Our Policies

Quality Policy Statement

MAC Surfacing Limited believes that delivering products and services which not only satisfy the customer's requirements but exceeds their expectations is paramount to providing a quality service.

To this end, the Management Team are committed to complying with the requirements of ISO 9001:2008 and have put in place an integrated management system in accordance with this and ISO14001:2004 and BS OHSAS 18001:2007.

Senior Management are committed to ensuring continual improvement of the system, compliance with applicable legal and other requirements.

As a means of ensuring this continual improvement, objectives shall be compiled and appropriate programmes put in place to deliver these objectives

Adequate resources will be put into all areas of the company's operations to ensure that the integrated management system is adequately maintained and developed and works are completed on time and to the customer's satisfaction.

It is the company's intention to minimise time and material losses from scrap, badly planned work, poor communications and inefficient operations.

In pursuit of this policy, Senior Management will ensure that customer requirements are fully understood on all contracts and adequately communicated to employees in order that the customer expectations are not only achieved but enhanced.

Methodologies will be put in place to measure and monitor customer satisfaction, compliance with legislation and establishment of environmental aspects. Senior management will regularly review and analyse the findings and take appropriate action.

In order to ensure that all staff and sub-contractors understand the importance of good quality workmanship the company will provide any training and instruction necessary and will monitor its effectiveness.

Environmental Policy Statement

It is in the interest of MAC Surfacing Limited to have a planned approach towards the prevention of pollution and reduction of waste, leading to a long term reduction of costs, as prevention and reduction are more desirable and economical than damage repair after the event.

MAC Surfacing Limited will control its activities to avoid causing unnecessary and unacceptable risks or adverse effects on the environment, in line with the requirements of the Environmental Protection Act 1990 and other relevant legislation, as far as is reasonably practicable.

Responsibility for the environment is ranked equally with that for the health and safety of employees, the general public and others.

The Director Responsible for the Environment is responsible for ensuring that appropriate organisation and arrangements are made for the fulfilment of this policy and for monitoring its implementation and effectiveness.

In order to achieve these aims the company will ensure that:

  • Environmental awareness and individual responsibility will be developed amongst employees at all levels with full and effective consultation being encouraged
  • MAC Surfacing Limited will continue to develop and improve standards by making use of available technology and developments, together with a waste recovery and recycling approach The environmental impact of operations is minimised the aspects of the environment affected by the business is reduced as far as is practicable
  • Local community interests will be taken into account and positive communication with the community entered into where appropriate
  • Clients, employees, the general public and all other persons who may be affected will be made aware of any company activity which may affect the environment
  • Natural habitats and wildlife will be respected and where appropriate, within the control of the company, maintenance, restoration or creation of habitats will be encouraged

The Director Responsible for the Environment shall review this policy annually and ensure that the company consistently complies with current legislation and continually improves it’s environmental Policy Statement

Health & Safety Statement

MAC Surfacing Limited believes that the health, safety and welfare of their employees is of prime importance and essential for the efficient operation of its undertakings. Senior management recognise the need to conduct the business in a manner that is in line with current legislation and codes of practice and will ensure that appropriate arrangements are in place to comply with all legislative duties and enable the pursuit of continual improvement in its operations and management systems.

The responsibility for safety at work rests upon all sectors of management and employees. The organisation will take all reasonably practicable steps to ensure the health, safety and welfare of its employees, and others who may be affected by its work activities, by providing the following:

  • A safe and hygienic working environment through the design, construction, operation and maintenance of all plant, equipment and facilities
  • Safe systems of work
  • Adequate instruction, information, training and supervision
  • Control of all situations likely to cause damage to personnel, property and equipment
  • Effective facilities for consultation between management and employee representatives
  • The undertaking of such tests, examinations, samples and records as are necessary to monitor the working environment and equipment supplied

Equally, it is the duty of each and every employee to assist the organisation in the attainment of its Health and Safety objectives. The organisation expects employees to take reasonable care of their own health, safety and welfare and that of others who may be affected by their actions.

Overall responsibility for the health, safety and welfare of the organisation and its personnel is vested in the named Directors for Safety.

In its commitment to prevent injury and ill health to employees, contractors and others affected by day-to-day operations, and in striving for continual improvement, the Company sets annual objectives and targets against which its performance is monitored.

Management will give full support to all those who endeavour to carry out this policy.

This policy will be communicated to all employees, contractors and other interested parties and will be reviewed at least annually for effectiveness and relevance to the business.

Workplace Safety Policy Statement

The Health & Safety at Work Etc. Act 1974 requires MAC Surfacing Ltd to ensure, so far as is reasonably practicable, the Health and Safety of our employees and anyone else who may be affected by our acts or omissions.

The purpose of this Policy is to ensure that all employees are aware of the manner in which MAC Surfacing Ltd gives the opportunity to stop working, should employees consider the working environment or the working practice to be unsafe.

In order to carry out this policy, responsibilities for Health and Safety have been clearly defined, allocated and accepted at all levels. All employees must play their part in implementing this policy if safety standards are to constantly improve. The Refusal to Work process is as follows:

  • If an employee (individual) believes that a task or condition will endanger either themselves or others, work should be suspended and the situation be immediately reported to the person in charge on site (MAC Surfacing Ltd representative as appropriate or client’s site manager).
  • The situation will then be reviewed by the person in charge on site and consideration will be given to the safety impact on the individual and others. Wherever possible, immediate and appropriate action must be taken to resolve the situation.
  • As a result of the review, the system of work will either be confirmed as safe or amended. If the individual is satisfied with this outcome, they will resume work.
  • If the individual remains dissatisfied, the person in charge will contact MAC Surfacing Ltd's operations manager providing all the relevant details / background to the situation.
  • If the situation cannot be resolved, a benchmark review will be undertaken by the Company Operations Manager to determine the safety impact of the task or condition.
  • If the benchmark review fails to produce a satisfactory outcome, the disputed system of work will cease and MAC Surfacing Ltd support consultancy (Health & Safety) and the customer will be informed as soon as practically possible.
  • The Health & Safety consultant will liaise with the customer to consider the disputed working arrangements, making any necessary changes and advise the Operations Manager This may include amendments to method statements, procedures, risk assessments and COSHH assessments.
  • Additional levels of training and competence may be required by individuals or further briefings as appropriate.
  • Full details of the eventual, agreed outcome will be forwarded to the complainant and the customer where appropriate and suitable records will be maintained.
  • Should the complainant still be dissatisfied with the system of work, MAC Surfacing Ltd will provide independent arbitration from an external source. MAC Surfacing Ltd will undertake to follow the arbitrator’s advice.
  • Should the arbitrator uphold MAC Surfacing Ltd safe system of work and the complainant still refuse to work MAC Surfacing Ltd will implement the disciplinary procedure.

The arrangements in place to implement this policy form part of the company’s day to day operational procedures and as such are reviewed on a continuous basis.

Where opportunities for improvement in safety standards or safety problems are identified they will be tackled promptly, with sufficient resources, to ensure that they are adequately dealt with, implemented and briefed in to all employees. This policy statement will be formally reviewed on an annual basis.

Drugs & Alcohol Policy Statement

This document sets out the Company’s policy in respect of any employee or contractor whose proper performance of their duties is or may be impaired as a result of alcohol or drugs.

Our Company recognises a general duty under the Health and Safety at Work etc Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare at work of our employees. We also have a duty under the Management of Health and Safety at Work Regulations 1999, to assess the risks to the health and safety of our employees. If we knowingly allow an employee under the influence of drug misuse to continue working and his / her behaviour places the employee or others at risk, we could be prosecuted. Our employees are also required to take reasonable care of themselves and others who could be affected by what they do at work.

The principal legislation in the UK for controlling the misuse of drugs is the Misuse of Drugs Act 1971. Nearly all drugs with misuse and / or dependence liability are covered by it. The Act makes the production, supply and possession of such controlled drugs unlawful except in certain circumstances (e.g. when they have been prescribed by a doctor). If we knowingly permit production or supply of any controlled drugs, or allow certain other activities take place on our premises we could be committing an offence.

Policy Statement

MAC Surfacing & MC Transport Ltd is committed to achieving and maintaining an alcohol and drug free working environment, where the use of illicit substances, solvents or alcohol does not endanger the health, safety and welfare of anyone. MAC Surfacing & MC Transport Ltd aims to take positive action to prevent substance related problems affecting employees and to help those affected, as far as this is reasonably practicable. Any employee reporting a substance related problem will be dealt with sensitively and with dignity.

All information divulged by an employee related to a substance dependency will be kept confidential and the Company will discipline any breach of privacy or confidentiality.

Scope

This policy applies to all employees and contractors at the sites operated by MAC Surfacing & MC Transport Ltd falling within the definitions below and apply to all employees while ‘at work’ and / or attending company sponsored social functions.

Legislation

The legislation referred to in this document is pertinent at the time of writing and represents significant legislation applicable to the subject. It is not an exhaustive list or necessarily all applicable legislation. It is important that all MAC Surfacing & MC Transport Ltd employees understand that the laws followed in this policy are Acts of Parliament and not purely MAC Surfacing & MC Transport Ltd guidelines or restrictions.

Definitions

‘At work’, insofar as this policy is concerned ‘at work’ is defined as all work activities undertaken on the Company premises and on behalf of the

Company off site. It includes driving in the course of work, working on third party sites and Company organised events such as conferences, leisure events, training courses etc.

Company premises: in relation to this policy company premises are defined generally as meaning the workplace, including company vehicles.

Company Sponsored Social Functions: in relation to this policy company sponsored social events are wholly or partially company funded events, booked by the company and organised using the company name, e.g. Christmas parties, customer entertainment events.

Alcohol

MAC Surfacing has set prescribed limits for alcohol in all employees and agency workers while on Company premises and for all employees whilst at work. These limits are in line with those set out in current UK drink and drive legislation and will allow for variation in line with any future changes in such law.

Drugs

MAC Surfacing has a zero tolerance to the possession, use, sale and distribution of all illicit substances whilst at work.

Prescription or Over the Counter Medicines

The taking of prescription or over the counter medicines may impair your work performance and safety. Where you are aware that such medications may affect your work performance, or affect your safety, or the safety of others, you should bring this to your Line Manager’s attention and seek further advice before undertaking your normal work activity.

Testing

In the case of both Alcohol and Drugs MAC Surfacing & MC Transport Ltd will use an external provider for testing, who will ensure that the company is informed of any positive test result. The limits set ensure that a positive result is only given when it is evident that the concentration of Drug and or Alcohol is such that an individual’s safe judgement, reaction or behaviour is affected to the detriment of their own personal safety or that of others.

Responsibilities

The principal responsibilities of employees are defined in The Health and Safety at Work Act 1974 in Section 7. This states that you have a duty to care not only for your own health and safety, but the health and safety of others who might be affected by your acts or omissions. You also have a duty to co-operate with the Company to enable us to meet our obligations for the health, safety and welfare of all employees. This duty extends to cover all employees, contractors, agency workers and visitors.

As far as this policy is concerned your responsibilities as an employee are:

  • To be familiar with the content of this policy and the disciplinary implications resulting from its breach.
  • Not to possess, use or otherwise distribute any illicit substances on Company premises and/or at company social events.
  • Not to present yourself for work whilst impaired due to drugs, alcohol or solvents.
  • Not to consume alcohol ‘at work’, except where permitted, bring or sell alcohol on Company premises.
  • When being prescribed drugs, to advise your doctor or health professional of the nature of your work and understand any effect that the taking of such medication is likely to have on your ability to carry out your duties safely.
  • Inform your line manager immediately if you have been prescribed medication or are taking an over the counter product that could affect your ability to carry out your duties safely.
  • If you have concerns over the conduct or behaviour of a fellow employee and there is suspicion that this may be due to substance abuse or misuse you should raise your concerns, in total confidence, with the most senior manager on site
  • Where there is a concern that an employee may have acted outside the law, or if there is any suspicion of a criminal offence the police must be informed.

Line Managers

Substance misuse or abuse may affect an individual’s performance and behaviour in the workplace. When this occurs managers will need to recognise the symptoms and handle the matter quickly and with confidentiality and sensitivity. The Company will ensure that adequate training is provided for all line managers to assist them in their understanding of how to recognise symptoms and responsibilities.

Where an individual admits to having a substance dependency the Manager should inform and involve the Directors in developing an appropriate rehabilitation programme for the individual. All information must remain confidential.

Directors

Directors will support line managers and employees to ensure that all drug and alcohol related issues are handled swiftly, fairly and in a manner consistent with our Company policy.

Screening and Testing

Screening and testing applies to all employees, and normally occurs:-

  • Following an accident or incident
  • On occasion where an individual’s conduct gives reason to believe they are impaired at work due to the use of drugs or alcohol
  • As part of a random screening programme
  • All screening will be performed by an independent outside agency and each test will give due regard to an individual’s privacy and confidentiality.

Reasonable Suspicion Testing

Reasonable suspicion testing will be undertaken if it is suspected that an individual’s ability to perform their duties correctly is impaired due to alcohol or drugs

Post Accident / Incident testing

Post accident / incident testing may be undertaken when a reportable accident has occurred and it is suspected that the individual/s involved is impaired due to alcohol or drugs. Following a call-out of the external testing provider the test should in normal circumstances take place within two hours.

Random Testing

During each calendar year, MAC Surfacing & MC Transport Ltd reserves the right to carry out random testing.

This will be a highly controlled exercise, conducted by an external testing supplier to ensure that the process is completely random and fair.

The external testing supplier will be in control of the random selection of employees whilst on site. Notice of the random test will not be given.

Positive Test Results

Where a test has been conducted and the result is positive, in the event that the member of staff has not admitted to the problem, arrangements will be made immediately to remove the person from their post and for a disciplinary hearing to be set up and / or dismissal proceedings to be effected.

Refusal

Should any employee refuse, without reasonable cause, to provide a sample he/she will be removed from their normal duties. The circumstances for the refusal will be reviewed by their line manager and a Director. A colleague may also be present if they wish during this review. If, on concluding the review of circumstances, their line manager and the Director consider that a test is necessary, and they continue to refuse to give consent to take a test, a decision will be made based on the balance of probabilities, i.e. in the absence of medical evidence. This situation is clearly not in anyone’s interest and one which the company would prefer to avoid. If the line manager and Director find that, on the balance of probabilities, they are under the influence of either drugs or alcohol they will be suspended from work immediately, with pay, and invited to a disciplinary hearing within the following 2 working days. The disciplinary hearing process will be fully explained to them at that stage.

Counselling and Rehabilitation

If you recognise that you have a problem with alcohol, solvents or drugs and wish to request help to deal with the problem you are advised to discuss this, in the first instance with your line manager. This information will remain confidential and disclosure of information to any third party, without a need to know and within the constraints of criminal law, shall result in disciplinary action.

Please remember that our key aim under this policy is to achieve a safe working environment for you and your colleagues and to that end it is important that we are aware of your circumstances. As an employer MAC Surfacing has a duty of care to all employees but if we are not aware of a situation we cannot assist.

If you do feel able to discuss the issue with your line manager and / or a Director, a rehabilitation programme can be devised and agreed. The content of such programmes will vary dependent on the circumstances and will be monitored to a conclusion.

Satisfactory completion of the rehabilitation programme will result in your full reinstatement into the workplace without any loss of status. The Company may request that you undergo regular testing for an agreed period, post completion of your rehabilitation programme, to help discourage you from a repetition.

Throughout this process from admission of a dependency to completion of a rehabilitation programme any information shall be treated with the strictest confidence.

Conduct, behaviour and appearance

As it is realised that not all those with alcohol or drug related problems will voluntarily seek assistance, management should be aware of signs of abnormalities of behaviour which might indicate that an employee may have or may be developing an alcohol or drug dependency problem. Such signs you may look for include:

  • Sudden mood changes
  • Unusual irritability or aggression;
  • A tendency to become confused;
  • Abnormal fluctuations in concentration and energy;
  • Impaired job performance;
  • Poor time-keeping;
  • Increased short term sickness absence;
  • A deterioration in relationships with colleagues, customers or management;
  • Dishonesty and theft (arising from the need to maintain an expensive habit).

They should also be aware however, that such signs may not necessarily be related to alcohol or drug related problems, but in the absence of an acceptable explanation from the individual concerned, might indicate the need for testing.

Identification of members of staff with alcohol or drug-related problems is considered to be in their own interests and should be a necessary element of the policy of treatment and rehabilitation. Managers, however, should put first their responsibility for the safety of operations and any action to help should be taken within this context.

Policy of Diversity, Equality & Inclusion

Statement of Intent

1. MAC Surfacing are fully committed to a policy of Policy of Diversity, Equality and Inclusion in all aspects of employment. The aim of the Company’s policy is to ensure that all job applicants and employees receive fair treatment regardless of sex, or sexual orientation, race, nationality, ethnic origins, colour, creed, disability, marital status, age, trade union or political beliefs.

2. We aim to recruit, retain and develop the best people based solely on their abilities to perform the job. Our employment conditions and requirements seek to reflect our commitment to equal opportunities.

3. The success of a Policy of Diversity, Equality and Inclusion will involve the commitment and support of all managers and employees and their responsibilities are detailed in Paragraphs 19 – 22.

Why Have a Policy of Diversity, Equality and Inclusion?

4. Good quality staff is essential in today’s competitive environment, and to ensure the best use of human resources in the available workforce and improve employment practices, we need an enlightened Policy of Diversity, Equality and Inclusion.

5. Research shows that considerable unfair discrimination in employment still exists. The law requires that no job applicant or employee should receive less favourable treatment on grounds of his or her sex and race. It is also unlawful for an employer to unfairly discriminate against a person in the field of employment because of their disability.

6. The acts set out what is legal and desirable, they also provide for rights of appeal and sanctions to be invoked where discrimination is found to have occurred.

7. Potential penalties for employers who fail to comply with equal opportunities legislation are significant. The 4 main Acts on discrimination are:

  • The Equal Pay Act 1970 (as amended)
  • The Sex Discrimination Act 1975 (as amended)
  • The Race Relations Act 1976
  • The Disability Discrimination Act 1995

Types of Discrimination

8. Sexual and racial discrimination, which are unlawful, can take the following forms: -

Direct Discrimination

9. This means treating someone less favourable than you would treat others in the same circumstances. For example, refusing to employ someone with the required skills because they are black, married or female is direct discrimination.

Indirect Discrimination

10. This occurs when a job requirement or condition is applied equally to all, which has a disproportionate and detrimental effect on one sex or racial group because fewer of that group can comply with it and the requirement cannot be justified in relation to the job. For example, unnecessary physical requirements, such as specifying tall or strong people in a job advertisement, may discriminate against women and some disabled people.

Discrimination on Grounds of Disability

11. It is against the law for an employer to treat a disabled person less favourably than someone else because of his or her disability, unless there is good reason. This applies to all employment matters, including recruitment, training, promotion and dismissal.

12. MAC Surfacing recognises that some disabled people will need adjustments made in order for them to do the job, and will look at what changes could be made to the workplace or to the way the work is done, and make any changes that are reasonable. This, for example, may include changes in working hours, as well as the provision of aids and adaptations and physical changes to the buildings.

13. Every effort will be made to retain the services of employees who develop a disability at work. Measures considered would, for example, be adjustments mentioned in Paragraph 13 and/or redeployment.

14. When decisions are made about an individual, the only personal characteristics or circumstances taken into account will be those that are necessary to the proper performance of the work involved.

Discrimination on Grounds of Age

15. It is against the law for an employer to treat a person less favourably than someone else because of his or her age, unless there is good reason. This applies to all employment matters, including recruitment, training, promotion and dismissal.

16. When decisions are made about an individual, the only personal characteristics or circumstances taken into account will be those that are necessary for the proper performance of the work involved and not those of age.17. With regard to job specification and recruitment the use of age related terms will not be permitted unless justifiable or legal requirements e.g. must have 5 years experience, young dynamic person, mature individual etc

Harassment

18. Harassment can be described as in appropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. The Company recognises that it can take many forms, occur on a wide variety of grounds and may be directed at an individual or group of people. It may be of a sexual or racial nature or it may be directed towards people because of their age, their sexuality, a disability (either physical or mental), or some other feature or characteristic. Such behaviour is not acceptable and neither is it excused on the grounds that the harasser did not intend it.

Victimisation

19. Victimisation can be described as treating someone less favourably than one would treat others because the individual concerned has, for example:

a) Made a complaint of discrimination; and/or

b) Given evidence about such a complaint

20. Victimisation is unacceptable and will be dealt with as a disciplinary matter where it occurs.

Responsibilities for Ensuring the Policy’s Success

21. All managers in the Company have a specific responsibility for ensuring that decisions affecting individuals are taken on non-discriminatory grounds and that our Policy of Diversity, Equality and Inclusion is communicated to all employees throughout the Company.

22. All employees have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of this Policy. Employees may be personally liable for damages for acts of direct or indirect discrimination. Obligations on employees include: -

a) Ensuring that as a supervisor or as a person responsible for selection decisions in recruitment, promotion, transfer and training, he/she does not unfairly discriminate.

b) Not persuading or seeking to persuade another employee, union, management etc. to practice unfair discrimination.

c) Not victimising an individual on grounds that he/she has made

a complaint or provided information about instances of discrimination.

23. Employees are expected to have a high standard of conduct and comply with the Company’s current procedures and policies. They must behave in a way that reflects well on the Company and this includes treating others (including other employees, clients, contractors and members of the public) with dignity and respect. For example, employees must not behave inappropriately towards, harass, victimise, intimidate or unfairly discriminate against people whom they meet in the course of their employment. Such behaviour is completely unacceptable and the Company will take disciplinary action where this occurs. In serious cases, this could lead to summary dismissal for gross misconduct.

24. Unacceptable behaviour includes inappropriate action, behaviour, comments or physical contact that is objectionably and causes offence. Such behaviour could be, for example, of a physical, verbal, non-verbal, written or pictorial nature. Some examples include:

a) Verbal conduct of a sexist or racist nature, e.g. Unwelcome propositions or pressure for sexual activity, offensive innuendo, racist ‘jokes’, name calling and cultural teasing.

b) Non-verbal conduct of a sexist or racist nature, e.g. display of pornographic or sexually suggestive pictures, racist graffiti or documents; the drafting, copying or passing to others documents of an offensive, sexist or racist nature. (This includes the use of computers for such purposes).

c) Threatened or actual physical abuse on the grounds of a person’s race, sex, disability, etc.

These are examples and must not be regarded as an exhaustive list.

Grievance Procedures

25. To safeguard individual rights under the Policy, an employee who believes that he/she has suffered inequitable treatment within the scope of the Policy may raise the matter through the appropriate grievance procedure. (See Separate Procedure).

Training and Development

26. The Company will review and, where appropriate, introduce new equal opportunities related training and development initiatives in order to underpin and support the Policy of Diversity, Equality and Inclusion.

Monitoring Equal Opportunities in Practice

27. The existence of a Policy of Diversity, Equality and Inclusion is not, in itself, enough to ensure genuine equality of opportunity. It is also necessary to implement the policy and to measure the success or failure of its implementations. Effective monitoring and evaluation is essential.

28. The Company will take appropriate steps to monitor the effectiveness of the Policy of Diversity, Equality and Inclusion. This includes carrying out periodic surveys of the workforce to obtain information about the representation of groups of staff throughout different grading levels of the organisation. Recruitment monitoring will be carried out periodically and data will also be collected in respect of the operation of key policies, e.g. the number of cases of harassment at work and how these are resolved.

29. Data collected from the Company’s various monitoring activities will be used to examine the success of the implementation of this Policy and to help determine what needs to be done to achieve genuine equality of opportunity for the Company’s employees and job applicants.

Ethical Policy Statement

Ethical behaviour underpins the way we behave, do business and treat one other. Our values determine our behaviour and we must support and uphold them so they are an integral part of day to day life at MAC Surfacing & MC Transport Ltd. This policy aims to guide our actions and those of people both with whom we work closely, encouraging a way of working which is honest, responsible and respectful, generating trust.

Purpose

To ensure there is clarity in what is expected of each and every one of us in terms of ethical behaviour.

Scope

This policy applies to all employees of MAC Surfacing and all those working alongside, in partnership and on behalf of MAC Surfacing.

Policy Requirements

  • Treat everyone with dignity and respect listening carefully to our work colleges, clients and members of the public
  • Treat the company’s assets and equipment as you would your own
  • Operate within the letter and the spirit of law, exercising power and influence responsibly.
  • Educate and train our employees to promote awareness and understanding of ethical issues.
  • Ensure all employees of MAC Surfacing understand their duties and obligations to each other to create an environment without harassment, victimisation or assault.
  • Ensure all employees have their rights acknowledged and that they have the right to suitable and sufficient information and the right to work in a safe environment.
  • All employees follow four basic requirements within this policy to not harm others, not harm the environment, do not deceive others and do not violate the law.

MAC Surfacing is committed to achieving the highest standards of responsibility in all its business dealings and relationships. This Ethical Policy is underpinned by a number of policies guiding the way we behave, including:

  • Health and Safety
  • Environmental
  • Quality assurance
  • Diversity and equality
  • Anti-Bribery Policy

These policies underpin the commitment that MAC Surfacing makes to its workforce, its clients and stakeholders and demonstrates our core values and high standards with regard to the basic requirements for Human Rights and the basic desire to run our business in a professional but ethical way.

Compliance

In establishing whether or not any conduct or activity may be in contravention of this policy, ask yourself whether:

  • It is legal?
  • It is in breach of this or any other policies?
  • It could be perceived as bringing you, your colleagues or MAC Surfacing into disrepute?
  • It could be perceived as compromising you, your colleagues or MAC Surfacing
  • It could be considered by the public as ethical, appropriate and acceptable?

If you are in any doubt, stop and contact either your line manager of any member of senior management

Contravention of this Policy could lead to disciplinary action.

Anti Bribery & Corruption Policy

This document sets out the rules of MAC Surfacing Ltd & MC Transport Tipton Ltd in relation to anti-bribery and corruption matters.

Compliance with the Company’s policy in relation to bribery and corruption is regarded as part of your contract of employment. If you fail for any reason to follow the rules set out in this document this may result in disciplinary action being taken against you which could result in your dismissal.

Bribery is the offer or receipt of any gift, loan, payment, reward or other advantage to or from any person as an encouragement to do something which is dishonest, illegal or a breach of trust, in the conduct of the Company’s business.

Corruption is the misuse of entrusted power for private gain.

To place this in context, you should be aware that if you engage in activities which are contrary to UK anti-bribery and corruption legislation, you could face up to 10 years in prison and/or an unlimited fine, and the Company could also be liable to an unlimited fine and Government sanction.

This policy document is not regarded as exhaustive, but does give specific examples of situations and sets out the rules and procedures and which should be followed.

If you are at any time uncertain as to whether your actions will comply with this policy, you must seek guidance from the Company Partners.

You should at all times act in accordance with the following provisions:-

  • Behave honestly, be trustworthy and set a good example;
  • Use the resources of the Company in the best interests of the Company and do not misuse those resources;
  • Make a clear distinction between the interests of the Company and your private interests to avoid any conflict of interest, and if such conflict does arise you should report it to the Company Partners immediately;
  • Ensure that any community support, sponsorship and charitable donations do not constitute bribery, and if in doubt you should consult the Company Partners;
  • Confidentially report all incidents, risks and issues which are contrary to this policy document to the Company Partners;
  • Raise any issues regarding anti-bribery and corruption laws and the Company’s policies.

Queries will be dealt with anonymously and a written response will be issued;

  • Do not offer or accept bribes.
  • Do not, without express prior written approval from the Company, offer or accept any gifts or hospitality to or from clients, contractors, suppliers, other third parties or public officials.

Gifts are presents such as books, vouchers, food and drink.

Hospitality includes invitations to hosted meals, receptions and events for business purposes.

  • Do not offer money to any public officials, clients representatives such as warehouse operatives, fork lift drivers, in order to speed up service or gain improper advantage. This type of bribery is a ‘facilitation payment’ and is illegal. If you are faced with a demand for a facilitation payment you must:

1. Actively resist the payment;

2. Inform the Company Partners.

The UK anti- bribery and corruption legislation applies to all activities of a UK-based business no matter where they are carried out. This policy therefore applies to ALL activities of MAC Surfacing Ltd & MC Transport Tipton Ltd, whatever the local law, practice or custom may be.

By complying with this policy document we aim to ensure that you and the Company will not at any time knowingly breach any relevant anti-bribery and corruption legislation and also that by adhering to the Policy the Company can demonstrate that it has adequate procedures in place to prevent such activity.

You have an independent obligation to prevent bribery and corruption in the Company and to ensure that any interaction with public officials and clients representatives complies with this policy document and relevant laws.

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