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Policies

Health and Safety Policy

Introduction

Health and Safety is of prime importance to Dorset Lifts Ltd, hereafter referred to as the Company, we will seek to conduct our business in such a way as to avoid harm to our Employees and all others who may be affected directly or indirectly by our activities.

The positive impact of introducing a Health and Safety Management System throughout the Company will provide a systematic approach to reducing hazards and risks.

This Management System is based on nationally and internationally agreed principles, defined and developed to provide the necessary strength, flexibility and appropriate foundation for the development of a sustainable health and safety culture throughout the Company.

The practical recommendations of the procedures and arrangements within this document are intended for use by all those who have a responsibility for managing the health and safety activities undertaken by the Company.

As an employer we are accountable for and have a duty to organise, arrange and ensure that health and safety obligations are satisfied. The implementation of a Health and Safety Management System is a useful way of fulfilling this duty. This document is designed to be a practical tool to assist the Company to achieve continual improvement in health and safety performance.

Scope

We recognise our responsibility to safeguard the health and safety of all our Employees, any impact on the environment, and persons who may be affected by our activities.

The Company will implement our Health and Safety Management System in such a way as to meet the operational requirements of the Company and relevant Health and Safety legislation.

In order to fulfil our duty of care we have appointed Mentor Services to provide competent health and safety advice, and to assist us in developing a pro-active Health and Safety Management System.

The documented Health and Safety Management System is structured to meet both the requirements of various relevant legislative standards and organisational needs.

1.1 Health and Safety Policy

1.0 Purpose

To ensure, so far as is reasonably practicable, the health, safety and welfare of our Employees while they are at work and of others who may be affected by their undertakings, and to comply with all the relevant legislation.

2.0 Scope

To ensure the principles of health and safety are clearly understood throughout Dorset Lifts Ltd, we will be committed to:

  • ensuring that there are arrangements put into place for the effective planning, development and review of this health and safety policy;
  • ensuring that appropriate systems are developed and maintained for the effective communication of health and safety matters throughout the Company;
  • protecting the safety and health of all Employees within the Company by preventing work-related injuries, ill health, disease and incidents;
  • complying with relevant health and safety laws and regulations, voluntary programmes, collective agreements on health and safety and other requirements to which the Company subscribes;
  • ensuring that Employees and their representatives are consulted and encouraged to participate actively in all elements of the Health and Safety Management System;
  • continually improving the performance of the Health and Safety Management System;
  • provide the necessary information, instruction and training to Employees and others, including temporary Employees to ensure their competence with respect to health and safety;
  • devote the necessary resources in the form of finance, equipment, personnel and time to ensure the health and safety of Employees. Expert help will be sought where the necessary skills are not available within the Company;
  • liaise and work with all necessary persons to ensure health and safety, and will also ensure that adequate arrangements are also in place for ensuring the health and safety of visitors.

Equal Opportunity and Diversity Policy

What this policy covers

The Company recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination.

The Company will seek to promote the principles of equality and diversity in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public.

All employees and those who act on the Company's behalf are required to adhere to this policy when undertaking their duties or when representing the Company in any other guise.

Your entitlements and responsibilities
Unlawful discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Company will take all necessary action to prevent its occurrence.

Specifically, the Company aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality and ethnic origin), disability, sexual orientation, marital status, part-time status, age, religion or belief. This commitment applies to all aspects of employment, including:

  • recruitment and selection, including advertisements, job descriptions, interview and selection procedures
  • training
  • promotion and career-development opportunities
  • terms and conditions of employment, and access to employment-related benefits and facilities
  • grievance handling and the application of disciplinary procedures
  • selection for redundancy

Equal opportunities practice is developing constantly as social attitudes and legislation change. The Company will review all policies and implement necessary changes where these could improve equality of opportunity.

Recruitment of ex-offenders

The Company actively promotes equality of opportunity for all candidates, including those with criminal records where appropriate.

The Company requires you to provide details of any criminal record at an early stage in the application process. Any such information should be sent in a separate confidential letter to the designated person. Only those who need to see it as a formal part of the recruitment process will have access to this information.

Having a criminal record will not necessarily prevent you from being appointed.

Any recruitment decision will depend on the nature of the position and the circumstances and background of the offence(s). The Company will discuss with you the relevance of any offence to the job in question.

If you fail to reveal any information relating to disclosures in accordance with the Company's Disclosures Policy, this may lead to the withdrawal of an offer of employment.

Career development

While positive measures may be taken to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.

All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

However, the Company will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career-development opportunities.

Procedure
Complaints of discrimination

The Company will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties and will take action where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior employee using the Company's Grievance Procedure (outlined elsewhere in the Employee Handbook).

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Company is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Company's Disciplinary Procedures.

Investigating accusations of unlawful discrimination

If you are accused of unlawful discrimination, the Company will investigate the matter fully.

During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

Environmental Policy

Dorset Lifts are committed to minimising the environmental impact of our business operations.

We will:

  • Strive to continuously improve our environmental performance into our business.
  • Reduce our consumption of resources and improve efficiency in the use of these resources.
  • Manage waste from our business according to reduction, reuse and recycling principles and prevent pollution
  • Ensure environmental criteria are taken into account in the procurement of goods and services.
  • Comply with all relevant environmental legislation.
  • Communicate our environmental policy to our staff and suppliers and encourage feedback.
  • Work together with our suppliers to encourage commitment towards improved environmental performance.
  • Review our environmental policy regularly.

This statement represents our general position on environmental issues and the policies and practices we will apply in conducting our business.

We intend to achieve ISO 14001 Environmental Management certification.

Customer Care Policy

Dorset Lifts promote and actively encourage long term partnering initiatives and continuous development of customer care. We believe that successful working partnerships are built on the bases of:

  • Trust
  • Continuous improvement
  • Delivery of mutually beneficial and sustainable commercial savings
  • A mutual respect and understanding of any issues and difficulties
  • Foster trust and open communication
  • Operate to the spirit of any agreement, not only the implicit terms
  • Operate a culture of team work and professionalism

In accordance with our management wishes, together with the details in our ISO9001:2000 policies and procedures, we strive to ensure a systematic process for ensuring that Customer care is an adopted approach. We ensure that there is a structured measure of customer care, that positive & negative customer feedback is documented and reviewed and ensure that all employees deal with all customers in the following manner at all times.

  • Be courteous, polite & considerate
  • Be patient & flexible with customer demands
  • Listen to customer requests and take ownership of issues
  • Keep the customer informed and exceed their expectations
  • Be presentable and introduce themselves with ID cards

Monitoring is by audited ISO 9001:2000 procedures and all employees will use their skills to ensure that our customers reasonable requirements and interests are considered a priority and in the event of customer dissatisfaction the appropriate procedures are followed to ensure continuous improvement.

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