Terms & Conditions: Policies
Equal Opportunities Policy
Complaints Procedure
Ethics Code
Equal Opportunities Policy
Purpose
The purpose of this policy is to provide equal opportunities to all employees, volunteers, learners and young people irrespective of gender, race, religion, ethnic origin, disability, age, nationality, national origin, sexuality, marital status and social class. We oppose all forms of unlawful and unfair discrimination.
All employees, whether part time, full time or temporary, volunteers, learners and young people will be treated fairly and equally. Selection for employment, promotion, training or any other benefit will be on the basis of ability and aptitude. All employees, volunteers, learners and young people will be helped and encouraged to develop their full potential and the talents. The resources of the workforce and volunteers will be fully utilised to maximise the efficiency of the organisation.
Commitment
The policy will be implemented within the framework of the relevant legislation which includes:-
- Equal Pay Act 1970 (Equal Value Amendment 1984)
- Rehabilitation of Offenders Act 1974
- Sex Discrimination Act 1975 and 1986 amendment
- The Sex Discrimination (Gender Reassignment) Regulations 1999
- (Indirect Discrimination & Burden of Proof Regulations 2001)
- Race Relations Act 1976
- Public Order Act 1986 Section 3
- Race Relations (Amendment) Act 2000
- Race Relations Act 1976 (Amendment) Regulations 2003
- Disabled Persons (Employment) Acts 1944 and 1958
- Disability Discrimination Act 1995
- The Protection from Harassment Act 1997
- Human Rights Act 1998
- Children Act 1989
- Employment Equality (Age) Regulations 2006
Every employee, volunteer and young person is entitled to an environment, which promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
The commitment to equal opportunities in the organisation is good management practice and makes sound business sense. The principles and practices outlined in this policy will also extend to our partners and clients. The Equal Opportunities Policy will apply to all aspects of our training provision.
Breaches of our equal opportunity policy or discrimination will be regarded as misconduct and could lead to the implementation disciplinary rules and grievance procedures
The policy will be monitored and reviewed annually.
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Complaints Procedure
Youth Federation Trading Limited (YFTL) is committed to providing a quality service for its customers and working in an open and accountable way that builds the trust and respect of all our stakeholders. One of the ways in which we can continue to improve our service is by listening and responding to the views of our customers and stakeholders, and in particular, by responding positively to complaints. We welcome the opportunity to learn any lessons arising from any complaints that mean we need to change our procedures for the future to improve the quality of the service we provide.
Therefore we aim to ensure that:
- making a complaint is as easy as possible
- we treat a complaint as a clear expression of dissatisfaction with our service which calls for an immediate response
- we deal with it promptly, politely and, when appropriate, confidentially;
- we respond in the right way with an explanation, and an apology where we have got things wrong, or information on any action taken and why it was taken
- we learn from complaints, use them to improve our service, and review annually our complaints policy and procedures
We recognise that some complaints will be raised informally. Anyone with a complaint about consultancy, research, training, projects or general services provided by YFTL should discuss their difficulty with the relevant person or persons to try and resolve the problem as quickly as possible.
Our aims are to:
- resolve informal concerns quickly
- keep matters low-key
- enable mediation between the complainant and the individual to whom the complaint has been referred
An informal approach is appropriate when it can be achieved. But if concerns cannot be satisfactorily resolved informally, then the formal complaints procedure should be followed. A letter detailing the nature of the complaint should be sent to:
YFTL Manager. 40, Thorsway, Rock Ferry,
Birkenhead
CH41 1NW
If the complaint is about the YFTL Manager the letter should be sent to:
Chief Executive. Youth Federation, 17,
Castle Street
,
Chester
CH1 2DS
The complaint will be recorded and dealt with as quickly as possible. A written reply will be provided within five working days of the complaint being received.
D. Packwood
Chief Executive
March 2007
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Ethics Code
Purpose
YFTL is committed to responsible corporate behaviour. This governs the way we interact with our key stakeholders: customers, business partners, shareholders, employees, suppliers and the setting in which we operate, including governments, society, local communities, and the environment.
The Company’s reputation, together with the trust and confidence of those with whom it deals, is one of its most valuable assets. It is therefore essential that all employees accept responsibility for maintaining YFTLs’ excellence in this area.
YFTL corporate values, which include integrity and responsibility, must underpin all that we do. The policies that we have in place, which provide guidance on the ethical standards by which we operate, must be adhered to. This code is not expected to cover every ethical circumstance so we ask employees to seek advice from their Manager if they are in any doubt.
Our Customers
We believe that integrity in dealing with customers is a prerequisite for a successful and sustained business relationship. This principle governs all aspects of our approach. We value our customers and the trust that they place in us. We will safeguard the information provided to us by our customers in accordance with relevant laws and contractual commitments. We are honest about the services we provide and would never intentionally misrepresent these.
Our Business Partners
We are committed to establishing mutual trust and mutually beneficial relations with our business partners. In our business dealings we expect our partners to respect our business principles and in turn, we respect theirs. Protecting intellectual property would be an example of this.
Our Shareholder
We will provide timely and accurate information to our shareholder on our activities and performance. To deliver shareholder value we will use our assets wisely and maintain these with the utmost care and respect, guarding against waste and abuse. We will be cost-conscious and stay alert to opportunities for improving performance whilst reducing costs.
Our Employees
Relations with our employees are based on respect and trust. We are committed to a working environment where there is mutual trust and respect and where everyone is accountable for their own actions and believes they are each responsible for the performance and reputation of our Company.
We aim to recruit, employ and promote employees on the sole basis of their ability and are committed to developing and enhancing each employee’s skills and capabilities. Our policies are designed to provide employees with safe and healthy working conditions and practices, and to enable everyone to work free from discrimination, harassment or bullying of any kind.
In return we expect our employees to act with integrity and maintain high ethical standards.
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