Contract Labour Solutions Ltd (CLS) is committed to conducting its business with the highest standards of integrity, honesty and transparency. CLS has a zero-tolerance approach to bribery, corruption and fraud in all its forms, whether committed by staff, contractors, temporary workers or any third party acting on our behalf.
Read the policyThis policy applies to all staff irrespective of seniority, tenure and working hours, including employees, directors and officers, consultants, contractors and temporary workers, casual or agency staff, trainees, homeworkers, fixed-term staff, volunteers and interns.
This is a statement of policy only and does not form part of any contract of employment or contract for services. This policy may be amended at any time by CLS, in its absolute discretion.
Gifts and hospitality
No member of staff may accept a bribe, an unusual payment, or anything that could be interpreted as an attempt to influence their judgement from suppliers, clients or any other person in the business environment. Nominal value items such as diaries and calendars may be accepted.
All gifts received should be passed to the Managing Director so that they can be distributed fairly. Any more extensive form of hospitality offered to a member of staff or their family must be referred to the Managing Director for approval before it is accepted.
Whistleblowing
CLS encourages all staff to report any concerns about wrongdoing, malpractice or behaviour that falls short of our business principles. This includes concerns about bribery, fraud, corruption or any other conduct that is contrary to this policy. Reports may also be made by staff of key contractors where applicable.
The Public Interest Disclosure Act 1998 protects employees who report wrongdoing in the workplace. CLS is committed to ensuring that anyone who raises a genuine concern under this policy is able to do so with confidence. All reports will be taken seriously and treated as confidential so far as is reasonably practicable.
CLS will not subject any member of staff who makes a bona fide report to any detriment as a result, and will take all reasonable steps to ensure that no retaliation or victimisation occurs. Any member of staff who believes they are being subjected to detriment as a result of raising a concern should contact the Managing Director immediately.
Fair recruitment and selection
CLS is committed to maintaining recruitment and selection procedures that are free from all forms of discrimination or improper influence. Candidates are assessed solely on their ability to undertake the role applied for and their relevant qualifications and accreditations.
Pricing and tenders
All pricing and tendering for contracts must be authorised by the Managing Director or Operations Director. Our standard rates are reviewed annually and no alterations may be made without the prior authority of the Managing Director or Operations Director.
Raising a concern
Anyone who has a concern relating to bribery, corruption or fraud is encouraged to raise it with the Managing Director. All concerns will be treated seriously and in confidence. CLS will not tolerate any retaliation against anyone who raises a concern in good faith.
Any breach of this policy will be taken seriously and may result in disciplinary action up to and including termination of employment or engagement.
Review of this policy
The board of directors will keep this policy under review to ensure it remains effective and up to date. CLS welcomes comments and questions from all staff, contractors and temporary workers — please contact the Managing Director if you have any queries about this policy or how it is applied.
Stewart Olsen
Managing Director
Date: 29 July 2025
