EQUAL OPPORTUNITIES POLICY
This Company recognises the need for an equal opportunities policy in its role as both an employer and as provider of products and services. We accept our obligations to fulfil the statutory requirements laid down by Equal Opportunities legislation, which make it unlawful for an employer or employee to discriminate or to treat an individual differently on the grounds of colour, ethnic origin, sex, age, disability, sexual orientation, religious and/or philosophical belief. We recognise that many groups are discriminated against, but do not accept this responsibility simply because it is a legal requirement. We would extend the principle to ex-offenders and to factors such as family circumstances.
As an employer we undertake to review regularly our recruitment and employment practices to ensure that no group is put at a disadvantage either directly or indirectly. Attention will be paid to all parts of the employment process, from recruitment and selection through to training and career development.
As an employer we also undertake to ensure that no group of individuals is treated unfairly or subject to harassment because of any of the attributes listed above. It is also our policy to accept that we have a responsibility to provide information to our staff to ensure that they are fully aware of the issues relating to equal opportunities and their responsibilities towards the promotion of that policy within the Company.
The Company is an Equal Opportunities employer committed to making full use of the talents and resources of all its employees. It is committed to the promotion, maintenance and protection of the rights of individuals to equal opportunities in work, vocational education, training and development, regardless of:
• Ethnic origin
• Religious or philosophical belief
• Ex-offender background
• Sexual orientation
• Marital Status
The Company is committed to providing a working environment that ensures all employees are treated with dignity and respect. To this end we seek to prevent behaviour that is not in line with the spirit of the policy.
Any form of harassment or inappropriate behaviour which causes offence, whether intentional or not, will be treated very seriously.
It is our intention to encourage employees to behave in an appropriate manner at all times.
The behaviour the Company seeks to prevent includes:
• Sexual harassment
• Racial harassment
• Age discrimination
• Discrimination against people with disabilities
• Religious discrimination
Disciplinary action will be taken against an employee found to be unlawfully discriminatory to prospective or current employees, customers or suppliers. Allegations of bullying will be dealt with under the grievance or disciplinary procedures. Any employee who feels they are the subject of any unwanted behaviour as described above should consult their Manager or a Partner.
Racial or sexual harassment or harassment of individuals who have or have had a disability or any other form of discrimination will not be tolerated under any circumstances and a member of staff who harasses or discriminates against another employee, job applicant or visitor of the Company, will be subject to the Company disciplinary procedure. In serious cases, such behaviour may constitute gross misconduct and result in summary dismissal.
Harassment generally may include any unwanted verbal or physical abuse and/or advances and/or behaviour which an employee may find offensive and which causes them to feel threatened, humiliated, patronised or harassed. Harassment may be deliberate or unconscious, open or covert, direct or indirect, an isolated incident or repeated action. It may also include, in certain circumstances, off duty conduct. It will not necessarily be a defence that such incidents consist of words or behaviour which might be claimed to be “common place” or intended as a joke.
It is the duty and responsibility of the Company and every employee to stop all types of harassment and discrimination in the workplace.
Racial harassment is racial discrimination and is contrary to the Company’s Equal Opportunity Policy. It is also unlawful. This type of harassment will not be tolerated under any circumstances and the Company will take prompt action upon becoming aware that such incidents have taken place.
Sexual harassment is similarly sex discrimination, unlawful and contrary to the Company’s Equal Opportunities Policy and is defined as unwanted behaviour of a sexual nature by one employee towards another.
Harassment of an individual on the basis of their sexual orientation (i.e., because they are homosexual, transsexual or undergoing “sex change treatment”) will also be regarded as sexual harassment by the Company and will not be tolerated.
We will encourage our staff to be open about their religion and beliefs. We will happily discuss our employees religions in order to give fair consideration to any specific needs and arrangements. Kite will, where possible, give staff reasonable time during working hours to observe their religious beliefs so long as it is possible and practicable. Kite will consider the business needs and the impact on staff and delivery. The company does reserve the right to decline observance on the basis of extremely busy periods, excessive and unreasonable requests and in its consideration of other members of the team.
Dignity at Work
We support and sustain a positive (thriving) working environment for all staff. Kite recognises the right of all employees to be treated with dignity and respect and is committed to ensuring that all
employees are provided with a safe working environment which is free from all forms of bullying, sexual harassment and harassment.
Kite recognise that people experiencing menopausal symptoms require the same support and understanding as any other staff member experiencing ongoing health conditions. Kite commits to doing its best to remove the taboo surrounding the menopause at work subject and commits to creating an inclusive working environment where employees and managers feel confident to discuss any
adjustments necessary and to prevent that most women ‘Suffer in silence’.
Kite will offer any support to anyone during the menopause, will promote a basic understanding amongst all employees and how it can impact on employee’s health. If you are experiencing any symptoms that affect or may affect your work, please discuss with your manager who will be able to help.
FAMILY FRIENDLY POLICIES
You may be entitled to leave and in some instances pay for the following. Should you require any further information on any of our Family Friendly Policies, please see your Manager. Please note: legislation in this area is subject to change. Your rights to any of the following will depend in some cases on your length of service, and on your pay:
Maternity, parental, adoption, paternity rights Time off for emergencies
Right to request flexible working
Maternity Leave & Pay
Employees will be entitled to 52 weeks Maternity Leave and may be entitled to Statutory Maternity Pay (SMP) for up to 39 weeks of the leave or 90% of earnings whichever is the lower. If the employee is not eligible to SMP she would receive Maternity Allowance. “Keep in touch days” allow the employee and employer to agree for the employee on maternity leave to work 10 days during their leave period. This will not affect any right to SMP. During the period of any maternity leave, the Company may, at its discretion, continue to pay part or all of your salary less SMP during part or all of your maternity leave.
You will be entitled to reasonable time off with pay for antenatal care during pregnancy. This is subject to the production of evidence of appointments from a registered medical practitioner or registered midwife (except for the first appointment) and must be agreed in advance by the Company.
Provided that you have completed the required period of continuous employment you will be entitled to Statutory Maternity Pay when you are absent from work due to pregnancy or confinement. This will be paid at the rates, and for the period, prescribed by law. This is subject to you giving the Company all the required notices in writing and providing a certificate from a registered medical practitioner or registered midwife of the expected date of your confinement. (MATB1)
If you qualify for the statutory right to return to work in accordance with the current legislation and fulfil the obligations as to statutory requirements regarding notices you will, on returning from maternity leave, be treated for the purposes of all contractual and statutory rights, as if you had been continuously employed throughout the period of your absence. Holiday entitlement continues to accrue during maternity leave.
Parental Leave – unpaid (statutory entitlement)
You may be eligible for parental leave up to 18 weeks. Employees require 1 year’s continuous service.
Adoption Leave & Pay (statutory entitlement)
An employee requires 26 weeks continuous service to apply. Pay is up to 33 weeks at Statutory Maternity Pay rate or 90% of earnings whichever the lower is.
Leave: up to 52 weeks
Paternity Leave & Pay (statutory entitlement)
An employee requires 26 weeks continuous service.
Leave – up to maximum of 2 weeks to be taken in week blocks.
Statutory Paternity Pay is for 2 weeks at the same rate as Statutory Maternity Pay.
Statutory Shared Parental Leave
An employee requires 26 weeks continuous service.
Leave (shared) up to 37 weeks
Pay is up to 37 weeks at Statutory Maternity Pay rate or 90% of earnings whichever the lower is.
Time off for emergencies – unpaid (statutory entitlement)
Employees may take unpaid time off to deal with family emergencies. For example, to make arrangements for care of a dependent when they are ill or injured, to deal with an incident at school involving your child/children, to provide assistance on an occasion when a dependent falls ill, gives birth or is injured or assaulted. A dependent is a spouse, child, parent or someone who lives in the same house but is not a tenant, lodger, boarder, visitor or an employee. You must inform your employer of the emergency and the circumstances and give an indication of how long you will be absent from work for. The right to time off is limited to enough time to deal with the emergency.
Right to request flexible working (Statutory Entitlement)
Employees with a minimum of 6 months service with an employer are entitled to request flexible working subject to the following:
The employee has to be either mother/father/adopter/guardian/foster parent or married to or the partner of one who has main caring responsibilities, with a child under 16 or disabled child under 18 and/or;
The employee has to be a carer of an adult. See below for further details.
The request can include – change of hours/change of times/work from home – in order to be able to care for a child.
The employee’s written request must state:
(i) This is a flexible working request application, The proposed pattern/changes, The proposed start date, and the effect the change may have on the employer and how the employee thinks this could be overcome,
(ii) Eligibility requirements (e.g. “I have been employed by you for over 6 months and I am a mother with caring responsibilities for a child under 6 years old.”
(iii) Whether and when any previous application has been made
(iv) The application must be dated.
To request flexible working on the grounds of being a carer for an adult, please follow the procedure above requesting flexible working due to caring responsibilities for an adult.