Covid 19

Response Policies

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Table of Contents
1.0 Introduction ................................................................................................................................ 4
2.0 Hygiene and Contact Reduction ................................................................................................. 5
2.1 Hand Washing ......................................................................................................................... 5
2.2 Mouth Covering ...................................................................................................................... 6
2.3 Social Distancing ..................................................................................................................... 6
3.0 Response Team ........................................................................................................................... 7
3.1 Employees Displaying Symptoms (Suspected Case) ............................................................... 7
3.2 Contact with Confirmed Cases ................................................................................................ 8
4.0 Contact Logging........................................................................................................................... 9
5.0 Work Travel ....................................................................................................................................... 9
6.0 Inbound and Outbound Visitors........................................................................................................ 9
7.0 Your Responsibilities ......................................................................................................................... 9
8.0 Feeling Ill ......................................................................................................................................... 10
9.0 Medical Examination....................................................................................................................... 10
10.0 Right to Privacy ............................................................................................................................. 10
11.0 Payment Issues ............................................................................................................................. 11
12.0 Business Continuity Plan ............................................................................................................... 11
13.0 Remote Working Plans .................................................................................................................. 12
13.1 HOMEWORKING ARRANGEMENTS ........................................................................................... 12
13.2 APPLICATION ............................................................................................................................. 13
13.3 REFUSAL OF APPLICATION ........................................................................................................ 14
13.4 REFUSAL .................................................................................................................................... 14
13.5 APPEAL ...................................................................................................................................... 14
13.6 GRANTING OF REQUEST............................................................................................................ 14
13.7 INSURANCE ............................................................................................................................... 15
13.8 EQUIPMENT .............................................................................................................................. 15
13.9 DATA PROTECTION: DEVICES .................................................................................................... 16
13.10 DATA PROTECTION: EMAILS ................................................................................................... 16
13.11 DATA PROTECTION: CLOUD AND NETWORK ACCESS ............................................................. 16
13.12 DATA PROTECTION: PAPER RECORDS ..................................................................................... 16
13.13 HEALTH & SAFETY ................................................................................................................... 17
14.0 Equality in the Workplace ............................................................................................................. 18
15.0 Data Protection ............................................................................................................................. 18
16.0 Employee Assistance..................................................................................................................... 19
17.0 References ................................................................................................................................ 20

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18.0 Appendices.................................................................................................................................... 21
Appendice 1- Sign-in Book ................................................................................................................ 21
Appendice 2- Visitor/Contractor Covid-19 Questionnaire ............................................................... 22
Appendice 3- Pre Return to Work Form ........................................................................................... 23
Appendice 4- Checklist to follow for developing a Response Plan in the event of a person
presenting in the workplace with symptoms of COVID19 – suspected or confirmed case.............. 25
Appendix 5 – Actions to be taken when a person presents with symptoms of COVID19 ................ 26

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1.0 Introduction

Allpro Services hopes that our response to this outbreak will be measured, managed and
controlled proactively as a result of this policy. It is designed to ensure everyone acts
pragmatically and proactively to ensure the health and safety of all employees and to
maintain business continuity at this time. Allpro Services is morally and legally obliged to
take reasonable steps to ensure the safety, health and welfare of all employees, clients,
visitors and the public. As an employee you are obliged, by law, to safeguard yourself and
your work colleagues by complying with the regulations set out in the Health, Safety and
Welfare Act, 2005.
Allpro Services will take all necessary and appropriate measures to fulfil our duty of care and
protect the health of our employees. Please see below our plan in the event of a Covid-19
(coronavirus) spread in Ireland.
Allpro Services commits to:

• Closely monitoring local conditions and developments along with national and
international news, as the coronavirus situation continues to evolve
• Deciding on an ongoing basis if the instructions we have given employees are
appropriate or if we need to order further measures
• Making sure that employees are aware of the bespoke policies, protocols and
practices that apply to our workplace, for example, regarding travel or face-to-face
contact with the public and customers
• Continuing to provide a safe place and system of work, and ensuring that common
work areas are clean and cleaned regularly and that clean hand washing facilities are
available
• Issuing regular instructions concerning hygiene in the workplace. Remember your
own responsibility for maintaining good personal and respiratory hygiene, such as
washing your hands with soap, avoiding touching your mouth, nose and eyes,
disinfecting the workplace, and so on.

All managers, supervisors and workers will be consulted on an ongoing basis and feedback is
encouraged on any concerns, issues or suggestions.

This can be done through the Worker Representative(s) ______________.

Signed: _________________________________ Date: __________________

Role in the Organization: ________________________________

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2.0 Hygiene and Contact Reduction
2.1 Hand Washing

Wash hands properly and regularly and especially:

• After coughing or sneezing and after toilet use

• Before eating

• If in contact with a sick person, especially those with respiratory symptoms.

It is important to follow good practices for hand washing which include using soap and
water and washing for over 20 seconds Touching of the face should be avoided. Regular
hand washing with soap and water is effective for the removal of COVID-19. Between
washing use of hand sanitisers (70% alcohol base) is recommended.

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2.2 Mouth Covering

Cover mouth when coughing and sneezing. Cover your nose and mouth with disposable
tissues. If you don’t have a tissue, cough or sneeze into your arm or sleeve (not hand), put
used tissues into a sealed bin and then wash your hands. Masks are to be worn at all times.

2.3 Social Distancing

This can be achieved in the workplace in a number of ways and include:

• workplace signage

• keeping a distance of 2 metres (6.5 feet) between you and others

• avoiding making close contact with people (i.e. do not shake hands)

• restricting/staggering the use of canteen facilities

• removing tables/chairs from the canteen and restricting the number of staff per table

• limiting the number of meetings including length and proximity of gatherings between
employees/others

• shift handover arrangements should be altered to ensure the appropriate routines are
followed for social distancing (maintaining 2 metre distance)

• altering shift patterns to reduce worker numbers

• Isolating individual buildings (e.g. no travel permitted between manufacturing and design
buildings).

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3.0 Response Team
3.1 Employees Displaying Symptoms (Suspected Case)

If an employee becomes unwell in the workplace with symptoms such as cough, fever,
difficulty breathing, the COVID-19 manager/response team should isolate the employee by
accompanying the individual to a designated isolation area via the isolation route, keeping
at least 2 metres away from the symptomatic person and also making sure that others
maintain a distance of at least 2 metres from the symptomatic person at all times. The
unwell individual should be provided with a mask, if available, to be worn if in a room with
other people or while exiting the premises.

COVID-19 Workplace Protection and Improvement Guide

Where that is not possible, the unwell individual should remain in the isolation area and call
their doctor, outlining their current symptoms. They should avoid touching people, surfaces
and objects. Advice should be given to the unwell individual to cover their mouth and nose

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with the disposable tissue provided when they cough or sneeze and put the tissue in the
waste bag provided. The COVID-19 Manager/response team should notify management and
arrange transport home or hospital for medical assessment. Public transport of any kind
should not be used. The COVID-19 manager/response team may be contacted by the HSE to
discuss the case. When contacted by the HSE, the COVID-19 manager/response team should
use the records kept regarding Direct Contact to identify people who have been in contact
with the individual. The HSE may advise on any actions or precautions that should be taken.
The COVID-19 Manager/response team should carry out an assessment of the incident,
which will form part of determining follow-up actions and recovery. The HSE will also be in
contact with the case directly to advise on isolation and identifying other contacts and will
be in touch with any contacts of the case to provide them with appropriate advice.
Immediate action following a suspected case should include closure of the isolation area
until appropriately cleaned.

3.2 Contact with Confirmed Cases

If a confirmed case is identified in your workplace, staff who have had close contact should
be asked to stay at home for 14 days from the last time they had contact with the confirmed
case and follow the restricted movements guidance on the HSE website. All affected staff
should be actively followed up by the COVID-19 manager/response team. If the person
develops new symptoms or their existing symptoms worsen within their 14-day observation
period they should call their doctor for reassessment.
The above eventualities should be recorded by the COVID-19 manager/response team.
Personnel who have been in close contact with a confirmed case include:
• any individual who has had greater than 15 minutes face-to-face (2 hours, a risk
assessment will be undertaken by PH taking into consideration the size of the room,
ventilation and the distance from the case. This may include office and training settings and
any sort of large conveyance.

Personnel who have been in casual contact with a confirmed case includes:

• healthcare workers, not including laboratory workers, who have taken recommended
infection control precautions, including the use of appropriate PPE, during the following
exposures to the confirmed case:

• direct contact with the case (as defined above) or their body fluids

• present in the same room when an aerosol generating procedure is undertaken on the
case

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• any individual who has shared a closed space with a confirmed case for less than two
hours.

• Passengers on an aircraft sitting beyond two seats (in any direction) of a confirmed case.

• Any individual who has shared a closed space with a confirmed case for longer than two

hours, but following risk assessment, does not meet the definition of a close contact.

4.0 Contact Logging

All employees should keep a contact log for which the objective should be zero instances of
“direct contact” for each day spent in the workplace. This will be recorded by employees
keeping a personal log of each shift and emailing to helpdesk@allpro.ie. This information
will be stored securely, maintained centrally and readily available upon request. Such
information may be requested by the authorities to assist with contact tracing.

5.0 Work Travel

Allpro Services will make work travel decisions on a case-by-case scenario while
checking the latest travel advisory information posted by the Department of Foreign
Affairs and Trade in Ireland as well as the travel advisory for the host country. We will
take a common sense approach as to ensure we discharge our duty of care to you.

6.0 Inbound and Outbound Visitors

The company has designed and will communicate reasonable and prudent protocols
around inbound and outbound visitors to the workplace based on up-to-date
government and medical advice:
– Visitors to our premises will be managed in line with business requirements.
– We have a sign in/sign out book at reception to ensure we can track attendance if a
localised Covid-19 outbreak occurs.
– We are putting signs at entrances and in the building.

7.0 Your Responsibilities

– You must stay at home and not come to your workplace if you’re feeling ill or have a
common cold/fever or similar so you don’t affect your colleagues.
– Wash your hands properly and often.

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– Cover your mouth and nose with a tissue or your sleeve when you cough and
sneeze.
– Put used tissues into a bin and wash your hands.
– Clean and disinfect frequently touched objects and surfaces.
– Avoid close contact with people who are unwell.
– Follow the travel advice from the Department of Foreign Affairs.

8.0 Feeling Ill

– Check if you have symptoms of coronavirus. These are

• a cough,
• shortness of breath,
• breathing difficulties,
• fever (temperature of 38C or higher).
– Do not go to work.
– Do not go to your GP or Emergency Department. Phone them first.
– If you do not have a GP, phone 112 or 999.
– Tell them about your symptoms.
– Give them the details about your situation.
– Avoid contact with other people by self-isolating.

9.0 Medical Examination

The company reserves the right to have employees medically examined. If an
examination is justified, particularly if the employee was in an affected high risk zone,
an employee cannot reasonably refuse to be medically examined.
If you refuse to participate in a medical examination, this will be dealt with formally
and if necessary, through the disciplinary procedure, as this requirement is designed to
ensure the health and safety of you and your colleagues.

10.0 Right to Privacy

Coronavirus was recently officially designated as a “notifiable disease”, which means
doctors must immediately notify the HSE when a case of COVID-19 is diagnosed. [The
Company] will carefully assess an employee’s privacy rights when considering whether
or not to notify other employees about ill co-workers.

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In exceptional cases, we may permit disclosure if there is a real risk of other employees
becoming infected. In these unique circumstances, it would be reasonable for [the
Company] to override the privacy concerns of an affected employee to ensure that the
health and safety of the wider workforce is maintained.

11.0 Payment Issues

• If you receive an official instruction from Allpro Services to stay at home, the
normal absence policy will apply throughout this time.

• If an employee contracts Covid-19 and co-workers have been in close contact with
that person, the company may have to invoke a period of lay off, whereby the premises
would be closed for a stated number of days to allow the team to self-isolate and be tested
for infection. Please note this would be an unpaid period of closure. During this time the
company would engage in deep cleaning and sanitisation of the workplace.

• As long as neither the company nor the authorities order you to stay away
from work, you are advised not to stay at home for fear of infection. In this case
your absence would be unexcused, unpaid and could result in disciplinary action.
Remember that the company is trying to proactively manage this situation and
does not want to put you at risk. Please communicate any concerns you have and
we can discuss them.

• Certified self-isolation: If you must self-isolate based on advice from your GP or

Public Health worker, please note you do not have to work. This absence should be
Certified.

• Covid-19 Diagnosis: If you are diagnosed with Covid-19, you do not have to work.
This absence is certified and you should apply for the enhanced Illness Benefit from the
Department of Employment Affairs and Social Protection.

12.0 Business Continuity Plan

The Company is following advice from The Department of Business, Enterprise and
Innovation to ensure our business continuity plan is fit for purpose during this time.

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13.0 Remote Working Plans
If the work premises must close completely or if someone needs to self-isolate, the
company can facilitate remote working in certain departments in line with business
requirements.
We support homeworking in appropriate circumstances either occasionally (to respond to
specific circumstances or to complete particular tasks) and in some cases on a regular (full
or part-time basis). In addition, occasional or permanent homeworking can, in certain
circumstances, be a way to accommodate a disability or as a means of flexible working.
However, when considering homeworking, the needs of our business will always take
priority and those who are allowed to work from home must comply with this policy.

13.1 HOMEWORKING ARRANGEMENTS

The ability to work from home on an occasional or temporary basis may help a member of
staff when:
– A child or elderly relative or dependant becomes unwell or arrangements for their care
break down at short notice.
– Despite being fit to work, travelling to the office is difficult (for example, due to
recovery from an injury such as a broken leg).
– Public transport has been disrupted, for example by the weather or by a strike, and
affects their travel arrangements.
– A quiet, uninterrupted work environment could enable them to deal with a backlog of
administrative tasks or to write reports to a deadline.
– There is a national emergency.
In these circumstances, working at home can be authorised by the HR Manager/Manager/
Managing Director if, in their opinion:
– You have work that can be done at home.
– Working at home is cost-effective.
– Any increase in work that may be passed to your colleagues as a result is kept to a
minimum.
– It can help facilitate social distancing.
You may want to vary your working arrangements so that, either permanently or for a fixed
period, you work from home for all or part of your working week. Any request to work from
home must meet the needs of our business as well as your needs.

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13.2 APPLICATION
To be considered for homeworking, you must submit a written application via email to the
HR Manager/Manager/Managing Director.
Your application must state:
– Why you consider your job to be suitable for homeworking and how you meet the
criteria for homeworking set out above.
– Whether you wish to work from home on a permanent basis or for a fixed period. In
either case you should state the date from which you wish the arrangements to start
and, if you wish to work from home for a fixed period, the date on which you want
the arrangements to finish. Try to give us as much notice as possible and make your
application at least four weeks before your proposed start date.
– Whether you wish to work from home for all or part of your working week and, if only
part, which days you propose to work from home.
– How you would organise your work from home, including how you would ensure the
security of documents and information, where appropriate.
– The extent to which you could be available to come to work on days you are proposing
to work from home if needed, for example, to cover if colleagues are off sick, to cope
with high or unexpected levels of work or to attend meetings or training days.
– The hours of work that you propose should apply when you are working at home.
– How you envisage maintaining contact with your line manager or supervisor and how
your work will be set and progress monitored.
It may help your application for homeworking if you discuss it informally first with your line
manager or supervisor. This may identify potential problems with your application, such
as a need to be in the office or workplace on occasions you had not considered, which your
application can then address.
When considering your application, the HR Manager/Manager/Managing Director may
invite you to a meeting to discuss your proposals.
We will try to respond to your request within two weeks.
If you need to work from home due to national health and safety, the Company reserves

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the right to bypass the notification period and request process in line with business
requirements.

13.3 REFUSAL OF APPLICATION

Not all staff and not all jobs are suitable for homeworking. A request for homeworking is
unlikely to be approved, on either an occasional or permanent basis if:
– You need to be present in the office to perform your job (for example, because it
involves a high degree of personal interaction with colleagues or third parties or
involves equipment that is only available in the office)
– Your most recent annual appraisal or review identifies any aspect of your performance
as unsatisfactory
– Your line manager/supervisor and/or the HR Department has advised you that your
current standard of work or work production is unsatisfactory
– You need supervision to deliver an acceptable quality and/or quantity of work.
If you wish to apply to work from home, you must show you can:
– Work independently, motivate yourself and use your own initiative
– Manage your workload effectively and complete work to set deadlines
– Identify and resolve any new pressures created by working at home
– Adapt to new working practices including maintaining contact with your line manager
or supervisor and colleagues at work.

13.4 REFUSAL
If your request is refused, we will explain why in writing.

13.5 APPEAL
If you are not happy with the decision, you may appeal to the HR Manager, who will
organise an appeal authority using our company grievance procedure.

13.6 GRANTING OF REQUEST

If your application is accepted, the agreed arrangements will be recorded in writing.
Any terms on which it is agreed that you may work from home will include the following:
– We reserve the right to terminate the homeworking arrangements, subject to
reasonable notice.
– You will be subject to the same performance measures, processes and objectives that

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would apply if you worked in the office.
– If you receive an unsatisfactory grade in an appraisal or a review or are subject
to a disciplinary sanction for any reason your homeworking arrangements will be
terminated immediately and you will be expected to return to work in the Company
premises.
– Your line manager or supervisor will remain responsible for supervising you, will
regularly review your homeworking arrangements and may take steps to address any
perceived problems.
– They will also inform you of meetings or training sessions that you must attend in the
office, a nominated premises or virtually, and will ensure you are kept up to date with
information relevant to your work.

13.7 INSURANCE
Working from home may affect your home and contents insurance policy. You must make
any necessary arrangements with your insurers before you start homeworking.

13.8 EQUIPMENT
We will provide any equipment that we consider you need to work from home – this
will remain our property. We will make all necessary arrangements and bear the cost of
installing and removing equipment from your home.
If equipment is provided, you must:
– Use it only for the purposes for which we have provided it
– Take reasonable care of it and use it only in accordance with any operating instructions
and our policies and procedures
– Make it available for collection by us or on our behalf if you are asked to.
You must ensure you have sufficient and appropriate equipment for working from home.
We are not responsible for the provision, maintenance, replacement, or repair of any
personal equipment used by you is lost or damaged while working for us. We are not
responsible for the associated costs of you working from home, including the costs of
heating, lighting and electricity.
You must keep all equipment and information securely, in particular, private and
confidential material.
Your line manager/ supervisor /HR Manager must be satisfied that you are taking all

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reasonable precautions to maintain confidentiality of material in accordance with our
requirements.

13.9 DATA PROTECTION: DEVICES

– Take extra care that devices, such as USBs, phones, laptops, or tablets, are not lost or
misplaced.
– Make sure each device has the necessary updates before leaving the workplace, such
as operating system updates (like iOS or Android), and software and antivirus updates.
– Ensure your computer, laptop, or device is used in a safe location, for example, where
you can keep sight of it and minimise who else can view the screen, particularly if you
are working with sensitive personal data.
– Lock your device if you have to leave it unattended for any reason.
– Make sure your devices are turned off, locked, or stored carefully when not in use.
– When a device is lost or stolen, inform the company immediately so a remote memory
wipe can be completed, where possible.

13.10 DATA PROTECTION: EMAILS

– Follow any applicable email use policies in our Handbook/Policies and Procedures
booklet.
– Use work email accounts at all times. Do not use personal email accounts for work related
emails involving personal data.
– Do not use confidential data in subject lines.
– Before sending an email, ensure you’re sending it to the correct recipient, particularly
for emails involving large amounts of personal data or sensitive personal data.

13.11 DATA PROTECTION: CLOUD AND NETWORK ACCESS

– Where possible, only use our trusted networks or cloud services and complying with
our rules and procedures for cloud or network access, login and data sharing.
– If you are working without cloud or network access, ensure any locally stored data is
adequately and securely backed up.

13.12 DATA PROTECTION: PAPER RECORDS

It’s important to remember that data protection applies to not only electronically stored or
processed data, but also personal data in manual form (such as paper records) where it is,
or is intended to be, part of a filing system.

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– If you are working remotely with paper records, ensure the security and confidentiality
of these records by keeping them locked in a filing cabinet or drawer when not in use,
disposing of them securely (such as by shredding) when no longer needed, and making
sure they are not left somewhere where they could be misplaced or stolen.
– If you’re dealing with records that contain special categories of personal data (e.g.
health data), you should take extra care to ensure their security and confidentiality, and
only remove such records from a secure location where it is strictly necessary to carry
out your work.
– To maintain good data access and governance practices, please keep a written record
of which records and files have been taken home.

13.13 HEALTH & SAFETY

Staff working regularly at home have the same health and safety duties as other staff. They
must take reasonable care of their own health and safety and that of anyone else who might
be affected by their actions and omissions. They must attend the usual health and safety
courses, read the handbook and undertake to use equipment safely.
We retain the right to check home working areas for health and safety purposes. The need
for such inspections will depend on whether work is undertaken at or from home and the
nature of the work undertaken.
– Staff working at home must not have meetings in their home with customers and must
not give customers their home address or telephone number.
– Staff must ensure that their working patterns and levels of work both over time and
during shorter periods are not detrimental to their health and wellbeing.
– Staff must use their knowledge, experience and any training to identify and report any
health and safety concerns to their line manager/HR Manager.
– Staff working at or from home are covered by our accident insurance policy.
– Any accidents must be reported immediately in accordance with our Health and Safety
Policy.
This policy is subject to change from time to time in line with business requirements.

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14.0 Equality in the Workplace
The WHO has reported on the increasing phenomena of stigmatising ethnic groups
in connection with the coronavirus outbreak and the damaging effect it can have on
helping to stem the outbreak.
This is an equally valid concern in our workplace. Allpro Services has a policy on
preventing discrimination and harassment in the workplace: please re-familiarise
yourself with it. The company will be vigilant in ensuring that all employees continue
to observe their obligations to treat their co-workers with dignity and respect.

15.0 Data Protection

During the course of your employment, you may become aware of medical information
relating to the infection of Covid-19 in customers/ clients/ work colleagues/
contractors/ sub-contractors/ employees of clients/ suppliers / delivery drivers and
so on. Please note that such information is protected – it is high risk and classified as
a special category of health data under the Data Protection Acts 1988–2018 and the
General Data Protection Regulations.
You are explicitly forbidden from screenshotting, recording, sharing and forwarding or
otherwise of any such information, relating to the person’s medical condition, which
was gathered during your employment. This relates to text messaging, email, Viber,
WhatsApp and social media forums such as Facebook, Facebook Messenger, LinkedIn,
Twitter, Snapchat, Instagram, Tiktok etc.
Allpro Services takes our GDPR obligations extremely seriously. We will have to
instigate an investigation for any such breach, with sanctions for proven instances up
to and including dismissal.
In addition, such an action would be classified as a data breach, which would need to
be reported to the Data Protection Commissioners Office. If you need to report a data
breach, please notify your manager.
If you have any questions about this policy, please contact hr@allpro.ie to
discuss.

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16.0 Employee Assistance

We strive to ensure our employees are healthy both mentally and emotionally. Whether it’s a slight
feeling of worry or a more serious problem, we want employees to feel free to reach out to our EAP.

Scope

This policy applies to all our employees. Employees’ children and spouses/domestic partners may
also benefit from our program’s services.

Human Resources manages our EAP and is responsible for updating managers and employees on
relevant changes. The program official should inform union representatives of our program’s
provisions, so they can assist their union members.

What is the scope of issues the EAP addresses?

Our EAP can help employees with various work-related and personal problems. Examples are:

• Personal worries, doubts or fears

• Grief (death, mourning, separation)

• Work-related stress/ problems with colleagues

• Addiction (e.g. substance abuse, gambling, smoking)

• Domestic violence

• Health issues

• Financial problems

• Retirement

This list isn’t exhaustive. Our EAP supports anyone who experiences problems that affect their well-
being and work performance.

Also, our EAP is open to those who need advice on how to assist someone else (colleague, friend or
family member.)

To communicate our EAP and encourage employees to use it, we will place advertisements on our
notice boards.

How employees can access our EAP

Employees can reach our EAP through:

• In person at the Allpro Services office during working hours

• Email at support@allpro.ie

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17.0 References

NSAI COVID-19 Workplace Protection and Improvement Guide

Covid-19: An Employer’s Guide

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18.0 Appendices
Appendice 1- Sign-in Book

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Appendice 2- Visitor/Contractor Covid-19 Questionnaire

Visitor/Contractor Covid-19 Questionnaire

Name:

Company:

Mobile No.:

Visiting:

Date:

To ensure the Safety & Health of all people interacting with Allpro Services, visitors and contractors
must complete this declaration form prior to entering our sites. If you indicate to us you have
symptoms of COVID-19 OR you have been abroad in the last 14 days with exception to Northern
Ireland you should not be at work. Where this is the case, you are prohibited from entering the site
and advised to seek professional medical help/assistance.

1. Have you visited any of the countries outside Ireland Yes / No

excluding Northern Ireland?

2. Are you suffering any flu like symptoms/symptoms of Yes / No

coronavirus covid-19?

3. Are you experiencing any difficulty in breathing, shortness of Yes / No

breath?

4. Are you experiencing any fever like/Temperature symptoms? Yes / No

5. Did you consult a Doctor or other medical practitioner? Yes / No

6. How are you feeling Healthwise? Well / Unwell

7. Have you been in contact with someone who has visited an Yes / No
affected region in the past 14 days?

NOTE: When on site, please adhere to our on-site standard processes/procedures regarding
infection control, i.e. hand washing/hand sanitising and general coughing/sneezing
etiquette?

Signature Visitor: Date:

(Please circle your answers above)

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Appendice 3- Pre Return to Work Form
Pre-Return to Workplace Form
Please note the following when completing this form:
1. This form is to be completed by all staff members planning to attend any Allpro Service
client premises from Monday May 18th 2020 onwards
2. You will only need to complete this form once, unless
a. Your circumstances/answers to questions below change
b. The form is amended in light of further Department of Health /Government
advice
3. All questions must be answered, incomplete forms will be returned
4. The form must be completed and returned to your line manager/principal 3 days in
advance of any planned return to the workplace
5. For ongoing access to premises you must liaise directly with your line manager/principal to
seek permission for the specific dates/times and purpose. There will be no access to
premises without this approval
6. If you have any questions when completing this form, please contact your line
manager/principal
Thank you

Q1. Employee Name

Q2. Contact Number and Email Address

Q3a. Please choose your workplace location Q.3b Workplace Line

Manager/Principal

Q4. Proposed return to workplace date (please note that 3 days’ notice is required)

Click or tap to enter a date.

Q6. Please answer the following questions.

*If you answer yes to any of these questions, we strongly advise that you seek medical advice
before returning to the workplace
Yes No

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 Do you have symptoms of cough, fever, high temperature, ☐ ☐
sore throat, runny nose, breathlessness or flu like symptoms
now or in the past 14 days?
Have you been diagnosed with confirmed or suspected ☐ ☐
COVID-19 infection in the last 14 days?
Are you a close contact of a person who is a confirmed or ☐ ☐
suspected case of COVID-19 in the past 14 days (i.e. less than
2m for more than 15 minutes accumulative in 1 day)?
Have you been advised by a doctor to self-isolate at this ☐ ☐
time?

Q7. The Department of Health have identified people who are in a vulnerable or "at
risk" category. Please confirm if you are in this category, have been advised by a
doctor to cocoon at this time or have a household member who is in this category
☐ Yes ☐ No

Q8. If you answered yes to Q7, please confirm that, in advance of completing this
form, you have made your line manager/principal aware and that the necessary
arrangements are in place to support you while in attendance in the workplace
☐ Yes ☐ No

Q9. In advance of returning to an Allpro Service client workplace please tick to

confirm that you have received, read and understood the following:
☐ Allpro Services Returning to the Workplace Safely Induction Presentation
☐ Specific Centre/School/Building Guidelines

Q10. Please tick to confirm your agreement with the following

If I become unwell before, during or after my attendance in the workplace, I ☐
will make my line manager/principal aware immediately
I will advise my line manager/principal if there are any other circumstances ☐
relating to Covid19, not included above, which may need to be disclosed to
allow my safe return to work
I am willing to undergo temperature testing in the workplace if it is ☐
implemented under public health advice and in line with LWETB decisions
If any of the details/answers on this form change, I will immediately inform ☐
my line manager/principal and will not return to the workplace until a new
form has been completed and approval from line manager/principal has
been given

Signature (if available) Date Completed

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Appendice 4- Checklist to follow for developing a Response Plan in the event of a
person presenting in the workplace with symptoms of COVID19 – suspected or
confirmed case
Action: Checklist to follow for developing a Response Plan By Whom Complete
in the event of a person presenting in the workplace with and When
symptoms of COVID19 – suspected or confirmed case.

1. Plan the response to a suspected case

2. Appoint a COVID19 First Response person to deal with
any suspect cases
3. Ensure the COVID19 Response person is known to staff
4. Risk assess the entire incident from moment of
presentation to after all the cleaning has been finished
5. Review process and communicate any changes to staff

Planning the response to a suspected or confirmed case of COVID19 in the

workplace. Things to consider:

• Appointing an appropriate manager(s) for dealing with suspected cases.

• From the moment a person presents / complains of feeling unwell, they are to be
referred to the designated person who will take charge and follow this process
• Identify a designated isolation area and a route to this area which should be easily
accessible and as far as is reasonable and practicable should be accessible by
people with disabilities.
• Take into account the possibility of one or more persons displaying the signs of
COVID19 and have additional isolation areas available or another contingency plan
for dealing with same.
• Ensure the designated area has the ability to isolate the person behind a closed
door. Where a closed-door area is not possible, the employer must provide for an
area away from other staff.
• Provide as is reasonably practicable an open window for ventilation
• Provision of PPE; gloves, masks
• Tissues, hand sanitiser, disinfectant and/or wipes (ensure adequate supply)
• Clinical waste bags if possible, otherwise double bagging used tissues.
• Assess the incident and note actions for follow up/changes for future incidents
• Review contact logs to identify possible contamination risks
• Follow up with close contacts of the person and carry out necessary risk
assessment for possible contamination to staff presenting with symptoms of
COVID19:

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Appendix 5 – Actions to be taken when a person presents with symptoms of COVID19

Actions to be taken when a person presents with symptoms of COVID19 at the

workplace.
Upon being informed of a person feeling unwell or presenting with symptoms of COVID19
in the workplace the COVID19 First Response person will follow the steps below and
present a signed checklist to the COVID19 Designated Person:
Complete
Y/N
• isolate the person and accompany them to the designated isolation area via
the isolation route, keeping at least 2 metres away from them and also
making sure others maintain a distance of at least 2 metres at all times.
• provide a mask for the person presenting with symptoms if one is available.
The mask should be worn immediately, in particular if in a common area
with other people or while exiting the premises.
• assess whether the person can immediately be directed to go home, Call
the person’s GP and follow advice regarding self-isolation and other
prevention measures e.g. sending to hospital/home
• facilitate the person presenting with symptoms to remain in isolation if they
cannot immediately go home until they are able to leave the workplace.
• This person should avoid touching other people, surfaces and objects.
• The person presenting with symptoms should be asked to cover their
mouth and nose with a disposable tissue provided when they cough or
sneeze and put the tissue in the waste bag provided.
• arrange transport home or to hospital for medical assessment. Public
transport of any kind should not be used.
• carry out an assessment of the incident which will form part of determining
follow-up actions and recovery.
• Keep a log of direct contact the person had with others whilst in the
workplace
• Arrange for appropriate cleaning of the isolation area and work areas
involved. Keep the door to the isolation room closed for at least one hour
before cleaning. Do not use the room until the room has been thoroughly
cleaned and disinfected and all surfaces are dry
• Clean the environment and the furniture using disposable cleaning cloths
and a household detergent followed or combined with Chlorine based
product such as sodium hypochlorite (often referred to as household
bleach). Chlorine based products are available in different formats
including wipes
• There is no need to clean carpets (if present) unless there has been a
spillage*

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• Current HSE guidance recommends waste such as cleaning waste, tissues
etc. from a person suspected of having COVID-19 should be double bagged
and stored in a secure area for 72 hours before being presented for general
waste collection*
• provide advice and assistance if contacted by the HSE for contact tracing
purposes
*NSAI COVID-19 Workplace Protection and Improvement Guide.
Date of this incident:
Time of incident
Name of person:
Review of the incident process - Any follow up actions that need to be undertaken?
Eg. Update process and checklist. Communicate changes to the process to all staff.

COVID19 First Response Person signature:

Version 1 of this checklist

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