Human Rights Policy

Policy Statement

 

Since 1995 Irwin have been providing a full range of Mechanical, Electrical, Building, and Energy and Renewables installation and maintenance services to clients, across both public and private sectors throughout the UK and Ireland. When you work with Irwin, we are committed to ensuring that your experience is a positive one.  That’s why we seek to act in accordance with recognised human rights and standards, including the Human Rights Act (1998). We are continuously working to guard against being complicit in human rights violations and to uphold the human rights of our people and any other individuals that we are in contact with, either directly or indirectly.

Our Human Rights Policy applies to all staff at Irwin M&E. We also expect our subcontractors and suppliers to adhere to this policy.

 

Responsibility for the policy

 

The board of directors has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.

The HR Manager has responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery.

Management at all levels in all parts of the business are responsible for complying with and ensuring those reporting to them understand and comply with this policy.

You are invited to comment on this policy and suggest ways in which it might be improved. Comments, suggestions and queries are encouraged and should be addressed to HR.

 

The policy

 

It is every employee’s responsibility to maintain a work environment that reflects respect for human rights and is free from all discrimination and harassment. If any employee believes that someone, either in Irwin or one of our suppliers or a contractor is violating this Human Rights Policy and/or the law, they are asked to report it immediately to their manager, Human Resources or through the company’s whistle-blowing procedure. We expect our suppliers and contractors to also have in place processes to enable their own staff to report any concerns.

 

Principles

 

We will:

• Seek to avoid causing or contributing to adverse human rights impacts through our own activities and address such impacts, if they do occur, in a timely and appropriate manner.
• Seek to prevent or mitigate adverse human rights impacts that are directly related to our operations and services through our business relationships.
• Provide for or cooperate in their remediation through legitimate processes, if we identify that we have caused or contributed to adverse human rights impacts.
• Continue to look for ways to support the promotion of human rights within our operations and our sphere of influence.

 

Policy

 

This policy sets out our position with respect to human rights and sits alongside our Employee Handbook, Modern Slavery Policy and Health and Safety Policy. Please refer to our Modern Slavery Statement for more information.

It should be remembered that all individuals have the following rights under the Human Rights Act 1998 and in dealing with personal data these should be respected at all times:

• Right to respect for private and family life.
• Freedom of thought, conscience and religion.
• Freedom of expression.
• Freedom of assembly and association.
• Freedom from discrimination.

Our statements below draw upon the Human Rights Act (1998), and the European Convention on Human Rights:

1. Child Labour: Irwin will not use child labour and will comply with all relevant laws in this regard. We do, however, support legitimate workplace traineeships and apprenticeships and other similar programmes that comply with the applicable laws and regulations.
2. Modern Slavery: Irwin will not use forced, bonded or involuntary labour. We have a zero-tolerance approach towards human trafficking.

• Health, Safety and Hygiene: All Irwin employees will work in an environment that is both safe and healthy, in line with our Health and Safety Policy.

1. Discipline: Irwin prohibits physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation. Any employee who breaches this policy will be subject to an investigation which could result in disciplinary action up to and including dismissal for misconduct. We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.
2. Working Hours: Irwin will ensure that working hours are reasonable and comply with the law and industry standards.
3. Equality of Treatment: Irwin is fully committed to eliminating discrimination in recruitment, training and working conditions, on grounds of race, colour, sex, age, religion, political opinion, sexual orientation, disability or social origin and to promoting equality of opportunity and treatment as outlined in the employee handbook.

• Employment Terms: Irwin will provide written and clear contracts which details the terms and conditions of its staff employment. We will ensure that work performed by employees is based on recognised employment law and practice.
• Remuneration: Irwin will, at a minimum, provide wages and benefits that meet national standards. We will provide employees with clear written information on their pay and conditions.

 

Monitoring and review

 

Irwin M&E will review this policy annually after implementation.