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EQUAL OPPORTUNITIES POLICY

Policy Statement

Mike Weaver Communications Limited ("the employer") is an equal opportunity employer and is committed to a policy of treating all its employees and job applicants equally.

It is the policy of the employer to take all reasonable steps to employ and promote employees on the basis of their abilities and qualifications without regard to race, religion, colour, sex, age, national origin, disability, or sexual orientation.

The employer will appoint, train, develop and promote on the basis of merit and ability alone.

Employees have a duty to co-operate with the employer to ensure that this policy is effective to ensure equal opportunities and to prevent discrimination. Disciplinary action will be taken against any employee who is found to have committed an act of improper discrimination. Serious breaches of the equal opportunities policy will be treated as gross misconduct.

Employees must not harass or intimidate other employees on the grounds of race or sex, disability or sexual orientation. Such behaviour will be treated as gross misconduct in accordance with the disciplinary procedure.

Employees should draw the attention of their immediate superior to suspected discriminatory acts or practices.

Employees must not victimise or retaliate against an employee who has made allegations or complaints of sex or racial discrimination, or discrimination on the grounds of disability or sexual orientation, or provided information about such discrimination. Such behaviour will be treated as gross misconduct in accordance with the disciplinary procedure.

Employees should support colleagues who suffer such treatment and are making a complaint.

Sources of Recruitment

The recruitment process must result in the selection of the most suitable person for the job in respect of experience and qualifications.

Advertisements

Recruitment publicity must positively encourage applications from all suitably qualified and experienced people.

When advertising job vacancies, in order to attract applications from all sections of the community, the employer will, as far as reasonably practicable:-

a) ensure advertisements are not confined to those areas or publications which would exclude or disproportionately reduce the numbers of applicants of a particular gender, racial group or disability;

b) avoid prescribing any unnecessary requirements which would exclude a higher proportion of a particular gender, racial group or disability;

c) avoid prescribing any requirements as to marital status;

d) where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees of any particular race, gender, or those who have a disability;

e) the employer will not recruit new employees solely on the recommendation of an existing employee;

f) the setting of age limits, as a matter of general recruitment policy or as a criterion of any specific job must be justifiable and non-discriminatory.

Selection Methods

The selection process will be carried out consistently for all jobs at all levels. The employer will ensure that this Equal Opportunities Policy is available to all staff and in particular is given to all staff with responsibility for recruitment, selection and promotion.

The selection of new staff will be based on the job requirements and the individual's suitability and ability to do, or to train for the job in question.

Selection Tests

Selection tests which are used will be limited to questions relating to the particular job and/or career requirements. The tests will measure the individual's actual or inherent ability to do or to train for the work or career. Thus, questions or exercises on matters which may be unfamiliar to racial minority applicants, applicants of a particular sex, or those who have a disability, will not be included in the tests if they are unrelated to the requirements of the particular job.

The tests that are used will be reviewed from time to time in order to ensure that they remain relevant and free from any unjustifiable bias, either in content or in scoring mechanism.

Applications and Interviewing

All applications will be processed in the same way.

The staff responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria, and of the need for their consistent application.

Wherever possible, all applicants will be interviewed by at least two people.

All questions that are put to the applicants will relate to the requirements of the job.

If it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves unsociable hours or extensive travel) this will be discussed objectively, without detailed questions based on assumptions about race, sex, religion, national origin, sexual orientation, disability, marital status, children and domestic obligations.

Promotion, Transfer and Training

The employer will take such measures as may be necessary to ensure the proper training, supervision and instruction for all Department Heads in order to familiarise them with the employer's policy on equal opportunities, and in order to help them identify discriminatory acts or practices and to ensure that they promote equal opportunity within the departments for which they are responsible.

All persons responsible for selecting new employees, employees for training, whether induction or promotion training, or for transfer to other jobs, will be instructed not to discriminate on gender or racial grounds and on the grounds of the employee's disability or sexual orientation.

Where a promotional system is in operation, the assessment criteria will be examined to ensure that they are not discriminatory.

The promotional system will be checked from time to time in order to assess how it is working in practice.

When a group of workers predominantly of one race, sex, or type of disability, is excluded from access to promotion, transfer and training and to other benefits, the promotional system will be reviewed to ensure that there is no unlawful, indirect discrimination.

Where general ability and personal quality are the main requirements for promotion to a post, care will be taken to consider favourable candidates of all races, both sexes, and all classes of disability, with different career patterns and general experience.

Terms of employment, benefits, facilities and services

All terms of employment, benefits, facilities and service will be reviewed from time to time, in order to ensure that there is no unlawful discrimination on the grounds of race, gender or marriage or any discrimination based on disability or sexual orientation.

HEALTH AND SAFETY AT WORK ACT 1974

HEALTH AND SAFETY POLICY OF :-

MIKE WEAVER COMMUNICATIONS LIMITED

GENERAL STATEMENT OF POLICY

Our policy is to provide and maintain safe and healthy working conditions, equipment and systems of work for all our employees, and to provide such information, training and supervision as they need for this purpose. We also accept our responsibility for the health and safety of other people who may be affected by our activities.

The allocation of duties for safety matters and the particular arrangements which we will make to implement the policy are set out below.

The policy will be kept up to date, particularly as the business changes in nature and size. To ensure this, the policy and the way in which it has operated will be reviewed every year.

Employees are reminded that they have a legal obligation under the Health and Safety at Work acts to abide by the terms of this Health and Safety Policy and that their cooperation is vital to its success.

The Director with overall responsibility for the Health and Safety Policy, and for ensuring that it is effectively enforced is Michael Anthony Leigh Weaver.

Employees may at any reasonable time communicate verbally with the responsible Director on matters of Health and Safety, and if required put their questions in writing, which must be replied to within 24 hours.

Signed....................

( Director )

dated the 1 st July 1997.

General Arrangements.

Accidents.

The First Aid box is kept in the large cabinet in the main workshop.

Mrs Anne Weaver is a trained first aider.

Mr Mike Weaver is responsible for the First Aid Box.

Mr Mike Weaver is responsible for reporting incidents.

The Accident record book is kept with the First Aid Box.

General Fire Safety.

Escape Routes are checked weekly by the Landlord.

Fire Extinguisher is checked weekly by Mr J Francis.

O&C Fire maintain the Fire Extinguisher Annually 0121 5654404

Advice and Consultancy.

The Local Health and Safety inspector can be contacted for advice on 0121 2002299 at 2 Masshouse Circus Queensway Birmingham.

The Safety Director can be consulted also together with the HSE publications he keeps on the Essentials of Health and Safety at Work.

Health advice may be obtained from Mrs Anne Weaver Registered General Nurse at the office.

Training.

Employees are to receive all the necessary training to ensure that they are able to do their job safely, from Mike Weaver. Training Manager.

Contractors and Visitors.

All contractors and visitors must abide by the terms of this health and safety policy, and their attention must be drawn to its existence upon entering the premises.

Contractors and Visitors are not permitted to be on the premises unattended, and contractors must not carry out any work whatsoever without specific authority from the Safety Director, who must be satisfied that their means and methods of work are safe.

HAZARDS.

Housekeeping and Premises.

Cleanliness. - All employees must clean their own work area at the end of each working day.

Waste Disposal. - All rubbish containers must be emptied by Mr J Oldham at the end of every working day.

Safe stacking and Storage. - All items stacked and stored must be stacked with due regard for safety.

Floor areas. - All floor areas must be kept reasonably clear of hazards, and no items shall be left in gangways.

Electrical Equipment.

All mains cables, wires and plugs must be tested and inspected quarterly, and any items that fail inspection are to be immediately repaired or withdrawn from service.

Extension leads and portable equipment must be checked monthly and should only be used in locations where fixed equipment is not available.

Machinery.

Other than hand tools there is no machinery present on the premises, and employees are not authorised to use any machinery until a safe code of practice is drawn up for its use.

Handtools must be inspected monthly for any defects and to ensure that they operate correctly. If any defects are found, the tools must be withdrawn from service, and either a satisfactory repair carried out, or the tool disposed of.

Plant and Equipment.

Other than electrical equipment, there is no plant and equipment present on the premises, and employees are not authorised to use any plant or equipment until a safe code of practice is drawn up for its use.

Fire Protection.

Without specific consent from the Safety Director, no explosives, flamable liquids or gases may be used by an employee.

All Emergency exits and fire fighting equipment shall be kept free from obstruction and the requirements contained in the buildings Fire Certificate shall be observed.

No Smoking signs must be obeyed .

Dangerous Substances.

Dangerous substances can only be brought onto the premises with the consent and knowledge of the Safety Director, and must be stored in the dangerous substances area, abiding by the manufacturers storage instructions. While said substances are in use, employees must wear the appropriate safety equipment, and must ensure that the chemicals are disposed of in accordance with the manufacturers recommendations.

Any Other Risks.

The company sells, services, and installs two way radio equipment only, and no employee may undertake any other work whatsoever

Before commencing any work, either on or off the premises, all employees must consider any risks involved, and in case of doubt, no work may commence until a safe and satisfactory means of working has been agreed with the Company's Safety Director.

Off Premises Working.

All employees, while working on customers' premises must ensure that they abide by the customer's Health and Safety Policy, and must make themselves aware ( before commencing work ) of the customers emergency procedures in the case of Fire or Explosion.

 
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