V3 Recruitment LTD will collect the personal details that you provide to us on our website for the purposes of providing you with services and/or information. In providing such services and/or information to you we will only use your data in accordance with the terms of the following statement. This statement sets out below:
How personally identifiable information of yours is collected from you through the website.
V3 Recruitment LTD is the sole owner of the information collected on this site. We will not sell, share, or rent this information to others. V3 Recruitment LTD collects information from our users at several different points on our website. (Aggregated demographic information can be shared see below.)
We may share aggregated demographic information with our clients. This is not linked to any personal information that can identify any individual person.
We request information from the user on our online registration forms. Here a user must provide contact information and information regarding the type of work you are seeking and your skills, qualifications and experience. This information is used to enable us to provide you with work-finding services. If we have trouble processing your application, this contact information is used to get in touch with you. V3 Recruitment LTD does not use this information for any other purpose.
This site uses some unobtrusive cookies to store information on your computer. Some cookies on this site are essential, and the site won’t work as expected without them. These cookies are set when you submit a form, login or interact with the site by doing something that goes beyond clicking on simple links. We also use some non-essential cookies to anonymously track visitors or enhance your experience of the site. If you’re not happy with this, you can disable cookies in your browser, but some nice features of the site may be unavailable (such as having you login details remembered, your job applications tracked and more!).
We use IP addresses to analyse trends, administer the site, track userâ€™s movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.
This web site contains links to other sites. Please be aware that V3 Recruitment LTD is not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of each and every web site that collects personally identifiable information. This privacy statement applies solely to information collected by this Web site.
This website takes every precaution to protect our usersâ€™ information. When users submit sensitive information via the website, your information is protected both online and off-line. When our registration form asks users to enter sensitive information that information is encrypted and is protected with Secure email system. While on a secure page, the lock icon on the bottom of Web browsers such as Netscape Navigator and Microsoft Internet Explorer becomes locked, as opposed to un-locked, or open, when you are just surfing. While we use encryption to protect sensitive information online, we also do everything in our power to protect user-information off-line. All of our usersâ€™ information, not just the sensitive information mentioned above, is restricted in our offices.
If your personally identifiable information changes (such as home address), we will endeavour to provide a way to correct, update or remove the personal data provided to us. This can usually be done by contacting the Membership Team on 0845 873 0666.
Notification of Changes
V3 Recruitment Ltd recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company's goods and services.
This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
To create an environment in which individual differences and the contributions of all our staff are recognised and valued. Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. Training, development and progression opportunities are available to all staff. To promote equality in the workplace which we believe is good management practice and makes sound business sense.
We will review all our employment practices and procedures to ensure fairness. Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings. This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
The policy will be monitored and reviewed annually
Responsibilities Of Management
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive. Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. V3 Recruitment Ltd will not tolerate such actions against itâ€™s staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. V3 Recruitment Ltd will fully investigate and take all reasonable steps to ensure such harassment does not happen again. Related Policies and Arrangements
All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed. Rights of Disabled People
The Company attaches particular importance to the needs of disabled people.
Under the terms of this policy, managers are required to:
A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.
Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive specialist training.
The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of staff who declare themselves as disabled will also be maintained.
There will also be regular assessments to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.
We will maintain information on staff who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of the Company policies and our services / products may have on those who experience them.
The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
If monitoring shows that the Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Company, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal Positive Action.
Employees have a right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures.
Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.
The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Company Chief Executive.