Company Policy

Below we have written out a few of our company policies including:

• Environmental Policy
• Equal Opportunities and Dignity at Work Policy
• Transfer of Undertakings Protection of Employment Regulations 1981 (TUPE)

Company Policy

Below we have written out a few of our company policies including:

• Environmental Policy
• Equal Opportunities and Dignity at Work Policy
• Transfer of Undertakings Protection of Employment Regulations 1981 (TUPE)

Environmental Policy

Clean and Tidy UK is committed to the protection and conservation for its employees, customers, suppliers and neighbours. This commitment is applied throughout the company, environmentally friendly products and services will be used wherever and whenever possible.

The main concern of our environmental policy will include, but not be exclusive to:

• The company will employ services and products that safeguard peoples health, protect the environment and conserve valuable materials and resources
• The companies environmental concerns take priority over economic restrictions and consideration
• The company will encourage, promote and recommend the use of products and services that maximise conservation of resources
• The company will take every opportunity to re-cycle and re-use waste materials generated by its operations
• The company will no longer permit the use of bleach
• The company will run all petrol driven motor vehicles on lead free petrol
• The company will not permit the use of aerosols which contain CFC’s
• The company will ensure that all cleaning detergents are bio-degradable
• The company will use and promote re-cycled and recyclable paper products whenever possible
• The company will be dedicated to the continual improvements of its performance on environmental protection issues

Clean and Tidy UK is a caring company which makes every effort to achieve its responsibilities for their standard as well as their clients.

Environmental Policy

Clean and Tidy UK is committed to the protection and conservation for its employees, customers, suppliers and neighbours. This commitment is applied throughout the company, environmentally friendly products and services will be used wherever and whenever possible.

The main concern of our environmental policy will include, but not be exclusive to:

• The company will employ services and products that safeguard peoples health, protect the environment and conserve valuable materials and resources
• The companies environmental concerns take priority over economic restrictions and consideration
• The company will encourage, promote and recommend the use of products and services that maximise conservation of resources
• The company will take every opportunity to re-cycle and re-use waste materials generated by its operations
• The company will no longer permit the use of bleach
• The company will run all petrol driven motor vehicles on lead free petrol
• The company will not permit the use of aerosols which contain CFC’s
• The company will ensure that all cleaning detergents are bio-degradable
• The company will use and promote re-cycled and recyclable paper products whenever possible
• The company will be dedicated to the continual improvements of its performance on environmental protection issues

Clean and Tidy UK is a caring company which makes every effort to achieve its responsibilities for their standard as well as their clients.

Equal Opportunities and Dignity at Work Policy

Clean and Tidy UK believes that it is the right of everyone to be fairly considered, on their own merits, for employment, transfers and promotions together with total equality at all times.

No account will be taken of race, creed, gender, marital status, contracted hours of work or disabilities, unless such circumstances materially affect a person’s ability to carry out their normal duties.

Clean and Tidy UK also believes that it is right and an essential condition of employment that all employees are treated with dignity and respect.

As such, any or all forms of ‘harassment’, ‘bullying’ or ‘discrimination’ of any kind, will not be permitted nor condoned by the company, its employees, clients or suppliers.

There may be occasions when you hear or experience comments or actions which are offensive, or of a personal detriment. If it should happen, you may leave the work area immediately, but must report the situation directly and immediately to the most senior supervisor or manager on duty.

Any actions leading to a ‘loss of dignity’ or ‘inequality’ must be reported immediately, or as soon as is reasonably practically, using the grievance procedure, to your supervisor or manager.

All reported incidents will be thoroughly investigated and where there is reasonable proof, then disciplinary action will be the result, which could lead to dismissal, with or without notice.

Equal Opportunities and Dignity at Work Policy

Clean and Tidy UK believes that it is the right of everyone to be fairly considered, on their own merits, for employment, transfers and promotions together with total equality at all times.

No account will be taken of race, creed, gender, marital status, contracted hours of work or disabilities, unless such circumstances materially affect a person’s ability to carry out their normal duties.

Clean and Tidy UK also believes that it is right and an essential condition of employment that all employees are treated with dignity and respect.

As such, any or all forms of ‘harassment’, ‘bullying’ or ‘discrimination’ of any kind, will not be permitted nor condoned by the company, its employees, clients or suppliers.

There may be occasions when you hear or experience comments or actions which are offensive, or of a personal detriment. If it should happen, you may leave the work area immediately, but must report the situation directly and immediately to the most senior supervisor or manager on duty.

Any actions leading to a ‘loss of dignity’ or ‘inequality’ must be reported immediately, or as soon as is reasonably practically, using the grievance procedure, to your supervisor or manager.

All reported incidents will be thoroughly investigated and where there is reasonable proof, then disciplinary action will be the result, which could lead to dismissal, with or without notice.

Transfer of Undertakings Protection of Employment Regulations 1981 (TUPE)

The Company will comply with all statutory requirements in respect of the TUPE Regulations 1981, and such E.C. Directives in respect of these regulations.

New E.C. Directives that do not have approval of the UK Government will immediately be put into place of the TUPE Regulations 1981.

E.C. Directives that do not have the approval of the UK Government will be implemented, if the company agrees in general with the recommendations.

The Company will always comply with the TUPE Regulations 1981, if it applies to the particular group of Employees, or individual employees.

The Company will follow the ACAS Code of Practice in respect of Disclosure of Information.

Employees will be informed as to whether the TUPE Regulations 1981 and necessary E.C. Directives apply.

The Company will always consult with either Trade Unions or legal representatives of the Employees 90 days previously to the TUPE Regulations 1981 coming in to force, or such shorter period if it is not possible for consultation to take place 90 days previously.

All Employees rights will automatically be transferred as laid down in the TUPE Regulations 1981 and E.C Directives, and the Company will notify Employees of their rights.

Transfer of Undertakings Protection of Employment Regulations 1981 (TUPE)

The Company will comply with all statutory requirements in respect of the TUPE Regulations 1981, and such E.C. Directives in respect of these regulations.

New E.C. Directives that do not have approval of the UK Government will immediately be put into place of the TUPE Regulations 1981.

E.C. Directives that do not have the approval of the UK Government will be implemented, if the company agrees in general with the recommendations.

The Company will always comply with the TUPE Regulations 1981, if it applies to the particular group of Employees, or individual employees.

The Company will follow the ACAS Code of Practice in respect of Disclosure of Information.

Employees will be informed as to whether the TUPE Regulations 1981 and necessary E.C. Directives apply.

The Company will always consult with either Trade Unions or legal representatives of the Employees 90 days previously to the TUPE Regulations 1981 coming in to force, or such shorter period if it is not possible for consultation to take place 90 days previously.

All Employees rights will automatically be transferred as laid down in the TUPE Regulations 1981 and E.C Directives, and the Company will notify Employees of their rights.