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Company Policy


Equal Opportunities

Casualty Resources Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

The organisation commits to: 

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

    This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

    All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

    Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives 

Details of the organisation’s grievance and disciplinary policies and procedures can be found within  our procedure manual.. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.


Modern Slavery Policy

Anti-Slavery and Human Trafficking Statement

Organisational structure and supply chains

Casualty Resources Ltd is an independent privately owned company.

We use a variety of suppliers to source our services and goods for the operation of our business. As such, our activities relating to assessing and managing our modern slavery risks focus on our key suppliers. We recognise that the nature of our supply chain can make checking for illegal activity challenging. However as explained below, there are a number of checks and safeguards we put in place to reduce the risk of modern slavery and human trafficking occurring in our supply chain.

Our policy on modern slavery and human trafficking

We have an absolute zero-tolerance policy to modern slavery. We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains or in any part of our business. Our policy reflects our commitment to acting ethically and with integrity in our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our supply chains.

We understand that modern slavery encompasses:

Forced work, through mental or physical threat;

Being owned or controlled by an employer through mental or physical abuse or the threat of abuse;

Being dehumanised, treated as a commodity or being bought or sold as property; and/or

Being physically constrained or to have restriction placed on freedom of movement.

Commitment

We acknowledge our responsibilities under the Modern Slavery Act 2015 and we are committed to preventing slavery and human trafficking within our business and our supply chains. We understand that this requires an ongoing review of our internal practices and continual due diligence of our supply chains.

As part of our zero tolerance policy, we will not enter into business, and will discontinue any current business with any other organisation which knowingly supports or is found to involve itself in slavery, servitude or forced or compulsory labour.

We will strive to ensure that no labour provided to us in the provision of our services is obtained by means of slavery or human trafficking. We will strictly adhere to the standards required of us in relation to our responsibilities under relevant employment legislation.

Our due diligence processes

To ensure that we adhere to this policy, we will introduce the following processes:

Conducting risk assessments to identify which parts of our businesses and supply chains are most at risk from modern slavery;

Engaging with all our major suppliers/subcontractors/agencies to convey the contents of this policy to them, and asking them to confirm they have read and understood our policy and will adhere to it;

Surveying our suppliers to establish what steps, measures and practices they have implemented to prevent modern slavery occurring in their organisations;

Introducing contractual provisions into our supply contracts where appropriate to confirm that our suppliers adhere to and accept our policy; and

Discontinuing business with any first-tier supplier found to have been involved in modern slavery.

To facilitate these processes, we maintain an accurate supplier list including key contact details. We also encourage the use of our whistleblowing policy to report any concerns regarding modern slavery and we will investigate any complaints thoroughly.

Our effectiveness in combating slavery and human trafficking

As our attitude to modern slavery is zero tolerance, we have not adopted any key performance indicators as any instance of modern slavery or human trafficking in our supply chain would be an unacceptable breach of our policy. However, we will monitor our internal compliance with this policy by recording:

which of our major suppliers/subcontractors/agencies have read and agreed to adhere to our policy;

which of our major suppliers/subcontractors/agencies have implemented their own policies and procedures with prohibitions against modern slavery;

which of our major suppliers/subcontractors/agencies place obligations on their own employees to comply with their modern slavery policies;

Where our suppliers do not yet have modern slavery policies and procedures in place, where appropriate we will ask for confirmation as to the likely timescale for their introduction.

Responsibility for our policy

Our Managing Director is responsible for compliance with this policy and is the person to whom all queries or concerns regarding modern slavery should be addressed. The Company will undertake an annual review of our obligations towards eradicating modern slavery within our organisation and supply chains.

Training

All of our employees have an obligation to familiarise themselves with our policy to help in the identification and prevention of modern slavery. This policy will be publicised internally to raise awareness. New employees will receive training on this policy as part of their induction process. In addition, all of our employees responsible for compliance or procurement will be trained on the requirements of this policy.

Review and further steps

We recognise that our commitment to a zero-tolerance approach to modern slavery is a continual journey that requires us to review and where necessary, modify our processes, on a regular basis. As such, we have reviewed the effectiveness of the steps we have taken throughout the previous financial year to ensure that there is no slavery or human trafficking taking place in any part of our business or supply chains. Following this review, we intend to take the following further steps to ensure that we continue to combat slavery and human trafficking:

We are committed to continually improving our approach to training, and as such, we will review our current training process in order to ensure that it remains comprehensive and effective.

This statement relates to the 2021 financial year and is approved by the Board.

Oliver Hancock

Managing Director