Company Policies
Diversity, Equality and Inclusion Policy
WaterWise Utilities Ltd will treat all employees with dignity and respect and provide a working environment free from discrimination. It will conduct its business at all times in a manner consistent with this aim. Every step will be taken to ensure that employees and job applicants are treated equally and fairly and that decisions on recruitment, selection, training, promotion, pay and career management are based solely on objective and job related criteria.
The company is fully committed to the principle of equal opportunities in recruitment and employment and opposes all forms of unlawful or unfair discrimination including those on the grounds of:-
- age
- disability
- ethnic or national origin
- gender
- marital status
- race
- religion
- sexual orientation
Employees at all levels within the company are responsible for ensuring that their own conduct whilst at work is consistent with this equal opportunities policy. In particular they must not:-
- discriminate against customers, other employees or job applicants, or harass them;
- induce; or attempt to induce, other employees to practice unlawful discrimination;
- Victimise individuals who have made allegations or complaints of discrimination, or provided information about such discrimination.
The company will treat seriously any breaches of this policy. All instances of actual, or alleged, inappropriate behaviour will be fully investigated and may be subject to disciplinary procedures.
The company will pro-actively monitor job applicants to ensure equal opportunities is an integral factor in recruitment and the policy will be reviewed on an annual basis or when there is a change in legislative requirements.
As Managing Director I retain overall responsibility for this policy; the implementation of the policy will be delegated to all employees.
As with all other policies the Equal Opportunities Policy will be communicated to all new employees at induction into the business and communicated to all existing employees by their line management at team talks.
Modern Slavery Policy
WaterWise Utilities Ltd strongly believes it has the responsibility to engage in employment practices that meet the highest legal and ethical standards. Nowhere is this responsibility more important than in the company's policies governing the working terms and conditions of its own employees and the employees of its suppliers.
WaterWise has developed this Statement of Principles on Slavery and Forced Labour as an expression of its own commitment and the expectations we have of our suppliers. In addition, we strongly encourage our suppliers to require their own suppliers to adhere to these principles as well.
WaterWise will continuously seek to make these principles as relevant and effective as possible. To that end, we may amend these Principles from time to time.
WaterWise does not engage in or condone the unlawful employment or exploitation of any persons including children in the workplace, or the use of forced labour.
In accordance with the conventions of the International Labour Organization (ILO) and national laws, WaterWise will restrict employment to those aged 16 or older, or the local minimum employment age, or the mandatory schooling age, whichever is higher. Furthermore, all temporary workers employed by WaterWise and all third party-employed workers who perform work on WaterWise contracts, shall adopt these standards.
WaterWise also explicitly prohibits the use of forced labour, i.e. any work or service that a worker performs involuntarily, under threat of penalty.
WaterWise's Suppliers
WaterWise will not accept products or services from suppliers, subcontractors or business partners (collectively referred to as "Suppliers") that employ or use child labour or forced labour in any manner.
WaterWise's Suppliers shall not employ or use in any manner any individual below the minimum employment age set by national law or by ILO Convention 138, whichever is the higher. ILO Convention 138 provides that the minimum employment age should be not less than the mandatory schooling age of the country in which the individual is employed and, in any case, not less than 15 years (except for certain developing countries, where a minimum age of 14 years is applicable), subject to permitted exceptions set by the ILO and national law.
