Underwood Carpenter Employee Handbook - Latest 02 11 16

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excessive drinking or suspected use of illegal drugs or substances, will be sent home immediately on suspension, with pay, and will be liable to disciplinary action being taken. Being unfit for work as a result of drinking alcohol or the use of illegal drugs or substances, possession of or dealing drugs is normally considered to be an act of gross misconduct and may therefore result in your dismissal from the Company. If any employee is on a course of medication or prescribed drugs they must inform their Line Manager immediately if the effects of the drug may impair their ability to work or to operate Company equipment, including driving vehicles on or off the Company’s premises, so that a risk assessment can be carried out and appropriate action taken to protect your welfare and the health and safety of others. Equal Opportunities The Company is an equal opportunities employer committed to all aspects of employment, including recruitment, the provision of training and career development opportunities to: • Provide the same level of opportunity for everyone • Attract and retain new employees • Show our clients that we are a fair Company • Ensure that our employment and business practices do not infringe the law • Demonstrate our commitment to be an equal opportunities employer The Company values diversity and it is in everyone’s interests for the environment in which we work to be harmonious and respectful. We will treat all employees fairly and with dignity and we will provide a working environment free from direct and indirect discrimination, harassment or victimisation. Any employee’s conduct outside of work that could have a bearing on their employment or could bring the Company’s name or reputation into disrepute will be dealt with under the Company’s disciplinary procedure. All employees for employment with this Company will be given equal opportunity regardless of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation or any other condition which cannot be shown to be relevant to performance. Employer’s Responsibilities The Company will fulfil it’s commitment to equal opportunity by: • Recognising it’s legal obligations under the Equality Act 2010 and also other associated legislation and appropriate case law • Providing facilities for any employee who believes that he/she has been unfairly treated to raise the matter through the grievance procedure • Regarding any deliberate discriminatory action, including harassment, by any employee as a serious disciplinary offence Bullying and Harassment This policy sets out the Company’s approach to dealing with any form of bullying or harassment within the work environment. This policy applies to all workers and includes not only their usual work environment but any work-related functions held out of working hours, such as Christmas parties, leaving drinks and so on. The Company will not tolerate any acts of harassment or bullying. Employee Handbook Issue Date: November 2016 10
Employees must remember that everyone will differ in their interpretation of ‘bullying’ and ‘harassment’, and what may be acceptable to one person may not be acceptable to another. Bullying and harassment behaviours are defined by how the person feels and not by what the bully/harasser intended. Bullying and harassment can cause significant stress, fear and anxiety for the recipients and can manifest itself in high absence levels, low morale, poor performance, high turnover and illness. The following is a list of examples of bullying and harassment, but is by no means exhaustive: • Physical abuse (pushing, shaking or blocking someone’s way) • Shouting and swearing at an individual, making threats • Personal insults and name-calling • Spreading malicious rumours • Punishments given for no apparent reason • Persistent criticism and belittling individuals • Setting unrealistic targets on purpose, setting people up to fail • Removing responsibility and allocating menial tasks • Racial abuse • Displays of sexually offensive material (e.g. pin-ups) • Requests and insistence on sexual favours, actual sexual violence • Threat of dismissal, loss of promotion for refusal of sexual favours • Unnecessary physical contact • Insensitive jokes or pranks or lewd comments • Deliberate exclusion from conversations or teamwork • Internet / email bullying, persistent harassment on email or social media sites Procedure for Dealing with Bullying and Harassment Any employee who feels they have been bullied or harassed should report the matter either informally or formally to their Line Manger, a Team Mentor, HR Manager or Director of the Company. Subject to the outcome of that discussion, a disciplinary investigation may then take place. Allegations of bullying and harassment are very serious. Any employee who brings a complaint of bullying or harassment will not suffer any victimisation for having done so but, should their complaint prove to be untrue and made in bad faith, then disciplinary action may be taken. Minor Acts of Bullying or Harassment – Informal approach If the employee feels able to deal with the issue themselves, they should approach the individual concerned and make it clear that their actions are not acceptable, and that if the behaviour does not stop they will have to consider making a formal complaint. Serious Acts of Bullying or Harassment If the informal approach has not been successful or if the bullying or harassment is sufficiently serious then the formal grievance procedure should be instigated by writing down the details of the bullying or harassment in the form of a complaint and handed to your Line Manager. Confidentiality Please be aware that whilst confidentiality will be maintained as far as possible, in some circumstances the Company may have a duty of care to investigate and take action to resolve the problem, even in instances when the employee concerned would prefer that no action be taken. Employee Handbook Issue Date: November 2016 11
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Page 27 and 28: Gross Misconduct There are certain
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Page 39 and 40: C. Consideration of Suitable Altern
Page 41 and 42: • Users should not leave their la
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Page 45 and 46: 4 Bribery and Disclosure • Anti-B
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Underwood Carpenter Employee Handbook - Latest 02 11 16

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