You’ll probably need to buy some things in the course of your job. We have a fairly simple process below to handle expenses. We make an effort to hire trustworthy, responsible people, so to a large extent you’re expected to use good judgment on what is a business expense and what isn’t. But there are some guidelines here to keep in mind, just in case.
All employees are covered by the company’s Employers Liability insurance. This is subject to all relevant health and safety rules being followed.
|Length of Service
|Less than six months (probationary period)
|More than six months but less than one year’s continuous service
|One year or more continuous service
|One month plus one week per additional completed year of service up to a maximum of 12 weeks
InterWorks strives to create and maintain a work environment in which people are treated with dignity, decency and respect. The environment of the Company should be characterised by mutual trust and the absence of intimidation, oppression and exploitation. Employees should be able to work and learn in a safe, yet stimulating, atmosphere. The accomplishment of this goal is essential to the mission of the Company. For that reason, InterWorks will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of employees, the Company will seek to prevent, correct and discipline behaviour that violates this policy.
All employees, regardless of their positions, are covered by and expected to comply with this policy and take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this policy. Based on the seriousness of the offence, disciplinary action may include verbal or written reprimand, suspension or termination of employment.
InterWorks, in compliance with all applicable anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:
It is a violation of InterWorks’ policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person’s race, colour, national origin, age, religion, disability status, gender, sexual orientation, gender identity, genetic information or marital status.
Discrimination of this kind may also be strictly prohibited by the Equality Act 2010. This policy is intended to comply with the prohibitions stated in these anti-discrimination laws.
Discrimination in violation of this policy will be subject to disciplinary measures up to and including termination.
Bullying and Harassment
Bullying is offensive or intimidating behaviour or an abuse or misuse of power that undermines or humiliates an employee.
Harassment occurs where, on the grounds of an employee’s race, colour, ethnic origin, nationality, national origin, religion or religious or philosophical belief, sexual orientation, gender reassignment, age, martial or civil partnership status or disability, a person engages in unwanted conduct that:
Harassment also occurs where, related to either the employee’s sex or that of another individual, a person engages in unwanted conduct that:
In this scenario, the employee does not need to be the subject of the unwanted conduct for harassment to have occurred – for example, the conduct could be directed at nobody in particular or at someone other than the employee, including someone of the opposite sex.
Sexual harassment (as opposed to harassment related to gender) occurs where a person engages in any form of unwanted conduct of a sexual nature that:
Conduct may be harassment whether or not the person intended to offend. Something intended as a “joke” or as “office banter” may offend another person. This is because different employees find different levels of behaviour acceptable and everyone has the right to decide for themselves what behaviour they find acceptable to them.
Behaviour which a reasonable person would realise would be likely to offend an employee will always constitute harassment without the need for the employee having to make it clear that such behaviour is unacceptable, for example, touching someone in a sexual way. With other forms of behaviour, it may not always be clear in advance that it will offend a particular employee, for example, office banter and jokes. In these cases, the behaviour will constitute harassment if the conduct continues after the employee has made it clear, by words or conduct, that such behaviour is unacceptable to him or her. A single incident can amount to harassment if it is sufficiently serious.
Harassment also occurs where, on the grounds of the employee’s rejection of or submission to unwanted conduct of the kind specified above, a person treats the employee less favourably than he or she would treat him or her had he or she not rejected, or submitted to, the unwanted conduct.
Bullying and harassment may be verbal, non-verbal, written or physical. Examples of unacceptable behaviour include, but are not limited to, the following:
All allegations of discrimination or harassment will be dealt with seriously, confidentially, and speedily.
The company will not ignore or treat lightly grievances or complaints of discrimination or harassment from members of a particular race, colour, ethnic origin, nationality, national origin, religion or religious or philosophical belief, sex, sexual orientation or age, or from employees who have undergone gender reassignment, are married, have entered into a civil partnership or have a disability.
With cases of harassment, while the Company encourages employees who believe they are being harassed to notify the offender (by words or by conduct) that his or her behaviour is unwelcome, the Company also recognises that actual or perceived power and status disparities may make such confrontation impractical.
If you wish to make a complaint of discrimination or harassment, whether against the Company, a fellow employee or a third party, you should take the following steps:
Alternatively , you may, if you wish, use the Company’s grievance procedure to make a complaint.
Any employee who is found to have discriminated against or harassed another employee in violation of this policy will be subject to disciplinary action under the Company’s disciplinary procedure. Such behaviour may be treated as gross misconduct and could render the employee liable to summary dismissal. In addition, line managers who had knowledge that such discrimination or harassment had occurred in their departments but who had taken no action to eliminate it will also be subject to disciplinary action under the Company’s disciplinary procedure.
Alternative legal remedies
Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through the courts.
InterWorks Europe Limited will courteously treat any person who invokes the complaint procedure, and the Company will handle all complaints swiftly and confidentially to the extent possible in light of the need to take appropriate corrective action. Lodging a complaint will in no way be used against the employee or have an adverse impact on the individual’s employment status. because of the damaging nature of harassment to the victims and to the entire workforce, aggrieved employees are strongly urged to use this procedure. However, filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.
During the complaint process, the confidentiality of the information received, the privacy of the individuals involved and the wishes of the complaining person will be protected to as great a degree as possible. The expressed wishes of the complaining person for confidentiality will be considered in the context of the Company’s legal obligation to act on the charge and the right of the charged party to obtain information. In most cases, however, confidentiality will be strictly maintained by the Company and those involved in the investigation. In addition, any notes or documents written by or received by the person(s) conducting the investigation will be kept confidential to the extent possible and according to the law.