SpecialiStS in private & public Sector recruitment throughout the uK

For more information about The Oyster Partnership please contact us at:Venture House, 27-29 Glasshouse Street, London W1B 5DF

Tel: 020 7087 2969 Fax: 020 7851 0374 Email: info@oysterpartnership.com

www.oysterpartnership.com

The Oyster Partnership makes an unsurpassable difference by working hard to deliver the highest quality service. Our people consult with passion, belief and integrity in a fluid and public facing manner in order to build long term relationships for the benefit of the community in which we live and work.

Who We are Award-winning privately owned recruitment business.

Highly-trained and respected consultants with over 100 years of combined experience.

Specialists in both private & public sector recruitment throughout the UK.

Placed 46th in The Sunday Times Virgin Fast Track 100 in 2008.

Online secure timesheet and reporting system.

Property & Surveying, Construction, Estates & Facilities, Planning, Housing Management, HR & Office Support.

Board of Directors

Construction Team Property & Surveying Team

Planning Team Estates & Facilities Team

HR & Office Support Team

Housing Team

Mission Statement

Property & Surveying Construction Planning and Regeneration Housing Management HR & Office Support

What we do

Our team of expert consultants have over 35 years combined experience and are dedicated to delivering a professional service to private and public sector organisations including local authorities, housing associations, universities, NHS trusts, contractors and private consultancies. We supply all levels of permanent and contract technical staff including:

Building Surveyors

Project Managers

Quantity Surveyors

Estates & Facilities

Mechanical & Electrical

Asset Management

Fire Risk Assessors

Asbestos Surveying & Removal

Party Wall Surveyors

Dilapidation

Development

Oyster Property and Surveying

Providing focused solutions for clients in both the public and private sectors, we are able to recruit from graduate to senior appointments over specialist divisions including:

Development Control

Policy & Strategic Planning

Project Management

Regeneration

Enforcement

Conservation

Economic Development

Geographic Information Systems

Technical Administration

Oyster Planning and Regeneration

Oyster Construction is working in partnership with public and private sector organisations from small start up’s to large multinationals, providing suitable candidates on temporary, permanent and contract basis throughout the UK. Our specialist technical/construction recruitment consultants provide personnel to a diverse range of clients in private and social housing, refurbishment and fit-out, shop-fitting, commercial, retail, ground works, design and build and civil engineering.

Professional and Technical jobs include positions for:

Foreman

Engineer

Chainman

Site Manager

Project Manager

Contracts Manager

Buyer

Estimator

Quantity Surveyor

Planner

Oyster Construction

Our team of expert consultants are dedicated to delivering a unique service to public sector organisations including local authorities and housing associations. Able to supply all levels of permanent and contract housing management staff including:

Housing Officers

Voids & Lettings

Homelessness

Income Recovery

ASB & Community Safety

Leasehold Management

Resident Involvement

Supported Housing & Sheltered Schemes

Oyster Housing Management

Our HR & Office Support team provides a professional and reliable service offering solutions to permanent, temporary or fixed term contracts from entry level to senior management. Our specialist consultants source personnel to a diverse range of clients within the private and public sector including social housing, construction, outsourced call centres and HR departments nationwide.

Human Resources

Office Management

PA/Secretarial

Customer Services

Marketing & Communications

Administration

Reception

Oyster HR & Office Support

Recruiting for...

Policies

Corporate Social Responsibility Policy The Oyster Partnership is a leading provider of recruitment services and therefore we have a direct input into the lives of our employees, candidates and clients, as well as our suppliers and the wider community. We have an ongoing and dedicated commitment to acting ethically in all service areas and this ensures a high level of quality is reflected in our social and environmental responsibilities.

Responsibilities to the Wider Community

The Oyster Partnership is committed to certain specific community and charitable projects.

Jack Barton, Director, works with the charity Young Enterprise and dedicates every Monday of the school year to working with groups of young people in their pursuit of improving their business skills. He has been a Keynote speaker at events for Young Entrepreneurs and Business Councils.

The Oyster Partnership is a long term main sponsor of Surrey Championship Premiership Team Weybridge Cricket Club. As a result of our sponsorship the club invests heavily in grass roots sport and has up to 150 colts taking part in training on Sundays. In addition Weybridge put out 4 Senior Teams on Saturdays and 2 Teams on Sundays. Weybridge regularly produces County level cricketers, and as recently as 2008, Internationals.

The Oyster Partnership is committed to supporting the Occupational Therapy Department at Great Ormond Street Hospital. Our employees visit the staff at Christmas time and deliver items that make them happy, not just the kids!

The Oyster Partnership collects on behalf of the Poppy Appeal for the British Legion and has raised thousands of pounds on their behalf. We as a business take great pride in this association. If you have bought a poppy in the West End of London you may well have met one of us!

Responsibility to our Employees

benefitsThe Oyster Partnership values its employees highly and therefore we offer a variety of benefits to staff:

Structured career path with detailed levels of promotion

Structured, tailored and ongoing training programme

Sophisticated IT systems built for Oyster

Gym Membership

Commission structures and bonus scheme

Competitive basic salary and uncapped commission scheme

Contributory Pension Scheme

Travel allowance

Positive working environment

Long service awards including 3 month sabbatical

Support - In-house Administration, IT, Accounts and Marketing Department to provide support to the sales teams

Policies

communication We appreciate the importance of effective communication and actively encourage the involvement of our employees in the development of both their careers and The Oyster Partnership as a business.

Reviews - In their reviews every quarter, all employees are encouraged to suggest new ideas and improvements to their working practices and the overall The Oyster Partnership service.

Feedback - Consultants are encouraged to give feedback following training courses, in order to ensure that the most effective and appropriate training is carried out.

Management Meetings - Every month the The Oyster Partnership management meeting is held with the Manager/Director of each Division in attendance, representing the views of that particular area of The Oyster Partnership.

Professional Development - The Oyster Partnership support and encourage the professional development of employees, allocating college time and financing qualifications where appropriate.

Social events To reward employees for their contribution to the company, various events and activities are organised, including trips abroad and regular nights away.

The Oyster Partnership is an Equal Opportunities employer. As such, we aspire to reflect our diversity values in our internal recruitment procedures as well as our work ethics as a recruitment agency. We are committed to a policy of equal opportunities for all.

The Oyster Partnership operates both a Diversity Policy and an Equal Opportunities Policy in accordance with existing, as well as imminent legislation, including but not limited to the Race Relations Act 1976 (as amended), the Sex Discrimination Act 1975 (as amended), and the Disability Discrimination Act 1995 (as amended). The Oyster Partnership treats everyone equally irrespective of sex, sexual orientation, marital status, age, disability, race, colour, religion, ethnic or national origin, membership or non-membership of a trade union, working hours or whether on a fixed term or permanent contract. We ensure that we do not discriminate in all areas of recruitment, promotion, dismissal and redundancy. Moreover, The Oyster Partnership reviews, on an on-going basis, all aspects of recruitment to avoid unlawful or undesirable discrimination or harassment on those grounds.

All our waste consumable materials are recycled and our IT systems have been developed to significantly reduce paper waste. Our commitment to reducing the impact on the environment has ensured continual improvement and we are always striving to enhance our environmental contribution.

energy The Oyster Partnership is aware of the importance of efficient and cost-effective energy design solutions to reduce the overall impact on the environment, both in terms of reducing the consumption of non-renewable fossil fuels and in reducing the quantity of CO2 emissions to the atmosphere. Accordingly The Oyster Partnership reduce our energy usage and associated costs:

• All computer monitors are flat screen instead of CRT and are therefore more energy efficient

• We have lowered the central heating temperature control to provide more energy efficient heating

• We have installed comfort cooling rather than air conditioning.

We have lowered the water temperature control to provide a more energy efficient provision of water.

Our fridge are A-Rated and therefore emits less CFCs.

Policies

transport The Oyster Partnership accept are aware motor vehicles are responsible for significant emissions to the atmosphere and therefore by reducing the use of vehicles and thereby the effects of them, we can benefit the environment and contribute to improving both the health of our staff and the general public.

As a result there are no company vehicles. All staff travel by public transport.

We encourage those staff for whom it is possible, to walk or cycle to work.

WasteTo reduce negative environmental impacts, we recognise that it is important to reduce the quantities of materials used in the office and to encourage the reuse and recycling of office materials and the use (where appropriate) of less environmentally damaging materials. The Oyster Partnership will take all appropriate steps to reduce the amount of ‘raw material’ usage within the office environment.

All contracts and timesheets are sent and signed electronically and are stored online.

The Oyster Partnership opt to use timber products manufactured from softwood wherever possible and encourage the use of recycled raw materials where suitable

All toners in printers and copiers are recyclable and an established recycling scheme has been implemented for these products.

Electronic communication is favoured over paper copies, thereby reducing the amount of internal paper waste

Further accreditation Quality - ISO 9001:2000 - The Oyster Partnership is accredited to this Quality Management System which ensures that the highest levels of quality are achieved through The Oyster Partnership’s activities. The development and implementation of this formal Quality Management System, further enhances the company culture of promoting the importance of meeting our clients’ needs, as well as satisfying statutory and regulatory requirements.

REC Code of Conduct/REC Audited - The REC (Recruitment and Employment Confederation) is the governing body of the recruitment industry. The Oyster Partnership abide by all relevant codes of conduct. The Oyster Partnership is also REC Audited, a special accreditation, which proves to clients, candidates and stakeholders that we take ethics in recruitment seriously.

REC Audited is the most comprehensive regulatory audit of its kind, demonstrating that agencies are committed to the highest possible standards. REC Audited offers assurance that agencies are conducting their business lawfully and ethically and will offer guidance if they are not

Policies

Equal Opportunities Policy

Employment agencies have a responsibility as suppliers of job applicants to avoid unlawful discrimination in providing services to clients. It is The Oyster Partnership’s Policy to practice equal opportunities in recruitment and selection for all candidates. This means that The Oyster Partnership will treat everyone equally irrespective of sex, sexual orientation, marital status, race or disability. The Oyster Partnership places an obligation on all consultants to respect and act in accordance with the policy. Consultants are trained not to discriminate unfairly when providing:

• Careers advice;

• Information about jobs;

• Job interviews;

• Placement in jobs;

• Any other employment service.

The Oyster Partnership provides regular training in equal opportunities for all members of staff involved in the recruitment process.

The Oyster Partnership will not discriminate unlawfully when deciding which candidate is submitted for a position and will ensure that each candidate is selected based on merits, skills, qualification and ability to perform the relevant duties of the particular position. The Oyster Partnership views selecting candidates based on skills and competence as the best commercial decision for clients. After all it makes sense that the person with the best skills suited to the role will do the best job.

The Oyster Partnership will not accept instructions from clients that indicate an intention to discriminate unlawfully. We ask that you do not place consultants in a position where they have to turn down your assignment due to such a request.

Sex and race Discrimination1. Direct discrimination is defined as treating a person less favourably than others are, or would be, treated in the same or

similar circumstances due to the person’s sex or race.

2. Indirect discrimination occurs when a requirement or condition is applied which, whether intentional or not, adversely affects a considerably larger proportion of people of one race, sex or marital status than another and cannot be justified on grounds other than race, sex or marital status.

3. Genuine Occupational Qualification (GOQ) In certain (limited) circumstances a person’s sex or race may be a genuine requirement for the job. A GOQ can only apply to the filling of a job (by recruitment, promotion or transfer) or training for a job. A GOQ cannot be used to justify dismissal. Examples of a GOQ may apply when a man or a woman is needed to be a model or an actor and would rarely apply to the type of positions that The Oyster Partnership deal with. If a client feels that their position falls within the definition of a genuine occupational qualification, the client must provide written confirmation of this.

Disability DiscriminationDisability discrimination occurs if for a reason which relates to the disabled person’s disability an individual

• Treats him less favourably than he treats, or would treat others to whom that reason does or would not apply, and

• The employer can not show that the treatment in question is justified.

• All employers with 15 or more employees have an obligation to make reasonable adjustments to allow a candidate/employee to carry out their job.

Policies

The Oyster Partnership will not discriminate against a disabled job applicant on the grounds of a disability. Every practical effort will be made to provide for the needs of candidates and clients with disabilities. Clients will be informed of candidates who have disabilities that require some sort of reasonable adjustment for the candidate to perform their job at the point when the client needs to consider and make that adjustment.

complaints procedures The Oyster Partnership has procedures in place for dealing with complaints of discrimination. These are available from the HR Department and will be made available upon request.

monitoring Analysis of the data will take place on an annual basis to check that candidates are being given equal opportunity based on sex, race and disability in the areas of recruitment and selection.

The monitoring process has 3 stages:

• Information gathering

• Analysis of the data e.g. figures collected will be compared with relevant labour market statistics.

• Defining a programme of action based upon the findings of the analysis

In addition to this, clients may ask The Oyster Partnership to assist them in monitoring their own equal opportunities policies. This may require The Oyster Partnership to provide the client with statistics describing the sex, status, ethnic group and disability of candidates chosen for shortlist, interviews and placement. All information provided to clients will be anonymous and therefore eliminates the risk that information of this nature can be used as part of the client’s recruitment and selection process.

monitoring on behalf of clients The Oyster Partnership has undertaken monitoring projects for clients and we are happy to provide a tailored monitoring service for particular assignments.

internal equal opportunities policy For details of The Oyster Partnership’s internal Equal Opportunities policy please contact your account manager or The Oyster Partnership’s HR team.

Policies

Race Relations PolicyThe Oyster Partnership is committed to promoting good relations between people of different racial groups. We recognise and accept our duty as an employer and a supplier of job applicants to promote racial equality. The nature of The Oyster Partnership’s work both in terms of its strategic role and the volume of contracts means it can have a really significant impact on race equality within client organisations.

The Oyster Partnership endeavours to promote race equality in all aspects of customer care (letters, telephone, face-to face, complaints management, reception services, etc) and consultation. This is a priority and in keeping with maintaining our levels of customer care.

The Oyster Partnership has an equal opportunities policy (copies available upon request) that makes it clear that no job applicant will be treated less favourably on racial grounds. All recruitment policies, procedures and practices meet the terms and objectives of this policy, and all members of staff involved in the recruitment process receive training on the policy. Opportunities for employment, including promotion, and training are equally open to all eligible candidates, and selection is based solely on merit.

Stereotypes and generalisations about racial groups can affect the way people from these groups are treated. The Oyster Partnership does not:

• Make assumptions about the type of work some racial groups do better than others, and screen applicants on that basis;

• Make ‘business’ assumptions about clients’ racial preferences;

• Treat clients from certain racial groups less favourably than others.

As suppliers of job applicants and workers to other employers The Oyster Partnership will not:

• Discriminate against, or harass a person on racial grounds in the way they provide any of their services;

• Publish job advertisements that suggest or could be taken to suggest that applications from certain racial groups will not be considered, or will be treated more favourably or less favourably than others;

• Act on instructions or pressure from employers to reject, prefer, or restrict the numbers of applicants from certain racial groups, unless a statutory exception applies;

• Draw attention to job applicants’ racial groups when recommending them for a vacancy, unless the employer is properly relying on a statutory exception to the Race Relations Act, and gives a written statement to this effect.

• Act on indirectly discriminatory instructions from employers, so that applicants have to meet requirements or conditions that could unreasonably exclude or significantly reduce the number of applicants from a particular racial group (or groups);

• Knowingly aid an employer in an act of unlawful racial discrimination or harassment.

Any complaints about race equality will be dealt with through the corporate complaints procedure where appropriate.

Analysis of data will take place on a regular basis to check that candidates are being given equal opportunities based on several factors including race in the areas of recruitment and selection. In addition to this, clients may ask The Oyster Partnership to assist them in monitoring their own equal opportunities policies. The Oyster Partnership has undertaken monitoring on behalf of clients and we are happy to provide a tailored monitoring service for particular assignments. To eliminate the risk that information is used as part of the client’s recruitment and selection process, all information provided to clients will be anonymous.

Policies

Health and Safety Policy

Statement of policy This is the Health and Safety Policy Statement of the Oyster Partnership Limited.

The Oyster Partnership is committed to providing a safe and healthy work environment for all employees and for ensuring the health & safety of others who may be affected by its undertakings, including members of the public. Our aim is to make our office as safe as is reasonably practicable and to provide and maintain an environment that is adequate with regards welfare facilities. Our objective is to reduce the numbers of accidents and emergencies.

The Oyster Partnership’s statement of general policy is to:

• Provide adequate control of the health and safety risks arising from our work activities;

• Consult with our employees on matters affecting their health and safety;

• Provide and maintain safe plant and equipment;

• Ensure safe handling and use of substances;

• Provide information, instruction and supervision for employees;

• Ensure all employees are competent to do their tasks, and to give them adequate training;

• Prevent accidents and cases of work-related ill health;

• Maintain safe and healthy working conditions; and

• Review and revise this policy as necessary at regular intervals.

Legislation is considered to be the minimum level of achievement and whenever possible, the Oyster Partnership aims to exceed these standards.

Health and Safety affects everyone and is everyone’s responsibility. All parts of this policy must be followed at all times. Please contact the Health & Safety Representative with any concerns or if more information is required.

The appointed Health & Safety Representative for this office is:

• Sophie Ball ext. 201

Full details of the organisation and arrangements for health and safety are contained in the subsequent sections of this document.

This health and safety policy will be reviewed at least annually or as legislation demands and any changes will be brought to the attention of employees. A copy of this policy is available on demand.

Policies

Overall and final responsibility for health and safety is that of the Directors of the Oyster Partnership.

Day-to-day responsibility for ensuring this policy is put into practice is delegated to the Office Manager (Sophie Ball ext. 201) and the Health & Safety Representative.

Whilst the responsibility for compliance with health and safety legislation will always remain with the Directors of the Oyster Partnership and their appointed managers, each individual employee has a legal obligation to take reasonable care for his or her own safety, and for the safety of those affected by his or her acts or omissions.

All employees have to:

• Co-operate with supervisors and managers on health and safety matters;

• Look after and not interfere with anything provided to safeguard their health and safety;

• Take reasonable care of their own health and safety;

• Report all health and safety concerns to an appropriate person (as detailed in this policy statement);

• Make sure that they are aware of emergency procedures, like for fire evacuation; and

• Take care over the things they do to make sure that they do not affect other people’s safety along with their own.

risk assessment The Office Manager will undertake risk assessments to identify workplace hazards, assess the risks and establish the suitable preventive and protective measures to ensure that all risks are adequately controlled. They will also check that implemented actions have removed or reduced the risks.

The findings of the risk assessments will be reported to the Directors of the Oyster Partnership who will approve action required to remove or control identified risks. Details of those responsible for ensuring the action required is implemented will be specified in the risk assessment.

Assessments will be reviewed every year or when the work activity changes, whichever is soonest.

consultation with employees The achievement of health and safety objectives cannot be met without the support of employees. We will consult with them on matters affecting their health and safety; their support and co¬operation are requested. They will be kept up to date via email or during group meetings with health and safety information including any changes which may substantially affect their health and safety at work. They can also contact the Health & Safety Representative or the Directors of the Oyster Partnership with any health and safety concerns.

The Oyster Partnership will ensure that the building is safe by making regular checks, and staff will be informed and trained as necessary. The Health and Safety Law poster is displayed in reception. All new employees will receive copies of this policy and induction. Supervision of trainees should be monitored by their line managers.

Welfare Facilities The Oyster Partnership will endeavour to ensure the provision of welfare facilities to the standards required by law for all work situations under their control including providing adequate sanitary, washing, clothing storage facilities.

Welfare facilities shall be maintained in good condition and regularly cleaned.

All employees will be required to keep them clean at all times.

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Safe equipment Any problems found with equipment should be reported to the Office Manager who will be responsible for ensuring that all identified maintenance is implemented.

Checks must be made by buyers to ensure that new equipment meets health and safety standards before it is purchased.

electrical equipment & Wiring Normal electrical safety rules must be followed at all times:

• Before using any equipment, inspect the plug for damage.

• Do not use the appliance if the plug, wire or equipment itself shown any signs of damage.

• Do not attempt to repair any equipment yourself, including changing a plug or fuse.

• Multi-plug adapters are not permitted and extension leads are to be avoided.

• In all cases, route wires in ways that do not pose a trip hazard.

• Work on the fixed mains wiring must only be done by a qualified electrician

• Any simple adjustments to electrical equipment must be made with the power switched off.

• At the end of each working day, non-essential appliances are to be switched off and their wall socket plug removed.

Use the common sense rule: one socket = one plug = one appliance.

Special care needs to be taken when carrying goods. The basic rules of manual handling are to be followed at all times, which include:

• Not twisting while lifting and carrying,

• Bending the knees not the back,

• Taking regular breaks if carrying a large number of things,

• Not carrying large or very heavy objects,

• Not carrying too much at a time (for example, more than three chairs).

Slips, trips, and Falls To prevent slips, trips and falls, do not place any objects directly on the floor where they could be tripped over.

First aid First aid kits are available from reception and are clearly marked. If the content of any first aid kit is used, the Office Manager must be informed.

Only suitably trained and competent persons should administer first aid.

accidents & incidents When accidents or cases of work-related ill health occur their causes will be examined to identify and prioritise, as appropriate, action to prevent a recurrence.

All accidents or hazardous occurrences should be reported to the Health & Safety Representative for investigation and, where appropriate, remedial action to prevent any recurrence and notification to the Health and Safety Executive. It is the responsibility of the person in charge when an accident occurs to fill in the Accident Report Book as soon as possible after the accident. In addition to this a full investigation report should be prepared for more serious incidents. All cases of work-related ill health should also be recorded in the Accident Report Book.

Policies

Certain injuries, ill health and dangerous occurrences are required by law to be reported to the enforcing authority (usually the Health & Safety Executive), under the Reporting of Injuries, Diseases and Dangerous Occurrence Regulations 1995 (RIDDOR). Upon receiving a detailed appraisal of the incident, it is the responsibility of the Health & Safety Representative to ensure that RIDDOR injuries, ill health and dangerous occurrences are reported. However this duty may be performed by others (e.g. Directors).

The Health and Safety Executive’s RIDDOR report details are:

• Telephone: 0845 300 99 23

• Fax: 0845 300 99 24

• Email: riddor@natbrit.com

• Website: www.riddor.gov.uk

emergency procedures -Fire and evacuation Employees must ensure that they know the location of the emergency exits, fire alarms and fire fighting equipment for the area in which they work, and that they understand the company’s emergency procedures. Fire doors must be kept closed at all times and must not be jammed or wedged open. Fire exits are clearly marked. Fire exits must be kept clear at all times.

On discovering a fire:

• Sound the alarm and, if able to, dial 999 for the Fire Brigade.

On hearing the alarm

• Leave the building by the nearest exit.

• Close all doors behind you.

• Report to the Fire Assembly Point (the black phone box on Hollen Street) with other members of staff.

• Do not use the lift.

• Do not take time to collect possessions, nor return to the building for whatever reason.

The Fire Warden will make sure that the office is fully evacuated and everyone is at the assembly point. They must also dial 999 to call the Fire Brigade and liaise with them when they arrive on site.

emergency evacuation will be tested regularly.

Policies

Customer Care Policy

At the Oyster Partnership, we are committed to providing a professional and high quality service to all our customers. Our consultants are trained to a very high standard to assist with any enquiry you have relating to the services we provide. Working in partnership with employees, The Oyster Partnership is committed to constantly striving to improve our service to you, and closely monitoring our performance.

We endeavour to:

• Always treat our customers in a professional manner

• Always communicate with our customers over problems/delays and keep them informed what action is being taken.

• Always take personal responsibility for providing a quality and reliable service

• Be honest and open.

All matters will be treated with the utmost confidentiality and in compliance with the Data Protection Act.

Policies

Secure Storage, Handling, Use, Retention and Disposal of Disclosure InformationThe following is our policy statement on the secure storage, handling, use, retention and disposal of Disclosures and Disclosure Information

general principles As an organisation using the Criminal Records Bureau (CRB) Disclosure service to help assess the suitability of applicants for positions of trust, The Oyster Partnership complies fully with the CRB Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information. It also complies fully with its obligations under the Data Protection Act and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information and has a written policy on these matters, which is available to those who wish to see it on request.

Storage and access Disclosure information is never kept on an applicant’s personnel file and is always kept separately and securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties.

handling In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties.

We maintain a record of all those to whom Disclosures or Disclosure information has been revealed and we recognise that it is a criminal offence to pass this information to anyone who is not entitled to receive it.

usage Disclosure information is only used for the specific purpose for which it was requested and for which the applicant’s full consent has been given.

retention Once a recruitment decision has been made, we do not keep Disclosure information for any longer than is absolutely necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any disputes or complaints. If, in very exceptional circumstances, it is considered necessary to keep Disclosure information for longer than six-months, we will consult the CRB about this and will give full consideration to Data Protection and the Human Rights of an individual before doing so. Throughout this time, the usual conditions regarding safe storage and strictly controlled access will prevail.

DisposalOnce the retention period has elapsed, we will ensure that any Disclosure information is immediately suitably destroyed by secure means, ie by shredding, pulping or burning. While awaiting destruction, Disclosure information will not be kept in any insecure receptacle (e.g. waste bin or confidential waste sack). We will not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure. However, notwithstanding the above, we may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.

Policies

Recruitment of Ex-Offenders PolicypurposeThe Oyster Partnership is committed to the principle of equality of opportunity and, subject to the over-riding consideration of protecting children and vulnerable people, undertakes to treat all applicants for positions fairly and not discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

ScopeAll potential job applicants. This policy has particular reference to those concerned with recruitment.

policy Statement• As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, The

Oyster Partnership complies fully with the CRB Code of Practice.

• The Oyster Partnership is committed to the fair treatment of its staff, potential staff or users of its services, regardless of gender, disability, race, colour, ethnic or national origin, nationality, sexuality, marital status, age, religious or political beliefs or offending background.

• This written policy on the recruitment of ex-offenders is made available to all Disclosure applicants at the outset of the recruitment process.

• We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates. We select all candidates for interview based on their skills, qualifications and experience.

• A Disclosure is only requested after a thorough analysis has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required applicants will be informed that a Disclosure will be requested in the event of them being offered the position.

• Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under confidential cover to a designated person within The Oyster Partnership and we guarantee that this information is only seen by those who need to see it as part of the recruitment process.

• Unless the nature of the position allows The Oyster Partnership to ask questions about your entire criminal record, we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.

• We ensure that all those in The Oyster Partnership who are involved in the recruitment process have been suitably trained to identify and assess the relevance and the circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, eg the Rehabilitation of Offenders Act 1974.

• At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

• We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.

• We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

• Having a criminal record will not necessarily bar applicants from working with us. This will depend on the nature of the position and the circumstances and background of the offences with due consideration given to our responsibilities to protect children and vulnerable people.

adherence to policyResponsibility for the implementation, monitoring and development of this policy lies with the Head of Personnel. Day to day operation of the policy is the responsibility of departmental chief officers who will nominate a representative to ensure that this policy is adhered to.

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2006 No. 3368

PUBLIC HEALTH, ENGLANDthe Smoke-free (premises and enforcement) regulations 2006

Made: 13th December 2006

Laid before Parliament: 18th December 2006

Coming into force: 1st July 2007

The Secretary of State for Health, in exercise of the powers in sections 2(5), 10(1) and (2) and 79(3) of the Health Act 2006[1], makes the following Regulations:—

Citation, commencement, application and interpretation

1. (1) These Regulations may be cited as the Smoke-free (Premises and Enforcement) Regulations 2006 and shall come into force on 1st July 2007.

(2) These Regulations apply in relation to England only.

(3) In these Regulations “the Act” means the Health Act 2006.

Enclosed and substantially enclosed premises

2. (1) For the purposes of section 2 of the Act, premises are enclosed if they—

(a) have a ceiling or roof; and

(b) except for doors, windows and passageways, are wholly enclosed either permanently or temporarily.

(2) For the purposes of section 2 of the Act, premises are substantially enclosed if they have a ceiling or roof but there is—

(a) an opening in the walls; or

(b) an aggregate area of openings in the walls, which is less than half of the area of the walls, including other structures that serve the purpose of walls and constitute the perimeter of the premises.

(3) In determining the area of an opening or an aggregate area of openings for the purposes of paragraph (2), no account is to be taken of openings in which there are doors, windows or other fittings that can be opened or shut.

(4) In this regulation “roof” includes any fixed or moveable structure or device which is capable of covering all or part of the premises as a roof, including, for example, a canvas awning.

enforcement

3. (1) Each of the following authorities is designated as an enforcement authority for the purposes of Chapter 1 of Part 1 of the Act—

(a) a unitary authority;

(b) a district council in so far as it is not a unitary authority;

(c) a London borough council;

(d) a port health authority;

(e) the Common Council of the City of London;

(f) the Sub-Treasurer of the Inner Temple and the Under Treasurer of the Middle Temple; and

(g) the Council of the Isles of Scilly.

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(2) In this regulation— “port health authority” means an authority constituted under section 2(3) (port health districts and authorities) of the Public Health (Control of Disease) Act 1984[2] or continued to be so known and styled under paragraph 1 of Schedule 1 (transitional provisions and savings) to that Act; and “unitary authority” means—

(a) the council of a county so far as it is the council for an area for which there are no district councils; or

(b) the council of any district comprised in an area for which there is no county council.

(3) An enforcement authority has enforcement functions in relation to the premises and vehicles that are within—

(a) in the case of a port health authority, the district for which it is a port health authority; and

(b) in the case of other authorities, the area for which it is a local authority other than any part of that area which falls within the district of a port health authority, except to the extent that those functions have been transferred to another enforcement authority under paragraph (5).

(4) In addition, each enforcement authority has enforcement functions in relation to premises and vehicles to the extent to which functions are transferred to it under paragraph (5).

(5) Where more than one enforcement authority is investigating the same person for an offence under section 6(5) (no-smoking signs), 7(2) (smoking in a smoke-free place), 8(4) (failing to prevent smoking in a smoke-free place) or 11(1) (obstruction etc of officers) of the Act, enforcement functions may be transferred from one or more of those enforcement authorities to—

(a) an enforcement authority that is carrying out any of those investigations; or

(b) any other enforcement authority, under arrangements made between the transferring and receiving authorities.

Signed by authority of the Secretary of State for HealthCaroline FlintMinister of State for Public Health Department of Health13th December 2006

explanatory note

(This note is not part of the Regulations)

These Regulations which apply in England are made under Chapter 1 of Part 1 of the Health Act 2006 (smoke-free premises, places and vehicles).

Regulation 2 specifies the meanings of “enclosed” and “substantially enclosed” premises. By paragraph (1) premises are enclosed if they have a ceiling or roof and, except for doors, windows and passageways, they are wholly enclosed either permanently or temporarily. By paragraphs (2) and (3) premises are substantially enclosed if they have a ceiling or roof and less than half of their perimeter consists of openings in the walls, other than windows, doors or openings which can be shut. Paragraph (4) defines “roof” for the purposes of the regulation to include any fixed or moveable structure which is capable of covering all or part of the premises.

Regulation 3 specifies enforcement authorities and makes other provision relating to enforcement.

A Regulatory Impact Assessment has been prepared for these Regulations and a copy has been placed in the library of each House of Parliament. Copies can be obtained from the Smokefree Legislation Team, Room 712, Department of Health, Wellington House, 133-135 Waterloo Road, London SE1 8UG.

Notes:

[1] 2006 c.28. As to the meaning of “appropriate national authority” see section 82(1).back

[2] 1984 c. 22.back

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Advertising Policy The company policy on advertising adheres to the laws, restrictions and guidelines for Employment businesses. The following points are adhered to in all advertising whether it be audibly or in legible characters:

1. Our name will be mentioned within the advert and may be abbreviated to agy.

2. All adverts cover the nature of the work, location, minimum experience required, training and qualifications required to receive the rates of pay advertised

3. All vacancies are Live or will be going live and have been actioned by the client

4. We will have the clients consent to advertise the roles and will monitor all verbal communication, keep a record of conversation, date, time and who gives authority to advertise the position.

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Complaints Procedure We want to give you the best possible service. This page tells you about our complaints procedure, which you can follow if things go wrong.

Step-by-Step Guide to our Complaints Procedure

1. get in touch with the section that is responsible If you think we have made a mistake or let our standards slip, please get in touch with the office or section responsible and we will try to sort it out quickly and efficiently. Our contact page contains more details.

2. You can let us know what you think by doing the following: • Make your views heard

This is a customer-care scheme where you can suggest how we can improve our services. You need to fill in a suggestion slip, which you can get from our reception area.

• Write to the director You can write to the director of the company and say why you are not happy

3. if you are still not satisfied you can make an official complaint If you have made your complaint to the section concerned and they cannot sort the problem out or if you are not happy with the outcome, you can make an official complaint.

If you do want to make an official complaint, you should contact the section concerned and speak to a member of staff, or you can write to them.

4. What happens next? We will investigate your complaint and the section concerned will write to you within 14 days. However, if your complaint is complicated, we will write to you to let you know when we will be able to give you a full response.

5. a written response from us With official complaints, if you are still not satisfied after the section has written to you, you have the right to appeal. When you appeal, our Board of Directors will review your complaint and usually respond within 5 weeks.