Consilium contracting services
Consilium Contracting Services Ltd is committed to eliminating discrimination and
encouraging diversity amongst our Employees. Our aim is that our Employees will be truly representative of all sections of society and each Employee feels respected and able to give their best. All Employees whether part-time, full-time or temporary, will be treated fairly and with respect. To that end it is our policy to provide equality and fairness for all Employees in our employment and not to discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, sex and sexual orientation. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All Employees will be supported and encouraged to develop their full potential and the talents and resources of the Employees will be fully utilised to maximise the efficiency of the organisation. Bullying and harassment of any kind are in no-one’s interest and will not be tolerated in Consilium Contracting Services.
Dignity At Work
Consilium Contracting Services Ltd is committed to providing a working environment free from any form of harassment or intimidation and will not tolerate any form of behaviour or abuse that has the purpose or effect of upsetting or violating another person’s dignity or that had the effect of creating a hostile work environment. It is important to recognise that upsetting someone unintentionally may be regarded as harassment. The Company encourages a working environment and culture in which harassment is seen to be unacceptable and where individuals have the confidence to deal with harassment without fear of ridicule or reprisals. If harassment or bullying does occur, adequate procedures are readily available to deal with the problem and prevent it recurring. Any activity that you deem as harassment or discrimination should be reported immediately to the Line Manager / EQS and or Managing Director until HR manager is fully appointed.
Harassment for the purposes of this policy is defined as unwanted conduct whether verbal or not, which:
• Is of a sexual or racial nature.
• Refers to or is based upon a person's disability.
• Is based on someone's race, gender, disability, age, sexuality or religion or belief.
• Affects the dignity of men or women at work.
Harassment generally may include any unwanted verbal or physical abuse and/or advances and/or behaviour which an Employee might find offensive and causes them to feel threatened, humiliated, patronised, distressed or harassed. It will not necessarily be a defence that such incidents were intended as a joke or were not intended to be offensive. The imposition of reasonable pressure by a Manager on an Employee to perform to an acceptable level and where appropriate, the imposition of disciplinary sanctions where the Manager's conduct is a reasonable response to a perceived problem, will not constitute bullying or harassment notwithstanding that this response may cause an Employee to feel under threat or otherwise distressed. Any Employee who doesn’t treat other Employees and others with respect, fairly and without discrimination may be subject to disciplinary action, which may result in dismissal from the Company. Any Employee who feels they have been treated unfairly are advised through inductions and handbook to speak to their Line Manager, EQS and or Managing Director until HR Manager appointed. A thorough and fair investigation will be carried out promptly and confidentially. No Employee will be victimised for bringing a complaint of either unfair treatment or harassment. Political Activity While we recognise the right of an employee to hold political opinions and to take part in political activity in your own time, employees are not permitted to take part in any type of political activity while you are at work.
We shall always review and maintain our standards set out above.