This page is used to inform our website visitors regarding our policies with the collection, use, and disclosure of Personal Information.
Information Collection and Use
For a better experience while using our Service, we may require you to provide us with certain personally identifiable information, including but not limited to your name, phone number, and postal address. The information that we collect will be used to contact or identify you.
We want to inform you that whenever you visit our Service, we collect information that your browser sends to us that is called Log Data. This Log Data may include information such as your computer’s Internet Protocol (“IP”) address, browser version, pages of our Service that you visit, the time and date of your visit, the time spent on those pages, and other statistics.
Cookies are files with small amount of data that is commonly used an anonymous unique identifier. These are sent to your browser from the website that you visit and are stored on your computer’s hard drive.
Our website uses these “cookies” to collection information and to improve our Service. You have the option to either accept or refuse these cookies, and know when a cookie is being sent to your computer. If you choose to refuse our cookies, you may not be able to use some portions of our Service.
We value your trust in providing us your Personal Information, thus we are striving to use commercially acceptable means of protecting it. But remember that no method of transmission over the internet, or method of electronic storage is 100% secure and reliable, and we cannot guarantee its absolute security.
Links to Other Sites
Equal Opportunities; Non Discrimination; Equality; Diversity.
1. The policy of the firm is that it will not discriminate on grounds of race, colour, ethnic or national origin, age, gender, marital status, religion, disability or sexual orientation in any matters which involve a decision. In addition the non-discrimination principal also includes not to discriminate on the basis of civil partnership status, gender reassignment, pregnancy or maternity/paternity. It should be noted that there is an obligation not to make what is described as reasonable adjustment to prevent employees, partners, members of staff or client who are disabled from being at a disadvantage in comparison with those who are not.
(i) whether or not to accept instructions from client
(ii) which Counsel and/or other experts to instruct
(iii) in the provision of any services
(iv) in the selection, recruitment and treatment of staff.
2. The recruitment policy of the firm as does the criteria adopted for the selection and approval of experts shall accord with the principles outlined above. Equally, issues relating to marketing and strategies adopted for the provision of services to client shall also accord with these principles.
3. Documentation in relation to recruitment exercises and/or interviews of potential members of staff shall be retained in accordance with General Data Protection Regulations and will only be kept on file at the consent of the Applicant.
4. The aim is for our workforce to be truly representative of all sections of society and for each employee to feel respected and able to give their best.
The organisation – in providing services is also committed against unlawful discrimination of customers or the public
5. The policy’s purpose is to:
• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
• encourage equality and diversity in the workplace as they are good practice and make business sense
• create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
• take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
• make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
• decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
• review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
• monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy
Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues
The equality policy is fully supported by senior management
6. In respect of the non discrimination issues concerning the selection, treatment and behaviour of staff, it should be recognised there are different types of discrimination namely:
(a) Direct discrimination (including harassment). This is typified where a person is treated less favourably.
(b) Indirect discrimination. This is where for example a condition that cannot be justified is applied equally to all groups, but has a disproportionately adverse effect upon one particular group. Less likely to occur in a firm in the size of Hetts.
(c) Victimisation. This is where a person is treated less favourably on the basis of action they have taken against the firm (including grievances).