Equal Opportunities Policy
Environmental Policy
Health & Safety at Work
Customer Service Policy
Complaints Procedure
General Statement of Policy
Bucks and Berks Recruitment Ltd is committed to a policy of equal opportunities for all employees, workers, candidates 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, candidate or worker on the grounds of disability either
- in the arrangements, i.e application form, interview and arrngements for selection for determining to whom a job should be offered; or
- in the terms on which engagement of temporary workers is offered; or
- by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or
- in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not afording him or her any such opportunity; or
- by subjecting him or her to any other detriment (detriment will include refusal of training, transfer, demotion, reduction of wage or harrassment).
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 consider 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 workers, applicants and candidates 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 14.08.09
Bucks and Berks Recruitment Ltd 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:
- Recycle waste paper whenever possible
- Recycle toner cartridges
- Recycle all computer hardware and software
- Make this policy available via our website to the clients, candidates and employees
- Ensure individual branches implement and maintain this policy
- Engage with our suppliers to reduce unnecessary waste when supplying us with goods and services
- Follow the systems prescribed in ISO 14001
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:-
- Assess any risks to his/her health and safety during an assignment. This extends to reporting any dangers or inherent risks in the Client’s activities to a representative of the Client.
- Observe the Client’s Health and Safety at Work policy. This should entail, if possible, asking the client for sight of the policy before starting the assignment.
- Co-operate with the Client on Health and Safety matters, following all instructions to ensure a safe system of work.
- Advise Bucks & Berks and the Client if she is pregnant and would like a specific risk assessment to be undertaken by the Client.
- Take all reasonable steps to safeguard his/her own safety and that of any other person who may be affected by his/her actions.
- Report to the Client any injury or accident that occurs whilst on the assignment. You must also ensure that your branch is informed of all details of the injury or accident as soon as possible.
- Wear any protective clothing and equipment that he/she has been told to wear in order to carry out the assignment.
CLIENT RESPONSIBILITIES
Clients are required by law :-
- To treat the Temp as they would treat one of their own employees for all health and safety matters. For example, Clients must make the Temp aware of their own Health and Safety policy.
- To assess the risks to which the Temp might be exposed and to draw them to the attention of both the Temp and to Bucks and Berks.
- To advise the Temp of any hazardous substances with which they may be working with under the COSHH Regulations.
- To advise the Temp on emergency and evacuation alarms and procedures.
- To ensure that manual handling is carried out safely by people trained to do so.
- To tell the Temp the name of its authorised Health and Safety representative.
- To ensure that the Temp is wearing the appropriate protective clothing and equipment for the job to be undertaken.
- To record any accidents or injuries in the Client’s accident record book and if necessary inform the Health and Safety executive.
OUR RESPONSIBILITIES
We are responsible for:-
- Making reasonable enquiries of the Client on their approach to Health and Safety, their Health and Safety policy and Risk Assessment.
- Passing on to you all the relevant information provided by the Client on any qualifications and skills you will need in order to do the job safely - and any health and safety issues connected with the assignment.
- Advising you on any standards of health required by the Client and any medical checks that you may have to undergo.
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:-
- Adjust your chair and computer to find the most comfortable position for your work. As a rough guide, your forearms should be approximately horizontal and your eyes at the same height as the top of the screen
- Make sure there is enough space underneath your desk to move your legs freely. If there are any obstacles such as boxes or equipment, please ask your supervisor/manager to move these.
- Avoid excess pressure on the backs of your legs and knees.
- Do not sit in the same position for long periods. Make sure you change your posture as often as practical.
- Adjust your keyboard and screen so that you have a good viewing and typing position. A space in front of the hands is sometimes helpful for resting the hands and wrists when not typing.
- Do not bend your hands at the wrist when typing. Try to keep a soft touch on the keys and do not over stretch your fingers. Good keyboard technique is important.
- Make sure you have enough workspace to take whatever documents you need. A document holder may help you to avoid awkward neck movements.
- Arrange your desk and screen so that bright lights are not reflected in the screen. You should not be directly facing a window or bright lights. Adjust curtains or blinds to prevent unwanted light.
- Make sure there are no layers of dirt, grime or finger marks on the screen.
- Use the brightness control on screen to suit the lighting conditions of the room.
- Organise your work so that you can take regular, short breaks away from the screen (recommended every hour).
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.
Customer Service Policy
Bucks and Berks Recruitment is a member of the Recruitment and Employment Confederation (REC) and adheres to their Code of Professional Practice.
Bucks and Berks Recruitment Customer Service Policy Statement
At Bucks and Berks Recruitment we endeavour to provide you with the best possible service at all times. If you would like to make any comments, suggestions, raise a query or make a complaint about the service you have received, please contact us. We will respond to your query within 3 - 5 working days.
This policy will be kept up to date, to reflect changes in the nature and size of the business. To ensure this, the policy and its effectiveness will be reviewed annually.
Courtesy
All recruitment consultants will be trained in customer service standards; will exhibit customer friendly service skills; and be knowledgeable, professional and courteous in meeting the needs of our customers.
Communication
We will return all phone calls and emails received from clients and registered candidates and applications in respect of specific vacancies within agreed timescales. Where we are unable to meet this agreement we will inform you of this as soon as possible and agree a new deadline.
Consistency
As part of our commitment to upholding professional standards, we will review our policies annually to ensure that they continue to meet business needs and the Recruitment and Employment Confederation’s Code of Professional Practice; and that they are consistently applied to all our customers.
Complaints
Bucks and Berks Recruitment seeks fair, just and prompt solutions when possible to any complaints and appeals. All such issues should be directed to the Consultant or Manager of the branch you are dealing with in the first instance, where they will be acknowledged and directed to the attention of the appropriate person. A complaints process is in place for any disputes; copies are available from our offices or on website www.bucksandberks.co.uk
Access to Information
We comply fully with the provisions of the Data Protection Act 1998. Any personal or confidential information held by us about a client or work seeker is fully accessible to that person or body for review or editing by contacting the Managing of the branch you are dealing with.
Reduce Bureaucracy
Wherever possible, without compromising our legal requirements and professional standards we strive to reduce the burden of unnecessary paperwork.
How to Contact Us
Maidenhead: 01628 777111
F:01628 770551 E:maidenhead@bucksandberks.co.uk
Marlow: 01628 898899
F01628 896818 E:marlow@bucksandberks.co.uk
Slough: 01753 554455
F:01753 521554 E:slough@bucksandberks.co.uk
Windsor: 01753 554103
F01753 521554 E:windsor@bucksandberks.co.uk
Wokingham: 0118 979 1566
F:O118 977 1227 E:wokingham@bucksandberks.co.uk
How to complain
If you have a problem, we can help.
We aim to offer you the best possible service, but there may be occasions when you feel you have cause for complaint. If so, we will always try to resolve the problem quickly and to your satisfaction. If you are unhappy with our response, you can take your complaint further using our complaints procedure outlined below.
Following our complaints procedure does not affect your legal rights.
We will respond to you either by telephone, email or letter.
Stage 1 - Where you first make your complaint
In the first instance, you should raise the complaint with your Consultant who will do their best to rectify this within 24 hours. Sometimes it may take longer to look into the matter fully. If this happens, we will attempt to resolve the issue within five working days and in either case we will keep you informed of the progress. If you are unsure who to contact with your complaint, you can:
• Call your local branch
• Email us or
• Write to us
Branch contact details are obtainable from our web site www.bucksandberks.co.uk, the BT telephone directory or Yellow Pages.
Stage 2 - Branch Manager
In the unlikely event that you are dissatisfied after Stage 1, you can ask the Consultant to refer your complaint to the Manager for further review. Following this review the Manager or the Consultant will make a response by email, telephone or letter. We aim to complete Stage 2 within seven working days from the date of referral to the Manager.
Stage 3 - Head Office
If you are not completely satisfied with the Manager's response at Stage 2, then you can ask the Manager to refer your complaint to a member of Senior Management. They will attempt to resolve your complaint within seven working days of referral to them.
Stage 4 - External Arbitration
If after following all the internal procedures you remain dissatisfied, you may refer your complaint to the appropriate external body for arbitration. If you wish to do this, please write to us, and we will provide you with the necessary details.
Bucks and Berks Recruitment is a corporate member of the Recruitment and Employment Confederation (REC) and a number of our staff are individual members. Consequently we aim to meet and exceed the REC's Code of Professional Conduct. Whilst we hope that you will bring any relevant issues to our attention under our complaints procedure, you can access information about the REC's Code and complaints procedure at:
http://www.rec.uk.com/about-recruitment/standards/rec-codepractice
