Corporate Social Responsibility

The Equality and Diversity Policy outlines the company’s commitment to equality of opportunity and to providing a service and following practices which are free from unfair and unlawful discrimination. The aim of this policy is to ensure that no applicant or member of staff receives less favorable treatment or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. It seeks also to ensure that no person is victimized or subjected to any form of bullying or harassment.

The Training Policy confirms that the company is committed to structured training and development programs for all staff, through induction, vocational and refresher training. This policy also outlines how training needs are met and reviewed to ensure continual development.

The Violence at Work Policy has been put in place in order to prevent, manage and respond to work-related violence. This policy applies to all staff working on our premises, including security personnel and contractors.

The Complaints Policy outlines how Guardian deal with complaints and how employees should make complaints.

Time to Train Policy outlines how much time employees are allocated to train and when/how they should take this time.

The Stress Policy outlines how Guardian deals with stress related issues and the process that should be followed under these conditions.

Social Media Policy outlines how Guardian responds to the surge in Social Media use and how employees can interact with social media during work hours.

The Smoke-Free Policy outlines how Guardian behaves in accordance with the EU Smoking Ban and what this means for our employees.

Sickness Absence Policy outlines the process to follow in the event of sickness absence and what this means for our employees.

Severe Weather and Disruptions to Public Transport Policy outlines our stance on employees who are affected by severe weather and disruptions to public transport.

Searching of Employees Policy outlines our stance on searching for employees and what this entails for our contractors and employees.

Retirement Policy outlines how GuardianFM contributes to retirement and what this means for our employees nearing retirement.

Resignation Policy outlines under what circumstances a resignation is accepted and your rights as an employee of GuardianFM.

Recruitment Policy outlines our fair recruitment stance and what it means for interviewees and our existing employees.

Procurement of Goods and Services Policy outlines our beliefs and stance concerning the purchasing abilities of the company.

Physical Intervention Policy outlines our stance on involvement on physical matters and what means for our employees.

The incident Reporting Procedure outlines the process every employee should follow if they would like to report an incident to a member of senior staff.

Data Protection Policy outlines how GuardianFM protects our employee’s and clients’ sensitive information according to local and national government laws.

The grievance Procedure outlines the process our employees should follow when they suffer a grievance and how this affects our employees.

Driving at Work Policy outlines our stance on employees driving at work and the liabilities this entails for both the company and the employees.

Disciplinary Procedure breaks down our process when taking disciplinary action against our employees and their rights during this process.

Corporate Social Responsibility Policy outlines our stance on matters within the community and how GuardianFM behaves in order to fulfill our mission as a socially responsible company.

Corporate Hospitality Policy outlines our stance on corporate hospitality issues and how this could affect our employees and clients.