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Appendix 1: Station Ethos & Programming Policy;

Appendix 2: Defamation and Use of Language, Code of Practice;

Appendix 3: Health and Safety Policy Statement;

Appendix 4: Policy for the Protection of Children and Vulnerable People;

Appendix 5: Sexual and Racial Harassment, Code of Practice;

Appendix 6: Disability Equality and Awareness Policy;

Appendix 7: Equal opportunities Policy Statement;

Appendix 8: Policy on Working with Volunteers;

Appendix 9: Environmental Policy;

Appendix 10: Equipment Policy.

Appendix 11: Promoting Alternative Lifestyles

Appendix 12: Code Of Practice For Community Arts Workers

Appendix: 13: Policy for the Protection of Children and Vulnerable People

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Appendix 1

Station Ethos and Programming Policy

Northern Visions believes that all persons are equal irrespective of age, disability, employment status, ethnic origin, gender, linguistic preference, marital status, nationality, political affiliation, race, religious conviction, sexual identity or socio-economic group.

This equality resides in our humanity and cannot be altered or taken away by the laws of man. But in our less than perfect society it does not exist in actuality. In recognising this to be the case, Northern Visions, in its desire to open the airwaves to the proletariat, will discriminate positively in favour of all those communities, whether defined by interest or geographic boundaries, which have been ignored, suppressed and marginalised by the exclusive and manipulative broadcasting structures established and maintained by sinister capitalist concerns for the promotion of their own self-interest and ideology.

To this end, we fully subscribe to the Bellagio Principles, as agreed at the Bellagio 899 Conference, and contained hereunder in this statement of the Station Ethos and Programming Policy of Northern Visions Radio, aka NVR, aka N-V Radio, broadcasting to the greater Belfast area on 100.6FM:

Vision of Communications for Social Change

We recognise that the practice and systems of communications has the power to transform lives, and to influence the behaviour of organisations, institutions, communities and nations. We also believe that for too long the processes and systems of communications have been concentrated within the power of too few in industrialised countries who use such power to homogenise cultures and ideologies. Recognising this, and that communication systems and processes are not easily accessible to all the world's people, we joined together to propose a vision of communications for the 21^st century that animates our collective commitment to positive social change.

This vision is shaped by the following principles:

I. Every voice has the right to be heard and should have the means to be heard.

II. Communications systems and technology must therefore be affordable and accessible to all.

III. To work best the process of communication must allow a free flow from many to many rather than from one to many.

IV. Communities must play an essential role in finding their own communications solutions and developing their own communications strategies.

We believe that unmediated communication processes, in which all of us may communicate freely, directly and horizontally with one another, will endow each of us with a greater sense of our own possibilities, enrich our cultures through direct contact with other cultures, create a conversation without limits in which each voice may be heard equally and from which may evolve enlightened societies that value tolerance, self-determination and active participation.

We believe in the power of strong, vivid and personal images to transform consciousness, and we believe that the images and stories that define and shape a group, a community or a people are primarily theirs alone to make. For we believe that the cultures of the world need not be subsumed by those cultures of industrialised nations which dominate control of channels of communications.

We believe that ideas with the power to enhance our lives are arising from voices too long excluded from the larger human discourse. These are too often the voices of people from the edges of the world, from the margins of society. They may own neither presses nor broadcasting towers, but they do have the capability of taking responsibility for their futures. We've seen how many previously marginalised people, given the opportunity, can create solutions for complex world problems, and may in fact well possess the energy and vision that will help ensure the future for all of us.

We believe that communication is essential for strengthening cultural identity and human values, encouraging further world development, allowing people in communities throughout the world to participate in their own governance, to organise and to shape our future world.

Moved to action by these principles, we have agreed to work together toward free and open access of all people to the methods, means and tools of communication, to reach out to communities around the world for their ideas and their strength, and to embrace and promote new understanding and new knowledge from wherever it might arise.

Northern Visions Radio is wholly committed to the above declaration and is dedicated to the concept of true community radio – that is, volunteer-led radio, devoid of commercial influence, which provides a service for the whole community, using the voices and skills of the members of the community throughout the total spectrum of diversity, culture and ethnicity represented within the boundaries of greater Belfast. A voice is guaranteed to any truly representative group, provided its activities are legal, decent and neither political nor religious. We commit to proactive support of groups and individuals representative of the following marginalised groups, and any that may later be identified:

o Community Arts;

o Cultural minorities;

o Disabled, elderly, children and young people;

o Ethnic minorities;

o Ex-prisoners, including political ex-prisoners;

o Gay, lesbian, bisexual and transgender;

o Irish language and culture;

o Long-term unemployed and people on low incomes;

o Ulster Scots heritage and culture;

o Women.

Northern Visions Radio will provide communication, information, education, informed debate, good conversation, topical discussion and eclectic entertainment to the highest professional standards through a mutually supportive community of experienced and novice broadcasters, with full training and ongoing support being provided where necessary. We are not employers, but are nonetheless committed to the principles of gender equality, equal opportunity and the provision of a safe and conducive environment for the vulnerable, viz. disabled, elderly and young people.

To this end our Programming Policy will reflect as near as possible the needs, aspirations and diversity of the community it seeks to serve and will endeavour to produce high quality responsive programming that fills a gaping void in current radio provision.

A representative panel of listeners will be established across Belfast to monitor our output. Their reports will be considered at a monthly meeting of the Programming Consultancy Panel, made up of the management team and one representative of each production team. Programmes which prove unpopular will be restructured, rescheduled or axed. Suggestions for new programming will receive serious consideration. We will endeavour to offer programming which, while incisive, pertinent and contemporary, are tasteful and appropriate to the time of day during which they are broadcast. Adult content will be restricted to after 21:00. Religious and political discussion will be encouraged and spiritual issues included in appropriate slots, but absolutely no religious or political indoctrination, or opinions of a racist, extremist, fundamentalist, fascistic or obscene nature, will be permitted.

The station will be speech orientated with a minimum 60% speech content with a bias towards locally produced music. Mindless disk jockeying will not be allowed, the speech content being topic, rather than "personality", led, and the music providing a break from the speech, rather the reverse. Phone-ins, panel discussions, live guests – including live musicians – will be integral to our programming, with live and recorded forum debates being included on a weekly basis. Drama, programmes with an educational content, comedy, local news and sports will all play a part in our programming, with commissions for new plays, involvement of educational establishments and coverage of the events that don’t make it into the current formats available. We will support and encourage local music – that is to say, music that originates in, or is performed by musicians resident in, the north of Ireland.

We will promote everything that is good and positive within our community, condemn that which is destructive and negative, give a voice to the weak and disenfranchised, expose the corrupt influences seeking to enslave our society, bring communities together through education and informed debate, entertain with comedy, drama, good music and conversation, and provide a new and unique experience in local radio.

This document should be read in association with our Constitution.

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Appendix 2

Defamation and Use of Language

Code of Practice

Many people make the mistake of treating opinion, however well-founded they may believe it to be, as fact. In terms of the reputations of individuals and organisations this can be a dangerous practice with devastating consequences, both for the defamed party and the instigator of the defamation. Acts of defamation committed during a broadcast are deemed to be published and therefore constitute libel. If the defamatory allegations are of such a nature that, were they in fact true, the subject of the defamation would be liable to criminal prosecution, then an act of criminal libel is deemed to have been committed. Whereas the subject of an alleged libel must raise an action in the civil court, acts of alleged criminal libel, though they may be raised in court by the subject, are liable to attract police investigation and resulting prosecution through the criminal courts, possibly leading to a criminal conviction and custodial sentence.

An act of defamation committed on air may lead to legal action being taken against the individual making the allegation, the presenter of the programme, the duty producer, senior producer, station manager and the station itself. Such action, if a court were to find in favour of the appellant, could result in the station losing its licence and being forced into liquidation. In order to avoid the possibility of prosecution for what is in fact a particularly nasty and cowardly crime, Northern Visions Radio has drawn up the following Code of Practice:

1. Presenters must never use profane language on air: if you are uncertain as to whether a specific word or phrase is deemed to be profane, either check with the duty producer, whose decision will be final, or omit it;

2. Presenters must never commit any act of defamation: if you are uncertain as to whether a particular statement may constitute defamation, either check with the duty producer, whose decision will be final, or omit it;

3. Duty producers and presenters have a duty to warn guests that they must not use profane language on air, and inform them of the consequences of doing so, viz –

(i) Studio Guests – their mic will be deactivated immediately, the station will go to music and they will be reprimanded; if they choose to ignore the reprimand or reoffend, they will be removed from the studio and not permitted to return;

(ii) Phone Guests – their connection will be deactivated immediately; they will not be permitted to participate in future phone-ins;

4. Duty producers and presenters have a duty to warn guests that they must not commit any act of defamation on air, and inform them of the consequences of doing so, viz –

(i) Studio Guests – their mic will be deactivated immediately, the station will go to music, they will be reprimanded and required to apologise on air; if they choose to ignore the reprimand, refuse to apologise, or reoffend, they will be removed from the studio, not permitted to return and the station will apologise;

(ii) Phone Guests – their connection will be deactivated immediately; they will not be permitted to participate in future phone-ins and the station will apologise;

5. To further minimise the risk of violation of the Code of Practice during phone-ins, phone guests will be required to give a name and number when they call: if the operator feels they have a valid point to make, a note will be passed to the duty producer who will return the call and assess the suitability of the caller, taking account of relevance, coherence and stability, before deciding whether to put the call through to the desk;

6. Between 22:00 and 04:00, minor profane words like damn, damned, bloody, crap, shit, shite, tosser, wanker, perv, & co., are generally acceptable in small doses, but should still ideally be avoided, especially by presenters.

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Appendix 3

HEALTH AND SAFETY POLICY STATEMENT

Northern Visions, as an employer, is committed to providing and maintaining a healthy and safe working environment for all its employees, freelance staff, course and workshop participants, user groups and any other people who may be affected by its activities. The ultimate responsibility for health and safety at Northern Visions rests with the Northern Visions’ Board of Directors.

This statement applies to all premises and activities within the control of Northern Visions.

• Northern Visions’ Key Health and Safety Policy Objectives
• To comply, as a minimum standard, with all requirements of relevant legislation;
• To identify hazards (the potential for harm), assess risks (the likelihood of that harm being realised) and manage those risks;
• To provide and maintain equipment and systems of work that are safe and without risks to health;
• To ensure that employees, freelance staff, course and workshop participants, user groups and others are adequately informed of the identified risks and, where appropriate, that they receive instruction, training and supervision;
• To consult with employees' representatives on health and safety matters;
• To monitor and review the effectiveness of Northern Visions’ arrangements and, where appropriate, to implement improvements;
• To ensure that the demands of activities do not exceed the capabilities of staff to carry out the work without risk to themselves or others.

Whilst Northern Visions accepts responsibility for the implementation of this policy, it believes that individuals have an important role to play in ensuring a healthy and safe working environment. Individuals are therefore required to abide by rules and requirements made by Northern Visions’ Board of Directors in relation to this policy and to inform Northern Visions of any medical condition that the person may have. Any accidents must be reported to Northern Visions and entered in the accident report book.

Northern Visions will ensure, so far as is reasonably practicable:

• The practical application of this policy within Northern Visions;
• That areas of responsibility for health and safety are delegated and defined as appropriate;
• That a set of codes of practice, instruction manuals, lists of procedures, standards and advice, is collated, insofar as they apply to this policy;
• The provision of adequate technical, financial and human resources to enable effective implementation of this policy;
• The health and safety of all persons other than employees that may be present on the premises, or affected anywhere by the activities of Northern Visions;
• That the policy statement is brought to the attention of all Northern Visions employees;
• That employees are aware of their responsibilities to take reasonable care of their own health and safety and that of others who may be affected by their activities or failure to act.

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Appendix 4

Policy for the Protection of Children and Vulnerable People

Northern Visions recognises that everyone has a right to be protected from all forms of abuse and discrimination, and to be treated equally, irrespective of age, culture, disability, employment status, ethnic origin, gender, linguistic preference, marital status, nationality, political affiliation, race, religious conviction, sexual identity or socio-economic group.

Everyone involved with Northern Visions, in whatever capacity, has a role to play in safeguarding the welfare of children and preventing abuse.

Northern Visions role is not to investigate but to report suspected cases of abuse.

Definitions

• Children are defined as anyone under the age of 18 years;
• Vulnerable persons include adults with learning, mental health or severe physical, disability;
• All references to children include young people and vulnerable people.

Northern Visions’ Responsibilities

• To safeguard and promote the interests and well being of all children with whom we are working;
• To take all reasonable practicable steps to protect children and young people from harm, discrimination or degrading treatment;
• To respect children’s rights, wishes and feelings;
• To take seriously, and respond to swiftly and appropriately to, all suspicions and allegations of abuse.

These responsibilities rest with Northern Visions’ Board of Directors, who will act at all times fully in accordance with the Children’s (NI) Order 1995, and Our Duty to Care, Child Care NI 1995, and put in place the following directives:

• All programmes involving children are carried out by vetted staff: Northern Visions uses PECS;
• All partners involved in Northern Visions projects and programmes involving young people must have a Child Protection Policy and procedures compatible with Northern Visions’ Child Protection Policy.

Expectation of Partners

• Offer safeguards to the children with whom we work and to our members of staff, tutors, freelancers and volunteers;
• Help maintain the professionalism and standards set by Northern Visions.

We recognise that any procedure is only as effective as the ability and skill of those who operate it. Northern Visions will liase with partners prior to a project, which involves children and young people taking place. Partners should recognise that our staff, tutors, freelancers and volunteers are not experts in the field of child abuse and that it is Northern Visions duty is to report suspected cases of abuse, NOT to investigate cases.

Allegations of Abuse Against Members of Staff, Tutors, Freelancers and Volunteers

• Northern Visions’ Board of Directors shall be informed of all allegations and will take the appropriate action;
• A record of all allegations shall be maintained;
• The Project Director will have responsibility for ensuring proper supervision of people working with children on Northern Visions’ projects;
• If the Project Director is the subject of the suspicion/allegation, the report must be made to the Chair of Northern Visions’ Board of Directors. The Chair will then be responsible for taking the appropriate action.

Recruitment and Selecting Staff and Volunteers

• When undertaking pre-selection checks for volunteers, tutors, freelancers, or paid staff who will work with children, Northern Visions will require:
• All volunteers and permanent staff to complete an application form;
• Consent to be obtained from applicants for Police and Social Services checks to be made;
• At least two references to be taken up, one of which should, if possible, refer to previous work with children;
• All information received to be treated in confidence.

Data Protection

Northern Visions will hold all records deemed appropriate strictly in accordance with the Data Protection Act.

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Appendix 5

Sexual and Racial Harassment

Code of Practice

Northern Visions Radio will not tolerate any incidences of sexual or racial harassment from whatsoever source and will not condone any breaches of this Code of Practice:

Sexual and racial harassment may emanate from any source and anyone can be its victim. It is therefore not acceptable to:

1. Make lewd or obscene gestures;

2. Stare at someone in a leering, provocative or suggestive manner;

3. Make comments about someone’s body parts;

4. Make comments about the colour of someone’s skin or facial characteristics;

5. Invade someone’s personal space by approaching him or her in an intimate, hostile or suggestive manner;

6. Initiate unsolicited and unnecessary body contact, especially of intimate areas;

7. Associate someone’s ability to perform their duties with their gender or gender characteristics;

8. Associate someone’s ability to perform their duties with their racial or ethnic identity, or racial or ethnic characteristics;

9. Refer to someone’s gender using pejorative terminology’;

10. Refer to someone’s racial or ethnic identity using pejorative terminology;

11. Address someone in a patronising manner based upon their gender, or racial or ethnic identity;

12. Expect someone to perform menial tasks based upon their gender, or racial or ethnic identity.

Any breaches of this Code of Practice will be dealt with in accordance with current legislation.

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Appendix 6

Disability Equality and Awareness Policy

Northern Visions believes that all persons are equal irrespective of age, disability, employment status, ethnic origin, gender, linguistic preference, marital status, nationality, political affiliation, race, religious conviction, sexual identity or socio-economic group.

This policy statement relates solely to physically disabled persons, those with learning, mental health or severe physical, disability, being covered by Appendix 4, Protection of Children and Vulnerable People Policy.

Conscious of the fact that people are disabled by society rather than by their diverse and individual disabilities, or impairments, Northern Visions seeks to remove or minimise those barriers insofar as it is able to do so having account of its financial and practical limitations. In all matters relating to disability Northern Visions’ Board of Directors will ensure compliance, as a minimum standard, with the terms of the Disability Discrimination Act.

Whereas personal care and support is the responsibility of the individual, tailored training, and support for volunteers and staff will be provided, where this is reasonable, necessary and possible. We shall ensure that our premises are safe and accessible, but cannot guarantee that we will be able to provide equipment specific to the needs of a particular individual. We do, however, have a wide range of equipment which is suited to many needs, e.g. lightweight camera and sound units, large monitors, CCTV, equipment with chunky controls, etc.

All Northern Visions’ staff, freelances and volunteers receive Disability Equality and Awareness Training prior to commencing duties and are kept aware of changes to legislation affecting disability. Annual refresher courses are also provided.

Disabled people are extremely welcome at Northern Visions, which has an excellent record in providing for their needs; supporting, showcasing and facilitating projects by and for disabled people; and producing programming, video and film highlighting important disability issues.

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Appendix 7

Equal Opportunities Policy Statement

Northern Visions is committed to developing and implementing a Policy of Equal Opportunities.

We recognise that many groups and individuals have been, and continue to be, disadvantaged by society and its institutions, with a key feature of this disadvantage being discrimination. Northern Visions is opposed to discrimination on any grounds, including age, disability, employment status, ethnic origin, gender, linguistic preference, marital status, nationality, political affiliation, race, religious conviction, sexual identity or socio-economic group.

We will act positively with the intention of contributing to the eradication of discrimination whether it be direct or indirect, individual or group, cultural or institutional, and will comply with any relevant requirements of the Good Friday Agreement and other relevant legislation. In all its work Northern Visions will actively promote and strive to establish a safe and supportive working environment, affording equal respect to all.

Northern Visions will adopt a positive action strategy in contributing to the elimination of discrimination and creating additional opportunities for disadvantaged groups. This strategy will include, where necessary and appropriate:

• All programmes of work to be actively working towards embracing equality of opportunity;
• Support and encouragement to Northern Visions’ user groups, participants, and workshop/course tutors in addressing specific forms of discrimination and disadvantage, including, where appropriate and necessary, targeted audiences and issue based agendas: (eg: Irish language, women only);
• Support and encouragement to Northern Visions’ staff, and those undertaking duties on behalf of Northern Visions, to enable them to make a positive contribution to combating discrimination and disadvantage;
• Monitoring and review of all Northern Visions activities to ensure that its policy applies to its own structures.

In determining policies and priorities, Northern Visions will:

• Respond to the distinctive needs of Northern Ireland in terms of its demographics and cultural profile;
• Recognise that certain groups and individuals in society are discriminated against, and seek through partnerships and the allocation of its resources to promote programmes of work which militate against such disadvantage;
• Ensure that its own advisory groups are representative of Northern Ireland and that their decisions are taken within a transparent framework for the ethical conduct of business
• In the provision of direct services, including information, advice, training, research and resources.

Northern Visions will:

• Publish information about the services which are available and promote them to the widest possible constituency within available resources;
• Wherever possible, provide services in forms and media which address the special needs of particular groups or individuals;
• Publish and promote information which provides details of the criteria under which resources are available, and the process and time scale within which decisions are made;
• Target resources through available legal provisions to redress disadvantage and under-representation.

In its work with partners, Northern Visions will:

• Ensure that the views of affected constituencies are taken into account in developing policies and programmes of action;
• Seek to raise awareness of the needs of groups and individuals who may be subject to direct or indirect discrimination within current provision;
• Promote equal opportunities practice in both strategy development and service delivery.

As an employer, Northern Visions will:

• Operate employment, selection, and contracting procedures and practices, which promote equality of opportunity;
• Provide clear and unambiguous specifications for the responsibilities and services against which it invites applications;
• Produce guidelines for the advertising of such opportunities;
• Substantiate the appointments made under such procedures and provide feedback to unsuccessful candidates;
• Take positive action to redress under-representation in the workforce making use of available statutory and legal provisions as appropriate.

In all areas of its work, Northern Visions will:

• Produce plans to support development, and set targets for achievement, as appropriate;
• Develop codes of conduct and provide training to ensure that its staff are fully equipped to implement this policy;
• Monitor and review its policies, programmes and procedures against stated targets for achievement;
• Advocate good practice in equal opportunities policy development and implementation.

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Appendix 8

Policy on Working with Volunteers

Northern Visions recognises that volunteering makes a contribution to society. On a societal level it can enhance active citizenship and social cohesion, as by its very nature volunteering is about bringing people together. On an individual level people see volunteering as a way of developing social contacts and putting something back.

Furthermore, we recognise that volunteering can address social exclusion by improving employability; have a beneficial effect on people’s health and psychological well-being; further education through mentoring and peer education; and, overcome feelings of social isolation by connecting people to their local communities.

Northern Visions recognises that volunteering:

• Is based on personal motivation and choices, freely undertaken;
• Is a way of furthering active citizenship and community involvement;
• Enhances human potential and the quality of daily life, building up human solidarity;
• Provides answers for the great challenges of our time, striving for a better and more peaceful world;
• Contributes to the vitality of economic life, even creating jobs and new professions.

Recognising that, unlike paid staff, volunteers are not covered by employment agreements, Northern Visions’ volunteers have the right to:

• Work in a healthy and safe environment;
• Be interviewed and taken on in accordance with equal opportunity and fair employment legislation;
• Be adequately covered by insurance;
• Receive regular evaluation and recognition of their work;
• Be given accurate and truthful information about Northern Visions;
• Be reimbursed for genuine out of pocket expenses;
• Be given a copy of Northern Visions Working with Volunteers Policy and any other policy that affects their work;
• Have a volunteer job description and agreed hours of volunteering;
• Have access to a grievance procedure;
• Be provided with guidance and orientation to the organisation;
• Be provided with adequate training.

Furthermore, Northern Visions’ volunteers are not taken on:

• to fill a position previously held by a paid worker;
• to do the work of paid staff during industrial disputes.

All Northern Visions volunteers must:

• Familiarise themselves with and follow Northern Visions’ policies, viz. –

Appendix 1: Station Ethos & Programming Policy;

Appendix 2: Defamation and Use of Language, Code of Practice;

Appendix 3: Health and Safety Policy Statement;

Appendix 4: Policy for the Protection of Children and Vulnerable People;

Appendix 5: Sexual and Racial Harassment, Code of Practice;

Appendix 6: Disability Equality and Awareness Policy;

Appendix 7: Equal opportunities Policy Statement;

Appendix 8: Policy on Working with Volunteers (this document);

Appendix 9: Environmental Policy;

Appendix 10 Equipment Policy.

• Ensure their own safety, the safety of other members of the society and the general public;
• Must not carry out a task about which they are uncertain, or if they are unsure of the correct safety procedure;
• Inform the Producer if they have a medical condition which may affect them in the course of their duties;
• Respect the dignity of every human being and their culture;
• Co-operate in a spirit of mutual understanding and respect with other volunteers and employees of Northern Visions (including freelances);
• Undertake training as required;
• Maintain confidentiality in their activities where appropriate.

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Appendix 9

Environmental Policy

Northern Visions Board of Directors has the primary responsibility for ensuring that Northern Visions operates in a manner consistent with ISO 14001 and in the spirit of this policy

General Policy Statement on the Environment

Northern Visions recognises and accepts its responsibility to minimise, wherever possible, its impact on the environment and to comply with all statutory environrnental requirements.

Northern Visions wishes to promote, amongst its staff and freelances, an understanding of environmental issues.

Northern Visions seeks to sustain and improve its own environment and contribute to the protection of the local, national and global environments.

Northern Visions aims to enhance environmental awareness among its staff and freelances;

• in the procurement of resources;

• in the maintenance and use of its building;

• by provision of information and instruction.

And to minimise

• the consumption of resources;

• the production of waste; and

• harmful emissions to air, land and water

To achieve these objectives the following policies will be adopted to cover areas of key environmental importance.

(In all cases due regard will be taken of the appropriateness and cost effectiveness of the measures proposed).

Legislation

Comply with and where possible exceed relevant environmental legislation in all aspects of Northern Visions activities.

Procedures

Develop programmes, which will enable Northern Visions to continually improve its environmental performance through using the best practical environmental options for established annual priorities.

Energy

Northern Visions wishes to conserve energy. It will endeavour to use the minimum quantities of energy possible in accordance with the safe and efficient operation of its heating, lighting and equipment. It will keep under review its energy sources, energy forms, and energy efficiency with a view to causing least environmental impact. It will communicate to staff and freelances the means by which energy may be conserved.

Water

Northern Visions will endeavour to use the minimum quantities of water possible in accordance with its activities. It will keep under review a programme of water conservation by monitoring consumption, reducing leakage and eliminating excessive or unnecessary use. It will communicate, to staff and freelances, the means by which water may be conserved,

Purchasing

Northern Visions wishes to conserve resources. Through its purchasing policies it will seek goods and services, which do least harm to the environment in their production, delivery and packaging use, re-use, recycling and disposal. It will seek to purchase from local or regional suppliers, which will maximise Northern Vision's input to the local community and minimise transport. It will communicate to staff and freelances the means by which goods and services may be purchased, with due regard to the environment.

Waste Management

Northern Visions wishes to conserve resources by minimising its generation of wastes. It will do this by, in order of priority, reducing the acquisition of new materials, re-using materials, recycling existing materials and, if the former are impractical, disposal by a means which will have least impact on the environment and conforms to statutory requirements. It will communicate, to staff and freelances, means by which waste may be minimised.

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Appendix 10

Equipment Policy

START AND DURATION OF A DAY

One day's booking is from 5.00 PM on the day of commencement of hire to 4.00 PM the following day. For editing equipment a day runs from 10.30 AM to 9.30 AM the following day.

RETURN OF EQUIPMENT

Upon the end of any hire period, members should return the equipment in a good condition, fair wear and tear accepted, to Northern Visions premises.

PENALTIES FOR THE LATE RETURN OF EQUIPMENT

Members will be charged at Rate 1 for the whole of the period that the equipment is overdue. Members will be given two chances to reform: a third late return will result in a ban from Northern Visions.

BOOKING PROCEDURE

A member of staff only may take bookings. Bookings may be either provisional or confirmed. If a provisional booking is not confirmed within 48 hours of its commencement it is at the discretion of the staff of Northern Visions to cancel it and take alternative bookings for that period. We require at least 24 hours notice for the cancellation of a confirmed booking, otherwise a cancellation fee will be charged which may be equal to the full hire fee for the period booked. In the event of a late cancellation due to illness, that fee may be waived at the discretion of the staff and Board of Directors, but exemption is not automatic. Prices quoted are exclusive of VAT.

HIRE RATING SYSTEM

Rate 1. Applies to commercially funded members and organisations and large institutions.

Rate 2. Applies to grant-aided projects.

Rate 3. Applies to low/self funded projects.

A concessionary hire rate is available on some items of equipment to members who are working on a project without a budget.

The applicable hire rate must be determined in consultation with the staff. (Please ask for application form). If their assessment of the hire rate is regarded as unfair or incorrect by the hirer, application should be made to the management committee within 14 days from the date of the issue being raised for a review of the hire charge. The Board of Directors’ decisions after review shall be final.

In the event of a member’s film, video or audio product later being sold or commercially exploited after having been made on subsidised hire rates, the member shall reimburse Northern Visions a sum representing the difference between the previously applied subsidised rate and the commercial Rate 1 as it is applied at the time of hiring.

COMPETENCE

All hirers must be able to demonstrate ability to use equipment competently. Inexperienced members may hire equipment, but a member of proven competence, or a technician, must accompany them. We will endeavour to make this possible but it cannot be a guaranteed service. Northern Visions shall not be liable for any damage, loss or defect caused to equipment by negligence or mishandling while out on hire. The cost of replacement or repair will be charged to the hirer.

CARE OF EQUIPMENT

During the period of hire, members should:

1. Ensure that the equipment is in working order before hiring;

2. Always keep the equipment in their custody and control;

3. Ensure that the equipment is used in a skilful and proper manner by persons deemed competent by a technician;

4. At all times take proper care of the equipment and ensure that it is properly stored, transported and protected;

5. Report to Northern Visions any fault, defect or damage to the equipment as soon as it occurs or is discovered.

INSURANCE

Members should note that the equipment is uninsured if it is left in an unattended vehicle, and that in this situation the member is liable for the equipment. In the event of equipment being lost or stolen while out on hire, it is the responsibility of the hirer to notify the police and to provide Northern Visions with all the details necessary to file an insurance claim.

Without the previous consent of the staff of Northern Visions, members must not:

1. Use the equipment on any abnormal or hazardous assignment;

2. Allow the equipment to be taken out of the country.

Northern Visions takes all due care and attention to provide its members with equipment in proper working condition. Northern Visions cannot be held responsible for injury or loss of time or business due to equipment failure or defect.

The above regulations cover the general running of Northern Visions. In extreme circumstances alternative arrangements may be made with prior consultation with the staff and Board of Directors of Northern Visions.

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