Application of the policy
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:-

1. Review the policy objectives outlined above to determine necessary action and act upon it.
2. 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.
3. 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.
4. 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.

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.

Interviews
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.

Training
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.

Promotion
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.

Data
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.

Monitoring
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.

Objectives

1. To ensure that the Company fulfils all its statutory responsibilities, and complies with the regulatory codes of practice using the best available techniques not entailing excessive cost to protect the environment from damage.
2. To have a managed programme to achieve standards appropriate to each type of environment impairment and by periodically revising standards to produce an on-going improvement.

Programme will include

1. The assessment of pollution risk associated with purchased materials and their methods of disposal.
2. The monitoring of outputs to the environment.
3. The selection and monitoring of processes with regard to the pollution risk of end products and by products.
4. The re-cycling of waste products, both within the Company and via outside agencies.
5. The incorporation of energy conservation as a management strategy to reduce costs and protect the environment.
6. Co-operation with environmental agencies such as water and river authorities.
7. The maintenance and improvement of the sites on which the Company operates.
8. The communication of the policy to all employees to encourage their active participation.
9. The means to monitor the application and effectiveness of the policy.