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SPTL, We “Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”, with the intent of assuring Quality services & recognizes that good performance in respect of quality, environment, and occupational health and safety is paramount to success and sustainable development of its business.


We are committed to:

  •  Assured quality of our services

  •  Optimum utilization of our available resources

  •  Continual improvement in the functioning and performance of our management system.

  •  Provide all information and resources necessary to achieve our objectives and targets.

  •  Ensure prevention of pollution, injury and ill health due to our work activities.

  •  Promote elimination of hazards and reduction of OH&S risks.

  •  Comply with all applicable legislations and other subscribed obligations.

  •  Promote Consultation and participation of workers in all matters related to OH&S management system.

  •  Promote importance of the concept of sustainable development.

  •  Ensure that this policy is effectively implemented, maintained, and communicated.

  •  Review this policy regularly to ensure its continual improvement and relevance.

  •  Make this policy publicly available in an effective form and manner to all interested parties, upon request.


“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”

The SPTL is committed to protecting the environment of the Earth. To minimize environmental impacts concerning our activities, products and services,

we shall:

  •  Comply with applicable legal requirements and other requirements to which the Company subscribes which relate to its environmental aspects.

  •  Prevent pollution, reduce waste and minimise the consumption of resources.

  •  Educate, train and motivate employees to carry out tasks in an environmentally responsible manner.

  •  Encourage environmental protection among suppliers and subcontractors.

  •  The Company is committed to continual improvement of environmental performance.

This Policy will be communicated to all staff, contractors and suppliers, and be available for the public.


“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”

SPTL aspires to be a leader in OHS performance. Driven by our General Business Principles and Company Values, OHS is integral to the way we conduct our business, and must be incorporated into every aspect of our work.


We care for people. A safe and healthy working environment will be provided to each employee, contractor and visitor. Through consistent and continuing efforts, incidents and occupational illnesses can be prevented. Management involvement is crucial in driving a proactive health and safety culture at all locations where employees, contractors and visitors conduct business activities on behalf of SPTL.


Within SPTL we all share the responsibility to achieve the highest standards of OHS performance and we will all strive to provide the highest standards of protection to our colleagues and those for whom we are responsible.


SPTL is passionate about maintaining a safe and healthy work environment for its employees, contractors and visitors, and therefore, is committed to:

  •  Becoming a leader in OHS performance and making OHS a core value of everything we do;

  •  Providing a positive safety culture in which every employee, contractor and visitor feels free to speak up about non-conformances, undesirable or unsafe situations or any other OHS related issue.;

  •  Having a risk-based process in place for the identification, classification, prioritization and control of hazards and risks;

  •  Providing all employees, contractors and visitors with relevant information, operational controls and regular training on OHS requirements to enable them to conduct their activities safely;

  •  Consulting and collaborating with employees and/or their representatives and other stakeholders on OHS matters;

  •  Implementing effective approaches to protect people from safety and health risks;

  •  Being fully transparent in the periodic reporting on OHS performance;

  •  Implementing a Plan-Do-Check-Act systematic approach to ensure continual improvement of OHS performance;

  •  Meeting all applicable laws & Regulation related to the SPTL scope of services.

This Policy will be communicated to all staff, contractors and suppliers, and be available for the public.



“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”


SPTL values the health and safety of all associates and to provide and maintain an alcohol and drug free environment for our employees who are our most valuable resource, prohibiting the

possession, use, consumption distribution or sale of alcohol and/or controlled/illegal substance in the workplace.


This policy applies to the employees of the Company, its sub-contractors, vendors, business associates, representatives and visitors while on SPTL’s premises during work hours, or at any other location of the Customers for whom we perform work.


The employee believed to be under the influence of alcohol, drugs or tobacco will not be permitted to work until free of such influence. The employee is also required to meet the drug and alcohol testing requirements, if any of the Customer entities for which we carryout work. This also applies to lawfully prescribed medication, if such use may impair our ability to perform our jobs or poses a direct threat to ourselves or others in the workplace.


Any drug and/or alcohol related problem will be treated as “strictly confidential” and treatment and/or counselling is to be sought and undertaken and the immediate manager to be kept informed.


Anyone suspected of possessing alcohol, tobacco an illegal drug or a controlled substance during working hours is subject to routine inspection and search, with or without notice.



The Company reserves the right to demand a drug or alcohol test of any employee based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident, or a substantial drop off in work

performance. Non-compliance of this policy and/or failure to take a requested test may lead to disciplinary action, including possible termination. However, in some circumstances and at the sole discretion of the Company, a lesser penalty may be selected.


If the employee has not engaged in misconduct, unsafe conduct or poor job performance, but is found to have alcohol or drugs in his/her system, the employee may be placed on an unpaid medical leave (maximum one month) until he/she presents reliable medical evidence that he/she has overcome any substance use problem, and he/she shall be reinstated to his/her former position if he/she consents in writing to occasional testing on request over the next 12 months to be certain that he/she has not resumed usage of drugs or alcohol in violation of this policy. If such subsequent usage is detected, the employee will be terminated.


I have carefully and thoroughly read the SPTL’s Alcohol and Drug Abuse Policy. I agree to follow that Policy.



“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”


SPTL endeavours to provide a conducive working environment that is characterized by equality and mutual respect. The company will not tolerate the use of child or forced labour, nor exploitation of children in any of its global operations and facilities. The SPTL must have sufficient management systems in place to ensure no children are employed or in future.


The company follows the CHILD LABOUR (PROHIBITION AND REGULATION) ACT, 1986. "child" means a person who has not completed his fourteenth year of age;


All measures to prevent child labour shall be implemented taking into account the best interests of the child. No children below the

age of 18 shall be employed in activities of the SPTL’s Services or in future.


If employed, SPTL ensure that

No child shall be required or permitted to work under 18 years of age


The above policy will come into force with immediate effect and will be reviewed annually or as applicable due to legal provisions.


This Policy will be communicated to all staff, contractors and suppliers, and be available for the public.



“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”


We SPTL, has a strong and clear commitment to equality, diversity and inclusion. It is our policy that all eligible persons shall have equal opportunity for employment and advancement in the Commission on the basis of their ability, qualifications and aptitude for the work. Everyone has a right to equality of opportunity and to a good and harmonious working environment and atmosphere where they are treated with dignity and respect.


This policy applies to all members of SPTL including the suppliers, contractors, vendors & other Interested parties.


We aim to provide opportunities for all sections of the community and continue to strive to create an inclusive working environment in which difference is recognised and valued. Bringing together people from diverse backgrounds and giving each person the opportunity to contribute their skills and experience will help us to respond more effectively to the needs of the people we serve.


The SPTL respects the dignity and diversity of all our learners and employees, regardless of personal characteristics and differences.  It is our aim to give everyone fair and appropriate access to the greatest opportunity, and we will employ positive action, and/or make reasonable adjustments, to develop and fulfil individual’s potential. We value the contribution each person can make to the Company. We believe that treating people fairly, with dignity and respect, is right and makes good business sense.

SPTL will:

  • Not tolerate any form of discrimination, harassment or victimisation on any grounds.

  • Provide appropriate, sensitive and accessible services to everyone.

  • Work with stakeholders to eradicate prejudice, discrimination, harassment and negative stereotyping.

  • Support campaigns for local and national initiatives which treat people equally and protect groups from discrimination.

  • Ensure that everybody who studies or works at the College is respected and valued.

  • Make reasonable adjustments for disabled learners and staff to ensure fair access to services and opportunities.

  • Promote and support the use of a range of flexible working patterns to enable those working for the Company to balance home and work responsibilities.

  • Support people in a phased return to work after extended periods of absence.

  • Treat people fairly and develop staff and learners so that they are able to reach their full potential.

  • By requiring senior staff to lead by example in treating all staff and learners with dignity and respect and by being fair and reasonable in their attitudes and behaviours.

  • By expecting all staff and learners to behave in a way that others will see is respectful and fair to them.

  • By continuing to review systems by which any behaviour that is intimidating, discriminatory or otherwise contrary to the EDI policy, can be dealt with rapidly and effectively, in an environment which positively supports those who challenge such behaviours.

We all want to work in a harmonious workplace where we feel valued, respected and included, irrespective of gender, including gender reassignment, marital or civil partnership status, race/ethnic origin, religious belief or political opinion, disability, having or not having dependants, sexual orientation and age.


In order to provide a high-quality service, the SPTL needs to attract, recruit, develop and retain the very best people at all levels. Our approach is based on three key principles.

​1. Equality – we promote equality of opportunity by seeking to remove barriers, eliminating discrimination and ensuring equal opportunity and access for all groups of people. 

2. Diversity – we accept each person as an individual. Our success is built on our ability to embrace diversity – and we believe that everyone should feel valued for their contributions. By working together, we will deliver the best possible service for our staff and stakeholders.

3. Inclusion – we create a working culture where differences are not merely accepted, but valued; where everyone has the opportunity to develop in a way that is consistent with, and adheres to, Commission values of impartiality, honesty, integrity and objectivity. Our aim is to be an organisation where people feel involved, respected and connected to our success.

The SPTL is committed to a policy of promoting equality of opportunity, providing an inclusive workplace and eliminating any unfair treatment or unlawful discrimination. This applies to all employment policies and practices including those relating to:

  • Recruitment and selection,

  • Policies on workplace conduct, benefits, work life and flexibility

  • Terms and conditions of employment;

  • Working environment;

  • Job design, classification and compensation

  • Training and development; and

  • Redundancy and re-deployment.

  • External Partnership like Community, government relations and social responsibility, Industry bodies partnership

We aim to celebrate and value the differences in people, recognising that people come from a wide variety of backgrounds and can be different from one another in many ways. These can include differences that are highlighted in current equality legislation such as race, religion and sex but also include things like individual’s personality, personal interests and lifestyle choices.


People with different backgrounds, skills, attitudes and experiences bring fresh ideas and perceptions. As a diverse organisation the Commission seeks to encourage and harness these differences to make our services relevant and accessible.


Our goal is to ensure that these commitments, reinforced by our values of integrity, honesty, objectivity and impartiality, are embedded in our day-to-day working practices with all our colleagues, customers and partners.


 A range of policies and procedures are in place to ensure that we have a workforce that reflects the community it serves and that staff are valued and respected.


Everyone in the SPTL has a responsibility to give full and active support for the EDI policy by ensuring:

  • The policy is known, understood and implemented

  • Their behaviour at all times takes into account the uniqueness of others.

  • Everyone is treated with respect and dignity

  • Behaviour not in accordance with the EDI policy is challenged and acted upon.

  • People’s ability to achieve their potential is not limited by prejudice or discrimination.

In seeking to achieve a balanced workforce at all levels, SPTL will ensure that no employee, job applicant or candidate for promotion will be disadvantaged, or treated less favourably because of conditions or requirements that are not related to the job.  Reasonable adjustments will be made to arrangements and premises to ensure access for disabled members of the company, or potential members.

The SPTL will also categorise employees according to Skills & Knowledge, contract type, i.e. whether full-time or part-time, permanent or temporary; age; length of time in post; place of work, salary etc.  Records should also be kept of training, promotions, On- job training records, Evaluation of trainings.

Leave policies: We at SPTL believe that our people have changing needs during different life and career stages. A range of leave options are available to employees to help them manage those changes. As a company we have the best-in-class practices in respect of maternity, paternity and adoption related leave and Compensation policies, besides options for parental leave, career break (sabbatical) to fulfil the needs of diverse employees in our organization.

Some of the Anti-Discrimination legislation & activities are following in the SPTL, that:

  • The Rights of Persons with Disabilities Act, 2016,

  • The Equal Remuneration Act, 1976

  • The Code on Wages, 2019

  • The Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome (Prevention and Control) Act, 2017

  • The Transgender Persons (Protection of Rights) Act, 2019.

  • Unconscious Bias Trainings in the workplace like Ageism, Weight Bias, Affinity Bias, Gender Bias, Name bias, Height Bias, Attribution Bias, Beauty Bias, Confirmation Bias.

The SPTL’s Top/senior Management and all process owners has the highest level of commitment & responsibility for the effective implementation and championing of EDI policies, actions and strategies.

This Policy will be communicated to all staff, contractors and suppliers, and be available for the public.



“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”


As part of our overall Health and Safety Policy, SPTL recognizes that fatigue is a major health and safety risk that we must effectively control. We are committed to managing and mitigating fatigue risks and ensuring that our staff receives enough rest to perform their duties safely, thereby reducing potentially dangerous mistakes or actions that could affect employees, visitors and members of the public.

Fatigue can be caused by many factors, for example – job design and workload, the working environment and number of hours worked. Fatigue can reduce mental alertness and concentration and affect performance and perception of risk. To avoid this, the

SPTL ensures that:

  • The appropriate planning of work tasks, including driving, vehicle and equipment maintenance, loading and unloading and other job-related duties and processes such as:

  • Providing appropriate equipment to help reduce stress and fatigue

  • Regular medical check-ups and monitoring of health issues as required by legislation

  • The provision of appropriate sleeping accommodations where required

  • Ongoing training and awareness of employee health and fatigue issues.

SITE MANAGER is Responsible for the implementation and maintenance of this program for their site and ensuring all assets are made available for compliance with the program.

The best way to control fatigue is to eliminate the factors causing the fatigue such as driving at night (which is a high-risk task).

  1. Substituting safer practices such as increasing the length of breaks in a shift.

  2. Engineering controls such as improving ventilation and heating to improve alertness – may be necessary for shift arrangements.

  3. Procedures and training programs are critical supports to effective control of fatigue – set work hour limitations and job rotation schedules.

  4. The use of gloves for vibration work or better hearing protection over an 8-hour work period can reduce fatigue.

Signs and symptoms of fatigue include:

  • Tiredness,

  • Sleepiness, including falling asleep against your will ("micro" sleeps),

  • Irritability,

  • Depression,

  • Giddiness,

  • Loss of appetite,

  • Digestive problems, and

  • Increased susceptibility to illness.

This policy runs in conjunction with other Company Policies:

  • Health and Safety Policy

  • Alcohol and Drugs Policy

This Policy will be communicated to all staff, contractors and suppliers, and be available for the public.



“Design detailing, Installation of FIRE, ELECTRICAL, PHE & HVAC Systems in Residential, Commercial & Industrial projects”


The SPTL recognises and accepts its health and safety duties for

providing a safe and healthy working environment (as far as is reasonably practicable) for all its workers (paid or volunteer) and other visitors to its premises.

Intent to

  • Take all reasonably practicable steps to safeguard the health, safety and welfare of all personnel on the premises;

  • Provide adequate working conditions with proper facilities to safeguard the health and safety of personnel and to ensure that any work which is undertaken produces no unnecessary risk to health or safety;

  • Encourage persons on the premises to co-operate with the Organisation in all safety matter, in the identification of hazards which may exist and in the reporting of any condition which may appear dangerous or unsatisfactory;

  • Ensure the provision and maintenance of plant, equipment and systems of work that are safe;

  • Maintain safe arrangements for the use, handling, storage and transport of articles and substances;

  • Provide sufficient information, instruction, training and supervision to enable everyone to avoid hazards and contribute to their own safety and health;

  • Provide specific information, instruction, training and supervision to personnel who have particular health and safety responsibilities (e.g. a person appointed as a Health and Safety Officer or Representative);

  • Make, as reasonably practicable, safe arrangements for protection against any risk to health and safety of the general public or other persons that may arise for the Groups/Organisation’s activities;

  • Make suitable and sufficient assessment of the risks to the health and safety of employees and of persons not in the employment of the Groups/Organisation arising out of or in connection with the Groups/Organisation’s activities;

  • Make specific assessment of risks in respect of new or expectant mothers and young people under the age of 14 yrs;

  • Provide information to other employers of any risks to which those employer’s workers on the Groups/Organisation’s premises may be exposed.

The statement and the procedures are to be reviewed & reported each year by the Health and Safety Sub-committee or by other persons appointed by the SPTL Committee.


Policy for Visitors and Contractors

On arrival all visitors should be directed to the duty representative of the Management Committee, or a representative of the user/hirer of the building. This person is to take responsibility for the visitor(s) and assist in their evacuation from the building during an emergency or arrange help in the event of an accident. On arrival, all visitors, including contractors and/or their workers, must sign a record of the date and time of their arrival and, before leaving, should further record their time of departure. Contractors working in the building should report any concerns relating to their own safety or suspected unsafe working practices to the Duty representative of the Committee who will investigate and report to the Group/Organisation.


Safety Tours

The Health and Safety Committee of SPTL shall carry out 6-monthly tours and inspections of the premises and make a report to the next ordinary meeting of the Management Committee. All necessary actions as a result of the tour shall, where reasonable and practicable, be implemented. The tour shall include inspection of the Accident File.



All personnel must familiarise themselves with fire escape routes and procedures and follow the directions of the Group/Organisation in relation to fire.


Equipment and Appliances

No equipment or appliance may be used other than as provided by or specifically authorised by or on behalf of the Group/ Organisation and any directions for the use of such must be followed precisely.


Safety Clearways

Corridors and doorways must be kept free of obstructions and properly lit.



Defective equipment, furniture and structures must be reported as such without delay.


Hygiene and Waste Disposal

Facilities for the disposal of waste materials must be kept in a clean and hygienic condition. Waste must be disposed of in an appropriate manner and in accordance with any special instructions relating to the material concerned.


Food Hygiene

When handling or preparing food there are specific hygiene requirements:

  • Regularly wash hands before and during food preparation and especially after using the lavatory;

  • Tell your supervisor or representative of the Committee of any skin, nose, throat, or bowel problem;

  • Ensure cuts or sores are covered with correct waterproof dressings;

  • Keep yourself clean and wear clean clothing;

  • Remember that smoking in a food room is illegal;

  • Never cough or sneeze over food;

  • Clean as you go. Keep all equipment and surfaces clean;

  • Prepare raw and cooked food in separate areas. Keep perishable food covered and either refrigerated (less than 8”C) or piping hot (above 63”C);

  • Ensure waste food is disposed of properly. Keep the lid on rubbish bin and wash your hands after putting waste in it;

  • Avoid handling food as far as possible;

  • Tell your supervisor or representative of the Committee of any defects or concerns regarding the facilities – eg uncleanness, refrigeration malfunction, cracked food preparation surfaces.


First Aid and Accident Reporting

  • The current First Aider(s) for the premises is/are displayed (on the Notice Board in the Reception Area).

  • First Aid Boxes are provided in the following location(s):

    • Reception (example)

    • Kitchen (example)


In the event of an injury or illness, call for a member of staff or ring for an ambulance directly. To call an ambulance – 102, 108


All accidents must be reported to the Health and Safety Officer or another member of staff on duty immediately or as soon as practicable; which will be recorded in the accident register


The Health and Safety Officer will investigate incidents and accidents, writing a detailed report for the Organisation’s Management Committee to consider the actions necessary to prevent recurrence.



All workers and volunteers must know the fire procedures, position of fire appliances and escape routes.

  • The fire alarm points, fire exits and emergency lighting system will be tested by The Fire Officer/Health and Safety Officer during the first week of each month and entered in the log book provided.

  • The Fire Officer will arrange for Fire Drills and Fire Prevention Checks to be carried out at least once every three months and entered in the log book. In addition, these Drills will be carried out at different times and on different days, so that all users/hirers know the procedures.


In the event of fire:-

  • Persons discovering a fire should sound the nearest alarm;

  • The first duty of all workers is to evacuate all people from the building by the nearest exit immediately the fire is discovered;

  • All persons must evacuate the building and, where possible without personal risk, leave all doors and windows closed;

  • The assembly point for the building is at the West side gate near the DG area.

  • No-one should leave the assembly point without the permission of a member of staff;

  • If any fire occurs, however minor, the Fire Brigade must be called immediately by dialling 101 and asking for “Fire”;

  • When the Fire Brigade arrives advise whether all persons are accounted for and location of fire.


Cleaning Materials, General Machinery and High-Risk Areas

  • All portable machinery must be switched off and unplugged when not in use;

  • Wandering cables are a hazard; use with caution and safety in mind;

  • Slippery floors and dangerous; use warning signs;

  • Use protective clothing and equipment provided and as instructed on machinery/equipment/material. It is the duty of a worker to report any loss of or defect in protective clothing or equipment.



  • All thoroughfares, exits and gates must be left clear at all times;

  • Corridors and fire exits must not be blocked by furniture or equipment;

  • Vehicles must not be parked near to the building so as to cause any obstruction or hazard;

  • Hazards or suspected hazards or other health and safety matters should be reported to the Health and Safety Officer or the staff member on duty immediately or as soon as practicable, so that action can be taken. If the hazard is of a serious nature, immediate action must be taken to protect or clear the area to prevent injury to staff or other users.

Under the Work safe Policy each member of staff has the right to refuse to carry out work if they feel it is not safe to do so.


Refusal to work on the grounds of Health and Safety is free from disciplinary action and will not affect in anyway their future prospects within the company.


All refusals to work will be responded to promptly and the employee raising the Work safe procedure will be informed of decisions throughout the process. The person in charge must then discuss with the employee, and make an assessment of the situation and decide on a suitable course of action.


All situations were the Work safe Policy has been raised will be reported to the Group Managing Director and Group CEO.



This Policy will be communicated to all staff, contractors and suppliers, and be available for the public.

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