This Policy sets out:

Our commitment to ensure all employees within our operations and supply chains are recruited, and supplied, ethically and professionally.

The protections that apply to all employees throughout their application, recruitment and subsequent employment or supply.

The main focuses of the policy are:

We have a business strategy, structure and governance compatible with operating legally, ethically and sustainably.
Ethical standards of recruitment and labour supply are embedded through effective management disciplines.
Open and transparent relationships are developed and maintained.
An employee-centred approach is taken to ensure high levels of job satisfaction and engagement.

Go Ahead Recruitment Code

Employment is Freely Chosen

We do not use and will not recruit child labour, in prison (except under approved HM Government Schemes) or bonded labour or forced labour of any description.

Employees are free to leave the company of their own accord at any time with the requisite contractual notice.

Freedom of Association and Collective Bargaining

All workers have the right to Freedom of Association and to join a trade union or other worker body for the purpose of consultation, negotiation, collective bargaining and representation.

Safe and Hygienic Conditions

All workers will have unrestricted access to decent standards of equipment and facilities whilst at work and their working conditions will be safe and hygienic.

Workers will receive regular and appropriate health and safety training, both as part of their induction program and on an on-going basis to meet the standards set by the Technical and Health and Safety teams.

Child Labour

We do not use and will not recruit child labour, in prison or bonded labour or forced labour of any description. Young workers will be supported in the business and we will be compliant with all national legislation in relation to their employment. Young persons under 18 years of age are not allowed to work at night or in hazardous conditions. We expect our supply chain partners to adopt the same standards.

Wages

We ensure equal access to jobs and equal pay for work of equal value. Pay for the standard contractual week at least meets the National Minimum Wage.

The company will not levy any charge on an employee whether financial or otherwise for employment with the company and will not retain employee’s original documents.

Overtime that is worked in excess of the base contractual week will be paid at a premium rate and will not be less than 1.25 per hour for hourly paid colleagues.

All workers shall be provided with clear written information about their employment conditions in respect of wages before they join the business. All workers will receive written (including electronic formats) clear information about their wages for the pay period concerned each time that they are paid.

Working Hours

Working hours will not be excessive; the maximum working week will be 60 hours (save for the exceptional circumstances as permitted under the code).

Overtime is voluntary and workers will not be required to regularly work in excess of 48 hours per week and will be provided with at least one day off for every 7 day period on average.

No Discrimination

We will ensure that our recruitment practices protect workers and give fair, consistent and equal treatment so that there is no discrimination in recruitment, pay or promotion decisions based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

Regular Employment

We will promote permanent employment wherever possible and work with our customers so that we can adopt a planned approach to the use of agency workers.

Harsh or Inhumane Treatment

No harsh or inhumane treatment is allowed. Actual or threatened physical abuse or discipline, sexual or other harassment, or verbal abuse or any other form of intimidation or bullying are expressly prohibited and regarded as gross misconduct under the Company’s Disciplinary Procedure.

Further Standards

No recruitment fees or related costs are paid by employees, and where evidence of fee-charging is discovered, employees are reimbursed.
Job offers are clear and accurate. All employees understand both the nature of work required and the terms and conditions related to the job.
The collection, storage and processing of employees’ personal data accords with national law and the principles of confidentiality, proportionality and necessity.
Employees already living local to the workplace are given fair access to work.
Employees have the legal eligibility to work in the country, region and job role, and for the role they are recruited/supplied for.
‘Imposters’ and ‘hidden’ employees are prevented.
Agency employees are employed/engaged in a formal and lawfully recognised relationship appropriate to their working arrangements and they are offered regular work.
All employees receive the paid holiday to which they are entitled without detriment.
All employees receive contractual and statutory benefits to which they are entitled to without detriment.
All employees’ employment taxes and social costs are accurately calculated and paid to the appropriate authority in a timely manner.
Accommodation, (if applicable) is safe, hygienic, meets resident agency employees’ basic needs and accords with relevant legislation.
Transport, if provided for employees, is safe and accords with relevant national laws and guidance.
Employees conduct and capability issues are managed consistently, proportionately and in a timely, professional and unbiased manner.
Appropriate remedy is accessible to all employees during their recruitment and supply.
Agency employees are not unreasonably restricted from taking up permanent employment opportunities with the Company.
Termination of employees’ contracts is handled responsibly, with employees receiving all outstanding pay and benefits to which they are entitled.
Proactive steps are taken to reduce the risk of employees being subjected to forced labour, labour trafficking or other hidden third-party labour exploitation during their recruitment and supply, with an appropriate response should this be discovered.

Monitoring:

On site monitoring may include, confidential employee interviews, independent ethical audits, internal audits, record testing, observations and management feedback.

The Social Compliance system shall be regularly reviewed at Employee Engagement Forums. Opportunities for improvement shall be identified and acted upon.