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365 Healthcare

News & Updates

365 Healthcare is a subsidiary of Bunzl plc. Bunzl’s current modern slavery statement, which is made in accordance with Section 54, Part 6 of the Modern Slavery Act 2015 and sets out the steps that Bunzl plc, its subsidiaries and operating divisions are taking, with a view to ensuring that slavery and human trafficking is not taking place in Bunzl’s supply chain or in any part of its business, can be downloaded below.

Bunzl modern slavery statement
http://www.bunzl.com/responsibility/strategy-and-governance/modern-slavery-statement.aspx

view as pdfbunzl-logo

Bunzl Quality Policy

It is the policy of Bunzl Healthcare to demonstrate its ability to constantly provide products and services for its customers, which meet contractually specified and applicable regulatory requirements.

The company will address Customer Satisfaction through the effective application of the Company’s Management Systems and adherence to Regulatory Compliance,  which includes proccesses for continuous improvement and for the prevention of non conformity.  The company will determine and review objectives and targets which support continuous improvement.  the company will undertake, through instruction and practical example, to ensure that each employee throughout the organisation has a proper understanding of the Company’s policies, processes and procedures and the importance of maintaining Management Systems and Regulatory compliance.

It is important that everyone is aware of the requirements of the Management Systems and their relevance to Bunzl Healthcare’s success.

 

Signed _______________________ Date  ___________________

Chris Wakeman, Managing Director Bunzl Healthcare

BUNZL HEALTHCARE LABOUR STANDARDS POLICY

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Bunzl Healthcare Labour Standards Policy – March 2016

With the objective of protecting the workers’ rights and workplace conditions, Bunzl Healthcare is
committed to complying with the requirements of the Social Accountability Standard (SA8000) and
other appropriate ethical sourcing standards. The company will be periodically revising its performance
regarding the standard on the company itself and influence those who provide a product or service to
the company, including suppliers, subcontractors, sub-suppliers and home workers.
This policy will be periodically reviewed by top management and distributed to worksites, interested
parties and new employees.
To meet the appropriate standards, Bunzl Healthcare and its suppliers must follow the guidelines
detailed below:
1 Children labour:
The company will not support the use of child labour. If a child was found to work in the company
premises, he/she would be taken out of work immediately and enrolled in the remediation programme.
Under aged workers, from 15 to 18 years old (or appropriate school age for specific country) will only
perform low risk jobs, work outside school hours and time of transportation, school and work will not
exceed 10 hours per day.
The company training plan includes training for managers on the subject of child labour and the other
aspect of this policy.
2- Forced and compulsory labour:
The company ensures workers are not lockdown in the workplace and can safely leave if necessary.
A secure place is provided to employees so that they can keep and have control over their valuables.
Signing resignation letters upon joining the company or commencing employment is not allowed.
Long term sponsored training is voluntary and prior to the agreement of the terms and conditions by
both parts. Besides, the cost of the training will not delay or impede the workers’ departure from the
company.
If the employee resigns, the company will not withheld pay of already performed work or force the
employee to work for a longer period than what was previously established by contract.
3- Health and Safety
Refer to the policy ‘Environment, Health and Safety Policy Statement’ (not relevant for suppliers).
4- Freedom of association
Workers have the right to join, form and organize any trade union of their choice or elect their worker
representative under no influence or pressure from the company. Workers engaged in organizing
employees will not be subject to any kind of discrimination.
The company will communicate the above to all its employees.
5- Discrimination
With the aim to avoid discrimination, in accordance with appropriate legislation, Bunzl Healthcare
periodically monitors if there is any area where one gender is overly predominant and takes according
action if this is found. Equal access to training programmes is guaranteed as an equal opportunities
policy.
Where appropriate, suppliers should have a proactive anti-discrimination plan which includes
gender/ethnic/cast neutral job advertisements, lower cast and minority ethnicities involved in
interviewing teams and performance reviews.

The company has clear procedures for reporting sexual harassment conducts and workers are aware of
these procedures.
Pregnancy or virginity tests will never be used as a condition for employment. Only if required by law
and to protect workers’ health, tests will be performed.
6- Disciplinary practices.
Disciplinary measures will be progressive and will be used to promote a high standard of conduct, never
to punish or humiliate.
The use of corporal punishment, mental or physical coercion or verbal abuse will not be tolerated. All
employees will be treated with dignity and respect, in accordance with appropriate national legislation.
7- Working hours
Employees will work a maximum of 48 hours, not including overtime, which will be voluntary and have a
duration of no more than 12 hours per week, or hours in accordance with appropriate national
legislation.
Personnel will be provided with at least one day off every 6 consecutive days of working.
Regular and overtime weekly hours worked will be documented and registered.
8- Remuneration
The company respects the minimum wage regulated by national law and makes sure that all wages are
sufficient to meet the basic needs of personnel. No deductions are made to the wages for disciplinary
purposes.
Personnel’s wages and benefits are paid in a convenient manner for the worker and regulated according
to the national law.
The company will not use labour-only contract agreements or other schemes to avoid meeting its
obligations to the personnel in accordance with appropriate national legislation.
9-Management system
Management will periodically review the adequacy, suitability and effectiveness of the policy and its
performance results according to the Labour Standards Status Review.
All personnel employed will receive appropriate training regarding ethical sourcing.
Existing suppliers/subcontractors as well as new suppliers/subcontractors will be asked to comply with
ethical sourcing standards and requirements. Evidence that procedures are in use will be sought through
periodically auditing and monitoring of their results.
A system for addressing and investigating concerns regarding labour standards and monitoring the
consequent actions is required in accordance with the appropriate national legislation.
The information included in this policy is made available publicly through the company to ensure
transparency.

Signed: _______________________ Date: 01.03.2016

Steve Taylor
Technical, Regulatory and Quality Manager
Bunzl Healthcare LTD

BUNZL HEALTHCARE LABOUR STANDARDS POLICY
Bunzl Healthcare Labour Standards Policy – March 2016

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> Download and Read JCN Article

Extract of article published in JCN Vol 29


Are your wound management choices costing you money?

With the government looking to cut costs across the healthcare landscape, identifying comparable but cheaper treatment options can help you make savings. Here, Tracey Morgan, clinical nurse specialist tissue viability, takes a look at the facts…

The challenges facing the NHS now and in the future are well publicised, as is the need for significant change if it is to avoid widespread overspend, or decline in the quality of care delivered (NHS England, 2014). The population is ageing and this, coupled with medical and technological advances, means that more people are living for longer with multiple comorbidities such as diabetes, putting increasing strain on NHS budgets (NHS England, 2014).

The prevalence of chronic wounds, including diabetic foot ulcers, pressure ulcers and leg ulcers, is strongly related to age and the development of disease, with forecasted UK population trends indicating that there will be a significant increase in the number of patients with chronic wounds and a corresponding rise in the costs of care (Posnett and Franks, 2008; Dowsett et al, 2014).

The shift of care into the community, with investment in primary care services intended over the next five years, means that clinical commissioning groups (CCGs) will be responsible for dealing with increasing numbers of patients with wounds. However, the workforce of nurses delivering care in a community setting is set to fall, creating a struggle to deliver wound care for a growing patient group, without an increase in budget and resource, or without compromising patient choice and clinical outcomes (Dowsett et al, 2014). There is clearly a need for a new approach in wound care to make the necessary cost savings.

COST OF WOUND CARE

There is little understanding of the true costs involved in wound management, despite hundreds of thousands of patients being prescribed products each year. Indeed, approaches to care and costs vary both regionally and nationally (Read, 2013). However, one thing is certain — costs are predicted to rise exponentially with time.


‘The shift of care into the community, with investment in primary care services intended over the next five years, means that clinical commissioning groups (CCGs) will be responsible for dealing with increasing numbers of patients with wounds.’


The annual cost of wound care services in 2014 was estimated at £2,165 million, which is predicted to rise by £212 million to £2,377 million by 2019 (Dowsett et al, 2014). The cost of wound dressings and other materials is expected to rise by £41 million from 2014 to 2019. In 2014, 86.7% of wound care was delivered by registered nurses in the community (Dowsett et al, 2014).

Many chronic wounds are preventable and, if diagnosed and managed appropriately, can be healed within 24 weeks (Posnett and Franks, 2008). However, ineffective clinical practice, including lack of proper diagnosis and inappropriate treatment mean that this is often not the case. Delayed healing increases the risk of complications such as infection, which carry an additional cost burden. These costs can be reduced by ensuring that primary care doctors, general practice and community nurses, and hospital staff are properly trained in wound View pointsd iagnosis and treatment, including the selection of cost and clinically effective services, care pathways and wound dressings (Posnett and Franks, 2008).

WHAT KIND OF WOUNDS ARE SEEN IN THE COMMUNITY?

Community nurses need a wide variety of skills to deal with the full range of clinical presentations they face in any given day and wound care presents a range of challenges, e.g. how to protect older people’s skin, which dressings to use on common wounds such as leg ulcers and pressure ulcers, and which dressings provide patient comfort without further damaging the periwound skin on removal.

Whereas the inpatient nurse has access to a whole range of colleagues to turn to for advice — such as infection control teams, tissue viability specialists, link nurses and various medical specialties — the community nurse often has to act alone. This means that community nurses need a range of products that can be used in a variety of clinical situations, but which are also cost-effective.

Wounds commonly seen in the community include leg ulcers, pressure ulcers and diabetic foot ulcers, particularly when these become chronic and non-healing, which can involve nurses having to manage infection and varying exudate volumes. Managing these non-healing wounds in the community can be expensive, not only in terms of resources such as nursing time and dressing costs, but, also on patients’ quality of life (Chandan et al, 2009). The rise of long-term conditions such as obesity and diabetes means that chronic…

> Download and Read JCN Article

vesocclude
VO02365 Healthcare are very pleased to be awarded distributorship for the UK and Ireland for the Vesocclude ligation system. With a comprehensive range of advanced engineered ligation clips and appliers at very competitive prices. The advanced Cartridge system means that the clips are extracted with a simple push and click, the clip cartridges have adhesive tape on the base so they can be adhered to sterile surfaces. The clip itself has a unique design which is heart shaped and grooved, which allows a firm grip on vessels and tip to tip closure.VO01 All clip cartridges and appliers are colour coded, Small Narrow, Small Wide, Medium, Medium large and Large sizes clips and appliers are readily available.

One large UK hospital trust has already saved in excess £8K and is seeing the benefits of using such a reliable and precise ligation system. Hospitals wishing to see the product first hand or due to renew a contract should consider Vesocclude ligation systems in their tender and see the difference in quality and price.

For further information contact 365 Healthcare on 01905 778365 or via email here

365 Muddy Runners!

Categories: News

365-Mud-Runner-2014

Sally Taylor, Rob Gidley, Amy Gidley and Gail Halkon of 365 Healthcare undertook the Mudrunner Classic at Eastnor castle in along the Land Rover track for an extreme cross country trail. To mark their 10th Anniversary of business operation. The team completed the arduous mud runner challenge in under 3 hours!

Thank you to everyone who supported them and helped raise £370 for Acorns Children’s Hospice, who offer a network for care for life limited and life threatened children and young people and their families.

We have a new representative in Scotland. Kevin McCulloch is available in the area and keen to the 365 Healthcare new range of dressings surgical dressings.

Call Kevin on 07920 424365 for further details.

Following recent changes in theatre protocol and guidance from NICE  Healthcare workers are recommended to be “bare below the elbow during the duration of clinical work”.  To support this 365 Healthcare have  extended our warming jacket range with a “short sleeved” option.

If you would like to see a sample or for further details please call 01905 778365 and quote product reference 36520710.

(these guidelines were issued March 2012)

XXL Gown Size Now in Store

Categories: News

Due to overwhelming demand we have introduced a new gown size 36520307V is an Extra Extra Large gown with a standard protection level. Clinicians didn’t necessarily want a long gown but wanted a more generous size.

 

Extra Extra Large Gown SSMMS

£70.20 ex VAT

Box Quantity: 30

SKU: 36520307V Categories: ,

Description

Box Quantity 30. Minimum order 1 box.

Standard SSMMS gown with hook and loop fastening neck and cotton cuffs.

 
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Prices shown are excluding Tax (VAT). For International Orders Please Call: +44 1905 778365 Dismiss