Policies

Human Rights at Work Policy

1. Purpose

Tibard are committed to ensuring that those who work for the company or have dealings with our company are aware of our stance and expectations in relation to the protection of individuals fundamental rights.

The Human Rights Act 1998 implements the European Convention on Human Rights. Human rights are the basic rights and freedoms that belong to every person in the world and are based on important principles like dignity, fairness, respect and equality.

We understand everyone has human rights, and the Company wants to ensure that these rights are protected and respected within our business, our supply chains, and the wider communities that we operate within.

This is a non-contractual policy that can be amended at any time in line with the needs of the business.

2. Diversity

We value our diverse environment, and the contribution that all of our employees, workers and other third parties make to the Company. We are committed to achieving a workplace free of discrimination or harassment.

Our Equal Opportunities policy makes clear that opportunities for recruitment, hiring, training and promotion will always be based on merit, and achievement.

The Company have a zero-tolerance approach to harassment and discrimination and are committed to maintaining a workplace that is inclusive and accepting of everyone, regardless of protected characteristics. Our commitment to a workplace that is free from harassment and discrimination is set out in our Dignity at Work policy.

The Company will not tolerate any form of disrespectful or inappropriate behaviour in the workplace and have a clear Disciplinary Policy which may be invoked, should an employees’ conduct be contrary to company rules and expectation. Appropriate action would also be taken in the event of workers or third parties.  

3. Workplace Security

All employees, workers, visitors, and customers should have the right to feel safe when at work.

The company expect all of our sites to be free from violence, harassment, or any intimidating or unsafe conditions. We will take appropriate action and put in place any necessary safeguards to make Tibard a safe place to work.

4. Child Labour

The company prohibits the hiring of any employee or worker that is under the age of the compulsory completion for education.

Where young workers (16–17-year-olds) are employed, safeguards shall be put in place, in line with relevant legislation to limit working hours, enhance break and rest periods, prevent night working and prohibit and hazardous work.

To prevent exploitation, and in recognition of the contribution that young workers can make to the workplace, all employees, no matter what their age shall be paid the set rate for their role and shall not receive less compensation due to their age.

In order to prevent any child labour within the business, Tibard endeavours to ensure age verification checks are put in place during the recruitment process to uphold this policy and eliminate any attempts to exploit children through our company.

We expect all of our suppliers, and those that work with us to uphold the same legal and moral standards that we support. We would take prompt and appropriate action if one of its suppliers or contractors were found to be in breach of legal rules in relation to child labour.

1. Employment, Working Hours, Wage and Benefits

All employees are free to take up employment with the company, the company strictly prohibits the use of any forced or involuntary labour. Employees have autonomy to terminate their employment, should they choose to do so, giving reasonable notice, which is stated in their contracts of employment.

Employees or workers will never be required to lodge deposits, or permanently relinquish control of their identity documents in order to commence employment, or work on behalf of the company.

Everyone who is employed by the company are compensated relative to the industry and labour market conditions.

The Company operates in full compliance with all legislation relating to working hours, wages, and Company benefits. All rights and entitlements are clearly set out in the individual contracts of employment which are provided to employees on their first day of employment.

6. Freedom of Association

All employees have the right to join, or not join a Trade Union, and the Company respects any decision that the employee makes in relation to this.

We respect the individual’s right to choose, and therefore is committed to ensuring that none of our employees fear reprisal or are intimidated or harassed because of the decision that they make.

Should the Company enter a formal meeting with one of our colleagues, then they will always be advised, in writing, of their right to be represented by a colleague, or a Trade Union Official.

7. Safe Workplace

All employees and workers have the right to work in a safe environment, and the company takes its duty of care extremely seriously.

The Company complies with all relevant health & safety laws and regulations relevant to the industry and trains all employees and workers to conduct their work in a safe and productive way.

We are committed to continuously improving health & safety standards in the workplace, and minimising exposure to accident, injuries and hazards. The Company therefore places great importance on the accident investigation process, so that we can take any learnings, and make the company a safe as possible place to work.

All employees, workers and third parties have a responsibility to ensure that health & safety standards are complied with in the workplace, and to report any instances of unsafe work practices.

The company monitors working conditions and health & safety compliance through workplace inspections, which are conducted by Management on site, as well as by a specialist Health & Safety contractor.

8. Forced Labour

Tibard prohibits the use of all forms of forced labour, including slave labour, and any form of human trafficking.

Our commitment to eradicating any form of modern slavery is set out in our Modern Slavery Statement, which can be found on the Company website, as well as on the Government Registry.

We have clear processes in place for identifying, investigating and handling any suspected cases of modern slavery within our own company, or within our supply chain.

9. Raising Issues or Complaints                

Employees and workers are strongly encouraged to report any instances, or suspicions of any wrongdoing within the company. In the first instance complaints should be raised to your Manager, at the earliest opportunity. If it is not possible to raise the matter to your Manager, then an equivalent or more Senior Manager should be informed.

We have a Grievance policy and procedure for concerns relating to employment, and a Whistleblowing policy and procedure for concerns related to illegal conduct within the business.

This Policy has been reviewed and signed off by the Board of Directors.