This policy applies to all individuals working throughout the company including senior managers, directors, employees (whether permanent, fixed term or temporary), consultants, contractors, and any other person providing services to us.
A bribe is a financial or other advantage offered or given:
- to anyone to persuade them to or reward them for performing their duties improperly or;
- to any public official with the intention of influencing the official in the performance of his duties.
Employees will be encouraged to raise concerns about any issue or suspicion of malpractice at the earliest possible stage. No employee will suffer any detriment as a result of raising genuine concerns about bribery, even if they turn out to be mistaken.
Clear Environmental strictly prohibits the use of modern slavery and human trafficking in our operations and supply chain. The Company has been and will continue to be committed to implementing systems and controls aimed at ensuring that modern slavery is not taking place anywhere within the organisation or in any of the Company supply chains.
Clear Environmental expects that their suppliers will hold their own suppliers to the same high standards
Clear Environmental carries out operations throughout the UK and internationally. We work to provide support into communities in a range of ways including partnership with other businesses and community organisations, via charitable activities.
Clear Environmental are committed to improving environmental management. The company has set targets and objectives which will assist in meeting the Social Responsibility Policy.
Clear Environmental are committed to ensuring that our business is carried out in all respects according to rigorous ethical, professional and legal standards. Our business and livelihood depend upon our customers. Every employee is responsible for ensuring that any contact with our customers and the public at large reflects professionalism, efficiency and honesty. We strive constantly to provide high quality service and products and good value for money.
Clear Environmental values its staff. We have developed employment policies that are directed at creating an environment that will attract, develop, motivate and reward employees of high calibre. The work environment is enhanced by lifestyle-friendly policies that support human rights, citizenship, health and safety, disability, personal and career development and high standards of ethical and professional conduct.
Clear Environmental shall ensure a high level of business performance whilst effectively managing risk Alongside our financial success as a business we recognise our responsibility to work in ways that add value to the lives of our stakeholders and improve the world in which we live.
Clear Environmental holds and processes information about employees, subcontractors, corporate clients, and other data subjects for administrative, approval and commercial purposes. When handling such information, Clear Environmental and all staff or others who process or use any personal information, must comply with the Data Protection Principles which are set out in the Data Protection Act 1998 (the Act) and the General Data Protection Regulations 2016.
In summary these state that personal data shall:
- be processed fairly and lawfully,
- be obtained for a specified and lawful purpose and shall not be processed in any manner incompatible with the purpose,
- be adequate, relevant and not excessive for the purpose
- be accurate and up-to-date,
- not be kept for longer than necessary for the purpose,
- be processed in accordance with the data subject's rights,
- be kept safe from unauthorised processing, and accidental loss, damage or destruction,
- not be transferred to a country outside the European Economic Area, unless that country has equivalent levels of protection for personal data, except in specified circumstances.
Notification of Data Held
Clear Environmental shall notify all staff and other relevant data subjects of the types of data held and processed by Clear Environmental concerning them, and the reasons for which it is processed. The information which is currently held by Clear Environmental and the purposes for which it is processed will be amended when processing for a new or different purpose.
All people in which information is held;
- ensure that all personal information which they provide to Clear Environmental is accurate and up-to-date;
- inform Clear Environmental of any changes to information, for example, changes of address.
- check the information which Clear Environmental shall make available from time to time, in written or automated form, and inform Clear Environmental of any errors or, where appropriate, follow procedures for up-dating entries on computer forms. Clear Environmental shall not be held responsible for errors of which it has not been informed.
Staff shall ensure that;
- all personal information is kept securely;
- personal information is not disclosed either orally or in writing, accidentally or otherwise to any unauthorised third party. Unauthorised disclosure may be a disciplinary matter, and may be considered gross misconduct in some cases.
- When staff supervise learners doing work which involves the processing of personal information, they must ensure that those students are aware of the Data Protection Principles, in particular, the requirement to obtain the data subject's consent where appropriate.
Rights to Access Information
Staff, Corporate Clients, Approving or Awarding Organisations and other data subjects in Clear Environmental have the right to access any personal data that is being kept about them either on computer or in structured and accessible manual files. Any person may exercise this right by submitting a request in writing to Clear Environmental.
Clear Environmental may ask for information about particular health needs, such as allergies to particular forms of medication, or conditions such as asthma, arthritis. Clear Environmental will only use such information to protect the health and safety of the individual, for example, in the event of a medical emergency or in carrying out physical activities.
Retention of Data
Clear Environmental will retain the data collected in a secure format.
Compliance with the General Data Protection Regulations is the responsibility of all learners and members of staff. Any deliberate or reckless breach of this policy may lead to disciplinary, and where appropriate, legal proceedings.
Any individual, who considers that the policy has not been followed in respect of personal data about him- or herself, should raise the matter with Clear Environmental.
The company commits to:
- Assess and review the company aspects and impacts and put in place control measures to reduce the company impact on the environment.
- Establish environmental objectives that assist in the reduction of the company impact and are measured and monitored and reviewed.
- Assess all tasks with the intention of protection of the environment, including prevention of pollution.
- Fulfil all legal and compliance obligations;
- Continually improve of the environmental management system to enhance company environmental performance
- Communicate this policy within the company and to all interested parties
- To operate and maintain vehicles, plant and equipment in a responsible manner so as to provide the maximum practicable environmental protection.
- To provide the information and instruction necessary to ensure all materials used by the Company are properly stored and used and that waste is safely contained and disposed of
- To control the incidence of noise, emission of odour or dust into the atmosphere, road vehicle movement and the production of effluent to the lowest practicable level.
It is Clear Environmental policy that all eligible persons shall have equal opportunity for employment and advancement in the Company based on their ability, qualifications and aptitude for the work. Everyone has a right to equality of opportunity and to a good and harmonious working environment and atmosphere where they are treated with dignity and respect.
Clear Environmental aim to provide opportunities for all sections of the community and continue to strive to create an inclusive working environment in which difference is recognised and valued. Bringing together people from diverse backgrounds and giving each person the opportunity to contribute their skills and experience will help us to respond more effectively to the needs of the people we serve.
All people want to work in a harmonious workplace where we feel valued, respected and included, irrespective of gender, including gender reassignment, marital or civil partnership status, race/ethnic origin, religious belief or political opinion, disability, having or not having dependents, sexual orientation and age.
In order to provide a high-quality service, the Company needs to attract, recruit, develop and retain the very best people at all levels. Our approach is based on three key principles: -
- Equality - we promote equality of opportunity by seeking to remove barriers, eliminating discrimination and ensuring equal opportunity and access for all groups of people.
- Diversity-we accept each person as an individual. Clear Environmental success is built on our ability to embrace diversity and believe that everyone should feel valued for their contributions. By working together, we will deliver the best possible service our staff and stakeholders.
- Inclusion - Clear Environmental create a working culture where differences are not merely accepted but valued; where everyone has the opportunity to develop in a way that is consistent with, and adheres to, Company values of impartiality, honesty, integrity and objectivity. Clear Environmental aim is to be an organisation where people feel involved, respected and connected to our success.
These principles of equality, diversity and inclusion are considered when human resources policies are being developed and reviewed.
Clear Environmental shall not discriminate unlawfully when deciding which candidate is submitted for a vacancy or assignment, or in any terms of employment. Clear Environmental will ensure that each candidate is assessed only in accordance with the candidate's merits, qualification and ability to perform the relevant duties required by the particular vacancy.
Clear Environmental will fulfill its legal obligations under the Human Rights Act 1998, The Sex Discrimination Act 1975, The Equal Pay Act 1970 (as amended 2004), The Race Relations Act 1976 (as amended 2000), The Disability Discrimination Act 1995 and 2005, The Employment Equality (Sexuality) Regulations 2003, The Employment Equality (Religion or Belief) Regulations 2003, Sex Discrimination. Gender Reassignment Regulations 1999, The Gender Recognition Act 2004, Employment Equality (Religion and Belief) Act 2003, The Employment Equality (Age) Act 2006, and other European Union Employment Directives.
An employee who has a concern regarding unfair discrimination or harassment at work may use the Company's formal procedures e.g. grievance, bullying and/or harassment. This does not affect an employee's right of reference to an employment tribunal within the statutory time limits.
Clear Environmental requires all its employees to behave in ways that promote equality and are non- racist, non-sexist and generally non-discriminatory. This applies to the way they behave to members of the public in the delivery of services and to other employees in the course of their work.
In support of this managers will: -
- Not plan work for personnel who are fatigued or are likely to become fatigued during the work period.
- Exclude any employee from commencing work or continuing to work if they believe that person is fatigued.
No employee shall:
- Work more than twelve hours in any one shift;
- Work more than 72 hours in a calendar week;
- Have less than 12 hours rest between booking off and booking on for consecutive shifts;
- Work more than 13 shifts within any 14 consecutive days or, for telecommunication testing staff, a maximum of 23 turns of duty in any two consecutive 14 day periods; unless the risk of fatigue has been fully assessed and the exceedance is authorised prior to the shift by the line manager.
Travelling will be limited to a maximum of one hour to and one hour from the work site where shifts are of 12 hour duration.
This policy will be reviewed annually, when circumstances indicate a change is needed or when legislation is introduced that necessitates change.
The company will implement and maintain this policy with a commitment to: -
- provide safe and healthy working conditions for the prevention of work-related injury and ill health.
- Establish and commit to company objectives that will improve occupational health and safety within the business and minimise risk to all interested parties.
- fulfil legal requirements and other requirements.
- eliminate hazards and reduce occupational health and safety risks through implementation of processes and development of a risk awareness culture in our employees.
- commit to continual improvement of the company business management system in relation to occupational health and safety.
- commitment to consultation and participation of workers in all aspects of occupational health and safety.
- communicated throughout the company and be available to interested parties as appropriate.
This environment is developed through effective communications, to ensure that everyone in the company understands the aims and objectives of the company and how each individual within the company contributes to the company's performance.
The company understands the importance of recognising the contribution of each employee to the success of the company and strives to develop a positive environment in which all employees are encouraged to improve their own and other's performance.
Staff skills and training is reviewed once each year as a minimum. The review includes an assessment of capabilities and shortfalls and training requirements are agreed. Such individual assessments are preferred to a standard structured program because of the diversity of the marketplace environment and the different job skill requirements necessary for that environment.
All staff is given the training and development support opportunities to empower them in pursuit of their goals.
These goals are achieved without compromising safety and/or quality standards.
Legal rights of employees: Clear Environmental monitors changing UK employment law and revises its conditions of employment where necessary to ensure that all employees benefit from current legislations.
Union membership: While Clear Environmental does not require union membership for employees. The company has no objection to individual belonging to a union and will, if requested by an employee, negotiate with any union on its member's behalf.
In establishing the quality policy, the company will:
- Commit to implementing and maintaining a policy that meets the. requirements of 1SO9001:2015
- Ensure that this policy is appropriate to the purpose and context of the company and supports the company strategic direction;
- Ensure that company objectives are defined, measurable and achievable.
- Satisfy all legal and other requirements
- commitment to continual improvement of the quality management system.
The Company quality policy shall:
- be available and be maintained as documented information;
- be communicated, understood and applied within the company
- be available to relevant interested parties, as appropriate.
- Be reviewed as appropriate
Under our Worksafe, or Refusal to Work Policy, each member of staff has the absolute right to refuse to carry out work if they feel it is not safe to do so. Refusal to work on the grounds of Health and Safety is free from any disciplinary action and will not affect, in any way, their future prospects within the company. All refusals to work will be responded to positively & promptly and the employee raising the Worksafe procedure will be informed of decisions throughout the process.
- All employees are also encouraged to report any unsafe acts or conditions, which they have witnessed.
- No site work should commence until a suitable risk assessment and method statement has been submitted and approved.
- All operations must be carried out in line with the Clear Environmental Safe Working Procedures issued for each discipline.
Any situation arising which leads to an individual refusing to work for Health and Safety reasons must be reported, in the first instance, to the senior person on site as soon as possible, explaining that you have invoked the Worksafe policy and why you have stopped work. The person in charge shall, in discussion with the employee, make an assessment of the situation and determine the course of action required.
An agreement should be reached that there has been a suitable and sufficient risk assessment of the task, the system of work is safe and that the work can be restarted. If a safe method of work cannot be agreed, the work will not be restarted and the person in charge shall report to the Managing Director for further instruction.
No work should be recommenced until the issue causing concern has been addressed.
Details of all refusals to work must be passed to the Managing Director.