Health and Safety Policy Statement

 It is Trust Cooling Limited policy to ensure, as far as reasonably practicable, the health, safety and welfare of its employees whilst at work, and to have due regard for visiting and neighbouring members of the public. This is a statutory duty under the Health and Safety at Work Act 1974 and supporting regulations.

Our employees have a statutory duty to take reasonable care for the health and safety of themselves and others that may be affected by their acts or omissions at work and to co-operate  with the company to meet its duties.

 To enable these duties to be carried out, it is our intent to ensure that responsibilities for health and safety matters are effectively assigned, accepted, and fulfilled, consistent with good practices throughout the company at all levels within the organisational structure.

 The company so far as reasonably practicable will

·         provide and maintain safe and healthy working conditions, plant, equipment and systems for all our employees.

·         provide and maintain safe workplace with safe access and egress to the workplace.

·         ensure storage, handling, usage and transporting of articles and substances is safe and without risk to health.

·         provide all employees with information, instruction, training and supervision as necessary to secure their safety and health at work

·         ensure continuous risk assessments are carried out.

·         ensure monitoring activities are undertaken to maintain agreed standards.

With this intention, the company will provide funds, materials and staff, together with the necessary information, instruction, training and supervision to provide a safe environment.

The Health & Safety Manager;  is the competent person, as required by the Management of Health & Safety at Work regulations 1999,  who will assist the company in undertaking the measures needed to comply with relevant statutory provisions.   The company will provide the Health and Safety Manager with sufficient authority and resources to implement this policy.

The Health and Safety Committee provides and maintains effective procedures for consultation and communication between all levels of management and employees on all matters regarding health and safety.

Whilst it is a statutory duty to comply with regulations, these are seen as a minimum requirement only. Trust Cooling Limited expects the full co-operation of all employees to improve standards in all aspects of health and safety at work.

 All employees have my full support in the implementation of this policy.

Enviromental Policy Statement

1.1) We recognise that our operations have an effect on the local, regional and global environment. We will ensure that all staff are trained in our environmental management policy and given guidance in its implementation.

1.2) Current environmental regulations, laws and codes of practice will be regarded as setting the minimum standards of environmental performance.

1.3) We will implement measures to help the business and its employees to use ‘green transport’, for example, providing facilities for cyclists, encouraging car sharing, and encouraging the use of public transport by providing information on local routes.

2) We will dispose of all waste in a responsible manner, ensuring that we always comply with the Duty of Care Regulations. Any services used for the storage or disposal of waste will be checked to ensure that appropriate licences are held.

3) If any notice or prosecution related to a breach of environmental legislation is served against the business by the Environment Agency, a local authority, or another regulatory body, we will immediately notify Exor Management Services and provide full details of the incident.

4) We will try, where possible,  to use suppliers who are willing to take away packaging for re-use or recycling and will consider the environmental impact of any purchases.

5) We will try to reduce the energy and water consumption of the business and minimise CO2 emissions. We will invest in the improved energy efficiency of products we use and investigate environmentally safe and sustainable energy sources.

6) We will ensure that dust, noise and odour do not cause a nuisance to the community surrounding the place of business or site on which we are working.

7) We will try to reduce waste production and carry out recycling as much as possible.

8) In the office environment, paper will be used sensibly, with measures to re-use and recycle waste paper, and the increased use of electronic communication to reduce the need for paper use.

9) We will ensure that no polluting matter enters surface waters or groundwater, will obtain permission before discharging any contaminated water, and before commencing any works we will check the area for endangered species, protected plant species, trees subject to a Tree Preservation Order, and protected archaeology.

10) We will try to use sub-contractors and suppliers who comply with the requirements of our environmental management policy, and will help sub-contractors and suppliers to comply with environmental laws and regulations as much as possible.

Equal Opportunities Statement

Trust Cooling Limited is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability or age.

Trust Cooling Limited will follow the recommendations of the CRE’s Statutory Code of Practice on Racial Equality in Employment in all its employment policies, procedures and practices. We will also seek advice from the Equal Opportunities Commission regarding sexual equality at work, consult the Disability Rights Commission about disability in employment issues, and contact ACAS to ensure that we comply with age discrimination legislation.

Equal Opportunity Policy

The aims of this policy are to ensure that:

• No-one receives less favourable treatment, on grounds of race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability or age; or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds, or victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.

• The organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive, or humiliating environment.

• Opportunities for employment, training and promotion are equally open to male and female candidates, candidates from all racial groups, candidates with or without disabilities, and candidates of any age.

• Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.

This policy applies to all aspects of employment, from recruitment to dismissal and former workers’ rights.

We will take the following steps to put the policy into practice and make sure that it is achieving its aims:

1.         The policy will be a priority for the organisation.  

2.         Kemal Alper, director, will be responsible for the day to day operation of the policy.  

3.         The policy will be communicated to all workers and job applicants, and will be placed on the company’s intranet and website.

4.         Workers and their representatives and trade unions will be consulted regularly about the policy, and about related action plans and strategies.

5.         All workers will be trained on the policy, on their rights and responsibilities under the policy, and on how the policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation.

6.         Managers and workers in key decision-making areas will be trained on the discriminatory effects that provisions, practices, requirements, conditions, and criteria can have on some groups, and the importance of being able to justify decisions to apply them.

7.         Complaints about discrimination or harassment in the course of employment will be regarded seriously, and may result in disciplinary sanctions, and even dismissal. The complaints procedure will be published in a form that is easily accessible.

8.         Opportunities for employment, promotion, transfer and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of  race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability or age.

9.         All workers will be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation.

10.       Selection criteria will be entirely related to the job or training opportunity.

11.       We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.

12.       We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively, and will accommodate them unless it would cause significant difficulties to the business or the employee.

13.       Information on the ethnic and racial background, gender, disability, and age of each worker and applicant for employment, promotion and training will be collected and analysed, to monitor each stage of the recruitment process. The information will be held in strictest confidence and will only be used to promote equality of opportunity.

14.       If the data shows that people from a particular gender, racial group, or age band are under-represented in particular areas of work, lawful positive action training and encouragement will be considered for workers and others from that group, to improve their chances of applying successfully for vacancies in these areas.

15.       Grievances, disciplinary action, performance assessment, and terminations of employment, for whatever reason, will also be monitored by gender, racial group, age, and disability.

16.       Requirements, conditions, provisions, criteria, and practices will be reviewed regularly, in the light of the monitoring results, and revised if they are found to, or might, discriminate on any of the above grounds.

17.       All contracts between Trust Cooling Limited and contractors to supply goods, materials or services will include a clause prohibiting unlawful racial discrimination or harassment by contractors and their staff, and by any sub-contractors and their staff. The clause will also encourage contractors and potential contractors to provide equality of opportunity in their employment practices.

18.       The effectiveness of the policy will be monitored regularly. A report on progress will be produced each year, and published via the intranet, the website, the staff newsletter, notice boards, and the annual report.

19.       Customers and clients will be made aware of the policy, and of their right to fair and equal treatment, irrespective of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability or age.

This policy has been endorsed Kemal Alper and has the full support of the management / board.

Kemal Alper

Director

Trust Cooling Limited.