Ram Services Limited is a specialist structural repair and refurbishment contractor, providing a range of services to the power and water supply and distribution sector, the wider civil engineering industry, and to a range of public sector organisations. We operate primarily in the north west, but do work all over the UK and occasionally abroad.
Our Core Values
Committed to zero incidents & accidents with safe working conditions
Working together and with personal accountability to achieve greater results
Building trust and loyalty through communication and collaboration
Always treating people with respect and honesty while operating at the highest ethical standards
Maintaining a “can do” attitude and willingness to adapt and learn when faced with challenging situations
Exceeding customer expectations with high quality craftsmanship and service.
To understand and manage the numerous aspects that ultimately dictate the success or failure of a structural repair scheme needs specialist experience developed by knowledgeable and committed staff over an extended period to time.
Ram Services Limited has this experience, and enables us to undertake structural leak sealing and waterproofing, pressure pointing and grouting, concrete repair and crack injection, corrosion and chemical resistant coating application, joint sealing, installation of mechanical elements such as access ladders and hatches etc, in addition to more conventional construction trades where clients want the full package from a single trusted organisation.
Before work starts on site, we can assist in looking at the feasibility or practicality of carrying out structural repair works, and are not averse to challenging treatments proposed by others where we feel a more durable or cost effective solution is available.We strive to operate in an open manner as we feel that this offers the best way to develop long-term relationships with our key clients. Our staff are encouraged to discuss all aspects of their work with interested parties and to highlight any concerns they have. We do not adopt a “blinkered approach” to our works, and are known for not being “claims conscious”.
The ground rules that we already use are:
- A proactive approach
- Openness and co-operation
- Focus on safety and quality in the delivery of the project
We always aim to provide the most comprehensive service possible and the majority of the works are carried out “in-house”. We maintain very close links with a number of key suppliers and subcontractors, each serving particular aspects of our requirements, and have similar relationships with plant and equipment suppliers. Where appropriate, we discuss project requirements with them at an early stage, to ensure product selection, lead-in periods and continuity of supply are appropriate to the project specification and programme requirements.
Key Historical Points;
- Company formed by Richard Kayser and Kath Trippier in 1980
- Initially concentrated on leak sealing and other specialist work in power stations and water industry
- Developed and patented process for insitu small bore pipe lining (subsequently not developed into commercial operation)
- Pioneered development of steel plate bonding techniques for use in bridge strengthening
- Widened client base as opportunities in power sector declined
- Launched in-house developed web site in 1996
- Acquired diamond drilling and sawing contractor in 1998
- Undertook first carbon fibre bridge strengthening scheme for UK Highways Agency in 1998
- Increased workload on water supply and treatment infrastructure in northwest whilst maintaining broad client base elsewhere
- Held framework contracts for highways structure repairs continuously for in excess of ten years from 2003
- Provided specialist labour and expertise on all five major Thirlmere Aqueduct shutdowns 2006-2010
- Provided specialist labour and expertise on first major Haweswater Aqueduct shutdown 2013
- Awarded five year framework agreement for water retaining structure repairs in the north west in 2013
- Continues to demonstrate a willingness to undertake the awkward and unusual
- Maintains a committed presence in providing technically correct, economic solutions to structural repair requirements to a wide range of clients with an annual turnover of around £3,500,000.
We are known and trusted by a wide range of public and private sector organisation including the following;
Ram Services Limited is committed to ensuring that all staff have access to learning, development and training opportunities which enable them to be suitably knowledgeable and skilled to carry out their role within the organisation, and to develop their talents in any ways that fit with the company’s objectives.
We aim to ;
- Ensure that employees are supported and enabled to meet the changing demands of the company and its clients so that the company delivers its obligations
- Facilitate employee development through assisting them to broaden, deepen, and thereby further enhance their existing skill base
- Provide a working environment where continuous learning and development take place to help staff and employees fulfil their roles safely and confidently, provide job satisfaction and improve workforce retention
Ram Services Limited is an Equal Opportunities Employer.
Senior management agree a training and development budget annually, and will liaise with other management to ensure that identified training and development needs are met.
Management assess and review employees’ learning needs, evaluate and record training and development processes and outcomes, and ensure that employees fully implement the knowledge and skills accumulated.
Employees are encouraged to assist in the identification of opportunities for improvement, and to make best use of the training and development processes provided.
In addition to formal in-house and external training, ongoing mentoring and encouragement is provided through the use of informal consultation and delivery of tool box talks and the like.
Training and development processes include the following;
- Asbestos Awareness
- Brokk and Putzmeister plant operator training
- Casualty Extraction and Resuscitation
- CITB Construction Site Management Training Scheme
- CITB Construction Site Supervisor Training Scheme
- CITB CSCS
- City and Guilds Confined Space Entry
- Emergency First Aid at Work
- Fire Fighting and Fire Awareness
- Forklift Truck Operation
- IPAF (Use of Powered Access)
- National Water Hygiene
- PASMA (Use of mobile access towers)
- Safety management
- Use of ICT processes and applications
- Use of Specialist Work Equipment
- Working at Height
Health and Safety Policy
Ram Services Ltd will ensure that the promotion of health and safety is a shared objective for the Company and its employees at all levels. To that aim, the Company has assessed the significant health, safety and environmental hazards from its business operations and has put in place suitable arrangements to control them to mitigate any risk to the health, safety and welfare of its employees and those affected by its activities.
It is the Policy of the Company so far as is reasonably practicable to:
- Ensure that adequate resources are made available to effectively implement the Health and Safety Management system
- Provide and maintain machinery, plant, facilities, equipment and systems of work that are safe and without risks to health.
- Ensure safety and the absence of risks to health in connection with the use, control, handling, storage and transport of materials and hazardous substances.
- Provide training, instruction, guidance and advice to ensure the competence of employees, and ensure that allocated tasks are within their skills, knowledge and ability to perform safely.
- Maintain all places of work under the Company’s control, including the means of access and egress, in a condition that is safe and without risk to health.
- Provide and maintain a working environment that is safe and without risk to health, and provide appropriate facilities for welfare from the start of all projects.
- Implement and maintain arrangements for consultation with staff on health & safety matters.
- Comply with the statutory requirements as the minimum standard for health, safety and welfare of employees at work, and all others for whom the Company has statutory obligations.
- Provide appropriate resources for the health surveillance of employees to minimize the risk of occupational disease and occupational ill health.
- Ensure that the roles and responsibilities of management and employees are clearly defined and assigned at all levels.
- Ensure that all Contractors engaged in connection with the Company’s business are competent in respect of necessary health, safety and environmental requirements.
- Provide adequate resources (including training, information, guidance, supervision, plant & equipment, and support services) for the achievement of this policy.
- All employees, for their part, are encouraged to contribute actively towards achieving and promoting the objectives outlined in the policy to maintain work environments that are free from accidents and occupational ill-health incidents.
- Employees are not required or expected to undertake tasks that exceed their capacity or capability, which places them in a situation of danger, or which they reasonably believe to be unsafe.
- The policy and implementation of the arrangements are monitored and reviewed on a regular basis to ensure that they continue to reflect legislative requirements, the Company’s performance objectives & targets, to redress identified deficiencies, and to ensure continual improvement.
- This Policy Statement is to be read in conjunction with the Organisation, Responsibilities, and Arrangements contained within the Occupational Health and Safety Management System documented by the Company
The company recognises that its activities have an impact on the environment and is committed to improve its environmental performance and minimise the harmful effects through caring policies and effective management
The company accepts and acknowledges its obligations and responsibilities under legislation and guidance dealing with environmental issues that affect or arise in consequence of its business.
The company will apply the methodology of its Environmental Management System to identify and determine the environmental issues requiring attention and implementation of the measures to achieve improvement. In particular attention will be given to the points listed below:
- Ram Services will assess our activities to prevent pollution and minimise impacts from significant environmental aspects including; Waste, Releases to water, Contamination of land, Nuisance and amenity, Emissions to air, Carbon emissions, Wildlife.
- Ensure environmental awareness amongst those working for or on behalf of the company, providing training as necessary and encouraging sub-contractors and suppliers to adopt sound environmental practices.
- All employees will be actively encouraged to engage in environmental training and awareness programmes
- Directors and Managers will provide visible leadership in Environmental matters and consider the environment as an integral part of the business.
- Control and encourage the use and re-use of materials to minimise and curtail creating waste. Whenever practicable, use materials and products from sustainable sources.
- To minimise and control the emission of pollutants, noise and dust, and the use of potentially harmful substances and treatments during construction activities
- The conservation of energy through sensible selection, use and management of resources, equipment, plant and transport
- Ram Services in-house competent environmental advisory team to provide support across the company
- Performance will be reported, measured and reviewed to identify deficiencies and drive improvement
- Incidents and near misses will be reported and analysed/investigated to learn lessons and feedback improvements
- The in-house advisory team will carry out regular inspections to check compliance with our management systems
- Ram Services will welcome audits by customers as an opportunity to learn and improve
- The Directors will report on performance and review this Policy at regular review team meetings
Drugs and Alcohol Policy
Alcohol and drug misuse or abuse can be a serious problem within the workplace. Employees who drink excessively or take unlawful drugs are more likely to work inefficiently, be absent from work, have work accidents and endanger their colleagues.
The Company has a duty to protect the health, safety and welfare of all its employees. However, the Company recognises that, for a number of reasons, employees could develop alcohol or drug related problems. In relation to drugs, these rules apply to those that are unlawful under the criminal law and not to prescribed medication. These rules aim to promote a responsible attitude to drink and drugs and to offer assistance to employees who may need it.
Advice and counselling
It is the Company’s intention to deal constructively and sympathetically with an employee’s alcohol or drug related problems, such as alcohol or drug dependency. When it is known that an employee has an alcohol or drug problem the Company will be able to provide advice and guidance on how to seek suitable treatment. The primary objective of any discussions will be to assist the employee with the problem in as compassionate and constructive a way as possible. Any discussions of the nature of an employee’s alcohol or drug problem and the record of any treatment will be strictly confidential unless the employee agrees otherwise.
If you have an alcohol or drug problem, you should seek appropriate help. If you have an alcohol or drug problem which affects your conduct or performance at work and you refuse the opportunity to receive help, the matter will be referred for action under the Company’s disciplinary procedure as appropriate. Likewise, if after accepting counselling and assistance, and following review and evaluation, your conduct or work performance reverts to the problem level, the matter may also be dealt with through the disciplinary procedure.
Prohibition of alcohol and drug consumption in the workplace
No alcohol or drugs must be brought onto or consumed on any of Ram Services work sites or premises at any time or whilst attending any training courses, whether internal or external, and for these purposes this includes performance-enhancing drugs used for “doping” purposes, even if they are not unlawful under the criminal law, unless they have been medically prescribed by a doctor.
Staff must never drink alcohol or take drugs if they are required to drive private or Company vehicles on Company business. Staff must also not drink alcohol or take drugs when they are on operational standby or on call.
Employees are prohibited from drinking alcohol or taking drugs during working hours including any breaks.
Employees representing the Company at business/client functions or conferences or attending Company organised social events outside normal working hours are expected to be moderate if drinking alcohol and to take specific action to ensure they are well within the legal limits if they are driving. They are prohibited from taking drugs on these occasions.
Social drinking after normal working hours and away from the Company’s premises is, of course, generally a personal matter and does not directly concern the Company. The Company’s concern only arises when, because of the pattern or amount of drink involved, the employee’s attendance, work performance or conduct at work deteriorates.
A breach of these provisions is a disciplinary offence and will be dealt with in accordance with the Company’s disciplinary procedure. Depending on the seriousness of the offence, it may amount to gross misconduct and could result in the employee’s summary dismissal.
Alcohol and drug related misconduct
Whilst these rules are aimed at assisting employees with alcohol or drug problems, action will nevertheless be taken under the Company’s disciplinary procedure if misconduct takes place at work as a result of drinking or taking drugs, or if an employee is found to be under the influence of alcohol or drugs whilst at work. Even a small amount of alcohol can affect work performance and, if an employee is found under the influence of alcohol whilst at work, there could be serious health and safety consequences. The same applies to being under the influence of drugs. Incapacity or misconduct caused by an excess of alcohol or drugs at work is a potential gross misconduct offence under the Company’s disciplinary procedure and the employee is therefore liable to be summarily dismissed. This also applies to any employee believed to be buying or selling drugs or in possession of or taking drugs on the Company’s premises.
The Company reserves the right in any of these circumstances to arrange for the employee to be escorted from the Company’s premises or work site immediately and sent home without pay for the rest of the day or shift. The Company also reserves the right to suspend the employee on full pay while carrying out an investigation.
Alcohol and drug testing
On the grounds of protecting health and safety and only where necessary to achieve a legitimate business aim, Ram Services has adopted a Zero Tolerance policy to Drugs and Alcohol. The Company reserves the right to carry out random alcohol and drug screening tests on all employees and sub – contractors whose activities and job duties have a significant impact on the health and safety of others.
If an employee receives a positive test result, this will be viewed as a potential gross misconduct offence and renders the employee liable to summary dismissal in accordance with the Company’s disciplinary procedure. Unreasonable refusal to submit to an alcohol or drug-screening test will also be dealt with through the disciplinary procedure.
The Company is committed to applying the highest standards of ethical conduct and integrity to its business activities in the UK and overseas. When acting on behalf of the Company you are responsible for maintaining the Company’s reputation and for conducting business honestly and professionally.
The integrity and reputation of the Company depends on the honesty, fairness and integrity brought to the job by everyone associated with the Company.
The Company will not tolerate any form of bribery, whether direct or indirect, by, or of, its employees, officers, agents or consultants or any persons or companies acting for it or on its behalf.
The Directors and senior management are committed to implementing and enforcing effective systems throughout the Company to prevent, monitor and eliminate bribery, in accordance with its obligations under the Bribery Act 2010.
The Company’s Anti-Bribery procedures apply to all employees, as well as agency workers, consultants and contractors both in the UK and overseas.
All employees and any other individuals acting on behalf of the Company are required to familiarise themselves with and comply with the Company’s Anti-Bribery Procedures.
A bribe is defined as a financial advantage or other reward that is offered to, promised to, given to, or received by an individual or company to induce or influence that individual or company to perform its public or corporate functions or duties in an improper manner (i.e. not in good faith, not impartially, or not in accordance with a position of trust).
All employees and any other person acting on behalf of the Company are prohibited from offering, giving, soliciting or accepting any bribe, whether cash or other form of inducement to or from any person or company in order to gain any commercial, contractual or regulatory advantage for the Company in a way which is unethical or in order to gain any personal advantage, monetary or otherwise, for themselves or anyone connected with them.
The Company will continue to provide bona fide hospitality to clients and incur promotional expenditure. However, all such expenditure must be transparent, proportionate, reasonable and authorised in advance, in accordance with the Company’s anti-bribery procedures.
In the course of providing services to clients, or in dealings with suppliers, or any other person having similar connections to the Company, employees should under no circumstances accept money, gifts or other forms of reward with a value exceeding £25 without prior consent from a Director. All such reported gifts shall be recorded.
Inevitably, decisions as to what is acceptable may not always be easy. If anyone is in doubt as to whether a potential act constitutes bribery, the matter should be referred to a Director before proceeding.
Any breach of the Company’s Anti-Bribery procedures will normally be treated as Gross Misconduct.
Employees should also note that bribery is a criminal offence.
The Company will not conduct business with third parties including clients, suppliers, agents or representatives who are not prepared to support its anti-bribery objectives.
The Company depends on all employees, and those acting for the organisation, to assist in the prevention of bribery. Therefore, all employees and others acting for, or on behalf of, the Company are expected to report any suspected bribery to the Company following the Company’s Anti-Bribery procedures.
All employees will receive the support of the Company if they report of suspected bribery in good faith even if, following an investigation, it is found that no bribery took place.