STATEMENT OF INTENT
Rosewood Bespoke Joinery (RBJ), part of the H&J Martin and Lagan Specialist Contracting Group (HJM&LSCG), is committed to working to clear quality standards in the delivery of all its services. There are systems, procedures, and mechanisms in place to ensure that all staff meet these standards. Staff are therefore encouraged to report any serious activity by the organisation or its employees that falls short of these standards.
Staff who report wrongdoing within the workplace are protected by the Public Interest Disclosure Act 1998. The aim of this policy is to ensure that staff are able to report serious wrongdoing within the workplace that they believe has occurred or is likely to occur.
It is recognised that staff may not always feel comfortable discussing their concerns internally, especially if they believe the organisation itself is responsible for the wrongdoing. This policy guarantees that any matter raised with the organisation will be treated seriously and confidentially, and that no action will be taken against the staff member who reports the matter in good faith.
Furthermore, Rosewood Bespoke Joinery and the wider Group fully support the Modern Slavery Act 2015 and will ensure transparency within the organisation and with subcontractors and suppliers of goods and services to prevent slavery and human trafficking throughout the supply chain.
We are committed to social and environmental sustainability and have a zero-tolerance approach to slavery and human trafficking. The Company does not support or engage with any business knowingly involved in such activities.
1. What types of concerns are covered by the policy?
Staff are encouraged to use this procedure if they have any serious concerns about wrongdoing at work, such as:
Malpractice or ill treatment of another employee
A criminal offence that has been committed, is being committed, or is likely to be committed
Suspected fraud
Disregard for legislation (especially health and safety at work)
Environmental risks or damage
Breach of standing financial instructions
Undue favouritism in contractual matters or recruitment
Breach of codes of conduct
Concealment of any of the above
Suspected breach of the Bribery Act 2010
Suspected breach of the Modern Slavery Act 2015
This list is not exhaustive.
2. What is not covered?
This policy provides a means for raising concerns about possible wrongdoing and is not a substitute for existing grievance or complaint procedures. For example:
Personal employment concerns (such as pay, terms, or working conditions) should be raised through the Grievance Procedure.
3. Scope
This policy applies to all employees of Rosewood Bespoke Joinery. Employees of H&J Martin or Lagan Specialist Contracting Group should refer to their own Employee Handbook.
ROLES AND RESPONSIBILITIES
Ultimate responsibility for this policy lies with the LSCG Chief Executive Officer.
Day-to-day responsibility lies with the Head of Legal, who is responsible for its implementation and ongoing management.
Line Managers must set a good example, remaining open, honest, and approachable, to encourage employees to raise serious concerns about wrongdoing in the workplace.
This policy applies to all employees, who are responsible for ensuring they do not commit acts that could bring RBJ, HJM, or LSCG into disrepute or breach legal, statutory, or HSQE standards.
MANAGEMENT ARRANGEMENTS
Rosewood Bespoke Joinery has suitable arrangements in place to allow any employee to raise concerns confidentially and without fear of victimisation. Any employee reporting a concern directly to the Head of Legal will be granted anonymity and will be protected from retaliation.
This policy is maintained within the Group’s Business Management System (BMS) and is reviewed and improved regularly to ensure compliance with legislation and best practice. It will be introduced at induction for all new employees and made accessible to all staff via the online BMS.
COMPLIANCE MONITORING
Compliance with this policy is monitored through:
The internal audit programme
Reviews of HR and business performance
Monitoring of reported incidents
The Management Review process
Non-compliance with this policy will be treated as misconduct, which may result in dismissal.
