Environmental Policy

Trevor Shaw Ltd accepts that its activities generate waste material. Therefore, the Environmental Policy of the Company is to ensure so far as it is reasonably practicable that all its operations will be carried out with a commitment to reducing waste, thereby protecting and enhancing the environment. The same commitment will be expected to be shown by contractors working for the Company.

Concern and awareness for the environment is a fundamental principle of the Company’s business.

The Company therefore seeks to comply with all relevant environmental legislation and regulation. It also aims to establish higher standards of environmental performance including waste management where these are practicable and appropriate.

The Company employees are required to carry out their duties with concern for the environment. All Company employees must adhere to the aims and objectives of the Policy.

In the event of an environmental accident or incident at work, it is a Company requirement that the details are promptly and properly reported to the Director who will investigate and take prompt action to make good any damage and avoid recurrence.

All contractors working on behalf of the Company are required to adopt environmental standards fully consistent with those of the Company and they are expected to achieve comparable levels of performance.

Objectives

In accordance with its stated policy, the Company has produced the following list of objectives as a sound framework for the introduction of practices to implement the Company’s Environmental Policy:

·     Compliance with The Site Waste Management Plans Regulations 2008 (where appropriate) and Local Government Regulations.

·     Swift response to accidents or incidents that have a potential to threaten the environment.

·     The provision of advice on the safe handling of company products, their transportation and their final disposal to customers, contractors, etc.

·     The disposal of any waste products in ways that show concern for the environment using only registered carriers to dispose of waste, and to recycle wherever possible.

·     To encourage the development of products, processes and equipment with concern for the future of the environment.

·     To communicate freely on environmental matters with government officials, employees, customers and members of the public.

·     To provide training for all employees, as appropriate, to enable them to carry out their job functions in a manner that shows care for the environment.

·     To carry out environmental audits when required.

·     To promote environmental principles by sharing experience with regulatory bodies, other companies, employees and members of the public.

·     In implementing this Environmental Policy Statement, the Company will focus on action to conserve resources and energy, to minimise emissions into air or water and onto land and to increase recycling rates.

·     The Company will also seek to influence legislative developments and improve public understanding of environmental matters concerning the business.

Equality Policy

Trevor Shaw Ltd is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organization - in providing services and facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

·     Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

·     Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation.

·     Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The organisation commits to:

·     Encourage equality and diversity in the workplace as they are good practice and make business sense.

·     Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

o This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

o All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

·     Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

o Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

o Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

·     Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximize the efficiency of the organization.

·     Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

·     Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

·     Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy.

Monitoring will also include assessing how the equality policy, and any sporting action plan, are working