| Reference | MAN 00 |
| Version | 1.2 |
| Issued | 28/04/2024 |
| Reviewed | 06/06/2024 |
Quality Policy
It is Ventro’s Policy to always meet or exceed agreed client requirements in construction provision and to strive to enhance (increase) client satisfaction on an ongoing basis for all services provided. These services are referenced in our documented Quality Management System (QMS) and by our Quality System Approval to ISO 9001: 2015.
Furthermore, it is the intention of our organisation to conform to all applicable elements of BS EN ISO 9001:2015 Quality Management System Requirements.
All fire doors supplied by the Company, conform to the latest requirements of BSEN, and maintenance and repair to BS 8214, and also to manufacturers specific instructions.
Installation and maintenance of passive fire control and fire dampers is carried out in accordance with the latest requirements and relevant parts of BS 9999.
Installation of emergency lights is carried out in accordance with the relevant Codes of Practice detailed in BS5266.
Installation and maintenance of sprinkler systems are carried out in accordance with the latest BSEN and the LPS 1048-1 Scheme.
Other works carried out are to the latest edition of the relevant British Standard.
All fire door inspectors have been examined and are certified by 3rd party accreditations, all Fire Door work is carried out in accordance with the BS8214.
Our documented system is therefore written to ensure that our personnel conform to these requirements, in addition to all other applicable Industry Codes of Practice and Legal, Statutory and Regulatory requirements appropriate to our range of services including construction screened personnel.
The Company’s Executive Management Team is committed to this Policy and to the Continual Improvement of the effectiveness of our processes and the overall Quality Management System. This commitment is demonstrated through the following ongoing activities:
Communicating to everyone in the Company the importance of meeting the agreed client as well as applicable statutory and regulatory requirements;
Establishing and communicating this Policy Statement to all personnel and ensuring that it is understood;
Ensuring the Company Quality Objectives are established and are met including:
- Customer Satisfaction Rating – Over 95%
- Tasks completed within the timeframe – Over 95%
- Tasks completed within budget – Over 95%
Conducting management review to determine the effectiveness of our overall QMS, and to bring about improvements where necessary and internal audits to ensure compliance.
Reviewed and Approved by Managing Director, Eddie Besley
Date: 06.06.2024
Modern Slavery Policy
Modern Slavery and Human Trafficking Statement
Ventro Ltd is committed to ensuring that its staff are not subject to behaviour or threats that may amount to modern slavery, human trafficking, forced labour and or similar human rights abuses.
We are also committed to ensuring our approach to tackling modern slavery in our own business and throughout our supply chains is consistent with our disclosure obligations under the Modern Slavery Act 2015. We all have a responsibly to be alert to the risks, however small, in our business and in the wider supply chain.
This statement sets out Ventro’s actions to understand all potential modern slavery risks related to the business along with the steps that Ventro Ltd has taken, and is continuing to take, to ensure steps are maintained to prevent both slavery and human trafficking within our business and supply chain.
Modern slavery encompasses slavery, servitude, human trafficking and forced labour. Ventro has a zero-tolerance approach to any form of modern slavery. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard against any form of modern slavery taking place within the business or our supply chain.
Our Business
Ventro is one of the leading specialists for Passive Fire Protection in the UK, specialising in the auditing, maintenance and installation of all passive fire safety systems and equipment including fire compartmentation, fire doors, fire stopping and fire dampers.
Working closely with housing associations, local authorities, universities and hotels, Ventro is raising awareness and helping the responsible persons in these organisations to comply.
Our Policies
Ventro is aware of our responsibilities towards employees and customers and expects all suppliers to the company to adhere to the same ethical principles. Our Modern Slavery Policy reflects our commitment to acting ethically and with integrity in all our business relationships.
We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains or in any part of our business. Our internal policies replicate our commitment to acting ethically and with integrity in all our business relationships.
Currently, all suppliers sign up to our terms and conditions of contract which contain a provision around Good Industry Practice to ensure each supplier’s commitment to anti-slavery and human trafficking in their supply chains; and that they conduct their businesses in a manner that is consistent with Ventro’s anti-slavery policy.
We operate a number of internal policies to ensure we are conducting business in an ethical and transparent manner. These include:-
1. Recruitment policy.
We operate a robust recruitment policy, including conducting eligibility to work in the UK checks for all directly-employed staff to safeguard against human trafficking or individuals being forced to work against their will
2. Equal Opportunities.
We have a range of controls to protect staff from poor treatment and/or exploitation, which comply with all respective laws and regulations. These include the provision of fair pay rates, fair terms and conditions of employment and access to training and development opportunities
3. Safeguarding policies.
We adhere to the principles inherent within both our safeguarding children and adults policies. These provide clear guidance so that our employees are clear on how to raise safeguarding concerns about how colleagues or people receiving our services are being treated, or about practices within our business or supply chain
4. Whistleblowing policy.
We operate a whistleblowing policy so that all employees know that they can raise concerns about how colleagues or people receiving our services are being treated, or about practices within our business or supply chain, without fear of reprisals
5. Standards of business conduct.
This code explains the manner in which we behave as an organisation and how we expect our employees and suppliers to act.
Our approach to procurement and our supply chain includes:
- Ensuring that our suppliers are carefully selected through our robust supplier selection criteria/processes
- Ensuring our terms and conditions contain a clause on human rights issues and gives Ventro the right to terminate a contract for failure to comply with labour laws
- Using the standard Supplier Selection Questionnaire (SQ) that has been introduced (which includes a section on Modern Day Slavery)Company staff must contact and work with the Procurement department when looking to work with new suppliers so appropriate checks can be undertaken.
- We are zero-tolerant to slavery and human trafficking and thereby expect all our direct and indirect suppliers to follow suit.
Our Processes for Managing Risk
In order to assess the risk of modern slavery, we use the following processes:
- Identify and assess potential risk areas when considering taking on new suppliers and regularly review our existing supply chains
- Review the potential for risk at regular intervals, including the possibility of re-auditing a supplier or conducting spot checks
- Protect whistle blowers
We have not identified any significant risks of modern slavery, forced labour, or human trafficking in our supply chain. However, we continue to be alert to the potential for problems.
Training
To maintain awareness and ensure a high level of understanding of the risks of modern slavery and human trafficking in our business our Modern Slavery Policy is included in our Employee Handbook.
Advice and training about modern slavery and human trafficking is available to staff through our mandatory safeguarding children and adults training programmes, our safeguarding policies and procedures, and our safeguarding leads. It is also discussed at our compulsory staff induction training.
We are looking at ways to continuously increase awareness within our organisation and to ensure a high level of understanding of the risks involved with modern slavery and human trafficking in our supply chains and in our business.
Our Key Performance Indicators
We will know the effectiveness of the steps that we are taking to ensure that slavery and/or human trafficking is not taking place within our business or supply chain if:
- No reports are received from our staff, the public, or law enforcement agencies to indicate that modern slavery practices have been identified
Our Commitment
This statement is made pursuant to section 54(1) of the Modern Slavery Act 2015. It has been approved by the Board of Directors, who review and update it annually.
Equality Policy
Introduction
Ventro Limited recognises that it is essential to provide equal opportunities to all persons without discrimination. This policy, in line with the Equality Act 2010, sets out the organisation's position on equal opportunity in all aspects of employment, including recruitment and promotion, giving guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs. In addition to the 9 protected characteristics, Ventro also do not tolerate unequal treatment based on part-time or fixed term contract status.
Statement of Policy
It is the policy of Ventro Limited to ensure that no job applicant or employee receives less favourable treatment on the grounds of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation, religion and beliefs, and contract status or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.
The organisation recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees´ best interests. We recognise the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.
The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.
All employees of the organisation will be made aware of the provisions of this policy.
Recruitment and Promotion
Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs.
Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
All vacancies will be circulated internally.
All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
Employment
Ventro Limited will not discriminate on the age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs in the allocation of duties between employees employed at any level with comparable job descriptions.
We will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
Training
Employees will be provided with appropriate training regardless of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs.
All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or the HR Department.
Grievances and Victimisation
Ventro Limited emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation’s Disciplinary Procedure.
Any complaints of discrimination will be pursued through the organisation’s Grievance Procedure.
Implementation and Management
This policy has the full support of the Directors. Howard Melvin has the overall responsibility for its implementation and effectiveness.
Diversity Policy
The Company is committed to eliminating discrimination and encouraging equality and diversity in all of our business activities, including the provision of services and employment. This commitment to diversity underpins all our policies and practice. The Company seeks to maintain a positive working environment in which we respect each other, our employees, clients and suppliers.
It is the policy of the Company that there shall be no discrimination or less favourable treatment of any person because of gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability (both physical and mental) or age, pregnancy or trade union membership or the fact they are a part-time worker or a fixed term employee.
This policy applies to all who work at Ventro. The policy applies equally to the treatment of our supply chain, applicants, visitors and clients by our staff and the treatment of our staff by these third parties. Further details of equality and diversity in the supply chain are stated in our Equal Opportunities Policy.
The Company commits to engage, promote, and train staff on the basis of their capabilities, qualifications and experience without discrimination. The Company will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, training and development, transfer opportunities, conditions of service, pay and benefits, health and safety, grievance and disciplinary procedures and termination of employment, including redundancy. All employees will receive equal opportunity to progress within the Company, and the Company wishes to ensure that it has access to the widest labour market.
The Company will not tolerate direct or indirect discrimination, victimisation or harassment, whether intentional or unintentional. In the event of any of the above occurring, disciplinary action will be taken which may result in dismissal.
To support our equality and diversity aims we will be open and transparent and commit to reporting our performance. A copy of this Diversity Policy will be made available upon request to any interested party. The Diversity Policy should be read in conjunction with our Equal Opportunities Policy.
Overall responsibility for this policy rests with the Ventro Board of Directors.