Policies

CRS Statement

Guardforce Security Services Limited is committed to carrying out its business and affairs in a socially responsible, sustainable and meaningful way, taking into account ethics, the environment and needs of society at large.

What CSR Means

Our Company regards CSR as:

* A strategic means to make a positive contribution to its business success

* Conducting its business in a socially responsible and ethical manner

* Protecting the environment and the safety of people

* Part of its plan to continue to build trust in the Company from customers, employees and from the communities in which it operates

* Supporting Human Rights, operating an equal opportunity policy and respecting diversity Part of its plan to generate teamwork among employees and pride and commitment to the Company.

Policy Objective

Guardforce Security Services Limited will ensure that all matters of CRS are supported in our operations and administrative matters and are consistent with the Company’s and stakeholder’s best interest. We are committed to being recognized as an organization considerate of CRS and recognizes that in doing so will add value to all aspects of the organization.

The Chief Executive Officer will have ultimate responsibility for ensuring the pervasiveness of CRS throughout Guardforce Security Limited and the Company management team will act as role models by incorporating CRS considerations into their decision making processes in all business activities. The Company management team will ensure the appropriate structures are in place to enable effective monitoring, auditing and development of CRS initiatives.

Business Ethics & Transparency

Stakeholder Activity

Employee Relations

We will ensure that all employees are treated fairly and with dignity, with consideration for their goals and aspirations and that diversity in the workplace is embraced by all employees and we will adopt fair labour practices both in the spirit and the letter of the national and local laws.

Guardforce Security Services Limited is committed to providing equal opportunities in all aspect of its business and will not tolerate workplace conduct that is contrary to this requirement including discrimination, intimidation or harassment.

Human Rights

Community Relations

• The Management Team of Guardforce Security Services Limited shares a goal with all our people to be the Market Leader in the provision of Manned Guarding and Security Services across all business sectors.
• We will achieve this goal by adopting the following strategies: ISO 9001.
• The quality commitment of the Management Team extends to ethical treatment of all our clients and staff.
• We will continuously communicate the vision, goals and philosophy of Guardforce to all our people.
• To encourage and facilitate empowerment, the Management Team is committed to supporting decision makers, even where a decision proves to be incorrect, provided Guardforce’s guidelines are applied.
• Our commitment to quality includes compliance with Industry and Business Standards such as BS EN ISO9001, BS7499, BS7984 and BS7858. Therefore, our procedures are subject to regular assessment by external bodies.
• We will regularly monitor satisfaction levels with our clients and staff to ensure we are continuously improving the level of service.

Guardforce Security Services Limited intends to be an “employer of choice” within the industry and believes that our goal can only be achieved by treating all employees fairly and equally.

Our Company recognises its obligations under the Equality Act 2010, Race Relations Act 2010, Sex Discrimination Act 2008 and Disability Discrimination Act 2005 to eliminate discrimination on the grounds of disability, race, sex, age, religion or belief, sexual orientation, gender reassignment, pregnancy or maternity or marital status and to promote equal opportunity in employment. We also understand that a right to equal pay between men and women, free of sex bias, is a fundamental principle of European Community Law and is conferred by UK legislation.

We are committed to the promotion of equal opportunities in all aspects of employment regardless of sex, race, parental or marital status, age, religion, disability or any other criteria not specifically related to skills, abilities and potential. No applicant or employee will be placed at a disadvantage by requirements or conditions that are not necessary to the performance of the job.

Our staff responsible for recruiting and selecting in their area must be aware that both employees and non-employees can bring claims under the Sex Discrimination Act, the Race Relations Act or the Disability Discrimination Act if they feel they have been unfairly treated during a selection process.

Appropriate disciplinary action, including summary dismissal for serious offences, will be taken against any employee who violates Guardforce Security Limited’s equal opportunities policy. Any employee who feels that he or she has been treated unfairly or feels that he or she has suffered harassment should raise their grievance through the appropriate channels.

Our directors, managers and supervisors are responsible for eliminating and preventing discrimination, harassment, intimidation or victimisation. Failure to do so will be treated as failure to fulfil one of the responsibilities of their position.

Guardforce Security Services Limited recognises that regular monitoring is essential to the effectiveness of this policy and, therefore, periodic checks will be made to ensure that discrimination does not arise. We intend, through our Equal Opportunities Policy, to avoid unfair treatment, to fairly reward the skills, experience and contribution of all staff and, therefore, increase competitiveness and enhance the reputation of our Company.

This policy applies to information relating to identifiable individuals e.g. staff, applicants, former staff, clients, suppliers and other third party contacts.

Guardforce Security Services Ltd. will:

• Comply with both the law and good practice
• Respect individuals’ rights
• Be open and honest with individuals whose data is held
• Provide training and support for staff who handle personal data, so that they can act confidently and consistently

Guardforce Security Services Ltd. recognises that its first priority under the GDPR is to avoid causing harm to individuals.  In the main this means:

• Complying with your rights,
• Keeping you informed about the data we hold, why we hold it and what we are doing with it,
• Keeping information securely in the right hands, and
• Holding good quality information.

Secondly, GDPR aims to ensure that the legitimate concerns of individuals about the ways in which their data may be used are taken into account.  In addition to being open and transparent, Guardforce Security Services Ltd. will seek to give individuals as much choice as is possible and reasonable over what data is held and how it is used.  This includes the right to erasure where data is no longer necessary and the right to rectification where the data is incorrect.  Full details are available in the Privacy Notice issued at the point of gathering the data.

Guardforce Security Services Ltd. has identified the following potential key risks, which this policy is designed to address:

• Breach of confidentiality (information being given out inappropriately).
• Insufficient clarity about the range of uses to which data will be put — leading to Data Subjects being insufficiently informed
• Failure to offer choice about data use when appropriate
• Breach of security by allowing unauthorised access.
• Failure to establish efficient systems of managing changes, leading to personal data being not up to date.
• Harm to individuals if personal data is not up to date
• Insufficient clarity about the way personal data is being used e.g. given out to general public.
• Failure to offer choices about use of contact details for staff, clients workers or employees.

In order to address these concerns, to accompany this policy, we have an accompanying Information Security policy and we will issue Privacy Notices to explain what data we have, why we have it and what we will do with it.  The Privacy Notice will also explain the data subjects rights.  We will offer training to staff where this is necessary and appropriate in the circumstances to ensure compliance with GDPR.  Such training will vary according to the role, responsibilities and seniority of those being trained.

We aim to keep data only for so long as is necessary which will vary from according to the circumstances.

We have no intention to transfer data internationally.

The Data Protection Officer is tasked with the following responsibilities:

• Briefing the board on Data Protection responsibilities
• Reviewing Data Protection and related policies
• Advising other staff on Data Protection issues
• Ensuring that Data Protection induction and training takes place
• Notification
• Handling subject access requests
• Approving unusual or controversial disclosures of personal data
• Approving contracts with Data Processors
• Ensuring Data is stored securely
• Maintain a Data Audit and keep this up to date
• Reporting breaches to the Information Commissioners Office and the relevant Data Subject(s)

Significant breaches of this policy will be handled under Guardforce Security Services Ltd’s disciplinary procedures which may amount to gross misconduct. 

Subject Access Request

Any subject access requests will be handled by Guardforce Security Services Ltd.

Subject access requests must be in writing.  All staff are required to pass on anything, which might be a subject access request without delay.  The applicant will be given their data within 1 month unless there are complexities in the case which justify extending this to 2 months.  You will be notified of any extensions to the deadline for response and the reasons as soon as possible.

We have the right to refuse a subject access request where data is requested at unreasonable intervals, manifestly unfounded or excessive.  You will be notified of the reasons as soon as possible.

Where the individual making a subject access request is not personally known their identity will be verified before handing over any information.

The required information will be provided in a permanent and portable form unless the applicant makes a specific request to be given supervised access in person.

You have the right to request the information we hold is rectified if it is inaccurate or incomplete.  You should contact Guardforce Security Services Ltd and provide with the details of any inaccurate or incomplete data.  We will then ensure that this is amended within one month.  We may, in complex cases, extend this period to two months.

You have the right to erasure in the form of deletion or removal of personal data where there is no compelling reason for its continued processing.  We have the right to refuse to erase data where this is necessary in the right of freedom of expression and information, to comply with a legal obligation for the performance of a public interest task, exercise of an official authority, for public health purposes in the public interest, for archiving purposes in the public interest, scientific research, historical research, statistical purposes or the exercise or defence of legal claims.  You will be advised of the grounds of our refusal should any such request be refused.

The Management of Guardforce Security Services Ltd recognise our wider social responsibilities both in our operating practices and the influence we can bring to bear as an employer and purchaser of goods and services. Therefore, we are committed to taking positive action wherever possible to influence environmental issues.

These actions include:

• Providing information and guidelines to security personnel and other staff regarding ways of maximising energy efficiency and minimising waste.
• Designing procedures to reduce paper and make the best use of resources. Use of lead-free or diesel fuels in company vehicles and encouraging sharing of vehicles and the use of public transport where appropriate.
• Regular servicing of vehicles and equipment to maximise efficiency and fuel conservation.
• Recycling waste where appropriate and the use of recycled products and giving preferential consideration to environmentally friendly products and suppliers who demonstrate higher levels of environmental concern.

• The Private Security Industry Act 2001 outlines a system for the statutory regulations for the Private Security Industry.
• The SIA has two main responsibilities; the first one is the compulsory licensing of individuals working within the specific sector of the Private Security Industry. The second is to measure the Approved Contractor Scheme; this is designed to measure Private Security Companies against a set of independently assessed criteria’s.
• The SIA Approved Contractor Scheme introduced a set of Operational & Performance Standards for Companies who provide security services. This is a voluntary scheme and the Companies who choose to apply for the Approved Contractor status must meet the set standards before achieving the “ACS” status award.
• Guardforce Security Services is proud to have achieved our Approved Contractor status from the SIA in August 2006 for the scope of Security Guarding & Keyholding.
• In order to maintain our ACS status for the provision of security guarding and Key holding services, our company is audited on an annual basis.

Policy Statement

Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.

We have a zero-tolerance approach to modern slavery and are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains.

We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business partners and, as part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards.

 

About this Policy

The purpose of this policy is to:

• Set out our responsibilities, and of those working for and on our behalf, in observing and upholding our position on modern slavery and human trafficking; and
• Provide information to those working for and on our behalf on how to identify and report concerns regarding modern slavery and human trafficking.

This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.

This policy does not form part of any employee’s contract of employment and we may amend it at any time.

  

Responsibility for the Policy

The CEO 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 Managing Director has primary and day-to-day 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 are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains.

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 the Managing Director.

 

Your Responsibilities and How to Raise a Concern

You must ensure that you read, understand and comply with this policy.

The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify your line manager as soon as possible if you believe or suspect that a breach of this policy has occurred, or may occur in the future.

You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage.

If you believe or suspect that a breach of this policy has occurred or that it may occur you must notify your line manager OR report it in accordance with our Whistleblowing Policy as soon as possible. You should note that where appropriate, and with the welfare and safety of local workers as a priority, we may give support and guidance to our suppliers to help them address coercive or exploitative work practices in their own business and supply chains.

If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your line manager or the Managing Director.

We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform the compliance manager immediately. If the matter is not remedied, and you are an employee, you should raise it formally using our Grievance Procedure, which can be found in the Staff Handbook.

 

Training and Communication

Training on this policy, and on the risk our business faces from modern slavery in its supply chains, forms part of the induction process for all individuals who work for us, and regular training will be provided as necessary.

Our zero-tolerance approach to modern slavery in our business and supply chains must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate on an ongoing basis.

 

Breaches of this Policy

Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.

We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.