Policy Statements

Amber Decorators (UK) Ltd (the ‘Organisation’) recognises its obligations under s.54 of the Modern Slavery Act 2015 and sets out the steps that the Organisation has taken and is continuing to take to ensure that modern slavery or human trafficking is not taking place within our business or supply chain.

Modern slavery encompasses slavery, servitude, human trafficking and forced labour. The Organisation has a zero tolerance approach to any form of modern slavery. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard against any form of modern slavery taking place within the business or our supply chain.

Our business operates regionally and from a UK based supply chain, which is mainly formed from international corporate entities.  We operate a number of internal policies to ensure that we are conducting business in an ethical and transparent manner. These include:

• A Code of Conduct for our supply chain.
• A Whistleblowing policy.
• A Preferred and Approved supplier list with our anti-slavery policy forming part of the agreement and that we may terminate the contract at any time should any instances of modern slavery come to light.

Amber Decorators (UK) Ltd (the ‘Organisation’) understand their social and corporate responsibilities. Being under the influence of alcohol or drugs can seriously impair an individual’s judgement and reactions leading to an increased risk of accidents and injuries occurring.

The aim of this policy is to ensure the safety of all employees, workers, and visitors by having clear rules in place regarding use and possession of alcohol and drugs, and to support those who have reported a problem with alcohol or drug dependence.

For the purpose of the policy, alcohol dependence is defined as:

“The habitual drinking of intoxicating liquor by an employee, whereby the employee’s ability to perform his/her duties is impaired or his/her attendance at work is interfered with, or he/she endangers the safety of others“.

Drug dependence is defined as:

“The habitual taking of drugs by an employee other than drugs prescribed as medication, whereby the employee’s ability to perform his/her duties is impaired, or his/her attendance at work is interfered with, or he/she endangers the safety of others“.

Principles

• All employees and workers will be treated consistently and fairly in line with this policy.
• The rules on alcohol and drugs will be strictly enforced.
• Those who admit to having a problem with alcohol or drugs shall be fully supported by their line manager.
• Employees with an illness related to alcohol or drugs are encouraged to disclose this at the earliest opportunity to ensure support and help with treatment.
• All matters concerning alcohol and drugs shall be treated as confidential.
• This policy is designed to comply with relevant legislation such as the Health and Safety at Work Act 1974 and the Misuse of Drugs Act 1971 Scope
• The Organisation’s alcohol and drugs policy applies to all employees.
• The rules laid out in this policy apply to all employees, workers and contractors.
• Misconduct in relation to alcohol and drugs will be dealt with in relation to the disciplinary policy.
• Poor performance in relation to alcohol and drugs will be dealt with in line with the capability policy.
• Problems with attendance or a long-term alcohol/drugs related illness will be managed in line with the sickness absence policy and the capability policy.

Rules

The Organisation’s policy is that during working hours and at all times whilst on work premises employees must be free from the influence of drugs or alcohol. This will help to ensure the health and safety of employees and others with whom they come into contact, to maintain the efficient and effective operation of the business, and to ensure customers receive the service they require. For those reasons, the following rules will be strictly enforced.

No employee, worker or contractor shall –

• report or try to report for work when unfit* due to alcohol or drugs (whether illegal or not) or to substance abuse;
• be in possession of alcohol or illegal drugs** in the workplace;
• supply others with illegal drugs** in the workplace;
• supply others with alcohol in the workplace, except in the course of work duties. For example, serving customers drinks at the bar;
• consume alcohol or illegal drugs or abuse any substance whilst at work.

*Whether an employee is fit for work is a matter for the reasonable opinion of management.

**Illegal drugs include but are not limited to heroin, cannabis/marijuana, cocaine, ecstasy and amphetamines

In addition, employees, workers or contractors must –

• ensure they are aware of the side effects of any prescription drugs;
• advise their line manager or a member of the management team immediately of any side effects of prescription drugs, which may affect work performance or the health and safety of themselves or others. For example, drowsiness.

Contravention of these rules is gross misconduct and the Organisation will take disciplinary action for any breach of these rules, which may include summary dismissal.

In the case of agency workers or contractors, services may be terminated immediately upon a breach of these rules.

When there is reasonable belief that an individual is under the influence of alcohol or drugs onreporting for work or during the course of work, (for example if there was a strong smell of alcohol on the person’s breath), they must be sent home immediately. A search may also be carried out in line with the Organisation’s Staff

Search policy.

In addition, possession of or dealing in illegal drugs on Organisation premises will, without exception, bereported to the Police.

Help and support

The Organisation will endeavour to ensure that advice and help are made available to any employee who feels they have a problem with alcohol or drug misuse. In the first instance, individuals will be encouraged to seek help from their General Practitioner. Under these circumstances and with the employee’s consent, a referral will be made to the Occupational Health service. It may occasionally be necessary to request that the employee refrains from work temporarily, or undertakes restricted duties to ensure their own safety and that of others.

The Organisation may also allow additional time off (normally unpaid) for employees to obtain treatment or attend support groups.

Any employee who seeks the assistance of the Organisation in finding treatment for a drugs or alcohol

problem has the Organisation’s complete assurance of confidentiality.

Some useful links to websites are provided below.

The management will provide:

• Safe systems of work, safe plant and equipment
• Safe use, handling, transporting and storage of substances and articles
• Information, instruction, training and supervision
• A safe place of work, including access and egress
• A safe working environment with adequate welfare facilities

The successful implementation of this policy is dependent upon the co-operation of all employees within the Organisation. Senior management are committed to the promotion, and adherence to, safe systems of work and good health and safe practice through all of the Organisations activities.

Amber Decorators (UK) Ltd (the ‘Organisation’) recognises the importance of environmental protection and is committed to operating its business responsibly and in compliance with all legal requirements relating to the design, supply and application of Painting & Decoration.

It is the Organisation’s objective to carry out all measures reasonably practicable to meet, exceed or develop all necessary or desirable requirements and to continually improve environmental performance through the implementation of the following:

a) Assess and regularly re-assess the environmental effects of the Organisation’s activities

b) Training of employees in environmental issues

c) Minimise the production of waste

d) Minimise material wastage

e) Minimise energy wastage

f) Promote the use of recyclable and renewable materials

g) Reduce and/or limit the production of pollutants to water, land and air

h) Control noise emissions from operations

i) Minimise the risk to the general public and employees from operations and activities undertaken by the Organisation.

The company meets its responsibilities under the Waste Electrical and Electronic Equipment Regulations and under this section endeavours to:

1. Ensure our clients, agents or distributors understand the requirements for WEEE
2. Ensure all luminaire designs provide the longest possible service life
3. Ensure as far as reasonably possible that all can be luminaires can be dismantled without the need for complex re-processing.

This Policy is communicated to all employees, suppliers and sub-contractors and is made available to the public.

It is the intention of the business to achieve ISO 14001 accreditation by March 2018.

STATEMENT OF POLICY

• We recognise that discrimination is unacceptable and although equality of opportunity has been a long-standing feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action. The aim of this policy will be to encourage diversity among our workforce.
• The aim of the policy is to ensure no job applicant, employee or worker is discriminated against either directly or indirectly on the grounds of race, colour, ethnic or national origin, religious belief, sex, marital status, sexual orientation, gender reassignment, age or disability.
• A copy of the policy will be made available for all employees.
• The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.
• We will maintain a neutral working environment in which no employee or worker feels under threat or intimidated

RECRUITMENT AND SELECTION

• The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.
• Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.
• Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications.
• We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.
• We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group.
• All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.
• All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.
• Short listing and interviewing will be carried out by more than one person where possible.
• Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.
• We will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.
• Selection decisions will not be influenced by any perceived prejudices of other staff.

TRAINING AND PROMOTION

• Management will implement this policy.
• All promotion will be in line with this policy.

MONITORING

• We will maintain and review the employment records of all employees in order to monitor the progress of this policy.
• Monitoring may involve: –
• the collection and classification of information regarding the race in terms of ethnic/national origin and sex of all applicants and current employees;
• the examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants; and
• recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.
• The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.

This policy incorporates the requirements of the Equalities Act 2010.

Amber Decorators (UK) Ltd (the ‘Organisation’) recognises and accepts its obligations so far as reasonably practicable under the Health and Safety at Work Act 1974 and the associated legislation, to ensure the Health, Safety and Welfare at work for all its employees and all others who may be affected by its work.

The management will provide:

• Safe systems of work, safe plant and equipment
• Safe use, handling, transporting and storage of substances and articles
• Information, instruction, training and supervision
• A safe place of work, including access and egress
• A safe working environment with adequate welfare facilities

The successful implementation of this policy is dependent upon the co-operation of all employees within the Organisation. Senior management are committed to the promotion, and adherence to, safe systems of work and good health and safe practice through all of the Organisations activities.

Amber Decorators (UK) Ltd (the ‘Organisation’) recognises the importance of a clear and documented quality system for its business and those of its supply chain.

The Organisation employs its own internal quality management systems which includes processes and procedures for:

• Enquiry Receipt & Response
• Survey, Specification & Tender Submission
• Order Acknowledgement & Contract Execution
• Supplier Management
• Site Management Testing of Equipment and Calibration
• Internal & External Non Conformances
• Delivery of Goods
• Invoicing and Debt Collection

Currently this system is audited annually by department heads and it is the ultimate responsibility of the Managing Director to ensure that these processes and procedures meet with the goals of our shareholders, suppliers and customers.

The Organisations philosophy is one of continuous improvement and all employees are responsible for quality. The management and staff are empowered through internal and external training as well as a reciprocal appraisal system.

The business has initiated a steering committee for the implementation of ISO 9001 by March 2018.