Countryside Properties’ Social & Ethical Policy ensures that the Group undertakes its activities in a socially, ethically and environmentally responsible manner. This includes the ethical treatment of employees, customers, associates, contractors, suppliers, stakeholders and the public. The policy extends beyond the Group’s direct dealings with people to include the social impact of its activities.
The Main Board Director responsible for the implementation of this Policy is Graham S Cherry, Chief Executive.
The Policy objectives are regularly reviewed and are supported by a number of other specific policies and procedures, which are regularly audited by external bodies, in particular, the Health and Safety and Environmental Policies and the Code of Conduct.
Policy Objectives:
Corporate
Countryside Properties Group is committed to the principles of good corporate governance and to ensuring that its business is properly directed and managed for the benefit of its stakeholders, including its managers and employees.
The Group seeks to maintain an informative and pro-active dialogue with its stakeholders through regular meetings, corporate reports and reviews and the Group’s website.
The Group believes in honesty, integrity and professionalism in all aspects of its business. Bribery and corruption are unacceptable practices. The Group will not knowingly participate in money laundering practices and takes all reasonable precautions to guard against this.
The Group is committed to the development of Quality Management Systems throughout its business, as recognised by its ISO 9001, ISO 14001 and OHSAS 18001 Accreditations.
Employees
The Group strives to ensure that all employees are treated fairly and with respect, and are appropriately rewarded. The Group seeks to operate above the standards laid down by employment legislation and the 1998 Human Rights Act requirements, to implement an effective Equal Opportunities Policy and to acknowledge staff representation. The Group arranges for independent confidential counselling and advice to be made available to all its employees.
The Group facilitates effective communication with and between its staff by various means including the Intranet, a monthly “e-round”, bi-annual issues of “Inside Countryside” magazine, staff presentations and meetings, and invites feedback through staff surveys.
The Group seeks to develop and train its employees to realise their full potential, as demonstrated by its Investor in People accreditation and Training and Development Policy. The Countryside Training Academy was established to initiate and oversee the Group’s training programme, and to ensure future succession and a supply of skilled management. All employees receive annual personal development reviews which enable individual training needs to be identified. The Group’s ‘Training to Succeed’ programme offers an extensive range of training courses to meet these needs and provides other such training as may be required.
Through the Training Academy the Group also provides support to school leavers by offering them 6 weeks of paid work experience annually during their time at university or college, and a wide range of careers and training opportunities after graduation. Graduates benefit from management training as the foundation for a successful long-term career. The Group has also expanded this to support the recruitment and development of non-graduate trainees within the organisation, and to assist and encourage sub-contractors in developing apprenticeships within the construction industry.
Suppliers of Goods and Services
The Group endeavours to deal with all suppliers of goods and services in an open and honest manner and with professional standards of respect and integrity.
The Development Process
Land and Development
When buying land, the Group seeks to consult with and inform the community throughout the development process.
Urban and Landscape Design and Sustainable Development
As part of the design process, scheme layouts, including landscaping, are designed to create a sense of community and, whenever possible, to enhance the local environment and improve quality of life.
Sourcing of Materials
The Group encourages the procurement of materials produced in a manner that does not use child labour, nor any other form of forced or inhumane treatment, and from renewable/sustainable sources whenever practicable.
Construction
The Group takes all reasonable measures to minimise the disruptive effect on the community from the construction process.
Sales and After Sales
The Group strives to meet the reasonable expectations of its customers and to treat them with respect.
Health and Safety
Through its Health and Safety Policy, the Group conducts its activities with due regard for the health, safety and welfare of its employees, contractors, clients, visitors and members of the public wherever the Group’s activities are carried out.
Community Engagement
The Group seeks to engage with the wider community, including national and local government, parish councils, local Agenda 21 representatives and community and residents groups in an open and honest manner.
The Group, through its programme of local employment and training schemes and with Local Authorities and Registered Social Landlords, aims to provide jobs and work experience for local people.
The Group actively supports and participates in initiatives to educate local communities about the risks on building sites and supports local schools through events and projects related to the construction industry.
Charitable Donations
The Group supports a number of local and national charities, and in addition each year staff nominate three charities, one national and two regional, to benefit from special fund raising activities. A proportion of the Group’s annual budget for charitable donations is used to match donations made by staff and the proceeds of staff fund raising efforts for the nominated charities.
The Group does not make donations to political parties, organisations or their representatives.
ALAN CHERRY CBE DL
Chairman
Glossary of Policies and Procedures in support of the Social and Ethical Policy
Corporate
Employees
- Training and Development Policy
- Training to Succeed initiative
- Countryside Academy initiative
- Attendance Policy
- Absence Rules
- Holiday Entitlement Rules
- Compassionate Leave
- Jury Service
- Maternity Leave
- Parental Leave
- Company Car Policy
- Company Car Policy - conditions relating to the provision of a company car
- Rules relating to Company bonus scheme
- Standard Contract of Employment
- Standard Terms of Employment
- Disciplinary Rules and Procedure
- Grievance Procedure
- Compromise Agreement Procedures
- Internal Whistle Blowing Procedure
- Staff Gratuities
- Procedure of requesting eye or eyesight test
- Acquisition of a mobile telephone - monitoring and paying for private calls
- Overtime Rules
- Recruitment Procedure
- Recruitment Advertising Procedure
- Fire Evacuation Procedure (per office)
- Working Time Regulations - record of hours worked / opt out agreement
- Staff purchases of Group properties
- Equal Opportunity Policy
- Investors in People
- Personal Computer Policy
- Smoking, Alcohol & Drug Abuse Policy
- Internal E-mail Policy
- Internal Staff Transfers
- Retirement Policy
- Retirement Procedure
- Data Processing Policy
- Undertaking to pay re-location costs
- Flexible Working Policy and Procedure
- Stress at Work Policy
- Reference Policy
- Adoption Leave
- Paternity Leave
- Policy on Executive Directors' pay, Incentives and Benefits
- Policy and procedure on Training of Directors
- Care First
Suppliers of Goods and Services
The Development Process
- Land Acquisition Pack & checklist
- Application to Tender as Principal Contractor
- Employers Requirement Documentation
- Start on Site Checklist
- Project Completion Report
- Code of Good Building Practice
- Customer Care Charter
- Health and Safety Policy
The Community
- Considerate constructor initiative
- Respect for people initiative
- Key Performance Indicators
Charitable Donations
- Social and Ethical Policy
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Information correct as at 01/05/2008