Our Policies

We have a number of policies in place, please see below for more information.

Quality & Environmental Policy

Vision
To be the most stand out and sought after professional security company in the region with a reputation for reducing criminality and other adverse security incidents and for generally making clients and their patrons feel safe and secure, whilst always striving to go the extra mile.

 

Mission

  • Deliver the highest quality professional private security services based on trust and confidence.
  • Ensure the safety and security of clients, their property and their patrons, other visitors and our own staff.
  • Give clients confidence with regards to their personnel safety and protection of their assets and reputation.
  • Protect the environment and prevent pollution in the course of conducting our business.

To help ensure we achieve our Vision and Mission objectives Vanguard Security Services will:

 

Clients

 

  • Develop long-term client relationships based on results, mutual respect and integrity.
  • Provide an exceptional standard of qualified security personnel.
  • Seek client feedback and use to improve services and environmental performance.

 

Communications

 

  • Communicate this policy to staff, suppliers, sub-contractors and others working on our behalf to ensure they understand our shared quality and environmental obligations and make it available to other stakeholders as requested.
  • Co-operate with regulatory authorities and, where appropriate, provide information and assistance to them regarding security, environmental and quality matters.
  • Cultivate a quality, health, safety and environmentally conscious workforce and endeavour to promote the same with others who we can influence or who can affect our reputation.

 

Systems

  • Plan and conduct our activities in compliance with the requirements of ISO 9001 and ISO 14001, applicable health, safety, environmental and security legislation, contractual and other requirements related to our activities and services.
  • Set objectives and targets that promote improvement of quality and environmental performance and prevent the occurrence of environmental and quality incidents.
  • Ensure staff have the skills and confidence to perform their tasks safely, competently and in accordance with applicable legal requirements.
  • Identify and manage risks associated with effective operations, client satisfaction and the environment and ensure risks are considered when changes to operational, client and regulatory are required.
  • Periodically review and, where necessary, revise this policy to ensure it remains relevant to Vanguard’s vision and mission statements and quality and environmental goals and aspirations.

Data Protection Policy

1. PURPOSE
This policy applies to VANGUARD (BOURNEMOUTH) LTD. in England.
Is registered with the Information Commissioner and complete details of the VANGUARD (BOURNEMOUTH) LTD current entry on the Data Protection Register can be found on the notification section of the Information

 

Commissioners web site. www.dataprotection.gov.uk.

 

Our registration number is ZA047230

 

The register entry provides:

 

• a fuller explanation of the purposes for which personal information may be used
• details of the types of data subjects about whom personal information may be held
• details of the types of personal information that may be processed
• details of the individuals and organisations that may be recipients of personal information collected by VANGUARD (BOURNEMOUTH) LTD.
• information about transfers of personal information

 

VANGUARD (BOURNEMOUTH) LTD needs to keep certain information about its employees, students, voluntary members and other users for academic and administrative purposes. It also needs to process information so that legal obligations to funding bodies and government are complied with. When processing such information, VANGUARD (BOURNEMOUTH) LTD must comply with the Data Protection Principles, which are set out in the Data Protection Act 1998.

 

Anyone processing personal data must comply with the eight enforceable principles of good practice. In summary these state that personal data shall be:

 

• fairly and lawfully processed;
• processed for limited purposes;
• adequate, relevant and not excessive;
• accurate;
• not kept longer than necessary;
• processed in accordance with the data subject’s rights;
• secure;
• not transferred to countries without adequate protection.

 

Personal data covers both facts and opinions about the individual. With processing, the definition surrounding the intentions of the data controller towards the individual, are far wider than before.

 

For example, it incorporates the concepts of ‘obtaining’, holding’ and ‘disclosing’. VANGUARD (BOURNEMOUTH) LTD. Staff or others who process or use personal information must ensure that they follow these principles at all times.

 

2. RESPONSIBILITY
The Director is responsible for ensuring that this policy is applied within the association. The Management Rep is responsible for maintenance, regular review and the updating of this policy.

 

3. STATUS OF THE POLICY
This document sets out the VANGUARD (BOURNEMOUTH) LTD’S policy and procedures to meet the requirements of the Data Protection Act 1998. It will be made available to employees, students, and voluntary members and other external agencies (having a legitimate interest) upon request, although it is not a substitute for the full wording of the Act.

 

4. THE DATA CONTROLLER
The Management Rep is ultimately responsible for Data Protection, but the VANGUARD (BOURNEMOUTH) LTD. Director of Resources is regarded as the main Data Controller. In practice local Regional staff are designated as local data protection officers to deal with day to day matters and ensure they comply with the Data Protection Act on an ongoing basis. They will often look to Course Managers for support in this.

 

5. SUBJECT CONSENT
In many cases, VANGUARD (BOURNEMOUTH) LTD. Can only process personal data with the consent of the individual and if the data is sensitive, express consent must be obtained.

 

Agreement to the VANGUARD (BOURNEMOUTH) LTD. Processing some specified categories of personal data is a condition of acceptance of a student onto any course, membership of the Association being recognised, and a condition of employment for staff.

 

For example, this includes information about previous criminal convictions, in accordance with the Rehabilitation of Offenders Act 1974.
Some jobs or courses or other VANGUARD (BOURNEMOUTH) LTD activities, will bring staff, students and voluntary members into contact with children, including young people between the ages of 16 and 18 or vulnerable adults.

 

VANGUARD (BOURNEMOUTH) LTD has a duty to ensure that all staff are suitable for the job, students for the courses offered, and voluntary members for VANGUARD (BOURNEMOUTH) LTD the activity they are involved. We also have a duty of care to all staff, students and voluntary members and must therefore make sure that employees and those who use VANGUARD (BOURNEMOUTH) LTD facilities do not pose a threat or danger to other users. Therefore, all prospective staff, students and voluntary members will be asked to consent to their data being processed when an offer of employment, course place or inclusion in other VANGUARD (BOURNEMOUTH) LTD activities. A refusal to give such consent may result in the offer being withdrawn. Other relevant policies here are the Criminal Disclosure and Child Protection Policies.(Disclosure and Barring Service)

 

6. STAFF RESPONSIBILITIES (INCLUDING SECURITY PERSONS)
This policy will not be incorporated into contracts of employment, but it is a condition of employment that employees will abide by the rules and policies made by the VANGUARD (BOURNEMOUTH) LTD from time to time. Any failures to follow this policy can therefore result in disciplinary proceedings.

 

Any member of staff, who considers that the policy has not been followed in respect of personal data about themselves, should raise the matter with the Data Controller. If raising the issue with the Data Controller does not resolve it the matter should be raised as a formal grievance.

 

6.1. Specific Staff Responsibilities

All staff, including temp and staff such as security persons, have a responsibility
for:

 

• Checking that any information that they provide to VANGUARD (BOURNEMOUTH) LTD in connection with their employment is accurate and up to date.
• Informing VANGUARD (BOURNEMOUTH) LTD of any changes to information, which they have provided, i.e. changes of address, bank details, etc.
• Informing VANGUARD (BOURNEMOUTH) LTD of any errors or changes in staff information.

 

When staff hold or process information about students, colleagues or other data subjects (for example, students’ course work, references to other academic institutions, or details of personal circumstances), they should comply with the following Data Protection Guidelines:

 

All staff are responsible for ensuring that:
• Any personal data, which they hold, is kept securely, for example:
• kept in a locked filing cabinet; or
• in a locked drawer;
• if it is computerised, be password protected; or
• kept only on disk, which is itself kept securely.
• Personal information is not disclosed either orally or in writing or accidentally or otherwise to any unauthorised third party.

 

Any unauthorised disclosure will be investigated as a disciplinary matter, and may be considered gross misconduct in some cases. It may also result in a personal liability for the individual staff member, as unauthorised disclosure can be a criminal offence.

 

6.2. Staff Use of Personal Data Off-Site, On Home Computers or at Remote Sites

Employees processing personal data off-site should ensure they take reasonable precautions to prevent the data from being accessed, disclosed or destroyed as a result of any act or omission on their part. They should notify the Data Controller immediately in the event of any loss or theft.

 

7. ACCURACY OF DATA
Updating is required only “where necessary” on the basis that, provided
VANGUARD (BOURNEMOUTH) LTD has taken reasonable steps to ensure accuracy (e.g. taking up references), data held is presumed accurate at the time it was collated.

All employees, and self employed operatives should be made aware of the
importance of providing VANGUARD (BOURNEMOUTH) LTD with notice of any change in personal circumstances.

Where Individual Student Records (ISRs) are kept, self employed operatives and staff will be made aware of who to contact in order to access the data for the purposes of ensuring that the data is up to date and accurate.

Employees and self employed operatives will be entitled to correct any details although in some cases the VANGUARD (BOURNEMOUTH) LTD. May require documentary evidence before effecting the correction, e.g. by seeking examination or qualification certificates for amending qualification details.

 

8. THIRD PARTIES
Any personal data which the VANGUARD (BOURNEMOUTH) LTD. Receives and processes in relation to third parties, such as visitors, suppliers, former students and voluntary members, employers, enquirers and other individuals on mailing lists etc. will be obtained lawfully and fairly and dealt with in accordance with the principles and conditions of the Act.

 

Employees should obtain explicit consent from third party data subjects to process such personal data for the purposes expressed and should ensure that there is a mechanism for data subjects to gain access to data about themselves, to prevent the processing of such data for the purposes of direct marketing and to object to the disclosure of such data.

 

9. SECURITY MEASURES
This policy is designed to fulfil security person requirements and to prevent unauthorised disclosure of/or access to personal data. The following security measures will therefore be required in respect of the processing of any personal data.

 

Access to personal data on staff, students and voluntary members is restricted to those members of staff who have a legitimate need to access
such data in accordance with the VANGUARD (BOURNEMOUTH) LTD.’S notification to the Information Commissioner.

 

Members of staff authorised to access personal data, will be allowed to do so, only in so far as they have a legitimate need and only for the purposes
recorded in the notification.

 

All persons processing data and individuals requesting access to personal data in accordance with this policy must have familiarised themselves with
this policy.

 

All personal data will be stored in such a way that access is only permitted by authorised staff, including storage in filing cabinets, computers and other
storage systems. Any act or omission which leads to unauthorised access or disclosure could lead to disciplinary action.

 

Personal data should be transferred under conditions of security commensurate with the anticipated risks and appropriate to the type of data held.

 

Personal data held electronically should be appropriately backed up and stored securely to avoid incurring liability to individuals who may suffer damage or distress as a result of the loss or destruction of their personal data.

 

Any disposal of personal data will be conducted in a secure way, normally by shredding. All computer equipment or media to be sold or scrapped must have had all personal data completely destroyed, by re-formatting, overwriting or degaussing (a method of erasing data held on magnetic media).

9.1. Retention of Data

The VANGUARD (BOURNEMOUTH) LTD. Will keep different types of information for differing lengths of time, depending on legal, academic and operational requirements.

9.2. Transfer of Data Outside the UK
VANGUARD (BOURNEMOUTH) LTD does not transfer personal data outside the UK without the express consent of the data subject.

 

10. USE OF PERSONAL DATA IN RESEARCH
The 1998 act provides certain exemptions for ‘research purposes’ including statistical or historical purposes. Provided that the purpose of research processing is not measures or decisions targeted at particular individuals and it does not cause substantial distress or damage to a data subject, then personal data may be.

Equality Policy

Vision

VANGUARD (BOURNEMOUTH) LTD is committed to creating a culture in which diversity and equality of opportunity are promoted actively and in which unlawful discrimination is not tolerated. VANGUARD (BOURNEMOUTH) LTD recognises the real business benefits of having a diverse community of staff and to this end, is working towards building and maintaining an environment which values diversity.

 

Policy Statement

 

VANGUARD SERVICES LTD believes in the principles of social justice, acknowledges that discrimination affects people in complex ways and is committed to challenge all forms of inequality. To this end, VANGUARD (BOURNEMOUTH) LTD will aim to ensure that:

• individuals are treated fairly, with dignity and respect regardless of their age, marital status, disability, race, faith, gender, language, social/ economical background or being lesbian or gay and any other inappropriate distinction;
• it promotes an inclusive and supportive environment for staff;

 

Aims of the Policy and underpinning principles

 

The aim of this policy is to ensure that in carrying out its activities VANGUARD (BOURNEMOUTH) LTD will have due regard to:

• promoting equality of opportunity, across all the area’s of the organisation
• promoting good relations between people of a diverse background
• eliminating unlawful discrimination

 

This policy is guided by the following principles, that:

• all staff, should enjoy a safe environment free from discrimination and harassment/bullying
• all employees should have equal access to quality services that are made available by VANGUARD (BOURNEMOUTH) LTD
• all staff should have equal access to opportunities for personal, professional or academic development and career, progression and promotion opportunities wherever possible.

 

Responsibilities

 

The Managing Director is responsible for ensuring the strategic development, implementation and review of the Equality and Diversity Policy and progress on the implementation across the organisation.

 

The Managing Director is responsible for ensuring that procedures relating to staff recruitment, selection, career development discipline and grievance are carried out in accordance with the Equality and Diversity Policy.

 

The Managing Director is responsible for:

• fostering a culture in which compliance with this policy is regarded as integral to the work of the area and in which equality and diversity issues are actively promoted;
• ensuring all staff are encouraged, supported and enabled to reach their full potential
• identifying appropriate staff development for themselves and their staff to meet the needs of their respective areas

 

Breach of the Policy

 

VANGUARD (BOURNEMOUTH) LTD will take seriously any instances of non-adherence to the Equality and Diversity policy by staff. Any instances of non-adherence will be investigated and where appropriate will be considered under the relevant disciplinary policy.

 

Relevant Legislation

 

VANGUARD (BOURNEMOUTH) LTD has implemented its Equality and Diversity Policy in accordance with current legislation and codes of practice including:

• EU Anti-Discrimination Directives (which currently include the Race Relations Act 1976 (Amendment) Regulations 2003, Religion and Belief Regulation 2004 and Sexual Orientation Regulation 2004
• Race Relations Amendment Act 2000
• Human Rights Act 1998
• Disability Discrimination Act 1995
• Race Relations Act 1976
• Sex Discrimination Act 1975
• Equal Pay Act 1970 and Amendment 1983

Lone Worker Policy

VANGUARD (BOURNEMOUTH) LTD in compliance with the HSE defines a lone worker as:
Someone who works by themselves without close or direct supervision Lone workers include those who:

• work from a fixed base, such as one person working alone on a premises (eg, shops, petrol stations etc);
• work separately from others on the same premises (eg security staff) or work outside normal hours;
• work away from a fixed base (eg, management, operations staff);
• work at home (homeworkers);
• and mobile workers (eg, drivers).

 

Lone work does not automatically imply a higher risk of violence, but it is generally understood that working alone does increase the vulnerability of workers. Moreover, this vulnerability will depend on the type of situation in which the lone work is being carried out. Violence includes verbal abuse and threatening behaviour.

 

Our aim at VANGUARD (BOURNEMOUTH) LTD is to supply a safe environment for all our staff to work in; action taken by the company for our lone worker policy is,

1. On site you will find VANGUARD (BOURNEMOUTH) LTD instructions for all guards to follow which they have to sign to say that they have read and understood.

• All guards will arrive on site 15 minutes before there shift is due to start for a full debrief from the guard finishing his or her duty.
• All guards will contact control to book on duty 10 minutes before the start of their shift.
• If a guard has not booked in 5 minutes before the start of his /her duty then control will call that person to find out if they are on site.

2. A 24-hour control room, which contacts guards every hour.

3. A list of all contact number for security officers to phone in case of emergency including, site owners/management, 999 and local police can be found in the site instructions.

4. All staff will carry a mobile phone and charger while on duty.

5. All staff will be provided with a full uniform & all PPE required as per site.

6. VANGUARD (BOURNEMOUTH) LTD will provide a first aid kit on every site & mobile unit.

7. We have a 24-hour quick response vehicle that visits all our sites to check on all guards. (This unit can be deployed to a site by control if no response by guard.)

8. A logbook is used on site to record all procedures of coming & goings, check calls & mobile visits by our operations supervisor.

9. Any changes made to site instructions by the client or regarding H&S policy will be up dated and reissued on site.

 

All these points must be in place before a guard can be left alone on site.

 

The government handbook preventing Workplace Violence can be downloaded at http://www.hse.gov.uk/violence/preventing-workplace-harassment.pdf or is available upon request form head office.

Violence at Work Policy

Purpose of this Policy

 

The purpose of this policy is to set out VANGUARD (BOURNEMOUTH) LTD policy and procedures to prevent, manage and respond to work-related violence. Management supports this policy and we will not tolerate any instances of work-related violence, including verbal abuse, to our staff. No member of staff will be blamed for an instance of work-related violence caused by a customer or member of the public. All employees have the right to be treated with consideration, dignity and respect.

 

This policy applies to all staff working on our premises, including door supervisors, contractors and delivery personnel.

 

Definition of Work-Related Violence

 

VANGUARD (BOURNEMOUTH) LTD define work-related violence as: any incident in which an employee is abused, threatened or assaulted by a member of the public in circumstances arising out of the course of his/her employment. This is based on the Health and Safety Executive’s definition.

 

Responsibilities of Staff and Managers

 

These relate to all members of staff, including door supervisors and other personnel who work on these premises, or have responsibilities relating to them.

 

Managers

 

All managers have a responsibility to implement this policy and to make sure their staff are aware of it and understand it. Managers should also:

• Treat any reports of work-related violence, threats or abuse seriously and
respond to them promptly.
• Record details of the incident where appropriate and give all employees involved in the incident full support during the whole process
• Respond and consider seriously any suggestions made by staff about how to improve violence prevention and management, and give feedback to staff about their suggestions, including whether it will be taken forward and if not, why not.
• Set a positive example by reporting all incidents of violence and abuse and not tolerating abusive behaviour from customers and members of the public. Make sure you also offer good customer service and follow specific policies.
• Respond to and, where possible, resolve incidents, ideally before they escalate.
• Monitor incidences of violence and abuse and initiate appropriate action if more measures are needed.
• Review and amend this policy and the risk assessment as necessary.
• Where possible, direct staff to appropriate support and advice after an incident has occurred.
• Encourage other staff members to support their colleagues, including those that might have witnessed the incident.
• If victims are particularly traumatised by the event, provide support where possible, such as time off work or changes to their tasks.
• If an investigation is needed, work with the police and offer any assistance needed to help in their enquiries.
• Managers have a responsibility to act in a way that does not incite or increase the likelihood of violence.
• Any manager found to be encouraging or inciting violence or not resolving potentially violent or abusive situations may be subject to disciplinary action.

 

Staff

 

All staff have personal responsibility for their own behaviour and for ensuring that they comply with this policy.

 

There are a number of things that staff can do to help prevent work-related violence:

• Be aware of VANGUARD (BOURNEMOUTH) LTD’s policy and comply with it, including specific policies on aspects such as the sale of alcohol or excluding customers.
• Offer good customer service and be aware of customer needs.
• Recognise the potential for work-related violence and take action to resolve it early on.
• Staff should take positive action and, for example, contact a manager if they think a customer or member of the public might cause problems.
• Don’t accept instances of work-related violence directed towards you or others. Staff should report any instances of violence, threats or abuse, including any details about when it happened, who was involved and any relevant circumstances that may have contributed to the incident.
• Serious incidents should be reported in the incident book kept in the manager’s office but minor incidents and incidents of verbal abuse should be reported to managers as they occur.
• Be supportive of colleagues who are victims or witnessed work-related violence. Suggest additional measures to managers which might help to prevent and manage work-related violence.
• Staff have a responsibility to act in a way that does not incite or increase the likelihood of violence.
• Any staff member found to be encouraging or inciting violence may be subject to disciplinary action.
• Staff and managers should also work with trade unions, where relevant, in preventing, addressing, reporting and responding to incidents or work-related violence.

 

Risk Assessments

 

The risk assessments were conducted by the senior manager and are reviewed every year, unless an increase in the number of incidents suggests the assessment should be reviewed more frequently.

 

The risks were assessed by talking to staff, reviewing the incident book and considering the work environment and job design. If staff believe a risk factor has not been covered by the assessment or have ideas on further prevention measures, they should discuss these with their manager. The contents of the risk assessment will be communicated to all staff and appropriate training will be given.

 

Prevention and Management Measures

 

There are a number of measures in place following the risk assessment that staff should be aware of. These fall under the areas of work environment, working practices and training.

 

Work Environment

 

We have CCTV to monitor and survey the premises. This is visible in the manager’s office. The system can be used to focus on a potentially violent individual. It can also be used by the police to identify perpetrators. There are sufficient discs for one month’s worth of surveillance but, after that time, discs are recorded over. New discs should be purchased every quarter and the system is serviced every year.

 

We hire three door supervisors for Friday and Saturday. They are to be positioned at the front entrance. They have radio links to the manager so that they can call for assistance or look at CCTV if needed.

 

Popular but relaxing music is played on the premises to create a pleasant environment for customers.

 

Working Practices

 

Deposit boxes have been provided next to each till and staff are to keep cash in their tills to a minimum. For example, staff should deposit all £50 notes, deposit all but a couple of £20 notes, keep less than ten £10 and £5 notes in their till.

 

At the end of a shift, staff must follow the cashing-up procedures.

 

Sufficient staff should be provided at all times. At particularly busy times, more staff should be provided. Managers must monitor busy periods and ensure that this is followed. We will ensure that adequate numbers of staff are available at all times.

 

Training

 

The following training should be provided:

• All staff, including new staff, should receive awareness training on work-related violence, our policy and procedures, how to prevent work-related violence, reporting procedures and what to do following an incident. This may be through formal training or a briefing from managers, depending on the risk potential for the staff members.
• Managers will be trained as above, as well as on how to handle complaints and trouble among customers effectively.
• Door staff have been trained by their own company on how to exclude or remove individuals from the premises and will be Security Industry Authority (SIA) registered and trained. They have also been inducted in relation to our own premises.

 

Specific and Relevant Policies

 

There are other company policies that are relevant to the prevention and management of work-related violence. These include:
• training
• cashing-up
• credit/debit cards
• counterfeit notes
• dress code.

 

Actions Following An Incident

 

If a staff member is being abused, threatened or attacked, they should approach their manager or a colleague for help. Managers should respond to the situation by talking to the perpetrator, explaining that their behaviour is not acceptable. They should try to resolve the problem and, if that is not possible, call security for assistance. Security will remove the person where required.

 

Medical assistance should be provided immediately where required. The police should be informed of a serious incident involving physical attack or serious cases of threatening or verbal abuse. Police should also be informed of persistent cases of violence, threats and abuse.

 

CCTV discs of incidents should be kept in case the police need them. All incidents should be recorded in the incident book and less serious incidents reported to managers.

 

Staff members will be encouraged to provide support to any victims or witnesses of violence, threats or abuse through appropriate training, and managers should provide support, including, where needed, allowing time off work for individuals to recover.

 

Review Dates

 

This policy should be reviewed yearly when all other policies are reviewed, or if regular or serious incidents arise that suggest it needs to be revisited.

 

Reporting and Recording Systems

 

Staff have a responsibility to report incidences of work-related violence, including threats and verbal abuse, to managers. All incidents, including physical attacks, serious or persistent threats and verbal abuse, must be recorded in the incident book in the manager’s office. This asks for details of when the incident occurred, who was involved, descriptions of the perpetrator and any relevant circumstances that may have contributed to the incident.

 

Any incidents resulting in major injury to staff or that cause staff to be off work for three days or more must be reported under the RIDDOR Regulations 1995. Any incident which results in a member of the public being taken directly to hospital from the premises must also be reported. Managers should contact the HSE Incident Contact Centre on 0845 300 9923 to report the incident.

 

Less serious incidents should still be reported to managers as they occur and managers should make a note of these. If managers notice an increase in reports, several reports within a short period or reports about the same perpetrator, managers should record the details, ask staff for more information and take action. The action may include contacting the police or other local businesses about a persistent offender, reviewing the risk assessment and considering further prevention measures, or increased vigilance by managers or staff to prevent a more serious incident occurring.

Equal Opportunities Policy

1. GENERAL

VANGUARD (BOURNEMOUTH) LTD is committed to a policy of equal opportunities for all and shall adhere to such a policy at all times and will review on an on-going basis on all aspects of recruitment to avoid unlawful or undesirable discrimination. VANGUARD (BOURNEMOUTH) LTD will treat everyone equally irrespective of sex, sexual orientation, marital status, age, disability, race, colour, religion, ethnic or national origin and places an obligation upon all staff to respect and act in accordance with the policy. VANGUARD (BOURNEMOUTH) LTD is committed to providing training for all its staff in equal opportunities practice.

 

VANGUARD (BOURNEMOUTH) LTD shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. VANGUARD (BOURNEMOUTH) LTD 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.

 

2. SEX AND RACE DISCRIMINATION

 

Unlawful sex or race discrimination occurs in the following circumstances:

 

2.1. Direct discrimination

 

Under the Sex Discrimination Act 1975 and the Race Relations Act 1976 direct discrimination occurs where one individual treats another individual less favourably on grounds of their sex or race than he treats or would treat other persons.

 

It is unlawful for a company to discriminate against a person on the grounds of their sex, colour, race, nationality, ethnic or national origins: –

• in the terms on which the company offers to provide any of its services;

• by refusing or omitting to provide any of its services;

• in the way it provides any of its services.

 

Direct discrimination would also occur if a company accepted and acted upon a job registration from a client which states that certain persons are unacceptable because of their sex, colour, race, nationality, or ethnic or national origins, unless one of the exceptions applies.

 

2.2. Indirect Discrimination

 

A claim of indirect discrimination arises when an employer applies a requirement or condition generally, but which is such a proportion of persons from one racial group who can comply with it is considerably smaller than the proportion of persons not of that racial group who can comply with it.

 

Indirect discrimination would also occur if a company accepted and acted upon an indirectly discriminatory instruction from an employer.

 

VANGUARD (BOURNEMOUTH) LTD will not discriminate unlawfully when selecting candidates or temporary workers for a vacancy or assignment or in any terms of employment or terms of engagement for temporary workers.

 

If the vacancy falls within the definition of a genuine occupational qualification or any other statutory exception VANGUARD (BOURNEMOUTH) LTD will not deal further with the vacancy unless the client provides written confirmation of the genuine occupational qualification.

 

3. DISABILITY DISCRIMINATION

 

Under the Disability Discrimination Act 1995, disability discrimination occurs if for a reason which relates to the disabled person’s disability an individual:-

• treats him less favourably than he treats, or would treat others to whom that reason does not or would not apply, and,

• the employer cannot show that the treatment in question is justified.

 

VANGUARD (BOURNEMOUTH) LTD will not discriminate against a disabled job applicant or employee on the grounds of disability –

• in the arrangements i.e. application form, interview and arrangements for selection for determining to whom a job should be offered; or

• in the terms on which employment or engagement of temporary workers is offered; or

• by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or

• in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or

• by subjecting him or her to any other detriment (detriment will include refusal of training, transfer, demotion, reduction of wage; or harassment).

 

VANGUARD (BOURNEMOUTH) LTD will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.

 

4. AGE DISCRIMINATION

 

VANGUARD (BOURNEMOUTH) LTD will encourage clients not to include any age criteria or other subjective criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skill and not age.


5. COMPLAINTS AND MONITORING PROCEDURES

 

VANGUARD (BOURNEMOUTH) LTD has in place procedures for dealing with complaints of discrimination. These are available from the Administration Assistant and will be made available immediately upon request.

Corporate Social Responsibility

CORPORATE SOCIAL RESPONSIBILITY POLICY

We aim to be a leader in the field of Corporate Social Responsibility (CSR) and are committed to ensuring the best practices to this end. The policy of (CSR) instituted by our company outlines nine criteria, reflecting existing and emerging benchmarks:

 

1. LEADERSHIP COMMITMENT

The executive team are committed to the integration of (CSR) in all corporate decisions. Our workforce is expected to follow their example.

 

Our leaders will ensure that appropriate structures are in place to effectively identify, monitor, and manage (CSR) issues and performance relevant to our business.

 

2. SUSTAINABLE VALUE CREATION

 

As a company aimed at high performance, we strive to maximise ‘sustainable corporate value’. By this we mean to achieve a sound balance between profitability and (CSR). We recognise that sustainable corporate value is a continuous process of creating present and future corporate wealth, and that value creation comes from: high-quality assets, strong financial management, sound corporate governance, preservation of the natural environment and creation of relevant local capacities and protection of the public where we operate.

 

We will consider the creation of both short-term and long-term sustainable value in our decision-making.

 

3. GOVERNANCE AND BUSINESS PRACTICES

 

We conduct business in an open, honest, and ethical manner We comply with all laws and regulations where we operate. We recognise the importance of protecting all assets of the company including financial, physical, human, information, social, environmental, and reputation assets. We assess and manage our risks to effectively steward these assets.

 

We advise partners, contractors, and suppliers of our Corporate Social Responsibility Policy, and work with them to achieve compliance with the Policy.

 

4. HUMAN RIGHTS

 

While governments have the primary responsibility to promote and protect human rights, we support and encourages this goal within our sphere of influence. We do not take part in human rights abuse, and will not engage, or be complicit, in any activity that solicits or encourages human rights abuse. In providing for the protection of company personnel, we promote respect for, the protection of, human rights.

 

5. LABOUR PRACTICES

 

We apply fair labour practices, while respecting the national and local laws of the communities where we operate.

 

We do not engage in or tolerate unlawful workplace conduct, including discrimination, intimidation, or harassment. We do not engage in forced or exploitative labour. We strive to provide local employment and economic opportunities in the communities where we operate. We treat our workforce with dignity, fairness, and respect.

 

6. ENVIRONMENT, HEALTH, AND SAFETY (EHS)

 

We provide a safe and healthy working environment, and expect our workforce to comply with the health and safety practices established
for their protection.

 

We safeguard the environment, and operate in a manner consistent with, recognised global industry standards in environment, health, and safety. In all our operations, we strive to make efficient use of resources, to minimise our environmental footprint.

 

7. STAKEHOLDER ENGAGEMENT

 

We will consider the interests of all stakeholders, and are committed to timely and meaningful dialogue with stakeholders, and will address their legitimate issues and concerns within our sphere of influence. We will engage stakeholders clearly, honestly, and respectfully.

 

8. SOCIO-ECONOMIC AND COMMUNITY DEVELOPMENT

 

We emphasise collaborative, consultative, and partnership approaches to community investment and programs that no corporation is solely responsible for changing the fundamental economic, environmental, and social situation in a community.

 

Through our activities, we will assist in local capacity-building and develop mutually beneficial relationships to make a positive difference in the communities where we operate.

 

9. TRANSPARENCE

 

Our engagement towards our environmental and social responsibility will be evaluated periodically and in a transparent manner. We will advise our partners of our Corporate and Social Policy, and support their attempts to achieve these standards.

Health & Safety Policy

Please download the full document here.