Our Policies

1.Objective 

 The aim of this policy is to establish measures that ensure compliance with relevant anti-bribery and corruption regulations while promoting socially responsible business conduct within the Company.

2.Policy Declaration

 Bribery encompasses actions such as offering, promising, giving, accepting, or requesting incentives that are illegal or breach trust. A bribe refers to inducements or rewards provided to gain illegal or improper commercial, contractual, regulatory, or personal advantages. Our commitment is to conduct business honestly and ethically. We maintain a zero-tolerance stance towards bribery and corruption.

We pledge to act with fairness and integrity in all our business transactions and relationships, irrespective of our geographical presence. We will enforce robust systems to combat bribery and adhere to all relevant laws, including the UK’s Bribery Act 2010, both domestically and internationally. Bribery and corruption can result in individuals facing up to ten years of imprisonment and fines.

Engaging in corruption could lead to unlimited fines, exclusion from public contract bidding, and damage to our reputation. Thus, we take our legal responsibilities very seriously.

  1. Coverage

 

3.1 Who Falls Under the Policy? In this policy, “third party” encompasses any individual or organisation encountered during your work for us, including actual or potential clients, customers, suppliers, distributors, business contacts, agents, advisers, government and public bodies, politicians, and political parties, along with their representatives and officials.

 

This policy applies to all individuals at every level and grade, including senior management, officers, directors, permanent, fixed-term, or temporary employees, consultants, contractors, trainees, seconded staff, remote workers, casual workers, agency staff, volunteers, interns, agents, sponsors, or any person associated with us, our subsidiaries, or their employees, regardless of location (referred to as employees in this policy). This policy addresses:

  • Bribes; 
  • Gifts and hospitality; 
  • Facilitation payments; 
  • Political contributions; 
  • Charitable contributions.

 

3.2 Bribes Employees must refrain from engaging in bribery in any form, either directly or through a third party, such as an agent or distributor.

3.3 Gifts and Hospitality Employees must not offer or provide gifts or hospitality that could be considered illegal or improper or contravene the recipient’s policies unless approved in writing by the managing director. Employees may not accept cash gifts or hospitality that implies the expectation of favours, unless approved in writing by the managing director. If declining a gift is inappropriate, it may be accepted, provided it is declared to the managing director and donated to charity.

3.4 Political Contributions We do not make donations, whether in cash or kind, to support any political parties or candidates, as this can be seen as an attempt to gain an improper business advantage.

3.5 Charitable Contributions We encourage and accept charitable support and donations in various forms. However, employees must ensure that charitable contributions are not used to conceal bribery. All charitable donations must comply with local laws and practices and be approved by the managing director. All charitable contributions should be publicly disclosed.

Your Responsibilities 

It is your responsibility to read, comprehend, and adhere to this policy. Preventing, detecting, and reporting bribery and corruption are obligations for all individuals working for us or under our authority. Employees must avoid any activities that might suggest a breach of this policy and should promptly notify the managing director if they suspect a conflict or violation of this policy.

Any employee found in breach of this policy may face disciplinary action, including potential dismissal for gross misconduct. We retain the right to terminate relationships with other workers who breach this policy.

Record-Keeping 

We must maintain financial records and effective internal controls that provide a legitimate business justification for payments to third parties. Employees must maintain written records of all accepted or offered gifts or hospitality, subject to managerial review. All expenses related to hospitality, gifts, or payments to third parties must adhere to our expenses policy and include a clear rationale for the expenditure. All documents and records related to interactions with third parties, such as clients, suppliers, and business contacts, must be maintained with accuracy and completeness, without any off-book accounts to facilitate improper payments.

Reporting Concerns 

You are encouraged to report any concerns about misconduct at the earliest opportunity. If you are unsure about whether an act constitutes bribery or corruption or have any other queries or concerns, please bring them to the attention of the managing director.

Responding to Bribery or Corruption

 If you are offered a bribe, asked to make one, suspect future misconduct, or believe you are a victim of unlawful activity, inform the managing director immediately.

Protection 

We support those who refuse to participate in bribery or corruption and those who report suspicions in good faith under this policy, even if they later prove unfounded. We are committed to preventing detrimental treatment, such as dismissal or threats, towards individuals who raise concerns. If you believe you have suffered such treatment, notify the managing director. If unresolved, employees can use the company’s Grievance Procedure.

Training and Communication

 New employees receive training on this policy as part of their induction process. Existing employees undergo regular, relevant training on policy implementation and adherence. All employees are asked to formally confirm their compliance with this policy annually. Our zero-tolerance stance on bribery and corruption should be communicated to suppliers, contractors, and business partners at the beginning of our relationships and as necessary thereafter.

Policy Responsibility 

The managing director is responsible for ensuring this policy aligns with our legal and ethical obligations and is followed by all under our control. The operations manager has primary responsibility for policy implementation, monitoring, and addressing interpretation inquiries. All management levels are responsible for familiarizing their teams with this policy, ensuring understanding, and providing regular training.

Monitoring and Review

The operations manager will monitor policy effectiveness and conduct periodic reviews to assess its suitability, adequacy, and efficiency. Improvements will be implemented promptly when identified. Internal control systems and procedures will be regularly audited to ensure they effectively counteract bribery and corruption. All employees share responsibility for the success of this policy and should use it to report any suspected wrongdoing. Employees are encouraged to provide feedback on the policy and suggest improvements. This policy is not part of any employment contract and may be amended at any time.

INTRODUCTION

The Statement summaries UK Nationwide Ltd’s efforts to comprehend every risk of modern slavery associated to its business and to put measures in place aimed at preventing human trafficking and slavery in both its own operations and supply networks.

The organisation is aware of its obligation to prevent slavery and human trafficking as a member of the hospitality and security sectors.

Additionally, our company is committed to eliminating slavery and human trafficking in its operations and making sure that its supply chains are free of slavery and human trafficking.

ORGANISATIONAL STRUCTURE AND SUPPLY CHAINS

This statement covers the activities of UK Nationwide Ltd:

  • UK Nationwide is an independent hospitality & security company specializing in facility management. The organization was established in 2011 and now has over ten years of experience in the hospitality & security sector. In order to meet the demands and expectations of each client, UK Nationwide Ltd develops a partnership with each one its clients, understand their need and strategy which enables the company to provide them with bespoke services in order to meet the clients expectations.
  • UK Nationwide Ltd provides specialist hospitality & security guarding services.
  • The workforce of the company is employed on a permanent contractual basis. The Immigration, Asylum and Nationality Act 2006, BS 7585:2012 standards, and SIA requirements are followed when conducting right to work, residency, security industry authority, and employment history verification checks. We have made sure that all employees receive their monthly National Minimum Wage and Benefits payments on time on a monthly basis.

 

The organization currently operates in the following country:

  • England

There are no activities that are thought to be a high risk of human trafficking and slavery.

Through a supplier/procurement code of conduct, it will be the responsibility of the company to guarantee that all suppliers adhere to the Modern Slavery Act of 2015.

RESPONSIBILITY

The following people are in charge of the organization’s anti-slavery initiatives:

  • Policies: Operations Manager and Managing Director.
  • Investigations/Due Diligence: The Operations Manager is responsible of conducting inquiries and investigating due diligence in connection to known or suspected instance of human trafficking and slavery that are either known or suspected. Site visits are carried out to make sure that there are no unsafe or unhygienic working environments for the staff members.
  • Training: The Operation Manager is responsible of making sure that everyone in the organisation and every link in the supply chain are aware of the hazards of slavery and human trafficking.

RELEVANT POLICIES:

Following are the organisation’s policies that outline how it identifies modern slavery hazards and takes action to stop slavery and human trafficking in its operations:

  • Employee code of conduct: This organisation’s code outlines the actions and behaviors that are required of workers when they represent the organisation. The organisation strives to maintain the highest stand or employee conduct and ethical behaviour when operating on other sites and managing its supply chain.
  • Supplier Code of Conduct: The organisation is dedicated to ensuring that its suppliers uphold the highest ethical standards. Suppliers must demonstrate that they employ labor ethically and within the law, treat workers with respect and dignity, and ensure safe working conditions where appropriate. All potential and current suppliers are expected to submit a supplier questionnaire as part of the supply chain selection process. The suppliers must also demonstrate compliance with the Asylum and Immigration Act of 2006, the Labor Standards, and the standards general principles. This enables the procurement team to identify any possible risk to the quality of service to deliver high-quality services or goods, as well as to stop any slavery or human trafficking. The supplier code of conduct is examined during audits of all suppliers.
  • Recruitment Policy: The organisation exclusively hires individuals on a contractual basis. All employees are subject to right to work, residency, Security Industry Authority, and employment checks prior to the start of employment in line with the Immigration, Asylum, and Nationality Act of 2006, the Security Industry Authority, and the BS 7585:2012 code of conduct. The hiring process complies with all applicable UK laws. Since it includes the minimum wage, it is not at risk to human trafficking or slavery.
  • Corporate Governance and Social Responsibility Policy: UK Nationwide’s corporate governance and social responsibility policy outlines the duties of the board of directors as well as the organization’s commitment to workplace safety, health, and the environment. It also provides assurance to the supplier chain code of conduct. The policy is clarified to the entire workforce and is covered in the induction program.
  • Anti-Bribery Policy: The organisation’s anti-bribery policy strives to prevent any type of bribery from being committed by any stakeholder(s) associated within the organisation. The policy is explained to every employee and is covered is covered in the induction program.

DUE DILIGENCE

 In its pursuit of excellence, the organisation exercises due diligence when contemplating the addition of new suppliers and regularly reviews its existing supplier relationships. The organisation’s due diligence and review processes encompass the following aspects:

  • Assessing the risks associated with modern slavery and human trafficking for each prospective supplier in accordance with the supply chain selection procedure.
  • Conducting supplier audits under the oversight of the UK Nationwide Compliance Director, with a heightened focus on slavery and human trafficking when general risks are identified.
  • When necessary, taking corrective measures to enhance the practices of underperforming suppliers. This includes offering guidance to suppliers and mandating the implementation of action plans where applicable. Audits conducted by UK Nationwide Ltd suppliers have consistently affirmed their adherence to the UK Nationwide Ltd supplier code of conduct, eliminating the need for improvement plans.
  • If required, implementing sanctions against suppliers that fail to improve their performance in accordance with an action plan or gravely violate our supplier code of conduct, which may include terminating the business relationship. Audits conducted by UK Nationwide Ltd suppliers have consistently confirmed their alignment with the  UK Nationwide Ltd supplier code of conduct, precluding the issuance of any sanctions, including contract terminations.
  • Affirming the right of employees to freely form or join unions when deemed necessary.

PERFORMANCE INDICATORS

 

In light of the introduction of the Modern Slavery Act 2015, the organisation commits to reviewing its existing supply chains by the conclusion of the financial year to ensure their compliance with the Modern Slavery Act 2015.

TRAINING

The organisation mandates that all staff members, including managerial personnel, undergo awareness training on modern slavery as an integral module within the organisation’s induction, management development, and refresher programs.

The organisation’s modern slavery awareness training encompasses the following key areas:

  • Examination of our business procurement practices, which exert a significant influence on supply chain conditions and should, therefore, be designed to prevent the acquisition of goods and services at unrealistically low prices, the utilisation of labour engaged at wages below a country’s national minimum wage, or the fulfilment of product orders within an impractical timeframe.
  • Instruction on evaluating the risk of slavery and human trafficking across various facets of the business, inclusive of available resources and support.
  • Guidance on recognizing indicators of slavery and human trafficking.
  • Protocols for escalating potential issues related to slavery or human trafficking to the relevant parties within the organisation.
  • Guidance on the necessary steps the organisation should take if suppliers or contractors fail to implement anti-slavery policies in high-risk scenarios, including their potential removal from the organisation’s supply chain.

This statement has been formally approved by the organisation’s Director, who will conduct an annual review and make necessary updates.

 

 

Applicable to UK Nationwide Ltd

UK Nationwide Ltd seeks to be a good corporate citizen in everything that it does. We have therefore determined to bring together our existing operating principles into one framework policy under the heading of Corporate Social Responsibility (CSR).

The principles encompassed in this policy cover all areas of the Group’s operations and have been developed and continue to be reviewed

UK Nationwide Ltd Managing Director supports the principles set out in those codes and standards and the aim of this policy is to translate that support into a set of guidelines and standards that set a common approach for UK Nationwide Ltd and provide practical guidance for our managers and employees on the ground.

 

Compliance, monitoring and reporting

We are dedicated to the continuous monitoring and regular review of compliance with this policy by our Directors. Each local manager assumes the responsibility of ensuring that the principles expressed in this policy are effectively communicated, comprehended, and adhered to by all employees within their sphere of responsibility. Employees who reasonably suspect a breach of this policy are encouraged to report it to their immediate manager or senior management.

We acknowledge that employees may sometimes be hesitant to report concerns due to fears of retaliation. Rest assured, we will take disciplinary action against any employee who engages in or threatens retaliation, retribution, or harassment against anyone reporting a concern in good faith.

UK Nationwide Ltd is committed to not reproaching management for any business loss resulting from adherence to the principles outlined in this policy. It’s important to note that this policy is rooted in the Group’s Code of Business Ethics, detailed in Section 1. Other areas covered by this policy include Health and Safety, Security (Section 3), Employment (Section 3), Customer and Community (Section 4), and Environment (Section 2).

 

 

 

Code of business ethics

This Code of Business Ethics sets out the standards we expect from our employees in their interactions, both internal and external, with colleagues, customers and third parties.

Basic standards of conduct:

  • We will conduct every aspect of our business with honesty, integrity and transparency, whilst respecting human rights and the interests of our employees, customers and third parties.
  • We will respect the legitimate interests of third parties with whom we have engage in the course of our business.
  • We will uphold the highest standards of integrity, ensuring that we make only those commitments we can reasonably fulfil and avoiding promises beyond our capabilities.

Employees

We are committed to:

  • Developing a workforce built on shared trust and respect, free from bullying and harassment, where each person takes ownership of our company’s performance and reputation.
  • Respecting the rights of individuals, their customs, traditions and their right to freedom of association, including the right to decide whether or not to join a trade union. We will negotiate in good faith with duly elected employee representatives.
  • Recruiting, employing and promoting employees on the basis of objective criteria, qualifications and abilities required for the job, aligning with our Equal Opportunities Policy.
  • Maintaining good communications with employees through our information and consultation procedures.
  • Providing our employees with relevant training and supporting them in realising their potential.
  • Ensuring the privacy and confidentiality of our employees’ personal information is respected.
  • Suitably rewarding for our employees for their contribution to the success of the business.
  • Providing mechanisms whereby employees can raise legitimate concerns confidentially regarding malpractice and ensuring no one will be victimized for a report made in good faith.
  • Striving to protect our employees from third-party abuse that could jeopardise their safety, health, or well-being.

 

 

Business Integrity

  • Our objective is to build robust relationships with our clients, suppliers, and other associates, grounded in mutual trust, understanding, and respect.
  • In our interactions, we anticipate that all parties adhere to business principles consistent with our own. We commit to conducting our operations in accordance with the tenets of fair competition and applicable regulations.
  • Records, documents, and supporting materials for UK Nationwide Ltd must accurately depict and reflect the nature of underlying transactions.
  • We are unwavering in our commitment to compliance with the laws and regulations governing our operations. Where necessary, we seek legal counsel to ensure adherence to this commitment.
  • We diligently review and assess our business risks, including social and environmental considerations.
  • UK Nationwide Ltd will not facilitate, support, tolerate or condone any form of money laundering.

 

Personal conduct

  • We expect all employees to adhere to the principles articulated in this Code of Business Ethics
  • Employees are expected to protect and not misuse company assets such as buildings, vehicles, equipment, cash, and other resources.
  • Employees are expected to use e-mail, internet, IT and telephones in a manner appropriate for business purposes.

 

 

 

 

Bribery

  • UK Nationwide Ltd employees, as well as individuals and businesses acting on our behalf, must not, under any circumstances, accept or offer bribes, facilitation payments, or any improper payments.

 

  • This applies to transactions with government officials, any private company or person anywhere in the world. It also applies whether the payment is made or received directly or through a third party.

 

Gift, entertainment and improper payments

Accepting or offering any form of entertainment or gift designed to, or potentially perceived as influencing business decisions, is strictly unacceptable. Employees are prohibited from directly or indirectly providing, seeking, receiving, or offering inducements or any other improper advantages for business or financial gain.

Any gift or hospitality given or received by an employee of UK Nationwide Ltd should be reported for inclusion to the Hotel Management and UK Nationwide Ltd management. In the UK this applies to any gift or hospitality with an estimated or actual value of £50 or more.

 

Conflicts of interest

  • While we respect our employees’ privacy, we expect all UK Nationwide Ltd personnel to avoid personal relationships, activities, and financial interests that could conflict with their responsibilities to the company.
  • UK Nationwide Ltd employees must not use their positions or company property for personal gain or on behalf of others
  • Any actual or potential conflicts of interest, including those involving close relatives or partners, should be disclosed and discussed with the employee’s line manager.
  • Employees with access to price-sensitive information are prohibited from engaging in transactions without clearance from the Director or Operations Manager.
  • Unauthorised disclosure of price-sensitive information to third parties is strictly forbidden.

 

 

 

 

Confidentiality

Any information acquired by employees during the course of their employment should not be exploited for personal gain or any purpose other than that for which it was shared. Confidential information obtained in the course of business must be handled with the utmost respect for its confidentiality.

 

Health and safety

We are committed to creating and maintaining a safe and healthy working environment for our employees, customers and the community.

Our commitment to ensuring the safety and security of our employees is set out in our Injury Prevention and Security policies.

We strive to avoid emergency situations but recognise the need to be prepared. We are committed to having effective emergency response procedures in place.

 

Customers

  • UK Nationwide Ltd is committed to delivering safe, high-quality, accessible, reliable, and value-for-money services to its customers.
  • We expect all employees to interact respectfully and honestly in their dealings with customers and the general public.
  • In particular we will safeguard and protect our employees welfare. Employees will be made aware that they hold a position of trust and that they must at all times maintain the highest standards of personal conduct that reflects this trust being placed with them.

 

Supply chain

We provide services to a wide range of goods and services required in the operation of our business and we also rely heavily on a number of key suppliers for the delivery of our core services. Good working relationships with our suppliers are therefore central to the success of our business.

 

Whilst we are committed to obtaining and retaining competitive goods and services we will at the same time seek to ensure they are from sources that have not jeopardized human rights, safety or the environment.

 

We expect our clients to adhere to business principles consistent with our own. We expect them to adopt and implement acceptable safety, environmental, product quality, and human rights, social and legal standards

 

We will seek to work with our clients to develop long-term meaningful relationships to benefit both parties with the aim of improving the quality, environmental performance and sustainability of goods and services.

 

Health and safety policy – General statement

Injury Prevention serves as the bedrock of our commitment to health and safety at UK Nationwide Ltd. This commitment is ingrained in our corporate culture and extends to all aspects of our operations. Its fundamental purpose is to safeguard the health and safety of our employees, customers, and all those affected by our business activities.

We believe that:

  • All injuries can be prevented.
  • Our ultimate aspiration is to attain zero injuries.

 

Responsibility

Injury Prevention is a shared responsibility among every employee, and compliance with safety protocols is a non-negotiable condition of employment. Managing Directors and Operations Managers bear the responsibility of ensuring the safety of all staff by:

  • Our Injury Prevention processes are properly organised and appropriately resourced;
  • Staffs are given information, instruction and training on risk assessment and Injury Prevention;
  • There is full compliance with Health and Safety laws
  • Establishing performance objectives that drive continuous improvement in Injury Prevention.

 

 

Employment

Equal opportunities and diversity policy

UK Nationwide Ltd director is committed to equality of opportunity both in the provision of services to the public and as an employer. This policy sets out our commitment to treat equally all individuals fairly and justly, encompassing employees, customers, contractors and those our company engages with.

We are committed to seeking continuous improvement and compliance with legislation based on the following principles.

Everyone has the right to be treated with dignity and respect.

We will not discriminate on the grounds of race, gender, disability, nationality, religion, philosophical belief, political belief, age, sexual orientation, family status, trade union activity or any other factor.

We will adopt fair and inclusive practices throughout our operations and will seek to eliminate all prejudice, discrimination, bullying and harassment.

All employees have a personal responsibility for the practical application of this policy in their day-to-day activities and must support the policy at all times.

Non-compliance with this policy will be treated seriously and will not be tolerated.

The Managing Director is required to ensure:

They create a productive and safe working environment, promoting diversity and inclusion in their workforce;

  • Develop innovative practices, where applicable, to ensure fairness in the treatment of all employees, contractors, and customers.
  • Continuously demonstrate tangible progress in practices aimed at advancing diversity and equal opportunities for all.

 

 

 

 

 

 

Recruitment

Our recruitment processes prioritise fairness, equality, and uniformity for all candidates, without exception. Our practices are all-encompassing, and we actively work towards dismantling any barriers that could obstruct the employment of qualified candidates.

 

Staff Training

We will provide our staff with the necessary guidance and training to ensure the effective implementation of this policy and to ensure we are an inclusive employer and service provider.

 

Complaints

Any employee who feels that he or she has grounds for complaint in relation to bullying, discrimination, harassment or victimization has the right to pursue the complaint through our grievance procedures. Customers who feel they have grounds for complaint may pursue these through our operating company customer complaints procedures. We will ensure our complaints/feedback procedures can be accessed and used by everyone.

 

 

Human Rights

UK Nationwide Ltd will adhere to the following principles in respect of our staff.

  • We treat all employees fairly and transparently, regardless of their work location. All employees operate under agreed-upon terms and conditions that align with local laws or practices and receive appropriate job skills training.
  • We provide wages commensurate with local markets and conditions, adhering to national minimum wage requirements.
  • Working hours conform to industry guidelines and national standards where applicable and do not involve excessive demands.
  • We categorically do not engage in or condone the employment of illegal child labour, forced labour, or bonded labour.
  • We respect the rights of employees to freedom of association and collective bargaining. Their decision on whether or not to join a trade union is not subject to management influence or interference. We further support their right to exercise this choice through secret balloting.
  • We engage in good faith negotiations with duly elected employee representatives.
  • We adhere to non-discrimination laws in all regions where we operate.
  • The employment of corporal punishment, mental or physical coercion, or verbal abuse is neither practised nor tolerated. Disciplinary procedures are established for employees whose conduct falls short of the expected standard.
  • We have instituted formal grievance procedures that enable staff to raise personal and work-related issues.

 

Data protection

We are fully committed to adhering to the data protection principles applicable in each country where we operate.

 

Customer and community

Customer Service: Delivering our promise to our customers is one of our core values. Our pledge is to provide safe, reliable, customer-centric, innovative and sustainable transport services.

Our commitment encompasses:

  • Adhering to equitable business practices, fair marketing, and transparent advertising, all while ensuring the safety of our services and respecting the human rights of our customers.
  • Providing transparent and effective mechanisms for addressing customer complaints and facilitating the equitable and timely resolution of disputes, all without imposing undue cost or burden.
  • Safeguarding customer privacy and ensuring the protection of personal data in accordance with relevant legal standards

Introduction

UK Nationwide Ltd, a provider of facilities management services to the hospitality and security industry, collaborates with clients across various locations in the UK. As a sizable company with numerous colleagues, our ability to deliver exceptional service to our customers relies on the commitment of our workforce.

The company is committed to integrating environmental best practice across all its business activities. The company accepts its environmental responsibilities and recognises its obligation to reduce the impact of business activities on the environment. The company will achieve this by continually enhancing our environmental performance.

Who this policy is for

This policy applies to all employees of UK Nationwide Ltd in both Support Service Office and at client business premises. Every employee is responsible for adhering to the principles outlined in this policy. If any questions or concerns arise regarding this policy, employees should seek clarification from their respective line manager or Operations Manager.

To achieve these objectives, the company will:

  1. Adopt best practice and assist, where possible, in developing innovative solutions to the environmental challenges within our sector;
  2. Conduct our operations with full awareness of and adherence to relevant environmental laws and Approved Codes of Practice.
  3. Assess the environmental impact of all past, current and likely future operations, and fully integrate environmental considerations and objectives into its business decisions;
  4. Minimise consumption of natural resources, including energy, water and raw materials, as far as is economically viable;
  5. Prevent pollution and reduce emissions;
  6. Reduce the production of waste and develop effective waste management and recycling procedures, as well as disposing of unavoidable waste in such a way as to minimise its environmental impact;
  7. Develop and implement integrated logistics policies, and encourage staff to use environmentally friendly means of transport;
  8. Set environmental objectives and targets, and measure performance against these targets;
  9. Raise awareness amongst members of staff through appropriate education and training, encouraging them to become more environmentally responsible;
  10. Promote environmental awareness and commitment to improved environmental performance among our suppliers and customers.
  11. Collaborate with the local community and other stakeholders, to take into account their environmental concerns and develop and pursue environmental initiatives;
  12. Communicate this policy to members of staff, and consult with them to ensure that they take an active role in its implementation and review;
  13. Monitor and review our environmental performance, and communicate this performance to staff and other concerned parties.

The contents of this policy and the way in which it is being implemented will be reviewed every two years.

  1. POLICY STATEMENT

UK Nationwide Ltd (“the Company”) is firmly committed to achieving a workplace environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of the following:

  • Race;
  • Sex;
  • Pregnancy and maternity;
  • Marital or civil partnership status;
  • Gender reassignment;
  • Disability;
  • Religion or beliefs;
  • Age; or
  • Sexual orientation.

This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.

The primary objective of this policy is to eliminate any instances of unfair and discriminatory practices within the Company while actively opposing all forms of discrimination.

 

The Company is also dedicated to providing services that do not discriminate against its clients and customers in their access to the goods and services it offers. It is our belief that every employee and client deserves to be treated with respect and dignity.

 

  1. OBJECTIVE OF THE POLICY
  1. To prevent, reduce and stop all forms of unlawful discrimination in accordance with the Equality Act 2010.
  2. To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
  1. DEFINITION OF DISCRIMINATION

Discrimination is any form of unequal or differential treatment that results in one person being treated more or less favourably than others under similar circumstances. This unequal treatment may be based on race, gender, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age, or sexual orientation. Discrimination can take both direct and indirect forms and also includes discrimination by perception and association.

 

 

 

 

  1. TYPES OF DISCRIMINATION

4.1 Direct Discrimination
This occurs when an individual or a policy deliberately treats one person less favourably than another based on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

4.2 Indirect Discrimination
This refers to the application of a policy, criterion or practice which the employer applies to all employees but which is such that:

  • It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
  • The employer cannot justify the need for the application of the policy on a neutral basis; and
  • The person to whom the employer is applying it suffers detriment from the application of the policy.

Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.

4.3 Harassment
This involves subjecting an individual to unwelcome conduct that aims to violate their dignity or create a hostile, intimidating, degrading, humiliating or offensive environment.

4.4 Victimisation
This occurs when an individual is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.

  1. UNLAWFUL REASONS FOR DISCRIMINATION

5.1 SEX

It is not permissible to treat an individual less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment.

Sexual harassment of men and women can be found to constitute sex discrimination. Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.

5.2 Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. However, this does not currently apply to of redundancy payments.

5.3 Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to ensure equal access to services and employment opportunity.

5.4 Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.

5.5 Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, heterosexual or bisexual.

5.6 Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.

  1. POSITIVE ACTION IN RECRUITMENT

Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ refers to the action taken by the Company to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.

If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.

 

 

 

  1. REASONABLE ADJUSTMENTS:

The company has a duty to make reasonable adjustments to facilitate the employment of a disabled person, this may include:

7.1 Modifying adjustments to premises;

7.2 Re-allocating some or all of a disabled employee’s duties;

7.3 Transferring a disabled employee to a role better suited to their disability;

7.4 Relocating a disabled employee to a more suitable office;

7.5 Giving a disabled employee time off work for medical treatment or rehabilitation;

7.6 Providing training or mentoring for a disabled employee;

7.7 Supplying or modifying equipment, instruction and training manuals for disabled employees; or

7.8 Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.

Employees with disabilities should contact the Designated Officer if they believe such adjustments are necessary.

 

  1. REASONABLITY FOR THE IMPLEMENTATION OF POLICY

All employees, subcontractors and agents of the Company are required to act in a manner that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation based on any of the characteristics outlined in the policy statement.  

The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.

In some cases, employees may be held individually liable for their discriminatory acts, and an Employment Tribunal may order them pay compensation to the person who has suffered as a result of discriminatory acts.

The Company takes full responsibility for achieving the goals of this policy and strives to comply with relevant legislation and codes of practice.

 

 

  1. ACTING ON DISCRIMINATION BEHAVIOUR

In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please should refer to APP 16 employee handbook for guidance on how to proceed.

  1. THE EXTENT OF THE POLICY

10.1 The Company seeks to apply this policy across all aspects of employment, including recruitment, selection, training, appraisal, development, and promotion of all employees. Additionally, the Company provides goods and services in a manner consistent with the principles of this policy.

10.2 This policy is not a part of any employment contract with any employee. Its contents should not be considered implied, collateral, or express terms of any contract with the company. 

 

10.3 The Company reserves the right to amend and update this Policy at any time.

Responsibility

It is the Director’s responsibility to ensure the implementation of the Equality and Diversity Policy. Appropriate funds will be sought to implement approved aspects of the Policy which require special and additional resources. All staff has the individual responsibility to:

  • Follow procedures introduced to ensure equal opportunity and non-discrimination
  • To draw the attention of management to suspected or alleged discriminatory practices;

To refrain from harassing or intimidating other staff, clients or visitors of UK Nationwide on any of the grounds cited in the policy statement.

  1. UK Nationwide Ltd Health and Safety Policy Statement

    UK Nationwide Ltd will:

    • Establish and implement a Health and Safety Management System to effectively handle risks associated with our premises and operations.
    • Regularly monitor our performance and revise our Health and Safety Management System as needed to maintain our continuous improvement objective.
    • Provide sufficient resources to meet the requirements of current Health and Safety legislation and strive to achieve the standards of ‘Good Practice’ applicable to our activities.
    • Actively promote an open approach to Health and Safety issues, encouraging employees to identify and report hazards to collectively maintain a safe working environment.
    • Engaging in communication and consultation with our staff concerning all aspects that impact their health and safety. We will bring this policy to their awareness in the process.
    • Providing adequate training to our staff, enabling them to work safely and efficiently while ensuring they possess the competence and confidence required for their tasks.
    • Conducting regular risk assessments and reviewing them to identify hazards and existing control measures. We will prioritise, plan, and execute necessary corrective actions to minimise risks to an acceptable level.
    • Maintain our premises and work equipment to a standard that guarantees effective risk management.
    • Ensuring that roles and responsibilities related to Health and Safety are assigned, understood, monitored, and fulfilled.
    • Maintaining access to proficient guidance and support through Croner Consulting, thus staying informed about relevant legislative changes and ‘Good Practice’ guidelines.
    • Collaborating with other organisations sharing our premises to ensure mutual awareness of potential risks to their personnel and others restricting from our activities. We will also stay vigilant regarding any risks to our staff resulting from their operations and comply with relevant fire safety requirements.

     

    It is the duty of all of us when at work:

    • To take appropriate precaution concerning our personal safety
    • To take appropriate precaution concerning regarding the safety of others who could be impacted by our actions or oversights
    • To co-operate so that we can all comply with our legal duties
    • To ensure we do not interfere with or misuse anything provided in the interests of health and safety.

  1. The primary aim of UK Nationwide Ltd Lone Worker Policy is to minimize any potential impact on any individual/employee.

    Management will ensure that a thorough risk assessment has been conducted for locations where lone working occurs. Suitable control measures will be implemented to safeguard the health and safety of our employees.

    Many employees work independently, and in most cases, they do so without a significant risk to their well-being or safety e.g. employees working alone in office environments, engaged in typical office tasks generally face minimal or no increase risk solely due to working alone.

    We are committed to providing our employees with the necessary training for their specific job roles to minimize the risks of any such activity.

    This policy defines circumstances in which lone working is considered appropriate, and identifies situations where it is deemed inappropriate within UK Nationwide. These determinations are based on comprehensive assessments of potential risks involved. This policy applies to all employees of UK Nationwide Ltd.

    While there is no legal prohibition against working alone, there are general obligations under the Health & Safety at Work Act 1974 and the Management of Health & Safety at Work Regulations 1992. These regulations require employers to establish safe work systems and provide secure work environments as far as reasonably practicable.

    Employers are also responsible for controlling risks arising from work activities. These duties extend to employees, students, contractors, visitors, and anyone else affected by work activities.

    To ensure the safety of our staff and in alignment with this policy and our Health and Safety policy, we require a current insurance document for the respective location. This document must be both available and up to date. We kindly request that staff complete and submit a weekly diary/time sheet to the Operations Manager, outlining their whereabouts and the timing of their activities.

    In many cases, the risks associated with lone working are minimal, and work takes place without incident. However, lone workers may be more vulnerable in emergency situations, as they may be unable to request assistance or effectively handle potentially dangerous scenarios.

     

    At UK Nationwide Ltd, lone workers will maintain visual and audible communication with their colleagues, who will be capable of providing immediate assistance in the event of illness or injury.

     

    As outlined by the Health & Safety Executive, lone working should be avoided in the following situations:

    • In confined spaces with a risk of inadequate ventilation (e.g., tanks, manholes, pipes, ducts, flues, enclosed basements, and laboratories using flammable, highly flammable, or extremely flammable substances). However, UK Nationwide Ltd does not anticipate providing services in such circumstances.

     

    In most cases, UK Nationwide services will take place at client workplaces. In these situations, Supervisors will ensure a thorough risk assessment of the working area, including access and egress points. When undertaking activities classified as “higher risk,” such as Physical Intervention, Disengagement, and Holding techniques as specified in job descriptions, specific insurance policies and coverage will be in place.

     

    The risk assessment, termed as ‘visual risk audit’, should encompass the following aspects, as outlined in the pre-event checks section of the standard operating procedures under the “PRE-EVENTS CHECKS” heading:

     

     

    CHECKS

    • Safe access and exit arrangements
    • Functionality of fire precautions in the building (e.g., fire alarms, emergency lighting)
    • Employee familiarity with emergency response procedures (e.g., how to activate the fire alarm)
    • Effective communication links (e.g., phone access to the office, communication with the rest of the workplace)
    • The lone worker’s ability to operate equipment controls independently, including emergency shutdowns
    • Access to a presently certified first aider
    • Availability of a first aid kit
    • The potential need to lift or handle objects that are too heavy or unwieldy for one person
    • Adequate supervision levels at other times to identify and address potential issues
    • Consideration of employee health factors that could increase risks (e.g., diabetes, access to medical attention)
    • Evaluation of additional precautions, such as regular contact with another person or the use of a lone worker’s safety alarm to detect a lack of movement after a predetermined time
    • Identification of any evident risks, including compliance with DSE Regulation guidelines for working in loud environments, strobe lighting, etc.

     

    Any risks identified during the risk assessment will be formally documented and subject to periodic review, in accordance with UK Nationwide’s overall procedures.

    Employees are expected to respond to telephone and email messages within 12 hours, except during holidays. This requirement helps ensure employee safety and responsiveness. Mobile phones used for work communication should have their voicemail activated to facilitate message retrieval.

    If you have any questions or require guidelines on Manual Handling or Risk Assessment, they are available at UK Nationwide’s head office.

    The safety and well-being of our staff are of utmost importance. Therefore, we must be confident that you are secure and adhering to the policies and guidelines mentioned above at all times.

  1. We are committed to ensuring that your privacy is safeguarded. We will only use the information that we collect about you in a lawful manner. For the purpose of the Data Protection Act 1998, the data controller is UK Nationwide Ltd, situated at 90 Woodford Avenue, Ilford, Essex, London, IG2 6XD.

     

    INFORMATION WE MAY COLLECT FROM YOU

    We may collect and process the following data about you:

    • Information you provide us: You might give us information about you through website forms or communication via phone, email, or other means. This information may include your name, address, email address, and contact number.

     

    • Information we gather about you: During your visits to our website, we may automatically gather technical data such as your Internet Protocol (IP) address, login details, browser type and version, time zone settings, browser plug-ins, operating system, and more.

     

    • Additionally, we collect information about your website visit, including URL clickstream, date and time, page response times, download errors, duration of page visits, and page interaction data like scrolling, clicks, and mouse-overs.

     

     

    USES MADE OF THE INFORMATION

    We use information held about you in the following ways:

    • Information you provide us: This data assists us in fulfilling our contractual obligations with you, delivering requested information, products, and services, and informing you about similar services we offer. Furthermore, it ensures the optimal presentation of website content on your computer.

     

    • Information we collect about you: This information serves purposes like website administration, internal operations, troubleshooting, data analysis, testing, research, statistical analysis, and improving the website’s security and performance.

     

     

    DISCLOSURE OF YOUR INFORMATION

    We may disclose your personal data under the following circumstances:

    • To any entity within our group, as specified by section 1159 of the UK Companies Act 2006.
    • When necessary to fulfil a legal obligation.

     

     

     

     

    DATA STORAGE

    We store your personal data securely, adhering to our internal security policy and applicable laws. If we intend to transfer your data outside the European Economic Area (EEA), we will always seek your consent beforehand. Please be aware that transmitting information over the internet carries inherent risks, and while we strive to protect your data, we cannot guarantee complete security.

     

    YOUR RIGHTS

    You retain the right to request that we refrain from processing your personal data for marketing purposes. We typically inform you beforehand if we plan to utilise your data for such purposes or share it with third parties for marketing. We also provide options to unsubscribe from marketing emails.

     

    EXTERNAL LINKS 

    Occasionally, our website may feature links to partner networks, advertisers, and affiliates. Note that these external websites maintain their privacy policies, and we hold no responsibility for their policies. Prior to sharing personal data with them, please review their privacy policies.

     

    CONTACT

     For any questions, comments, or requests related to this privacy policy, kindly write them to UK Nationwide Ltd,90 Woodford Avenue, Ilford, Essex,  London,  IG2 6XD.

  1. UK Nationwide Ltd is one of the leading independent hotel management & security services provider in the UK dedicated to providing effective ways to hotel management and security services since 2011.

    We aim to set new benchmarks in achieving optimal results for our clients through providing a cost-effective yet highly trained and competitive workforce.

    We can offer the full range of services from a single point of contact thanks to our skilled staff and experienced management.

    With operations throughout the UK, we have become a vital service for many investors and our clients. By permitting us to do what we excel at, your administration become free to do what they do best. Your management is able to work on the important revenue-generating goals, like improving Guest Satisfaction & additional income.

    UK Nationwide offers top-notch services to all kinds of businesses ranging from retail, corporate and construction clients as well as to the public sector, i.e. healthcare and industrial organisations.

    To achieve this goal, it is imperative to maintain the Quality Management System for its effectiveness. The procedures and practices outlined in the quality manual serve this purpose and align with the requirements of BS EN ISO 9001:2015, BS 7858, BS 7499, and the Private Security Act 2001.

     

    This policy establishes a framework for setting and reviewing quality objectives, committing to compliance with various requirements, including those of customers, statutory and regulatory bodies, and a commitment to continually enhance the effectiveness of the quality management system.

     

    For all our employees, the implementation and communication of the quality policy are obligatory to ensure their understanding, adherence, and maintenance. Copies of both the Quality Manual and the Procedures are readily accessible for customers to view at any time.

     

    We will regularly review this policy to ensure its on-going suitability and alignment with our dedication to continuous improvement.

  1. Purpose

    Alcohol or drug use can affect a person’s judgment and reactions, which increases the risk of accidents and injury.

    The purpose of this policy is to ensure the safety of all employees, workers, and visitors by having clear guidelines for the use and possession of alcohol and drugs, and to support people who have reported a problem with alcohol or drug dependence.

    Alcohol dependence is described in the policy as:

    “The habitual consumption of intoxicating liquor by an employee, as a result of which the employee’s performance of his or her duties is impaired, attendance at work is interfered with, or he or she poses a threat to the safety of others is at risk.”

    Drug dependence is described in the policy as:

    “When an employee habitually consumes drugs other than medicines prescribed by a GP, which impairs his or her ability to perform his or her duties, interferes with his or her attendance at work, or endangers the safety of others.”

     

    Principles

    • In accordance with this policy, all employees and workers will be treated equally and consistently.
    • The prohibitions on drugs and alcohol will be strictly enforced.
    • Those who acknowledge a drug or alcohol issue will have the full support of their line manager.
    • Employees who suffer from an alcohol or drug-related illness are advised to disclose this as soon as possible in order to receive support and assistance with treatment.
    • All discussions concerning drugs and alcohol shall be treated as confidential.
    • This policy is intended to adhere to relevant legislations such as the Misuse of Drugs Act of 1971 and the Health and Safety at Work Act of 1974.

     

     

     

    Scope

    • The Company’s alcohol and drug policy applies to all employees.
    • The guidelines outlined in this policy are applicable to all workers, contractors, and employees.
    • Misconduct related to Drugs and alcohol shall be handled in accordance with the disciplinary policy.
    • Poor performance related to drugs and alcohol shall be handled in accordance with the capability policy.
    • Problems with attendance or a long-term illness caused by alcohol or drugs will be handled in accordance with the capability policy and the sickness absence policy.

    Rules

    It is the policy of the company that employees should not be under the influence of drugs or alcohol during their working hours or during their time on the premises. Thus, health and safety will be assured for employees as well as those with whom they come into contact, the business will operate efficiently and effectively, and customers will receive the services they require.

    Because of this, the following guidelines shall be strictly followed:

    No worker, contractor, or employee shall:

    • Report or try to report for work when unfit *due to alcohol or drugs (whether illegal or not) or to substance abuse;
    • Possess alcohol or illegal substances at work;
    • Provide illegal substances to others at work;
    • Provide alcohol to others in the workplace, except during work duties. For instance, serving drinks at the bar;
    • Consume alcohol or illegal drugs or abuse any substance whilst at work.
    • Whether a worker is capable of working depends on management’s reasonable judgment.
    • Illegal drugs include but are not limited to Heroin, marijuana, cocaine, ecstasy, amphetamines, and cannabis/marijuana.

    Employees, workers, or contractors must also:

    • Ensure that they are aware of any potential negative effects from any prescribed medications;
    • Any prescription drug adverse effects that could have an impact on their ability to perform their job or others’ health and safety should be immediately reported to their line manager or a member of the management team. For example, drowsiness.
    • The Company shall take disciplinary action for any violation of these regulations, which may include summary dismissal, as it is considered gross misconduct. If an agency employee or contractor violates these guidelines, services may be promptly terminated.
    • If there is a reasonable belief that an individual is under the influence of alcohol or drugs when reporting for work or while they are working (for instance, if there is a strong odour of alcohol on their breath), they must be sent home immediately. Additionally, a search may be conducted in accordance with the Company’s staff search policy.

    Additionally, anyone found in possession of or dealing of illegal drugs on company premises will be reported to the police.

     

    Legal Obligations

    The Company reserves the right to report to the police any employee that is found to be:

    • Drugs in your possession
    • Trafficking drugs
    • Under the influence of drugs

     

    Aid and assistance

    Employees who believe they have an issue with alcohol or drug misuse will receive advice and assistance from the company. Individuals will be encouraged to seek assistance from their general practitioner first.

    With the employee’s consent, an occupational health referral shall be made. In some cases, it may be necessary to require an employee to refrains from working temporarily or performs restricted duties to ensure their own safety and that of others. The company may grant additional unpaid time off for employees to seek treatment or attend support groups.

    The Company guarantees complete confidentiality to any employee seeking assistance with a drug or alcohol problem.

    Some useful links to websites are provided below.

    Useful links:

    • Alcoholics Anonymous, Tel: 0845 769 7555, Website: www.alcoholics-anonymous.org.uk
    • ACAD (Advice and Counselling on Alcohol and Drugs), Website: www.acad.org.uk
    • FRANK, Tel: 0800 776 600 (24 hours), Website: www.talktofrank.com
    • NHS (Information and advice from the National Health Service), Website: www.nhs.uk

    This statement has been approved by the organisation’s Director and will be reviewed and updated annually.

  1. UK Nationwide Ltd is committed to helping its employees save for retirement through the implementation of automatic enrolment. This initiative ensures that employees are actively building their retirement nest egg by enrolling them in a workplace pension program. UK Nationwide Ltd has chosen The National Employment Savings Trust (NEST) Pensions as our workplace pension scheme for automatic enrolment.

    AUTOMATICALLY ENROLLMENT:

    UK Nationwide Ltd will automatically enrol employees into The NEST Pension if they meet the following criteria:

    • Aged at least 22 but are under State Pension Age
    • Earn an annual income of more than £10,000 a year (£833 a month or £192 a week).
    • Not already an active member of a qualifying workplace pension scheme with us
    • They are working or usually in the UK.

    When an employee is enrolled in The NEST Pension, contributions to their pension fund will be deducted directly from their wages by UK Nationwide Ltd. Employees will typically receive tax relief on their contributions. Additionally, UK Nationwide Ltd will make its own contributions to the employee’s pension fund. This ensures that more than just the employee’s contributions are being directed into their pension pot.

    Employees between the ages of 16 and 75 have the flexibility to join The NEST Pension at any time. If their annual earnings exceed £5,824 (equivalent to approximately £486 per month or £112 per week), contributions from UK Nationwide Ltd will begin from the time of enrolment. However, individuals earning less than this threshold will not be eligible for employer contributions.

    Employees who wish to join should provide written consent to UK Nationwide Ltd, indicating their intention to participate in The NEST Pension. Following enrolment, employees will receive a comprehensive joiner pack from The NEST Pension via email. This pack contains information on how to opt out if they choose to do so.