Principles
I have a responsibility to guarantee that my products are sustainably sourced, as-well-as ethically procure my marketing information, and ensure my business methods are conservation friendly. This allows me to hold products insurance, to cover my professional indemnity, and public liability assurance, and provided the conditions are safe and secure this guarantee will last under normal circumstances.
This is because I advocate for the ethical use of the world's network of natural resources, and can determine a commonly agreed set of principles, which demonstrate the conditions of manufacture, and begin to raise the standard of working production, into a consistently high quality of life for everyone. And so by protecting the environment in which ®All Seasons Art Studio operates, with a continuing commitment to improve its civil processes across all the business interests, and encourage my business partners and those in the wider community to help support this effort globally.
®All Seasons Art Studio is developing an action plan to supplement periodic reviews on performance and will grant access to these outcomes only in the appropriate manner and at the appropriate time.
I recognise these key impacts:
My energy use.
The procurement process.
Waste generation onsite and remotely.
Emissions produced that go into the atmosphere and potentially the water courses.
General water use.
Company transportation policy.
General procurement of all products, equipment and suppliers.
And will strive to:
Embrace environmental standards in all areas of operation and to exceed relevant legislative requirements where reasonably practicable.
Assess work processes and highlight where I can minimise impacts.
Minimise waste through careful procurement and recycling processes.
Procure sustainable products wherever feasible [e.g. recycled, FSC or low environmental impact products and energy from renewable sources].
Provide information, instruction and training in good social practice and remedial actions.
Reduce accident and incident risks from environmental impacts for all people who may be directly or indirectly affected by the businesses processes.
Adopt and maintain a transport strategy that is environmentally friendly.
Improve social outcomes by including ethical methods when choosing affiliated opportunities and continually monitor and assess the impact of all these operations, because ®All Seasons Art Studio is wholly committed to encouraging morals and ethics in the public realm by improving social practices.
The aim is to truly represent all sections of society and for each person to feel respected and able to give their best, as such the organisation - in providing goods and/or services and/or facilities - is committed to being against unlawful practices in this country. As ®All Seasons Art Studio belongs to an independent approach in art on account of being able to demonstrate and give instruction on arts and Humanities under the Protection of Vulnerable Groups Scheme.
My purpose is to:
1. Provide equality, fairness and respect for all in good conduct, whether temporary, part-time or full-time.
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race (including colour, nationality, and ethnic or national origin)
religion or belief
sex
sexual orientation
3. Oppose and avoid all forms of unlawful discrimination included in:
pay and benefits
terms and conditions of employment
dealing with grievances and discipline
dismissal
redundancy
leave for parents
requests for flexible working
selection for employment, promotion, training or other developmental opportunities
My commitment to:
1. Encourage equality, diversity and inclusion in the public and private realms, as it shows good practice and makes good business sense.
2. Create an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all are recognised and valued. This commitment includes the and support of human rights and responsibilities under the equality, diversity and inclusion policy.
3. Which means helping myself and my affiliates conduct themselves appropriately, by helping to provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
4. I understand, as well as my affiliates, that we can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
5. I take complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities seriously. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken.
6. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
7. Make opportunities for training, development and progress available to all who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the community.
8. Make decisions concerning my affiliations to be based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
9. Review business practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
10. Monitor my circle of influence in regards to information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability. So as to encourage equality, diversity and inclusion by meeting the aims and commitments set out in this policy. Monitoring will also include assessing how the practice and any supporting action plans are working, by reviewing them annually I consider taking action to address any issues.
If you wish to file a grievance, put the grievance in writing to my particular choice of advocacy service which in my case is ACAS (The Advice, Conciliation and Arbitration Service). You should keep to the facts and avoid language that is insulting or abusive.
Grievance hearing:
ACAS will call you usually within 5 working days, to discuss your grievance. You have the right to be accompanied by a colleague or trade union representative.
After the meeting you will be given a decision in writing, usually within 24 hours. If the manager needs more information before making a decision, they will inform you of this and the timescale.
Appeal:
If you are unhappy with the decision on your grievance you can raise an appeal and you should tell your solicitor.
You will be invited to an appeal meeting, normally within 5 working days, with a more senior manager at ACAS or myself ©Mr Daniel M. Fisher.
You have the right to be accompanied by a colleague or trade union representative. After the meeting I will give you a decision, usually within 24 hours. My decision is final.
Operational procedure:
I use this procedure to help and encourage all my clients and customers to achieve and maintain good standards of personal conduct and job satisfaction.
The company rules and this procedure apply to all parties within the sphere of the law, with the aim of ensuring consistent and fair treatment for all parties concerned
A hearing process can be stressful for everyone involved as different people might respond differently to stressful situations. I understand the prospect of legal action might cause distress and affect mental health, so please talk to your named person, guardian or manager before taking legal action.
I only consider formal action where appropriate, and do not take remedial action against you until the case has been fully investigated.
For formal action I will advise you of the nature of the complaint and give you the opportunity to state your case before any decision is made at a case meeting.
I will provide you, where appropriate, with written copies of evidence and relevant witness statements before a hearing, and will only dismiss you for a breach of protocol in the case of gross misconduct, when the penalty is dismissal without notice and without payment in lieu of notice.
You have the right to appeal against any disciplinary action at any stage if the alleged misconduct needs this.
Your right to be accompanied:
You have a statutory right to be accompanied by a companion where litigation could result in:
A formal warning,
Some other disciplinary action,
Confirmation of responsibility,
The right is to be accompanied by:
Someone you work with,
A trade union representative who’s certified or trained in acting as a companion,
An official employed by a trade union,
You should tell your authority as soon as possible if you would like a companion so I can make arrangements in good time, and if you need any adjustments for example in the case of a disability speak to your representative.
The procedure:
The first stage of formal procedure will normally be either:
A warning about unsatisfactory behaviour if relations do not meet acceptable standards. This will set out the problem, the improvement that is required, the timescale, any help that may be given and the right to complain.
I will advise you that this is the first stage of the formal procedure and will keep a note for future reference, but it will then be considered spent – as long as you achieve and maintain satisfactory levels of conduct.
Or a first warning for misconduct if conduct does not meet acceptable standards. This will verbally set out the nature of the misconduct, the change in behaviour required and the right of appeal. The warning will also tell you that a final written warning may be considered if there is no sustained satisfactory improvement or change. I will keep a record of the warning, but would be disregarded for long term purposes.
In my final warning I might give you a written warning if:
The offence is sufficiently serious,
There is further misconduct,
There is a failure to improve relations,
This will confirm the full details of the complaint, and the improvement required. It will also warn that failure to improve may lead to dismissal or some other action short of dismissal and will refer to your rights within the equality and human rights commission.
I will keep a copy of this written warning but it will be disregarded for disciplinary purposes as long as you achieve and maintain satisfactory conduct or performance.
Dismissal or other action:
If there is still further misconduct or failure to improve behaviour the final step in the procedure may be dismissal or some other action short of dismissal such as blocking, distancing, or segregation, otherwise known as dismissal.
Dismissal measures can only be taken in the appropriate circumstances and you will be provided with a warning:
Reasons for dismissal,
Date the event happened,
Confirmation of all final payments owed,
Right to appeal,
If an action short of dismissal has been decided on, you will:
Receive confirmation of the full details of the complaint,
Be warned that dismissal could result if there is no satisfactory improvement,
Be advised of the right of appeal contractual obligations,
You should heed the warning as long as you achieve and maintain satisfactory conduct and behaviour.
Gross misconduct:
The following list provides some examples of offences which are normally regarded as gross misconduct:
Use of Physical violence and bullying, or discrimination and harassment and victimisation, which violate human rights regulations.
Deliberate and serious damage to - or misuse of - my organisation’s property or name which amounts to theft or fraud.
Bringing my organisation into serious disrepute by purposely causing loss or damage or injury through negligence.
I might consider carrying out an investigation if there is a serious issue in the situation, by which I will tell you that there is a serious breach in my code of conduct.
I do consider each situation carefully before deciding on the need for more investigation or action, but a suspension of services does mean you are considered to be unlawful in some manner.
I understand this might be stressful so I will:
Only suspend support and operations if there's no other option, and always consider your mental health and wellbeing as part of the decision making process.
Appeals:
If you want to appeal against any of my decisions you must do so within a number of days as I do hear all appeals but the courts and their decision is final.
At the appeal any disciplinary penalty imposed will be reversed only if my decision is found to be biassed, unlawful, or of another dishonest motive.
Use of the organisation’s grievance procedures does not affect the client's right to make any informal grievances and complaints about my work or practices. You should start by speaking with me whenever possible, as we may be able to agree on a solution between us, as the cause of the harm may usually be in a position of trust and power, such as a healthcare professional or manager of which there can be many forms of abuse and neglect.
Sexual abuse includes:
indecent exposure
sexual harassment
inappropriate looking or touching
sexual teasing or innuendo
sexual photography
being forced to watch pornography or sexual acts
being forced or pressured to take part in sexual acts
rape
Physical abuse includes:
being hit, slapped, pushed or restrained
being denied food or water
not being helped to go to the bathroom when you need to
misuse of your medicines
Psychological abuse includes:
emotional abuse
threats to hurt or abandon you
stopping you from seeing people
humiliating, blaming, controlling, intimidating or harassing you
verbal abuse
cyberbullying and isolation
an unreasonable and unjustified withdrawal of services or support networks
Domestic abuse is typically an incident or pattern of incidents of controlling, coercive or threatening behaviour, violence or abuse by someone who is, or has been, an intimate partner or family member.
Discriminatory abuse includes some form of harassment, slur or unfair treatment because of:
race
sex
gender and gender identity
age
disability
sexual orientation
religion
being married or in a civil partnership
being pregnant or on maternity leave
Internet scams and doorstep crime are common forms of financial abuse and can be someone stealing money or other valuables from you. Or it might be that someone appointed to look after your money on your behalf is using it inappropriately or coercing you to spend it in a way you're not happy with.
Neglect includes not being provided with enough food or with the right kind of food, or not being taken proper care of, leaving you without help to wash or change dirty or wet clothes, not getting you to a doctor when you need one or not making sure you have the right medicines all count as neglect.
You're more at risk of abuse in your home if you're isolated and do not have much contact with friends, family or neighbours and you have memory problems or difficulty communicating with your carer. Or if you do not get on with your carer because they are addicted to drugs or alcohol and relies on you for a home, financial, or emotional support, find out more about domestic violence and abuse.
If you think you're being abused or neglected there are many people you can talk to. If you feel you are being abused or neglected do not worry about making a fuss. Tell someone you trust as soon as possible i.e. speak to friends or care workers who may have an understanding of the situation and be able to take steps quickly to improve the situation. Or talk to professionals such as a GP or social worker about your concerns, or ask to speak to your local council's adult safeguarding team or co-ordinator. And if you believe a crime is being, or has been, committed – whether it's physical abuse or financial – talk to the police or ask someone you trust to do so on your behalf.
The advice for carers in spotting signs of abuse in older people is not always easy, but to spot the signs of abuse in a person being abused, they may make excuses for why they're bruised, may not want to go out or talk to people, or may be short of money. It's important to know the signs of abuse and, where they're identified, gently share your concerns with the person you think may be being abused. If you wait, hoping the person will tell you what's been happening to them, it could delay matters and allow the abuse to continue.
Behavioural signs of abuse in an older person can include:
becoming quiet and withdrawn
being aggressive or angry for no obvious reason
looking unkempt, dirty or thinner than usual
sudden changes in their character, such as appearing helpless, depressed or tearful
physical signs – such as bruises, wounds, fractures or other untreated injuries
the same injuries happening more than once
not wanting to be left by themselves or alone with particular people
being unusually lighthearted and insisting there's nothing wrong
Also, their home may be cold or unusually dirty or untidy, or you might notice things missing.
Other signs include a sudden change in their finances, such as not having as much money as usual to pay for shopping or regular outings, or getting into debt. So watch out for any official or financial documents that seem unusual, and for documents relating to their finances that suddenly go missing.
If you feel someone you know is showing signs of being abused, talk to them to see if there's anything you can do to help. But if they're being abused, they may not want to talk about it straight away, especially if they've become used to making excuses for their injuries or changes in personality. Do not ignore your concerns, though, because doing so could allow any abuse to carry on or escalate.
What should you do if you're worried about someone who may be experiencing abuse or neglect. Start by talking to the person in private, if you feel able to do so. Mention some of the things that concern you – for instance, that they've become depressed and withdrawn, have been losing weight or seem to be short of money. Let them talk as much as they want to. But be mindful that if they've been abused, they may be reluctant to talk about it because they are afraid of making the situation worse, do not want to cause trouble, or may be experiencing coercion or threats.
Stay calm while the person is talking, even if you're upset by what you hear, otherwise they may become more upset themselves and stop telling you what's been going on. As it can be very difficult for an abused or neglected person to talk about what's been happening to them. Unless you're concerned for their immediate health and safety and feel it's vital to act straight away, give them time to think about what they'd like to do.
If you're right and the person has been abused or neglected, ask them what they'd like you to do. Let them know who can help them, and tell them you can seek help on their behalf if they want or if it's difficult for them to do so themselves. It's best not to promise the person that you will not tell anyone what's been said. If an adult is being abused or neglected, It's important to listen to what they say and not charge into action if this is not what they want.
If an adult has told you about their situation, you might want to talk to other people who know them to find out if they have similar concerns. There are also professionals here that you can contact and pass on your concerns to e.g. the person's GP or local authority social workers who deal specifically with cases of abuse and neglect. Call the person's local council and ask for the adult safeguarding co-ordinator. You can also speak to the police about the situation because some forms of abuse are crimes, so the police will be interested.
I fully agree to the tenets of these principles which are outlined by ©Daniel Fisher of ®All Seasons Art Studio, 2024. The guardrails were originally designed by (ACAS) The Advisory, Conciliation, and Arbitration Service, and Aberdeenshire Adult Care and Support Service.
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