This company recognises its responsibilities to the environment.
The aim of the policy is to:
The Directors/ Office Manager or Site Supervisor(s) will be responsible for implementing this policy. As far as is reasonably practicable we will ensure that any work is carried out in accordance with this policy:
Equal Opportunities & Diversity Policy CPS Group Limited utilises the Recruitment Employment Confederation (REC) model for Equal Opportunities & Diversity Policy.
CPS Group Limited embraces diversity & will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee & candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.
CPS Group Limited is committed to diversity & will promote diversity for all employees, workers & applicants & shall adhere to such a policy at all times. We will review on an ongoing basis all aspects of recruitment to avoid unlawful or undesirable discrimination. CPS Group Limited will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or nonmembership of a Trade Union or spent convictions, & places an obligation upon all staff to respect & act in accordance with the policy. CPS Group Limited is committed to providing training for its entire staff in equal opportunities practice.
CPS Group Limited 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. CPS Group Limited will ensure that eachcandidate is assessed only in accordance with the candidate’s merits, qualifications & abilities to perform the relevant duties required by the particular vacancy. CPS Group Limited will not accept instructions from clients that indicate an intention to discriminate unlawfully.
Unlawful discrimination occurs in the following circumstances:
Direct discrimination -Direct discrimination occurs where one individual treats or would treat another individual less favourably on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs (“the protected categories”). It is unlawful for a recruitment consultancy to discriminate against a person on the grounds that they are members of a protected category: in the terms on which the recruitment consultancy offers to provide any of its services; by refusing or deliberately omitting to provide any of its services; in the way it provides any of its services.
Direct discrimination would also occur if a recruitment consultancy accepted & acted upon a job registration from an employer which states that certain persons are unacceptable because they are members of a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement or, in the case of age, the discrimination can be lawfully justified.
Indirect Discrimination Indirect discrimination occurs where an agency or employer applies a provision, criterion or practice generally, but which is such that a proportion of persons in a protected category who can comply with it are considerably smaller than the proportion of persons who are not in that protected category.
Indirect discrimination would also occur if a recruitment consultant accepted & acted upon an indirectly discriminatory instruction from an employer.If the vacancy requires characteristics which amount to a genuine occupational requirement or the instruction is lawfully discriminatory due to a statutory exception or objective justification, CPS Group Limited will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception or justification.
Direct Discrimination - Direct discrimination against a person occurs where, if for a reason which relates to the disabled person's disability, an individual treats them less favourably than they treat, or would treat others to whom that reason does not or would not apply or the employer cannot show that the treatment in question is justified. Or If on the ground of a disabled person’s disability, they treats the disabled person less favourably than they treat or would treat a person not having that particular disability, whose relevant circumstances, including their abilities, are the same as, or not materially different from, those of the disabled person.
This type of direct discrimination can never be justified. Duty to make reasonable adjustments & to provide auxiliary aids & services This is a similar protection to indirect discrimination in the other protected categories.
Where a provision, criterion or practice applied by or on behalf of an employer, or any physical feature of the employer’s premises, places a disabled person at a substantial disadvantage in comparison with persons who are not disabled, it will be the duty of an employer to take such steps as are reasonable, in all the circumstances of the case, to remove the provision, criterion, practice or physical feature. Agencies must take reasonable steps to provide auxiliary aids or services if this would make it easier for the disabled person to use their services. For instance, an appropriate auxiliary aid or service can include the provision of information on audiotape or provision of a sign language interpreter. CPS Group Limited will not discriminate against a disabled person on the grounds of disability: in the arrangements, i.e. application form, interview or arrangements for selection for determining to whom a job should be offered; or in the terms on which employment or 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 affording him or her any such opportunity; or by subjecting him or her to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).
CPS Group Limited will accordingly make career opportunities available to all people with disabilities & every practical effort will be made to provide for the needs of staff, candidates & clients. Wherever possible CPS Group Limited will make reasonable adjustments to hallways,passages & doors in order to provide & improve means of access for disabled employees & workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.
CPS Group Limited will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications & every attempt will be made to persuade clients to recruit on the basis of competence & skills & not age.
CPS Group Limited is committed to recruiting & retaining employees whose skills, experience,& attitude are suitable for the requirements of the various positions regardless of age. No age requirements will be stated in any job advertisements on behalf of the company.
CPS Group Limited will request age as part of its recruitment process, but such information will not be used as selection, training or promotion criteria or in any detrimental way & is only for compilation of personal data, which the company holds on all employees & workers & as part of its equal opportunities monitoring process.
This Diversity Policy also covers the treatment of those employees & workers who work on a part-time basis CPS recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental & domestic incident leave & access to our pension scheme. CPS Group Limited also recognises that part time employees must be treated the same as full time employees in relation to training & redundancy situations.
CPS Group Limited is committed to providing a work environment free from unlawful harassment on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or any other basis protected by legislation is unlawful & will not be tolerated by CPS Group Limited. This policy prohibits unlawful harassment by any employee or worker of CPS Group Limited. Examples of prohibited harassment are:
Verbal or written conduct containing derogatory jokes or comments; Slurs or unwanted sexual advances; Visual conduct such as derogatory or sexually orientated posters; Photographs, cartoons, drawings or gestures which some may find offensive; Physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected category basis; Threats & demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, & offers of employment benefits in return for sexual favours; & Retaliation for having reported or threatened to report harassment. If you believe that you have been unlawfully harassed, you should make an immediate report to the CPS Group Director followed by a written complaint as soon as possible after the incident. Your complaint should include: Details of the incident, Name(s) of the individual(s) involved, Name(s) of any witness(es). CPS Group Limited will undertake a thorough investigation of the allegations. If it is concluded that unlawful harassment has occurred, remedial action will be taken. Any employee(s) who CPS Group Limited finds to be responsible for unlawful harassment will be subject to the disciplinary procedure & any sanction may include termination. A person who discriminates or harasses may be personally liable for payment of compensation to the person offended, in addition to any compensation payable by CPS Group Limited. There is no statutory cap on the amount of compensation which may be awarded in discrimination cases. Under the Criminal Justice Act 1994, harassment became a criminal offence, punishable by a fine of up to £5,000 &/ or a prison term of up to 6 months. Under the Protection from Harassment Act 1997, the penalties for aggravated harassment are an unlimited fine &/ or 5 years imprisonment.
CPS Group Limited recognises that any employee or worker may wish to change their gender during the course of their employment with the Company. CPS Group Limited will support any employee or worker through the reassignment provided that full medical counselling has been undertaken & CPS Group Limited has access to any relevant medical reports. CPS Group Limited will make every effort to try to protect an employee or worker who has undergone, is undergoing or intends to undergo gender reassignment, from discrimination or harassment within the workplace. All employees & workers will be expected to comply with CPS Group Limited policy on harassment in the workplace.
Any breach of such a policy will lead to the appropriate disciplinary sanction. Where an employee is engaged in work where the gender change imposes genuine problems, CPS Group Limited will make every effort to reassign the employee or worker to an alternative role in the Company, if so desired by the employee. Any employee or worker suffering discrimination on the grounds of gender reassignment should make recourse to the Company’s grievance procedure.
CPS Group Limited has in place procedures for monitoring compliance with this policy & for dealing with complaints of discrimination. These are available from the Personnel Administrator & will be made available immediately upon request. 7.2 Any discrimination complaint will be investigated fully.
Data collection When visiting websites certain information about you and your computer can sometimes be collected. This section explains what information CPS Group collects and how it is used:
Profile and CV information When you enter your profile information and upload your CV, it is stored in our database. Once your details are in our database, they can then be searched, viewed by our recruitment consultants.
Integrity of information Please note that we reserve the right to remove any CV or other information that we consider to be misleading, illegal or offensive from our database.
Although we will do our best to protect your personal data, we cannot guarantee the security of your data transmitted to our site; any transmission is at your own risk. Once we have received your information, we will use strict procedures and security features to try to prevent unauthorised access.
Disclosure of your information We may disclose your personal information to any member of the CPS Group, which means our subsidiaries, our ultimate holding company and its subsidiaries, as defined in section 736 of the UK Companies Act 1985.
Your rights You have the right to ask us not to process your personal data for marketing purposes. We will usually inform you (before collecting your data) if we intend to use your data for such purposes or if we intend to disclose your information to any third party for such purposes. You can exercise your right to prevent such processing by checking certain boxes on the forms we use to collect your data.
Our site may, from time to time, contain links to and from the websites of our partner networks, advertisers and affiliates. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websites.
Access to information The Act gives you the right to access information held about you. Your right of access can be exercised in accordance with the Act. Any access request may be subject to a fee of £10 to meet our costs in providing you with details of the information we hold about you.
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