POLICIES
- HEALTH AND SAFETY POLICY
- TMS GROUP
- EQUAL OPPORTUNITIES POLICY AND CODE OF PRACTICE
- ENVIRONMENTAL POLICY
- TRAINING POLICY
Our policy is to manage its activities to ensure the safety, good health and welfare at work, of all its employees and people directly affected by any of our undertakings and to comply with all the relevant provisions of the law in this respect.
The business will endeavour to:
· Provide and maintain all tools and equipment to a safe standard and minimise risk.· Provide arrangement for the safe use, handling, storage of articles and substances necessary to the business.
· Provide information, instruction, training and supervision as is necessary to ensure the health and safety at work of all employees, public, animals and property.
· Provide and ensure working environments that are as safe as possible to prevent risk to health.· Provide medical, cleaning and washing facilities where applicable to all employees.
All employees have a responsibility to:
Take responsible care of the safety of themselves and other persons, animals and any property that may be affected by their actions at work.
Co-operate with their employers and other authorised persons to enable statutory provisions to be enforced.
To communicate recommendations or requests concerning issues of health and safety to their employers or other interested or affected persons.
On Site:
The Cleaning Technician will report, as appropriate on arrival to site, to security personnel or to an authorised manager or representative. Returning technicians should inform such authorities of the site areas they intend to visit during their stay and an approximate of the expected duration of their stay, in order that they may be accounted for in an emergency. First time visitors should comply with any Induction or safety training required by any such site. In any event, the technician should take note of and comply with safety signs, safety instructions and any rules for contractors working on any particular site.In General:
Any breach of health and safety rules, business or statutory, will be viewed seriously and may result in disciplinary action.Any suggestions to improve the business's health and safety measures are most welcome and will always be given careful consideration.
Environmental Policy
TMS Group recognises its responsibilities as a Commercial cleaning organisation and concerns itself with both the long and short-term effect of its business in relation to the environment - Both in terms of the cleaning agents used and in handling waste.
Whilst the Company welcomes the introduction of legal measures, it appreciates that real progress on environmental issues can only be made through the action of individuals and companies: To this end the Company has accepted a positive policy to promote a practical day-to-day commitment to the environment.
In developing this environmental policy the Company will contribute time and effort both in management and technical terms and be dedicated to the initial reduction and eventual elimination of significant pollution likely to emanate from the activities of these companies.
This will include a commitment:Reduction of waste and the consumption of resources (materials, fuel and energy).
Minimising the environmental effect of new developments through strategic planning.
Specifying product that minimise environmental effect in production, use and disposal.
Reduce or eliminate the production of polluting releases to the environment.
The Company will:Comply fully with all legal requirements at every location where it is employed.
Encourage full participation and commitment from all employees by carrying out appropriate training.
Ensure where legislation does not exist, that the Company set their own standards incorporating best industry practice in comparable activities.
TMS Service strongly believes that such action can only be effective when taken in unison with both suppliers and clients. Supplier companies will therefore be monitored on their environmental policies and procedures. Client organisations will be canvassed and advised about issues of relevance.
It is the responsibility of Management within the Company to regularly review practices and policy that have a direct effect upon the environment.
The objective of TMS Group is to provide cleaning services to a wide and growing range of clients in the Northwest of England.
In particular, we will:
§ Endeavour, at all times, to provide the best possible service to our customers
§ Monitor and measure the effectiveness of our business processes and objectives through our Management Reviews and Internal Audit Processes
§ We will proactively seek feedback from our customers on how well our services meet their requirements and set objectives for continual improvement
§ Analyse the causes of any complaint or problem and take appropriate action to prevent recurrence
§ Recruit employees who are customer focussed and support them with appropriate training and systems to ensure their competence always meets our requirements.
§ Provide a work environment that promotes the well being of our employees, and encourages positive teamwork
§ Encourage all employees to identify problems and make suggestions to improve all aspects of our products/services and business processes
§ Ensure that all employees are aware of our Quality Policy and are committed to the effective implementation of our Quality Management System
§ Ensure that the Company complies with all necessary regulatory and legal requirements
The continual improvement of the effectiveness of our Quality Management System is fundamental to the success of our business and must be supported by all employees as an integral part of their daily work.
EQUAL OPPORTUNITIES POLICY AND CODE OF PRACTICE
1. INTRODUCTION
We are committed to a comprehensive policy of equal opportunities in employment in which individuals are selected and treated on the basis of their relevant merits and abilities without regard to race, religion, colour, sex, age, national origin, disability or sexual orientation and are given equal opportunities within the company. The aim of this policy is to ensure that no job applicant or employee receives less favourable treatment on grounds not relevant to good employment practice.
2. POLICY STATEMENT
The policy and practice of the company require that all employees are afforded equal opportunities within employment and that entry into employment with the company and progression within employment will be determined only by personal merit and the application of criteria which are related to the duties of each particular position. In all cases, ability to perform the job will be the primary consideration.
All employees have a duty to co-operate to ensure that this policy is effective to ensure equal opportunities and to prevent discrimination. Employees must not harass or intimidate other employees on the grounds of race or sex, age, disability or sexual orientation and must not victimise or retaliate against employees who make such allegations. Disciplinary action will be taken against any employee who breaches this policy and serious breaches will be treated as gross misconduct.
3. RECRUITMENT AND SELECTION
The company welcomes diversity amongst its employees and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual's abilities and qualifications. The recruitment process must result in the selection of the most suitable person for the job having regard to experience and qualifications where necessary. As an employer committed to the principle of equality of opportunity, the company will adhere to the following procedure for recruiting and selecting individuals for all positions:
3.1 Selection Criteria
The selection process will be carried out consistently for all jobs at all levels. Selection criteria for all positions will be clearly defined and reflected in the further particulars sent to applicants which will also include details of the company's commitment to equality of opportunity. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular marital status or sexual orientation, persons of a particular racial group, persons within a certain age bracket or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done.
3.2 Advertising
Job advertisements will be widely publicised so as to encourage applications from all suitably qualified and experienced people. In order to attract applications from all sections of the community, the company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender, age group or racial group and should avoid prescribing requirements as to marital status or age or requirements which would exclude a particular gender or racial group. All job advertisements placed on behalf of the company will state the company's commitment to equality of opportunity.
3.3 Selection Methods
The selection process will be carried out consistently for all jobs at all levels. All those handling applications and conducting interviews must be aware of the principles of the Sex Discrimination Act, the Race Relations Act, the Disability Discrimination Act, the Employment Equality (Age) Regulations and other relevant legislation. The selection of new employees will be based on job requirements and the individual's suitability and ability to do the job and information sought from candidates will relate only to the qualifications for or requirements of the job.
3.4 Interviews
The staff responsible for shortlisting, interviewing and making or recommending an appointment will be clearly informed of the selection criteria and the need for consistency. Wherever possible, at least two people will interview applicants and all questions will relate to the selection criteria.
No questions will be based on age, assumptions about roles in the home and the family or the assumed suitability of different ethnic groups for the post in question. Where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this will be discussed objectively and will be asked equally of all candidates. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to enable candidates to compete on an equal basis.
4. TRAINING AND PROMOTION
All steps will be taken to ensure equal access to opportunities for training and promotion.
4.1 To help meet the objectives of this policy the company will provide training that:
4.1.1 increases awareness of the prevalence of and harmfulness of discrimination and prejudice on the grounds of age, race and sex, and the needs and abilities of people with disabilities or other disadvantages;
4.1.2 examines the nature of discrimination, both direct and indirect, and the ways in which it can occur and can be prevented;
4.1.3 assists managers and employees to behave in ways that are non-discriminatory; and
4.1.4 explains the operation of and access to grievance and disciplinary procedures.
4.2 When considering candidates for promotion, care will be taken to consider those from all races, age groups and both sexes and those with disabilities where general ability is the main requirement.
5. CULTURAL AND RELIGIOUS NEEDS
We will endeavour to take measures to ensure that existing policies and procedures are modified to accommodate any particular cultural and religious needs of employees which may conflict with existing work requirements, wherever such measures are compatible with the safe and efficient running of the Company and its service.
6. GRIEVANCEPROCEDURES
6.1 All allegations of sex or racial discrimination or discrimination on the grounds of disability, age or sexual orientation will be dealt with seriously and confidentially.
6.2 Direct discrimination and instances of sexual, racial or other harassment will be treated as disciplinary offences and will be dealt with under the disciplinary procedure.
6.3 An employee who has in good faith taken action under the Race Relations Act or Sex Discrimination Act or complains about racial, sexual or other abuse and/or discrimination, shall not for that reason receive less favourable treatment than any other employee, for example by being subjected to disciplinary action.
6.4 Particular care will be taken to deal effectively with all complaints of discrimination, victimisation or harassment
6.5 All employees have the right to seek redress for their grievances and we will ensure that this right is known.
6.6 Complaints by employees will normally be processed through the agreed grievance procedure. It is recognised, however, that employees may find it difficult to approach their immediate manager in cases involving discrimination or harassment. The first point of contact in incidents of this nature may therefore be Patrick Campbell. If the employee remains aggrieved, then the formal procedure shall be followed.
7. MONITORING AND RECORD KEEPING
Details of candidates and of selection decisions (including the rationale for selection or rejection) will be kept for at least six months after an appointment has been made in case they are required as evidence by an employment tribunal or for other proceedings. The company will keep records of the sex, ethnic group, age and any disability of its employees and of all candidates and of those shortlisted and appointed. Records may be used to determine whether members of one sex or persons of a certain racial group or age bracket or those with a disability do not apply for employment or apply in smaller numbers than might be expected or are shortlisted or appointed in a lower proportion than their application rate or are concentrated in certain jobs. The company will investigate the practicalities of monitoring progression within employment, including access to training and development, promotion and grading.
8. REVIEW OF RECRUITMENT PRACTICE
Recruitment procedures and practices will be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful discrimination.
ENVIRONMENTAL POLICY
TMS
Environmental Policy
TMS Group recognises its responsibilities as a commercial cleaning organisation and concerns itself with both the long and short-term effect of its business in relation to the environment - Both in terms of the cleaning agents used and in handling waste.
Whilst the Company welcomes the introduction of legal measures, it appreciates that real progress on environmental issues can only be made through the action of individuals and companies: To this end the Company has accepted a positive policy to promote a practical day-to-day commitment to the environment.
In developing this environmental policy the Company will contribute time and effort both in management and technical terms and be dedicated to the initial reduction and eventual elimination of significant pollution likely to emanate from the activities of these companies.
This will include a commitment:Reduction of waste and the consumption of resources (materials, fuel and energy).
Minimising the environmental effect of new developments through strategic planning.
Specifying product that minimise environmental effect in production, use and disposal.
Reduce or eliminate the production of polluting releases to the environment.
The Company will:Comply fully with all legal requirements at every location where it is employed.
Encourage full participation and commitment from all employees by carrying out appropriate training.
Ensure where legislation does not exist, that the Company set their own standards incorporating best industry practice in comparable activities.
We strongly believe that such action can only be effective when taken in unison with both suppliers and clients. Supplier companies will therefore be monitored on their environmental policies and procedures. Client organisations will be canvassed and advised about issues of relevance.
It is the responsibility of Management within the Company to regularly review practices and policy that have a direct effect upon the environment.
Training Policy
We are committed to ensuring that all our staff has received adequate training in order to be able to carry out their duties safely and without risk to themselves or others. We aim to achieve this by providing induction training for all new employees and ongoing skills training. The need for training will be determined by the requirements of the individual employee's job role. We also constantly assess and review the development needs of our employees and actively encourage all staff, regardless of employment status, language skills and grade, to take advantage of all training opportunities available and to communicate their individual needs and requirements.
Providing adequate training to our staff is a requirement of the Health and Safety at Work Act 1974. It is also required by other more specific legislation which relates to the use of machinery, handling activities, hazardous substances and the wearing of personal protective equipment. The test of adequacy is based on providing sufficient training to ensure that employees can carry out their duties without jeopardising either their health and safety, or that of their colleagues and visitors.
The following procedures describe the steps that we will take to comply with our obligations to provide adequate training:
· All new employees will receive induction training. This training includes Health and Safety, Quality and Environmental management and covers key areas such as fire safety, first aid and any workplace hazards. A signature will be required from the employee to confirm that they have understood the contents. A copy of this form will be kept on their personnel file.
· This training will also be provided to other groups who will be working on our premises. This includes agency temps, work experience students and sub contractors
· Some training is a statutory requirement, e.g. for manual handling activities. However, where this is not the case, a risk assessment and/or a Training Needs Analysis will be used to determine whether any training is necessary in order to carry out the job role safely.
Other training needs will be identified by using one, or a mixture of, the following tools and is dependant upon the specific needs of the individual, team or client: -
· Performance Appraisals
· Employee Development Needs questionnaires
· Key Performance Indicators (KPI)
· Specific task Training Needs Analysis (TNA)
· Where an employee's job involves the operation of tools or machinery, on-the-job training will be provided by the Site or Area Supervisor. It is the responsibility of the employee's manager to ensure that this is carried out. This training will also be given if an employee changes jobs
If new machinery or equipment is purchased, further training is likely to become necessary. If so, this will be arranged before on the new machinery etc. commences
