QUALITY POLICY. The Quality Policy supports our commitment to the achievement of continual improvement through the following objectives:

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1 QUALITY POLICY Document Number: QSEOOOO P1 Revision Number: 3.3 Aug 2012 Uncontrolled If printed "It is our vision at Eldin to be the leading quality supplier of Railway Signalling Installation and Project Management Services in the UK. It is our aim and guiding principle to provide our customers and employees with a level and quality of service that consistently meets or exceeds their expectations." Eldin, is committed to cost effective and continual improvement in the quality of its business and its working practices. It is our aim that the Eldin Integrated Management System provides us with the platform for effective control of process, for establishing and reviewing quality objectives and for continual and controlled improvement. The Quality Policy supports our commitment to the achievement of continual improvement through the following objectives: Assurance of quality through a company wide commitment to quality management Establishing and maintaining a quality structure to ensure that all parts of our business are managed in an effective, efficient and controlled manner Provision of sufficient and competent resources to enforce Eldin management system & Policies requirements and fulfil contract Obligations Prepare, control and maintain quality records and documentation required to support the quality operations of the company Regularly review and measure the performance of our business on an individual and project organisational basis and where possible take measured and controlled steps to improve the quality system, structure and operations of the company To further expand on its levels of accredited competence and certification whilst maintaining its quality operations We intend to achieve this by: Consistently listening to our customers with a view to meeting and where possible exceeding their expectations and looking for ways we can improve Providing a challenging and rewarding working environment that encourages employee participation in the improvement and development of the quality system Ensure that employees clearly understand the importance of quality management and maintaining its working practices Develop an ethos of quality, pride, enthusiasm, challenge and best practice in everything we do. Strive to achieve excellence in our services with a common vision of quality and performance Eldin will monitor this policy and it will be reviewed under the formal annual management review system Signed: Charles Newlands Managing Director. }~

2 EQUAL OPPORTUNITIES POLICY Document Number: Revision Number: Page QSEOOOO P4 3.1 Aug of 1 ~~~~~~~~~~~~~~~~~~~ I Equal Opportunities Policy I 1 Eldin are striving to be an equal opportunity employer, therefore we will aim to treat all workers and job applicants equally I I '1 I There will be no discrimination in respect of marital status, gender, sexuality, disability, age, colour, race, religion, nationality, ethnic or national origins. There will be no discrimination on these grounds in the terms and conditions offered to workers or job applicants. The policy also covers recruitment, induction, conduct at work and the disciplinary and grievance procedure. The only basis for promotion or selection is the management's considered opinion of the applicant's suitability for the job. All workers have a legal and moral obligation not to discriminate and to report incidents of discrimination against any individual or group of individuals. Any worker found to be discriminating will face disciplinary proceedings. Signed: Charles Newlands ~ le Managing Director. 11 il.

3 DRUGS &. ALCOHOL POLICY DocumentNumber: QSEOOOOP2.1 RevisionNumber: 3.2 Aug 2012 Uncontrolled If printed Drugs &. Alcohol Policy Statement It is the aim of Eldin, to take all reasonable steps to ensure the health, safety and welfare of all personnel and other persons engaged in work for the organisation and any third parties who come into contact with the business. Through the Drugs & Alcohol Policy we will establish and lay down the standard of compliance required by its personnel to ensure the misuse of drugs or alcohol does not impair the ability of its operatives to carry out its function. Eldin are fully committed to comply with Network Rail Group Standards For Drugs & Alcohol-(GE/RT /8070), Network Rail Company Standard for Drugs & Alcohol-(NR/CS/OHS/051) and the Transport 8t Works Act 1992 and will ensure that all its personnel are fully briefed and aware of these standards. Eldin personnel and contractors Must Not: Report for duty, or endeavour to report for duty having recently consumed alcohol or be under the Influence of drugs or other substances. Report for duty in an unfit state due to being under the influence of alcohol, drugs or other substances Be in possession of, take or supply any drugs, alcohol or other substances either in the workplace or whilst on duty Consume alcohol or drugs whilst on the premises or whilst on duty. You Must: Declare any use of prescription or over the counter medication to your line manager immediately which may affect your ability to carry out your normal duties in a safe manner - If in doubt ask. Submit to a Drugs & Alcohol Test if requested to do so. Declare any drugs or alcohol related problem from which you are suffering Must inform a supervisor, line manager or HSQE manager immediately if you suspect someone else of being under the influence of drugs or alcohol whilst carrying out their duties A programme of screening in accordance with Network Rail standards is implemented within the company which includes: NR/SP/OHS/ Pre-employment testing for drugs and alcohol NR/SP/OHS/ Routine medical & pr-appointment testing for drugs and alcohol NR/SP/OHS/ Random testing for drugs and alcohol NR/SP/OHS/ For cause testing for drugs and alcohol If you are suspected of being under the influence of drugs or alcohol you will be required to be screened immediately, you will be escorted for the duration to ensure any results are not compromised and refusal to be screened will be deemed as a positive result. Eldin will then take the necessary disciplinary steps and inform NCCApreventing access to the railway infrastructure. Eldin will monitor this policy and it will be reviewed under the formal annual management review system

4 HEALTH & SAFETY POLICY DocumentNumber: QSEOOOOP2 RevisionNumber: 3.2 Aug 2012 Uncontrolled If printed Health & Safety Policy Statement It is our vision at Eldin to be the leading provider of Railway Signalling Installation and Project Management Services in the UK. It is the Policy of Eldin, to take all reasonable steps to ensure the health, safety and welfare of all personnel and other persons engaged in work for the organisation and any third parties who come into contact with the business. Successful implementation of this Health & Safety policy will allow us to effectively minimise risk, create and develop safer working environments and strive towards our safe working targets. The active support of all personnel is essential to providing safe and healthy working conditions to promote a positive and safety orientated culture throughout the organisation. As Managing Director of Eldin, I hold overall responsibility for the creation, development and review of the Health & Safety Policy. The responsibility for its implementation is with its Directors, Managers and Supervisors, however ALL employees have important individual responsibilities and are required to participate fully in carrying out the company policy. Eldin is committed to: Ensuring the Health, Safety & Welfare of its employees as far as is reasonably practicable by implementing safe systems of work are in place based on assessment and management of risk. Complying with safety at work act 1974 and other relevant legislation that imposes duties on employers and employees alike. Ensuring that personnel are fully conversant with and competent to carry out the duties allocated to them in a safe manner and providing appropriate instruction, supervision, mentoring, training and assessment. Provide open, supportive and communicative arrangements to enable an individual or representative to raise concerns and issues of Health & Safety. To promote continual improvement in our Health & Safety programme and performance and support our aims of Nil Loss Man Hours due to Health & Safety related issues. Promote good health amongst personnel and the prevention of occupation diseases and disorders. Measure, audit and review our safety performance on a regular basis to ensure objectives are achieved and management controls are effective Promote effective working relationships across project interfaces so as to ensure that Health & safety responsibilities are properly implemented at interdisciplinary and supply chain levels. Everyone must cooperate with the company to ensure that all statutory duties are met with. The successful implementation of this policy requires complete compliance and commitment at all levels of the organisation. Each and every member of the company has a legal obligation to take reasonable care for their own health and safety and for the people who may be affected by their acts or omissions. In order to achieve the above, Eldin will ensure that sufficient resources are provided and the policy reviewed as part of the formal Management Review of Health & Safety. Revisions to this policy will be implemented to reflect findings from management review, changes in statutory requirements and guidance on best practice from the rail industry, statutory bodies and others.

5 ENVIRONMENT POLICY DocumentNumber: QSEOOOOP3 RevisionNumber: 3.2 Aug 2012 Uncontrolled If pnnted Environment Policy Statement It is our vision at Eldin to be the leading provider of Railway Signalling Installation and Project Management Services in the UK. Eldin recognises, understands and takes seriously its responsibility protect and where possible improve our environment. to take all reasonable steps to ensure that we try to maintain, We understand that our operations have impacts on the environment and we aim to ensure that these impacts are controlled and where possible have a positive impact. It is our belief that we have an important role in generating sustainable and healthy environments. As Managing Director of Eldin, I hold overall responsibility for the creation, development and review of the Health & Safety Policy. The responsibility for its implementation is with its Directors, Managers and Supervisors, however ALL employees have important individual responsibilities and are required to participate fully in carrying out the company policy. Successful implementation of this environmental policy will allow us to effectively meet our aims and objectives which are: To Comply With All Relevant Environmental Legislation & Regulations As Laid Down By Appropriate Regulatory Bodies To Comply With The Environmental Pollcies Of Our Customers To Comply With Network Rail Standards & link-up Requirements Commit To Doing Whatever Is Necessary To Minimise The Risk Of Any Environmental Damage Commit To Educate, Train & Develop Our Personnel & Persons Working On Behalf OF EMLIn Environmental Issues Commit To Using Sustainable Recourses And Reduce Energy Consumption In order to achieve the above, Eldin will ensure that sufficient resources are provided and the policy reviewed as part of the formal Management Review of Environmental Policy. Revisions to this policy will be implemented to reflect findings from management review, changes in statutory requirements and guidance on best practice from the rail industry, statutory bodies and others. Signed: Charles Newlands Managing Director..Aq L i '7,.'u )c..

6 ,eldin GIFTS 8t ENTERTAINMENT POLICY Document Number: Revision Number: Page QSEOOOO PS 1.1 Aug of 2 Gifts & Entertainment Policy Introduction Eldin conducts its business activities with integrity, professionalism and respect, these core values are central to maintaining the reputation of the company and our continued business success. It is therefore essential that Eldin employees conduct themselves in a manner which does not detract from these values and this is especially important in respect of business gifts, entertainment and other conflict of interest. 1.0 Business Gifts and Entertainment 1.1 General The giving and receiving of business gifts and entertainment can be a fundamental part of building good business relationships and maintaining understanding of goodwill. However, it can, in certain circumstances, also make it more difficult for an individual to be objective in their decision making in respect of the person or organisation providing the gift or entertainment. The potential also exists for doubt to be cast upon the quality of business decisions and ultimately confidence and trust in the company could be undermined. Accordingly Eldin employees must not under any circumstances: Offer gifts or entertainment with the specific intention of obtaining preferential treatment or influencing the decision making of others Accept gifts or entertainment where there is an expectation from the provider that they will receive preferential treatment in return for the individual or aggregate value of any gifts or entertainment provided. It is however recognised that there may be nothing wrong with the giving and receiving of tokens of appreciation, of nominal value, or accepting or giving reasonable entertainment in order to maintain or further a business relationship. In such circumstances, employees are expected to; Exercise good judgement in what is classed as 'nominal value' Exercise Significant moderation in the acts of giving and receiving. The Managing Director maintains the company 'Gifts and Entertainment Register' and it is an employee's express duty to ensure that any act of giving or receiving is, without exception and in an air of openness and honesty, recorded within this register. Where an employee fails to have this information recorded it may be viewed as a failure to disclose information which may affect the reputation of the company and as such could warrant action under the company's disciplinary procedures. Examples of what could be termed as reasonable entertainment or a token of appreciation include; An occasional meal of reasonable expense with a business partner Tickets to an ordinary sports event which could, for example, include a football or rugby match Tickets to a local theatre Tickets to a local cultural event Attendance at an industry event Examples of gifts or entertainment which would require the express approval of a Board Director include Any gift or entertainment which involves a large amount of expense Any gift or entertainment which requires significant travel away from the office (including day trips or weekends) Other types of gift or entertainment, of any value, which are totally unacceptable include: Anything which is illegal or would result in the violation of the law Any cash or cash equivalent gifts (shares, gift certificates, loans, etc.) of any value Anything which requires something in return for the gift or entertainment Any sexually oriented gift or service Where there is any level of uncertainty as to whether or not the giving or receiving of a gift or entertainment is appropriate it is better to ask and seek clarification rather that to engage in what may be an inappropriate activity which could damage the reputation of both the company and its employees. 1.2 Government Employees No gift or entertainment is to be offered to any government or local government official without the express written approval of the Managing Director who will take steps to ensure that no governmental practice is breached. 1.3 Cultural etiquette In some parts of the world, the culture in respect of the giving and receiving of gifts is different to that within the UK. In some countries it is even symbolic of the nature of the business relationship and failure to give or receive an appropriate gift could be viewed as an insult and cause damage to the company. It is therefore very important that etiquette of 'giving and receiving' is fully researched before visiting any overseas location.

7 GIFTS & ENTERTAINMENT POLICY Document Number: Revision Number: Page QSEOOOO 1.1 Aug of 2 PS 2.0 Payments and Inducements The direct or indirect offer or receipt of any form of bribe for the purpose of retaining or obtaining business or to influence any business decision is not acceptable under any circumstances. Any such occurrence will be treated as an act of gross misconduct which will lead to the implementation of the company's disciplinary procedures and, if proven, will result in the dismissal of the offender. Such occurrences may also be reported to the police authorities for criminal investigation and prosecution. Any employee who receives an approach of this nature must report it immediately to the Managing Director to enable appropriate action to be taken. 3.0 Conflict of Interest Employees must avoid any activity in which their personal interests, which would include the interests of relatives and friends, may conflict with the interests of tile company. Where such circumstances are totally unavoidable, the employee concerned must declare and openly discuss the potential conflict with their Line Manager/Managing Director. No business agreement with any party is to be entered into until the potential conflict has been reviewed and the approval to proceed authorised by the Managing Director. Any failure to highlight a potential conflict of interest may be viewed as a failure to disclose information which may affect the reputation of the company and as such could warrant action under the company's disciplinary procedures. 4.0 Subcontractors, Consultants and Agents Any subcontractor, consultant or agent operating on behalf of the company will be expected to fully abide by the terms of this Policy. Failure to do so could result in the immediate termination of any contract or agreement. 5.0 Speaking out Any employee who suspects a breach of this Policy should raise the issue immediately with the Managing Director. Employees who raise such issues will be protected and every effort will be made to ensure their anonymity. Neither will they be blamed for their action, nor will they be subjected to any form of unfair treatment or victimisation. If an employee is unsure about the appropriateness of any activity, they should discuss the matter with the Managing Director Any attempt to discourage an employee from reporting a suspected breach of this Policy will be treated an as act of gross misconduct and the individual(s) concerned will be subject to disciplinary action, which if proven, will result in dismissal. This policy will be reviewed annually, will be briefed to all employees at induction and again at reissue. Eldin anaging Director