Privacy And Policy

Privacy And Policy

Policy Statement

Fencing Mart Ltd is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, color, nationality, ethnic origin, gender, marital status, disability, religious beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.

The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.

Objectives of this Policy

To reduce, stop and prevent all forms of unlawful discrimination.

To ensure that recruitment, promotion, training, development, assessment, redundancy and service provision are determined on the basis of capability, qualifications, experience, skills and productivity.

Definition of Discrimination

Discrimination is unequal or differential treatment which leads to one person being treated more or less favorably than others are, or would be, treated in the same or similar circumstances on the grounds of race, color,  nationality, ethnic origin, gender, marital status, disability, religion, age, sexual orientation. Discrimination may be direct or indirect.

Types of Discrimination

Direct Discrimination

This occurs when a person or a policy intentionally treats a person less favorably than another on the grounds of color, nationality, ethnic origin, gender, marital status, disability, religion, age, or sexual orientation.

Indirect Discrimination

This is the application of a policy, criterion or practice to a person which the employer would apply to others but which is such that:

  • It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
  • The employer cannot justify the need for the application of the policy on a neutral basis; and
  • The person to whom the employer is applying it suffers detriment from the application of the policy.

Example: A requirement that all employees must be 6ft tall would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfill this requirement if that requirement is not justified by the position.

 

Unlawful Reasons for Discrimination

Gender and Marital Status

It is not permissible to treat a person less favorably on the grounds of their gender or the fact they are married. This applies to both men and women. Sexual harassment of men and women can be found to constitute sex discrimination. For example, asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.

Age

It is not permissible to treat a person less favorably because of their age. This applies to people of all ages.  This does not currently apply to the calculation of redundancy payments.

Disability

It is not permissible to treat a disabled person less favorably than a non-disabled person.  Reasonable adjustments must be made to give the disabled person as much access to the service and ability to be employed, trained, or promoted as a non-disabled person.

Race, Color, Nationality and Ethnic Origin

It is not permissible to treat a person less favorably because of their race, the color of their skin, their nationality or their ethnic origin.

Sexual Orientation

It is not permissible to treat a person less favorably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, or transsexual.

Religion or Belief

It is not permissible to treat a person less favorably because of their religious beliefs or their religion.

 

Reasonable Adjustments

The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person.  These may include:

  • Making adjustments to premises;
  • Re-allocating some or all of a disabled employee’s duties;
  • Transferring a disabled employee to a role better suited to their disability;
  • Relocating a disabled employee to a more suitable office;
  • Giving a disabled employee time off work for medical treatment or rehabilitation;
  • Providing training or mentoring for a disabled employee;
  • Supplying or modifying equipment, instruction and training manuals for disabled employees; or

Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.

If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the Designated Officer.

 

Responsibility for the Implementation of this Policy

The co-operation of all employees is essential for the success of this Policy. However, the ultimate responsibility for achieving the objectives of this Policy, and for ensuring compliance with relevant Legislation and Codes of Practice, lies with the Company. Senior employees are expected to follow this Policy and ensure that all employees, subcontractors and agents do the same.

All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination on the grounds of race, color, nationality, ethnic origin, gender, marital status, disability, religion, age or sexual orientation.

Employees may be held independently and individually liable for their discriminatory acts by an Employment Tribunal and ordered to pay compensation to the person who has suffered as a result of discriminatory acts.

 

Acting on Discriminatory Behavior

In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behavior, please contact company director.

 

Advice and Support on Discrimination

Employees may contact their employee or trade union representative if access to such an individual is possible.

Other contacts include:

Equality and Human Rights Commission

Arndale House

The Arndale Centre

Manchester

M4 3AQ

Telephone (England): 0845 604 6610

Website: www.equalityhumanrights.com

Citizens Advice Bureau

Middleton House

115-123 Pentonville Road

London

N1 9LZ

Website: www.citizensadvice.org.uk

Community Legal Services Direct

Telephone: 0845 345 4 345

Website: www.clsdirect.org.uk

The Extent of the Policy

The Company seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees.  The Company seeks to ensure that all sub-contractors and agents act in accordance with this Policy.  The Company accepts no liability for the actions of sub-contractors and agents.  The Company offers goods and services in a fashion that complies with the spirit of this Policy.

This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.

The Company reserves the right to amend and update this Policy at any time.

 

Environmental Policy Statement

Fencing Mart Ltd specializes in Designing and manufacturing security fencing and matching Gates. We manufacture for both domestic and commercial applications. Protection of the environment in which we live and operate is part of Fencing Mart Ltd values and principles and we consider it to be sound business practice.  Care for the environment is one of our key responsibilities and an important part of the way in which we do business.

In this policy statement we commit our company to:

  • Complying with all relevant environmental legislation, regulations and approved codes of practice;
  • Protecting the environment by striving to prevent and minimize our contribution to pollution of land, air, and water;
  • Seeking to keep wastage to a minimum and maximize the efficient use of materials and resources;
  • Managing and disposing of all waste in a responsible manner;
  • Providing training for our staff so that we all work in accordance with this policy and within an environmentally aware culture,
  • Regularly communicating our environmental performance to our employees and other significant stakeholders;
  • Developing our management processes to ensure that environmental factors are considered during planning and implementation;
  • Monitoring and continuously improving our environmental performance.

The policy statement will be regularly reviewed and update as necessary. The management team endorses these policy statements and is fully committed to their implementation.

It is the policy of Fencing Mart Ltd to develop a positive health and safety culture throughout the organization because we believe that high health and safety standards are a pre-requisite in the pursuit of company efficiency and competitiveness.

To achieve that the Company will progressively identify all workplace hazards and take appropriate measures to eliminate or control risks to employees and others affected by our operations by applying positive control standards and provision of information, training and supervision as needed.

Employees are reminded that they have a duty to ensure that the Company’s Health and Safety Policy is observed and in particular they are required:-

  • To take reasonable care for their own health and safety at work and of those who may be affected their actions, or by their omissions.
  • To co-operate with their employer to ensure that any duty, or requirement, for health and safety imposed upon their employer by law is performed or complied with.
  • Not to intentionally, or recklessly, interfere with or misuse anything provided in the interests of health, safety or welfare.

 

The company recognizes that it has the ultimate legal responsibility for health and safety.  Accordingly the Managing Director accepts overall responsibility for policy formulation and implementation.  In turn, all levels of management and all supervisors are responsible for carrying out those health and safety duties placed on them.  The Managing Director will ensure that the safety plan includes sufficient resources for the successful implementation of the Health and Safety Management Policy.

Where appropriate, the monitoring and review of the Company’s Health and Safety Management Policy will be carried out by the Health and Safety Management Committee under the direction of the director responsible for health and safety within the Group who will be appointed from time to time by the Managing Director.

Development of the Health and Safety Management Policy will be conducted through the normal business meetings where health and safety will be given standing equal to other activities of the business.

The company will appoint a number of competent persons to assist the company directors implement this policy.  The Safety Officer’s role is to provide independent and authoritative advice to managers with individual responsibilities for health and safety.