Under the Act, unlawful discrimination occurs in the following circumstances:
The Company will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
All employees and workers will be expected to comply with the Company’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.
Any individual who The Company finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.
Under the Act, it is unlawful to directly or indirectly discriminate against, or to harass or victimise, a person because of age. Age discrimination does not just provide protection for people who are older or younger: people of all ages are protected.
The Company will not discriminate directly or indirectly, or harass or victimise, any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.
The Company is committed to recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions, regardless of age. No age requirements will be stated in any job advertisements on behalf of the company.
If the Company requests age as part of its recruitment process, such information will not be used as selection, training, or promotion criteria or in any detrimental way. It shall be only for compilation of personal data, which the company holds on all employees and workers, and as part of its equal opportunities monitoring process. In addition, age data shall be held on those under age 22 in order to adhere to Conduct of Employment Agencies and Employment Business Regulations 2003 and other relevant legislation applicable to children or young candidates.
Where a client requests age or date of birth, this will have to be under an occupational requirement or with an objective justification, which should be confirmed in writing.
This policy also covers the treatment of those employees and workers who work on a part-time basis. The Company recognises that it is an essential part of this policy that part time employees are treated on the same terms, with no detriment, as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave, and access to our pension scheme. The Company also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.
In cases where we have registered with the Disclosure and Barring Service (DBS) and have the authority to apply for criminal records checks on individual because they are working with children or vulnerable adults or both, we will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.
Any discrimination complaint will be investigated fully under the Complaints Policy.
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