Recovered material load standards and material quality – Click here to download
Terms and conditions – Purchase of Goods – 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:
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.
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:
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:
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.
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.
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
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
Drug Abuse Policy
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:
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.
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:
Responsibility of Managers
Responsibility of all personnel onsite
Responsibility of Fire Wardens/Marshals
Responsibility of office staff (if applicable)
We aim to:
If you hear the Fire Alarm:
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:
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:
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.
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.
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:
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
This policy has two straightforward rules that all employees, consultants and agents must adhere strictly to:
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.
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:
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.