Management Policy Statement on employee and contractor alcohol and drug abuse.

• The company is committed to a safe, healthy and productive workplace for all employees and contractors.


• The company recognises that abuse of alcohol, drugs or other substance by an employee or contractor will impair that person's ability to work properly and safely and could have serious consequences for the safety and efficiency of other employees or contractors. Such behaviour could also damage the company's reputation with the public.


• The use, possession, distribution or sale of any illegal or unprescribed drugs or the misuse of legitimately prescribed drugs on company premises is strictly prohibited and is grounds for instant dismissal.


• Possession, consumption, distribution or sale of alcoholic beverages, save in the normal course of company trading, is strictly prohibited and is grounds for instant dismissal.


• Being unfit for work because of misuse of drugs or alcohol is strictly prohibited and is grounds for instant dismissal.


• Whilst the policy above refers specifically to alcohol and drugs, it applies to all forms of substance abuse.


• Contractors working on company premises are expected to enforce similar policies regarding alcohol and drug abuse.

Contractors working on company premises are expected to enforce similar policies regarding alcohol and drug abuse.

Management Environmental Policy Statement

• The company will ensure that all activities meet legal and EC Directives/requirements and conditions of any applicable Planning Consents.


• The company will maintain a safe environment for all employees, customers and contractors.


• The company is committed to be a good neighbour and to minimise the impact of any company activities on the neighbourhood.


• Wherever reasonably practicable, the company will use environmentally friendly materials, substances and equipment and strive to improve the environmental awareness of all staff.


• In the event of any spills of product, leaks or other incident likely to cause any contamination, the company will take all steps to contain and dispose of waste products in an appropriate manner to facilities equipped and licensed to deal with them. All statutory bodies will be notified.

All employees/contractors working on company premises are expected to confirm to the above policy.

Management Safety Policy Statement. - Health & Safety at Work etc. Act 1974.

• In addition to complying strictly with health and safety measures as required by legislation, it will be the Company's policy to promote, and give high priority to, the continuing establishment of a healthy and safe working environment.
  
• The Company recognises that an effective policy depends on a dedicated attitude by all its employees, whether directly employed or sub-contracted.
  
• The Company's objective is to ensure that for the protection and health, both of Its employees and the general public, working conditions and practices are established and continuously reviewed to achieve a safe, healthy and injury-free operation by means of:
  
• A safe and healthy working environment.


• Appropriate training and employee instruction.


• Identification of potential hazards to health and safety in the workplace and the implementation of plans to eliminate or control such hazards.


• Provision of appropriate and adequate protective clothing.


• Provision of specialist advice where appropriate.


• Awareness by employees that they themselves have a clear duty to take every reasonable precaution to avoid injury to themselves, their colleagues and members of the public.


• The Company will expect that any contractors carrying out work on behalf of the Company will have in place adequate health and safety procedures and standards to safeguard their own employees in addition to the Company's employees and the general public. The Company will take reasonable steps to ensure that such contractors abide by their procedures.

Responsibility for implementing and monitoring this policy lies with the management.

• If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from your next payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period.


• If you are hourly paid and you "clock in" late you will lose pay. If you “clock in” 5 minutes late you will lose 5 minutes pay and so on.


• If you arrive for work more than one hour late without having previously notified us, other arrangements may have been made to cover your duties and you may be sent off the premises for the remainder of the shift without pay.


• Lateness or absence may result in disciplinary action and/or loss of appropriate payment.


• If there is a temporary shortage of work for any reason, we will try to maintain your continuity of employment even if this necessitates placing you on short time working, or alternatively, lay off. If you are placed on short time working, your pay will be reduced according to time actually worked. If you are placed on lay off, you will receive no pay other than statutory guarantee pay.


• If you are an allocated key holder, you must ensure that all procedures and guidelines are followed when securing the building prior to leaving. The keys and any security measure such as alarm codes must be kept safe at all times. You must not give the keys or alarm code to any third party unless authorisation is obtained from a Manager. Any loss or damage caused as a result of your failure to follow procedures or your negligence in ensuring the safekeeping of the keys and alarm code will result in disciplinary action which could lead to your summary dismissal. We also reserve the right to deduct the cost of any loss, repair or replacement from any monies owing to you


• Any cash shortages, this includes discrepancies in Paypoint and Lotto, at the end of the shift will be the responsibility of the shift on duty and must be made good by that shift or stock deficiencies that you are found to be responsible for. Any such shortages will be deducted from wages.


• Any amounts owing to your personal staff account.


• Any fuel that you have not called down on your till and/or failure to ask a customer if they have any fuel to pay for or any fuel card sale that has been incorrectly cashed. Any such shortages will be deducted from wages.


• Any damage to vehicles, stock or property (including non-statutory safety equipment) that is the result of your carelessness, negligence or deliberate vandalism will render you liable to pay the full or part of the cost of repair or replacement.
  
  
  
  • Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is as a result of your negligent behaviour or your unsatisfactory standards of work will render you liable to reimburse to us the full or part of the cost of the loss.
  
  
  • In the event of an at fault accident whilst driving one of our vehicles you may be required to pay the cost of the insurance excess up to a maximum of £250.00.
  
  
  • In the event of failure to pay, such costs will be deducted from your pay.
  
  
  
  

• On termination of your employment you must return any Company vehicle in your possession to our premises. Failure to return the vehicle will result in the cost of its recovery being deducted from any monies outstanding to you.


• Any fines imposed by relevant authorities including (but not limited to) speeding and parking will be payable by the employee. The Company take no responsibility for the payment of fines incurred by the employee during their employment. In the event that the Company receive the summons on the employee’s behalf or owing to a fine incurred by the employee, we may pay the fine and deduct the cost from the employee’s wage.


• Failure to adequately clean the vehicle may mean you are subject to the cost of the valet being deducted from your pay.


• If you arrive for work and, in our opinion, you are not fit to work, we reserve the right to exercise our duty of care if we believe that you may not be able to undertake your duties in a safe manner or may pose a safety risk to others, and send you away for the remainder of the day with or without pay and, dependent on the circumstances, you may be liable to disciplinary action.


• Any goods purchased by you from the Employer.


• If you terminate your employment without giving or working the required period of notice, as indicated in your individual statement of main terms of employment, you will have an amount equal to any additional cost of covering your duties during the notice period not worked deducted from any termination pay due to you. You will also forfeit any contractual accrued holiday pay due to you over and above your statutory holiday pay, if you fail to give or work the required period of notice.


• On the termination of your employment you must return all our property which is in your possession or for which you have responsibility. Failure to return such items will result in the cost of the items being deducted from any monies outstanding to you. 


• On the termination of your employment you must return all items of your uniform to us. Failure to return such items will result in the cost of the items being deducted from any monies outstanding to you.