Terms & Conditions
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The information contained in this website has been prepared solely for the purpose of providing general information about Amida Limited and the services that they offer. Whilst every effort has been made to ensure that the information provided is accurate, it does not constitute any form of advice, recommendation, representation, endorsement or arrangement by Amida Limited.
The information presented is believed to be reliable but it's subject to change at any time without notice. Amida Limited does not guarantee its completeness or accuracy. By accessing this website you agree that Amida Limited will not be liable for any direct, indirect or consequential loss arising from the use of the information and material contained in this website or from your access of other material on the internet via web links from this site.
Equal Opportunities Policy
1. INTRODUCTION
Amida is committed to a comprehensive policy of equal opportunities in employment in which individuals are selected and treated on the basis of their relevant merits and abilities without regard to race, religion or belief, colour, sex, age, national origin, disability or sexual orientation and are given equal opportunities within the company. The aim of this policy is to ensure that no job applicant or employee receives less favourable treatment on grounds not relevant to good employment practice.
2. POLICY STATEMENT
2.1. The policy and practice of the company requires that all employees are afforded equal opportunities within employment and that entry into employment with the company and progression within employment will be determined only by personal merit and the application of criteria which are related to the duties of each particular position. In all cases, ability to perform the job will be the primary consideration.
2.2 All employees have a duty to co-operate with this policy to ensure equal opportunities and to prevent discrimination. Employees must not harass or intimidate other employees on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation and must not victimise or retaliate against employees who make such allegations. Disciplinary action will be taken against any employee who breaches this policy and serious breaches will be treated as gross misconduct.
3. CODE OF PRACTICE
The company welcomes diversity amongst its employees and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual's abilities and qualifications. The recruitment process must result in the selection of the most suitable person for the job having regard to experience and qualifications where necessary. As an employer committed to the principle of equality of opportunity, the company will adhere to the following procedure for recruiting and selecting individuals for all positions:
3.1 Selection Criteria
The selection process will be carried out consistently for all jobs at all levels. Selection criteria for all positions will be clearly defined and reflected in the further particulars sent to applicants which will also include details of the company’s commitment to equality of opportunity. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular religion, marital status or sexual orientation, persons of a particular racial group, persons within a certain age bracket or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done.
3.2 Advertising
Job advertisements will be widely publicised so as to encourage applications from all suitably qualified and experienced people. In order to attract applications from all sections of the community, the company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender, religion, age group or racial group and should avoid prescribing requirements as to marital status or age. All job advertisements placed on behalf of the company will state the company’s commitment to equality of opportunity.
3.3 Selection Methods
The selection process will be carried out consistently for all jobs at all levels. All those handling applications and conducting interviews must be aware of the national and state principles which cover equal employment opportunities and anti-discrimination. The selection of new employees will be based on job requirements and the individual’s suitability and ability to do the job and information sought from candidates will relate only to the qualifications for or requirements of the job.
3.4 Interviews
The staff responsible for shortlisting, interviewing and making or recommending an appointment will be clearly informed of the selection criteria and the need for consistency. Wherever possible, at least two people will interview applicants and all questions will relate to the selection criteria. No questions will be based on age, assumptions about roles in the home and the family or the assumed suitability of different ethnic groups for the post in question.
Where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this will be discussed objectively and will be asked equally of all candidates. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to enable candidates to compete on an equal basis.
4. TRAINING
To help meet the objectives of this policy the company will provide training that:
increases awareness of the prevalence of and harmfulness of discrimination and prejudice on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation, and the needs and abilities of people with disabilities or other disadvantages; examines the nature of discrimination, both direct and indirect, and the ways in which it can occur and can be prevented; assists managers and employees to behave in ways that are non-discriminatory; and explains the operation of and access to grievance and disciplinary procedures.
5. PROMOTION
When considering candidates for promotion general ability will be the main requirement and no employee will be discriminated against on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation.
6. GRIEVANCES AND DISCIPLINARY MEASURES
6.1 Grievances
All allegations of discrimination on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation will be dealt with seriously and confidentially. Any employee may use the grievance procedure to complain about discriminatory conduct. The company wishes to ensure that employees feel able to raise such grievances and no individual will be penalised for raising such a grievance, unless it is untrue and made in bad faith.
6.2 Disciplinary Measures
Any employee who harasses any other employee on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation will be subject to the company’s disciplinary procedure. In serious cases, such behavior will be deemed to constitute gross misconduct, and, as such, will result in summary dismissal in the absence of mitigating circumstances.
7. RECORD KEEPING
Details of candidates and of selection decisions (including the rationale for selection or rejection) will be kept for at least six months after an appointment has been made in case they are required as evidence by an employment tribunal or for other proceedings. The company will keep records of the sex, ethnic group, age and any disability of its employees and of all candidates and of those shortlisted and appointed. Records may be used to determine whether members of one sex or persons of a certain racial group, religion or age bracket or those with a disability do not apply for employment or apply in smaller numbers than might be expected or are shortlisted or appointed in a lower proportion than their application rate or are concentrated in certain jobs. The company will investigate the practicalities of monitoring progression within employment, including access to training and development, promotion and grading.
8. REVIEW OF RECRUITMENT PRACTICE
Recruitment procedures and practices will be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful discrimination.
COMPLAINTS POLICY
Amida is committed to providing a high level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.
COMPLAINTS PROCEDURE
If you have a complaint, please contact Aaron George, Managing Director. You can write to him at: 1 Mark Square, London EC2A 4EG including your contact details and an brief outline of your complaint.
Next steps
1. We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 3 working days of us receiving your complaint.
2. We will record your complaint in our central register within 1 working day of having received it.
3. We will acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive our acknowledgement letter within 3 working days of your reply.
4. We will then start to investigate your complaint. This will normally involve the following steps; We may ask the member of staff who dealt with you to reply to your complaint within 5 working days of our request; We will then examine the member of staff’s reply and the information you have provided for us. If necessary we may ask you to speak to them. This will take up to 4 working days from receiving their reply.
5. Aaron George will then invite you to meet him to discuss and hopefully resolve your complaint. He will do this within 10 working days of the end of our investigation.
6. Within 3 working days of the meeting Aaron will write to you to confirm what took place and any solutions he has agreed with you.
7. If you do not want a meeting or it is not possible, Aaron will send you a detailed reply to your complaint. This will include his suggestions for resolving the matter. He will do this within 5 days of completing his investigation.
8. At this stage, if you are still not satisfied you can write to us again. Another Director of the company will review Aaron’s decision within 10 days.
9. We will let you know of the outcome of this review within 5 days of the end of the review.
10. We will write to you confirming our final position on your complaint and explaining our reasons. If you are still not satisfied, you can contact the Employment Agencies Standards Office at the Department for Business, Innovation and Skills (BIS).
If we have to change any of the time scales above, we will let you know and explain why.