TERMS, CONDITIONS AND POLICIES
“The Company” = Red Box Leisure
Use of this website is governed by this website policy and you agree to be bound by them each time you access the website.
The material on this website is provided purely for your information and you should seek further guidance and make independent inquiries before relying on it. The Company may make alterations to the website at any time. You will be deemed to accept such alterations when you next use the website following any such alteration.
Any employment placement will be subject to The Company’s current standard employment terms and conditions.
The information on this website is updated from time to time. Whilst The Company has made every effort to ensure the accuracy and completeness of information on this website, The Company makes no representations or warranties whatsoever, express or implied, as to the quality, accuracy or completeness of such information.
The Company may without notice modify, suspend or discontinue the website or any part of it at any time without any liability to you or any third party.
To the full extent permitted by law, The Company accepts no liability in contract, tort or otherwise (including liability for negligence), for loss or damage of any kind including without limitation, direct or indirect loss or damage, loss of business, revenue or profits, corruption or destruction of data, or any other consequential loss or damage arising out of your use or inability to use the website (or other site linked to the website) or in connection with any computer virus or system failure and The Company excludes any such liability even if The Company is expressly advised of the possibility of such damage or loss.
You will indemnify The Company against all costs, losses, expenses or other liabilities incurred by The Company arising from the use of the website by you.
You will use the website for lawful purposes only.
You should note that The Company provides links to websites maintained by others. The Company accepts no responsibility or liability for the accuracy or legality of any content contained in such websites. The fact that you may use one of these links to access other websites is not an endorsement by The Company of any content contained in those websites. Neither you nor any third party may link another site to The Company’s website without The Company’s prior written consent.
Unless otherwise stated, the copyright and similar rights in this website and in all the material contained on this website belong to The Company. You are only permitted to copy or print extracts of the material for your own personal use. You may not use any of this material for commercial or public purposes.
Without The Company’s written permission, you may not (whether directly or indirectly including through the use of any programme) create a database in an electronic or other form by downloading and storing all or any part of the pages from this website. Without the permission of The Company, no part of this website may be reproduced, transmitted to or stored on any other website, disseminated in any electronic or non-electronic form, or included in any public or private electronic retrieval system.
Changes to these Terms and Conditions
The Company may add to or change this policy from time to time. You are deemed to have accepted changed or additional policy statements when you access the website following any such change or addition.
The Accuracy of your Registration Information
You are responsible for ensuring that any information you provide to The Company, including your CV, is accurate, complete and your own. If The Company has any reason to believe that any information you have supplied is false, inaccurate or not your own, we may remove your ability to log-in to the site and may prohibit you from using this site. The Company is entitled, forthwith and without notice, to remove from the website any such information found to be false, inaccurate, incomplete or not your own.
Your Username and Password
You are responsible for all use of this site made using your username and password, whether or not such use is made by you or by someone else using your username and password. You are responsible for protecting and securing your username and password from unauthorised use. Your username and password must not be disclosed to another person. If you believe there has been a breach of security of your username or password, such as theft or your username or password becoming known to someone else or unauthorised use, you must notify The Company.
Information that you post on the website
The Company reserves the right, at your cost, at any time to remove any material from the site which it believes to be salacious, defamatory or offensive or which The Company believes may be in breach of a third party’s rights, such as a third party’s intellectual property or confidentiality rights. You agree to indemnify The Company on a full and continuing basis against any loss or damage suffered or costs (including legal costs) incurred by The Company in defending any action brought against The Company as a result of any information you have posted on the website.
Governing Law and Applicable Legislation
This website policy is governed by English law and you agree that the English courts shall have exclusive jurisdiction to determine any matter or dispute arising out of or in connection with use of this website and this policy.
It is not intended that a third party should have the right to enforce any provision of this policy pursuant to the Contracts (Rights of Third Parties) Act 1999 and furthermore The Company may, and without the consent of a third party to whom the right of enforcement of any of the terms has been expressly provided vary and amend this policy.
Use of this website may not be allowed in countries outside the United Kingdom where such use may be contrary to local law or regulation. If you access information on this website it is your sole responsibility to ensure compliance with any applicable laws or regulations in any other country. Any use of this website outside the United Kingdom is your responsibility and we accept no liability whatsoever in connection with such use.
The Company has the right at any time to terminate or suspend access to, or use of, the website where The Company reasonably believes you have infringed this policy.
The information about you we may collect, hold and process is set out below:
This Information is collected and processed only for finding you a suitable permanent position of employment
Job preferences including role, geographical areas and salary
work related information you provide, for example, education or training
How do we collect our Data?
LinkedIn and networking sites
When will we share your date?
*We will only ever share your data with clients and partners affiliates, with your prior permission*
The above information is used to provide our services to you in our capacity as an employment business / agency to find you suitable work on a permanent basis based on your requirements as set out below.
Why do we collect Data?
To match your skill sets with job vacancies to assist in finding you the positions that best match your expertise and career aspirations
To put forward your details to our clients and prospective employers for you to be considered for vacancies. With your prior permission
To place you with our clients and prospective employers
To keep you informed for available opportunities as they arise
To establish that you have the right to work In U.K.
How we hold the information
All the personal data we have is stored on our database in the UK.
Disclosure of your information
WITH YOUR PRIOR PERMISSION Your CV and related information will be shared or sent to prospective employers and our clients.
Once you have secured a placement additional information will be provided to them to enable the placement to proceed.
Such employers and clients will usually be located inside the European Economic Area (EEA).
Personal data shall not be transferred to a country or territory outside the EEA unless that country or territory ensures an adequate level of protection or the appropriate safeguards are in place for your rights and freedoms. Before such a transfer takes place outside of the EEA, we will provide you with further information concerning this.
What is the legal basis for processing the information?
We will rely on your consent to process the information which is collected at the outset of the recruitment process.
Once a placement has been secured, we may also process your data on the basis of our legitimate interests i.e. for legal records and administrative purposes.
Withdrawal of consent/Right to be forgotten
Please contact the company and your data will be deleted immediately except where there are legal obligations i.e. if placed into a permanent role by Red Box Leisure.
you currently have the right at any time to ask for a copy of the information about you that we hold in addition to your right to be forgotten. If you would like to make a request for information please go to our website or email the company
Retention of your data
your data will be retained for only as long as it is necessary which includes our legal obligations for retaining data (Red Box Leisure placed you in a permanent role)
Please address any questions, comments and requests regarding our data processing practices to firstname.lastname@example.org
& The team at Box Leisure
Consent for Candidate Processing
To ensure a fair and transparent processing of your personal data, we require your consent to further process your data for recruitment purposes, where data refers to your personal information such as your name, I.D, phone number, email address, and your CV.
We assure you that your data will be used for recruitment purposes only, and only with your permission.
As data controller, we may be sending your data to prospective companies only with your prior permission.
Your data will be retained for only as long as it is necessary which includes our legal obligations for retaining data. (if Box Leisure place you in a position).
As a candidate, you are entitled to and are able to exercise your Rights, as explained in the EU GDPR (Articles 13 to 22).
If you wish to access / update / correct your data, kindly email email@example.com Please email your consent for processing via the statement below. Click on Accept or Decline consent.
"I understand that Red Box Leisure is the Controller of my data. Red Box Leisure and its affiliates will use my data only for the purposes mentioned above and retain it only as long as they are required to. I understand that I can request access to my data by writing to the email address above. I agree and consent that my data can be processed by Box Leisure for recruitment and/or selection processes."
The company = Red Box Leisure
Our Corporate Social Responsibility (CSR) company policy outlines our efforts to be socially responsible, supporting the (local) communities in which we operate, and providing employees with opportunities for charitable work.
Our company’s social responsibility falls under two categories: compliance and proactiveness. Compliance refers to our company’s commitment to legality and willingness to observe community values. Proactiveness is every initiative to promote human rights, help communities and protect our natural environment.
Our company will:
• Respect the law
• Honour its internal policies
• Ensure that all its business operations are legitimate
• Keep every partnership and collaboration open and transparent
• Business ethics
We’ll always conduct business with integrity and respect to human rights. We’ll promote:
• Safety and fair dealing
• Anti-bribery and anti-corruption practices
Protecting the environment
Our company recognises the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We’ll always follow best practices when disposing garbage and using chemical substances. Stewardship will also play an important role.
We’ll ensure that we:
• Don’t risk the health and safety of our employees and community.
• Support diversity and inclusion.
• Human rights
Our company is dedicated to protecting human rights. We are a committed equal opportunity employer and will abide by all fair labour practices. We’ll ensure that our activities do not directly or indirectly violate human rights in any country (e.g. forced labour).
Donations and aid
Our company may preserve a budget to make monetary donations. These donations will aim to:
Advance the arts, education and community events and alleviate those in need.
Our company will encourage its employees to volunteer. They can volunteer through programs organised internally or externally. Our company may sponsor volunteering events from other organisations.
Preserving the environment
Apart from legal obligations, our company will proactively protect the environment. Examples of relevant activities include:
• Conserving energy
• Organising reforestation excursions
• Using environmentally-friendly technologies
• Supporting the community
Our company may initiate and support community investment and educational programs. For example, it may begin partnerships with vendors for constructing public buildings. It can provide support to non-profit organisations or movements to promote the cultural and economic development of global and local communities.
We will actively invest in R&D. We will be open to suggestions and listen carefully to ideas. Our company will try to continuously improve the way it operates.
The Company maintains a commitment to monitor best practice and operate continuous improvement in our CSR policy.
All our team have the opportunity to involve themselves in their charitable passions.
Team members are regularly released from work in order to support their chosen charitable activities including bereavement counselling and school governor meetings.
Our CSR is ingrained throughout our organisation.
Health & Safety policy
The Company = Red Box Leisure
It is an important duty of The Company, in the conduct of its business operations, to ensure a safe and healthy working environment for all its employees. The organisation accepts the fact that this implies a corresponding duty of ensuring that necessary organisation, equipment and training is provided to fulfil this obligation. An effective health and safety policy requires the full collaboration and co-operation of all employees; everybody is asked to read this policy and accept their own personal responsibility for health and safety at work.
The Company is committed to operating the business in accordance with the Health and Safety at Work Act 1974 and all applicable regulations made under the Act, so far as reasonably practicable.
Health & Safety Statement from the CEO
The Company regards the management of health and safety as an integral part of its business and as a management priority. It is our policy that all activities and work will be carried out in a safe manner and we will ensure the health, safety and welfare of our employees and others who may be affected by our activities.
Proper management of health and safety issues is seen as an integral part of the efficient management of the Company’s activities, and critical to developing the professional culture of the Company and establishing and maintaining a solid reputation with all of our clients.
It is the Company’s policy, so far as is reasonably practicable to:
• provide and maintain facilities, equipment, and systems of work that are safe and without risks to health;
• make arrangements for ensuring safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances;
• provide such information, instruction, training and supervision as is necessary to ensure the health and safety at work of employees and visitors;
• maintain any place of work under the Company’s control in a condition that is safe and without risks to health and to provide and maintain means of access to and egress from it that are safe and without such risks;
• provide and maintain a working environment for employees that is safe and without risks to health and is adequate as regards facilities and arrangements for their welfare at work;
• provide such protective equipment as is necessary for the health and safety at work of employees and visitors;
• encourage staff to set high standards of health and safety by personal example and to instil an attitude of mind which accepts good health and safety practice as normal;
• monitor the effectiveness of health and safety provisions within The Company;
• and to keep the Health & Safety Policy under regular review and to duly publish any amendments.
The objectives of this policy are fundamental to our business and the Company Directors are responsible for ensuring that the requirements of this policy are achieved.
Management, staff and operatives have responsibility for implementing the specific arrangements made under this policy throughout the Company. All employees are expected to familiarise themselves with its provisions and carry out their defined responsibilities. A copy of all related policies will be held in the HR department and will be made available to all employees.
Employees are expected and encouraged to be proactive on health and safety issues as part of the continued development of the health and safety culture of the organisation and the manual describes the arrangements for employee consultation and feedback.
All employees, contractors and sub-contractors are required to cooperate with the Company and their colleagues in implementing the policy and shall ensure that their own work is without risks to themselves and others as far as reasonably practicable.
The Company will provide appropriate training and make available competent health and safety advice and adequate resources including time and money so that legal obligations may be met.
This policy will be audited for its effectiveness and it will be reviewed on a regular basis.
Ultimate responsibility for Health & Safety rests with The Company and its team of directors. The HR Director has specific responsibility for overseeing the implementation of Health & Safety policy and for advising and updating the Board of The Company and CEO on developments and performance.
The Company’s directors have responsibility for implementation of the Health & Safety Principles and Policy in their areas of responsibility. They must show leadership by ensuring the organisation, management and conduct of operations is in line with The Company standards and ensuring this is supported by adequate resource allocation to implement this policy across the business.
All employees have the responsibility to co-operate with the directors and management to achieve a healthy and safe workplace and to take reasonable care of themselves and others.
Whenever an employee notices a health or safety problem which they are not able to put right, they must straightaway inform a member of the Health & Safety Committee.
Line Managers have responsibility for the health, safety and wellbeing of those working within their area of operation and those who may be affected by the activities. They must ensure that adequate systems are in place to ensure delivery of policy and standards, and meet local statutory requirements.
Those tasked with the supervision of staff, at whatever level, are required to give careful attention to the
health and safety of those under their supervision and to ensure that appropriate precautions are taken.
To fulfil its function, the degree of supervision must have reasonable regard to the level of training, experience and expertise of employees being supervised.
The responsibilities of manager(s) and supervisors within the company shall be:
• To read and understand the company’s safety policy and to ensure that its provisions are being effectively carried out.
• To bring the provisions of this policy, in so far as they affect the personnel, to the attention of the employees under the control of particular managers/supervisors.
• To inspect machinery, equipment and structures regularly and to ensure that any defects discovered are remedied forthwith.
• To prevent access by the workforce or other persons to any defective machinery, equipment or structures until the faults have been rectified.
• To ensure that employees are adequately instructed in the safe operation of equipment and machinery.
• To ensure that any areas of the site to which the general public or visitors may have access, are maintained to ensure their safety.
• To arrange for all necessary insurances, certificates etc., appropriate to the site’s size and function.
• To arrange via the responsible person for the reporting of all incidents to the insurers where appropriate.
• To arrange the appropriate fire-certificates for each site, the proper maintenance of fire-fighting equipment, regular fire drills and adequate access to fire-fighting services.
• Ensure that adequate first-aid facilities are available and adequately maintained.
• To ensure that all accidents are reported in accordance with the provision of this policy.
• Ensure that no unnecessary risks are taken by the employees in pursuance of their duties and to ensure a site disciplinary procedure is in place for offenders.
• Set a personal example.
• To give advice upon this policy when requested by either the directors or workforce.
Individual employees have a duty to carry out their work in a safe manner in order to prevent injury and ill
health either to themselves or to others who may be affected by their acts or omissions at work.
Individuals are required to comply with the Company’s Health and Safety Policy as it relates to their work activities, and to any action to be taken in case of an emergency.
Monitoring the Health and Safety Policy
Monitoring the effectiveness of The Company’s policies on health and safety commences is a Board responsibility. Monitoring includes ensuring that Health & Safety audits and risk assessments are taking place regularly so that the hazards and risks of activities carried out within The Company are being adequately recognised and controlled.
Monitoring also makes sure that any deficiencies in health and safety performance are identified and that remedial action is recommended and pursued.
The provision of information, instruction and training to all staff (especially new employees) are matters that should also fall within the monitoring exercise.
The Health and Safety Committee assists to carry out the monitoring function effectively via the provision of paper and computer-based monitoring tools, such as model checklists, which individual branches and sites may adapt to their own requirements.
Monitoring of any accidents, incidents and instances of occupational ill-health occurring at branch or site level is particularly important so that remedial action can be taken to prevent any recurrence. The Health and Safety Committee will monitor all reported accidents, incidents and occupational ill-health in order to determine those events that are legally reportable to the relevant enforcing authority, and those which require further investigation and possible notification to others within the Company, and to set in train appropriate remedial action.
Any amendments will be notified by revision of this document.
The Company = Red Box Leisure
The Company embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to in order to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets.
The Company is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. The Company will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy.
The Company is committed to providing training for its entire staff in equal opportunities and diversity.
The Company will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.
The Company will 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. The Company will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.
Under the Act unlawful discrimination occurs in the following circumstances:
Direct discrimination occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds of a protected characteristic:
· 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 can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon instructions from an employer which states that certain persons are unacceptable due to a protected characteristic, unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job. These provisions are referred to as occupational requirements.
Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.
Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination.
Indirect discrimination would also occur if a recruitment consultant accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy requires characteristics which amount to an occupational requirement or the instruction is discriminatory but there is an objective justification, The Company will not proceed with the vacancy unless the client provides written confirmation of the occupational requirement, exception or justification.
The Company will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.
Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.
The Company is committed to providing a work environment free from unlawful harassment. The Company will ensure that the consultants do not harass any individual.
Examples of prohibited harassment are:
1. verbal or written conduct containing derogatory jokes or comments;
2. slurs or unwanted sexual advances;
3. visual conduct such as derogatory or sexually orientated posters;
4. photographs, cartoons, drawings or gestures which some may find offensive;
5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;
6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;
7. retaliation for having reported or threatened to report harassment.
If an individual believes that they have been unlawfully harassed, they should make an immediate report to The Company followed by a written complaint as soon as possible after the incident. The details of the complaint should include:
· Details of the incident
· Name(s) of the individual(s) involved
· Name(s) of any witness(es)
The Company will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
All employees and workers will be expected to comply with The Company’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.
Any individual who The Company finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.
Under the Act victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.
The Company will ensure that the consultants do not victimise any individual.
Discrimination occurs when a person is treated unfavourably as a result of their disability.
In direct discrimination occurs where a provision, criterion or practice is 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.
In recruitment and selection there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants.
Reasonable adjustments in recruiting could include:
· modifying testing and assessment procedures;
· meeting the candidate at alternative premises which are more easily accessible;
· having flexibility in the timing of interviews;
· modifying application procedures and application forms;
· providing a reader or interpreter.
Wherever possible The Company will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled employees and 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.
The Company will not discriminate against a disabled person:
· in the arrangements i.e. application form, interview or arrangements for selection for determining 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 the individual to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).
The Company will 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.
Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age. Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.
A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group.
Age group can have various references:
People in their 40s
The Company 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 and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.
The Company is committed to recruiting and retaining employees whose skills, experience, and 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.
If The Company requests age as part of its recruitment process such information will not be used as selection, training or promotion criteria or in any detrimental way and is only for compilation of personal data, which the company holds on all employees and workers and as part of its equal opportunities monitoring process. In addition if under age 22 to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.
Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification which should be confirmed in writing.
This policy also covers the treatment of those employees and workers who work on a part-time basis, The Company 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 and domestic incident leave and access to our pension scheme. The Company also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.
GENDER REASSIGNMENT POLICY
The Company recognises that any employee or worker may wish to change their gender during the course of their employment with the Company.
The Company will support any employee or worker through the reassignment.
The Company 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.
Where an employee is engaged in work where the gender change imposes genuine problems The Company 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 have recourse to the Company’s grievance procedure.
RECRUITMENT OF EX-OFFENDERS
Where The Company has registered with the Disclosure and Barring Service (DBS) and has the authority to apply for criminal records checks on individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.
COMPLAINTS AND MONITORING PROCEDURES
The Company has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These will be made available immediately upon request. Any discrimination complaint will be investigated fully.
Modern Slavery policy
The Company = Red Box Leisure
1. The Company is committed to eliminating modern slavery, human trafficking, forced labour, and similar human rights abuses.
2. The Company is committed to ensuring that its staff and any workers it supplies (directly or indirectly) are not subject to behaviour or threats that may amount to modern slavery, human trafficking, forced labour, and similar human rights abuses.
3. The Company provides appropriate training and awareness information for all of its staff.
In particular, our leadership team receive detailed training in identifying and resolving concerns around modern slavery and human trafficking.
4. Our recruiters, HR personnel, and/or staff involved in our procurement and supply chains undertake training courses that include guidance around modern slavery and human trafficking, as well as other wider human rights issues.
5. All of our staff receive awareness-raising information around issues involving modern slavery and human trafficking, so that they can bring any concerns they have to the attention of management.
6. Any staff, workers or other parties are strongly encouraged to report any concerns or suspicions that they might have to our Group’s legal team.
7. Reports surrounding these issues are taken extremely seriously by our board of directors who are committed to ensuring that all investigations shall be prompt and effective. If our investigations reveal any issues, we are committed to taking appropriate action, including but not limited to:
· Working with the appropriate organisations to improve standards,
· Removing that organisation from our preferred supplier list,
· Passing details to appropriate law enforcement bodies.
8. We regularly monitor our risks in this area through the use of relevant key performance indicators, including:
· The percentage of suppliers who sign up to an appropriate code or provide their own modern slavery statements,
· The amount of time spent on audits, re-audits, spot checks, and related due diligence, and
· The level of modern slavery training and awareness amongst our staff.
9. As part of our efforts in this area, we publish and update a modern slavery statement on an annual basis.
10. We would also recommend reading this in conjunction with our other policies.
This policy was adopted in January 2018 after being agreed by our board of directors. It is reviewed annually.