Policy Statement

Quality Policy Statement

It is the policy of Shop made Ltd, to provide its customers with a high quality service. The overall policy of the company is to provide the people, organisation and resources to supply our customers with the products / services that satisfy their requirement in every respect. Furthermore it is Shop made Ltd’s policy to continually improve our quality by monitoring, measuring and enhancing our Quality and Procedural System.

Implementation of the Quality Policy is the responsibility of every member of staff, starting with the Managing Director who take policy decisions which enable the correct action to be implemented throughout the organisation.

The Quality Policy has the full support of Senior Management and, together with Quality Assurance Procedures, ensures that activities are controlled in a manner compatible with achieving required service levels and obligations effectively. It is mandatory that all staff adhere to the procedures in order to achieve a consistent approach to Quality assurance.

Paul Eaton
Quality Manager

Issue date: 10/05/2012

Equal Opportunity Policy

1. Statement of policy

The aim of this policy is to communicate the commitment of the Board of Directors and senior management team to the promotion of equality of opportunity in Shop made Ltd.

It is our policy to provide employment equality to all, irrespective of:

  • Gender, including gender reassignment
  • Marital or civil partnership status
  • Having or not having dependants
  • Religious belief or political opinion
  • Race (including colour, nationality, ethnic or national origins, being an Irish Traveller)
  • Disability
  • Sexual orientation
  • Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

2. To whom does the policy apply?

  • Job applicants and potential applicants
  • Employees
  • Contract workers
  • Agency workers
  • Trainee workers and students on work experience or placements
  • Volunteer workers
  • Former employees

3. Equality commitments

We are committed to:

  • Promoting equality of opportunity for all persons
  • Promoting a good and harmonious working environment in which all persons are treated with respect
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice
  • Complying with our own equal opportunities policy and associated policies
  • Taking lawful affirmative or positive action, where appropriate
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings. This policy is fully supported by senior management and has been agreed with Paul Eaton, Director

4. Implementation

The managing director has specific responsibility for the effective implementation of this policy. Each director also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:

  • Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
  • Provide equality training and guidance as appropriate, including training on induction and management courses.
  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques
  • Incorporate equal opportunities notices into general communications practices (eg, staff newsletters, intranet)
  • Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce
  • Ensure that adequate resources are made available to fulfill the objectives of the policy.

5. Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly [at least annually] and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.

6. Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter with the managing director. All complaints of discrimination will be dealt with seriously, promptly and confidentially. In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination legislation:

  • Sex Discrimination (Northern Ireland) Order 1976, as amended
  • Disability Discrimination Act 1995, as amended 1 Insert here, for example, Grievance Procedures
  • Race Relations (Northern Ireland) Order 1997, as amended
  • Employment Equality (Sexual Orientation) Regulations (Northern Ireland) 2003
  • Fair Employment and Treatment (Northern Ireland) Order 1998, as amended
  • Employment Equality (Age) Regulations (Northern Ireland) 2006
  • Equal Pay Act (Northern Ireland) 1970, as amended.

Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

Signed: Paul Eaton
Quality Manager

Date: 10/05/2012

Health and Safety Policy

The Health and Safety at Work Act 1974 imposes certain obligations on an employer not only to take all such actions as are reasonable to safeguard the health and safety of their employees, but also to be able to show that they are doing so, by producing adequate written policies and procedures. Shop made Ltd fully accepts its responsibilities under the Act.

The Act refers to what is reasonable in given working situations. Shop made Ltd will:

  • Assess the risks in the workplace.
  • Have written health and safety procedures
  • Ensure that the workplace satisfies health, safety and welfare requirements for ventilation, temperature, lighting and staff facilities.
  • Ensure safe and clear access to and egress from the building, including fire exits.
  • Regularly check the premises room by room for structural defects, worn fixture and fittings or electrical equipment, and take the necessary remedial action.
  • Ensure that all equipment is suitable for its intended use and is properly maintained and used.
  • Ensure that all staff are aware of the fire procedure and regular fire drills are carried out.
  • Ensure that all members of staff are aware of the procedure in case of accidents.
  • Ensure that all members of staff are aware of and carry out their health and safety responsibilities as set out in their job descriptions. [Prohibit smoking on the premises].
  • Prohibit any contractor working on the premises without prior discussion with the officer in charge to negate any risks to the staff or users.

The Management considers this matter of such importance, that breach of health and safety procedures by staff constitutes misconduct and will be dealt with as a disciplinary matter.

Employees will also be made aware of their responsibilities under the Health and Safety at Work Act and will:

  • Take reasonable care of their own health and safety and that of others around them.
  • Co-operate with the employer on matters of health and safety
  • Use work equipment correctly
  • Provide guidance to users and act responsibly to ensure their health and safety

Users will also be made aware of their responsibilities and will:

  • Agree to use the equipment in a safe manner with regard to the health and safety of those around them

It is not possible to detail here all the health and safety matters that come up on a day-to-day basis, so staff and management must constantly be mindful of their responsibilities individually and collectively for the safety of themselves and their colleagues.

Signed: Paul Eaton
Director

Date: 10/05/2012



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