Company Rules

The Company recognises that it has a legal duty, and a moral obligation to all of its stakeholders, to conduct its activities in an ethical manner and in such a way that it acts in the spirit as well as the letter of the law and will not tolerate wrongdoing by any member of staff at any level.

All employees have a duty to report such wrongdoings in the workplace. In order to allow employees to do this, the law protects an employee who raises a complaint of this nature in good faith, and makes it unlawful for the Company to victimise a person who raises such a complaint, provided there is a reasonable belief in the truth of the complaint and it was not made for personal gain or with malicious intent.

Examples of the type of wrongdoing, failure, or error, that this policy covers include (this list in not exhaustive):

• A criminal offence has been committed or is likely to be committed
• A person has failed, or likely to fail, to comply with a legal obligation
• A miscarriage of justice has occurred, or is likely to occur
• There has been a breach of health and safety that could cause damage or injury
• Damage to the environment has occurred, or is likely to occur
• Information showing any of the above has been concealed
• If you become aware of a ‘wrongdoing’ that you believe falls into this category, then you should raise it through the formal grievance procedure so that the complaint can be investigated. Provided this procedure is followed in good faith, then the individual raising the complaint has legal protection against victimisation.
• Anonymous disclosures are not encouraged, but identity will be kept confidential as far as is it is reasonably practicable, bearing in mind the need to conduct a full investigation.

 

Employees are expected to devote the whole of their time and attention during working hours to their duties as an employee.

Whatever hours the employee works, the Company expects them not to take part in any activity or other employment, paid or otherwise, which reduces their standard of performance for the Company. They should inform their line manager in writing as to any activity that may fall into this category so that they may advise as to whether it is appropriate.

They must not be engaged or concerned, directly or indirectly in any business, which is or could be in competition with the Company.

At no time should an employee be engaged, paid or otherwise, by suppliers, customers or potential suppliers to ensure no conflict of interest occurs. Failure to adhere to this may lead to dismissal for Gross Misconduct.

Employees should also disclose any financial interest or any other inducements in suppliers, customers or potential suppliers relating to themselves or members

of their immediate family.

Any inventions, discovery, design, improvement or item capable of protection by letters patent or registered design, or otherwise, which is made or discovered by you, whether or not during the course of your employment, and which relates to or is connected with the Company will belong absolutely to the Company.

You will provide the Company with full details and information with regard to any of the matters described above and will at the expense of the Company apply or join with the Company in applying for letters, patent registration of the design of other protection in the United Kingdom and in any other part of the world.

You will, at the Company’s expense, do everything which the Company may reasonably require to vest the absolute ownership in such letters patent or registered design or other protection in the Company and in the meantime will hold all interest in them in trust for the Company.

 

You and your fellow colleagues are required to maintain your work areas and machinery, tools and equipment in a clean, serviceable and safe condition.

This includes keeping gangways and work areas clear of rubbish, waste materials, and other items, and implementing any instructions or regulations applicable to the section or department.

Any problem or hazard must be reported to your manager or an appropriate manager as soon as it is noticed.

 

The Company appreciates that by offering good conditions of employment and a happy and successful environment in which to work, employees may wish to introduce relatives/ partners into the Company.

It recognises that such a practice could bring about greater stability and continuity and certain traditions in term of family service. However, there are circumstances where, because of the availability of information or the holding of authority, the business relationship between two relatives or partners could not be as between two unrelated employees.

Accordingly, certain restrictions may be made in the employment of relatives/ partners and will be at Management’s discretion, taking into consideration the Company’s need for security.

Any relationship to an existing employee should therefore be declared at application stage, or subsequent changes in circumstances.

 

Employees are expected to exercise care in the use  of Company property and to utilise such property for authorised purposes only. Negligence in the care and use of Company property will be considered cause for disciplinary action, up to and including termination of employment. Employees must, if requested by a manager at any time, return Company property

On leaving the Company, employees must ensure that they return all items of Company property (this includes keys, documentation, stationery, and records). Failure to do so will result in the Company withholding monies due, and may lead to prosecution

Security

Every employee is expected to bear in mind at all times the importance of security and should report immediately to their Head of Department or the Human Resources Department any known or suspected breach.

The Company reserves the right to search an employee on the suspicion that they may be involved in theft of property of the Company, fellow employee, or visitor, and the right to search their locker, desk, personal packages and vehicle.

All searches will normally be conducted in the presence of a third party of their choice. If an employee refuses to be searched and or have their possessions searched, the Company may draw conclusions from such a refusal.

The Company reserves the right to involve the Police in circumstances such as suspected theft or possession of illegal items or substances.

Photography on Company premises or of its products is forbidden unless there is prior permission from a Director or Senior Manager

Visits to other departments, except in the case of an emergency, should only be made for the proper discharge of the employee’s duties.

 

Company policy necessitates the limitation of visitors to our plant facilities and therefore any tours require permission from a Director or Senior Manager.

Visitors are not to be admitted beyond the reception area unless accompanied by an employee who has the authority to invite visitors on to the site.

ID badges, where provided, must be worn by visitors at all times and they must sign the visitors’ book. The ID badge should be returned to reception on leaving the Company. The individual organising the visit is responsible for seeing that this is done.

All visitors are expected to comply with all safety regulations in force for the area they are visiting. It is the duty of the person accompanying the visitor to ensure that they are aware of the relevant rules.

In the interests of corporate probity, it is Company policy that employees should not accept inducements of any kind that could be regarded as affecting their judgement during the course of their duties.

This covers personal gifts, sponsorships, commissions or entertainment that are regular or excessive, but this list is not exhaustive and if any such offer is made, it must be referred to a Senior Manager.

Neither is it the practice of the Company to give gifts or inducements.

From time to time corporate gifts and hospitality may be offered to an employee in order to consolidate a business relationship. Any potential inducement must be disclosed and approved by a senior manager of the business.

Discretion may be appropriate for one off insignificant gifts.

 

Employees wishing to purchase or remove scrap or surplus items from the Company premises must first obtain express permission from the appropriate General Manager (or equivalent) of the issuing department.   Where payment is required, this must be made to the appropriate Accounts Department before removal of goods from the site.

During employment with the Company and thereafter employees will not disclose any information of a confidential nature relating to the business of the Company, or its associated Companies, except to officials of the Company whose duty it is to know such information.

After termination of their employment, they will not, for any reason, use for their own benefit or disclose to any person, firm or Company any confidential information concerning the business interests or affairs of the Compan.

This includes salaries, job allocations and any other Human Resource details

Employees are requested not to have their private correspondence addressed care of the Company. Company stationery may not be used for any purpose other than official Company business.