PRMS Ltd

Ethical Debt Recovery | Debt Collection | Credit Control | Cash flow Management Consultancy

PRMS Ltd provides Ethical Debt Recovery™, Ethical Debt Collection™, Credit Control & Cash Flow Management Consultancy Services™ to businesses all over the UK, Europe and the rest of the World.

Equal Opportunities Policies

Extended Equalities Policy (EEP)

The Extended Equalities Policy (EEP) provides the overall policy structure for our equalities work. There is a family of equality policies that sit below the EEP and these are as follows:

Race Equality Scheme (RES) - The RES is a three-year plan setting out how PRMS Ltd will promote race equality

Sexual Harassment Policy – This policy forbids acts of sexual harassment, which is the unwanted verbal or physical advances, sexually explicit statements which have the effect of creating an intimidating environment

 Racial Harassment Policy - This policy forbids acts of racial harassment which is the effect of causing, physical or emotional harm or mental distress to a person for reasons of racial, ethnic or national origins or for reasons of colour. Examples might be insensitive jokes or pranks of a racial, ethnic or religious nature

Bullying Policy - This policy forbids bullying which is unacceptable behaviour and may contain elements of sexual, racial harassment or other forms of harassment

Disability Policy - The overall purpose of the policy is to ensure that PRMS Ltd is committed to providing access to and enabling customers and employees with physical and mental disabilities, sensory impairments, learning difficulties and severe medical problems to be treated fairly. The policy aims to comply with the requirements of the Disability Discrimination Act 1995 and the wider expectations of PRMS Ltd’s Extended Equalities Policy

Statement on Equal Opportunities
PRMS Ltd is committed to the elimination of discrimination and promotion of equality of opportunity for all and will work towards this goal, both in employment and in the provision of services. PRMS Ltd is committed to taking effective action to achieve its goal of removing discrimination and inequitable barriers. We will make the best possible use of our existing and potential workforce and resources to ensure that employment opportunities and service provision are bias-free and readily accessible to people with differing needs.

In all its activities, PRMS Ltd will endeavour to treat all people equally and fairly whether they are:

• seeking employment with PRMS Ltd or already employees of PRMS Ltd
• users of, or potential users of, PRMS services
• contracting to supply services or goods to PRMS Ltd
• seeking assistance from PRMS Ltd
• the wider community.

PRMS Ltd will not discriminate directly or indirectly through applying conditions or requirements which cannot be shown to be justified.

PRMS Ltd will make equality of opportunity an integral part of its values, policies and practices and promote equal opportunities in the wider community.

In pursuit of excellence of service to the customer, PRMS Ltd will seek to identify where groups or individuals face particular disadvantages and consider how services can best respond.

Aims and objectives

The aim of the Extended Equalities Policy (EEP) is:

To ensure that no individual receives less favourable treatment on grounds of their gender, sexual orientation, race, disability, age, religion or belief, past criminal offences, trade union membership, political beliefs, marital status or responsibility for dependants in any conditions or requirements.

Underpinning this aim are three objectives:

1. PRMS Ltd will ensure fair and equal opportunity in all areas of employment, including recruitment and selection, personal assessment, training, promotion and career development of all its employees

2. PRMS Ltd will ensure that customers, service users and the wider community have equal access to its services and are not discriminated against in any aspect of its service delivery

3. PRMS Ltd will comply and use the following equalities legislation: the Race Relations Act 1976; the Race Relations (Amendment) Act 2000; the Sex Discrimination Act 1975 (amended 1986); the Disability Discrimination Act 1995; the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003; and any other appropriate legislation, as a structure for action to support initiatives.

Achieving Equalities in Employment Background
PRMS Ltd as an employer will ensure that the obligations imposed under relevant legislation and Codes of Practice are met and complied with and that our internal policies, procedures and practices on employment matters (e.g. relating to selection, promotion, training, dismissal and transfer) are sensitive to equal opportunities.

In defining employment, we mean employment under a contract of service or of apprenticeship, or a contract personally to do any work. The last category covers persons who are self-employed and agree to perform the work personally. In defining employee, we mean anyone whose contract is within that definition of employment, whether or not, for example, they work full-time.

The Law

The key Acts which provide the structure for equal opportunities are:

The Disability Discrimination Act 1995
This Act makes it unlawful to discriminate against a person on the grounds of disability (as defined by the Act) in all areas of employment practice.

The Equal Pay Act 1970 (Amended 1984)
This Act makes it unlawful to pay one gender less than the other if the work being carried out by both employees is like work or work regarded as equivalent. Within PRMS Ltd all jobs carry the nationally or locally determined rate of pay.

The Rehabilitation of Offenders Act (1974)
This Act laid down the rehabilitation periods for when a sentence is regarded as ‘spent’.

The Sex Discrimination Act 1975 and 1986
It is unlawful to discriminate against a person in relation to employment on grounds of gender or marital status.

The Race Relations Act 1976 and Race Relations Amendment Act 2000
This Act makes it unlawful to discriminate against a person in relation to employment and service delivery on grounds of race, colour, ethnic origin, nationality or national origin.

EU Employment Directive
The Directive lays down general framework for combating discrimination on the grounds of religion or belief, disability, age and sexual orientation as regards employment and occupation. The UK’s obligations under the directive are implemented through the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment

Legislative Bodies
There are three main bodies, which enforce this legislation in the United Kingdom:
• Equal Opportunities Commission (EOC)
• Commission for Racial Equality (CRE)
• Disability Rights Commission (DRC)

Forms of Discrimination
Discrimination can occur to both actual and potential employees and take the following forms:

Direct Discrimination
This occurs when a person is treated less favourably than another person on the grounds of gender, race, disability etc. For example, a job applicant is not given a job, despite having the appropriate qualifications and experience, because he is disabled. It is also illegal to favour a particular group, which can be called positive discrimination.

Indirect Discrimination
This is when a condition is applied with which fewer people of one group can comply than another group and that such a condition is not justifiable for the job involved. For example, a rule about clothing (where such a rule cannot be justified) could impact disproportionately on another group.

By Way of Victimisation
This is when a person is given less favourable treatment than others because it is known that they are taking proceedings under a particular Act e.g. a woman makes a complaint under the Sex Discrimination Act and experiences taunts and hostility for doing so.

In Recruitment

PRMS Ltd is opposed to the following forms of discrimination:

• where only word-of-mouth is used to advertise a position

• Incorrect wording of adverts and definition of criteria e.g. an unnecessary or unjustifiable age limit

• By using membership of a Society or Club to allow favouritism towards an applicant e.g. Masonic involvement, Rotary Club

• By encouraging a recruitment agency to discriminate against certain groups

• By the type of questions asked at interview e.g. asking about features of an impairment that have no relevance to the position

• Use of advertising in specific publications to target prospective employees without local and/or national advertising.

In Treatment of Employees

Discrimination can occur:

• when deciding which staff have access to promotion, training facilities, allowances or services.

• Between colleagues, and harassment can often take place leading to behaviour, which is unwanted and offensive.

• By abusing procedures e.g. Grievance and Disciplinary procedure and inconsistently applying it.

Employment Policy Statement

PRMS Ltd is committed to the elimination of discrimination and promotion of equality of opportunity for all its employees, members and potential employees and will work towards this goal.

PRMS Ltd’s commitment is to policies, procedures and practices, which do not discriminate on grounds of gender, sexual orientation, race, disability, age, religion or belief, past criminal offences, trade union membership, political beliefs, marital status or people responsible for dependants. However, PRMS Ltd intends that no employee (or potential employee) shall receive less favourable treatment because of the above aspects or be disadvantaged by any other condition or requirement.

The principles and policies set out in the following sections are equally applicable and all employees and members are required to comply with them and ensure their effective implementation. The primary responsibility for providing equal opportunities lies with PRMS Ltd and its managers but individual employees at all levels have responsibilities too.

Gender Equality Statement
PRMS Ltd is committed to gender equality in line with the Sex Discrimination Act in providing an environment free from sex discrimination and sexual harassment. The areas that specifically address this are as follows:

A. Recruitment
All literature should describe jobs without any gender bias and should not discriminate on the grounds of gender or marital status. It is inappropriate to ask questions at interview, which are directed at childcare or family provision unless all candidates are asked this in line with a specific requirement of the job. All questions must be directly suited to the purpose of the interview.

In accordance with PRMS Ltd’s policy, at least one of the interviewers should have attended the 'Recruitment and Selection' course organised by the Human Resources Division. Recruitment interviews must not be conducted by a person or persons who have not been trained appropriately.

B. Training and Development

Access to training facilities must be fairly provided for all. Any consideration given to career development, training and so on, should be based upon the individual's capabilities, performance and potential and not upon gender. All individuals should be encouraged and assisted in developing the skills necessary for promotion.

C. Maternity and Paternity Provisions

Details of the main provisions relating to maternity and paternity leave and pay are included in the appropriate Schemes of National Conditions of Service.

D. Sexual Harassment

To experience sexual harassment can be both stressful and embarrassing. This PRMS believes that everyone has the right to seek, obtain and hold employment without discrimination or harassment. PRMS Ltd aims to make every effort to provide a working environment that is free of sexual harassment and intimidation.

Under the Sex Discrimination Act it is illegal to take employment-based retaliation if sexual advances are refused or if harassment interferes with an individual's work performance or when a hostile or offensive working environment is created. The perpetration of sexual harassment will be regarded as a disciplinary offence and employees who believe that they have been subject to harassment may raise the matter at an appropriate level under the Grievance Procedure.

Sexual Orientation Equality Statement

PRMS Ltd is committed to ensuring that sexual orientation will not be used to influence decisions about recruitment, promotion, and access to training, service delivery and the like. Accordingly, in line with the Employment Equality (Sexual Orientation) Regulations, PRMS will provide an environment free from discrimination, victimisation and harassment.

PRMS Ltd recognises that individuals can be fearful of revealing their sexual preference and may experience harassment as a consequence. Accordingly, PRMS Ltd will not tolerate the creation of a hostile environment which may include offensive remarks or jokes or the publication/duplication of material or images, which may cause offence. The Employment Equality (Sexual Orientation) Regulations 2003 came into force in December 2003 outlaws discrimination in employment, training and in the provision of occupation pensions in relation to sexual orientation. They implement the UK’s obligations in relation to discrimination on grounds of sexual orientation under the EU Employment Directive.

“Sexual orientation” is defined as being a sexual orientation towards persons of the same sex (this covers gay men and lesbians); the opposite sex (this covers heterosexual men and women); or both sexes (this covers bisexual men and women).

Race Equality Statement

PRMS Ltd in line with the Race Relations (Amendment) Act 2000 aims to eliminate racial discrimination and promote equality of opportunity. The areas directly addressing this include

A. Race Equality Scheme

PRMS Ltd’s RES will undertake to ensure that all our functions, policies and strategies are directed towards the following three related objectives:

• the elimination of unlawful discrimination
• the promotion of equal opportunities
• the promotion of good relations between people of different racial groups.

B. Recruitment

To remove discrimination from the interviewing process, the use of good recruitment and selection practice will be stressed in policy and training. Individuals should not be rejected if they have completed an application form with assistance, unless the job requirement is that of a specific level in the standard of English. In addition, if there is any doubt about qualifications gained overseas, the Human Resources Division should be contacted.

At interview, interviewers should be aware of possible misunderstandings that can occur between persons of different cultural backgrounds. Interviewers should not base their decision upon generalised assumptions or prejudices. Selection criteria must be related to job requirements. It is important that equal opportunities extends beyond initial appointment into induction and covers continuing career progression.

C. Training and Development

Any considerations about an individual’s career development, access to training or secondments will be based upon individual capabilities, performance or potential. Assumptions which relate solely to race, ethnic origin, religion or belief must not be made. All employees should be encouraged to participate in opportunities for training and advancement as appropriate.

D. Cultural and Religious Needs

Particular racial groups may have cultural and religious needs which may appear to conflict with existing work requirements. Consideration should be given to accommodating such needs, e.g. allowing flexibility in attendance for cultural or religious practices like Ramadan. Where any problems are encountered advice should be sought from the Human Resources Division.

E. Extended Leave Arrangements

Where requests are made for extended leave to visit relations in other countries annual leave should have been accumulated to take account of this. Managers should seek advice in all cases from the Human Resources Division and where the need arises for extra leave beyond any "accumulated" or "borrowed" time, the Assistant Director of Human Resources must be consulted.

F. Racial Harassment

In connection with the previous section on sexual harassment, PRMS Ltd does not condone any discrimination or harassment based upon factors of race. Race relations legislation protects individuals from harassment and makes it illegal for the employment environment to become hostile or offensive to racial groups.

PRMS Ltd has a network of designated contacts that are there to provide support or advice if an incident occurs. Racial harassment is a disciplinary offence and employees who believe that they have been subject to harassment may raise the matter at an appropriate level under PRMS Ltd’s Racial Harassment Policy.

Disability Equality Statement

PRMS Ltd believes that all disabled people should have the same rights, choices and opportunities in employment as non-disabled people and that increasing the recruitment of disabled people will benefit us in terms of the skills and talents disabled people bring.

PRMS Ltd’s employment practices and procedures are in line with the Disability
Discrimination Act 1995. The Act provides that a disabled person is a person who has or who has had in the past, 12 months or more, a physical or mental impairment that has or had a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities. The actual effect of impairment will vary from person to person; some may also improve or deteriorate over time.

PRMS Ltd will make all reasonable adjustments where necessary to accommodate an employee who is disabled or has become disabled during employment.

These may include any of the following:

• making adjustments to premises
• allocating some of the disabled person's duties to another person
• transferring the person to fill an existing vacancy
• altering the person's working hours
• assigning the person to a different place of work
• allowing the person to be absent during working hours for rehabilitation, assessment or treatment
• giving the person, or arranging for them to have, training
• acquiring or modifying equipment
• modifying instructions or reference manuals
• modifying procedures for testing or assessment
• providing a reader or interpreter
• providing supervision

Under Part III of the Disability Discrimination Act, disabled people are given important rights of access to everyday services that others take for granted. The duties under Part III have come into force in three stages:

• treating a disabled person less favourably because they are disabled has been unlawful since December 1996
• since October 1999, service providers have had to consider making reasonable adjustments to the way they deliver their services so that disabled people can use them. (see above); and
• from 1 October 2004 service providers may have to make other “reasonable
adjustments” in relation to the physical features of their premises to overcome physical barriers to access. This means that where a physical feature makes it impossible or unreasonably difficult for disabled people to make use of our services, PRMS Ltd will have to take reasonable steps to:
• remove the feature or
• alter it so that it no longer has that effect
• provide a reasonable means of avoiding it
• provide a reasonable alternative method of making the service.

PRMS Ltd will also work towards the disability ‘Two-tick’ symbol. This is a recognition scheme given by the Jobcentre Plus to employers who have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. In working to achieve this, PRMS Ltd will improve employment opportunities for disabled people and promote equality in employment practices.

The five commitments are:

• to interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities
• to ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what can be done to make sure they can develop and use their abilities
• to make every effort when employees become disabled to make sure they stay in employment
• to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
• to review the five commitments every year and what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.

PRMS Ltd’s equality policies and procedures promote equality of opportunity for those disabled employees. The areas directly addressing this include:

A. Recruitment

Selection criteria must relate to the actual needs of the job e.g. if the ability to drive is required only occasionally, some disabled applicants could be unnecessarily excluded. It must be made clear to applicants that being disabled does not preclude full and fair consideration for the job. Special arrangements might be needed at interview to meet the needs of disabled applicants. An invitation to interview should ask if anything is required e.g. ensuring that the place of interview is accessible.

For certain impairments, a pre-prepared C.V. or taped application is acceptable in preference to PRMS Ltd's application form. Questions at the interview should not centre on the person's impairment, but on their ability.

Where possible, job sharing should be considered.

B. Training and Development

PRMS Ltd will not discriminate in selection for training and will make any necessary reasonable adjustments to enable the disabled employee to take part in training and development opportunities.

All consideration for career development or training opportunities should be based upon the individual's capabilities, performance and potential and not upon any assumptions. We plan to provide training, for staff who recruit, on disabled access to employment and the needs of a disabled person within the workplace.

C. Assisting Employees who become disabled

Some employees can become disabled during their service with PRMS Ltd as a result of an accident or illness. Each situation will be considered individually as to whether the postholder can continue in the same job or a different job, what training may be required and what special aids or equipment may be available.

Importance will be placed on ensuring that every alternative will be explored if an employee becomes disabled. Where necessary, job sharing or part-time work will be considered to accommodate an individual who becomes disabled.

In addition, job restructuring could be considered and PRMS Ltd will also positively consider - as resources allow, the practical aspects of disability related to, for example, car parking, doors, lifts, toilets and access generally. Managers will, as far as is practicable, be flexible in allowing individuals to adjust to the new circumstances e.g. working at home initially with proper risk assessments having been undertaken or working part-time and then building up to full-time attendance. (Pay would be on a pro-rata basis).

Age Equality Statement

PRMS Ltd will not discriminate on the basis of age. The EU Employment Directive 2000 establishes a general structure for equal treatment in employment and occupation, and contains anti-age discrimination provisions. Government consultation began in spring 2003 and the directive is scheduled for implementation in December 2006. In lieu of specific legislation, PRMS Ltd’s position is as follows:

A. Recruitment

Age is a poor predictor of job performance and is rarely a genuine employment
requirement. Age should therefore not be used as criteria in recruitment and selection.

B. Training and Development

Any considerations about a person's career development, access to training or secondments and so on, should be based upon capability, performance or potential. No assumptions should be made relating to the age of the individual.

Experienced, older staff could be involved in the training or mentoring of other colleagues. It should be stressed that some workers may be interested in a career change and opportunities should still be open to them, irrespective of age.

Ex-offenders

The Rehabilitation of Offenders Act 1974 contains the definition of a 'spent' conviction. A sentence of more than 2.5 years can never become spent and should always be declared. The law states that certain posts are closed to ex-offenders namely those involving access to children (e.g. teachers) and those requiring professional regulation (e.g. Solicitor). To promote equality of opportunity, PRMS Ltd observes the following:

A. Recruitment

When reading an application form that declares a conviction, the factors to consider are whether the conviction relates to the work of the vacancy, the nature and background to the offence and whether the applicant's circumstances have changed. Ex-offenders should first be assessed on their ability to do a job and then the above factors should be taken into account.

HIV and AIDS Equality Statement

All practical steps will be taken to ensure that discrimination does not occur on matters related to HIV and AIDS and employment (e.g. recruitment, selection, redeployment and retirement). In administering HIV and Aids equality, PRMS Ltd will provide support and advice for its managers.

We will ensure that PRMS Ltd’s services and employment practices will take account of customers and employees with HIV or Aids. Employees who are known to be HIV positive will be protected from victimisation, isolation and/or other forms of harassment.

A. Recruitment

People who have HIV or Aids will be subject to the same health checks and criteria as everyone else. A decision not to appoint would be made only if the person was not capable of performing the duties of the job.

B. Employment

Any employee who declares they have HIV or Aids is guaranteed confidentiality and support will be available from their Manager and the Human Resources Division.

Religion or Belief Equality Statement

PRMS Ltd is committed to ensuring that religion or belief will not be used to influence decisions about recruitment, promotion, and access to training, service delivery and the like. Accordingly, in line with the Employment Equality (Religion or Belief) Regulations,  PRMS will provide an environment free from discrimination, victimisation and harassment.

PRMS Ltd recognises that individuals can be fearful that their religion or belief may lead to harassment. Accordingly, PRMS Ltd will not tolerate the creation of an intimidating, hostile, degrading, humiliating or offensive environment.

The Employment Equality (Religion or Belief) Regulations 2003 came into force in December 2003 outlaws discrimination in employment, training and in the provision of occupation pensions in relation to religion or belief. They implement the UK’s obligations in relation to discrimination on grounds of religion or belief under the EU Employment Directive. “Religion or belief" means any religion, religious belief, or similar philosophical belief.

General Provisions

A. Flexibility in Working Arrangements

PRMS Ltd recognises that the flexible working arrangements which are facilitated by job sharing, part-time working etc. can be as advantageous to men as they are to women. Additional information is available from the Human Resources Division.

B. Monitoring

PRMS Ltd monitors the composition of the workforce and the proportions of employment applicants. This shows the trends in selection decisions for recruitment and helps to assess the effectiveness of PRMS Ltd's policies aimed at eliminating unfair discrimination from employment procedures.

C. Redundancy/Redeployment

It is recognised that a careful balance on these areas of employment needs to be established within the wider aspects of equal opportunities. However, selection criteria for redundancy and the operation of the redeployment procedures will be free from discrimination.

D. Training for Members

PRMS Ltd is presently developing a training programme for members and all members will be encouraged to participate in training and development.

Achieving Equalities in Service Delivery
PRMS Ltd is an employer and provider of a wide range of services
to the public. We have both a legal and moral responsibility to be fair and just in all that we do. We accept that some members of our community, in particular, women, black and minority ethnic groups and disabled people, may not have had equal access to services or employment. Each member of our community is entitled to expect fair and equal treatment in all dealings with PRMS Ltd.

PRMS Ltd recognises the important role it plays in the community, and
welcomes the role of all relevant legislation with regard to the delivery of services fairly to the whole community. It is committed to carrying out its statutory responsibilities and the PRMS will seek to eliminate all unlawful direct and indirect discrimination in service delivery.

PRMS Ltd will aspire to ensure that in the delivery of services, either directly or on behalf of PRMS Ltd, no individual or group receives less favourable treatment on the grounds of gender, sexual orientation, race, disability, age, religion or belief, past criminal offences, trade union membership, political beliefs, marital status or responsibility for dependants in any conditions or requirements.

PRMS Ltd will make sure that equality of opportunity is an integral part of service delivery and the fair allocation of resources within the community and take account of the needs of different communities in all service planning processes and ensure:

• Positive action to respond to the needs of client groups with a clear structure of understanding concerning the needs of particular groups and the actions that are already being taken

• equality impact assessments are carried out on all PRMS Ltd’s services in line with the programme in PRMS Ltd’s Race Equality Scheme (RES) and Equality
Standard

• Services are provided in such a way as to best meet the needs of all customer groups i.e. the use of translations where necessary;

• There are no factors, either direct or indirect which reduce access to and the effectiveness of services for specific individuals and group;

• Publicity of our commitment to equality to all of its employees and within the community at large; and

• A scrutiny and audit system will be established to monitor performance. This will involve members, employee representatives and the local community. This will also lead to the continuous improvement of good practice in or equalities work.

In addition PRMS Ltd will seek to identify, tackle and dismantle the physical and other barriers that may deter or prevent people from accessing PRMS Ltd, its processes or its services by using, for example, consultation to inform and improve on the delivery of services.

We will assess our functions and policies within a planned programme (see appendix 1) to identify whether not they have an impact on equalities i.e. such as race, gender, disability. The assessments will cover all our existing and new functions and policies and will lead to action to improve our equalities work. This process will be linked to other work on improving services such as the Comprehensive Performance Assessment (CPA) 1 and Best Value2.

The commitment to achieve equality in service delivery covers all individuals or groups, who require, are seeking or are receiving services delivered either directly, in partnership with, or on behalf of PRMS Ltd. It extends to all of PRMS Ltd’s divisions and the services delivered within those divisions. All agencies, organisations and partners delivering any aspect of services on behalf of PRMS Ltd are bound by this commitment. In addition the PRMS will seek to promote this commitment and encourage good practice in service delivery at all times with its partners in the public, private and voluntary sector.

PRMS Ltd will not tolerate contravention of this commitment by any employee, elected member, contractor or other agent working or delivering services on its behalf. It will encourage anyone experiencing any form of unlawful or unfair treatment, or with a concern regarding inequality in service delivery, to come forward and complain.

Responsibility for the Policy

Due to the importance of the equality agenda, both the Leader of PRMS Ltd and the Managing Director have responsibility for leading on the implementation of the Extended Equalities Policy (EEP). Line Managers and Assistant Directors will be responsible for implementing the policy in their area of activity and ensuring all staff act in accordance with the policy and that adequate monitoring arrangements are in place.

The Assistant Director Policy and Public Relations will be responsible for overall coordination, advice and monitoring and for ensuring consistency across PRMS Ltd in service delivery and employment practice and monitoring the implementation of practices and procedures. The Assistant Director Policy and Public Relations will also be responsible for reporting to the Managing Director and Directors, any contraventions, or possible contraventions, of the policy.

Each elected member and employee has a personal responsibility for ensuring that his or her own behaviour is acceptable within the terms of the policy. It is the responsibility of all employees to ensure that PRMS Ltd's policies and procedures relating to equal opportunities in employment are followed and that they themselves do not discriminate in any way against fellow employees or job applicants. Employees should be aware that acts of deliberate discrimination and wilful disregard of equal opportunity policies will be treated as disciplinary offences.

In terms of implementation, the aims and objectives of the EEP can only be realised if backed by specific actions designed to achieve them. The implementation of this policy is the responsibility of all those within PRMS Ltd. It is recognised however, that those working at a management level have a specific duty to set the standard and be an example of good practice.

 

Clayton M Coke | Managing Director

PRMS Ltd

1st February 2016