Eagle Trust Policy
Security companies must protect their clients and their employees along with their own business interests. A security guard on patrol can be a target to those trying to do illegal activities. This means security guards are often in harm’s way.
Eagle Trust 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:
This document sets out the direction and boundaries of the Company’s CRS policy which applies to all activities undertaken by or on behalf of the Company. Eagle Trust 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 be 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 Eagle Trust 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.
We are committed to maintaining the highest standards of integrity and corporate governance in all aspects of its daily operations to provide excellence and confidence in its business activities for all stakeholders. Health and safety and environmental policies are in place and are communicated to all staff via staff handbooks and various other methods.
Eagle Trust will ensure that all stakeholders are treated with respect, openly and with honesty.
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 labor practices both in the spirit and the letter of the national and local laws.
Eagle Trust is committed to providing equal opportunities in all aspects of its business and will not tolerate workplace conduct that is contrary to this requirement including discrimination, intimidation or harassment.
Eagle trust will not tolerate, engage or be complicit in any activity that solicits or encourages human rights abuses. We will work with the government and other authorized agencies to support activities focusing on the improvement of human rights within its sphere of influence and we will strive to build trust and demonstrate respect for diverse cultures, customs and the values of individuals and groups.
Where possible, we will invest in the local community and support activities that result in a mutual benefit and we will actively participate in the local business community by developing and sustaining membership of appropriate associations.
Quality Policy
The Management Team of Eagle Trust 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.
Insurance Policy
As a security guard you have a certain amount of professional liability. Your occupation is inherently riskier than most, since you are tasked with protecting property, a business, or people from harm. You may be static or mobile, serving as a bodyguard, or simply being a presence in a location just in case of emergency.
Whether you are purchasing your own insurance or are under an employer’s policy, as a security guard, you should make sure you are covered for various risks faced on the job. Consider insurance policies that include the following components:
We will be happy to provide more details of our insurers and the cover if needed
Equal Opportunity
Eagle Trust 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 recognizes 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 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 offenses, will be taken against any employee who violates Eagle Trust 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 victimization. Failure to do so will be treated as a failure to fulfill one of the responsibilities of their position.
Eagle Trust recognizes 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.
Diversity Policy
Eagle Trust aims to be a company of choice for men and women of all ethno cultural backgrounds, regardless of age, gender, sexual or political orientation or any other irrelevant factor.
By making diversity a business focus we will build an environment that fosters integrity and respect, values differences, in which each individual is able to achieve the most out of his/her career and contribute to superior results for our customers and ourselves.
The hallmark of our success will be our reputation for talent and a company with a distinctive culture in which exceptional people from many different backgrounds can build rewarding careers.
The diversity of our people, our products and our services is at the heart of our mission to improve the performance of our clients through the alignment of people with business strategy.
We are committed to being a company of choice for all men and women of all ethnocultural backgrounds regardless of age, gender, sexual or political orientation, family status or any other irrelevant factor eliminating unlawful and unfair discrimination in all areas of employment and business, building an environment that fosters integrity and respect for the individual, that nurtures consultative and inclusive decision making, and where performance is the measure of value, recruiting from the widest possible talent pool and taking positive action on diversity that helps all employees to achieve the best possible work-life balance.
Eagle Trust aims to be a company of choice for all men and women of all ethno cultural backgrounds, regardless of age, gender, sexual or political orientation, family status or any other irrelevant factor.
The Policy is applicable to all employees (whether permanent or temporary) and to all dealings with clients, candidates, suppliers, and contractors. All employees are responsible for the promotion and advancement of this policy.
Our Diversity Policy will be reviewed from time to time to reflect changes in the law, and changing business requirements.
Environmental Policy
The Management of Eagle Trust recognizes 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.
Eagle Trust Company recognizes the importance of environmental protection and is committed to operating its business responsibly and in compliance with all Environmental regulations relating to the activities of this Organization.
It is our organizational policy to carry out all measures reasonably means, exceed or develop all necessary or desirable requirements and to continually improve environmental performance. Therefore, Power International Facilities Management (PIFM) will;
These actions include:
Health & Safety Policy
It is important to provide a Safe and Healthy working environment for all our people and others who may be affected by our undertakings. As a minimum standard, this will be achieved by compliance with European Union directives and regulations set by government agencies.
Our Chief Executive Officer is ultimately responsible for adherence to Health and Safety legislation. The Health and Safety Representative is responsible for advising management of current regulations, for defining procedures, identifying risks and ensuring compliance with all Health and Safety measures. The most senior member of our staff is responsible for ensuring that it provides a safe working environment. Every employee must take responsibility for working safely and for complying with health and safety guidelines issued by our Company.
Eagle Trust recognizes that it has a mutual responsibility with the customer to minimize risks, in particular to our employees, on customers’ premises. We will liaise closely with the customer to identify risk and ensure compliance with health and safety legislation. Information on any preventative or protective measures to be implemented will be provided to staff in the Assignment Instructions for the site and training will be provided by local management. Regular assessments will be carried out to ensure that information remains up to date and relevant.
Health and Safety training will be provided to all new employees as part of their Induction to Eagle Trust. Additional training will be provided where new or increased risks are identified.
Although our goal will always remain the elimination of risk, Personal Protective Equipment will be provided where necessary. Where equipment is provided, failure to use it may result in disciplinary action.
We will always endeavor to provide adequate measures, training, information, and supervision to minimize risk, however, we rely on the support and full co-operation of all our employees in our efforts to provide a safe working environment.
Our Company visits each and every site prior to commencing to ensure that adequate welfare facilities are in place for all our staff and these facilities are made available by our customers. Due to the very nature of the role of Security Officer we do not have any reason to handle or control any substances which are hazardous to Health & Safety (COSHH). However, if we come across such potential hazards, we will report them to the customer immediately and do not enter the area until it is rectified.
General Data Protection Regulations Policy – GDPR
This policy applies to:
The purpose of this policy is to enable Eagle Trust. To:
This policy applies to information relating to identifiable individuals, e.g. staff, applicants, former staff, clients, suppliers and other third-party contacts.
Eagle Trust will:
Eagle Trust recognizes that its first priority under the GDPR is to avoid causing harm to individuals. In the main this means:
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, Eagle Trust. We 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 erase 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.
Eagle Trust. Has identified the following potential key risks, which this policy is designed to address:
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 subject’s 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 according to the circumstances.
We have no intention to transfer data internationally.
The person responsible for Data Protection is currently Mr. Iqbal with the following responsibilities:
Significant breaches of this policy will be handled under Eagle Trust’s disciplinary procedures which may amount to gross misconduct.
Subject Access Request
Any subject access requests will be handled by Mr. Iqbal.
Subject access requests must be in writing. All staff is required to pass on anything, which might be a subject access request to Mr. Iqbal 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 the 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 to Mr. Iqbal 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 Mr. Iqbal and provide 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 erase 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 for 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.