Our Policies | All Part Timers Ltd

PRIVACY POLICY
DIVERSITY & INCLUSION POLICY
HUMAN RIGHTS
ENVIRONMENTAL POLICY

Whether you visit our website, you work for us or work with us, you must adhere to our in-house policies

Comments

When visitors leave comments on the site we collect the data shown in the comments form, and also the visitor’s IP address and browser user agent string to help spam detection.

An anonymized string created from your email address (also called a hash) may be provided to the Gravatar service to see if you are using it. The Gravatar service privacy policy is available here: https://automattic.com/privacy/. After approval of your comment, your profile picture is visible to the public in the context of your comment.

Media

If you upload images to the website, you should avoid uploading images with embedded location data (EXIF GPS) included. Visitors to the website can download and extract any location data from images on the website.

If you leave a comment on our site you may opt-in to saving your name, email address and website in cookies. These are for your convenience so that you do not have to fill in your details again when you leave another comment. These cookies will last for one year.

If you visit our login page, we will set a temporary cookie to determine if your browser accepts cookies. This cookie contains no personal data and is discarded when you close your browser.

When you log in, we will also set up several cookies to save your login information and your screen display choices. Login cookies last for two days, and screen options cookies last for a year. If you select "Remember Me", your login will persist for two weeks. If you log out of your account, the login cookies will be removed.

If you edit or publish an article, an additional cookie will be saved in your browser. This cookie includes no personal data and simply indicates the post ID of the article you just edited. It expires after 1 day.

Embedded content from other websites

Articles on this site may include embedded content (e.g. videos, images, articles, etc.). Embedded content from other websites behaves in the exact same way as if the visitor has visited the other website.

These websites may collect data about you, use cookies, embed additional third-party tracking, and monitor your interaction with that embedded content, including tracking your interaction with the embedded content if you have an account and are logged in to that website.

Who we share your data with

If you request a password reset, your IP address will be included in the reset email.

How long we retain your data.

If you leave a comment, the comment and its metadata are retained indefinitely. This is so we can recognize and approve any follow-up comments automatically instead of holding them in a moderation queue.

For users that register on our website (if any), we also store the personal information they provide in their user profile. All users can see, edit, or delete their personal information at any time (except they cannot change their username). Website administrators can also see and edit that information.

What rights you have over your data

If you have an account on this site, or have left comments, you can request to receive an exported file of the personal data we hold about you, including any data you have provided to us. You can also request that we erase any personal data we hold about you. This does not include any data we are obliged to keep for administrative, legal, or security purposes.

Where your data is sent

Visitor comments may be checked through an automated spam detection service.

II. DIVERSITY & INCLUSION POLICY

Our quality, diversity, and inclusion policy

ALL PART-TIMERS LTD is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose.

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

· age

· disability

· gender reassignment

· marriage and civil partnership

· pregnancy and maternity

· race (including colour, nationality, and ethnic or national origin)

· religion or belief

· sex

· sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

· pay and benefits

· terms and conditions of employment

· dealing with grievances and discipline

· dismissal

· redundancy

· leave for parents

· requests for flexible working

· selection for employment, promotion, training or other developmental opportunities

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employees’ representatives.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found at https://part-timers.uk/. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

III. HUMAN RIGHTS

III. ENVIRONMENTAL POLICY

We are committed to respect and uphold human rights:

Meeting the requirements of the Modern Slavery Act 2015
Making sure that we never use child labour, forced labour or unacceptable working hours or conditions.
Enabling colleagues and managers to agree flexible working arrangements which work for our colleagues and customers and ensuring that we do not enter into zero-hour contract arrangements.
Ensuring our colleagues are rewarded fairly and appropriately for the role that they do and are paid at least the real Living Wage.
Monitoring key suppliers to make sure they pay employees the National Living Wage.
Providing a safe and clean working environment through pro-active management and controls that minimise health and safety risks for all employees and meet local and international health and safety laws.

ALL PART-TIMERS LTD,

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. We will encourage customers, suppliers, and other stakeholders to do the same.

Responsibility

A Kouame, is responsible for ensuring that this environmental policy is implemented, however, all employees have a responsibility in their area to ensure that the aims and objectives of this policy are met.

Policy Aims

We endeavour to:

· Comply with all relevant regulatory requirements.

· Continually improve and monitor environmental performance.

· Continually improve and reduce environmental impacts.

· Incorporate environmental factors into business decisions.

· Increase employee awareness and training.

Paper

We will:

· Minimise the use of paper in the office.

· Reduce packaging as much as possible.

· Seek to buy recycled and recyclable paper products.

· Reuse and recycle all paper where possible.

Energy and Water

We will seek to:

· Reduce the amount of energy used as much as possible.

· Switch off lights and electrical equipment when not in use.

· Adjust heating with energy consumption in mind.

· Take energy consumption and efficiency of new products into account when purchasing them.

Office Supplies

We will:

· Evaluate if the need can be met in another way.

· Evaluate if renting or sharing is an option before purchasing equipment.

· Evaluate the environmental impact of any new products we intend to purchase.

· Favour more environmentally friendly and efficient products wherever possible.

· Reuse and recycle everything we are able to.

Transportation

We will:

· Reduce the need to travel, restricting to necessary trips only.

· Promote the use of travel alternatives such as e-mail or video/phone conferencing.

· Make additional efforts to accommodate the needs of those using public transport or bicycles.

· Favour 'green' vehicles and maintain them rigorously to ensure ongoing efficiency.

Maintenance and Cleaning

We will:

· Use cleaning materials that are as environmentally friendly as possible.

· Use materials in any office refurbishment that are as environmentally friendly as possible.

· Only use licensed and appropriate organisations to dispose of waste.

Monitoring and Improvement

We will:

· Comply with all relevant regulatory requirements.

· Continually improve and monitor environmental performance.

· Continually improve and reduce environmental impacts.

· Incorporate environmental factors into business decisions.

· Increase employee awareness through training.

· Review this policy and any related business issues at monthly management meetings.

Culture

We will:

· Update this policy at least once annually in consultation with staff and other stakeholders where necessary.

· Involve staff in the implementation of this policy, for greater commitment and improved performance.

· Provide staff with relevant environmental training.

· Work with suppliers, contractors and subcontractors to improve their environmental performance.

· Use local labour and materials where available to reduce CO2 and help the community.