HEALTH AND SAFETY POLICY
STATEMENT
Statement of General Policy of Tacforce
It is the policy of TacForce International to
seek to provide safe and healthy working
conditions for all employees, and any person who
may be affected by company operations, and to
enlist the active support of all employees in
achieving those conditions.
The objectives of the policy are :
To promote standards of health, safety and
welfare that comply with the provisions and
requirements of the Health and Safety at Work
Act etc 1974 and all other statutory provisions
and codes of practice.
To provide and maintain safe and healthy
workplaces and working environments, safe
systems and methods of work, and to protect
employees and others, including the public, in
so far as they come into contact with
foreseeable work hazards.
To provide all employees with the information,
training and supervision that they need to work
safely and efficiently and to develop safety
awareness among employees.
To define to all individuals responsibility for
Health and Safety matters.
To encourage full and effective joint
consultation on all Health and Safety matters.
The policy will be subject to review and
revision when ever considered necessary.
Organisation
The organisation for implementing the Health and
Safety Policy for is contained in the full
policy documentation and identifies the duties
and responsibilities of :-
a) The Chief Executive
b) Directors
c) Senior Managers
d) Middle Managers
e) Local Managers
f) Supervisors
g) Employees
h) Safety Adviser
i) Visitors
The duties and responsibilities described to the
post holders and employees listed above are in
accord with the requirements of the Health and
Safety at Work etc Act 1974 and other
legislation applicable to the operations of the
company.
Arrangements
The success of the Health and Safety policy
calls for the active support and the
co-operation of all employees. The necessary
arrangements are set out in the full Health and
Safety Manual, a copy of which is available at
each Company location or from the Company Safety
Advisor.
To implement the Health and Safety Policy a
series of written basic rules are published in
the Health and Safety Manual. It is essential
that all employees comply with the safety rules,
and report to the appropriate Manager or
Supervisor any occurrence or defects which
appear to present a risk to safety and health.
Racial Harassment Policy
Racial
harassment is not permitted in the TacForce work
place. It is our responsibility to provide a
workplace free of harassment. Any employee,
regardless of position, who harasses other
individuals at work, may be disciplined.
What is Racial Harassment?
Racial harassment is against the law and company
policy. It is ongoing, abusive and unwelcome
conduct or comment that's based upon someone's
ancestry, including colour and perceived race,
nationality or national origin, ethnic
background or origin. It includes:
Ongoing derogatory comments, jokes, teasing or
threats
Displaying offensive pictures, cartoons, etc.,
based on race or stereotypes
Pushing, tripping etc., including physical
assault
If you've been Racially Harassed
If you believe you've been harassed because of
your ancestry, including colour and perceived
race, nationality or national origin, ethnic
background or origin, you are encouraged to
immediately tell the harasser to stop. If the
harasser continues or if you choose not to
confront the harasser, tell your supervisor or
another member of management.
TacForce will not knowingly permit, or fail to
take reasonable steps to stop any harassment. We
will investigate the complaint quickly and as
confidentially as possible. We will let both
parties involved in the complaint know the
outcome of the investigation.
If the evidence supports the complaint, we will
do whatever is necessary to stop the harassment,
and if appropriate, discipline the perpetrator.
If the evidence does not support the complaint,
no repercussions will occur for the person
filing the complaint, if the complaint was made
in good faith.
________________________________________
Anti-harassment Policy
TacForce will not knowingly permit, and will
take reasonable steps to terminate any
harassment occurring in the workplace, or with
any activity associated with this workplace It
is the employer's responsibility to provide a
workplace free of harassment. Any employee,
regardless of position, who harasses other
employees (or clients) may be disciplined.
Managers and supervisors will address any acts
of harassment that they witness.
What is Harassment?
Harassment is against the law. It is unwanted,
abusive conduct or comment that's based upon
someone's ancestry, race, age, sex, religion,
sexual orientation, marital or family status,
source of income, political belief, or
disability. Harassment includes:
Ongoing derogatory remarks, jokes, innuendos,
propositions, teasing or threats
Displaying abusive pictures, cartoons, etc.
Pushing, tripping etc., including physical
assault
If you've been Harassed
If you believe you've been harassed, you are
encouraged to immediately tell the harasser to
stop. If the harasser continues or if you choose
not to confront the harasser, tell your
supervisor or another member of management.
We will investigate the complaint quickly and as
confidentially as possible. We will let both
parties to any complaint know the outcome of any
investigation.
If the evidence supports the complaint, we will
do whatever is necessary to stop the harassment,
and if appropriate, discipline the perpetrator.
If the evidence does not support the complaint,
no repercussions will occur for the person
filing the complaint, if the complaint was filed
in good faith.
________________________________________
Sexual
Harassment Policy
Sexual harassment will not be condoned in this
workplace. It is TacForces responsibility to
provide a workplace free of harassment. TacForce
will not knowingly permit, and will take
reasonable steps to stop this form of
harassment. Any employee, regardless of
position, who sexually harasses other
individuals at work may be disciplined.
What is Sexual Harassment?
Sexual harassment is defined as a course of
abusive, unwelcome conduct or comment; or, any
sexual solicitation or advance that is known, or
ought to be known to be unwelcome, especially if
it may reasonably be seen to be putting a
condition on employment, or the receiving or
withholding of any benefit or service. The
unwanted behavior may be either physical or
verbal. It may also include one or more of the
following:
unwelcome physical contact, such as touching,
patting or pinching
implied or expressed promise of reward or threat
of reprisal for complying with a sexual
solicitation or advance
unwelcome sexual remarks or jokes that denigrate
one's gender
unwelcome, ongoing, sexual solicitations or
advances
displaying derogatory materials such as
pictures, cartoons that denigrate either women
or men.
If you've been Sexually Harassed
If you believe you've been harassed, you are
encouraged to immediately tell the harasser to
stop. If the harasser continues or if you choose
not to confront the harasser, tell your
supervisor or another member of management.
Management will investigate any complaint
quickly and as confidentially as possible. We
will let both parties involved in the complaint
know the outcome of the investigation.
If the evidence supports the complaint, we will
do whatever is necessary to stop the harassment,
and if appropriate, discipline the perpetrator.
If the evidence does not support the complaint,
no repercussion will occur for the person filing
the complaint, if the complaint was made in good
faith.
________________________________________
Special
Needs Policy
TacForce is committed to providing a workplace
which makes reasonable accommodation for the
special needs of employees which are based on
any of the characteristics listed below:
Ancestry, including colour and perceived race;
Nationality or national origin
Ethnic background or origin
Religion or creed, or religious belief,
religious association or religious activity
age
Sex, including pregnancy, the possibility of
pregnancy, or circumstances related to pregnancy
Gender-determined characteristics or
circumstances other than those included in
clause
Sexual orientation
Marital or family status
Source of income
Political belief, political association or
political activity
Physical or mental disability or related
characteristics or circumstances, including
reliance on a dog guide or other animal
assistant, a wheelchair, or other remedial
appliance or device
Most often
accommodation is required because of special
needs associated with religion, disability,
family status and pregnancy although all
categories listed above are eligible.
"Disability" includes both mental and physical
conditions, which meet the following criteria.
The condition is permanent, ongoing, episodic,
or of some persistence, and, the condition
causes a significant limit for the employee in
carrying out some of lifes major activities,
such as employment.
What to do If you believe that you require some
accommodation for your special needs, you should
inform your supervisor. You are encouraged to
make your request for an accommodation that will
permit you to participate to the fullest extent
possible in the employment and services offered
by the company.
What you can expect:
TacForce, where it is both possible and
reasonable to do so, will make employment and
services available to persons with special needs
by altering existing practices or procedures, by
adopting new practices or procedures or by
re-assigning employees unable to perform the
duties of their job to alternate work
assignments. Your request for accommodation will
be treated confidentially and will receive due
consideration.
In most situations, supervisors will be able to
make the adjustments necessary to meet your
needs. Where a requested accommodation exceeds
supervisory authority, management will assume
responsibility.
In all cases, the company will make
accommodations for the special needs of
employees up to the point which would result in
undue hardship to the company.
________________________________________
HIV/AIDS Anti-discrimination
Policy
TacForce prohibits unreasonable discrimination
in any aspect of employment - including hiring,
training, promotion, termination, including
harassment - and in the provision of services on
the basis of a person's physical or mental
disability. A person having H.I.V./A.I.D.S
Infection (Human Immunodeficiency Virus or
Acquired Immunodeficiency Syndrome Infection) is
considered to be a person with a disability
within the meaning of human rights legislation.
Discrimination is differential treatment of an
individual based upon their membership in a
group (real or perceived), rather than on their
personal merit. Discrimination also includes the
failure to reasonably accommodate the special
needs of an individual or group when those needs
are based on a disability - unless the
accommodation would create an undue hardship for
the company. Persons who have, or are perceived
to have HIV/AIDS Infection are protected from
differential treatment or the failure to
reasonably accommodate their special needs based
on AIDS/HIV infection.
TacForce wants to ensure that all people are
employed and/or receive services without
discrimination.
What to do:
If you believe you have been discriminated
against or harassed on the basis of being, or
perceived to be HIV/AIDS infected, bring it to
the attention of a manager. The matter will be
dealt with promptly and as confidentially as is
possible.
Business Integrity, Corporate Governance and
Transparency
TacForce is against bribery and corruption.
Gifts or entertainment may only be offered to a
third party if they are consistent with
customary business practice in the relevant
territory and are modest in value and cannot be
interpreted as inducements to trade. Where there
is doubt, guidance should be sought from the
relevant TacForce Director. No financial or
other inducements shall be given to third party
organisations or to individuals from such
organisations in any circumstances. This
includes government agencies and
representatives.
Employees should not accept gifts, money or
entertainment from third party organisations or
individuals, where these might reasonably be
considered likely to influence business
transactions. Unsolicited gifts, other than
trivial ones with a low value, should be
returned. In a culture where such an action
might cause offence, the gift should be declared
to the company
Employee Values
TacForce follows the principles of the United
Nations Universal Declaration of Human Rights.
We stand by these principles by incorporating
them into our policies, procedures and
practices. Respect for human rights is integral
to the success of our operations. We will
respect freedom of association and the right to
collective bargaining in accordance with local
legislation and practice.
Employment will be freely chosen with no use of
forced labour or child labour.
TacForce treats all employees with respect and
dignity. We act in compliance with national
regulatory requirements and government
guidelines. We do not discriminate on the basis
of gender, colour, ethnicity, culture, religion,
sexual orientation or disability.
Employees will be paid as per national
legislation, and work hours set according to
industry standards.
Tacforce takes measures to ensure that the work
of our employees does not compromise
internationally accepted human rights
conventions, whilst recognising and respecting
the diversity in local cultures in the different
countries in which we operate.
We will endeavor to ensure that we work with
business partners who conduct their business in
a way that is compatible with our policies of
respect for human rights and ethical conduct. We
will work with customers to ensure that
contractual requirements do not infringe human
rights.
We value all our employees for their
contribution to our business and their
opportunities for advancement will be equal and
not influenced by considerations other than
their performance, ability and aptitude.
Employers’ obligations to employees under labour
or social security laws and regulations must be
respected. The businesses and their employees
will work towards creating permanent long-term
relationships. To achieve a working environment
in which team spirit and commitment to TacForce
goals and values are maintained, the Company
will ensure that individual employees are
treated fairly and with dignity and respect.
They will also be provided with the opportunity
to develop their potential and, if appropriate,
to develop their careers further with the
company.
We place the highest priority on promoting the
health and safety of employees whilst at work.
In particular, we will constantly review the
effectiveness of our methods of operation to
best protect those who work in high-risk
environments.
In order to protect the interests of our
customers and employees, and because of the
nature of our business, TacForce applies
rigorous pre-employment screening and selection
techniques.
Environmental
Policy
TacForce International will promote protection
of the environment through its partnerships with
clients, customers and suppliers.
We place the highest importance on environmental
management and are totally committed to our goal
of preventing pollution and conducting our
operations with no damage to the environment.
The focus of our activities is directed towards
a sustainable future, compliance with
environmental legislation and continually
improving our environmental performance.
We will achieve this by developing and
maintaining the highest level of individual
awareness of environmental issues. Our
environmental commitments will be promoted by
senior management, with clear accountabilities
and responsibilities.
Through improvement programmes, we will
concentrate on minimising our environmental
impacts, particularly in the key areas of waste
and resource use minimisation.
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