SCHEDULE 3- EQUAL OPPORTUNITIES POLICY
1.
EQUAL OPPORTUNITIES STATEMENT
1.1
Trueline Expanded Products Limited committed to promoting equal opportunities in employment. You and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation ( Protected Characteristics ).
2.
ABOUT THIS POLICY
2.1
This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
2.2
This policy covers all employees, officers, consultants, contractors, casual workers and agency workers.
2.3
This policy does not form part of any employee's contract of employment and we may amend it at any time.
3.
WHO IS RESPONSIBLE FOR THIS POLICY?
3.1
Our board of directors (the board) has overall responsibility for the effective operation of this policy and for ensuring compliance with discrimination law. Day-to- day operational responsibility for this policy including regular review of this policy, has been delegated to the General Manager. All managers must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities. Managers will be given appropriate training on equal opportunities awareness and equal opportunities recruitment and selection best practice. The General Manager has overall responsibility for equal opportunities training.
3.2
3.3
If you are involved in management or recruitment, or if you have any questions about the content or application of this policy, you should contact Luke Wellings.
3.4
This policy is reviewed annually by the board. Recommendations for change should be reported to the board.
3.5
Staff are invited to comment on this policy and suggest ways in which it might be improved by contacting Luke Wellings.
4.
DISCRIMINATION
4.1
You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts or when wearing company branded clothing), and on work-related trips or events including social events.
4.2
The following forms of discrimination are prohibited under this policy and are unlawful:
(a) Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
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