Human Trafficking & Slavery
Slavery did not end with abolition in the 19th century, remaining a global problem the practice still continues today in one form or another in every country in the world. We all have a responsibility to be alert to the risks, however small, that modern slavery may exist within our supply chain.
Docutech Office Solutions Limited is an independent specialist in print related technologies supplying equipment and services to customers in the United Kingdom. Docutech Office Solutions has its head office in Manchester, UK; with operational offices across Greater Manchester.
Docutech Office Solutions comprises four businesses under our holding group Office Tech Holdings:
Docutech Office Solutions, VDocs International, Complete Voice & Data and Secure Hosted Solutions
OUR SUPPLY CHAINS
Our supply chains include the sourcing of print and IT hardware, consumables and service related items that are principally related to print and IT technologies and the maintenance of the same.
We recognise that slavery and human trafficking remain a major world concern and are committed to managing our business and supply chain so that it is untainted by either of these offences.
We run our business and manage our supply chain with regard to our obligations under the Modern Slavery Act 2015 and conduct periodic reviews of our supply chain in order to assess the level of risk that these practices could exist within the chain.
We have revised our company policies to include effective systems and controls to ensure that slavery and human trafficking is not taking place within our supply chain.
OUR DUE DILIGENCE PROCESSES FOR SLAVERY AND HUMAN TRAFFICKING
- A review of our own supply chain in order to identify areas of greatest risk.
- An audit of our current suppliers with an ongoing monitoring programme.
- A review of our procurement procedures and updating of contracts.
- Updating of our Code of Conduct to ensure our employees are aware of our obligations under the Modern Slavery Act
- Appointing our Service and Supplies director as the company representative with day to day responsibility for compliance with our obligations.
We will continue to monitor our supply chain and ensure that we engage with our suppliers on the issues of slavery and human trafficking. We are committed to ensuring that these practices do not exist within our supply chain.
Docutech Office Solutions Limited is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
- oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
- encourage equality and diversity in the workplace as they are good practice and make business sense
- create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting them to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
- take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
- Make opportunities for training, development and progress available to all staff, which will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
- Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
- Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy
Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues
The equality policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives:
Jason Dixon – Managing Director
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.