EQUAL OPPORTUNITY REMUNERATION
We are committed to the principle of equal pay for all our employees. We aim to eliminate any sex bias in our pay systems.
We understand that equal pay between men and women is a legal right under the Workplace Gender Equality Act 2012.
It is in the interest of the organisation to ensure that we have a fair and just pay system. It is important that employees have confidence in the process of eliminating sex bias in the workplace.
We believe that in eliminating sex bias in our pay system we are sending a positive message to our staff and clients. It makes good business sense to have a fair, transparent reward system and it helps us to control costs. We recognise that avoiding unfair discrimination will improve morale and enhance efficiency.
Our objectives are to:
- Eliminate any unfair, unjust or unlawful practices that impact on pay
- Take appropriate remedial action
FLEXIBLE WORK ARRANGEMENT
Aplus Design Group is committed to fostering a work environment that promotes productivity, employee well-being, and work-life balance. This policy sets out the principles and guidelines for requesting and implementing flexible work arrangements, ensuring fairness and operational continuity while supporting the diverse needs of our workforce.
Policy Objectives
- To provide employees with flexibility in managing their work and personal responsibilities.
- To enhance employee satisfaction, morale, and retention.
- To ensure that flexible work arrangements are implemented fairly and transparently.
- To support operational efficiency and maintain service standards.
- To comply with relevant workplace laws and regulations governing flexible work arrangement.
SEXUAL HARASSMENT POLICY
Purpose
Aplus Design Group is committed to ensuring that the Workplace is free from Sexual Harassment. Sexual harassment will not be tolerated, and that disciplinary action will be taken against any worker that breached the policy. This policy/ procedure applies to all Aplus Design Group workers.
Responsibility
Employer Responsibilities:
- The employer, as well as the person or persons who engaged in the sexual harassment can be liable to pay compensation for loss or damage suffered by a person as the result of sexual harassment. (Vicarious Liability).
- Employer must take ‘reasonable steps’ to prevent workers from treating others unfairly or badly.
- 'Reasonable steps' include having clear policies about fair treatment in the workplace, providing information and training for all staff, especially managers and supervisors, and having a fair process in place for dealing with complaints.
DRUGS & ALCOHOL POLICY
We are committed to providing a safe, healthy, and productive working environment for all employees, contractors, customers and visitors involved in its operation. This policy sets out our aims in reducing and managing alcohol and drug problems in the workplace. Alcohol and drug problems are associated with a wide variety of costs for employers and employees. These costs include ill-health sickness absence, reduced work performance, and accidents. Consumption of drugs and alcohol (including prescription and over the counter 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 and/or alcohol may damage our reputation and/or business, and as such, is a policy matter.
Policy Objectives
Aplus Design Group has a ‘zero tolerance’ to drugs and alcohol. Employees are not permitted to work while under the influence of drugs or alcohol.
- To state our position on alcohol and drugs within the workplace.
- To ensure we comply with appropriate legislation.
- To minimise the creation of risks caused by or associated with alcohol and drugs at work. To have clear rules regarding substance misuse in the workplace.
- To provide employees with training on the adverse health effects of alcohol and drugs.
- To encourage the early identification of substance misuse
- To support employees experiencing alcohol and drug problems.
- To provide sufficient training and support to line managers to make sure they feel able to support employees experiencing problems.
WORKPLACE HARASSMENT/BULLYING
Purpose
To provide a safe workplace to all Aplus Design Group Workers through effective management of workplace harassment/bullying. Policy Aplus Design Group is committed to providing a work environment that is pleasant for workers to work in and conducive to good workplace relations. This policy is aimed at ensuring that workers are not subjected to any unwanted workplace harassment/bullying. Harassment/bullying in the workplace decreases productivity, increases absenteeism and is also against the law. For these reasons, harassment/bullying will not be tolerated at Aplus Design Group. For the purpose of this policy ‘harassment’ includes bullying.
Examples of unreasonable behaviour include, but are not limited to:
- Abusive, insulting or offensive language or comments;
- Unjustified criticism or complaints;
- Repeated threats of dismissal;
- Exclusion from activities where deliberate;
- Setting unreasonable work tasks or timelines;
- Sabotaging a person’s work performance by withholding information or giving incorrect information;
- Changing of rosters/work arrangements so as to deliberately inconvenience a worker or workers.
