Sanoh UK Manufacturing Ltd C.O.P 1.03

1. Purpose

1.1 The Company believes that the continuing prosperity and well being of the Company and all of our employees is dependant on the working environment that enables and encourages every employee to fulfil their potential and work together in a spirit of partnership, based on mutual trust.

1.2 The Company condemns all forms of sexual, sexual orientation, marital status, racial, religious, disability and age discrimination, which can reduce the effectiveness of the Company by creating a threatening environment, cause a great deal of distress and can lead to an increase of sickness absence and labour turnover.

1.3 The aim of the policy is to ensure that no individual is disadvantaged by conditions or requirements, which cannot be shown to be justifiable.

2. Scope

This policy applies to all employees of Sanoh UK Manufacturing Ltd at all locations.

3. Procedure

3.1 Direct Discrimination

Involving a person being treated less favourably on unfair grounds than would others in the same circumstances.

Any employee directly discriminating will be subject to disciplinary action.

3.2 Indirect Discrimination

Involving the application of a requirement or condition which, whether intentionally or not, adversely affects one group of people considerably more than another, and which cannot be justified.

Any employee indirectly discriminating will be subject to disciplinary action.

3.3 Age Discrimination

Sanoh UK’s policy is to not discriminate against age, with regards to recruitment or retirement. The retirement age for all gender is 67.

3.4 Victimisation

Sanoh UK’s will not tolerate victimisation, where an individual is treated less favourably than others because they have exercised their rights under this policy or relevant legislation.

Any employee discriminating on these grounds will be subject to disciplinary action.

3.5 Harassment

Any behaviour, deliberate or otherwise, which is unwanted, unwelcome, found to be offensive, objectionable, upsetting or embarrassing to the recipient, and which might threaten their job security or create a stressful or intimidating work environment.

Any employee discriminating on these grounds will be subject to disciplinary action.

3.6 Disability Discrimination

3.7 Complaints

The Company recognises the sensitive nature of complaints of discrimination.

Where an employee considers that he or she has been subject to discrimination, which is in direct conflict with this policy, he or she should raise the grievance with the Personnel Manager.

All complaints will be dealt with quickly, sympathetically, thoroughly and above all confidentially.

The company is concerned to ensure that staff feel able to raise such grievances and that no individual will be penalised for raising such a grievance unless it is untrue and made in bad faith.

3.8 New Employees

All new employees will be informed of the company’s policy towards Equal opportunities at induction training, when it will be stressed how seriously the Company promotes this policy.

3.9 Discipline

Any employee who discriminates any other employee on the grounds of race, religion, sex, sexual persuasion, disability or age will be subject to the disciplinary procedure. In serious cases such behaviour will be deemed to constitute gross misconduct and as such will result in summary dismissal in the absence of mitigating circumstances.

4. Responsibilities

4.1 It is the responsibility of the Personnel Manager to ensure all personnel are made aware of this policy and procedure.

4.2 All employees must ensure they do not discriminate another employee on the grounds of sex, sexual orientation, race, or religion, disability, age, marital status. Every employee has PERSONAL responsibility for the implementation of the policy. If an employee has any doubt in the application of the policy, or requires any special training he/she should contact the personnel manager.

4.3 All managers must ensure this policy is and procedure is enforced, and any employee or manager found discriminating against an individual(s) will be dealt with under the disciplinary policy and procedure.

5. Related Documentation

C.O.P 1.01  Disciplinary procedure
C.O.P 1.02  Grievance procedure