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| WORKFORCE SOLUTION - OUR EQUAL OPPORTUNITIES
POLICY ... |
1. GENERAL
1.1 Workforce Solution Limited is committed to a policy of equal
opportunities for all employees, workers and applicants and shall adhere
to such a policy at all times and will review on an on-going basis
on all aspects of recruitment to avoid unlawful or undesirable discrimination.
Workforce Solution Limited will treat everyone equally irrespective
of sex, sexual orientation, marital status, age, disability, race,
colour, ethnic or national origin, religion, political beliefs or membership
or non-membership of a Trade Union and places an obligation upon all
staff to respect and act in accordance with the policy. Workforce Solution
Limited is committed to providing training for all its staff in equal
opportunities practice.
1.2 Workforce Solution Limited shall not discriminate unlawfully when
deciding which candidate/temporary worker is submitted for a vacancy
or assignment, or in any terms of employment or terms of engagement
for temporary workers. Workforce Solution Limited will ensure that
each candidate is assessed only in accordance with the candidate’s
merits, qualification and ability to perform the relevant duties required
by the particular vacancy.
1.3 Workforce Solution Limited will not accept instructions from clients
that indicate an intention to discriminate unlawfully. |
2. SEX AND RACE DISCRIMINATION
Unlawful sex or race discrimination occurs in the following circumstances:
2.1. Direct Discrimination
Under the Sex Discrimination Act 1975 and the Race Relations Act
1976 direct discrimination occurs where one individual treats another
individual less favourably on grounds of their sex or race than he
treats or would treat other persons.
It is unlawful for a recruitment consultancy to discriminate against
a person on the grounds of their sex, colour, race, nationality, ethnic
or national origins: -
1.2 Workforce Solution Limited shall not discriminate unlawfully
when deciding which candidate/temporary worker is submitted for a
vacancy or assignment, or in any terms of employment or terms of
engagement for temporary workers. Workforce Solution Limited will
ensure that each candidate is assessed only in accordance with the
candidate’s merits, qualification and ability to perform the relevant duties
required by the particular vacancy.
1.3 Workforce Solution Limited will not accept instructions
from clients that indicate an intention to discriminate unlawfully.
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in the terms on which the recruitment consultancy offers to provide
any of its services; |
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by refusing or omitting to provide any of its services; |
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in the way it provides any of its services. |
Direct discrimination would also occur if a recruitment consultancy
accepted and acted upon a job registration from an employer which
states that certain persons are unacceptable because of their sex,
colour, race, nationality, or ethnic or national origins, unless
one of the exceptions applies.
2.2 Indirect Discrimination
A claim of indirect discrimination arises when an employer applies
a requirement or condition generally, but which is such a proportion
of persons from one racial group who can comply with it is considerably
smaller than the proportion of persons not of that racial group who
can comply with it.
Indirect discrimination would also occur if a recruitment consultancy
accepted and acted upon an indirectly discriminatory instruction
from an employer.
Workforce Solution Limited will not discriminate unlawfully when
selecting candidates or temporary workers for submission or a vacancy
or assignment or in any terms of employment or terms of engagement
for temporary workers.
If the vacancy falls within the definition of a genuine occupational
qualification or any other statutory exception Workforce Solution
Limited will not deal further with the vacancy unless the client
provides written confirmation of the genuine occupational qualification. |
3. DISABILITY DISCRIMINATION
Under the Disability Discrimination Act 1995, disability discrimination occurs
if for a reason which relates to the disabled person's disability an
individual:
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treats him less favourably than he treats, or would treat others to whom that reason does not or would not apply, and, |
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the employer cannot show that the treatment in question is justified. |
Workforce Solution Limited will not discriminate against a disabled
job applicant or employee on the grounds of disability -
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in the arrangements i.e. application form, interview and arrangements
for selection for determining to whom a job should be offered; or |
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in the terms on which employment or engagement of temporary
workers is offered; or |
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by refusing to offer, or deliberately not offering the disabled person a job
for reasons connected with their disability; or |
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in the opportunities afforded to the person for receiving any benefit, or by refusing to afford,
or deliberately not affording him or her any such opportunity; or |
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by subjecting him or her to any other detriment
(detriment will include refusal of training, transfer, demotion, reduction of wage; or harassment). |
Workforce Solution Limited will accordingly make career opportunities
available to all people with disabilities and every practical effort
will be made to provide for the needs of staff, candidates and clients.
Wherever possible Workforce Solution Limited will make reasonable
adjustments to hallways, passages and doors in order to provide and
improve means of access for disabled employees and workers. However,
this may not always be feasible.
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4. AGE DISCRIMINATION
Workforce Solution Limited will encourage clients
not to include any age criteria or other subjective criteria in job specifications
and every attempt will be made to persuade clients to recruit on the basis
of competence and skill and not age.
Workforce Solution Limited is committed to recruiting and retaining
employees whose skills, experience, and attitude are appropriate to the
requirements of the various positions regardless of age.
As far as is reasonably possible and in the most exceptional circumstances
no age requirements will be stated in any job advertisements on behalf
of the company.
Workforce Solution Limited will request age as part of its recruitment
process but information will not be used in any detrimental way and is
for compilation of personal data, which the company holds on all employees
and workers. |
5. COMPLAINTS AND MONITORING PROCEDURES
Workforce Solution Limited has in place procedures
for dealing with complaints of discrimination. These are available from
Christine Short, Project Manager and will be made available immediately
upon request. |
6. PART TIME WORKERS
This Equal Opportunities Policy also covers the treatment of those employees
and workers who work on a part-time basis. Workforce Solution Limited recognises
that it is an essential part of this policy that part time employees are
treated on the same terms as full time employees (albeit on a pro rata
basis) in matters such as rates of pay, holiday entitlement, maternity
leave, parental and domestic incident leave and access to Workforce Solution
Limited pension scheme. Workforce Solution Limited also recognises that
part time employees must be treated the same as full time employees in
relation to training and redundancy situations. |
7. HARASSEMENT POLICY
This Equal Opportunities Policy also covers the treatment of those employees
and workers who work on a part-time basis. Workforce Solution Limited recognises
that it is an essential part of this policy that part time employees are
treated on the same terms as full time employees (albeit on a pro rata
basis) in matters such as rates of pay, holiday entitlement, maternity
leave, parental and domestic incident leave and access to Workforce Solution
Limited pension scheme. Workforce Solution Limited also recognises that
part time employees must be treated the same as full time employees in
relation to training and redundancy situations.
7.1 Workforce Solution Limited is permitted to providing a work environment
free from unlawful harassment.
7.2 Harassment because of race, colour, creed, sex, sexual orientation,
marital status, national origin or ancestry, physical or mental disability,
age or religion or any other basis protected by legislation is unlawful
and will not be tolerated by Workforce Solution Limited.
7.3 This policy prohibits unlawful harassment by any employee or worker
of Workforce Solution Limited
7.4 Examples of prohibited harassment are:-
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Verbal or written conduct containing derogatory jokes or comments |
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Slurs or unwanted sexual advances |
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Visual conduct such as derogatory or sexually orientated posters |
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Photographs, cartoons, drawings or gestures |
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Physical conduct such as assault, unwanted touching, or any interference because
of sex, race or any other protected basis |
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Threats and demands submit to sexual requests as a condition
of continued employment or to avoid some other loss or offers
of employment benefits in return for sexual favours |
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Retaliation for having reported or threatened to report harassment |
7.5 If you believe that you have been unlawfully harassed, you should make an
immediate report to Mike Ryall, Operations Manager followed by a written complaint
as soon as possible after the incident. Your complaint should include:
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Details of the incident |
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The name or names of the individual or individuals involved |
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The name or names of any witness or witnesses |
7.6 Workforce Solution Limited will undertake a thorough investigation of the
allegations. If it is concluded that unlawful harassment has occurred, remedial
action will be taken.
7.7 Any employee who Workforce Solution Limited finds to be responsible
for unlawful harassment will be subject to the disciplinary procedure
and any sanction may include termination. A person who discriminates
or harasses may be liable for payment of damages to the person offended,
in addition to any damages payable by Workforce Solution Limited
should it have been found to have failed to ensure the practice ceased
forthwith. Under the Criminal Justice Act 1994, harassment became
a criminal offence, punishable by a fine of up to £5,000 and/or
a prison term of up to 6 months. Under the Protection from Harassment
Act 1997, the penalties for aggravated harassment are an unlimited
fine and/or 5 years imprisonment. |
8. GENDER REASSIGNMENT POLICY
8.1 Workforce Solution Limited recognises that any employee or worker may
wish to change their gender during the course of their employment
with the Company.
8.2 Workforce Solution Limited will support any employee or worker through
the reassignment provided that full medical counselling has been undertaken
and Workforce Solution Limited has access to any relevant medical reports.
8.3 Workforce Solution Limited] will make every effort to try and protect
the employee or worker undergoing reassignment within the work place.
8.4 All employees and workers will be expected to comply with Workforce
Solution Limited’s policy on harassment in the workplace. Any breach
of such a policy will lead to the appropriate disciplinary sanction.
8.5 Where an employee is engaged in work where the gender change imposes
genuine problems the Workforce Solution Limited will make every effort
to reassign the employee or worker to an alternative role in the Company.
8.6 Any employee or worker suffering discrimination as the result of
their gender reassignment should make recourse to the Company’s
grievance procedure.
8.7 Any discrimination complaint will be investigated fully. |
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