RTS Life Science

 

RTS support the principle of equal opportunities in employment and oppose any form of unlawful discrimination.

 

 

To ensure that job applicants, employees and contractors are treated equally and fairly and that decisions with regard to recruitment, selection, training, promotion, career management and every other aspect of employment are based on objective and job-related criteria.

 

 

To enable the company to be an equal opportunity employer while complying with all relevant legislation.

 

Discrimination is unlawful when it takes place on one of the following grounds:

 

 

There are two forms of discrimination – direct and indirect. Direct discrimination occurs when someone is treated less favourably on, or for a reason related to, one of the above grounds. Indirect discrimination occurs when an apparently neutral practice or requirement disproportionately disadvantages one group and cannot be justified by the needs of the business. For example, imposing a requirement that job applicants must be over six feet tall disproportionately disadvantages women and would be unlawful unless it could be justified on genuine business grounds.

 

 

All employees and contractors have a duty to act in accordance with this policy as well as a duty not to discriminate against each other and not to help anyone else to do so.

 

We aim to ensure that job requirements and job selection criteria are clear and based on what is necessary for each job. We also aim to ensure that no job applicant is placed at a disadvantage by practices or requirements which disproportionately disadvantage women, men, ethnic minorities or any other protected group and which are not justified by the demands of the job.

 

Promotion decisions will be made on the basis of merit. We will not unlawfully discriminate against any employee in making promotion decisions. We believe all employees should have an equal opportunity to progress.

 

We will try to make reasonable adjustments to accommodate disabled employees where possible.

 

We will try to accommodate cultural or religious practices such as prayer requirements where we reasonably can.

 

We aim to ensure that our terms of employment, terms of engagement with contractors, benefits, facilities and policies are free from discrimination.

 

We will ensure that decisions made under our disciplinary and attendance policies are carried out fairly and without discrimination.

 

 

 

If you believe you may have been unlawfully discriminated against, you are encouraged to raise the matter through our Grievance procedure. If you believe you have been harassed on grounds of race, colour, nationality, ethnic origin, national origin, religion or beliefs, sex, sexual orientation, gender reassignment, disability or age, you should raise the matter through our Harrassment policy.

 

Allegations of potential breaches of this policy will be treated seriously. Employees or contractors who make such allegations in good faith will not be victimised or treated less favourably as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under our disciplinary procedure.

 

 

 

If, after investigation, we decide that you have acted in breach of this policy by discriminating against another employee or contractor, you may be subject to disciplinary action up to and including dismissal.

 

 

 

This policy will be reviewed on a regular basis to reflect any changes in Company Policy or legislation.

 

 

 

April 2010