Quality Policy
Our company is committed meeting all of the criteria set out in ISO 9001:2015, PAS 43:2018 and NHSS 17 / 17B together with all other compliance obligations.
It is the policy of the company to -
To respond promptly to all customer needs and protect their interests through the efficient delivery of high quality, risk free and cost effective services to all customers at all times. In order that we achieve this the company shall provide all required resources, training and a safe risk free working environment at all times thus allowing all of our employees and subcontractors to discharge their assigned duties in an effective manner at all times.
It is the task of everyone in the company at every level the organisational structure to work to achieve company objectives, through adherence to all company policies and supporting operating procedures.
The top management team within the organisation will continue to monitor the efficacy of the above policy objectives through our regular management meetings and the management review process. This is to ensure that all of the organisations objectives, polices and supporting procedures continue to be met in full and remain suitable in support of our goal to provide on-going customer satisfaction.
To ensure that all of our operating procedures and processes are always appropriate thus allowing us to satisfy all aspects of each real or implied service request made by all of our customers.
To continually seek to improve all aspects of our operating policies, procedures and practices.
Signed on behalf of the company: Sam Burke
BURKE BROS RECOVERY LTD
Job role: Director
Date: October 1st 2021
Health and Safety Policy
The company places the greatest importance on the health, safety and welfare of its employees and all others, including sub-contractors, professional service providers, the employees of others in the course of their work and the general public who may be affected by our undertakings.
The company will seek to provide the healthiest and safest working conditions possible by requiring the involvement of all members and employees in this effort.
All of the company workforce are fully committed to meeting all of their responsibilities under the Health and Safety at Work act 1974 and The Management of Health and Safety at Work Regulations 1999 (and as amended) together with all other obligations in this area.
Our statement of general Health and Safety Policy is to –
- Provide adequate control of the health and safety risks arising from our work activities.
- Consult with our employees on matters affecting their health and safety.
- Provide and maintain safe plant and equipment.
- Ensure safe handling and use of substances.
- Provide information, instruction and supervision for employees.
- Ensure all employees are competent to do their tasks, and to give them adequate training.
- Prevent accidents and cases of work-related ill health.
- Maintain safe and healthy working conditions at all times.
- Meet and comply with all applicable legislative requirements.
- Review and revise this policy as necessary at regular intervals.
Signed on behalf of the company: Sam Burke
BURKE BROS RECOVERY LTD
Job role: Director
Date: October 1st 2021
Environmental Policy
The senior management team at Burke Bros. Recovery Ltd are committed to meeting the principles and obligations set out in ISO 14001:2015.
The management and employees of our company recognise that they have a duty to ensure it minimises the impact of its business operations upon the wider environment for benefit of all. In response to this it has established the policy detailed below.
It is the policy of the company to -
Seek to minimise the environmental impacts of all of our operating activities on the surrounding environment and neighbours in the community.
Employ working methods and operating procedures that ensure compliance with all relevant environmental legislation and regulatory requirements.
Maximise the use of all resources to minimise waste and scrap.
Seek sustainable service delivery solutions in partnership with our clients, suppliers and other stakeholders that conserve energy, materials and other resources by minimising consumption, maximising efficiency and reducing waste.
Set and regularly review our environmental performance objectives, targets and other key performance indicators to enable us to monitor our environmental performance.
Strive to continually improve all aspects of our environmental performance by adopting world-class management practices; we continually strive to reduce our environmental impact, control our waste, prevent pollution and use all resources efficiently.
It is our policy to conduct all aspects of our business operations in a manner that is fully compatible with the environmental, social and economic needs of the community. We strive to comply with all applicable environmental legislation and regulations through the application of best and innovative practice wherever we can.
Signed on behalf of the company: Sam Burke
BURKE BROS RECOVERY LTD
Job role: Director
Date: October 1st 2021
Information and data security
As a responsible company and employer, we are fully committed at every level in ensuring that all aspects of our IT systems, information and data storage methods fully comply with all legislative requirements and best practice commercial standards. This extends to the use of only authorised and licensed software.
Data protection officer
In order that we meet all of our obligations as a user and processor of information and data provided to use by our customers, organisations and entities we have appointed a Data protection officer who has oversight and responsibility for all aspects of this policy. The role is identified within our organisation chart as detailed in appendix 3 within this manual.
Information and data security policy -
It is the policy of the company not to release any customer, organisation, entity or employee data to any third party without the prior informed consent of the customer, organisation, entity or employee to which it relates. The only exception to this would be in response to a formal request for information by a law enforcement or regulatory compliance body under the direction of a court of law or other statutory disclosure authority. We may from time to time use information and data provided to us by customers, organisations and entities for marketing purposes unless they object to such use.
All customers, organisations or entities have a number of rights under the General Data Protection Regulations with regards to all aspects of the information and data we hold and how we use it. It is company policy to respect and comply with all of these rights and obligations at all times. The company will respond promptly to all requests made under General Data Protection Regulations at all times.
To ensure that all data held by company is held in a secure manner at all times the company has adopted and implemented the principles set out in ISO / IEC 27001 & ISO / IEC 27002, the Computer Misuse Act and the General Data Protection Regulations. Hard copy data records are shredded after they are no longer required.
A robust daily data backup procedure has been implemented for all electronic data and information records with secure off-site archive storage facilities.
It is company policy to retain all data and associated records indefinitely. Archived data, current working files and records shall only be destroyed following the approval of the senior management team.
Access to all company IT systems is restricted to authorised personnel and this being controlled by user passwords and access permission levels.
All of our IT systems are protected with an internal firewall and proprietary antivirus software. Software updates and associated security patches are uploaded promptly upon receipt to ensure optimised software operation and protection at all times.
No customer financial details are held on any of the company’s computer systems.
Signed on behalf of the company: Sam Burke
Job role: Director
Date: October 1st 2021
Business ethics, bribery and corruption
We believe that integrity when dealing with our customers at every level is a prerequisite for a successful and sustained business relationship.
Business ethics, bribery and corruption -
The company, senior management and its workforce including all subcontractors and specialist professional service providers are fully committed to responsible corporate behavior in everything we do. This governs the way we interact with our key stakeholders; clients, business partners, shareholders, employees, suppliers and the setting in which we operate, including governments, society, local communities, and the environment.
We will safeguard all information provided to us by our customers in accordance with relevant laws and contractual commitments. We are honest about the products and services we provide and would never intentionally misrepresent these.
The Company’s reputation, together with the trust and confidence of those with whom it deals, is one of its most valuable assets. It is therefore essential that all employees and subcontractors accept responsibility for maintaining and complying with all policies in this area.
The receipt of gifts or inducements can give rise to embarrassing situations and may be unlawful. Employees and subcontractors of the company must not compromise either themselves or the company in the conduct of company business.
The following principles with regard to gifts should be applied:
- Any gift or other inducement must not be solicited.
- Any gifts of money must never be given or accepted.
- No action or other inducement may be given if they can be misconstrued as a means to achieve any favorable outcome.
- Reasonable small tokens and hospitality may be accepted provided they do not breach any applicable law.
If any employee, subcontractor or professional service provider receives a gift, inducement or other offer of hospitality they must notify their immediate line manager to determine if acceptance is appropriate.
In addition, as a company, we do not make payments or other contributions to political parties, organisations or their representatives or take any party in party political activities. Employees, subcontractors and professional service providers are free to make their own political contributions if they so wish but the company will not compensate then or reimburse any payments made.
Signed on behalf of the company: Sam Burke
BURKE BROS RECOVERY LTD
Job role: Director
Date: October 1st 2021
Anti-slavery and human trafficking policy
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person's liberty by another in order to exploit them for personal or commercial gain. We have a zero-tolerance approach to modern slavery and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains.
We as a company have a zero-tolerance approach to modern slavery. We are committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chain, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our suppliers and other business partners, and as part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards.
Responsibility for the Policy
Employees at every level of the company have overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it. All employees are responsible for ensuring that they understand and comply with this policy. The company will strive to ensure that all employees are given adequate and regular training on it and the issue of modern slavery in supply chains.
The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. They are required to avoid any activity that might lead to, or suggest, a breach of this policy.
Signed on behalf of the company: Sam Burke
Job role: Director
Date: October 1st 2021
BURKE BROS RECOVERY LTD
Diversity and Equal Opportunity Policy
The company is an equal opportunity employer and as a result it has established a zero tolerance against any form of discrimination. It is the policy of the company that all persons shall have an equal opportunity for employment and advancement on the basis of their ability, necessary qualifications and fitness for work irrespective of sex, age, marital status, civil partnership, sexual orientation, colour, race, creed, religion, national or ethnic origin.
The company gives full and fair consideration to all applications for employment from disabled persons having regard to particular aptitudes and abilities, continuing where possible the employment of staff who become disabled and ensures that training and career development are encouraged.
There is a grievance procedure to complain about discriminatory conduct. If the matter relates to sexual or racial harassment then the Harassment policy procedure should be used. The company is concerned to ensure that staff feel able to raise such grievances and no individual will be penalised for raising such a grievance unless it is untrue and made in bad faith.
On our job application form all potential new employees are asked to provide us with some basic information denoting their sex, race, ethnic origin and any disabilities. Any potential new employee may wish to withhold this information should they wish to do so.
A number of our customers require that all employees and all potential new ones complete a formal background check to ensure that are not prohibited under any regulatory requirements from undertaking certain roles within our company. It is company to policy to inform all employees and potential new recruits of this requirement prior to any job interview being offered to give those impacted by this to withdraw their application for employment or pursue a new job if currently they employed by the company in an alternative role.
The company guarantees that this information will not be disclosed to any third party and it will only be used for the purpose of monitoring the effectiveness of its equal opportunities policy and to meet its regulatory and contractual customer obligations.
Signed on behalf of the company: Sam Burke
Job role: Director
Date: October 1st 2021
BURKE BROS RECOVERY LTD
Substance abuse policy
A prime objective of the company is to provide and ensure a safe risk free productive workplace for our employees, our customers, specialist service providers and the wider community at all times. The company has adopted a policy of zero tolerance with regards to substance abuse and in support of that policy we reserve the right to carry out random substance abuse testing at any time without prior notice.
The consumption of alcohol and drugs (including prescription and over the counter drugs as well as illegal and recreational drugs) or intoxication during working hours implicates the health and safety of the individual and others, since these substances impair coordination, judgement, and decision making. Irresponsible behaviour resulting from the misuse of drugs or alcohol will damage our reputation and subsequent future business opportunities with existing and new customers.
As a responsible company require all employees to come to work free from the effects of any substance be they alcohol and drugs. Working under the influence of alcohol or drugs, or consuming alcohol or drugs during hours of work, including paid and unpaid breaks, is unacceptable behaviour.
Employees found using illegal substances or in possession of illegal substances or with intent to supply to others while at work will be reported to the police and the matter treated as a formal disciplinary matter.
If the legitimate use of prescribed drugs is likely to impact job performance and safety, employees should inform their line manager immediately.
Our policy is principally concerned with ongoing problem of substance misuse. We class these problems as ‘capability issues’ as the substance abuse problem will primarily impact how the individual employee performs his or her job.
In circumstances where an employee or subcontractor breaches the policy on an individual case, such as reporting for work drunk or being under the influence of drugs of any kind at work, we will class this behaviour as a conduct issue and handle it via our normal disciplinary procedures.
If an employee or subcontractor, for example, is violent or abusive at work while under the influence of any substance or deals illicit substances at work or any other very serious incident, we will consider this serious misconduct and are justified in summary dismissal.
If an employee admits to having a substance misuse problem, the disciplinary process may be held in abeyance. This will be subject to the successful outcome of treatment and improvement of performance/job capability.
Employees who suspect or know they have a substance abuse problem are actively encouraged to seek support at an early stage.
In such instances, we recognise that it is up to the discretion of individuals regarding informing their line managers.
Should any employee or subcontractor admit to having any substance abuse issue then the company will make every effort to ensure they receive appropriate counselling and treatment. Any voluntary request for help with any substance abuse issue will always be treated in confidence and not disclosed to any third party.
If the problem has become apparent because of a decline in work performance or as a result of an accident or similar occurrence management will place the employee on a performance improvement plan where the employee will be required to demonstrate improvement and satisfactory completion of the support programme. If performance does not improve, disciplinary action will be taken.
The company will give employees the opportunity to attend support programmes and treatment within work time. If an employee is absent due attendance on any such programme normal sick pay arrangements will apply.
After the successful completion of treatment, the company will endeavour to make sure that the employee concerned returns to their existing job role. However, if the employee is unable to fulfil their required duties, we will consider alternatives duties.
The completion of treatment will not affect future employee promotional prospects or subcontractor reengagement prospects.
We acknowledge that relapse is common with substance abuse problems and under normal circumstances, we will support employees through two relapses after treatment.
Any such relapse will be considered by the company on a case-by-case basis. During any review, we will take into account the needs of the department and the business needs of the organisation.
The company will make sure that employees are fully aware that disciplinary procedures may begin or employment termination may occur following subsequent relapses.
Signed on behalf of the company: Sam Burke
BURKE BROS RECOVERY LTD
Job role: Director
Date: October 1st 2023