Policy Statements

Ethical Selling Policy

F M Pest Solutions is duty bound to operate an ethical code of selling to its customers. This extends to the offering of advice to prospective customers.

We will only promote services and products from our wide range, which are in our belief necessary to satisfy the needs and demands of our customers, and all recommendations to this effect will be made after a comprehensive technical appraisal has been conducted.

We serve to heighten the standards within the Industry as a whole and to further honest practices, which lead to increased customer care.

Equal Opportunities Policy

At F M Pest Solutions we recognise that discrimination is unacceptable and we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action.

The aim of the policy is to ensure no job applicant or employee is discriminated against, either directly or indirectly on the grounds of race, colour, creed, national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation or disability.

We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available to all employees and made known to all applicants for employment.

The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity.

The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance, and in particular any relevant codes of practice.

We will maintain a neutral working environment in which no worker feels under threat or intimidated.

Recruitment and Selection Policy

The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

Job descriptions will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications.

We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

We will not confine our recruitment to areas or media sources, which provide only, or mainly, applicants of a particular group.

All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to carry out their work.

All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.

More than one person will carry out short listing and interviewing where possible.

Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

We will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.

Selection decisions will not be influenced by any perceived prejudices of other staff.

Training and Promotion Policy

Senior staff will receive training in the application of this policy to ensure they are aware of its contents and provisions.

All promotion will be in line with this policy.

Monitoring Policy

We will maintain and review the employment records of all employees in order to monitor the progress of this policy.

Monitoring will involve: -

I. We will collect and classify all information relating to race in terms of ethnic/national origin and the sex and disability of all current employees.

II. The examination by ethnic/national origin, the sex and disability of the distribution of employees and the success rate of the applicants.

III. We will maintain recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.

The results of monitoring will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjust this policy to afford greater equality of opportunities to all applicants and staff.

Environmental Policy

FMPS is committed to carrying out its business with minimal environmental impact wherever this is possible.

The overall responsibility for the environmental policy rests with all Staff, with the implementation of the policy being the responsibility of the same.

The FMPS policy is:

1) Legislation

• To comply with existing legislative requirements and any applicable industry standards.

2) Waste Management

• To minimise the quantity of waste produced, and wherever practicable to recycle or re-use items. All remaining waste will be disposed of safely.

3) Water

• To minimise water wastage, and to ensure that activities carried out do not result in the contamination of surface waters.

4) Energy

• To make use of energy-efficient equipment wherever practicable, and to actively look for energy efficient alternatives for equipment requiring replacement.

5) Suppliers/Contractors

• To make use of suppliers/Contractors with high environmental performance standards.

6) Organisation

• To develop an environmentally conscious work force through ongoing training and development and to communicate environmental policy issues to all staff.