EVOLVE OPERATIONAL LOGISTIC LIMITED STANDARDS OF BUSINESS CONDUCT REQUIRED FROM EVOLVE EMPLOYEES

1.  Evolve expects its staff (including temporary, agency, interim, contractor or consultant staff) to be scrupulously impartial and honest in all affairs relating to the Company and their job within it. All staff also bears a responsibility as employees to act as ambassadors for the Company in terms of their general conduct both within and outside the organisation. This policy outlines the responsibilities of staff working for the Company.

1.1 The duties of an employee are embodied in Common Law and built on by Statute e.g. the Equality Act 2010, The Health and

Safety at work Act, The Prevention of Corruption Acts 1906 and 1916 etc.

1.2 Under Common Law the duties of an employee are as follows:

  • to report any and all suspicion of human trafficking 
  • to not give or receive bribes or otherwise act corruptly
  • to be ready and willing to work;
  • to offer their services personally: for example must not subcontract the work for which they are employed;
  • to be competent at work and to take care of the Company’s property;
  • to not wilfully disrupt the Company’s business;
  • to obey reasonable orders as to the time, place, nature and method of service; 
  • in general, to be of good faith and do nothing to destroy the trust and confidence necessary for employment

2. Under certain circumstances, employees are protected from suffering any detriment or termination of employment if they make disclosures about organisations for whom they work.

QUALIFTYING DISCLOSURES

2.1 Certain disclosures are prescribed by law as ‘’qualifying disclosures’’. A ‘’qualifying disclosure’’ means a disclosure of information that the employee genuinely and reasonably believes is in the public interest and shows that the company has committed a ‘’relevant failure’’ by:

  • Committing a criminal offence
  • Failing to comply with a legal obligation
  • A miscarriage of justice
  • Endangering the health and safety of an individual
  • Environmental damage
  • Or concealing any information relating to the above.

2.2 These acts can be in the past, present or future, so that, for example, a disclosure qualifies if it relates to environmental damage that has happened, is happening, or is likely to happen. The company will take any concerns that you may raise relating to the above matters very seriously.

2.3 We encourage you to use the procedures if you are concerned about any wrong doing at work. However, if the procedure has been invoked for malicious reasons or in pursuit of a personal grudge, then you will be liable to immediate termination of employment or such lesser disciplinary sanction as may be appropriate in the circumstances.

THE PROCEDURE

3. In the first instance you should report any concerns you may have to the Managing Director who will treat the matter with complete confidence. If you are not satisfied with the explanation or reason given to you, you should raise the matter with the appropriate official organisation or regulatory body.

TREATMENT BY OTHERS

Bullying, harassment or any other detrimental treatment afforded to a colleague who has made a qualifying disclosure is unacceptable. Anyone found to have acted in such a manner will be subject to disciplinary action.

I HAVE READ AND UNDERSTOOD THIS CODE OF CONDUCT AGREEMENT, AND I ACCEPT AND AGREE TO ALL OF ITS TERMS AND CONDITIONS. I ENTER INTO THIS AGREEMENT VOLUNTARILY, WITH FULL KNOWLEDGE OF ITS EFFECT.