will need the following documents from you in order to proceed:Police check3 references, with contact detailsmedical declaration (attached)Curriculum vitae

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Letter of motivationI have attached our medical declaration for you fill out and return to us. If you need the second health form just let me know. Thereferences need to be written, signed documents In order to speed up the process, you can ask for them to be emailed directly to meand then post the original documents later. The police check may take a few weeks to be processed so you can forward this to me assoon as you have it.

How good is your English? (Please be honest.We may telephone to check.)

If you would like to be considered for the position, can you e-mail back and let me know.

Also if you have any questions please do not hesitate to contact me.

Yours sincerely

LLeetttteerr ooff AAcccceeppttaannccee

Dear________________

I would like to confirm that you are invited to live and work in the Bridge community from_________.

I am enclosing an official invitation letter, which you should carry with you in your hand luggage. You may need to show it to thecustoms officials in order to enter Ireland. As well as your passport, you will need to bring an original birth certificate, as this issometimes required for registration.

European volunteers should also obtain a European Health Insurance Card, which will cover you for any medical treatment until yourIrish Medical Card application is processed. European volunteers should also, if possible, bring along a social security number from theirhome country, as it may speed up the application process. You will be registered with the local doctor (GP) under the medical cardscheme. Optical and Dental treatment is expensive in Ireland, so any routine treatment should be arranged before you come.Emergency treatment is available through the medical card scheme.

Our insurance will cover personal liability. If you bring anything of high value - a musical instrument or Hi-fi system, for example, youmay wish to arrange a special insurance cover yourself.

I am attaching some additional information about our community, which might be helpful.Do get in touch if you have any further questions.

Looking forward to meeting you soon.

IInnvviittaattiioonn LLeetttteerr

RRee:: nnaammee,, ddaattee ooff bbiirrtthh,, hhoommee aaddddrreessss

To Whom It May Concern:

This is to confirm that _______________ is invited to live and work in The ________ Camphill Community as an unpaid volunteer.________ Camphill Community is a life sharing community with adults with special needs.

___________ will live and work at the ______Camphill Community and full board and lodgings will be given in return.

________ plans to stay in our community for one year. He/She is due to arrive on ___________

Where necessary, we will arrange registration at (county) Garda Station within one month of arrival.________ Camphill Community will be responsible for ______while they are in Ireland.If he/she should leave the community earlier than the date agreed, then we will inform the necessary agencies._____________ will receive some holiday money, which will enable them to return home at the end of the year.

Should you need any further information please do not hesitate to contact me.

Yours sincerely

Name

Admissions Group Contact numbers:

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LLeetttteerr ooff CCoommmmiittmmeenntt

PPlleeaassee aadddd aa sshhoorrtt ppaarraaggrraapphh wwhheerree aapppprroopprriiaattee ddeessccrriibbiinngg yyoouurr oowwnn ccoommmmuunniittyy..

Dear________________ Living and working in a Camphill Community can be physically and mentally demanding.Genuine interest, energy enthusiasm and a willingness to persevere are essential.

You will be living closely together with other people, including adults with special needs ,other short term volunteers, long-termvolunteers and their children.This can be both challenging and rewarding, but is unlikely to be entirely without difficulties!

You will be asked to live with people as fellow adults, while at the same time being conscious of any additional needs that they mayhave.This is only really effective when we can live together with a sense of brotherliness, with each of us being aware of the needs ofthe other.

You will usually get one day off per week, but the rest of the time (including evenings and weekends) you will be sharing in the livingand working life of the community. The tasks will be many and varied.They could include helping someone with their personal care,making a meal, cleaning the floor, accompanying someone to an appointment, or to the pub, as well as working together in theworkshops. Flexibility is essential!

Camphill Communities, which are based on the work of Rudolf Steiner known as Anthroposophy, are Christian in belief, and non-denominational in practice.The celebration of the Christian festivals provides an important rhythm in the life of the community.

You do not need to be a Christian to join Camphill, but you will be asked to accompany villagers to Sunday services and join eventsaround the festivals.We expect that everyone will share in our attempt to create meaning and values in these areas, whatever theirpersonal beliefs.

OOnnccee yyoouu rreettuurrnn tthhiiss lleetttteerr,, wwee aarree ccoouunnttiinngg oonn yyoouu ttoo ccoommee aanndd jjooiinn tthhee ccoommmmuunniittyy.. IIff yyoouu aarree uunnssuurree aabboouutt aannyytthhiinngg,, pplleeaassee ccoonnttaaccttuuss ttoo ddiissccuussss bbeeffoorree rreettuurrnniinngg tthhiiss lleetttteerr.. PPlleeaassee eennssuurree tthhaatt yyoouu hhaavvee ggiivveenn uuss aallll iinnffoorrmmaattiioonn wwhhiicchh mmiigghhtt bbee rreelleevvaanntt ttoo yyoouurraapppplliiccaattiioonn.. IIff wwee ffiinndd tthhaatt yyoouu hhaavvee oommiitttteedd iinnffoorrmmaattiioonn,, oorr ggiivveenn ffaallssee oorr mmiisslleeaaddiinngg iinnffoorrmmaattiioonn,, yyoouu mmaayy bbee aasskkeedd ttoo lleeaavvee..

.Do not commit yourself to more than one community- you can only be in one place at a time!

As short-term volunteers are essential to the smooth running of the community, then we count on you to arrive when expected, andto stay for the time agreed. It is extremely disruptive if people leave sooner than expected.

PPlleeaassee mmaakkee ssuurree tthhaatt yyoouu rreeaadd aanndd uunnddeerrssttaanndd aallll ooff tthhee iinnffoorrmmaattiioonn ccaarreeffuullllyy,, tthheenn ssiiggnn aanndd rreettuurrnn oonnee ccooppyy ooff tthhiiss ffoorrmm.. TThhee sseeccoonnddccooppyy iiss ffoorr yyoouurr oowwnn rreeccoorrddss..

I_________________ confirm that I will be coming to Community from _______ until______________

II ccoonnffiirrmm tthhaatt II hhaavvee ddiisscclloosseedd aallll iinnffoorrmmaattiioonn rreelleevvaanntt ttoo mmyy aapppplliiccaattiioonn..

Signature_________________________________________________

Date_________________

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CCOO--WWOORRKKEERR AAPPPPLLIICCAATTIIOONN CCHHEECCKKLLIISSTT

Name: ______________________________________________ Address:______________________________________________

Tel/Fax: _____________________________________________ ____________________________________________________

DOB:_______________________________________________ Date of Arrival: ________________________________________

PPS: ________________________________________________ Date of Departure: _____________________________________

AAccttiioonn DDaattee

Initial application received ________________________

Standard letter sent ________________________

Completed application and CV received ________________________

Letter of Motivation requested ________________________

Adequate spoken English established ________________________

References requested ________________________

References received ________________________

Reference(s) checked ________________________

Police check received ________________________

Medical declaration sent ________________________

Medical declaration received ________________________

Follow up medical form sent ________________________

Advice received from Medical Adviser ________________________

Letter of Agreement sent ________________________

Signed Letter of Agreement received ________________________

Letter of Acceptance and Letter of Invitation sent ________________________

Flights ________________________

Medical Card ________________________

Notes: ____________________________________________________________________________________________________

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

___________________________________________________________________________________________________________

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s o l u t i o n swww.risk-solutions.ie

Prepared by

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6. Health & Safety Statement

Safety Manual National Master CopyCamphill Communities of Ireland

This is the safety statement & policy of:

Camphill Communities of Ireland To each person who comes in contact with our communities.

This document details our safety policy and the arrangements that we have put in place to safeguard the safety, health and welfare ofevery person who may be exposed to our activities.

Our aim as an organisation is to provide an environment in which people, some with special needs, can live, learn, work and fulfil theirpotential as human beings. The approach is built around Life sharing, involving education, training, social/ cultural life and meaningfulwork, all of which are necessary for a healthy life. A safe environment where risk is managed at a level that still enables individuals tolearn and to take responsibility for themselves and others is desired. Our objective therefore is to provide a healthy and safeenvironment for all those in the communities. We must all work together to prevent accidents happening and eliminate the effects ofsuch accidents.

___________________Council of Camphill Communities of Ireland

Circulation List

The following is a list of the holders of copies of Camphill Communities safety statement:

Name Position Date Issued Signature of Issuer_________________ ____________________________________ ______________________ _________________________________________ ____________________________________ ______________________ _________________________________________ ____________________________________ ______________________ ________________________

Amendment list

The following is a list of all amendments to the safety statement.

Issue No. Date Amendment Page/Paragraph No. Signature

Issue No. 1.0 July 2004 Initial Document Whole Document W RyanIssue No. 2.0 November 2008 Review Whole Document J Hart / J Buckley_________________ ________________ __________________ ______________________ _________________________________________ ________________ __________________ ______________________ _________________________________________ ________________ __________________ ______________________ ________________________

Revision 2.0 November 2008

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Contents

Circulation List . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32Amendment list . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32Contents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34General Policy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34General Practice. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34Responsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

The Council . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34The Health, Safety and Insurance Working Group (HSIWG) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34National Safety Officer(NSO) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34The Community Group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34Community Safety Officer (CSO) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34The Senior Co-Workers, House Parents/Coordinators,Workshop Masters & Employees with responsibility for a particular house or work/activity area. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Community Members, Employees, Co-workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Contractors/Visitors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Consultation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35PPE (Personal Protection Equipment) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Machinery,Tools & Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Driver Training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Special Needs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Bullying . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Emergency Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36First Aid.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Fire . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Evacuation Procedures. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Fire Register . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Contractors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Major Contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Minor Contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36Accident Reporting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Visitors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Chemicals & Hazardous Substances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Audit & Review Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Document Change Control . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Accident Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

Accident Reporting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38Health & Safety Authority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38Report Forms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38Record Keeping . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38Investigation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38Follow Up . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39Records of training provided . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

Hazard Identification And Risk Assessment Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

Revision 2.0 November 2008

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IntroductionThis document outlines how Camphill manages its risk exposure. It covers health & safety and fire safety.

General PolicySince one of the ideals of the Camphill approach is the health and well being of each individual, there is an ongoing commitment tohealth and safety. Camphill is not a commercial organisation and health and safety will always take precedence over any form ofproduction. Living and working situations are devised to suit the needs of all the individuals who are in the community, and thisapproach extends to all who may be affected by our activities.It is the policy of Camphill to:• Safeguard the safety, health & welfare of all our employees and community members while at work and to provide, so far is

reasonably practicable, a working environment that is safe and without risk to health.• Conduct our business in such a way as to ensure, so far as is reasonably practicable, that people who may be affected by our

operations, are not exposed to risks to their health & safety.• Recognise our obligations to meet all relevant health & safety legislative requirements pertaining to us. This includes safety,

health & welfare, fire safety and road traffic legislation.• Organise and arrange our business activities to ensure compliance with this policy.• Review and update this policy on an ongoing basis including a formal review on a yearly basis as a minimum.

General PracticeIn carrying out this policy, it is the practice of Camphill to:• Specify responsibility and accountability for the safety, health & welfare of employees, community members and other people

who may be affected by our operations.• Ensure that appropriate training and instruction is provided for all employees, community members and any other people who

may be affected by our operations. This will include training in work methods; equipment and other such issues as may arise.• Constantly strive to communicate the safety message within the organisation at all levels including to external people who

come in contact with Camphill.• Take account of the need to eliminate or reduce risk to health & safety when planning work.• Ensure that safety measures are in place to protect all contractors who may be affected by our operations.• Communicate with community members and employees on a regular basis in relation to safety, health & welfare issues.

ResponsibilitiesTThhee CCoouunncciillOverall responsibility for safety health & welfare is held by the Council of Camphill Communities of Ireland who will:• Form a Sub committee to oversee Health and Safety , 'The Health, Safety and Insurance Working Group' (HSIWG)• Appoint a National Safety Officer (NSO) and Deputy(DNSO)• Ensure all communities designate a Community Safety Officer (CSO)and deputy (DCSO).• Include in the annual report a report on health & safety within the organisation.• Ensure that adequate resources in terms of budget, time and personnel are provided to those people designated with

responsibility for the implementation of the safety policy.

TThhee HHeeaalltthh,, SSaaffeettyy aanndd IInnssuurraannccee WWoorrkkiinngg GGrroouupp ((HHSSIIWWGG))Shall directly oversee the Safety Policy and its implementation on the Councils behalf, reporting to the Council on a regular basis.

NNaattiioonnaall SSaaffeettyy OOffffiicceerr((NNSSOO))Responsibility for the co-ordination and implementation of the National Safety Policy is held by: Jeremy Hart.His deputy is Chris Taylor.The National Safety Officer (NSO) will:• Ensure that the National Safety Policy is kept up to date, including a formal review on a minimum annual basis.• Ensure that all Community Safety Officers (CSO’s) are aware of the contents of the National Safety Policy• Arrange for regular safety audits and checks to ensure that the National Safety Policy is being adhered to.• Facilitate regular communications sessions with communities.• Keep an up to date list of CSO's• Report to The Council and the HSIWG on a regular basis or in the event of a reportable accident.• Keep records as required of accidents and incidents as reported by the CSO's

TThhee CCoommmmuunniittyy GGrroouupp(as defined in the Guide to the Organisational Structures document) is responsible for the health and well being of those in theCommunity.They will:• Designate a CSO and deputy.• Ensure written Risk Assessments and Risk Management practices are in place in each house and work/activity area.• Ensure the community Safety Manual is kept up to date.• Provide the support, authority, time and resources to the CSO to carry out their role.• Designate people with day to day responsibility for Health and Safety in each house and work/activity area including

(Fire Marshall's)

CCoommmmuunniittyy SSaaffeettyy OOffffiicceerr ((CCSSOO))Responsibility for the co-ordination and implementation of the National Safety Policy at Community level, is held by the CommunitySafety Officer (CSO)

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The CSO will:• Ensure that the National Safety Policy is implemented in the Community• Ensure Risk Assessments and Risk Management practices are kept up to date including a formal review on a minimum annual basis• Keep the Community Safety Manual up to date.• Ensure that all Community Members and Employees are aware of the contents of the relevant parts of the National Safety

Policy and the Communities Risk Assessments and Risk Management practices.• Report to NSO all accidents and incidents, periodically or on occurrence.• Keep records as required of accidents and incidents.• Keep up to date lists of the people with day to day responsibility for Health and Safety in each house and work/activity area

including (Fire Marshall's).• Inform the NSO of any changes of CSO or Deputy CSO.

TThhee SSeenniioorr CCoo--WWoorrkkeerrss,, HHoouussee PPaarreennttss//CCoooorrddiinnaattoorrss,, WWoorrkksshhoopp MMaasstteerrss && EEmmppllooyyeeeess wwiitthh rreessppoonnssiibbiilliittyy ffoorr aa ppaarrttiiccuullaarr hhoouussee oorrwwoorrkk//aaccttiivviittyy aarreeaa..

Responsible for implementation of day to day health and safety in the particular house, work area or activity.• Make themselves aware of the health, safety, risk management and record keeping requirements for their particular area and ensure

implementation.• Have the Risk Assessments and Risk Management practices for their area available in their area• Ensure compliance with the Risk Assessments and Risk Management practices for their area• Report all accidents and incidents to the CSO• Keep appropriate records

CCoommmmuunniittyy MMeemmbbeerrss,, EEmmppllooyyeeeess,, CCoo--wwoorrkkeerrssMake themselves aware of the Health and Safety practices in their area of work or activity and follow same and the instruction andadvice of the senior Co-workers, House Parents/Coordinators,Workshop Masters or Employees responsible in their area of work oractivity.

We all have a responsibility to co-operate with each other in the work and activities that we partake in during our time in Camphill.With this in mind, we need to ensure that our actions or activities do not place ourselves or colleagues at risk.

CCoonnttrraaccttoorrss//VViissiittoorrssAll contractors and visitors to Camphill have a responsibility to make themselves aware of the safety policy of Camphill. They must takereasonable care to ensure the safety health and welfare of themselves and any other person who may be affected by their activities.

ResourcesThe resources required to ensure the safety, health and welfare of people working and living in the Camphill Communities are madeavailable through capital, operating and maintenance budgets. Each community is responsible for providing local resources.Due to the broad range of risk management issues that arise within our Communities, the services of external consultants are used tosupplement our internal resources where required. These include but are not limited to:

IInnssuurraanncceess Ecclesiastical, HibernianIInnssuurraannccee BBrrookkeerr Senior WrightHHeeaalltthh Dr. Nick Blitz is the medical adviser to the Council .FFiirree EEqquuiippmmeenntt Contracted @ Community LevelHHeeaalltthh && SSaaffeettyy Risk Solutions advises the Council & individual communities.RRiisskk MMaannaaggeemmeenntt Work Safe Solutions advise Ballytobin community.

CCoonnssuullttaattiioonnConsultation is a fundamental element of the Camphill environment. In this regard issues affecting Health & Safety are an integral elementof the regular meetings that take place within communities and at Council level. At work level, communication between co-workers, employees and residents is ongoing given the nature of the environment and care provided by the communities.

PPPPEE ((PPeerrssoonnaall PPrrootteeccttiioonn EEqquuiippmmeenntt))Appropriate PPE will be provided to each member of the community as required.

MMaacchhiinneerryy,, TToooollss && EEqquuiippmmeennttMachinery, tools & equipment are used throughout all the Camphill Communities. They can be used in work/maintenance activities alongwith living activities. Each community has its own range of such machinery and tools. It is the intention of the safety statement to coversuch machines, tools and equipment that are used as part of the work, maintenance and living activities. Each community will compile alist of machines, tools & equipment that require authorised persons to operate or supervise their use.

Where such machinery, tools & equipment are used in each community, the use and operation is mainly restricted to named personnel.All listed users are trained and/or experienced in its use.Where people are being trained in the use of such machines, tools &equipment, they will be supervised where necessary while using the item(s). All machinery, tools and equipment are maintained andserviced by competent person.

DDrriivveerr TTrraaiinniinnggAll drivers of Camphill vehicles are designated drivers. A list of such drivers is maintained in each community and by the CommunityMotor Coordinator.Revision 2.0 November 2008

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Emergency ProceduresFFiirrsstt AAiiddFirst Aid kits are installed and maintained in each community. A list of emergency telephone numbers including that of the local Doctorand emergency services with brief instructions on the priorities to be followed is posted in each area within the individual community.Each community will have at least two trained first aiders

FFiirreeEach community has a fire safety plan for their buildings. Given the nature of each community these will vary from community tocommunity. Fire extinguishers are installed and maintained (on an annual contract basis).

EEvvaaccuuaattiioonn PPrroocceedduurreessEach community has a fire emergency plan and practice its implementation on an ongoing basis. Most of the residences are typicalfamily homes and due account is taken of persons mobility in assigning accommodation.

People will make themselves familiar with the emergency and fire procedures for the community in which they are living/working. Theseprocedures are posted on the notice boards and induction/staff training will include these procedures.

Co-workers/Employee's should ensure that any visitors/contractors accompanying them leave the premises in the event of anemergency. Do not re-enter a building after evacuation unless cleared to do so by a fire marshal.

FFiirree RReeggiisstteerrA fire register is prepared for each community and is kept in the Community Safety Manual. This register includes more details on allthe fire protection/detection systems available in the community.

Contractors At times external contractors may carry out work in or on our premises. The arrangement by which Camphill manages any riskexposure relating to these activities includes the following measures:

MMaajjoorr CCoonnttrraaccttss• A copy of each contractor’s safety statement will be obtained and kept on site.• Each safety statement must contain site-specific risk assessments to cater for the work being done. This is the responsibility of the

contractor and the designated person with responsibility for safety in the individual community.• The contractor will nominate a representative who will liaise with the Camphill designated person with responsibility for safety and

any other person who may be nominated for the duration of the contract.• All contractors working on major contracts will complete the contractors’ safety questionnaire prior to the commencement of the

contract.

MMiinnoorr CCoonnttrraaccttssMinor contracts include repairs/alterations to existing buildings, premises etc. Work will normally be of a short duration. Thesecontractors tend to be known to the Community as a neighbour or through referral etc. These contractors will:• Inform the hiring person within the Community of any specific safety controls required during the duration of the work.• Ensure that the work site and work equipment do not pose a hazard to members of the community.

AAcccciiddeenntt RReeppoorrttiinnggIf a contractor’s employee suffers an accident, while working for or on behalf of Camphill, a copy of the accident report form should beobtained from the contractor, investigated, followed up and filed.

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Camphill have a specific Driving Policy for community vehicles. A copy of this Policy is included in the transport section of the safetymanual. People who are to be designated drivers undergo a formal driver appraisal before they are permitted to drive a Camphillvehicle.This includes a formal assessment by a qualified external instructor, a probationary driving period and on-going internalmonitoring of their driving skills.

SSppeecciiaall NNeeeeddssAll co-workers are provided with induction training covering the Camphill lifestyle, expectations and work schedule. This also includesspecific training to deal with challenging behaviour if that may arise in the community. Communication between all parties and anunderstanding of an individual's needs will allow community members to minimise and where necessary deal with any challengingbehaviour.

BBuullllyyiinngg Camphill is committed to working together to maintain an environment that encourages and supports dignity at all times. Bullying inany form is not accepted or tolerated. Everybody has a responsibility to ensure that they are not contributing to a bullying culture.They should be alert to the possibility of bullying behaviour and be familiar with the policies and procedures for dealing with allegationsof bullying. A separate bullying policy & procedure has been prepared. This identifies the types of bullying, the procedures to be takenin reporting bullying and the procedures to be taken in dealing with any such report or incident.

Chemicals & Hazardous SubstancesIn Camphill, the most common chemicals to be found are cleaning materials or office supplies such as correction fluid.The risk fromthese chemicals is minimum based on the quantities on site.The following guidelines will ensure that this risk is kept to a minimum.

Always:• Carry out work with chemicals according to the manufacturer's directions.• Read the labels and Material Safety Data Sheets supplied with the chemicals.• Treat chemicals according to the hazards they pose.• Be aware of the warning signs.• Wear protective equipment if required.• Wash off splashes immediately in accordance with the manufacturer's directions.• Report any spillages or accidents immediately.• Be aware of the location of emergency facilities.

Never:• Handle chemicals unless you are aware of the potential dangers.• Smoke where chemicals are in use or stored.• Eat, drink or smoke without washing your hands after handling chemicals.• Mix chemicals unless the manufacturer has indicated that it is safe to do so.• Store chemicals in containers other than those in which they were supplied.

The following symbols are the most common type found in use.

Audit & Review PolicyCamphill will regularly audit and review:• The content of the National Safety Policy at least annually• The implementation of the National Safety Policy at least twice annually• The effectiveness of the National Safety Policy by reviewing incident and accident reports at least annually

These audits and reviews will be conducted on both a formal and informal basis. A formal review will take place on a twice yearly basiswith the assistance of our risk management consultants. On occasions reviews will take place that may be prompted by an incident, newlegislation, an insurance survey and/or a HSA inspection etc.These will form the basis of the informal audit process along with ad-hocinspections by management and staff.

Document Change ControlGiven the nature of the National Safety Policy, changes will occur from time to time. It is essential that each copy of the National SafetyPolicy be updated to reflect these changes. Details of changes and amendments will be kept within the master file of the Policy. Themaster file will be managed and held by the National Safety Officer.

On amending this Policy, all copies will be recalled, amended and reissued as appropriate. At times it may be necessary to replace thecomplete document.This will result in an increase in the version number of the document. Minor changes will be identified by sub

version numbers e.g.V 1.0 – V1.1. All superseded revisions will be destroyed and the master copy kept in the obsolete section of themaster file.

Members of each community will be informed of the relevant changes.This will normally be done at a community meeting or throughindividual/work group meetings.The National Safety Officer is responsible for ensuring that each Community Safety Officer is madeaware of the changes.The person CSO with responsibility for health and safety in each community will be responsible for ensuringawareness of the changes through out their community.

Corrosive Harmful/Irritant Toxic Explosive Oxidiser Flammable Pollutant

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Visitors At times visitors/members of the public may visit our premises.The arrangement by which Camphill manages any risk exposure relatingto these activities includes the following measures.• Provide the same level of care to visitors as to our community members.

If a visitor suffers an accident, while visiting our premises/vehicle(s), the person who the visitor is visiting should complete an accidentreport form and report it to the relevant senior co-worker.The accident will then be investigated, followed up and filed.

Accident PolicyCamphill operates a no blame policy in respect of accident/incident investigation.This encourages openness in the investigation of anaccident and makes elimination of repeat accidents easier.The purpose of any investigation is to identify the underlying weaknesses inour systems and to prevent a re-occurrence or minimise the potential loss from any accident.

AAcccciiddeenntt RReeppoorrttiinnggAll accidents and incidents (near misses) must be reported to the Community Safety Officer who in turn will periodically or byoccurrence report to the National Safety Officer. In the event of a serious accident or incident, a senior co-worker or the CSO shouldbe notified immediately. He/She will then take charge of the situation.Certain basic procedures should be followed at all times:• Unless there is a risk of further injury do not move the injured person.• Take account of the status of the injured person and call for medical assistance or the emergency services.• State the full address clearly and the location of the accident.• State the nature of the injuries as far as they can be ascertained.• Have someone meet the emergency services at the site/plant entrance or accident site as they arrive.• Apply whatever first-aid measures are necessary and safe to carry out.• Establish whatever hospital the injured person is being taken to.

The Community Safety Officer or senior co-worker should notify the injured person’s family and if required, arrange transport for themto the hospital.

Ensure the site of the accident is not disturbed until an investigation is carried out by the Health & Safety Authority and insurance LossAdjuster if appropriate.

HHeeaalltthh && SSaaffeettyy AAuutthhoorriittyyIt is a requirement to inform the Health & Safety Authority (HSA) of certain categories of accidents and incidents. In the event of afatality they must be notified immediately by telephone and the scene of the accident must not be disturbed until they authorise it.

Copies of the statutory accident report forms are attached in the forms section of the safety manual along with instructions on theiruse.

Any accident resulting in the absence of more than three working days must be notified to the HSA on form IR1, along with certain‘non-injury’ type accidents such as serious fires, chemical spills etc. that are reported using form IR3 (a list of these incidents is providedin the instructions on form IR3).

Please note that the IR1 form provided in the safety policy manual cannot be photocopied. Manual reports must be on original copiesonly. Alternatively the Community Safety Officer can complete the IR1 on line The IR3 can be photocopied for use.HHSSAA11889900 228899 338899 Fax:016147125 Email: wcu@hsa.ie

RReeppoorrtt FFoorrmmssA separate in-house report form is used for each type of incident.The same form is used for an accident or an incident. These formscan be found in the forms section of the safety manual.The forms can be copied for use.These should be completed in the event of allincidents/accidents even if there is no damage to Camphill equipment.

RReeccoorrdd KKeeeeppiinnggAll accident reports will be kept in a separate folder under the control of the Community Safety Officer.This will be used for auditpurposes, statutory recording and monitoring purposes. All investigation reports will be attached to the original accident report from.This will enable easy of review of investigation status for each accident and will be required in the event of a HSA inspection.All reports will be kept on file for a minimum of 10 years in accordance with the General Application Regulations 1993.

IInnvveessttiiggaattiioonnThe Community Safety Officer, appropriate senior co-worker and if appropriate the National Safety Officer will investigate all accidents.They will be supported by the NSO, insurance broker/company and safety consultants where appropriate. All accidents will bereviewed by the risk management consultants on a twice yearly basis or earlier if a particular accident warrants it.

FFoollllooww UUppFollowing the accident investigation a follow up procedure will be followed.This includes revising the risk management policy wherenecessary and informing relevant staff of any changes required.

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TrainingTraining is recognised by Camphill as a key element in the control of risk and the prevention of accidents and losses. It is the policy ofCamphill that all community members receive relevant, full and adequate training in the use of any equipment, which they may use. Allsenior co-workers, house parents/coordinators, workshop masters or employees are responsible to ensure that individuals under theircontrol are trained in the correct systems of work necessary for the safe performance of their duties.

RReeccoorrddss ooff ttrraaiinniinngg pprroovviiddeeddA record of all training provided will be kept in the Safety Manual. A sample of this sheet is provided in the forms section of the SafetyManual.

It may also be used to record training provided to contractors’ employees where appropriate. A copy of the notes used should bemaintained by the Community Safety Officer where necessary.

Hazard Identification And Risk Assessment MethodologyThe risk assessment is based on the combination of the Severity and Likelihood associated with each hazard. The risk assessmentshows the overall risk rating.The tables below provide guidance on factors to be taken in to account when doing a risk assessment.

HHaazzaarrdd is taken to mean "anything that can cause harm".

RRiisskk is taken to mean "the chance, great or small that someone will be harmed by the hazard".SSeevveerriittyy is the possible outcome of an accident/incident, e.g. broken leg, explosion.

LLiikkeelliihhoooodd is the possibility of the accident/incident occurring.

The RRiisskk FFaaccttoorr is the combination of SSeevveerriittyy and LLiikkeelliihhoooodd.. RRiisskk is graded as follows:

GGrraaddee ooff RRiisskk CChhaarraacctteerriissttiiccss

HHiigghh RRiisskk Possibility of fatality or serious injury or of minor injury to a number of people.Possibility of significant material loss.

MMeeddiiuumm RRiisskk Possibility of minor injury to a small number of people. Risk of some material loss. The possibility of fatality orserious injury or significant material loss is unlikely although conceivable.

LLooww RRiisskk The possibility of injury or material loss is unlikely, although conceivable.

RRiisskk CCoonnttrrooll measures are intended to reduce the risk to an acceptable level. Individual risk assessments are available for each area ofoperations. You should familiarise yourself with these risk assessments.They provide guidance on what controls are required for thevarious risks that you may face during your work

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This document is one section of the publication 'Life inCamphill'. The full document comprises, along with theForeword and Introduction, the following sections:

Section 1 Ways of BeingSection 2 Guidelines and Policies for Camphill CommunitiesSection 3 Further Policies and procedures adopted by

Camphill Communities of IrelandSection 4 Easy Summary

No one section on its own can be taken to represent adescription of the ethos and policies of Camphill. Thedocument should be considered as a whole with each sectionderived from and relating to the other sections.

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