Corporate social responsibility policy

Objective:

To ensure Clean Eco Services Limited monitors and ensures its active compliance with the spirit of the law, ethical standards and national and international norms. Corporate Social Responsibility Policy CSR strategies encourage us to make a positive impact on the environment including consumers, employees, suppliers, communities and others.

We recognise that our social, economic and environmental responsibilities to these stakeholders are integral to our business. We aim to demonstrate these responsibilities through our actions and within our corporate policies.

We take seriously all feedback that we receive from our stakeholders and, where possible, maintain open dialogue to ensure that we fulfil the requirements outlined in this policy.

We shall be open and honest in communicating our strategies, targets, performance and governance to our stakeholders in our continual commitment to sustainable development.

Scope:

This document sets out how our organisation addresses the impact of the way it operates and conducts its business with regard to economic, social and environmental considerations and by publishing and committing to this document our firm aims to align its business values to the needs of our staff, suppliers, regulators, stakeholders, customers and the wider community.

CSP Procedure:

Environment

Our firm aims to follow the ISO 14001 Environmental standards and protect the environment and we consider the environmental impact of our operations from sourcing supplies, production processes, waste streams and deliveries. We do this by:

Complying with all relevant environmental legislations, regulations and approved codes of practice.

Protecting the environment by striving to prevent and minimise our contribution to pollution of land, air and water.

Seeking to keep wastage to a minimum and maximise the efficient use of materials and resources.

Managing and disposing of all waste in a responsible manner.

Providing training for our staff so that we all work in accordance with this policy statement and within an environmentally aware culture.

Providing a safe and healthy working environment.

Regularly communicating our environmental performance to our employees and other significant stakeholders.

Developing our management processes to ensure that environmental factors are considered during planning and implementation.

Monitoring and continuously improving our environmental performance.

The director will ensure that our firm reduces its environmental impact by:

Reducing all our transportation requirements wherever possible and utilising public transport and such facilities as Zoom, Teams Calls and conference call facilities.

By using vehicles that are regularly serviced and checked with regards to their emission levels and economically use their fuel.

Sourcing and buying locally to save fuel costs wherever possible.

Ensuring that all electrical equipment is switched off when not required.

Ensuring that water is used efficiently.

Printing in mono and double sided wherever possible.

Recycling all waste.

Working with like-minded suppliers who take steps to minimise their environmental impact.

Ensuring the impact on harmful noise is kept to a minimum.

Local Community

Our firm will also ensure that our work wherever possible with the local community involves:

Working and supporting local and national charities.

Encouraging volunteer work in community activities.

Respect for local communities and indigenous people.

We have no intention of acquiring, developing or using land with evictions taking place.

Clients/Suppliers

Our firm will also ensure that we deal responsibly, openly and fairly with clients/suppliers and potential clients/suppliers by:

Ensuring that all our advertising and documentation about the business and its activities are clear, informative, legal, decent, honest and truthful.

Ensuring our contracts clearly set out the agreed terms, conditions and the basis of our relationship and will operate in a way that safeguards against unfair business practices. Our suppliers must adhere and accept the Supplier Code of Conduct before contracting and we will monitor compliance against the Supplier Code of Conduct, at least for suppliers/sub-contractors presenting the highest risks.

Registering and resolving customer complaints in accordance with our Complaints Handling Procedure.

Encouraging suppliers and contractors, and exercise influence, to adopt responsible business policies and practices including working towards eliminating child labour in supply chains.

Being open and honest about our products and services and telling customers what they want to know, including what we do to be socially responsible.

Communicating to our business partners and suppliers our commitment against corruption-related practices.

Ensuring that if something goes wrong, we will acknowledge the problem and deal with it.

Listening to our clients so that this can help us improve the products and services we offer to them.

Ensuring that we benchmark and evaluate what we do in order to constantly improve our competitive edge in the marketplace.

We will also ensure that we deal responsibly, openly and fairly with suppliers by:

Ensuring that we use local suppliers as much as possible.

That we will endeavour to pay on time.

We work together with suppliers/subcontractors to help them improve their performance regarding responsible business conduct.

Employees/Staff

We will also ensure that we deal responsibly, openly and fairly with employees and staff by:

Operating an equal opportunities policy for all present and future employees;

Offering our employees clear and fair terms of employment and provide resources to enable their continual development.

Formally communicate our requirements regarding responsible recruitment practices to all recruitment agencies/labour providers. Requirements include that no recruitment fees are to be levied to workers.

Maintaining a clear and fair employee remuneration policy providing clear and transparent working hours and remuneration. A written policy on working hours will be contained in our contract of employment.

Providing safeguards to ensure that all employees are treated with respect and without sexual, physical or mental harassment in line with the Equality Act 2010.

Providing and striving to maintain a clean, healthy and safe working environment.

Providing a process to monitor working hours.

Setting out the agreed terms, conditions and the basis of our relationship.

Operating in a way that safeguards against unfair business practices.

Where employees do not have English as their first language and have difficulties understanding English, we will ensure adequate time to consult with employees so they can absorb the information and respond, encourage employees to express their views in their preferred language by using interpreters and ask work colleagues to interpret, although these employees may need training if they are asked to undertake this role. We would also get information translated and check that this has been done clearly and accurately by testing it with native speakers.

Conflicts of Interest and Confidentiality

Whilst our firm respects the privacy of its employees, all our firm’s employees are expected to avoid personal activities and financial interests, which could conflict with their responsibilities to our firm.

Our firm’s employees and consultants must not seek gain for themselves or others through misuse of their positions or company property.

All actual and potential conflicts (including those arising from the activities or interests of close relatives or partners) should be disclosed to and discussed with an employee’s line manager.

Information received by anyone in the course of his or her employment must not be used for personal gain or for any purpose other than that for which it was given.

Where information is confidential, that confidentiality must be respected.

Human Rights

Our firm supports the principles of the United Nations Universal Declaration of Human Rights and the International Labour Organisation Declaration on Fundamental Principles and Rights at Work. We will adhere to the following principles in respect of our staff.

We will treat all employees fairly and honestly, regardless of where they work. All staff will have agreed terms and conditions in accordance with local law or practice and will be given appropriate job skills training.

We will pay a fair wage reflecting local markets and conditions. We will always meet any national minimum wage.

Working hours shall not be excessive. They shall comply with industry guidelines and national standards where they exist.

We will not employ illegal child labour, forced or bonded labour, forced overtime or condone illegal child labour.

We only engage workers in line with minimum age requirements in line with national laws or ILO, whatever standard is higher and these are checked by our human resources department at the point of recruitment, typically through birth certificate and KYC checks. Workers under the age of 15 years are not present in our premises.

Young workers must not perform work at night or in hazardous conditions.

Employees have the rights of freedom of association and collective bargaining. We respect the right of our employees to choose whether or not to join a trade union without influence or interference from management. Furthermore, we support the right of our employees to exercise that right through a secret ballot.

Fees, deposits or bonds are not required from employees/candidates to ensure employment.

Employees are not required to lodge their identity papers with us.

Workers are allowed to have worker representation in all sites. In case national law is restricted on the topic, we, as a company, still encourage and do not hinder the development of parallel means for collective bargaining and organisation. We will negotiate in good faith with the properly elected representatives of our employees which are elected through a free and fair process.

The meeting minutes of the meetings between union or worker representatives and the management are published with agreed actions and responsibilities and management can show evidence of responding to concerns and proposals raised in the meetings.

We will abide by the non-discrimination laws in every country where we operate.

We will not use or condone the use of corporal punishment, mental or physical coercion or verbal abuse. We have disciplinary procedures for any member of staff whose conduct falls below the required standard.

We have formal grievance procedures through which staff can raise personal and work-related issues.

All staff will be given reasonable access to bathroom and rest facilities.

All employees are free to leave employment after reasonable notice.

All workers (own employees and agency/contract workers) are free to leave at the end of their shift.

All workers are free to refuse overtime.

Deposits are not taken from workers for workplace essentials such as PPE.

All employees are paid at least the legal minimum wage rate or the established by collective agreements, whichever is higher.

There is a system to assess and ensure living wages (meet the basic needs and provide some discretionary income).

Own employees receive understandable information of their pay for each pay period and all legally required allowances and benefits are provided to own employees e.g. social insurance and all workers are paid regularly and in line with the law.

People who submit a grievance will not be disadvantaged or punished as a result. Workers are made aware of the process at the induction process stage and a register of all grievances will be maintained including procedures followed to solve them.

UK GDPR

We will also ensure that we commit to deal responsibly, openly and fairly with personal data as part of our arrangements within our Data Protection (GDPR) Management System by:

Registering with the Information Commissioners Office (ICO) and fully complying with the GDPR which became effective from 25th May 2018.
Publishing more information on what we do with personal data on our website within our Privacy Notice.
Processing all data administered under this Policy in line with company GDPR policies and ISMS.

The operational and ultimate responsibility for the commitment to our corporate social responsibility principles lies with the directors of the firm. Each employee is expected to give their full co-operation to the above principles in their activities at work.

The effectiveness of the Policy Statement will be monitored and reviewed at least annually to ensure the firm’s continuing compliance with any relevant legislation and to meet new business requirements and to identify areas in need of improvement.

The aims of this policy will be communicated to new staff and suppliers upon joining and at annual staff reviews.