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Karen Garb

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Title: Karen Garb


1
  • Karen Garb
  • Director

77 Colney Hatch Lane, Muswell Hill, London, N10
1LR
2
Who are we and what do we do?
3
Extensions
4
Public Sector
5
Refurbishments
6
Maintenance Insurance Work
7
Loft Conversions Disabled Adaptations
8
Kitchens Bathrooms
9
Job Description
  • Staff Training
  • Health and Safety
  • Company Policies
  • ISO 90012000
  • Administration
  • Human Resources

10
Staff Training
  • WHY?
  • Are staff capable of supplying our
    product/service?
  • Quality
  • Legislation
  • Legal obligation
  • Health and Safety

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  • EQUAL OPPORTUNITIES POLICY
  • The Companys aim is to ensure that all of its
    employees and job applicants are treated equally
    irrespective of disability, race, colour,
    religion, nationality, ethnic origin, age, sex,
    sexual orientation or marital status. The Company
    shall appoint, train, develop and promote on the
    basis of merit and ability.
  • All employees have a duty both morally and
    legally not to discriminate against individuals.
    This means that there shall be no discrimination
    on account of disability, race, colour, religion,
    nationality, ethnic origin, age, sex, sexual
    orientation or marital status. Employees have
    personal responsibility for the practical
    application of the Companys Equal Opportunities
    Policy which extends to the treatment of members
    of the public and employees.
  • Managers and supervisors who are involved in the
    recruitment, selection, promotion and training of
    employees have special responsibility for the
    practical application of the Companys Equal
    Opportunities Policy.
  • The grievance procedure is available to any
    employee who believes that he or she may have
    been unfairly discriminated against.
  • Disciplinary action under the disciplinary
    procedure shall be taken against any employee who
    is found to have committed an act of unlawful
    discrimination. Discriminatory conduct and sexual
    or racial harassment shall be regarded as gross
    misconduct.
  • If there is any doubt about appropriate treatment
    under the Companys Equal Opportunities Policy,
    employees should consult their manager.

17
  • ANTI-BULLYING, HARASSMENT AND DISCRIMINATION
    POLICY
  • All Done Design and Build Limited is committed to
    ensuring that all staff carry out their work free
    from bullying, harassment and discrimination.
    This policy is therefore intended to provide a
    framework which will assist in the prevention of
    bullying, harassment and discrimination and
    provide guidance as to what action should be
    taken if such incidences occur.
  • Implementation All staff, employers and
    subcontractors have a responsibility to recognise
    bullying and harassment and take appropriate
    action in accordance with this policy immediately
    they become aware of any such behaviour.
  • Procedure for dealing with incidences of bullying
    and harassment Supervisors or managers informed
    of such behaviour should first listen to the
    individual concerned and make such enquiries
    necessary to clarify exactly what has happened.
  • The individual should be assured that they have
    acted correctly by reporting this to someone who
    may assist.
  • The supervisor/manager should attempt to give
    advice and support to individual about how to
    deal with the bully, in accordance with this
    policy document, but should also state that they
    shall seek advice from other sources.
  • The supervisor or manager should make a written
    summary of events in an ISO non-conformance
    report and bring this information to the
    attention of Karen Garb who may look for outside
    guidance on the matter if appropriate this would
    then be discussed with the member of staff
    concerned.
  • The relevant staff member should follow this up
    and talk to all the individuals concerned (person
    being bullied/ bully), agree actions and follow
    them through. All details should be recorded in
    individuals employee file.
  • Specific actions by bully/ bullies (e.g.
    violence, theft, touching etc) may have to go
    through All Done Design and Build disciplinary
    procedures.
  • The employee should be fully supported by the
    manager or supervisor until the situation has
    been brought to a satisfactory result and fully
    resolved.
  • Bullying, harassment and discrimination can take
    place through looks, actions or words, is
    unacceptable, and could include Comments or
    jokes regarding disability, race, colour,
    religion, ethnic origin, age, sex, sexual
    orientation or marital status, being touched
    uninvited, spreading rumours about other members
    of staff.
  • You are helping a bully by Providing an
    audience, not supporting someone who is being
    bullied, passing on rumours and laughing at a
    bully's jokes and actions.

18
Diversity
  • WHY?
  • Tick boxes on PQQ
  • Work force all year round
  • Increased retention rates and lower staff
    turnover

19
Woman in Construction
  • Woman are better than men
  • Companies need to show that they are employing
    women
  • Recruitment is essential to fill the skills
    shortage
  • Vulnerable customers
  • Why not?

20
Prejudice Discrimination
  • Does it exist?

21
Why Construction
  • Shortage of low cost housing
  • Skill shortage
  • It is estimated by the Construction Industry
    Training Board that the industry needs 88,000
    recruits every year for the next five years.
    (PersonnelToday.com15 August 2005)
  • Opportunities
  • Olympics
  • If you have a skill or talent
  • Use it

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