Disability Discrimination Policy

The following statement forms part of the Company Policy for Health, Safety and Welfare and complies with the Disability Discrimination Act 1995:

“It is unlawful for employers to discriminate against current or prospective employees with disabilities. Employers are required to act in a fair and common sense way.”

The aim of our policy is to ensure that no employee or job applicant receives less favourable treatment on the ground of disability or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The company will make any reasonable adjustments so that disabled persons are not put at any disadvantage compared with a non-disabled person. Selection criteria and procedure will be frequently reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and not their physical/mental abilities/disabilities. All employees will be given where appropriate, special training, to progress within the organisation. The Company is committed to a programme of action to make this policy fully effective.

The satisfactory operation of our Disability Discrimination Policy is the responsibility of every employee within the Company but principally the Managing Director to whom all queries should be directed.

The following headings are an integral part of our Disability Discrimination Policy and the implementation of each section is the responsibility of the Managing Director with the complete co-operation of the other Directors who shall be fully aware of all current relevant legislation.

Recruitment
The company will ensure recruitment and employment practises maximize the opportunity to attract and keep disabled persons. The job description/person specification for the vacant post will only include requirements which are clearly related to the duties in the effort to not deter the disabled by inadvertently discriminating against any person.

Discrimination and Harassment
Any employee who feels that he/she has any grievance for whatever reason, but especially disability discrimination or harassment of any kind, should
make known his/her grievance to his/her Supervisor and if not satisfied with the action taken as a result of his/her complaint, shall inform the Managing Director, of the grievance. The Managing Director shall endeavour to rectify the situation at the earliest opportunity.

Recruitment Advertising
Job applicants will be informed of Company Policy on Disability Recruitment Discrimination. Job applicants will be informed that the Company complies fully with the Disability Discrimination Act 1995 and shall receive a copy of this statement on request.

Provision of Services
Where necessary to ensure that the services we provide are suitable for people or organisations with disabilities the company will make every effort to arrange for the provision of suitable facilities or arrangements to ensure that anyone in this situation is not unduly disadvantaged.

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