The Company recognises that discrimination is not only unacceptable, it is also unlawful.
The Company’s aim is to ensure that no job applicant or employee is discriminated against, directly or indirectly, on any unlawful grounds.
By including this policy in the Employee Handbook, all employees are made aware that the Company will act in accordance with all statutory requirements and take into account any relevant codes of practice.
All job applicants will be considered solely on their ability to do the job. Interview questions will not be of a discriminatory nature.
All promotions will be made on merit in line with the principles of the policy.
Employees who have a disability will receive the necessary help, within reason, to enable them to carry out their normal duties effectively.
This policy will be assessed at regular intervals to ensure that equality of opportunity is afforded to all employees.
The Company will not tolerate any form of harassment or bullying.
The purpose of this policy is to inform employees of the type of behaviour that is totally unacceptable and to explain what solutions there are to employees who may suffer harassment or bullying.
The Company intends to provide a neutral working environment in which no one feels threatened or intimidated.
Harassment is a discriminatory act and is also a criminal offence. It is very difficult to define as it can take many forms, but in the main it takes the form of unwanted behaviour by one employee towards another, for example:
Please remember the test is that the behaviour is UNWELCOME, UNINVITED AND UNRECIPROCATED.
Bullying is also difficult to define. Obvious examples are:
The Company prohibits the offering, giving, solicitation or acceptance of any bribe (whether cash or other inducement)
This policy prohibits any inducement that results in a personal gain or advantage to the recipient or any person or body associated with them, and which is intended to influence them to take action that may not be solely in the interests of the Company or of the person or body employing them or whom they represent.
This policy is not meant to prohibit normal and appropriate hospitality or the giving of a gift on a festival or at another special time, providing they are customary in a particular market, are proportionate and are properly recorded.
Inevitably, decisions as to what is acceptable may not always be easy. If you are in any doubt as to whether a potential act constitutes bribery, the matter should be referred to the Human Resources Department before proceeding.