Terms and Conditions


EQUALITY POLICY

  • POLICY STATEMENT

    1. Pomegranate House recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).

    1. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.

    1. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.

    1. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

    1. Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.

    1. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.

     

     

    OUR COMMITMENT

    ·        To create an environment in which individual differences and the contributions of all our staff are recognised and valued.

    ·        Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

    ·        Training, development, and progression opportunities are available to all staff.

    ·        To promote equality in the workplace which we believe is good management practice and makes sound business sense.

    ·        We will review all our employment practices and procedures to ensure fairness.

    ·        Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

    ·        This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.

    ·        The policy will be monitored and reviewed annually

     

    RESPONSIBILITES OF MANAGEMENT

    Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive. Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:

    ·        all their staff are aware of the policy and the arrangements, and the reasons for the policy;

    ·        grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;

    ·        proper records are maintained.

    Human Resources / Head Office will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits.

     

     

    RESPONSIBILITIES OF STAFF

    Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

    ·        comply with the policy and arrangements;

    ·        not discriminate in their day to day activities or induce others to do so;

    ·        not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.

    ·        ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.

    ·        inform their manager if they become aware of any discriminatory practice.

     

    THIRD PARTIES

    Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. Pomegranate House will not tolerate such actions against its staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. Pomegranate House will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

     

    RELATED POLICIES AND ARRANGEMENTS

    All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly, and any discriminatory elements removed.

     

    RIGHTS OF DISABLED PEOPLE

     The Company attaches particular importance to the needs of disabled people.

      Under the terms of this policy, managers are required to:

     ·        make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);

    ·        include disabled people in training/development programmes;

    ·        give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.

SUSTAINABILITY POLICY

 

Last Reviewed :25/05/21
Next Review : 25/05/22

Mission Statement

Pomegranate House recognises that it has a responsibility to the environment beyond legal and regulatory requirements. We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy and operating methods, with regular review points. We will encourage customers, suppliers and other stakeholders to do the same.

Responsibility

Hana Mosavie (Founder) is responsible for ensuring that the environmental policy is implemented. However, all employees have a responsibility in their area to ensure that the aims and objectives of the policy are met.

Policy Aims

We endeavour to:

  • Comply with and exceed all relevant regulatory requirements.

  • Continually improve and monitor environmental performance.

  • Continually improve and reduce environmental impacts.

  • Incorporate environmental factors into business decisions.

Paper

  • We will minimise the use of paper in the office.

  • We will reduce packaging as much as possible.

  • We will seek to buy recycled and recyclable paper products.

  • We will reuse and recycle all paper where possible.

Energy and Water

  • We will seek to reduce the amount of energy used as much as possible.

  • Lights and electrical equipment will be switched off when not in use.

  • Heating will be adjusted with energy consumption in mind.

  • The energy consumption and efficiency of new products will be taken into account when purchasing.

Office Supplies

  • We will evaluate if the need can be met in another way.

  • We will evaluate the environmental impact of any new products we intend to purchase.

  • We will favour more environmentally friendly and efficient products wherever possible.

  • We will reuse and recycle everything we are able to.

Transportation

  • We will reduce the need to travel, restricting to necessary trips only.

  • We will promote the use of travel alternatives such as e-mail or video/phone conferencing.

  • We will make additional efforts to accommodate the needs of those using public transport or bicycles.

  • We will favour 'green' vehicles and maintain them rigorously to ensure ongoing efficiency.

Maintenance and Cleaning

  • Cleaning materials used will be as environmentally friendly as possible.

  • Materials used in office refurbishment will be as environmentally friendly as possible.

  • We will only use licensed and appropriate organisations to dispose of waste.

Monitoring and Improvement

  • We will comply with all relevant regulatory requirements.

  • We will continually improve and monitor environmental performance.

  • We will continually improve and reduce environmental impacts.

  • We will incorporate environmental factors into business decisions.

  • We will increase employee awareness through training.

  • We will review this policy and any related business issues at our monthly management meetings.

Culture

  • We will involve staff in the implementation of this policy, for greater commitment and improved performance.

  • We will update this policy at least once annually in consultation with staff and other stakeholders where necessary.

  • We will work with suppliers, contractors, and sub-contractors to improve their environmental performance.

  • We will use local labour and materials where available to reduce CO2 and help the community.

Date: 25/05/2021