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Standard Terms & Conditions

1. DEFINITIONS

In these Conditions: “Client” means the person named as such in the quotation, tender and/or contract; “Contractor” means DT Civils Ltd T/A DT Civils & Utilities. “Commencement” means the date on which the works are commenced either in total or per section in line with the DT Civils Limited schedule of works; “Completion Date” means the date on which the works are completed either in total, per section, made fit for purpose, tested or commissioned in line with the DT Civils Limited schedule of works; “Contract” means the contract between the Client and the Contractor for the Works comprising the Quotation, these Terms & Conditions and the other documents specified in the Quotation; “Contract Price” means the price payable by the Client to the Contractor for the works, as shown in the quotation, tender and/or contract (and as varied in accordance with the Contract); “Quotation” means the Contractor’s signed Quotation, tender and/or contract referring to these Conditions; “Works” means the work described in the Quotation, tender and/or contract (as amended in accordance with the Contract); “Location” means the geographical location of the works and areas designated for the safe and secure storage of plant, equipment and materials.

INTERPRETATION

  1. Reference to a person includes any individual, corporate or unincorporated body acting on behalf of the Client or Contractor.
  2. Reference to a party includes its personal representatives, successors and permitted assigns.
  3. Reference to a Statute or Statutory Provision includes all primary and subordinate legislation made under that provision.
  4. Any words following terms such as “including”, “for example”, etc. shall be construed as illustrative and shall not limit the sense of the words preceding them.
  5. Reference to writing or written includes email.

3. CONTRACT FORMATION

Acceptance of the Contractor’s Quotation by the Client constitutes the contract for the Contractor to carry out the “Works” in accordance with these Terms & Conditions.

4. GENERAL OBLIGATIONS

Contractor

  1. The Contractor will exercise reasonable skill and care in the performance of the “Works”.
  2. The Contractor shall take reasonable care with the Client’s site.
  3. The Contractor shall remain registered and in good standing with relevant organisations as required for completing the Works.
  4. The Contractor shall responsibly manage lawful disposal of waste materials generated or removed from the Client’s site, unless otherwise stated.
  5. The Contractor will provide reasonable notice of any expected overruns and cooperate with the Client for reprogramming if required.
  6. The Contractor shall maintain valid employer and public liability insurance policies.
  7. The Contractor shall ensure all materials and equipment are stored securely in areas provided by the Client.

Client

  1. The Client will give the Contractor access to the site as reasonably required to carry out the Works without interference.
  2. The Client is responsible for obtaining all required permissions, permits, and consents unless otherwise agreed.
  3. All associated costs for such permissions will be borne by the Client unless stated otherwise in the Contract.
  4. Unless otherwise stated, the Client is responsible for NRSWA notices and related liabilities.
  5. The Client warrants that necessary consents will be obtained before or within reasonable timeframes of commencing works.
  6. The Client shall be responsible for correct measurements and any expenses due to errors in supplied data.
  7. The Client must provide secure storage for materials and equipment both on and off site.
  8. The Client shall be responsible for the security and safety of stored materials and equipment belonging to the Contractor.

5. VARIATION

  1. If the Client wishes to omit or vary any of the Works (or any design or materials), they must inform the Contractor in writing. The Contractor will then supply to the Client an estimate of the cost of the variation and the likely effect on the Contract period and Completion Date.
  2. Unless the Client withdraws their request for a variation upon receiving the Contractor’s estimate, the Contract Price will be adjusted in accordance with that estimate (or as otherwise agreed between the Client and Contractor), and an appropriate extension of time for completion of the Works shall be agreed.
  3. If a variation is agreed verbally, either the Contractor or the Client will confirm it in writing within three working days.
  4. The Contractor will notify the Client if any unforeseen difficulties arise during the Works and, in such circumstances, a fair and reasonable adjustment to the Contract Price and Completion Date will be made.
  5. The Contractor reserves the right not to comply with any request for a variation which would increase the value of the Works by more than 10% of the original Contract Price.

6. CONTRACT PRICE & PAYMENT

  1. The Contract Price is stated in the Quotation or Tender and may be varied in accordance with these Conditions.
  2. The Contract Price as stated is valid for acceptance for 30 days unless otherwise notified by the Contractor in writing.
  3. The Contractor reserves the right to amend or withdraw the Quotation or Tender at any time before acceptance.
  4. The Quotation or Tender is based on prevailing material and labour costs at the Agreement date. The Contractor may vary the Contract Price in line with subsequent changes in material or labour costs upon written notice to the Client.
  5. It is assumed that the Contractor will carry out all works during normal working hours. There will be an additional charge for any overtime working at the Client’s request.
  6. The Client shall pay the Contractor the Contract Price in accordance with the payment terms stated in the Quotation. The standard due date for payment is 30 days from the invoice date.
  7. Invoices will be raised to include the value of work completed or partially completed during the month.
  8. Where the contract is ongoing, the Contractor may submit an Application for Payment in lieu of an invoice, exclusive of VAT and with supporting documentation attached.
  9. The Client must confirm or dispute the Application for Payment within seven calendar days of submission; failure to do so will deem it agreed, and a sales invoice will be raised.
  10. If the Client disputes any part of an Application for Payment or invoice, they must, within seven days of receipt, give written notice specifying the disputed amount and the basis for calculation. Undisputed amounts must still be paid by the due date. Disputed amounts will be handled under Clause 12 (Disputes).
  11. If the Client fails to pay any amount properly claimed, the Contractor may suspend its obligations under the Contract after giving at least seven days’ written notice. Any suspension will entitle the Contractor to recover reasonable costs and an extension of time for completion.
  12. Late payment entitles the Contractor to charge interest under the Late Payment of Commercial Debts Regulations or, if not applicable, 8% per annum above the Bank of England base rate.
  13. All prices are exclusive of VAT, which will be added as appropriate and invoiced separately.
  14. Where self-billing arrangements are used, they will be formalised in writing in accordance with HMRC VAT Notice 700/62.

7. INSURANCE & LIABILITY

  1. The Contractor shall maintain the following insurances (unless otherwise agreed): – Public Liability Insurance for £10,000,000. – Employer’s Liability Insurance.
  2. The Contractor will provide the Client with insurance details upon request.
  3. Where the Works are to be carried out in an existing building, the Client will be responsible for insurance of the Works, naming the Contractor as co-insured, and will provide details to the Contractor upon request.

8. DURATION, HANDOVER & DEFECTS LIABILITY

  1. The proposed Commencement Date and Completion Date are shown in the Quotation.
  2. The Contractor will notify the Client within five working days of any event beyond their control that may delay completion. The notice will specify the cause, likely effect, and proposed mitigation. The Completion Date will then be extended as agreed or, failing agreement, under Clause 12.
  3. The Contractor will notify the Client before handover and allow inspection of the Works before completion is confirmed.
  4. The Contractor will be responsible for remedying defects as follows: i) For materials and installation – within 12 months from the Completion Date; ii) For reinstatement – within the time stipulated per NRSWA. Defects arising from fair wear and tear, misuse, or defects in Client-supplied materials are excluded.
  5. This defect liability clause only applies after the Client has paid in full. If payment is outstanding, the Client forfeits entitlement to remedial work under this clause.
  6. Where manufacturer warranties apply, the Contractor will transfer the benefit to the Client but is not liable for defects unless due to their negligence.

9. LIMITATION OF LIABILITY

  1. Except for defects notified within 12 months of completion, the Contractor will not be liable for any other direct, indirect, or consequential loss incurred by the Client, including loss of use or profit.
  2. Nothing limits liability for death or personal injury caused by negligence, or fraud.
  3. Except as required by law, the Contractor is not liable for loss of profits, business, data, goodwill, or consequential loss.
  4. The Contractor’s total liability to the Client for all claims shall not exceed the total charges paid by the Client under the Contract for the Works giving rise to the claim.
  5. This clause shall survive termination of the Contract.

10. TERMINATION

  1. The Contractor may terminate the Contract if the Client fails to pay within 30 days of the payment date or commits any other material breach.
  2. The Contractor is not liable for any consequential costs incurred by the Client due to termination.
  3. The Client may terminate if the Contractor materially breaches the Contract and fails to remedy within 28 days of written notice.
  4. Either party may terminate if the other becomes insolvent or has a receiver, manager, or liquidator appointed.
  5. Termination will not affect accrued rights or liabilities up to the date of termination.

11. CONSEQUENCES OF TERMINATION

  1. The Client shall immediately pay the Contractor for all completed and outstanding works (including interest) not yet invoiced.
  2. The Contractor may recover all costs reasonably incurred, including non-refundable fees or deposits to third parties.
  3. The Client shall return all Contractor-owned materials and equipment not fully paid for. If they fail to do so, the Contractor may enter the premises to recover them, and the Client remains responsible for their safekeeping.
  4. Termination does not affect any accrued rights, remedies, or obligations up to the termination date.
  5. Any provisions intended to survive termination shall remain in full effect.

12. DISPUTES

  1. The parties will endeavour to settle any dispute amicably by direct negotiation.
  2. If unresolved, either party may refer the dispute to adjudication under the CEDR (Centre for Effective Dispute Resolution) Adjudication Rules. The adjudicator’s decision is final unless a notice of dissatisfaction is served within 28 days.
  3. Any dispute not resolved by negotiation or adjudication will be settled by the courts of England and Wales.
  4. The Contract is governed by the laws of England and Wales.

13. MATERIALS, RIGHTS AND THE ASSUMPTION OF RISK

  1. Where the Client provides materials free of charge, those materials remain the Client’s property and are used solely for the Contract. Any surplus shall be handled per the Client’s direction.
  2. Client-supplied materials stored on their property shall be insured by the Client. Any loss or damage shall be replaced at the Client’s expense.
  3. Ownership of any materials used by the Contractor remains with the Contractor until full payment is received.
  4. The Contractor reserves the right to remove or isolate materials from the site if these Terms are breached.
  5. Risk and responsibility for products or materials pass to the Client: i) Upon delivery, where the Contractor is responsible for delivery; or ii) When materials leave the Contractor’s premises, where the Contractor is not responsible for delivery.

14. INDEMNITY

The Client shall indemnify the Contractor against any loss or damage resulting from the Client’s breach of this agreement or failure to comply with its terms.

15. FORCE MAJEURE

Neither party shall be liable for any delay or failure to perform obligations under this agreement due to circumstances beyond reasonable control, including acts of God, war, fire, terrorism, civil unrest, regulatory actions, or shortages of materials. The Client remains liable for any increase in Contract Costs resulting from such events.

16. WARRANTY OF CONTRACTUAL CAPACITY

Both parties warrant that they are authorised and permitted to enter into this agreement and have obtained all necessary permissions and approvals.

17. DATA PROTECTION

  1. The terms “Controller”, “Processor”, “Data Subject”, “Personal Data”, “Personal Data Breach” and “Processing” have the same meanings as in the Data Protection Legislation.
  2. Each party warrants to: i) Maintain appropriate security measures to protect Data against unauthorised processing or loss; ii) Process Data only as required under this Agreement; iii) Notify the other party immediately (and within one working day) of any potential data breach; iv) Notify the other of any Data Subject request and cooperate in compliance efforts; v) Comply with all relevant Data Protection laws and inform the other if an instruction may breach such law; vi) Cooperate fully with any regulator and make available all compliance information upon request; vii) Promptly respond to Data enquiries and return or delete all Data upon termination or request.
  3. Neither party shall transfer Personal Data outside the European Economic Area without prior written consent from the other.

18. ANTI-BRIBERY

The Client and the Contractor shall comply with all applicable laws, statutes, regulations, and codes relating to anti-bribery and anti-corruption, including but not limited to the Bribery Act 2010.

19. GENERAL

  1. Notices: All notices must be in writing and delivered by hand, email, or first-class post to the recipient’s address.
  2. Assignment: Neither party may assign rights or obligations without written consent.
  3. Subcontracting: The Contractor may sublet parts of the Works but remains responsible for obligations under the Contract.
  4. Entire Agreement: The Quotation and these Terms & Conditions constitute the entire agreement between the parties and supersede all prior understandings.
  5. Amendment: Any amendment must be in writing and signed by authorised representatives of both parties.
  6. No Reliance on Representations: The Client acknowledges they have not relied on any statements not expressly included in this Contract.
  7. Severance: If any clause is unenforceable, it shall not affect the enforceability of the remaining provisions.
  8. Waiver: Failure to enforce any provision shall not constitute a waiver of future enforcement.
  9. Jurisdiction: The courts of England and Wales shall have exclusive jurisdiction over any dispute arising out of this Contract.
I have read, understood and accept these Terms and Conditions as part of our engagement with DT Civils Ltd.
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General Statement of Intent
DT Civils Limited attaches great importance to safeguarding the health and safety of its employees, visitors and anyone else who might be affected by its undertakings. Therefore, our policy is to aim for best practice within the health and safety field. Compliance with the requirements of the Health and Safety at Work Act 1974, all other relevant statutory provisions, and relevant British and International Standards, etc. is seen as the minimum acceptable health and safety performance. We view our staff as our most important asset and therefore will seek not only to prevent injury and ill health, but also to positively promote good health. Our goal is to eliminate work-related accidents and ill health by establishing and maintaining safe working practices, by providing safe work environments and equipment, and by providing training and information. Health and Safety is regarded as a fundamental management responsibility of equal importance to other management functions. We expect that health and safety will be managed to the same high standards. All employees must ensure that everything reasonably practicable to prevent injury is done and that action is taken to discover the cause of problems and implement preventative measures. Achieving high standards of health and safety at work will be a mutual objective for all of us, irrespective of grade. The successful implementation of the Health and Safety Policy requires the co-operation and commitment of all staff and that of any contractors. All employees will act responsibly and do all they can to prevent injury to themselves, their colleagues and members of the public. We consider that the assessment and subsequent control of health and safety risks arising out of its activities is not only a legal responsibility but also good management practice which will prevent work-related accidents and ill health, increase staff morale and motivation, and lead to a reduction in unnecessary financial losses to the organisation. Managers will assess the risks to health and safety arising out of their undertakings and implement adequate measures to eliminate or control the risk. The Company is responsible for establishing arrangements to carry out risk assessments within their areas of responsibility and acting on the results. Where hazardous conditions exist which cannot be eliminated or adequately controlled, personal protective equipment will be issued. We will ensure that supplies are available and employees are required to wear protective equipment whenever necessary and to see that it is maintained in a clean and serviceable condition, to ensure personal protection and safe working. Disciplinary action will be taken against any employee who flagrantly disregards safety instructions or approved safe working practices and in consequence puts at risk either his/her safety or that of others. We will ensure that contractors employed to carry out work on the premises are competent and that they conduct their operations so as not to expose themselves or staff to risks to health and safety. The Company Health and Safety Policy shall be reviewed at least annually and updated where necessary. The policy shall be made available to all members of staff. It is the responsibility of all members of staff to read, understand and comply with the contents of this policy.
Health and Safety Roles and Responsibilities
This section outlines the organisation of general health and safety roles and responsibilities.

The Director has the responsibility for:

  • Has overall responsibility for ensuring that the Health and Safety Policy is implemented effectively and that effective arrangements exist for communication, discussion and consultation on health and matters at all levels
  • Has final authority on all health and safety matters
  • Will monitor the company’s performance with respect to both statutory requirements and this policy
  • Ensure that sufficient staff and financial resources are allocated to meet the Health and Safety Policy objectives
  • Ensure that Staff are provided with comprehensible and relevant information on the risks arising from their work and any preventative and protective measures identified in relevant risk assessments
  • Ensure that appropriate disciplinary action is initiated against any member of staff wilfully failing to comply with the requirements of the Health and Safety Policy
  • Where appropriate, appoint “Site Foreman” with specific responsibilities for health and safety functions
  • Remain aware of the level of compliance with health and safety requirements
  • Ensure appropriate resources for the corporate health and safety function

Managers and Field Based Engineers

Field Based Engineers are responsible for all operational activities on site. They will manage the SHE standards and performance of employees and subcontractors. They will be required to take the necessary actions to ensure safe access and egress without risk to employees, contractors and visitors to site. They shall communicate with their Senior Manager for support. They will also seek advice from the Safety Health Environment Coordinator when required:
  • Using competent personnel and adhering to the DT Civils SHE auditing procedure ensuring that SHE standards are maintained and enforced on site including the need to wear all necessary personal protective equipment
  • Have an accurate understanding of the DT Civils SHE Policy and SHE Management System and their impact upon construction activities e.g. CDM duties, COSHH
  • Undertake SHE Inspections and act upon any agreed recommendations made by the Safety Health Environment Coordinator
  • Ensure all incidents, accidents and near misses are reported in accordance with the accident reporting procedure

Employees have the responsibility for:

  • Organising their workplace to provide a safe working environment
  • Only undertake work activities for which they are trained and competent to do
  • Ensuring that access and egress routes are clear at all times
  • Ensuring that the control measures in place are operable at all times and are not interfered with
  • Ensuring that appropriate personal protective equipment is available and worn
  • Ensuring that all accidents and near-misses are reported to the relevant person so that they may be entered in the accident book and accident investigation may be initiated
  • Ensuring that all staff work in accordance with safety training and with specified safe working practices

Safety, Health, Environment and Quality Manager

The Company has appointed a SHEQ Manager as a ‘competent person’ to assist the Company to comply with its statutory requirements under section 6 of the Management of Health and Safety at Work Regulations 1999. The SHEQ Manager provides management and staff with advice, information and assistance on all health and safety matters, calling on expert and professional advice as necessary. None of the duties imposed on the SHEQ Manager are in any way to be construed as duplicating or modifying the full responsibilities of DT Civils Management and staff for health and safety matters. The primary responsibility for all health and safety matters remains with all levels of management and with all staff.

The Health and Safety Representative is responsible for:

  • Preparing and circulating information relating to health and safety matters
  • Promoting awareness of safety within DT Civils as an integral part of good management
  • Making recommendations to appropriate management and staff on all matters relating to health and safety
  • Monitoring the implementation of the Health and Safety Policy to ensure that it is up to date, comprehensive and practical and ensuring that the policy is updated annually
  • Auditing the arrangements to implement the Health and Safety Policy and validating risk assessments
  • Carrying out inspections of workplaces at least every 3 months and giving guidance and advice to management and staff
  • Organising and presenting safety training as appropriate
  • Assists with Investigating accidents, near miss incidents, be responsible for the notification and reporting, to the relevant authority, in line with the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrence Regulations (RIDDOR) 2013
  • Monitors trends and produces statistical information, giving advice on action to be taken to prevent reoccurrence
  • Monitoring emergency and fire precautions arrangements and attending fire drill exercises in an advisory capacity
  • Organising and providing first aid facilities
  • Liaise with HSE, local authorities where required
  • Ensure that appropriate first aid provision is readily available to each employee if they are injured or become unwell at work
Risk Assessment
In order to ensure that they have identified and implemented the measures necessary to fulfil the responsibilities outlined above, and to comply with section 3 of the Management of Health and Safety at Work Regulations 1999, employees are responsible for undertaking assessments of the health and safety risks. Assessments will identify any hazards, assess the level of risk, measure the effectiveness of any control measures in place and recommend any necessary control measures to remove, reduce or make the risk acceptable. Any significant findings from the risk assessment process will be recorded. It is the responsibility of all members of staff to report health and safety hazards, particularly those, which present an immediate danger, as soon as is practicable.
Safe Systems of Work
A safe system of work results from a risk assessment and method statement which specifies a safe way of working. It defines the working method(s) to ensure that hazards are eliminated or risks minimised and/or controlled. The safe system of work must be:
  • Written
  • Kept with the relevant risk assessment documentation
  • Brought to the attention of the employees carrying out the tasks
In specified hazardous types of work, a permit-to-work procedure will be employed to ensure that a safe system of work is defined and adhered to. Staff responsible for the supervision of works will ensure that safe systems of work are identified, established and maintained.
First Aid
The casualty, or any person witnessing the accident, or the person to whom the accident or illness is first reported, must proceed as follows:
  • Contact the nearest first aider who will administer treatment as appropriate
  • If the casualty’s condition appears serious the first aider will summon an ambulance and inform the casualties Manager of the action taken
  • Ensure the Accident Book is to be completed
If staff are working outside normal hours, Management must ensure that suitable arrangements have been made to ensure staff have access to adequate first aid facilities.
Accident Reporting
In all accident cases, appropriate first aid and/or medical treatment is to be administered immediately. Incidents of violence (abuse, threats or assault) against a member of staff from a member of the public or a contractor shall be reported as an accident at work. Incidents in which injury is sustained but which could have caused injury if the circumstances recurred must also be reported (this is known as a ‘near miss’ incident). All accidents to DT Civils staff, contractors and visitors occurring in the premises or during the activity must be reported as soon as practicable.
Training and Supervision
Where job-related safety training has been identified, DT Civils will arrange relevant training, employing competent persons to do so. All Staff are responsible for ensuring that any site induction procedures are followed. The induction provides staff with specific essential health and safety information.
Lone Working
The term ‘lone working’ applies to staff where working practices mean that they are solitary and/or when there is no close or direct supervision. Management must determine:
  • If the workplace or work presents a special risk to the solitary employee
  • If there are any medical reasons which make staff unsuitable for working alone
  • Are not exposed to significantly more risk than employees who work together
  • Have access to adequate first aid facilities
  • Are capable of responding correctly in an emergency situation
Planning of New Projects, Research and Procurement of New Equipment
Health, safety and welfare aspects are to be assessed at the initial appraisal or feasibility stage, whenever:
  • Projects are planned
  • New equipment or hazardous substances are introduced
  • The layout of any work area is significantly altered
A competent person should regularly monitor project progress to ensure that safe methods of work are maintained. All staff must follow manufacturers’ and suppliers’ operating instructions and safety advice for the use of their products.
Monitoring, Communication and Consultation
Annual Safety meetings are to be held once a year. Remit is to review health and safety performance and policy, maintain an overview of safety management and promote a positive safety culture. The minutes of Safety meetings will be communicated to all staff.
Personal Protective Equipment
Everyone at work is required to wear suitable footwear and protective clothing appropriate to the nature of their work. In certain work areas, where risk assessments have identified specific hazards, safety clothing and/or Personal Protective Equipment (PPE) may be required to be worn to ensure safe working. PPE will only be considered should alternative means of eliminating or controlling the hazard prove impracticable. Information on the selection and use of PPE can be obtained from DT Civils Management.
Manual Handling Operations
Recognising that manual handling injuries account for almost one third of UK workplace accidents, the Company is committed to reducing the risks involved in these operations. Hazardous MHOs shall be avoided where practicable. Staff responsible for the operation shall ensure that, where manual handling operations cannot be avoided:
  • The risk of injury is reduced to the lowest level reasonably practicable
  • Staff are provided with appropriate manual handling training
Staff shall report health problems or injury arising out of MHOs immediately to DT Civils Management.
Hazardous Substances
Wherever practicable, exposure to hazardous substances shall be prevented by changes to processes or by the substitution of less hazardous substances. For areas and activities which use, handle, store or transport hazardous substances identified as either flammable, toxic, corrosive, harmful, explosive, carcinogenic, mutagenic, or teratogenic, then relevant COSHH information must be available. The use of Personal Protective Equipment shall be considered only after alternative control measures have been found to be impracticable or where residual risk remains.
Workplace and Work Equipment
DT Civils will forward workplace health and safety problems, which they cannot resolve to the Health and Safety Consultant. DT Civils is also responsible for ensuring that workplaces and equipment, devices and systems are:
  • Maintained in an efficient state, in efficient working order and in good repair
  • Safe and without risks to health
  • Located in an appropriate environment for safe working, taking local lighting and ventilation into consideration
  • Suitable for the purpose for which it is provided
  • Inspected and serviced as appropriate, including either routine or planned preventive maintenance
  • Fitted with suitable guards or protective devices as necessary to prevent access to dangerous parts
  • Fitted with clearly visible and accessible stop and emergency stop controls as may be necessary
  • Fitted with suitable controls which do not compromise the operator’s health and safety
  • Fitted with the means of isolating the equipment from all sources of energy where appropriate
  • Marked with appropriate warnings and safety information
Electricity
The Company will ensure that all electrical installations, systems and appliances are safe for use and free from mechanical and electrical defect when in use. DT Civils will:
  • Organise the inspection and testing of portable electrical equipment by competent persons
  • Ensure that this inspection and testing takes place at regular intervals appropriate to the level of risk
  • Keep records of testing and inspection
Noise
Staff responsible for operational areas shall:
  • Take the level of noise into account where necessary
  • Arrange for appropriate action to be taken to reduce the overall level of noise to an acceptable level, if any machinery/plant or process generate an unacceptable level of noise
  • Arrange for warning notices to be displayed, and for employees to be provided with suitable hearing protection, where it is impracticable to reduce the noise to an acceptable level
Working from Heights
Staff working at height must ensure that before they use ladders, steps and all other access equipment:
  • The equipment is in a safe condition
  • They have been adequately trained in the safe use of the equipment
  • Make sure that all safety precautions are complied with to prevent accidents from falling or from falling objects
  • Ensure that appropriate permit-to-work documentation has been completed
Permit-to-Work Procedures
DT Civils operates a permit-to-work system for specified works, which are identified as being high-risk activities. The following works will be subject to the permit-to-work system:
  • Work involving the demolition of pipelines or opening of plant containing steam, hazardous chemicals, vapours, gases or liquids under pressure
  • Entry into confined spaces
  • Work on live electrical equipment and systems
  • Welding and cutting work involving naked flames (Hot works)
  • Work in isolated locations or where access is difficult
When employing sub contractors to carry out the above high-risk activities must ensure that permit-to-work systems are followed and contractually enforced.
Waste Disposal
All waste shall be disposed of in accordance with the duty of care contained within section 34 of the Environmental Protection Act 1990. The Company shall ensure that controlled waste is stored safely prior to disposal and disposed of by a registered waste carrier. Appropriate waste transfer documentation shall be completed and retained. Staff of work areas producing hazardous waste must ensure, in conjunction with the Health and Safety Representative suitable arrangements are made to dispose of the waste safely under the terms of the Hazardous Waste Regulations 2005. Appropriate waste transfer documentation shall be completed and retained.
Environmental Issues
DT Civils will seek to carry out its operations in a manner, which is environmentally responsible and are committed to providing a responsible procurement service with regard to the environment and will work with suppliers to promote the use of “environmentally friendly” goods and services.
Site Traffic, Loading/Unloading Areas and Car Parking
Staff will make arrangements on each site to segregate vehicles and people. Designated vehicle and pedestrian routes with appropriate signage will be used to achieve this segregation. All staff bringing vehicles onto premises must comply with site speed restrictions and signage. Vehicles must only be parked in designated parking spaces and left in a safe condition so that no other unauthorised staff or operatives can use the vehicle or plant.
Visitors
All visitors including members of the general public visiting areas of buildings and operational sites should be asked to initially report to an appropriate reception point. The member of staff who invites, or escorts, the visitor:
  • Is responsible for drawing their attention to any relevant safety hazards which are likely to affect them
  • Must ensure that the visitor is informed of the action to be taken in the event of fire or other emergency
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Statement
Introduction
DT Civils is committed to being transparent about how it collects and uses the personal data of its workforce, and to meeting its data protection obligations. This policy sets out the organisation’s commitment to data protection, and individual rights and obligations in relation to personal data. This policy applies to the personal data of job applicants, employees, workers, contractors, volunteers, interns, apprentices, and former employees, referred to as HR-related personal data. This policy does not apply to the personal data of clients or other personal data processed for business purposes. The organisation has appointed Gareth Howells as its data protection officer. Their role is to inform and advise the organisation on its data protection obligations. They can be contacted at Gareth.howells@dtcivils.co.uk Questions about this policy, or requests for further information, should be directed to the data protection officer
Definitions
“Personal data” is any information that relates to an individual who can be identified from that information. Processing is any use that is made of data, including collecting, storing, amending, disclosing or destroying it. “Special categories of personal data” means information about an individual’s racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, health, sex life or sexual orientation and biometric data. “Criminal records data” means information about an individual’s criminal convictions and offences, and information relating to criminal allegations and proceedings.
Data protection principles
The organisation processes HR-related personal data in accordance with the following data protection principles:
  • The organisation processes personal data lawfully, fairly and in a transparent manner.
  • The organisation collects personal data only for specified, explicit and legitimate purposes.
  • The organisation processes personal data only where it is adequate, relevant and limited to what is necessary for the purposes of processing.
  • The organisation keeps accurate personal data and takes all reasonable steps to ensure that inaccurate personal data is rectified or deleted without delay.
  • The organisation keeps personal data only for the period necessary for processing; and
  • The organisation adopts appropriate measures to make sure that personal data is secure, and protected against unauthorised or unlawful processing, and accidental loss, destruction or damage.
Dt Civils tells individuals the reasons for processing their personal data, how it uses such data and the legal basis for processing in its privacy notices. It will not process personal data of individuals for other reasons. Where the organisation processes special categories of personal data or criminal records data to perform obligations or to exercise rights in employment law, this is done in accordance with a policy on special categories of data and criminal records data. The organisation will update HR-related personal data promptly if an individual advises that his/her information has changed or is inaccurate. Personal data gathered during the employment, worker, contractor or volunteer relationship, or apprenticeship or internship is held in the individual’s personnel file (in hard copy or electronic format, or both), and on HR systems. The periods for which the organisation holds HR-related personal data are contained in its privacy notices to individuals. DT Civils keeps a record of its processing activities in respect of HR-related personal data in accordance with the requirements of the General Data Protection Regulation (GDPR).
Individual rights
As a data subject, individuals have a number of rights in relation to their personal data.
Subject access requests
Individuals have the right to make a subject access request. If an individual makes a subject access request, the organisation will tell him/her:
  • Whether or not his/her data is processed and if so why, the categories of personal data concerned and the source of the data if it is not collected from the individual.
  • To whom his/her data is or may be disclosed, including to recipients located outside the European Economic Area (EEA) and the safeguards that apply to such transfers.
  • For how long his/her personal data is stored (or how that period is decided).
  • His/her rights to rectification or erasure of data, or to restrict or object to processing.
  • His/her right to complain to the Information Commissioner if he/she thinks the organisation has failed to comply with his/her data protection rights; and
  • Whether or not the organisation carries out automated decision-making and the logic involved in any such decision-making.
DT Civils will also provide the individual with a copy of the personal data undergoing processing. This will normally be in electronic form if the individual has made a request electronically, unless they agree otherwise. If the individual wants additional copies, the organisation will charge a fee, which will be based on the administrative cost to the organisation of providing the additional copies. To make a subject access request, the individual should send the request to the Financial Controller at gareth.howell@dtcivils.co.uk. In some cases, the organisation may need to ask for proof of identification before the request can be processed. The organisation will inform the individual if it needs to verify his/her identity and the documents it requires. DT Civils will normally respond to a request within a period of one month from the date it is received. In some cases, such as where the organisation processes large amounts of the individual’s data, it may respond within three months of the date the request is received. The organisation will write to the individual within one month of receiving the original request to tell him/her if this is the case. If a subject access request is manifestly unfounded or excessive, the organisation is not obliged to comply with it. Alternatively, the organisation can agree to respond but will charge a fee, which will be based on the administrative cost of responding to the request. A subject access request is likely to be manifestly unfounded or excessive where it repeats a request to which the organisation has already responded. If an individual submits a request that is unfounded or excessive, the organisation will notify him/her that this is the case and whether or not it will respond to it.
Other rights
Individuals have a number of other rights in relation to their personal data. They can require the organisation to:
  • Rectify inaccurate data.
  • Stop processing or erase data that is no longer necessary for the purposes of processing.
  • Stop processing or erase data if the individual’s interests override the organisation’s legitimate grounds for processing data (where the organisation relies on its legitimate interests as a reason for processing data).
  • Stop processing or erase data if processing is unlawful; and
  • stop processing data for a period if data is inaccurate or if there is a dispute about whether or not the individual’s interests override the organisation’s legitimate grounds for processing data.
To ask the organisation to take any of these steps, the individual should send the request to the Financial Controller at gareth.howell@dtcivils.co.uk.
Data security
DT Civils takes the security of HR-related personal data seriously. The organisation has internal policies and controls in place to protect personal data against loss, accidental destruction, misuse or disclosure, and to ensure that data is not accessed, except by employees in the proper performance of their duties. Where DT Civils engages third parties to process personal data on its behalf, such parties do so on the basis of written instructions, are under a duty of confidentiality and are obliged to implement appropriate technical and organisational measures to ensure the security of data.
Impact assessments
Some of the processing that the organisation carries out may result in risks to privacy. Where processing would result in a high risk to individual’s rights and freedoms, the organisation will carry out a data protection impact assessment to determine the necessity and proportionality of processing. This will include considering the purposes for which the activity is carried out, the risks for individuals and the measures that can be put in place to mitigate those risks.
Data breaches
If DT Civils discovers that there has been a breach of HR-related personal data that poses a risk to the rights and freedoms of individuals, it will report it to the Information Commissioner within 72 hours of discovery. The organisation will record all data breaches regardless of their effect. If the breach is likely to result in a high risk to the rights and freedoms of individuals, it will tell affected individuals that there has been a breach and provide them with information about its likely consequences and the mitigation measures it has taken.
International data transfers
DT Civils will not transfer HR-related personal data to countries outside the EEA.
Individual responsibilities
Individuals are responsible for helping the organisation keep their personal data up to date. Individuals should let the organisation know if data provided to the organisation changes, for example if an individual moves to a new house or changes his/her bank details. Individuals may have access to the personal data of other individuals and of our customers and clients in the course of their employment, contract, volunteer period, internship or apprenticeship. Where this is the case, the organisation relies on individuals to help meet its data protection obligations to staff and to customers and clients. Individuals who have access to personal data are required:
  • To access only data that they have authority to access and only for authorised purposes;
  • not to disclose data except to individuals (whether inside or outside the organisation) who have appropriate authorisation;
  • to keep data secure (for example by complying with rules on access to premises, computer access, including password protection, and secure file storage and destruction);
  • not to remove personal data, or devices containing or that can be used to access personal data, from the organisation’s premises without adopting appropriate security measures (such as encryption or password protection) to secure the data and the device; and
  • not to store personal data on local drives or on personal devices that are used for work purposes.
Failing to observe these requirements may amount to a disciplinary offence, which will be dealt with under the organisation’s disciplinary procedure. Significant or deliberate breaches of this policy, such as accessing employee or customer data without authorisation or a legitimate reason to do so, may constitute gross misconduct and could lead to dismissal without notice.
Training
DT Civils will provide training to all individuals about their data protection responsibilities as part of the induction process and at regular intervals thereafter. Individuals whose roles require regular access to personal data, or who are responsible for implementing this policy or responding to subject access requests under this policy, will receive additional training to help them understand their duties and how to comply with them.
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Statement
It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and we are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate and in implementing and enforcing effective systems to counter bribery. We will uphold all laws relevant to countering bribery and corruption. However, we remain bound by the laws of the UK, including the Bribery Act 2010, in respect of our conduct both at home and abroad. The purpose of this statement is to:
  • Set out our responsibilities and of those working for us, in observing and upholding our position on bribery and corruption; and
  • To provide information and guidance to those working for us on how to recognise and deal with bribery and corruption issues.
Bribery and corruption are punishable for individuals by up to ten years’ imprisonment and if we are found to have taken part in corruption we could face an unlimited fine, be excluded from tendering for public contracts and face damage to our reputation. We therefore take our legal responsibilities very seriously and we have conducted a risk assessment to identify any key areas which may potentially pose a particular risk to our organisation. In this statement, third party means any individual or organisation you come into contact with during the course of your work for us, and includes actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers and local government and public bodies, including their advisors, representatives and officials, politicians and political parties.
Who is covered by the statement?
This statement applies to all individuals working at all levels and grades, including senior managers, deans, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, trainees, seconded staff, casual workers and agency staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of our subsidiaries or their employees, wherever located (collectively referred to as workers in this statement).
What is bribery?
A bribe is an inducement or reward offered, promised or provided in order to gain any commercial, contractual, regulatory or personal advantage.
Examples:

Offering a bribe

You offer a potential client tickets to a major sporting event, but only if they agree to do business with us. This would be an offence as you are making the offer to gain a commercial and contractual advantage. We may also be found to have committed an offence because the offer has been made to obtain business for us.

Receiving a bribe

A supplier gives your nephew a job, but makes it clear that in return they expect you to use your influence in our organisation to ensure we continue to do business with them. It is an offence for a supplier to make such an offer. It would be an offence for you to accept the offer as you would be doing so to gain a personal advantage.

Gifts and hospitality

This statement does not prohibit normal and appropriate hospitality (given and received) to or from third parties. The giving or receipt of gifts is not prohibited, if the following requirements are met:
  • it is not made with the intention of influencing a third party to obtain or retain business or a business advantage, or to reward the provision or retention of business or a business advantage, or in explicit or implicit exchange for favours or benefits;
  • it complies with local law;
  • it is given in our name, not in your name;
  • It is appropriate in the circumstances. For example, in the UK it is customary for small gifts to be given at Christmas time;
  • taking into account the reason for the gift, it is of an appropriate type and value and given at an appropriate time;
  • it is given openly, not secretly; and
  • Gifts should not be offered to, or accepted from, local government officials or representatives, or politicians or political parties, without the prior approval of the Managing Director.
We appreciate that the practice of giving business gifts varies and what may be normal and acceptable in one region may not be in another. The test to be applied is whether in all the circumstances the gift or hospitality is reasonable and justifiable. The intention behind the gift should always be considered.
What is not acceptable?
It is not acceptable for you (or someone on your behalf) to:
  • give, promise to give, or offer, a payment, gift or hospitality with the expectation or hope that a business advantage will be received, or to reward a business advantage already given;
  • give, promise to give, or offer, a payment, gift or hospitality to member of a third parties’ organisation;
  • accept payment from a third party that you know or suspect is offered with the expectation that it will obtain a business advantage for them;
  • accept a gift or hospitality from a third party if you know or suspect that it is offered or provided with an expectation that a business advantage will be provided by us in return;
  • threaten or retaliate against another worker who has refused to commit a bribery offence or who has raised concerns under this statement; or
  • engage in any activity that might lead to a breach of this statement.
Facilitation payments and kickbacks
We do not make, and will not accept, facilitation payments or “kickbacks” of any kind. Facilitation payments are typically small, unofficial payments made to secure or expedite a routine local government action by a local government official. You will not be asked to make a payment on our behalf. Kickbacks are typically payments made in return for a business favour or advantage. All workers must avoid any activity that might lead to, or suggest, that a facilitation payment or kickback will be made or accepted by us.
Donations
We only make charitable donations that are legal and ethical under local laws and practices. No donation must be offered or made without the prior approval of the Managing Director.
Your responsibilities
You must ensure that you read, understand and comply with this statement. The prevention, detection and reporting of bribery and other forms of corruption are the responsibility of all those working for us or under our control. All workers are required to avoid any activity that might lead to, or suggest, a breach of this statement. Any employee who breaches this statement will face disciplinary action, which may result in dismissal. We reserve our right to terminate our contractual relationship with other workers and organisations if they breach this statement.
Record-keeping
By Law, we keep financial records and have appropriate internal controls in place which will evidence the business reason for making payments to third parties. You must declare and keep a written record of all hospitality or gifts accepted or offered. You must also ensure that all expenses claims relating to hospitality, gifts or expenses incurred to third parties.
How to raise a concern
You are encouraged to raise concerns about any issue or suspicion of malpractice at the earliest possible stage. If you are unsure whether a particular act constitutes bribery or corruption, or if you have any other queries, these should be raised with the Managing Director. You should raise a concern as soon as possible if you believe or suspect that a conflict with this statement has occurred, or may occur in the future.
What to do if you are a victim of bribery or corruption
It is important that you tell the Managing Director as soon as possible if you are offered a bribe by a third party, are asked to make one, suspect that this may happen in the future, or believe that you are a victim of another form of unlawful activity.
Protection
Staff who refuse to accept or offer a bribe, or those who raise concerns or report another’s wrongdoing, are sometimes worried about possible repercussions. We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this statement, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of refusing to take part in bribery or corruption, or because of reporting in good faith their suspicion that an actual or potential bribery or other corruption offence has taken place, or may take place in the future. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern.
Communication
Our zero-tolerance approach to bribery and corruption must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and as appropriate thereafter.
Who is responsible for the statement?
The Managing Director has overall responsibility for ensuring this statement complies with our legal and ethical obligations, and that all those under our control comply with it. The Managing Director has primary and day-to-day responsibility for implementing this statement, and for monitoring its use and effectiveness and dealing with any queries on its interpretation. Management at all levels are responsible for ensuring those reporting to them are made aware of and understand this statement. The Managing Director will monitor the effectiveness and review the implementation of this statement, regularly considering its suitability, adequacy and effectiveness. Any improvements identified will be made as soon as possible. Internal control systems and financial procedures will be subject to regular audits to promote best practice in countering bribery and corruption. All staff are responsible for the success of this statement and should ensure they use it to disclose any suspected danger or wrongdoing.
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Statement
DT Civils Limited is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability or age. DT Civils Limited will follow the recommendations and guidance of the Equality and Human Rights Commission, in all our employment policies, procedures and practices, and in dealing with customers and members of the public.
Equal Opportunity Policy
The aims of this policy are to ensure that:
  • No-one receives less favourable treatment, on grounds of any protected characteristic (including age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex and sexual orientation); or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds.
  • No-one is victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.
  • The organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive, or humiliating environment.
  • Opportunities for employment, training and promotion are equally open to male and female candidates, candidates from all racial groups, candidates with or without disabilities, and candidates of any age, and of any sexual orientation, religion or belief.
  • Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.
This policy applies to all aspects of employment, from recruitment to dismissal and former workers’ rights. We will take the following steps to put the policy into practice and make sure that it is achieving its aims:
  • The policy will be a priority for the organisation.
  • The Directors will be responsible for the day to day operation of the policy.
  • The policy will be communicated to all workers and job applicants, and will be placed on the company’s intranet and website.
  • Workers and their representatives and trade unions will be consulted regularly about the policy, and about related action plans and strategies.
  • All workers will be trained on the policy, on their rights and responsibilities under the policy, and on how the policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation. Unacceptable conduct includes discrimination and harassment at work-related social functions.
  • Managers and workers in key decision-making areas will be trained on the discriminatory effects that provisions, practices, requirements, conditions, and criteria can have on some groups, and the importance of being able to justify decisions to apply them.
  • Complaints about discrimination or harassment in the course of employment will be regarded seriously, and may result in disciplinary sanctions, and even dismissal. The grievance procedure will be published in a form that is easily accessible.
  • Opportunities for employment, promotion, transfer and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability, age, religion or belief.
  • All workers will be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation. All employees carrying out work of ‘equal value’ will receive equal pay, regardless of their sex, race or any other protected characteristic, and equal pay audits will be carried out as necessary.
  • Selection criteria will be entirely related to the job or training opportunity.
  • We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.
  • We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively, and will accommodate them unless it would cause significant difficulties to the business or employees.
  • Information on the ethnic and racial background, gender, disability, and age of each worker and applicant for employment will be collected and analysed, to monitor each stage of the recruitment process. The information will be held in strictest confidence and will only be used to promote equality of opportunity. Information about the religion/belief and sexual orientation of employees may also be monitored. Monitoring may include promotion and training if necessary.
  • If the data shows that people from particular groups are under-represented in particular areas of work, lawful positive action training and encouragement will be considered for workers and others from that group, to improve their chances of applying successfully for vacancies in these areas.
  • Grievances, disciplinary action, performance assessment, and terminations of employment, for whatever reason, may also be monitored by gender, racial group, age, disability, religion/belief and sexual orientation if necessary.
  • Requirements, conditions, provisions, criteria, and practices will be reviewed regularly, in the light of the monitoring results, and revised if they are found to, or might, unlawfully discriminate on any of the above grounds. We will also regularly review advertising, recruitment and application materials and processes, and this policy.
  • All contracts between DT Civils Limited and contractors to supply goods, materials or services will include a clause prohibiting unlawful discrimination or harassment by contractors and their staff, and by any sub-contractors and their staff. The clause will also encourage contractors and potential contractors to provide equality of opportunity in their employment practices.
  • The effectiveness of the policy will be monitored regularly. A report on progress will be produced each year, and published via the intranet, the website, the staff newsletter, notice boards, and the annual report.
  • Customers and clients will be made aware of the policy, and of their right to fair and equal treatment, irrespective of race, colour, nationality, national or ethnic origins, sexual orientation, gender, religion/belief, disability or age.
  • Fair and equal treatment will be given to customers and members of the public by all staff. The business will investigate any complaints from staff that they are being harassed by a customer for reasons linked to protected characteristics, and take suitable action to prevent further incidents.
  • The business will take all necessary steps to ensure that employees are legally entitled to work in the UK, making sure that employees from outside the EU have permission to work here by checking the validity of documents and keeping copies of them for two years after the employment has come to an end.
  • The company will draw up an Action Plan detailing how this policy will be implemented in practice.
This policy has been endorsed by The Directors and has the full support of the company.
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Introduction
This Quality Management System will be used by DT Civils Ltd. This Quality Policy document serves as the “Quality Manual”. It describes the purpose, scope of the registration, relevant exclusions, the background and responsibilities for using the quality system. When reviewed in conjunction with the Quality Arrangements, together the documents form the basis of the “Quality Management System”, which in turn is a fundamental part DT Civils Management System. The files in this management system are read only and when printed, the copies are considered to be uncontrolled.
Purpose
The purpose of this Quality Policy is to clearly state the intention of DT Civils with respect to Quality and the Quality System that it operates within. The Director(s) of DT Civils have agreed that for all activities, the policy of the Company will be to:
  • Operate the business professionally and by means of a system of quality-controlled procedures that assures existing clients, potential clients and third party assessors of its competence;
  • Carry out all work in accordance with the standards of safety and engineering competence defined in Statutory Instruments, recognised Codes of Practice, Licence Conditions and accepted Industry Standards;
  • Provide services to the satisfaction of our clients;
  • Operate the business in a way that meets the requirements of BS EN ISO 9001:2015, BS OHSAS 18001:2007, BS EN ISO 14001:2015 and the Multi Utility Registration Schemes;
  • Make all employees within the Company aware of their responsibility to work to company procedures;
  • Define the company’s quality objectives, including any quantitative targets, as required from time to time;
  • Provide employees with the necessary information, facilities, equipment, training and support to enable them consistently to achieve the required levels of competence and confidence in their work; and
  • Pursue the objective of continuous improvement.
Scope of Company Activities
DT Civils is concentrated on creating completed distribution assets for adoption by Network Owners e.g. Electricity DNO’s, Water DNO’s and Gas Transporters. Field activities are controlled by DT Civils or their appointed agents. The work is physically undertaken by Employees and approved and validated Contractors (appropriately registered). Technical accreditation, presently administered by Lloyd’s Register, requires detailed prescription of the boundaries for technical works. These activities are subject to third party inspection on a regular basis.
Exclusion
DT Civils do not undertake “design” therefore clause 7.3 BS EN ISO 9001:2008 does not apply.
The Quality System

Background

At the heart of the Companies quality actions is the generic Plan-Do-Check-Act cycle (see Figure 1). In a practical sense, this PDCA cycle is enacted in a number of ways. The Management team ensures that DT Civils stay within the boundaries of the single Company Quality Manual. It is for the Management Review Team (MRT) to undertake more far reaching actions to ensure performance objectives are set and met and that adequate resources are brought to bear. Day to day quality tasks are a function of line management. Critical indicators are safety, customer satisfaction, volume, cost, audit and inspection. The Quality System also prescribes, where appropriate, to the Companies Environmental and Occupational Health and Safety system. Key Performance Indicators are used to demonstrate performance towards the overall business objectives. The MRT monitors performance on a periodic basis and working with line managers, constantly review inspection achievements and the details established through investigation. This incorporates the continuous improvement process, facilitating both corrective and preventative action as appropriate.
Figure 1: Plan-Do-Check-Act cycle
BS EN ISO 9001:2015 is an internationally recognised standard that may be reached by organisations that:
  • Write down what they do. They produce, administer and maintain their written procedures in a controlled way, i.e. through their quality system. Communication is inherent; and
  • Prove that they actually do what they say they do. They prove it by keeping records of what has been done. These records are audited in-house and by the external assessor.
The Quality Management System governs the whole DT Civils Management system. The QMS features a Policy Statement and Group Quality Arrangements (QMS series). The nominated SHEQ Representative is responsible for maintaining, operating and improving the Management System in a structured fashion and with a common theme and style. Every document is subject to controls provided by the Responsible Person. The Company takes an integrated approach covering the QMS, EMS and OHSMS. A standard format is adopted for policy and procedural documentation. Documents may be printed but become uncontrolled at this point. A Management system overview will be briefed out to all new starters whilst existing employees have been briefed and receive update briefings when and if the system is changed.
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Statement
DT Civils Ltd is committed to promoting sustainability. We aim to follow and to promote good sustainability practice, to reduce the environmental impacts of all our activities and to help our clients and partners to do the same.
Principles
Our Sustainability Policy is based upon the following principles:
  • To comply with, and exceed where practicable, all applicable legislation, regulations and codes of practice.
  • To integrate sustainability considerations into all our business decisions.
  • To ensure that all staff are fully aware of our Sustainability Policy and are committed to implementing and improving it.
  • To minimise the impact on sustainability of all site, office and transportation activities.
  • To make clients and suppliers aware of our Sustainability Policy and encourage them to adopt sound sustainable management practices.
  • To review, annually report, and to continually strive to improve our sustainability performance.
Practical Steps
In order to put these principles into practice we will:

Travel and Meetings

  • Share vehicles, walk, cycle and/or use public transport to attend meetings, site visits etc, apart from in exceptional circumstances where the alternatives are impractical and/or cost prohibitive.
  • Avoid physically travelling to meetings etc where alternatives are available and practical, such as using teleconferencing, video conferencing or web cams, and efficient timing of meetings to avoid multiple trips. These options are also often more time efficient, while not sacrificing the benefits of regular contact with clients and partners.
  • Reduce the need for our staff to travel by supporting alternative working arrangements, including home working etc.

Purchase of Equipment and Consumption of Resources

  • Minimise our use of paper and other office consumables, for example by double-siding all paper used, and identifying opportunities to reduce waste.
  • As far as possible arrange for the reuse or recycling of office waste, including paper, computer supplies and redundant equipment.
  • Reduce the energy consumption of office equipment by purchasing energy efficient equipment and good housekeeping.
  • Seek to purchase electricity from a supplier committed to renewable energy. Seek to maximise the proportion from renewable energy sources, whilst also supporting investment in new renewable energy schemes.
  • Ensure that timber furniture, and any other timber products, are recycled or from well-managed, sustainable sources and are Forest Stewardship Council (FSC) certified.

Working Practices and Advice to Clients

  • Ensure that any associates that we employ take account of sustainability issues in their advice to clients.
  • Reduce site waste by choosing the most sustainable work methods e.g. trenchless work methods.
  • Reusing or recycling as much site waste as possible.
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Statement
DT Civils Limited recognise that in managing their activities they have a responsibility to customers, employees and the general public. They have therefore adopted an environmental policy, which incorporates the principles of sustainable construction. The aim of this policy is to:
  • Ensure that all applicable legislation, regulations and codes of practice are adhered to on all sites and works.
  • Promote environmental awareness and commitment to the policy amongst all employees.
  • Avoid the wastage of materials, water and energy by paying careful attention to their use.
  • Always seek to use wherever possible, materials from renewable sources and recycled or recyclable materials.
  • Encourage customers, where possible, to adopt the principles of sustainability.
  • Undertake permanent works to:
    • Minimise pollution and the use of energy during their occupation.
    • Minimise the use of raw materials during construction.
    • Minimise waste during construction.
    • Improve the landscape.
    • Retain natural features where possible.
  • Plan carefully to prevent pollution and minimise environmental disturbance as a result of our activities.
In order to achieve this, it is the policy of DT Civils to operate an Environmental Management System. DT Civils is committed to the following:
  • Take expert advice when necessary.
  • Reduce the impact of our projects on neighbouring communities and keep local people informed of our activity.
  • Minimise noise, dust and mud.
  • Control traffic movement and parking.
  • Comply with legislation, planning conditions and employ good practice.
  • Prevent pollution into the air, the ground and watercourses.
  • Protect wildlife and trees.
  • Protect materials to reduce wastage.
  • Segregate unavoidable waste and recycle wherever possible.
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