Equal Opportunities Policy
Environmental Policy
Health & Safety at Work
General Statement of Policy
Bucks and Berks Recruitment Plc is committed to a policy of equal opportunities for all employees, workers and applicants and shall adhere to such a policy at all times and will review on an on-going basis on all aspects of recruitment to avoid unlawful or undesirable discrimination. Bucks and Berks Recruitment will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital status, age, disability, race, colour, ethnic or national origin, religion, political beliefs or membership or non-membership of a Trade Union and places an obligation upon all staff to respect and act in accordance with the policy. Bucks and Berks Recruitment is committed to providing training for all staff in equal opportunities practice.
Bucks and Berks staff shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Bucks and Berks staff will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.
Bucks and Berks staff will not accept instructions from clients that indicate an intention to discriminate unlawfully.
All new employees will undergo training and/or briefing as part of their induction to enable them to meet the requirements of this policy and the Codes of Practice. All employees will be regularly updated to ensure that they are kept aware of any change in the policy, the Codes of Practice and relevant legislation.
To foster awareness, staff sign up to the Policy on a regular basis.
Disability Discrimination
Bucks and Berks staff will not discriminate against a disabled job applicant or worker on the grounds of disability.
Bucks and Berks will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.
Wherever possible Bucks and Berks staff will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled people. However, this may not always be feasible.
If a candidate has a disability which means thay have special requirements such as accessing premises, registering, attending interviews, or working in temporary assignments, then, on request, Bucks and Berks staff will be happy to condiser making suitable arrangements to meet their needs. Bucks and Berks staff will also liaise with employer clients to encourage their consideration of reasonable adjustments for job seekers introduced by Bucks and Berks.
Bucks and Berks Website
Bucks and Berks strives to make the web site accessible to as wide an audience as possible, and we have looked carefully into the recommendations for those with poor eyesight. Where possible and indeed practical, we have done all we can to comply with the recommendations made by the RNIB, using their "Advice on designing accessible websites" displayed on their website.
issued 10.10.2006
Bucks and Berks Recruitment Plc is an employment agency that deals with office-based recruitment within the Thames Valley. Although we have a low impact on the environment we recognise that we have a duty of care to our clients, candidates, and employees, and as part of our environmental policy we will:
The Recruitment and Employment Confederation, of which Bucks and Berks is a member, has produced this information to make sure that you are aware of your responsibilities under Health & Safety at Work Legislation, as well as our responsibilities and those of the Client(s) to which we send you.
Everyone must take care of his or her health and safety at work and young or inexperienced workers require special consideration.
If you are under 18 you must tell your supervisor/manager in the Client to which you are assigned.
Please find below details of these Health & Safety requirements
YOUR RESPONSIBILITIES
The Temp has a duty to:-
CLIENT RESPONSIBILITIES
Clients are required by law :-
OUR RESPONSIBILITIES
We are responsible for:-
Health & Safety Computer/VDU Users
Health and Safety legislation affects anyone who habitually uses computers for a significant part of their normal work. It is the Client’s responsibility to analyse the health and safety risks of workstations.
As a temporary worker under a Contract for Services for Temporary Workers – Terms of Engagement you are defined as a ‘user’ of computers and VDUs whilst working through Bucks & Berks. Unlike employees who regularly work with VDUs, ‘users’ are not entitled to free eye tests and should provide their own suitable glasses.
There are many things you can do to help yourself and ensure you avoid potential health problems:-
Manual Handling/Lifting and Carrying
You should make suitable and sufficient assessment of any hazardous manual handling operations that cannot be avoided and reduce the risk of injury in as far as is reasonably practical.
You should not put yourself at risk when lifting and carrying in an assignment. If you have not received specific training in manual handling you should bring this to the Client’s attention, if asked to lift or carry items at work.
General Fire Safety
The Client should inform you when you first start work of the procedures to be taken in the case of a fire. Please make yourself aware of the procedures to be taken, including fire drills, fire alarms and the fire exits at your place of work.