Highlander International Recycling Policies

Recovered material load standards and material quality – Click here to download

Terms & conditions – Sale of Goods – Click here to download

Terms and conditions – Purchase of Goods – Click here to download

Terms and Conditions of Business – Click here to download

Customer Depot Collection Instructions – Click here to download

Rules and regulations are in place for the protection of employees and visitors, these include:

• On arrival at site all visitors should report to the appropriate weighbridge/office reception.
• No smoking is allowed on site.
• when entering buildings, designated entrances must be used.
• High visibility clothing and safety footwear must be worn at all times while on-site, unless in the confined of the canteen of offices.
• While loading/unloading is taking place, drivers must be in their cabs as previously agreed for the type of operation.
• During loading/unloading operations the vehicle ignition must be switched off and handbrake applied at all times.
• Speed limits must be followed and pedestrians have the right of way on all occasions.
• All visitors should sign-in on arrival at the reception. All suppliers should be shown or given a copy of the site rules and fire evacuation procedure.
• Visitors must not go near machinery and be aware of vehicle movements at all times.
• Site Rules and regulations must be obeyed at all times.

Supplier Depot Delivery Instructions – Click here to download

It is the policy of the company to provide its customers with a service that fulfils their specified requirements. The following principles are applied throughout the company.

• Full commitment of all personnel to deliver a quality of service. It is also our intention to monitor and improve customer satisfaction levels by collecting feedback from our customers through annual surveys via SurveyMonkey.
• Full commitment of all personnel to active involvement in making continual improvements to customer service.
• Full commitment to using environmentally friendly products and promoting, wherever possible, the recycling of old materials.
• Full commitment to ongoing training and development of staff in line with business requirements, as well as personal development goals.
• Full understanding by all employees of the long-term importance of achieving customer satisfaction and their role in ensuring that their failure to meet standards will lead to the company failing to meet customer standards.
• An appreciation that a consistent quality service can only be achieved by ensuring control at each stage of service delivery, with the ultimate aim of achieving “Zero Defects.”
• All complaints are logged through the issues and actions register to enable a full investigation, allowing the root cause of the complaint to be established in order to prevent future complaints.
  
  

A companywide Quality System is in operation which is designed to comply with the requirements of ISO 9001:2015 as well as to continually improve and review the effectiveness of these systems.

The IMS defines the commitments of the company that are employed to ensure Customer Satisfaction is met in line with Quality targets which are set annually at management review meetings when this policy is also reviewed and approved.

It is the policy of Highlander International Recycling to manage its activities in such a way that reduces their environmental impact to a practical minimum. The company operates an Environmental Management System in accordance with the requirements of ISO 14001 standard. The company is committed to continual improvement of its environmental performance and intends to achieve this by setting clear environmental objectives and regularly monitoring progress against them. We will:

• Ensure that this policy is understood, implemented and maintained at all levels in the company.
• Ensure that all its employees are aware of the potential environmental effects of their activities and the environmental benefits of improved performance.
• Develop sites and design new factory buildings in ways that blend as sympathetically as possible with the surrounding landscape.
• Conserve and protect the environment by operating in a socially responsible manner according to the highest standards of environmental management available.
• Comply with all existing regulatory legislation and all other requirements to which the company subscribes to and adopt a pro-active stance in anticipating future, more stringent, regulatory levels.
• Design, operate and maintain all plant and equipment to the highest practical standard according to the principles of BAT (best available techniques), and improve working practices as and when new technology becomes available.
• Encourage a ‘cradle to grave’ environmental philosophy toward all materials, be receptive to modifications to working practices, as appropriate and set objectives and targets for continual improvement, as defined in the Register of Effects.
• Minimise waste throughout the company and aim for ‘waste free’ processes whenever possible, through better utilisation of raw materials, energy and water, increased use of renewable, reusable or recyclable materials and the development of a strategy for minimising waste at source.
• Provide appropriate training for all employees and actively promote and encourage the pursuit of environmental excellence not only within the company itself but also throughout its suppliers and customers.
• Develop effective means for responding to accidents or emergencies and thereby avoiding or minimising environmental damage.
• Adopt the least environmentally damaging transport strategy both for the company’s own vehicles and for those of outside haulage contractors.
• Provide advice to customers and end-users on the correct storage, use and eventual disposal of all company products.

The Company is committed to providing a working environment in which employees are able to realise their full potential and to contribute to the success of the business. Our aim is to identify and eliminate discriminatory practices and behaviours throughout the organisation. Employees are expected to support this commitment and to assist in its realisation in all possible ways.

Specifically, the Company aims to ensure that no employee or job applicant is discriminated against, either directly or indirectly, by perception or association, or by harassment on the grounds of age, race or nationality, disability, religion or similar philosophical belief, sexual orientation or gender. All employees, whether part-time or full time, permanent or temporary, will be treated fairly and with respect. All employees will be helped and encouraged to develop their full potential so that their talents and resources may be fully utilised to maximise the efficiency of the organisation.

This commitment applies to all aspects of employment, including those outlined below:

• Recruitment and selection
• Training
• Promotion and career development opportunities
• Terms and conditions of employment, and access to employment-related benefits and facilities
• Grievance handling and the application of disciplinary procedures
• Selection for redundancy
  
  

The company management and all members of staff have a shared responsibility to ensure that the Equal Opportunities Policy is adhered to and to promote dignity and equality of opportunity at work. Breaches of the Equal Opportunities Policy by staff members will be regarded as potential misconduct and could lead to disciplinary proceedings.

This company recognises that its people are its most valuable asset. Our Management team are committed to the provision of a safe and healthy working environment, which extends to the protection of the public, property and the environment, and operates a Health & Safety Management system in accordance with the requirements of ISO45001:2018 standards. The company takes a zerotolerance attitude to unsafe practices and safety is always the first consideration with respect to all business activities.

The policy of this business is to take all reasonably practicable steps to ensure the health, safety and welfare of all employees, contractors, customers, visitors and the general public from any injury relating to work activities. The business will therefore comply with all statutory requirements, regulations and approved codes of practice dealing with health and safety where applicable.

In fulfilling this commitment, and in compliance with legislative requirements, management will strive towards the continued development of a positive Safety Culture within the workplace to help maintain a safe and healthy working environment for all persons within the workplace. Staff are encouraged to document and report incidents/near misses and to suggest safer ways of working for preventative action. Staff are also required to formally report any accidents to establish the root cause. These reports will be investigated with the aim of preventing problems occurring and management will endeavour to eliminate hazards where recognised.

Management, in combination with active employee involvement, can, to a great extent, prevent and control accidental losses of all types. Prevention of such loss is the direct responsibility of all employees, managers and directors alike. All management functions will comply with the Company Policy regarding Health & Safety. All staff should perform their duties properly and in accordance with established procedures, instructions and rules. There is a formed H&S committee which meet on a monthly basis to discuss any health and safety matters and discuss agreed actions.

This policy is reviewed at intervals not exceeding 12 months and the target will be to continuously improve Health & Safety within the business and meet the requirements of all relevant legislation and the ISO45001:2018 standard. Objectives and targets are set annually at management review meetings.

Highlander International Recycling take a zero-tolerance approach to any form of modern slavery which encompasses slavery, servitude, human trafficking and forced labour. We are committed to acting ethically, with integrity and transparency in all business dealings, ensuring effective systems and controls are in place to safeguard against any form of modern slavery taking place within our business operations or in our supply chain.

The Company acknowledges the Modern Slavery Act 2015 and we accept the responsibility to ensure that workers are not being exploited, and that relevant employment, health & safety, and human rights laws and standards are being adhered to, including freedom of movement and communication.

We operate a supplier approval process which includes consideration of any risks of modern slavery or human trafficking. All approved suppliers are required to demonstrate they meet our requirements to ensure that slavery, and human trafficking is not taking place within their organisation. We will not have any dealings with any business knowingly involved in slavery or human trafficking.

This Policy takes into account and supports the procedures and requirements documented in our ISO compliant Management Systems. The implementation and operation of this management system underlines our commitment to this policy, including procedures to ensure that this policy, as well as all other company policies, are available and understood at all staff levels.

This will be reviewed annually to ensure its continuing suitability and relevance to company activities and is made available to all interested parties upon request. Any concerns about any form of modern slavery taking place within our business or supply chain should be reported to management.

Data Protection Policy Statement – Click here to download

We have procedures in place for the protection of personal information and comply in full to relevant data protection legislation, and more specifically GDPR.

Information we collect

We collect personal details of our employees in line with legal requirements and legislation. Also, as part of our shredding service, we may collect personal data which is purely for destruction. To ensure our employees and customers are aware of how we protect and manage their personal data we have prepared a Data Protection Policy which details what data we hold and how it is managed. If you enquire about our goods/services or have done business with us in the past we may hold some information about you such as business telephone numbers or email addresses, and we will only use this information for the purpose it was collected. We will never sell your data or share it with 3rd parties who might use it for any other purpose.

Data Retention

We will only hold personal data for as long as we are legally obliged to hold this, and we have systems in place for the management of the retention of data.

Data Subject Access

please contact us if you wish to know whether we hold any personal data about you, and if you wish the data we hold about you to be updated or if you would like us to erase your data.

Web Site Privacy

Our web site does not collect personal data about you unless you contact us to enquire about our services. The web site uses cookies and may collect computer identification data, but this does not include any personal information. This policy is reviewed on an ongoing basis and formally reviewed at least annually during management reviews and the latest version will always be available on our company web site or upon request.

The following document sets out the policy of the Company on alcohol and drug abuse. It is important that every employee is aware of their obligations under this policy, and any queries should be addressed to Management.

Alcohol Abuse Policy

• The Company’s policy is to forbid the consumption of alcohol on the Company’s premises. In certain circumstances, for instance, office functions permitted by the Company, this policy may be temporarily waived. However, employees must note that attendance at these functions is still subject to the normal disciplinary rules in relation to acceptable behaviour in the workplace.
• If any employee is found to be intoxicated at work or is found consuming alcohol on the Company’s premises, other than at a Company permitted function, that employee will face disciplinary action on the grounds of gross misconduct under the Company’s disciplinary procedure.
• The Company has the right to conduct regular health checks to establish whether there are any alcohol or drug problems amongst the staff.
• As a condition of any offer of employment all prospective employees must complete a health declaration and may be requested to undergo a medical examination conducted by management which will seek to determine whether the prospective employee has an alcohol abuse problem or has taken a controlled drug.
• If a prospective employee refuses to give consent to such an examination or refuses to undergo the screening the Company has the right to immediately withdraw any offer of employment made.
  
  

Drug Abuse Policy

• The Company strictly forbids the possession, use or distribution of drugs for nonmedical purposes on the Company’s premises.
• An employee who is prescribed drugs by their doctor or is taking over the counter medication which may affect their ability to perform their duties should inform their line manager and update their health declaration form.
• Where it is suspected that there was a breach of the prohibition on substances, or if it is suspected an employee’s work performance or conduct has been impaired through substance abuse, the Company reserves the right to require an employee to undergo a medical examination to determine the cause of the problem, and drug or alcohol testing may be undertaken.
• Where any employee at such a request refuses to undergo a medical examination, such refusal will amount to gross misconduct in accordance with the Company’s disciplinary procedure.
• The Company reserves the right to search an employee or any of an employee’s property held on the Company’s premises at any time if the Company has HIGHLANDER PAPER RECYCLING LTD [Public] HSD04 – Drug & Alcohol Policy Issue No. 4 (02/2020) • reasonable grounds to believe that the prohibition on substances is being or has been infringed. The search will be carried out by a member of staff of the same sex as the employee and will be witnessed by another member of staff. The employee’s consent to these searches will be sought prior to commencement.
• If an employee refuses to comply with these search procedures, such action will normally be treated as amounting to gross misconduct and will entitle the Company to take disciplinary action.
• The Company reserves the right to inform the police of any suspicion it may have regarding the use of controlled drugs by any of its employees on the Company’s premises.
• Random, on the spot, and unannounced drug & alcohol testing will be carried out by management to ensure this policy is being followed.

Pre-employment

Potential employees will be asked to declare if they have any medical conditions, e.g. epilepsy, drug dependency, which could affect their ability to work safely, with regard to their own safety, and that of others. The Company will consider, after taking professional advice, these conditions, and decide what position, if any, within the Company would be suitable.

It is the policy of the company to operate and maintain an Information Security Management System. Our ISMS is an acknowledgement that information is a critical business asset and that protecting the confidentiality, integrity and availability of information assets from all threats whether internal, external, deliberate or accidental is a business priority. We have implemented appropriate controls to secure our information assets, and those we are responsible for, using physical, procedural, staff and technical security measures. In addition, we will:

• Comply with all applicable laws, regulations and contractual obligations in line with GDPR
• Implement continual improvement initiatives, including risk assessment and risk treatment strategies
• Communicate Information Security objectives and review of performance in achieving these objectives, throughout the organisation and to interested parties
• Work closely with interested parties in preserving Information Security
• Complete Information Security Awareness Training with all staff
• Constantly strive to meet and where possible exceed customer’s expectations

Responsibility for upholding this policy is the responsibility of all staff with full support of the company management, as well as our competent third-party IT Company that manages all aspects of our software and computer information. Specifically, with our IT we ensure all information held on our systems are backed up incrementally throughout the day, as well as being backed up at the end of each day both internally and externally. Alongside this our IT Company ensures we have the most up to date antivirus, with regular scans of the system and regular updates to PC’s and software. Firewall is also used to prevent unauthorised access to our network.

We shall review, measure and monitor our Information Security framework, documentation and implemented controls on an ongoing basis to ensure their relevance and effectiveness in protecting our information assets with the aim of continual improvement of our systems and performance.

Highlander International Recycling Ltd. are fully committed to protecting the Health, Safety and Welfare of all our employees, visitors, clients, public and anyone who might be affected by our acts or omissions. This Fire Safety policy helps stop the risk of fire from happening and, if there is a fire, makes sure that all employees, visitors, clients, and public can evacuate safely. We can only successfully implement any Health and Safety policy with the full co-operation and commitment of everyone who falls under its scope.

Responsible Persons

Under Fire Safety legislation the ‘responsible people’ for Fire Safety Management are those who control the budget for Fire Safety provisions and maintenance. For Highlander International, this will be the board of directors for preventative and protective measures for providing information, instruction and training and are responsible for:

• Supply and maintenance of all fire prevention and detection equipment and systems
• Manage suppliers responsible for the maintenance of all fire prevention and detection equipment and systems
• Supply and install all fire precaution and emergency evacuation signage
• Advise service providers of company policies and procedures
• Implement fire risk assessment recommendations within the recommended timescale

Responsibility of Managers

Managers must:

• Make sure all new members of staff, suppliers and workers have been given an induction on the local emergency evacuation procedures.
• Assist with the appointment of fire co-ordinators, fire wardens or fire marshals
• Keep appropriate housekeeping standards in their area of responsibility

Responsibility of all personnel onsite

They must:

• Familiarise themselves with their building emergency evacuation procedures
• Keep appropriate housekeeping standards in their immediate work area

Responsibility of Fire Wardens/Marshals

They must:

• Keep a suitable standard of fire safety management for the site
• Co-ordinate fire evacuation for their site
• Update and maintain the fire evacuation plan
• Update and maintain all site inspections/fire alarm testing and all other documents in the fire logbook
• Co-operate with the fire and rescue service on all fire-related issues

Responsibility of office staff (if applicable)

They must:

• Make sure that all visitors are told of the company evacuation procedures when they arrive
• Phone the fire & rescue service by dialling 999 when there is a fire

Guiding principles

We aim to:

• Provide a ‘Fire Safe’ environment in our property in line with current legislative requirements
• Give up-to-date information to our employees, suppliers, workers and visitors to make sure they’re safe at all times
• Carry out fire risk assessments and make sure that the recommendations are put into place within a specified time
• Mitigate the effects of a fire to any surrounding properties and environment
• Give adequate and regular training for all appointed staff
• Co-operate fully with the fire and rescue service in any inspection or investigation

Procedures

If you hear the Fire Alarm:

DO NOT:

• Panic
• Stop to collect any personal belongings
• Carry any drinks
• Smoke at the assembly point (Street)
• Block the route for emergency vehicles

DO:

• Evacuate by the nearest, safest route
• Assemble at the nearest, safest assembly point (Car Park)
• Wait for further instructions from the appointed fire staff

If you discover a Fire:

Activate the nearest fire call point and evacuate as normal

Appointed Fire Warden (if appointed) must:

Liaise with the fire and rescue service when they arrive, telling them any relevant information, for example missing people, where the fire is once the all clear has been [Public] HSD05 – Fire Safety Policy Issue No. 4 (02/2020) given by the fire and rescue service, communicate the all clear to fire co-ordinators to enable a safe return to the building

Fire Wardens must:

• Actively encourage members of staff, visitors and public to evacuate the building safely
• Make sure all areas are evacuated, including toilets, where it’s safe to do so
• Evacuate the building
• Report the safe evacuation to the Fire Warden at the assembly point

Exposure to excessive noise/high intensity sound can cause irreversible hearing loss. Where high noise levels exist a hearing conservation policy will be in place. This must be based upon a suitable and sufficient noise survey, including a noise map. There must be a written plan setting out how the site proposes to reduce, control and protect its employees against harm caused by exposure to excessive noise in compliance with the Noise at Work Regulations.

The premises must be resurveyed in the event of any changes that might affect the levels of sound prevailing. All employees at risk of noise exposure shall undergo audiometric testing at suitable periods. The results of this testing will be used to monitor the effectiveness of the hearing conservation policy in action. Any adverse trends must trigger a full review of the policy with a view to determining the cause of the system failure and appropriate remedial action.

The noise provisions of the Noise at Work Regulations apply to our working environment. It is our policy to exceed the requirements of the law wherever we can do so reasonably practicably. Noise on our premises, which causes distraction or annoyance, will be reduced wherever reasonably practicable. Our general risk assessment will consider which areas, if any, have noise levels which may harm the hearing of our employees. Areas so identified will be designated as Ear Protection Zones and everyone entering the area shall wear appropriate hearing protection, including management, contractors and visitors.

Suppliers of all equipment and machinery acquired will be asked to supply an assessment of noise exposure to potential operators, which will be considered in buying decisions. The effects of noise damage to hearing are insidious and, because an immediate effect is not felt, employees may feel that the potential for hearing damage is being exaggerated. However, hearing protection is only effective if used correctly and therefore all affected employees should be trained in its effective.

All staff with access to information technology equipment are required to use the equipment sensibly, professionally, lawfully and with respect for the company and interested parties and in accordance with this policy and other company rules and procedures.

Management of Software

No Software should be installed without approval from the board of directors. Software and other necessary updates or patches should be installed when requested.

Physical Security of IT Equipment

All IT equipment is uniquely identified, and a register of IT equipment is maintained. Server and network infrastructure cabinets are kept locked and where required located in a secure/restricted area. Where appropriate, computer workstations are locked, and ports removed or deactivated. Laptops and handheld devices are stored securely and encrypted where required. All staff are responsible for ensuring they keep IT equipment they have been issued secure to prevent any unauthorised access.

Use of Own IT Equipment

All IT Equipment used to access company files, network or to send communications must be checked and approved prior to use. These are subject to ongoing checks to ensure up to date Anti-virus/Spyware/Firewall software is installed and operational as well as to ensure a minimum level of security is maintained including operating system and software security updates. Any handheld devices used to access company files must be password protected and if any confidential company files are stored on the device it must be encrypted.

Disposal of IT Equipment

All IT equipment is destroyed internally before being disposed of using an approved supplier for secure disposal of IT equipment. Any personal devices that have been used to access company data must firstly be checked and securely processed prior to disposal.

Our documented Integrated Management System (IMS) includes a procedure detailing what management system communications are in place including communication of any safety alerts and updates. The procedure also details who has the authority for any external communications and how these communications are managed and logged. This includes any communications with regulators for compliance obligations.

Use of Communication Facilities

All company staff with access to information technology and communications facilities are required to use these facilities sensibly, professionally, lawfully and with respect for the company and interested parties and in accordance with this policy and other company rules and procedures. The company is ultimately responsible for all business communications and although privacy of employees will be respected as far as possible, we may need to monitor business communications and internet traffic data for various reasons such as those stated below:

• Review of transactions/orders
• Compliance with legal regulations/requests from enforcement agencies
• Monitoring standards of service
• Preventing or detecting unauthorised use of communications systems or criminal activities and the maintenance of communication systems
• The communication facilities are made available to users for the primary purpose of the business although a certain amount of limited and responsible personal use by users is also permitted during break times only. If our rules and procedures are not adhered to, then use of our facilities may be curtailed or withdrawn and disciplinary action may thereafter follow.

All messages sent on email systems or via the internet should demonstrate the same professionalism as that which would be taken when writing a letter. You must not use these media to do or say anything which would be subject to disciplinary or legal action in any other context such as sending any discriminatory (on the grounds of a person’s sex, race, disability, age, sexual orientation, religion or belief), defamatory, or other unlawful material. If you copy an email to others, it may breach the Data Protection Act if it reveals all the recipients’ email addresses to each recipient. Accordingly, it may be appropriate to use the ‘Bcc’ (blind carbon copy) field instead of the ‘Cc’ (carbon copy) field when addressing an email to more than one recipient.

Data Protection

Care must be taken to ensure all staff comply with Data Protection rules and GDPR. Whenever and wherever you are processing personal data you must keep it secret, confidential and secure, and you must take particular care not to disclose to any other person (whether inside or outside the company) unless authorised to do so.

Information Transfer

When transferring information internally or externally consideration should be given to the security of the transfer to ensure adequate protection of the information is in place. Confidential information should not be sent by email to an internal or external source or saved to removable media without additional security. Company information should never be stored to personal cloud storage or sent to a personal email account.

The company believes that certain principles and values are the foundation of sound and fair business practice and as such are important to uphold. One such principle is a zero-tolerance position in relation to bribery and corruption, wherever and in whatever form that it may be encountered. It is important to uphold our sound reputation for ethical behaviour, financial probity and reliability. In support of this aim we intend to limit our exposure to bribery and corruption by:

• Setting out a clear anti-bribery & corruption policy
• Encouraging employees to be vigilant and to report any suspicion of bribery ensuring sensitive information is treated appropriately
• Rigorously investigating instances of alleged bribery
• Acting against any individual(s) involved in bribery or corruption

What is Bribery?

A bribe does not need to be actual money. It can be any form of advantage, offered, requested or received. A contract does not need to have been won for a corruption offence to have been committed. Similarly, a recipient does not need to benefit personally from a bribe – it may be the intended beneficiary is a third party or a company. Finally, bribery can occur in the private as well as the public sector

Policy

This policy has two straightforward rules that all employees, consultants and agents must adhere strictly to:

• Do not offer, promise or pay bribes
• Do not request, agree to or accept bribes

This policy applies to individual employees, customers, suppliers or any other people or bodies associated with the company.

Report concerns – employee responsibility

The prevention, detection and reporting of bribery is the responsibility of all employees. Suitable channels of communication by which employees or others can report confidentially any suspicion of bribery will be maintained. Employees who are suspected of involvement in bribery or corruption will be subject to disciplinary procedure.

This policy describes the framework for our procurement activities in relation to our sustainability objectives.

Objective

The Company embraces a wide definition of sustainability based on engaging in development that meets the needs of the present without compromising the ability of future generations to meet their own needs and the organisation recognises it has a duty to pursue sustainable development in all it does. The Company promotes an awareness of sustainable development and environmental issues through our practices and this is monitored through our ISO14001 compliant integrated management system on an ongoing basis.

Sustainable Procurement Policy Statement

Procurement plays a key role in influencing the delivery of any organisations’ contribution to sustainable development. The Company will utilise its position in the organisational supply chain to influence all aspects of needs definition, acquisition, service delivery and product utilisation and disposal to ensure that environmental and sustainable factors are embraced within the framework of value for money and effective product delivery.

Key points of our strategy:

• To encourage all those involved in conducting purchases on behalf of the company to be considerate of environmental and sustainable issues
• To encourage the elimination of hazardous materials in purchasing
• To encourage the reduction of waste in both goods and the packaging of goods
• To encourage the reduction of environmental impact through excessive or unnecessary travel or the utilisation of more environmentally friendly vehicles.
• To encourage a culture of re-use and recycling of goods.
• Wherever viable, reorganise or redesign processes to require less goods or energy or to produce less waste or harmful emissions
• Compile specifications that have been drawn up to encourage or favour, whenever appropriate, sustainable goods, services and works and to minimise environmental impact during use.
• Where possible, procure goods, services and works from suppliers and contractors that have their own sustainable procurement process.

The Company recognises that its activities and operations have a significant impact on the wider social, environmental and economic well-being of the areas in which we operate. As a member of the business community, we recognise our corporate social responsibility commitments in our various roles, which include producer, employer and consumer.

We are committed to ensuring that our business is conducted in all respects according to rigorous ethical, professional and legal standards.

In addition to compliance with current legislation, our policies and codes of conduct encourage high standards of corporate behaviour in areas such as the environment, health and safety and equal opportunities, both for our staff and in relation to those into whom they may come into contact.

We aim to reduce any negative impact of our business operations and encourage a positive contribution through appropriate health and safety and environmental policies and objectives (which are considered as an integral part of our business activities) and good management.

We are continually engaging communities through local liaison and sponsorship of local events, community groups, youth groups and sports teams. In particular we have built a strong partnership in recent years with our local secondary school, Duncanrig where we offer work placements, as well as providing invaluable support on a number of recycling projects that have taken place within the school.

We aim to manage our employees openly, honestly and fairly and to be a responsible employer, adopting values and standards designed to help guide our staff in their conduct and business relationships. We are committed to having a fully trained and competent workforce and actively promote vocational training for our employees.