No employee must ever accept a bribe or an unusual payment, or anything that could be interpreted as an attempt to influence your judgement from suppliers, clients or anyone in the business environment.
Nominal value items may be accepted such as diaries, calendars etc.
All gifts should be handed in to the Managing Director so that they can be distributed fairly. Any more extensive form of hospitality offered to you or members of your family must be referred to the Managing Director for approval.
Employees may, in properly carrying out their duties, have access to, or come into contact with information of a confidential nature. Their terms and conditions provide that, except in the proper performance of their duties, employees are prohibited from disclosing or making use of, in any form whatsoever, such confidential information. However, the law allows employees to make a “protected disclosure” of certain information. In order to be “protected”, a disclosure must relate to a specific subject matter and the disclosure must also be made in an appropriate way.
The Company at all times conducts its business with the highest standards of integrity and honesty. It expects all employees to maintain the same standards in everything they do. Employees are therefore encouraged to report any wrongdoing by the Company or its employees that fall short of these business principles. (This also applies to staff of key contractors, if applicable).
The Public Interest Disclosure Act 1998 protects employees who report wrongdoing within the workplace, but it is the aim of this policy to ensure that as far as possible our employees are able to tell us about any wrongdoing at work which they believe has occurred, or is likely to occur. We recognise that employees may not always feel comfortable about discussing their concerns internally, especially if they believe that the Company itself is responsible for the wrongdoing. The aim of this policy is to ensure that employees are confident in the knowledge that they can raise a matter with the Company that concerns them, and that it will be taken seriously and treated as confidential.
The Company undertakes that no employee who makes a bona fide report under this procedure will be subjected to any detriment as a result, in accordance with section 47B of the Employment Rights Act 1996. The Company will take all steps possible to ensure that no one (under our control) engages in victimisation as a result. In the event that you believe you are being subjected to detriment by any person within the Company as a result of your decision to invoke the procedure, you must inform Stewart Olsen, and appropriate action will be taken to protect you from any reprisals.
The company places great emphasis on maintaining procedures that are free from all forms of discrimination. Candidates are selected from our database using a postcode search. The search covers workers who have worked for Contract Labour Solutions Ltd in the past as well as newly registered workers. Applicants are judged by their ability to undertake the role applied for and their suitable accreditation/qualifications.
All pricing/tendering for contracts must be authorised by the Managing Director or Operations Director.
Our standard rates are reviewed on an annual basis by the Managing Director or Operations Director.
No alteration to these rates can be given without the prior authority of the Managing Director or Operations Director.
Stewart Olsen
Managing Director
Date: 29 July 2025
