Sub-contractor Policy

REGULUX TRANSPORT LTD

EMPLOYMENT POLICIES

1. Alternative Work Schedule Policy
2. Anti – Retaliation and Whistleblowing Policy
3. Anti-Solicitation Company Policy
4. Anti-bribery and Corruption Policy
5. Anti-Discrimination Policy
6. Anti-harassment and Bullying Policy
7. Child Labour Policy
8. Drug & Alcohol testing policy
9. Environmental & Sustainability Policy
10. Grievance Policy
11. Modern Slavery Policy
12. Pay Policy
13. Pregnancy Policy
14. Religion & Disability Policy
15. Road Safety Awareness Policy
16. Social Media Policy
17. Vehicle Safety, Security & Equipment Policy
18. Working Pay Policy

Alternative Work Schedule Policy

At certain times through the engagement you may be asked to provide services from another customer location, if this happens and is requested by the customer you will still receive the day rate as per the SLA, and may also be reimbursed for mileage at the rate prescribed by the customer. Alternative working may and can happen as there is a requirement to the customer to fulfil the contract.

This does not include:
Routine travel to and from place of work unless stated or agreed prior to travel.
Unpaid rest breaks when no work is done.
Time spent travelling outside normal working time
Training such as non-job-related evening or day courses
Leave due to sickness, annual leave, maternity leave, accrued leave.
Regulux Transport Ltd run a 7-day operation based on our clients’ needs, this gives drivers the option
to several working schedules in order to best suit their needs.

Example, Work 4 days consecutive, 4 days rest – Alternatively 5 days consecutive, with 1 day rest and a further 4 days’ work with 2 days rest etc.
We request that all contractors provide the OSM at least 7 days’ notice of their working schedule so we can accommodate their needs where possible.

Introduction

1. Regulux Transport Ltd is committed to the highest standards of openness, probity andaccountability.

An important aspect of accountability and transparency is a mechanism to enable staff and other members of the Company to voice concerns in a responsible and effective manner. It is a fundamental term of every contract that an employees and/or Sub-Contractors will faithfully serve his or her employer and/or service provider and not disclose confidential information about the employer’s and/or service providers affairs. Nevertheless, where an individual discovers information which they believe shows serious malpractice or wrongdoing within the organisation then this information should be disclosed internally without fear of reprisal, and there should be arrangements to enable this to be done independently of line management (although in relatively minor instances the line manager would be the appropriate person to be told).

2. The Public Interest Disclosure Act, gives legal protection to employees against being dismissed or penalised by their employers as a result of publicly disclosing certain serious concerns. The Company has endorsed the provisions set out below to ensure that no members of staff should feel at a disadvantage in raising legitimate concerns.

3. It should be emphasised that this policy is intended to assist individuals who believe they have discovered malpractice or impropriety. It is not designed to question financial or business decisions taken by the Company nor should it be used to reconsider any matters which have already been addressed under harassment, complaint, disciplinary or other procedures.

Scope of Policy

1. Regulux Transport Ltd is committed to the highest standards of openness, probity andaccountability.

An important aspect of accountability and transparency is a mechanism to enable staff and other members of the Company to voice concerns in a responsible and effective manner. It is a fundamental term of every contract that an employees and/or Sub-Contractors will faithfully serve his or her employer and/or service provider and not disclose confidential information about the employer’s and/or service providers affairs. Nevertheless, where an individual discovers information which they believe shows serious malpractice or wrongdoing within the organisation then this information should be disclosed internally without fear of reprisal, and there should be arrangements to enable this to be done independently of line management (although in relatively minor instances the line manager would be the appropriate person to be told).

2. The Public Interest Disclosure Act, gives legal protection to employees against being dismissed or penalised by their employers as a result of publicly disclosing certain serious concerns. The Company has endorsed the provisions set out below to ensure that no members of staff should feel at a disadvantage in raising legitimate concerns.

3. It should be emphasised that this policy is intended to assist individuals who believe they have discovered malpractice or impropriety. It is not designed to question financial or business decisions taken by the Company nor should it be used to reconsider any matters which have already been addressed under harassment, complaint, disciplinary or other procedures.

· Failure to comply with a legal obligation or Statutes
· Dangers to Health & Safety or the environment
· Criminal activity
· Improper conduct or unethical behaviour
· Attempts to conceal any of these