Kettle Produce Ltd (KPL) recognises that it is essential to provide equal opportunities to all persons without discrimination. This policy sets out the Company’s position on equal opportunity in all aspects of employment, including recruitment and promotion, giving guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of sex, race, marital status, part-time and fixed term contract status, age, sexual orientation or religion.
It is the policy of KPL to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. We are committed not only to our legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.
The Company recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees´ best interests. KPL recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.
The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.
All employees of the organisation will be made aware of the provisions of this policy.
Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
Where appropriate, vacancies will be circulated internally.
All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
The Company will not discriminate on the basis of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion in the allocation of duties between employees employed at any level with comparable job descriptions.
The Company will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
Employees will be provided with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or the HR Department.
The Company emphasises that discrimination is unacceptable conduct which may lead to disciplinary action.
Any complaints of discrimination will be pursued through the Company’s Grievance Procedure.
All external candidates will be required to provide two satisfactory references prior to appointment. References will be checked in accordance with the standard reference checking form. Should a manager wish to ask any question not mentioned on this form, authorisation from HR is required. Referees must not be contacted without the permission of the candidate to whom they relate. Should a candidate not be in a position to provide two references, the issue will be dealt with by the Company on a case-by-case basis.
Upon commencement of employment an employee will be required to complete a medical assessment form for HR and may be required to attend a medical check with a company-nominated occupational health specialist. This medical check will focus on the health and wellbeing of the employee in carrying out their job role and duties, as well as ensuring that any duty to make reasonable adjustments is complied with.
We will retain, for three months, all records arising through the recruitment process in compliance with our Data Protection Policy. If the candidate is successful, records will be held for six years after employment ends.
POLICY CHANGES AND RESPONSIBILITY
This policy is non-contractual and the company reserves the right to change, amend or disregard the terms contained herein at any time.
Responsibility for review of the Work Life Balance Policy: HR Manager.
Responsibility for implementation: HR Manager and Department Manager.
Responsibility for policy approval: Managing Director.
Susie J McIntyre
Kettle Produce Limited
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