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Video Gallery |
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Find out more about the
project by viewing a short
video. |
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Contact Us |
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View the different
methods you can use to
contact us. |
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Equal
Opportunities Policy |
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1) General
UNITY Trade Union is
committed to the policy of
equal treatment of all
employees, applicants,
members, and beneficiaries
and requires all of its
employees to abide by and
adhere to this general
principle and the
requirements of the Codes of
Practice issued by the Equal
Opportunities Commission for
Racial Equality.
All employees are expected
to abide by the requirements
of the Race Relations Act
1976, Sex Discrimination Act
1975 and the Disability
Discrimination Act 1995.
Specifically, discrimination
is prohibited in:
a) Treating any individual
on grounds of sex, colour,
martial status, race,
nationality, or ethnic or
national origin, religion,
sexual orientation,
disability, or membership or
non-membership of a trade
union, less favourably than
others;
b) Expecting an individual
solely on the grounds stated
in item a) to comply with
requirement(s) for any
reason whatsoever related to
their employment, which are
different to the
requirements for others;
c) Imposing requirements on
an individual, which are in
effect, more onerous on that
individual than they are on
others. For example,
this would include applying
a condition (which is not
warranted by the
requirements of the
position) which makes it
more difficult for members
of a particular race or sex
to comply than others not of
that race or sex;
d) Victimisation of an
employee or third party;
e) Harassment of an employee
or any third party (which
for purposes of this policy,
and the actions and
sanctions applicable
thereto, is regarded as
discrimination);
f) Any other act, or
omission of an act, which
places an employee,
applicant, member or
beneficiary at a
disadvantage against another
(or others), purely on the
above grounds.
UNITY commits itself to the
immediate investigation of
any claims of discrimination
on the grounds stated above
and, where such is found to
be the case, a requirement
that the practice cease
forthwith.
Any employee (irrespective
of seniority) found guilty
of discrimination will be
instructed to desist
forthwith. Since
discrimination in its many
forms is against UNITY
policy, any employee
offending will be dealt with
under the disciplinary
procedure. Unless
assurances of future
non-discriminatory actions
are forthcoming, an employee
repeating an act of
discrimination may be
dismissed.
UNITY recognises the right
of an employee to belong to,
or not belong to, a trade
union, and membership or
non-membership of such a
union will not be taken into
account in any way during a
career of the employee.
UNITY commits itself to the
employment of disabled
personnel whenever possible,
and will treat such
employees in aspects of
their recruitment and
employment in exactly the
same manner as other
employees, the difficulties
of their disablement
permitting. Assistance
will be given, whenever
possible, to ensure that
disabled employees are
helped in access to
facilities on company
premises, and in progressing
in their career, subject
only to the opportunity
existing, the applicant's
suitability, talent, and
wish for it.
Appropriate training will be
made available to members of
staff who request it.
UNITY is keen to hear ideas
whereby its facilities can
be made more user friendly
for the benefit of disabled
employees.
2) Complaints Procedure
In the event that any
employee feels that they
have suffered discrimination
in any way, UNITY's
grievance procedure should
be utilised.
If the complaint is against
the employee's Line Manager,
confidential application
should be made to the next
tier of management.
In instances of sexual
harassment, the anonymity of
the complainant will be
protected as far as
possible.
A person who discriminates
or harasses may be liable
for payment of damages to
the person offended, in
addition to any damages
payable by UNITY should it
have failed to ensure the
practice ceased forthwith.
Under the Criminal Justice
Act 1994, harassment became
a criminal offence
punishable by a fine of up
to £5,000 and/or a prison
term of up to six months.
Under the Protection from
Harassment Act 1997, the
penalties for aggravated
harassment (i.e. a situation
in which the victim feels
that they may suffer
violence) are an unlimited
fine and/or five years
imprisonment.
To make a complaint of
discrimination, harassment,
victimisation, or unfair
treatment, it will be
necessary to have available:
a) details of what, when,
and where the occurrence
took place;
b) any witness statements or
names;
c) names of any others who
have been treated in a
similar way;
d) details of any former
complaint made about the
incident, date, where and to
whom made;
e) a preferred
solution to the incident.
Until a hearing is arranged
complainants should keep the
matter confidential, other
than arranging for details
of possible witnesses to be
given to the member of staff
investigating the complaint.
All discrimination
complaints will be
investigated at a senior
level. Full details
will be kept of all
evidence, etc. as well as
findings and details of any
sanctions imposed.
Where allegations against an
immediate supervisor or
close colleague are
considered proven, every
effort will be made, if
required by the victim, to
transfer that person away
from them, although it must
be realised that this may
prove difficult in some
instances.
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