Equal Opportunities - Pontin's Family Holidays

The Company offers opportunity and equal treatment to all employees regardless of their sex, marital status, colour, race, nationality, ethnic origin, age, disability, sexual orientation, religion or belief.

Applicability

This policy applies to all employees and external applicants to the Company and deals with equal opportunities in all aspects of company policy but in particular recruitment, employment, training, promotion, terms and conditions of employment, salary, work allocation and discipline, dismissal and grievance procedures.

Policy Principles

The Company is committed to equal opportunities and it is the practice of the Company to provide equal opportunities to all employees and applicants, irrespective of sex, race, religion, colour, nationality, ethnic or national origin, marital status, disability, age or any other factor which is not relevant to the genuine requirements of the job and to make full use of the talents and resources of all the workforce.

Company policies will comply with the spirit and general provisions of the legislation and Codes of Practice on equal opportunities and will cover all aspects of employment. The Company will not tolerate any acts or behaviour which might breach these policy principles. Any complaints under the following policy should be brought to the Company's attention via the Company's normal grievance procedure and will be carefully investigated. Employees breaching the terms of this policy may be subject to disciplinary action.

Policy Statements

Discrimination

It is unlawful to discriminate either directly or indirectly (these terms are defined below) on the grounds of gender, marital status, colour, race, disability or to victimise a person because of such a complaint. It is Company policy that discrimination will not be tolerated at any stage of any of the Company's procedures for any unjustified reason. So far as discrimination in employment is concerned, there are 3 types of circumstances to consider.

1. Direct Discrimination

Direct discrimination is where a person is treated less favourably than another in the same or similar circumstances. E.g. Appointing a male candidate to a job where there is a female candidate with better qualifications, experience and ability or ignoring a black candidate who clearly has the best qualifications and experience.

Not considering the application of a female for a job which involves evening work because you think it is unsafe for a woman to be out on her own in the evening.

2. Indirect Discrimination

Indirect discrimination occurs where a condition is applied to all people but which in practice prevents one or more groups for complying with the condition. It may seem fair on the surface but have a discriminatory impact. Unless it can be justified, it will be indirect discrimination. E.g. Insisting that staff applying for a job be over 6 feet tall when this cannot be justified by the requirements of the job - this would discriminate against many women and some ethnic groups.

3. Victimisation

It is also unlawful to victimise a person because he/she asserted a legal right to complain of discrimination. E.g. Not giving a salary increase or promotion or moving someone to a boring job because they have made a complaint of discrimination.

Liability

Although it is recognised that discrimination can be unintentional, the law does not make this distinction. Under law any employee found to have discriminated is personally liable for the discrimination. In addition the Company is vicariously liable for any act of discrimination of its' employees in the course of employment, whether or not the Company knew of these, unless it can show that all reasonably practical steps have been taken to prevent such discrimination.

Communication

The Company will ensure that all members of management are provided with a copy of the Company's policy on equal opportunities. Copies of the Company's policy on equal opportunities will also be available to all employees upon their commencement of employment.

Training

All employees responsible for recruitment, interviewing and performance appraisal will receive appropriate equal opportunities training. In addition all employees who might come into contact with job applicants should be given appropriate training in equal opportunities.

Monitoring

The Human Resources Department, Sagar House will take steps to monitor job applications, promotions, transfers, grading, salary increases, etc, to ensure avoidance of bias.

Conduct at Work

Workplace rules and conduct can be the source of discrimination, intended or otherwise. Rules must be regularly reviewed to ensure they are non discriminatory and that they are essential to the safe and effective performance of the job.