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Our Policies

Northern Employment Services maintain and publish company policies that apply to our services, website and your privacy. You can browse through our policy and procedures below.

Environment Policy

Northern Employment Services recognises that all commercial activity has an impact on the environment. We are determined to measure and minimise the adverse effect of our activities, whilst positively contributing to environmental improvement.

In order to achieve this, environmental management systems are being developed which clearly set out policies and procedures to help us to:

  • Comply and wherever possible exceed current and future legislative requirements ahead of relevant deadlines.
  • Monitor, measure and report on the environmental impacts of the business.
  • Reduce the adverse environmental impacts arising from our business, including the key areas of transport, waste and energy.
  • Integrate environmental objectives into the everyday management of our business reflecting our values and principles.
  • Establish effective communication on relevant environmental issues with our employees, customers, suppliers and others who have an interest in our business.
  • Encourage suppliers to reduce their impact on the environment.
  • Stimulate debate on environmental issues.
  • Work closely with all concerned to identify measures that will make a positive contribution to the environment.

Equal Opportunities Policy

EQUAL OPPORTUNITIES & DIVERSITY POLICY

Policy Statement

Northern Employment Services Limited is committed to supporting, developing and promoting a culture of diversity and equality in all of its activities based on the values of fairness, dignity and respect. Northern Employment Services Limited will support and develop its employees through providing access to facilities and employment on an equal basis regardless of race, national or ethnic origin, disability, age, gender, sexual orientation, transgender identity or religion/belief.

This policy builds on the foundation of equality and anti-discrimination legislation and aims to embrace diversity in all of its activities and acknowledges that variety and difference are intrinsic to the success and future development of its business.

Northern Employment Services Limited expects all employees, contractors and agency staff to act in accordance with this Policy.

Principles

The principles of the diversity and equal opportunities policy are:

  • To develop and promote a culture of diversity and equality throughout the organisation;
  • To develop and promote a culture of fairness, integrity and dignity;
  • To support all staff, regardless of race, national or ethnic origin, age, disability, gender, sexual orientation, gender reassignment, religion or belief;
  • To prevent all forms of unlawful discrimination;
  • To deal with all forms of discrimination consistently, promptly and effectively.

Legislative Framework

This Policy is underpinned by legislation, which places individual responsibilities on staff/service users/visitors.

Under the above Equality legislation it is unlawful to:

  • Discriminate directly against anyone and treat them less favourably than others because of a protected characteristic they have or are thought to have (perception discrimination), or because they associate with someone who has a protected characteristic (discrimination by association);
  • Discriminate indirectly against anyone by applying a criterion, provision or practice which particularly disadvantages people who share a protected characteristic;
  • Subject someone to harassment related to a relevant protected characteristic (pregnancy and maternity and marriage and civil partnerships are excluded);
  • Victimise someone because they have made, or intends to make, a complaint or allegation or has given or intends to give evidence in relation to a complaint of discrimination;
  • Discriminate against someone in certain circumstances because of a protected characteristic after the working relationship has ended.

The protected characteristic are:

  • Age
  • Disability
  • Gender
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sexual orientation

Definitions

Equal Opportunities

Equal opportunity is a principle that emphasizes that opportunities in employment, education and other areas are available to all. Equal Opportunities in particular relates to a Legal Framework, which makes it illegal to discriminate against people because of a protected characteristic they have.

Diversity

Diversity is a broader concept that builds upon the progress made through equal opportunities. Everyone is different and diversity is about recognising, respecting and valuing the differences we each bring to work.

Equal opportunities and diversity work together by identifying and addressing any inequalities and barriers faced by people and by valuing, learning and benefiting from the diverse cultures in society and our staff.

Direct Discrimination

Direct discrimination occurs when an individual is treated less favourably than another because of a protected characteristic they have.

Discrimination by association

This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.

Perception discrimination

This is direct discrimination against and individual because others think they possess a protected characteristic. It applies even if the person does not actually possess the protected characteristic.

Indirect Discrimination

Indirect discrimination occurs when a provision, criterion or practice is applied universally, but its effects disadvantages people who share a protected characteristic.

Harassment

Harassment is uninvited and unwanted behaviour related to a protected characteristic and makes a person feel intimidated or humiliated.

Victimisation

Victimisation is where someone is treated less favourably because they have made a complaint about discrimination or harassment or have given evidence relating to a complaint.

Responsibilities 

It is essential that all members of Northern Employment Services Limited behave with dignity, courtesy and respect and to act in a non-discriminatory manner at all times. This includes promoting good relationships between different groups of staff and ensuring equality of opportunity.

Application of the Policy

Recruitment and Selection

  • Recruitment advertising will encourage applications from all sectors of the community reflecting Northern Employment Services Limited commitment to diversity and equality;
  • Recruitment advertising will appear in publications appropriate to the audience capable of producing the best job seekers
  • Job descriptions, person specifications and recruitment advertisements will be written on the basis of the essential and justifiable requirements of the positions;
  • Shortlisting, appointment and rejection decisions will be transparent and justifiable and will be supported by written comments.

Grading and Promotion

  • All grading will have equal access to induction, personal and career development opportunities and facilities.

Performance Management

  • Probation and performance management procedures will be clear and transparent and will be applied fairly across all staff.

Discipline and Grievance

  • Disciplinary and grievance procedures will be applied fairly and transparently for all staff.
  • Allegations of discrimination, harassment or inappropriate behaviour will be dealt with under the appropriate disciplinary procedures for staff.

Advice and Complaints

All staff who believes they have been subjected to discrimination or harassment have the right to seek redress.

Staff may seek advice from their supervisor. Complaints should be submitted in accordance with the Grievance Procedure.

Verbal or physical abuse by anybody will not be tolerated. Northern Employment Services Limited may discipline staff who are found to be abusive.

Policy Review

This policy will be reviewed at regular intervals to ensure it remains in line with legislation and the organisations principles.

Data Protection Policy

Northern Employment Services Limited is on the official register for the Data Protection Act 1998. We are committed to information security within the organisation and to protecting against unauthorised or unlawful processing of personal data and against accidential loss, destruction or damage to personal data.

Below is some general information on The Data Protection Act that you should read to enable you to comply with our legal requirements.

The Data Protection Act 1998 is the law that governs the processing of personal information held on living, identifiable individuals.

The Act requires that you are open about your use of information and follow certain principles for processing that information. These principles are known as the eight data protection principles. The Act also provides individuals with certain rights, including the right of subject access.

The eight principles

The Data Protection Act 1998 sets out eight rules (principles) which you must follow for protecting personal information -

Personal data must be:

  1. Processed fairly and lawfully.
  2. Processed only for one or more specified and lawful purpose.
  3. Adequate, relevant and not excessive for those purposes.
  4. Accurate and kept up to date - data subjects have the right to have inaccurate personal data corrected or destroyed if the personal information is inaccurate to any matter of fact.
  5. Not kept for longer than is necessary for the purposes it is being processed.
  6. Processed in line with the rights of individuals - this includes the right to be informed of all the information held about them, to prevent processing of their personal information for marketing purposes, and to compensation if they can prove they have been damaged by a data controller's non-compliance with the Act.
  7. Secured against accidental loss, destruction or damage and against unauthorised or unlawful processing - this applies to you even if your business uses a third party to process personal information on your behalf.
  8. Not transferred to countries outside the European Economic Area (the EU plus Norway, Iceland and Liechtenstein) that do not have adequate protection for individual's personal information, unless a condition from Schedule four of the Act can be met.

If a data controller's processing of personal information does not comply with the principles, the Information Commissioner can take enforcement action against that data controller.

Rights of access

The Data Protection Act 1998 provides the right of access for the subjects of the personal information -

They have the right to:

  • know whether you or someone else on your behalf are processing personal information about them
  • know what information is being processed, the reason it is being processed and those to whom it may be disclosed
  • receive a copy of the personal information about them
  • know about the sources of the information

The access process

To obtain access, an individual must send either a written or electronic request toNorthern Employment Services Limited who will charge a fee of £10 to provide the information requested.

A response to a request must be made as quickly as possible, and in any event within 40 days of receiving it, or 40 days from receiving the fee.

You must provide the information requested in permanent form such as in a computer print out, letter or form, unless the supply of such a copy is not possible or you can show that it will involve a "disproportionate effort".

When you provide the data, make sure you don't violate anyone else's rights. For example, if you get a complaint about a worker, and that worker then requests access to their file, this could lead to the complainant being identified. Removing the name of the complainant would solve the problem.

There are several exceptions to the right of subject access, including:

  • information held for management planning, eg plans to promote/make redundant an employee, if it could prejudice the conduct of the employer's business
  • records of an employer's intentions for negotiations with workers if it would prejudice those negotiations
  • references given in confidence by the employer
  • information which would prejudice the prevention or detection of a crime, or the arrest or prosecution of offenders
  • information which may affect the price of a company's shares
  • information that may identify someone else may generally be withheld

You must make sure that the individual or individuals responsible for monitoring in your business are aware of the Act and its implications. Keep to a minimum the number of workers who have access to personal information obtained through monitoring.

Privacy Policy

Northern Employment Services is committed to safeguarding the privacy of our users while providing a personalised and valuable service. This Privacy Policy Statement explains the data processing practices of Northern Employment Services.

We collect personal information from you through the use of registration forms and every time you e-mail us your details.

Use and Disclosure of Personal Information

We process personal information collected via www.northern-employment.co.uk for the purposes of:

  • providing a personalised service
  • conducting market research
  • surveys
  • running competitions
  • providing you with information about products and services we offer

We may also disclose your information to business partners and third party suppliers we engage to provide services which involve processing data on our behalf or in accordance with a properly executed court order. We also use information in aggregate form (so that no individual user is identified) to build up marketing profiles to aid strategic development to manage our relationship with advertisers to audit usage of the site.

Use of cookies

We use "cookies" to identify you when you visit the Northern Employment Services web site and to build up a demographic profile. A cookie is a small piece of information sent by a web server to a web browser, which enables the server to collect information back from the browser.

Use of Web Beacons

Northern Employment Services' web site may contain electronic images known as Web beacons - sometimes called single-pixel gifs that allow us to count users who have visited those pages. Web beacons are not used to access your personally identifiable information, they are a technique we use to compile aggregated statistics about web site usage. Web beacons collect only a limited set of information including a cookie number, time and date of a page view, and a description of the page on which the Web beacon resides.

Internet-based Transfers

Given that the Internet is a global environment, using the Internet to collect and process personal data necessarily involves the transmission of data on an international basis. Therefore, by browsing the northern-employment.co.uk site and communicating electronically with us you acknowledge and agree to our processing of personal data in this way.

Copyright and Legal Notices

Northern Employment Services Ltd make information, images and products available on this web site, subject to the following terms and conditions. By accessing this site, you agree to these terms and conditions. The right to change these terms and conditions, and the products, services, and prices mentioned in this site at any time, with sole discretion, without notice is reserved by Northern Employment Services. Northern Employment Services reserve the right to seek all remedies available by law and in equity for any violation of these terms and conditions. Any rights not expressly granted herein are reserved.

Submissions

You grant Northern Employment Services and their agents an unrestricted, irrevocable license to display, use, modify, perform, reproduce, transmit, and distribute any information you submit, for any and all commercial and non-commercial purposes. You also agree that Northern Employment Services and their agents are free to use any ideas, concepts, or techniques that you send Northern Employment Services and their agents for any purpose, including, but not limited to, developing, manufacturing, and marketing products that incorporate such ideas, concepts, or techniques. Northern Employment Services and their agents may, but are not obligated to, review or monitor areas on the site where users may transmit or post communications. Northern Employment Services and their agents are not responsible for the accuracy of any information, data, opinions, advice, or statements transmitted or posted. You are prohibited from posting or transmitting to or from this web site any libellous, obscene, defamatory, pornographic, or other materials that would violate any laws. However, if such communications do occur, Northern Employment Services and their agents will have no liability related to the content of any such communications.

Compliance with Laws Governing Law and Jurisdiction

You agree that all matters relating to your access to, or use of, this web site shall be governed by the laws of England & Wales. You agree and hereby submit to the exclusive personal jurisdiction and venue of the Courts of England & Wales, with respect to such matters. Northern Employment Services make no representation that images and information on this web site are appropriate or available for use in all countries, and prohibits accessing materials from territories where contents are illegal. Those who access this site do so on their own initiative and are responsible for compliance with all applicable laws.

Third-Party Web Sites

The Northern Employment Services site provides links to third-party web sites, which are not under the control of Northern Employment Services. Northern Employment Services make no representations about third-party web sites. When you access a non-Northern Employment Services web site, you do so at your own risk. Northern Employment Services are not responsible for the reliability of any data, opinions, advice, or statements made on third-party sites. Northern Employment Services provide these links merely as a convenience. The inclusion of such links does not imply that Northern Employment Services endorse, recommend, or accepts any responsibility for the content of such sites.

Third-Party Products and Services

The Northern Employment Services web site contains mention of third-party products and services for informational purposes. Northern Employment Services make no recommendations or endorsements about third-party products and services. References to third-party services and products are provided by Northern Employment Services "as is", without warranty of any kind, either express or implied.

Warranties and Disclaimers; Liability Limitations

EXCEPT AS EXPRESSLY PROVIDED OTHERWISE IN AN AGREEMENT BETWEEN YOU AND NORTHERN EMPLOYMENT SERVICES, ALL INFORMATION ON THIS WEB SITE IS PROVIDED "AS IS" WITHOUT WARRANTY OR CONDITIONS OF ANY KIND, EITHER EXPRESS OR IMPLIED, INCLUDING, BUT NOT LIMITED TO, THE IMPLIED WARRANTIES OR CONDITIONS OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, OR NON-INFRINGEMENT. NORTHERN EMPLOYMENT SERVICES ASSUME NO RESPONSIBILITY FOR ERRORS OR OMISSIONS IN THE INFORMATION OR OTHER DOCUMENTS WHICH ARE REFERENCED BY OR LINKED TO THIS WEB SITE. IN NO EVENT SHALL NORTHERN EMPLOYMENT SERVICES BE LIABLE FOR ANY SPECIAL, INCIDENTAL, INDIRECT OR CONSEQUENTIAL DAMAGES OF ANY KIND, OR ANY DAMAGES WHATSOEVER (INCLUDING WITHOUT LIMITATION, THOSE RESULTING FROM:

  • RELIANCE ON THE MATERIALS PRESENTED,
  • COSTS OF REPLACEMENT GOODS,
  • LOSS OF USE, DATA OR PROFITS,
  • DELAYS OR BUSINESS INTERRUPTIONS,
  • AND ANY THEORY OF LIABILITY, ARISING OUT OF OR IN CONNECTION WITH THE USE OR PERFORMANCE OF PRODUCTS OR INFORMATION) WHETHER OR NOT NORTHERN EMPLOYMENT SERVICES HAVE BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES. THIS WEB SITE COULD INCLUDE TECHNICAL OR OTHER INACCURACIES. CHANGES ARE PERIODICALLY MADE TO THE INFORMATION HEREIN. HOWEVER, NORTHERN EMPLOYMENT SERVICES MAKE NO COMMITMENT TO UPDATE MATERIALS ON THIS SITE.
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