The aim of the Company is to provide an environment which will ensure, so far as is reasonably practicable, the health and safety of Contractors, Customers, Visitors and the Public and to comply with all statutory provisions current from time to time for the health and safety of its employees while at work. In pursuing these aims the Company will take all reasonably practicable steps to provide and maintain safe premises, plant equipment and methods of work, and ensure that individuals use such premises, plant and equipment in a safe manner.
The Company will ensure that management will be actively involved in furthering the Company's aims regarding health and safety. This, together with fire and security, will be considered as priority items in their normal management functions.
The Company will provide adequate information, instruction and training to develop safe methods of work and will ensure that, in the planning, design and modification of premises, plant and equipment the health and safety aspects are fully considered and communicated. They will provide protective clothing and equipment where necessary and employees are required to use them. The Company will review and develop as required the procedures and controls needed to achieve the statutory standards for health, safety and welfare. It will also review as necessary, existing arrangements for encouraging the co-operation of its employees in all aspects of Health and Safety.
Application of the policy
Chief Executive Mr John Slider, is responsible for the implementation of the policy through the members of his Executive Team, and any other members of staff reporting directly to him. The primary responsibility for establishing and maintaining a safe place and safe methods of working rests with those members of the executive team in charge of Departments: similarly Departmental Managers and Supervisors within their sphere of influence are also required to:-
- Review the policy objectives outlined above to determine necessary action and act upon it.
- Ensure that personnel for whom they are responsible are adequately informed and instructed on safe working requirements and practices, including the appropriate use and transport of articles, materials and substances.
- Establish to the best of their abilities that other persons working on or visiting any of the Company establishments act in accordance with local safety requirements.
- Maintain the high standards of housekeeping essential to accident prevention.
The 1974 Health and Safety at Work Etc. Act sets out that 'it is the duty of each employee to take reasonable care for the health and safety of himself and other persons who may be affected by his acts or omissions at work' . The 1999 Management of Health and Safety at Work Regulations requires employees to inform their employer when there is a serious hazard or when the systems to deal with a serious hazard are defective. The Managing Director is concerned to obtain the co-operation and involvement of each employee to achieve the prevention of accidents and the avoidance of injury and risks to health.
In accordance with the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1996, it is the Company's policy not to discriminate on the grounds of sex, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status or disability.
All employees of Canford Group are responsible for ensuring that where decisions are made concerning individuals (e.g. employment, promotion, training, treatment, remuneration, hours etc.) there is no indication of:
- Personal prejudices influencing decisions.
- Indirect discrimination i.e. policies or practices having an adverse impact on women, ethnic minorities, people with disabilities or older workers.
The Human Resource Manager has the ultimate responsibility for ensuring that all employees follow the guidelines set out in the Policy.
The recruitment process
Advertisements will not contain any criteria, which can be seen to be discriminatory, or which exceeds the actual requirements of the job. All job descriptions and specifications should be clear, accurate and unbiased. Regardless of the methods of recruitment used (e.g. employment agencies, advertisements etc) the process must be fair to all potential applicants. In accordance with the Rehabilitation of Offenders Act 1974, candidates with spent convictions will be considered on their merits, as with any other applicant.
Members of staff conducting selection interviews have been briefed on interviewing techniques and are fully aware of the relevant areas of law. Care must be taken by the interviewer to avoid questions, which may be construed, as discriminatory and a clear record of the interview must be made.
Canford Group is committed to providing equal access to training and development for all employees, regardless of gender, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status, or disability. The provision of training shall not be subject to any unnecessary age restrictions. All employees who can benefit from a particular training course should be encouraged wherever practicable.
Appraisals, performance reviews and assessments of an employee potential shall be conducted totally without bias. All employees, but specifically those in a minority, should be encouraged (wherever practicable) to apply for suitable promotions.
Victimisation and harassment
Any complaints of victimisation or harassment will be dealt with seriously and will be viewed as serious offences under the Company disciplinary procedure.
Application forms will request details of sex, age, disability and ethnic origin. This data will be used solely for the purposes of monitoring equal opportunities.
Regular examination of the data and the effectiveness of the Policy shall be carried out. From time to time the Policy will be amended to account for changes in the law.