We are committed to providing a quality service in a manner that ensures a safe and healthy workplace for our employees and minimises our potential impact on the environment. We will operate in compliance with all relevant environmental legislation and we will strive to use pollution prevention and environmental best practices in all we do.
- integrate the consideration of environmental concerns and impacts into all of our decision making and activities,
- promote environmental awareness among our employees and encourage them to work in an environmentally responsible manner,
- train, educate and inform our employees about environmental issues that may affect their work,
- reduce waste through re-use and recycling and by purchasing recycled, recyclable or re-furbished products and materials where these alternatives are available, economical and suitable,
- promote efficient use of materials and resources throughout our facility including water, electricity, raw materials and other resources, particularly those that are non-renewable,
- avoid unnecessary use of hazardous materials and products, seek substitutions when feasible, and take all reasonable steps to protect human health and the environment when such materials must be used, stored and disposed of,
- purchase and use environmentally responsible products accordingly,
- where required by legislation or where significant health, safety or environmental hazards exist, develop and maintain appropriate emergency and spill response programmes,
- communicate our environmental commitment to clients, customers and the public and encourage them to support it,
- strive to continually improve our environmental performance and minimise the social impact and damage of activities by periodically reviewing our environmental policy in light of our current and planned future activities.
The Bay Magazine is committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
- To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
- Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
- Training, development and progression opportunities are available to all staff.
- Equality in the workplace is good management practice and makes sound business sense.
- We will review all our employment practices and procedures to ensure fairness.
- This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives. (Insert details if appropriate).
- The policy will be monitored and reviewed annually.
Disabled Employment Policy
The Bay Magazine aims to be a caring and an equal opportunities employer.
The employment and recruitment policies are kept under review so as to reflect this.
The introduction of the Disability Discrimination Act (1995) provides both current and potential employees with new legislative protection regarding employment rights. (Company name) recognises these rights and wishes to support people who may need special assistance.
The Act itself gives disabled people protection against discrimination in employment and introduces legislation covering the provision of goods, facilities, services and property. It also provides a number of new rights and duties regarding employment. The basic philosophy underlying the Act is that a disabled person should not be treated less favourably, on account of their disability, than others who do not have the disability.
The majority of disabled people are as effective as able-bodied people and will need no additional help in settling into work and developing their employment potential. However, for those who need assistance (Company name) will provide support.
THE BAY MAGAZINE IS COMMITTED TO EQUAL OPPORTUNITIES IN EMPLOYMENT. WITHIN THE CONSTRAINTS OF LEGITIMATE JOB REQUIREMENTS IT WILL TREAT APPLICATIONS FROM DISABLED PEOPLE IN THE SAME WAY AS THOSE FROM PERSONS WITHOUT A DISABILITY.
- making adjustments to premises
- allocating some duties to another person
- transferring the existing employee who becomes disabled to a more suitable post
- altering working hours
- assigning the person to a different workplace
- allowing the individual to be absent for rehabilitation, assessment and treatment giving or arranging training
- acquiring or modifying equipment
- modifying instruction reference manuals
- modifying procedures for testing and assessment
- providing a reader or interpreter and providing supervision.