Occupational / Workplace Health and Safety Policy

What is an occupational health and safety (OH&S) policy?

Policy brief & purpose

Our Occupational / Workplace Health and Safety Policy helps us preserve the best possible work conditions for our employees. Every employee has a right to feel safe at work. Our company is committed to follow legal standards and create a hazard-free workplace.

Scope

This Occupational / Workplace Health and Safety Policy applies to all prospective and current employees of the company as well as volunteers, contractors and consultants.

Policy elements

There are two aspects to consider when establishing an Occupational / Workplace Health and Safety Program: Preventative Action and Emergency Management.

Preventative action

Preventative action is any action we take to avoid injuries or illness related to workplace conditions.

We’ll conduct periodical risk assessments and job hazard analysis to discover what is likely to harm employees. We’ll establish preventative measures accordingly.

Potential threats and dangerous situations include but are not limited to:

Performing tasks on heights, scaffolds, ladders and other unsteady structures

Chemical substances (toxic, flammable etc.)

Operating dangerous equipment

Slippery or uneven surfaces

Electrical infrastructure

Noise/temperature

Quality of air

We’ll take the following preventative measures:

When employees work in dangerous contexts or locations, we’ll make sure there are safety precautions like safety nets and ropes.

We’ll provide protective gear like gloves, protective uniforms, goggles etc. Using safety equipment is obligatory.

Inspectors and quality control employees will inspect equipment and infrastructure regularly

We’ll hold employee training sessions in health & safety standards and procedures.

All highly dangerous job tasks require at least two employees to be present

Employees who do repairs or cleaning need to put up caution signs

We’ll prohibit smoking indoors

Due to Covid 19 all employees are required to wear a mask and adhere to the NHS national Covid 19 covid health and safety guidelines.

All precautions are being taken to minimise the spread of Covid 19 within the company workplace and between employees.

Also, we’ll enforce a substance abuse policy to protect employees from colleagues’ misconduct.

Emergency Management

Emergency management refers to our plan to deal with sudden catastrophes like fire, flood, earthquake or explosion. These depend on human error or natural forces.

Our emergency management involves the following provisions:

Functional smoke alarms and sprinklers that are regularly inspected by [maintenance supervisor]

Technicians (external or internal) available to repair leakages, damages and blackouts quickly

Fire extinguishers and other fire protection equipment that are easily accessible

An evacuation plan posted online

Fire escapes and safety exits that are clearly indicated and safe

Fully-stocked first-aid kits at convenient locations

We’ll also schedule fire drills and emergency evacuations periodically. We will monitor performance of health and safety procedures and will revise them to ensure higher level of protection.

Additional measures

Our company will also keep abreast of changes and try to promote health & safety actively. We will:

Update our policy according to changes in occupational health and safety legislation.

Use incentive actions for health & safety (e.g. presenting safe employee awards.)

Analyze past incidents to discover what went wrong.

Establish clear procedures for accident reporting.

Revise work procedures to make them safer.

Our company will also consult experts or insurance representatives to ensure it complies with local and international standards.

Disciplinary Consequences

Every team leader is responsible for implementing this health and safety policy. Employees should follow health and safety instructions and will be held accountable when they don’t. We’ll take disciplinary action that may extend to termination when employees consistently disregard health and safety rules.

It’s everyone’s responsibility to contribute to a healthy and safe workplace.

POLICY UPDATE - 2020-2021

Covid 19 - Rules and Guidelines For Clients and Employees

Eight steps to protect yourself, our staff and our customers.

This section of our health and safety policy is direct information supplied by the government website gov.uk for small business owners. As a company we make every effort to protect those involved within the parameters of our business and follow government guidelines and NHS standard guidelines to help ensure the safety of those we work with.

https://www.gov.uk/guidance/working-safely-during-coronavirus-covid-19/offices-and-contact-centres

1. Complete a COVID-19 risk assessment

Complete a risk assessment, considering the reasonable adjustments needed for staff and customers with disabilities. Share it with all your staff. Find out how to do a risk assessment.

2. Clean more often

Especially surfaces that people touch a lot. You should ask your staff and your customers to use hand sanitiser and wash their hands frequently.

3. Remind your visitors to wear face coverings where the law says they must

This is especially important if your customers are likely to be around people they do not normally meet. Some exemptions apply. Check when to wear one, exemptions, and how to make your own.

4. Make sure everyone can maintain social distancing

Make it easy for everyone to do so by putting up signs or introducing a one-way system your customers can follow.

5. Provide adequate ventilation

This means supplying fresh air to enclosed space where people are present. It can be natural ventilation through windows, doors and vents, mechanical ventilation using fans and ducts, or a combination of both.Read advice on air conditioning and ventilation from the Health and Safety Executive (HSE).

6. Take part in NHS Test and Trace

Keep a record of all staff and contractors for 21 days. Check ‘Maintaining records of staff, customers and visitors to support NHS Test and Trace’ for details.

7. Turn people with COVID-19 symptoms away

Staff members or customers should self-isolate if they or someone in their household has a persistent cough, a high temperature or has lost their sense of taste or smell. If someone is self-isolating, employers must not ask or make them come to work. It’s an offence to do this.

8. Consider the mental health and wellbeing aspects of COVID-19 for yourself and others

See the guidance on the mental health and wellbeing aspects of coronavirus (COVID-19).

Other things to be aware of

Five more things to be aware if you work in or run offices, contact centres and similar indoor environments:

Work from home unless it’s unreasonable for you to do so

Office workers who can work from home should do so.

Arrange work spaces to keep staff apart

Consider using barriers to separate people and introduce back-to-back or side-by-side working.

Reduce face-to-face meetings

Encourage calls or video conferences to avoid in-person meetings with external contacts, or colleagues outside someone’s immediate team. Do this wherever possible.

Reduce crowding

Consider how many people can be in each space while remaining socially distant, and consider using booking systems for desks or rooms. Reduce the maximum occupancy for lifts.

Communicate and train

Make sure all staff and visitors are kept up to date with the safety measures.

These are the priority actions to make your business safe during coronavirus. You should also read the full version of the guidance below.

Protecting People Who are at Higher Risk

Objective: To support those who are at a higher risk of infection and/or an adverse outcome if infected.

There are some groups who are at higher risk of severe illness from COVID-19. They may be advised to take extra precautions to protect themselves. See guidance on who is at higher risk and protecting people who are clinically extremely vulnerable. 

We will make sure suitable arrangements are in place so that workers at a higher risk can work safely. Government advice is that clinically extremely vulnerable people no longer need to shield, and should follow the general COVID-19 restrictions which apply to everyone.

We advise clinically extremely vulnerable individuals to work from home where possible. They can still attend work if they cannot work from home. Magnus Albion directors will consider whether clinically extremely vulnerable individuals can take on an alternative role or change their working patterns temporarily to avoid travelling during busy periods. 

People Who Need to Self Isolate

Objective: To stop people physically coming to work, when government guidance advises them to stay at home.

This includes people who: 

have COVID-19 symptoms 

live in a household or are in a support bubble with someone who has symptoms 

are required to self-isolate as part of NHS Test and Trace

Ventilation

Objective: To use ventilation to mitigate COVID-19’s transmission risk in enclosed spaces. You should use ventilation as a control measure to reduce the risk of transmission of COVD-19 in enclosed spaces.

Ventilation will not reduce the risk of droplet or surface transmission. Measures will be put in place if an employee or client is required to attend a meeting or work in an office or enclosed space. These include cleaning and social distancing.

Different ways of providing ventilation, include:

mechanical ventilation using fans and ducts

natural ventilation which relies on passive flow through openings, such as doors, windows and vents

You can provide ventilation through a combination of the two.

The risk of transmission is greater in spaces that are poorly ventilated. HSE guidance on ventilation and air conditioning explains how you can identify those spaces. It also explains steps you can take to improve ventilation.

Read the HSE advice on air conditioning and ventilation

Social Distancing for Workers

In this section

Coming to work and leaving work

Moving around buildings and worksites

Workplaces and workstations

Meetings

Common areas

Accidents, security and other incidents

Objective: Ensuring workers maintain social distancing guidelines wherever possible. These are 2 metres or 1 metre+ with risk mitigation where 2 metres is not viable. This includes when they arrive at and depart from work, while they are in work, and when they travel between sites.

You should maintain social distancing in the workplace wherever possible. Take account of those with protected characteristics, as social distancing may not be possible or will be more challenging for workers with certain disabilities. For example, individuals in wheelchairs or with visual impairments. Magnus Albion company directors will discuss with disabled workers what reasonable adjustments can be made to the workplace so they can work safely. 

If you can, redesign business activities that cannot currently meet social distance guidelines.

You can mitigate risk by:

further increasing the frequency of hand washing and surface cleaning

keeping the activity time involved as short as possible

using screens or barriers to separate people from each other

using back-to-back or side-to-side working (rather than face-to-face) whenever possible

reducing the number of people each person has contact with by using ‘fixed teams or partnering’ (so each person works with only a few others)

If you cannot redesign an activity to meet social distancing guidelines, consider whether that activity needs to continue for the business to operate. If it does, take all the mitigating actions possible to reduce the risk of transmission between staff.

Social distancing applies to all parts of business, not just the place where people spend most of their time. For example, it also covers entrances and exits, break rooms and canteens and similar settings.

Workplaces and Workstations

Objective: To make sure people socially distance when they are at their work stations, wherever possible.

For people who work in one place, workstations should allow them to maintain social distancing wherever possible.

Workstations should be assigned to an individual and not shared. If they need to be shared, they should be shared by the smallest possible number of people.

When working areas cannot be made to comply with social distancing guidelines:

ask yourself if the work being done is vital to keep the business going

take all mitigating actions you can to cut transmission risk

Accidents, security and other incidents

Objective: To prioritise safety during incidents.

In emergencies, you do not have to maintain social distancing if that would be unsafe. Examples include:

accidents

fires

break-ins

when you’re giving first-aid

Whenever giving help during emergencies, pay particular attention to sanitation straight afterwards. This includes washing hands.

Personal Protective Equipment (PPE)

Where you’re already using PPE in your work activity to protect against non-COVID-19 risks, you should keep doing so.

COVID-19 is a different type of risk to the risks you normally face in a workplace. You do not need to manage this risk by using PPE. You need to manage this risk through social distancing, hygiene and fixed teams or partnering. Do not encourage the precautionary use of extra PPE to protect against COVID-19 unless you’re in a clinical setting or responding to a suspected or confirmed case of COVID-19.

Unless you’re in a situation where the risk of COVID-19 transmission is very high, your risk assessment should reflect the fact that PPE has an extremely limited role in providing extra protection.

If your risk assessment does show that PPE is required, you must provide this PPE free of charge to workers who need it. Any PPE provided must fit properly.

Face Coverings

A face covering is something which safely covers your mouth and nose. It’s not the same as a face mask, such as the surgical masks or respirators used by health and care workers. Face coverings are not the same as the PPE used to manage risks like dust and spray in an industrial context.

Face coverings are not a replacement for the other ways of managing risk. These include:

minimising time spent in contact

using fixed teams and partnering for close-up work

increasing hand and surface washing

These measures remain the best ways of managing risk in the workplace. We would not expect to see employers relying on face coverings as risk management for the purpose of their health and safety assessments.

People may wear a face visor or shield in addition to a face covering but not instead of one. This is because face visors or shields do not adequately cover the nose and mouth, and do not filter airborne particles.

Face coverings are not mandatory in offices. However, they are required for customers and staff in some businesses that are customer facing. For example:

banks

building societies

post offices

premises providing professional, legal or financial services

estate agents

auction houses

Staff in these settings must wear face coverings in indoor areas that are open to the public, and where they come or are likely to come within close contact of a member of the public, unless they have an exemption.

People are also encouraged to wear face coverings in enclosed public spaces, where there are people they do not normally meet.

It’s important to use face coverings properly. If you choose to wear one, you should wash your hands before putting them on and before and after taking them off.

Find more information on when and where to wear face coverings..

Some people don’t have to wear a face covering including for health, age or equality reasons.

You should support your workers in using face coverings safely if they choose to wear one. You should tell them to:

wash your hands thoroughly with soap and water for 20 seconds or use hand sanitiser before putting a face covering on, and before and after removing it

when wearing a face covering, avoid touching your face or face covering, as you could contaminate them with germs from your hands

change your face covering if it becomes damp or if you’ve touched it

continue to wash your hands regularly

change and wash your face covering daily

if the material is washable, wash in line with manufacturer’s instructions; if it’s not washable, dispose of it carefully in your usual waste

practise social distancing wherever possible

Be aware that face coverings may make it harder to communicate with people who rely on lip reading, facial expressions and clear sound.

Testing and Vaccinating

In this section

9.1 Accessing testing

It’s important that you continue to put measures in place to reduce the risk of COVID-19 transmission. These include:  

maintaining social distancing 

frequent cleaning 

good hygiene 

adequate ventilation  This is important even if workers have:

received a recent negative test result

had the vaccine (either 1 or 2 doses)

Where providing testing on-site, workplace testing is carried out in a safe manner and in an appropriate setting where control measures are in place to manage the risk of COVID-19 transmission during the testing process. These include:

maintaining social distancing 

frequent cleaning 

good hygiene 

adequate ventilation

An appropriate setting will be made available for individuals to wait in while their test is processed. 

Accessing Testing

Anyone with coronavirus symptoms can get a free NHS test.

Employees who do not have symptoms of COVID-19 can access testing free of charge at home or at a test site. Read guidance on accessing tests if you do not have symptoms of COVID-19.

Regular testing, alongside control measures to reduce the risk of COVID-19 transmission, will have a key role to play in the future. Regular testing could help identify more positive cases of COVID-19 in the workplace. Read further guidance on your options for workplace testing, or call 119 for more information. 

Where to Find More Information :

Coronavirus (COVID-19): what you need to do

Coronavirus (COVID-19): guidance for employers and businesses

Coronavirus (COVID-19): Guidance for workers

Equality, Diversity, and Inclusion Policy

Magnus Albion Productions Limited is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives Olivia Lewis-Brown and Thomas Gardner

Details of the organisation’s grievance and disciplinary policies and procedures can be found at www.magnusalbion.com or can be requested by emailing enquires@magnusalbion.com .This includes with whom an employee should raise a grievance – usually the company owners or manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Equal Opportunity Employer Policy (EEO policy statement)

EEO Policy brief & purpose

Our equal opportunity employer policy reflects our commitment to ensure equality and promote diversity in the workplace.

This equal employment opportunity policy is the pillar of a healthy and productive workplace. Everyone should feel supported and valued to work productively so we are invested in treating everyone with respect and consideration.

Scope

Our equal opportunity employer policy applies to all employees, job candidates, contractors, stakeholders, partners, and visitors.

Equal opportunity is for everyone, but it mainly concerns members of underrepresented groups – they’re the ones who are traditionally disadvantaged in the workplace. We don’t guarantee employment or promotions for people in those groups, but we will treat them fairly and avoid discriminating against them either via conscious or unconscious biases.

Policy elements

Being an equal opportunity employer means that we provide the same opportunities for hiring advancement and benefits to everyone without discriminating due to protected characteristics like:

Age

Sex / Gender

Sexual orientation

Ethnicity/ Nationality

Religion

Disability

Medical history

What is an EEO policy?

We built our equal employment opportunity policy around preventive and affirmative actions to ensure fairness in all aspects of employment. These aspects include:

Hiring

Training

Evaluating performance

Administering compensation and benefits

Terminating Employees

We also want to make sure that equal opportunity applies to other instances. For example, we don’t retaliate against employees, and we are committed to prevent and resolve any kind of harassment against our employees, including sexual harassment.

Our HR department is responsible for assessing our company's processes and ensuring they are bias-free. Whenever we find biases interfering, we will act immediately to refine our processes, train our people to combat their biases and protect possible victims of discrimination. We will give everyone the chance to work in an environment where their rights are respected.

Actions

To promote equal opportunity, we first ensure we follow EEOC regulations and EEO laws that apply to each part of our company.

We will also take additional actions to promote fairness and diversity as part of our equal employment opportunity policy. We will:

[Use inclusive language in all signs, documents, and webpages.]

[Modify structures and facilities to accommodate people with disabilities

[Provide parental leave and flexible work arrangement policies.]

[Hire, train and evaluate employees through job-related criteria.]

[Allow employees to take religious or national holidays that aren't included in our company's official schedule.]

[Train employees on communication and diversity.]

[Implement open door practices so employees can report discrimination more easily.]

Grievance Procedure

All supervisors and managers are responsible to use equal opportunity practices and make decisions based on objective, non-discriminatory criteria. Everyone should comply with our policy at all times.

If you see or suspect that our EEO policies are being violated, feel free to inform your supervisors or head of department immediately. If you suspect that someone is behaving in a wrong way but doesn't realize it, you could also talk to them directly.

Disciplinary Consequences

When someone discriminates, they will be subject to disciplinary action depending on the severity of their actions. For example, unintentionally offending a coworker might warrant a reprimand, but harassing someone systematically might result in demotion or termination.

Data Protection

Privacy Policy

LAST UPDATE ( 11 MAY 2021)

Keeping your data safe

At Magnus Albion Productions Ltd we are committed to keeping your personal data safe and secure, and handling it in accordance with our legal obligations. This Privacy Policy sets out in detail the purposes for which we process your personal data, who we share it with, what rights you have in relation to that data and everything else we think is important for you to know.

Who are we?

Magnus Albion Productions Ltd is an independent film and audio production company. We are a private enterprise that regularly seeks grant funding to enable us to create new and exciting british film and audio work with new talent. At Magnus Albion Productions Ltd we produce videos and audio productions ( such as podcasts and radio) for clients and partner with organisations to make video content for broadcast, online, exhibition and international use and other similar purposes. We work with varied freelancers and industry represented clients however we love to offer opportunities to new emerging talent and if required we help develop our employees and interns in house allowing them to be supported, trained and encouraged by our professional facilitators.

This policy applies to any personal information handled by Magnus Albion Productions Ltd Commercial Production and Magnus Albion Productions Ltd, collectively Magnus Albion. The websites produced and operated by us are - www.magnusalbion.com, www.screamwriter.blog

Who’s in control?

Magnus Albion Productions Ltd asks for contributors and participants consent for all services we provide. When working with contributors and participants to produce films and audio productions we ask for consent to be freely given, specific, informed and unambiguous. Each individual must provide “clear affirmative action” that they consent to the video content, materials being created for the specific purpose. Magnus Albion Productions Ltd will expressly obtain active consent from an individual that the footage or audio is to be used for each specific purpose. Further, at the time of obtaining consent, Magnus Albion Productions Ltd will explain to individuals that they are able to withdraw consent at any time but also that this would not render processing on the basis of consent prior to withdrawal to be unlawful. Individuals must also be able to easily and freely withdraw consent at any time and use their right to be forgotten. If consent is withdrawn, Magnus Albion Productions Ltd will be able to provide a legitimate interest statement for its own requirements for Magnus Albion Productions Ltd led projects. For all client-led projects, commissions and corporate work Magnus Albion Productions Ltd Commercial Productions and Magnus Albion Productions Ltd are being paid to create a film or audio production for another party/client/ business we ask that clients offer a legitimate interest statement to Magnus Albion Productions Ltd on request. In this respect, the legitimate interest is held by our client. The onus will be on our client to offer transparency and action to participants and contributors associated with the films we make for this purpose. Clients will offer Magnus Albion Productions Ltd an indemnity for this purpose.

Legitimate Interest for Businesses

When providing services to a client, Magnus Albion Productions Ltd will ask that they require the necessary consent and offer all and every needed indemnity and protection to Magnus Albion Productions Ltd in respect to all contributors, participants and subjects, in the instance where consent is subsequently withdrawn from the individual.

The client/commissioner of Magnus Albion Productions Ltd will have lawful ground for processing of a business having a “legitimate interest” in the video or audio content even when individuals might withdraw their consent. Magnus Albion Productions Ltd will rely on the onus for the legitimate interest to be solely with the business/ client/ commissioner that employs, instructs/partners with Magnus Albion Productions Ltd. For all purposes aforementioned, Magnus Albion Productions Ltd will have a legitimate interest in the video and audio content created as they have been expressly commissioned to create this content for the business or client.

On commission of work, Magnus Albion Productions Ltd will confirm that the business/client/commissioner commissioning Magnus Albion Productions Ltd for any and all of its services have a “legitimate interest” in continuing to process personal data.

For Magnus Albion Productions Ltd led productions, projects and work Magnus Albion Productions Ltd Commercial Productions for any and all of its services have a “legitimate interest” in continuing to process personal data where:

i) there is a real business interest being pursued in continuing to process the personal data;

ii) the processing is absolutely necessary in order for the business to pursue that interest (i.e. the interest cannot be pursued in another way which is proportionate); and

iii) the processing is balanced against the impact such processing will have on the fundamental rights and freedoms of data subjects.

Magnus Albion Productions Ltd requires that under the GDPR, the commissioners/ business/ organisation commissioning the services and work of Magnus Albion Productions Ltd show that they have considered the impact their control or processing will have on individuals, and that they have put preventative measures in place to limit such impact.

It is important that you understand who is responsible for keeping your data safe. We collect your personal data with your express consent for purposes set out in this Privacy Policy.

We have appointed a Data Protection Officer (DPO) who has ultimate responsibility within Magnus Albion Productions Ltd for making sure your data is treated in accordance with this Privacy Policy and the law. Our DPO can be contacted by emailing enquires@magnusalbion.com

What data do we collect and where from?

We collect some data directly from you when you register for the Magnus Albion Productions Ltd newsletter, become a contributor on one of our client commissions. This data includes the following:

your full name;

your email address;

Your Company/organisation/trading name

Landline and mobile numbers

Mailing and billing addresses

Social media handles

Titles

PA contact details (name, email, landline)

Short biography

Photos

Testimonials

Payment methods (encrypted)

Forms and survey responses

Fax

your date of birth; (if you choose to provide it)

your gender (if you choose to provide it);

your postcode and address (if you choose to provide them)

ethnicity and cultural background – grant funders often us us to collect this information for evaluation purposes (if you choose to provide it)

borough where you live (if you choose to provide it)

place of employment (if you choose to provide it)

whether you have a disability – we ask this for our productions so we are able to ensure that we can offer the most appropriate method of filming or recording to suit your needs (if you choose to provide it)

Whether you have a mental health issue – we ask this for our productions so we are able to ensure that we can offer the most appropriate method of filming or studio recording to suit your needs (if you choose to provide it)

We collect information about how you use Magnus Albion Productions Ltd website and social media and similar technology. This includes your viewing history, IP addresses, device identifiers and information about how long you have stayed on certain pages or what pages you have clicked on (Behavioural Data).

We collect information from you on your consent forms to be filmed or recorded, film and audio for the purposes of a specific project, film, production, online content.

We will collect personal information from job applications (such as, your CV, the application form itself, cover letter and interview notes and recordings).

We also collect anonymised publicly available information from social networking sites such as Facebook, Youtube, Instagram and Twitter and others similar, for example likes, shares, tweets and posts about Magnus Albion Productions Ltd. This information is provided to us by a third party and is fully anonymised so we cannot see who has posted the information. This information is used for internal analysis purposes.

Other means of processing information:

Social Media:

We collect publicly available information from Twitter, Youtube, Facebook, Instagram, Snapchat and LinkedIn profiles, when users mention our Twitter handle/Facebook, Youtube, Instagram, Snapchat and LinkedIn address, comment on or retweet our posts. We collect posts, handles, names and follower count.

We process this information, under the lawful basis of Legitimate Interest – tracking engagement.

We will use this information to manage our Twitter,Youtube, Facebook, Instagram, Snapchat and LinkedIn profiles, assess impact and recognise potential collaborators and prospects.

Emails:

We collect information from emails sent to our team members. We collect names, job titles and contact details of contacts that may qualify as leads or can contribute to our policy work.

For clarity and transparency we refer to Data as information on an individual and footage, photography, audio and/ or visual recordings with the individual featured directly and in the forefront in this Data.

What do we use your data for?

It is important that you understand how and why we use the personal data that we collect about you. This section sets out the different purposes for which we process personal data and which types of personal data we need for each purpose.

Providing you with our services

We use your data to confirm that we have received express consent from you to be the subject in the video and audio content we create.

We use your data to provide you with Magnus Albion Productions Ltd services that you request from us.

We use your Data to contact you occasionally with messages about services you have that you may be interested in.

We use your Voluntary Data to enable us to respond to queries, or comments that you have and to make sure that these are appropriately dealt with. If Voluntary Data you provide includes any special categories of personal data (such as information about your health, race or religion), you must make sure before you provide this that you are happy for us to use that Voluntary Data for the purposes set out in this Privacy Policy.

Improving our services

We use data to help us monitor, analyse and improve Magnus Albion Productions Ltd services. We use this data to help us understand and make sure that we are providing you with the best possible services.

Marketing and advertising

We use data for marketing and advertising purposes.

Profiling

We use and combine all the data that we hold about you in order to build up a picture of you and the types of products and services which might be of interest to you (your Profile).

We use the data to:

enable us to assess our performance and to improve our products and services

inform our marketing and promotional activities;

enable us to notify you within information about screenings and productions that might be of interest to you

Archiving

Magnus Albion Productions Ltd captures footage and audio and expressly asks its clients, commissioners, whether they need us to store this footage or audible recordings and archive it for future client specific purposes. At Magnus Albion Productions Ltd we understand how valuable your footage / audio can be, not just for your project but also for future projects. We therefore archive all of our projects, audio and footage using a long-term data storage system. Many organisations store footage on hard drives, which are liable to fail after 3-5 year. We archive projects on a LT07 system that is far more reliable, and will safely store footage and audio for 15-30 years. However please note, we cannot guarantee your footage or audible recordings, so if you’d like to keep a back-up, please do send over a hard drive. Unless otherwise instructed by our clients, we archive projects on LT07 data tapes, which have an estimated life-span of between 15 and 30 years. We will work with our partners and clients to comply with their own specific GDPR policies and will observe these in order to remain consistent with their obligations to individuals.

We keep consent forms on file as evidence of receipt of active consent from all participants and contributors. These are kept during the course of the project that they relate to and for up to two years after this time, depending on whether they are still relevant to showing that Magnus Albion Productions Ltd have asked for active consent.

We archive all release forms to use for a social enterprise impact reports and evaluation for workshop programmes, projects and educational learning purposes. We will delete or anonymise your data held in the archive where we consider it is no longer of value or interest.

How do we use your data for marketing and advertising purposes?

At Magnus Albions Productions Ltd, our services are entirely funded by commissions from clients or grants from establishments such as the BFI, PACT or National Lottery Fund. Marketing and advertising are therefore key parts of our activities. This section sets out the various different types of marketing and advertising that we carry out and how your data is used for each type of activity.

Email marketing

We will use your email address to send you email marketing (including our newsletter, information about services, events and screenings) where you have signed up to receive this from us.

You can opt out of receiving marketing emails at any time by either following the instructions to unsubscribe in any of our email marketing communications or by changing your preferences. It may take up to 48 hours for your change in preference to take effect and the change will not affect any marketing emails which have already been scheduled to be sent in the future.

If you opt out of email marketing, we will still need to send you service communications by email from time to time, such as information about changes to our services.

Personalised advertising

We sometimes use your name or the name of your organisation to personalise advertisements. This means that you may hear your first name in an audio/video advertisement or see your name in a text advertisement.

If you have opted out of targeted advertising the advertisements you see will not be tailored to you, but they may still be personalised with your name.

You can opt out of personalised advertising at any time by changing your preferences . It can take up to 72 hours for the change to take effect. Some advertising campaigns are also set up to run for a particular time and we are unable to change these settings once they are set up.

If you opt out of personalised advertisements without opting out of targeted advertising, you will still see targeted advertisements from Magnus Albion Productions Ltd but they will not be personalised with your name.

Promoting our own services on other platforms

We also promote our own content and features via third party platforms, such as social media sites.

Our content might appear on third party sites based solely on your behaviours on these sites (for example, after liking our brand or its content on Facebook), or the behaviours of those within your networks (for example, a friend within your Facebook network likes our brand or its content on Facebook, so it appears in your News Feed). These branded messages are controlled by the third party site, but you may be able to update your preferences to stop these messages appearing in future.

Third party service providers

We use third party processors to collect, export, process and store personal data on our behalf. All our processors are compliant with the General Data Protection Regulations and you can view their websites for further detail:

Google LLC (Manchester UK)

Mailchimp ( Manchester UK)

Agile CRM ( Manchester UK)

What is our legal basis for using your data?

Data protection law says that we have to tell you the legal basis that we rely on to process your personal data for the purposes that we have notified you. This section tells you what that legal basis is in relation to each of the purposes set out above.

With the exception of email marketing, we process your personal data for all of the purposes identified under and above on the basis that it is in our legitimate interests, or the legitimate interests of third parties with whom we share your data, to carry out these activities. Further information about what those interests are is set out below.

Magnus Albion Productions Ltd Purpose:

We are providing you with our video services

We are producing video content for your organisation

We are engaging all communities in filmmaking skills

We are re-training young people and disadvantaged adults in media skills and offering practical training and facilitation to empower and inspire people through film.

We are creating audio products for you - eg, podcast, radio drama.

Legitimate interests: To ensure that Magnus Albion Productions Ltd complies with the law and its policies of consent, to ensure we can create films, videos and audio for our clients.

Purpose: Improving our services

Legitimate interests: To make sure that we continue to improve our service and provide our clients and participants with the best and most effective service possible.

Purpose: Advertising

Legitimate interests: To provide advertising that is relevant to you to ensure that you have the best experience possible of using Magnus Albion Productions Ltd, as well as to generate more commissions for Magnus Albion Productions Ltd so that we can grow and expand this independent production company.

Purpose: Profiling

Legitimate interests: To provide a customised experience of Magnus Albion Productions Ltd to ensure you have the best experience possible of using our services as well as to generate more commissions.

You have the right to object to us processing your personal data for the purposes set out above. Unless we can show that we have a compelling legitimate reason to continue processing your personal data, we will stop processing it.

In respect of the use of your email address for email marketing purposes, we process this on the basis that we have your consent to do so. You can withdraw your consent at any time by following the instructions to “unsubscribe” in any email marketing communications.

Freedom of information

We are required under the Freedom of Information Act 2000 to provide certain information in response to Freedom of Information requests. In order to respond to requests, we will need to collect your name, address, email address, phone number and information about your request, including any additional personal data you choose to share with us when you make your request. We will use this personal data to respond to your request and will retain it for administrative purposes in line with the section headed below.

How long do we keep your data for?

We will keep all your personal data for a period of two years from submission, after which it is anonymised. You can close your subscription to our newsletter and remove your consent to be in one of our films or audio productions at any time. If you do this, we will anonymise all your Account Data as soon as we can after you have closed your account. All other information about you, such as Behavioural Data, will also be fully anonymised.

We may need to keep your data after account closure for limited purposes, for example if we need your data in order to respond to any complaints or claims that you make. If this is the case, we will only keep the data for as long as we need to in order to fulfil those purposes.

We keep information relating to any service errors or interruptions you have experienced for between 15-30 days.

Any voluntary data you submit will be retained for a period of two years from submission, after which it is anonymised. Once anonymised, we will destroy all paper copies of your data.

Data retention

We will retain some personal data categories in order to comply with legal requirements. Otherwise, we will remove information that is not required for our processes.

What rights do you have?

You have a number of rights under data protection law. These rights and how you can exercise them are set out in this section. We will normally need to ask you for proof of your identity before we can respond to a request to exercise any of the rights in this section and we may need to ask you for more information, for example to help us to locate the personal data that your request relates to.

We will respond to any requests to exercise your rights as soon as we can and in any event within one month of receiving your request and any necessary proof of identity or further information. If your request is particularly difficult or complex, or if you have made a large volume of requests, we may take up to two months to respond. If this is the case we will let you know as soon as we can and explain why we need to take longer to respond.

A right to access your information

You can access all of your data by emailing enquires@magnusalbion.com

You also have a right to ask us to send you a copy of your data and all other personal data that we hold about you (subject to some exceptions). A request to exercise this right is called a “subject access request” and must be made in writing to: enquires@magnusalbion.com

A right to object to us processing your information

You have a right to object to us processing any personal data that we process where we are relying on legitimate interests as the legal basis of our processing. This includes all of your personal data that we process for all of the purposes set out in this Privacy Policy, with the exception of our use of your email address to send you marketing communications with your consent (but you can withdraw your consent to this at any time). Magnus Albion Productions Ltd will keep a logbook of any complaints or breaches of data.

If we have compelling legitimate grounds to carry on processing your personal data, we will be able to continue to do so. Otherwise, we will cease processing your personal data.

You can exercise this right by emailing enquires@magnusalbion.com

A right to ask us not to market to you

You can ask us not to send you direct marketing or advertising. You can do this by opting out of the advertising you no longer want to receive. In relation to email marketing, you can also opt out by using the “unsubscribe” option in any of our email marketing communications.

Please note that it can take a short time for opt-out requests to take effect. The time taken to opt out of each type of marketing and advertising is detailed at above.

More information about opting out of marketing and advertising is provided at above.

A right to have inaccurate data corrected

You have a right to ask us to correct inaccurate data that we hold about you. If we are satisfied that the new data you have provided is accurate, we will correct your personal data as soon as possible. You can update your own personal data at any time.

A right to have your data erased

You have a right to ask us to delete your personal data in certain circumstances, for example if we have processed your data unlawfully or if we no longer need the data for the purposes set out in this Privacy Policy.

We will fully anonymise any personal data we hold about you when you close your account, as set out under above. This means that it will no longer identify you and ceases to be “personal data”.

If you ask us to delete your personal data we will fully anonymise your personal data as set out above.

If you would like to make a request to exercise this right, please email enquiries@magnusalbion.com If we are required by law to comply with your request, we will fully anonymise your data so that it is no longer personal data and cannot be used to identify you.

A right to have processing of your data restricted

You can ask us to restrict processing of your personal data in some circumstances, for example if you think the personal data is inaccurate and we need to verify its accuracy, or if we no longer need the data but you require us to keep it so that you can exercise your own legal rights.

Restricting your personal data means that we only store your personal data and don’t carry out any further processing on it unless you consent or we need to process the data to exercise a legal claim or to protect a third party or the public.

How can you contact us?

If you have any questions or concerns about this Privacy Policy and/or our processing of your personal data, you can get in touch with our Data Protection Officer using: enquires@magnusalbion.com

What if you have a complaint?

You have a right to complain to the Information Commissioner’s Officer (ICO), which regulates data protection compliance in the UK, if you are unhappy with how we have processed your personal data. Magnus Albion Productions Ltd will keep a logbook of any complaints or breaches of data

What if this policy changes?

We may make changes to this Privacy Policy from time to time. Any changes we make will be posted on our FAQ page.

Does Magnus Albion Productions Ltd privacy policy apply to third party websites or social networking sites?

This policy only applies to our use of your information via Magnus Albion Productions Ltd only. Therefore, it does not apply to third party websites to which Magnus Albion Productions Ltd or might provide links or on which Magnus Albion Productions Ltd content is embedded.

Equally, it is important to note that when you access Magnus Albion Productions Ltd via a social networking site, such as Facebook or Twitter, that site may also collect and use your information. So, we would advise you to check the privacy policies for those social networking sites and applications to see how your information is being used.

Security Measures

Once we have received your information, we will use strict procedures and security features to try to prevent unauthorised access.

Unfortunately, the sending of information via the internet is not completely secure. Although we will do our utmost to protect your information, we cannot guarantee the security of your data sent to the digital products and services within Magnus Albion Ltd; any sending of information is therefore at your own risk.

How do I contact Magnus Albion Productions Ltd if I have a question about privacy issues?

If you have any questions or concerns about privacy issues, you can use the form on our ‘Contact us’ page on www.magnusalbion.com

Access to your information

If you would like to know what personal information Magnus Albion Productions Ltd holds about you, you may make a request to Magnus Albion Productions Ltd for copies of this information. You should be aware that we will need to see proof of identity before processing any such request (known as a ‘subject access request’) and may charge an administration fee of up to £10 to cover our costs in providing you with this information.

All subject access requests should be made in writing and addressed to Magnus Albion Productions Ltd, High Lawn Hobb Lane, Moore, Cheshire WA45QS.

Changes to this policy

Our privacy policy may change from time to time. Any changes we may make to our privacy policy in the future will be posted on our website FAQ page, and, where appropriate, notified to you by email.

Policy updated on 11 May 2021

What is this privacy policy for?

Magnus Albion Productions Ltd is committed to protecting your personal information, being transparent about what data we hold and giving you control over how we use it.

The purpose of this privacy policy is to give you a clear explanation about how Magnus Albion Productions Ltd uses personal and behavioural information we collect from you when you use our services.

This is the main privacy policy for Magnus Albion Productions Ltd.

Employee Code of Conduct in the Workplace Policy.

Policy brief & purpose

Our Employee Code of Conduct company policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors, and overall organization.

We promote freedom of expression and open communication. But we expect all employees to follow our code of conduct. They should avoid offending, participating in serious disputes, and disrupting our workplace. We also expect them to foster a well-organized, respectful, and collaborative environment.

Scope

This policy applies to all our employees regardless of employment agreement or rank.

Policy elements

What are the components of an Employee Code of Conduct Policy?

Company employees are bound by their contract to follow our Employee Code of Conduct while performing their duties. We outline the components of our Code of Conduct below:

Compliance with law

All employees must protect our company's legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company's finances, products, partnerships, and public image.

Respect in the workplace

All employees should respect their colleagues. We won't allow any kind of discriminatory behavior, harassment or victimization. Employees should conform with our equal opportunities policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

Protection of Company Property

All employees should treat our company's property, whether material or intangible, with respect and care.

Employees:

Shouldn't misuse company equipment or use it frivolously.

Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) Employees should use them only to complete their job duties.

Employees should protect company facilities and other material property (e.g., company cars, film, or audio equipment etc.) from damage and vandalism, whenever possible.

Professionalism

All employees must show integrity and professionalism in the workplace:

Personal appearance

All employees must follow our dress code and personal appearance guidelines.

Corruption

We discourage employees from accepting gifts from clients or partners. We prohibit briberies for the benefit of any external or internal party.

Job duties and authority

All employees should fulfill their job duties with integrity and respect toward customers, stakeholders and the community. Supervisors and managers mustn't abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload. Likewise, we expect team members to follow team leaders' instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our company.

Absenteeism and tardiness

Employees should follow their schedules. We can make exceptions for occasions that prevent employees from following standing working hours. But generally, we expect employees to be punctual when coming to and leaving from work.

Conflict of interest

We expect employees to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.

Collaboration

Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues' work.

Communication

All employees must be open to communication with their colleagues, supervisors, or team members.

Benefits

We expect employees to not abuse their employment benefits. This can refer to time off, insurance, facilities, or other benefits our company offers.

Policies

All employees should read and follow our company policies. If they have any questions, they should ask their managers or Human Resources (HR) department.

Disciplinary actions

Our company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.

Possible consequences include:

Demotion.

Reprimand.

Suspension or termination for more serious offenses.

Detraction of benefits for a definite or indefinite time.

We may take legal action in cases of corruption, theft, embezzlement, or other unlawful behavior.

Child Safeguarding Policy

The purpose and scope of this policy statement:

Magnus Albion Productions Limited works with children and families as part of its film production and audio production activities. These include music video production, short film production, feature film production, documentary production and podcast / radio series production.

The purpose of this policy statement is:

to protect children and young people who take part in Magnus Albion Productions Limited’s productions. This includes the children of adults who take part in our productions.

to provide parents, staff and volunteers with the overarching principles that guide our approach to child protection.

This policy statement applies to anyone working on behalf of Magnus Albion Productions Limited including senior managers and the board of trustees, paid staff, volunteers, sessional workers, agency staff and students.

Legal framework

This policy has been drawn up on the basis of legislation, policy and guidance that seeks to protect children in England and Wales. A summary of the key legislation and guidance is available from nspcc.org.uk/child protection.

Chaperones

All children on set must be accompanied by a licenced chaperone or parent or guardian acting as chaperone.

Chaperones will have care and control of the child, and will safeguard, support and promote the wellbeing of the child.

The maximum number a chaperone can take care of at any one time is twelve.

Working hours

Magnus Albion Productions Limited adheres to child working hours as set out by law.

Children should not take part in performances or rehearsals:

on more than 6 consecutive days

for more than 8 consecutive weeks without an interval of 2 weeks

more than once a day if attending school that day

without an interval of 1 hour 30 minutes between 2 performances on the same day

without an interval of 12 hours between the end of an evening performance and the start of the following day.

Times and hours for children aged 9+

The child must not be at the premises:

for more than 9 hours 30 minutes in 1 day (including tuition)

before 7am at the earliest

after 11pm at the latest.

While the child is at the performance premises they:

can perform for a maximum of 2 hours 30 minutes at a time and 5 hours in total

must have at least 2 breaks (45 minutes for a meal and 15 minutes for a break) if they are at the premises for 4 hours or more

must have at least 3 breaks (45 minutes for a meal and 2 15 minute breaks) if they are at the premises for 8 hours or more.

Times and hours for children aged 5 - 8

The child must not be at the premises:

for more than 8 hours in 1 day (including tuition)

before 7am at the earliest

after 11pm at the latest.

While the child is at the performance premises they:

can perform for a maximum of 2 hours 30 minutes at a time and 3 hours in total

must have at least 2 breaks (45 minutes for a meal and 15 minutes for a break) if they are at the premises for more than 4 hours.

must have at least 3 breaks (45 minutes for a meal and 2 15 minute breaks) if they are at the premises for 8 hours or more.

Times and hours for children 0 - 4

The child must not be at the premises:

for more than 5 hours in 1 day (including tuition)

before 7am at the earliest

after 10pm at the latest.

While the child is at the performance premises they:

can perform for a maximum of 30 minutes at a time and 2 hours in total

must have at least 2 breaks (1 hour for a meal and 15 minutes for a break) if they are at the premises for more than 4 hours.

Our beliefs

We at Magnus Albion Productions Limited are committed to a practice, which protects children from harm.

Staff and volunteers in this organisation accept and recognise our responsibilities to develop awareness of issues, which cause children and young people harm.

We will endeavour to safeguard children and young people by:

Adopting child protection guidelines through a code of behaviour for staff and volunteers.

Sharing information about child protection and good practice with children, parents, staff and volunteers.

Sharing information about concerns with agencies who need to know, and involving parents and children appropriately.

Following carefully the procedures for recruitment and selection of staff and volunteers

Providing effective management for staff and volunteers through supervision, support and training.

We believe that:

children and young people should never experience abuse of any kind

we have a responsibility to promote the welfare of all children and young people, to keep them safe and to practise in a way that protects them.

We recognise that:

the welfare of the child is paramount

all children, regardless of age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation have a right to equal protection from all types of harm or abuse

some children are additionally vulnerable because of the impact of previous experiences, their level of dependency, communication needs or other issues

working in partnership with children, young people, their parents, carers and other agencies is essential in promoting young people’s welfare.

Code of Behaviour

Statement of Intent

It is the policy of Magnus Albion Productions Limited to safeguard the welfare of all children and young people by protecting them from all forms of abuse including physical, emotional and sexual harm.

This organisation is committed to creating a safe environment in which young people can feel comfortable and secure while engaged in any of Magnus Albion Productions Limited’s productions. Personnel should at all times show respect and understanding for individual’s rights, safety and welfare, and conduct themselves in a way that reflects the ethos and principles of Magnus Albion Productions Limited.

Guidelines for all Magnus Albion staff and volunteers

Attitudes

Staff and volunteers are committed to:

Treating children and young people with respect and dignity.

Always listening to what a child or young person is saying.

Valuing each child and young person.

Recognizing the unique contribution each individual can make.

Encouraging and praising each child or young person.

By example

Staff and volunteers should endeavour to :

Provide an example, which we would wish others to follow.

Use appropriate language with children and young people and challenge any inappropriate language used by a young person or child or an adult working with young people.

Respect a young person’s right to privacy.

One to one contact

Staff and volunteers should:

Not spend excessive amounts of time alone with children, away from others

In the unlikely event of having to meet with an individual child or young person make every effort to keep this meeting as open as possible.

If privacy is needed, ensure that other staff are informed of the meeting and its whereabouts

Physical contact

Staff and volunteers should never

Engage in sexually provocative or rough physical games, including horseplay

Do things of a personal nature for a child or a young person that they can do for themselves. If such an incident arises, for example, where a child or young person has limited mobility, Magnus Albion Productions Limited’s staff should seek a parent or chaperone to deal with the incident.

Allow, or engage in, inappropriate touching of any kind

Magnus Albion Productions Limited acknowledges that touching such as hugging or holding hands with other performers may be necessary for the child’s performance. In such cases, approval from a parent and/or chaperone will be needed.

General

Staff and volunteers should:

Be aware that someone might misinterpret our actions no matter how well intentioned

Never draw any conclusions about others without checking the facts

Never allow ourselves to be drawn into inappropriate attention- seeking situations such as tantrums or crushes

Never exaggerate or trivialise child abuse issues or make suggestive remarks or gestures about, or to a child or young person, even in fun

Relationships

Staff and volunteers who are involved in relationships with other members of staff or volunteers should ensure that their personal relationships do not affect their role within Magnus Albion Productions Limited or the work of Magnus Albion Productions Limited.

Sharing information about child protection and good practice with children, staff and volunteers

Good communication is essential in any organisation. In Magnus Albion Productions Limited, every effort will be made to assure that, should individuals have concerns, they will be listened to and taken seriously.

It is the responsibility of the management to ensure that information is available to, and exchanged between all those involved in this organisation and its activities. Some information is confidential and should only be shared on a strictly need-to-know basis.

Children and young people

Children and young people have a right to information, especially any information that could make life better and safer for them. Magnus Albion Productions Limited will act to ensure they have information about how, and with whom, they can share their concerns, complaints and anxieties.

When sharing information, Magnus Albion Productions Limited personnel will be sensitive to the level of understanding and maturity, as well as to the level of responsibility, of the people with whom they are sharing.

Staff & Volunteers

As an organisation, which offers support and guidance to children and young people, it is imperative that each member of the Magnus Albion Productions Limited’s staff is aware of their responsibilities under the Child Protection legislation and has a working knowledge of Magnus Albion Productions Limited’s procedures. Each member of staff, contractor or volunteer will receive a copy of our Child Safeguarding Policy ahead of any shoot involving children.

Other Bodies

A copy of our Child Protection Policy will be made available to any other appropriate bodies.

Contact details

Senior lead for safeguarding and child protection

Name: Cambria Bailey-Jones

Role: Head of Production

Email: cambria@Magnus Albion Productions Limited.co.uk

Deputy child protection lead

Name(s): Guy Larsen

Role: Director

Email: guy@Magnus Albion Productions Limited.co.uk

NSPCC Helpline

0808 800 5000

We are committed to reviewing our policy and good practice annually.

Our Reporting Policy for any concerns can be found below

Reporting Policy

Sharing information about concerns with agencies who need to know and involving parents an children appropriately.

Procedure for reporting allegations or suspicions of abuse

In any case where an allegation is made, or someone in Magnus Albion Productions Limited has concerns, a record should be made. Details must include, as far as practical:

Name of child or young person

Age

Home Address (if known)

Date of Birth (if known)

Name/s and Address of parent/s or person/s with parental responsibility

Telephone numbers if available

Is the person making the report expressing their own concerns, or passing on those of somebody else? If so, record details

What has prompted the concerns? Include dates and times of any specific incidents

Has the child or young person been spoken to? If so, what was said?

Has anybody been alleged to be the abuser? If so, record details.

Who has this been passed on to, in order that appropriate action is taken? e.g. school, designated officer, social services etc

Has anyone else been consulted? If so, record details.

Disclosure

Never guarantee absolute confidentiality, as Child Protection will always have precedence over any other issues.

Listen to the child, rather than question him or her directly. Offer him / her reassurance without making promises, and take what the child says seriously.

Allow the child to speak without interruption. Accept what is said – it is not your role to investigate or question. Do not overreact.

Alleviate feelings of guilt and isolation, while passing no judgement

Advise that you will try to offer support, but that you must pass the information on. Explain what you have to do and whom you have to tell.

Record the discussion accurately, as soon as possible after the event. Use the child’s words or explanations – do not translate into your own words, in case you have misconstrued what the child was trying to say.

Contact one of Magnus Albion Productions Limited’s Designated Persons for advice / guidance. The Designated Person may then discuss the concern / suspicion with the relevant organisation, and, if appropriate, make a direct referral.

If either Designated Person is not available, or it is inappropriate to approach them, the volunteer / member of staff with the concern should make direct contact with the relevant organisation themselves.

Record any discussions or actions taken within 24 hours.