Our Policies
STATEMENT OF INTENT
Elmwood Protection Services (EPS) part of the H&J Martin and Lagan Specialist Contracting Group (HJM&LSCG) is committed to working to clear quality standards in the delivery of all of its services. There are many systems, procedures and mechanisms in place to ensure that all staff meet these standards. Staff are therefore encouraged to report any serious activity by the organisation or its employees that falls short of these standards.
Staff who report wrongdoing within the workplace are protected by the Public Interest Disclosure Act 1998. The aim of this policy is to ensure that staff are able to report serious wrongdoing within the workplace which they believe has occurred or is likely to occur.
It is recognised that staff may not always feel comfortable about discussing their concerns internally, especially if they believe that the organisation itself is responsible for the wrongdoing. This policy guarantees that any matter raised with the organisation will be treated seriously and confidentially, and that no action will be taken against the staff member who reports the matter.
Furthermore, Elmwood Protection Services and the wider group is fully supporting the Modern Slavery Act 2015 and will ensure transparency within the organisation and with subcontractors and suppliers of goods and services in order to prevent slavery and human trafficking throughout the supply chain.
We are committed to social and environmental sustainability and have a zero tolerance for slavery and human trafficking. The Company does not support or engage with any business knowingly involved in such activities.
1. What types of concerns are covered by the policy?
Staff are encouraged to use the procedure as detailed the Management Standard if they have any serious concerns at all about wrongdoing at work, such as any criminal offence, a failure to comply with legal obligations, a miscarriage of justice, a health and safety danger, an environmental risk or a concealment of any of these. Examples may include but not be limited to the following*:
- Malpractice or ill treatment another employee
- A criminal offence either has been committed, is being committed or is likely to be committed
- Suspected fraud
- Disregard for legislation, particularly in relation to health and safety at work
- The Environment has been, or is likely to be damaged
- Breach of standing financial instructions
- Showing undue favour over a contractual matter or to a job applicant
- A breach of code of conduct
- Information on any of the above has been, is being, or is likely to be concealed
- Suspected breach of the Bribery and Corruption Act 2010.
- A breach of the Modern Slavery Act 2015
*This examples list is not exhaustive
2. What is not covered?
Whistle blowing provides a means for raising concerns about possible wrongdoing. It should not be seen as a substitute for existing practices and procedures. This includes the following:
- Staff complaints about employment. These complaints are dealt with through the Grievance Procedure.
3. Scope
This Policy applies to Elmwood Protection Services employees. H&J Martin and Lagan Specialist Contracting Group employees should refer to the their Employee Handbook.
ROLES AND RESPONSIBILITIES
Responsibility for this Policy ultimately lies with the LSCG Chief Executive Officer. Day to day responsibility lies with the Head of Legal who is responsible for the implementation of the Policy Statement and associated arrangements.
Line Managers are expected to set a good example by being open, honest and approachable to their respective Employees to ensure that serious concerns relating to wrongdoing at work, including but not limited to any criminal offence, a failure to comply with legal obligations and/or health and safety rules.
This Policy Statement and associated arrangements are mandatory and apply to all Employees. Employees are responsible themselves for not committing acts of which could bring EPS, HJM & LSCG into disrepute and/or breach statutory or regulatory rules, and/or HSQE standards as set out by the HSQE team.
MANAGEMENT ARRANGEMENTS
We have suitable arrangements for all Employees to raise any serious matters that will be dealt with both confidentiality and seriously and that no action will be taken against the Employee who reports the matter of concern. We can confirm that any staff members who raises a concern by contacting Head of Legal Directly will be granted anonymity and therefore free from victimisation.
This Policy Statement and associated arrangements are maintained in the group Business Management System (BMS). They will be continually reviewed and improved in line with the needs of the business and to ensure ongoing compliance with legislation and best practice. It will be brought to the attention of all new employees during induction and will be available to all Employees via the online BMS.
Compliance with this Policy Statement will be regularly monitored through the internal audit programme, regular review of HR and business performance, monitoring of incidents and via the Management Review process. Incidents of non-compliance will be treated as misconduct which may warrant dismissal from employment.
