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Equal Opportunities Policy

1. Introduction

Burlington Uniforms is an Equal Opportunity employer. This means that there is no discrimination or unfavourable treatment in the following activities:

  • Recruitment
  • Education and Training
  • Promotion
  • Discipline
  • Remuneration
  • Conditions of Employment
  • Standards set
  • General treatment of an employee by management or colleagues

Discrimination includes direct discrimination or indirect discrimination which basically means setting conditions which a person or group of persons cannot reasonably be expected to comply as a result of his or her or their characteristics, insofar as such characteristics are the subject matter of anti-discrimination legislation, regulations, or caselaw.

It is the company’s policy to prohibit, prevent, and eliminate all forms of discrimination.

2. Characteristics that are the subject matter of anti-discrimination policy

  • Gender
  • Sexual orientation
  • Race
  • Colour
  • Nationality
  • Ethnic origins
  • Religion
  • Religious beliefs
  • Marital Status
  • Gender change
  • Disability
  • Age

3. Legislation to which the company is committed to secure compliance

  • Equal Pay Act 1970
  • Sex Discrimination Act 1975
  • Race Relations Act 1976
  • Disability Discrimination Act 1995
  • EU Employment Directive (Religion and Sexuality) 2003
  • Gender Recognition Act 2004
  • Employment Equality (Age) Regulations 2006

4. Codes of Practice that the Company is Committed to Observe and Implement

  • Commission for Racial Equality’s Code of Practice for Employment

5. Harassment and Victimisation Prohibited

  • Harassment or victimisation is prohibited. Harassment may constitute discrimination under any of the above heads and be unlawful. The harasser may be held personally liable for such conduct in the civil and possibly the criminal courts.

6. Definitions

  • “Harassment” means misconduct of a physical, verbal, or non-verbal nature, which is unwanted and personally offensive to the recipient. Harassment does not refer to behaviour of a mutually acceptable nature but to behaviour that is unsolicited, personally offensive and fails to recognise the rights of other or the impact that such behaviour has or may have on others.
  • “Victimisation” arises where an individual is given less favourable treatment than others in the same circumstances because he or she has made or indicated that he or she intends to make allegations or complaints of discrimination or has provided information or assistance to a complainant about such allegations or complaints.
  • The following are examples of inappropriate and unacceptable behaviour covered by the policy. They do not form an exhaustive list;
  • Physical: Unwanted physical conduct, including unnecessary touching, patting, pinching against another employee’s person, assault, coercing sexual intercourse, physical threats and insulting or abusive behaviour or gestures.
  • Verbal: Unwelcome advances, propositions or pressure for sexual activity, continued suggestions for social activity outside the workplace after it has been made clear that such suggestions are unwelcome, offensive flirtations, lewd comments, innuendo, or abusive language, cutting remarks, teasing, and ribald comments.
  • Others: The display of pornographic or sexually suggestive picture including male or female pin-ups, offensive objects or written materials including graffiti, making abusive or offensive gestures including leering and whistling. Any other unacceptable non-verbal conduct intended or reasonably expected to denigrate a person for whatever reason.

7. Duties under this policy

  • All employees have a personal responsibility not to behave in away that could be offensive to others
  • Managers and Supervisors are responsible for investigating any complaints of harassment, bullying or discrimination and for communicating the communicating this policy to employees.
  • The Managing Director has overall responsibility for this policy and its effective implementation

8. Breach of Proscribed Conduct

  • Breach of this policy will render an employee liable to disciplinary action.

9. General matters

  • The aim of this policy is to prevent all forms of offensive behaviour.
  • Selection (recruitment and promotion) criteria will be frequently reviewed to ensure that no action is taken or decision made which is incompatible with this
  • The company is fully committed to a programme of action to make this policy fully effective including training, awareness seminars, and review of the policy.

10. Procedure,

This policy has been introduced to enable employees who believe they have been the subject of harassment to take action. The nature of a complaint is such that it is recognised that you may not wish to discuss the matter directly with your line manager. The policy therefore seeks to enable complaints to be dealt with by any member of management or by the Human Resources Department.

Reference to, and application of, the policy does not deny or inhibit in any way whatsoever either the Company’s or your legal rights, responsibilities, obligations and remedies.

  • Informal Process: Wherever possible, if you believe you have been the subject of harassment you should tell the alleged harasser that you find their behaviour offensive and ask them to stop. You may refer any incident(s) of harassment confidentially to any Manager you choose or to a Directors. They will listen to your complaint and will provide support and assistance if you do not wish to invoke the formal procedure.

It is recommended that if you are the subject of harassment you keep personal notes of all events from the first instance.

  • Formal Process: If the harassment continues, or you are unable or unwilling to confront the alleged harasser then you should report the alleged incident(s) to a Director. You may be accompanied and/or represented by a colleague or Trade Union representative at all times.

You will be asked to make a formal complaint. Where a complaint has been made, an investigation will take place to determine whether or not disciplinary action should be taken in accordance with the disciplinary procedures.

Where appropriate and practicable the alleged harasser may be transferred to another work area during the investigation process, or suspended. Where the investigation shows that the complaint is well founded it may be necessary to separate the persons concerned permanently. Where this is the case every effort will be made to move the alleged harasser and not the person who has been harassed, unless that person has expressed a desire to move.

If it is decided that disciplinary action should be taken, the alleged harasser will be entitled to be represented and/or accompanied by a colleague or Trade Union representative throughout all stages of the disciplinary procedure.

If the Director dealing with the investigation decides not to proceed with disciplinary action, he will advise the person who has made the complaint accordingly.

If you believe that you have been the victim of harassment you may invoke the Grievance Procedure.