Author Archives: virpiosecurity

VIRPIO SECURITY is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation – in providing services – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether selfemployed, temporary, part-time or full-time
• 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 and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. 

All staff should understand they, as well as their employer, 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.

• Take seriously 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.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. 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.

• Make opportunities for training, development and progress available to all staff, 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 organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary, to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
• Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.

VIRPIO LTD t/a VIRPIO SECURITY (“the Company”) has a clear policy to uphold responsible and fair business practices. We are committed to promoting and maintaining the highest level of ethical standards in relation to all business activities. We support our employees to make decisions in line with our stated position, ensuring compliance with the Bribery Act, 2010.

Our corporate conduct is based on our commitment to acting professionally, fairly and with integrity. VIRPIO SECURITY does not tolerate any form of bribery and corruption.

Purpose

The purpose of this policy is to set out the responsibilities of Company functions and business units in observing and upholding our position on bribery and corruption in line with the Bribery Act, 2010.

Scope

This policy applies to all VIRPIO SECURITY employees (staff, contract and temporary). Where we have a minority interest, we will encourage the application of this policy amongst our business partners including contractors, suppliers, and joint venture partners. This policy should be implemented in conjunction with the guidance
on giving and accepting gifts and hospitality within the Company.

Policy Statement

Our Company Business Principles set out our commitment to operate responsibly wherever we work and to engage the social, environmental, and ethical impact of our activities in the markets in which we operate.

Our first principle, ‘integrity in corporate conduct’, states that VIRPIO SECURITY does not engage in bribery or any form of unethical inducement or payment including facilitation payments and ‘kickbacks.’ All employees are required to avoid any activities
that might lead to, or suggest, a conflict of interest with the business of the Company.

Employees must declare and keep a record of hospitality or gifts accepted or offered, which will be subject to managerial review. We do not make direct or indirect contributions to political parties.

We will uphold laws relevant to countering bribery and corruption in all the jurisdictions in which we operate, particularly laws that are directly relevant to specific business practices.

Sanction for breach

Any breach of this policy will constitute a disciplinary offence and dealt with in accordance with the Company’s disciplinary procedure.

The following Act of parliament underpin this policy:

UK Bribery Act 2010

Responsibilities

The Directors will establish appropriate responsibilities and procedures within their operations. If any instance of bribery or corruption is identified, we will take remedial steps immediately.

Training and communications

We will communicate this policy and relevant guidance to employees across the Company, through our established internal communication channels. We will also communicate this policy to our suppliers and contractors. Managers and employees
will receive relevant training on how to implement this policy in the scope of their employment with the Company.

Whistleblowing

Employees are encouraged to raise concerns about any instance of malpractice at the earliest possible stage in total confidence to their immediate manager/supervisor.

Monitoring and review

VIRPIO SECURITY will review the implementation of this policy in respect of its suitability, adequacy and effectiveness and make improvements as appropriate.

Internal controls and audit

The Company will establish feedback mechanisms in order to maintain accurate records – available for inspection – which properly and fairly document all financial transactions. Internal control systems will be subject to regular audits to provide
assurance that they are effective in countering bribery and corruption.

This policy statement outlines the efforts taken by VIRPIO LTD t/a VIRPIO SECURITY (the “Company”) in order to ensure the eradication of human trafficking and slavery from our supply chains or within our directly employed workforce.

VIRPIO SECURITY opposes any use of slavery or human trafficking and fully supports the promotion of ethical and lawful business practices within our workplace. We will not tolerate or condone any form or practice that constitutes human trafficking or
slavery in any part of our organisation. This policy complies with the Modern Slavery Act 2015.

Organisation Structure

VIRPIO SECURITY is a trading name of VIRPIO Ltd, which is a privately owned company, based in the city of Bradford, West Yorkshire in England and operating throughout the UK.

Our Business

VIRPIO SECURITY carries out a full range of security services across the domestic and commercial sectors.

Our Recruitment Process

Our recruitment processes are transparent and reviewed regularly. We communicate directly with candidates to discuss job opportunities and to confirm the details of any offer made. We have robust procedures in place for the vetting of new employees and ensure that we can confirm their identities together with their right to work in the UK.

Our Policies on Slavery and Human Trafficking

We are committed to ensuring there is no modern slavery or human trafficking in our supply chains or in any part of our business. This Anti-slavery Policy reflects our commitment to acting ethically and with integrity in all our business relationships and to implement and enforce effective systems and controls to ensure slavery and human trafficking is not taking place anywhere within our supply chains.

Due Diligence Processes for Slavery and Human Trafficking

The Company’s suppliers / sub-contractors are an important part of our business. We expect each of these business partners to conduct their business with the same commitment to ethical business practices as VIRPIO SECURITY.

The workplace practices we expect from our suppliers include:

• Suppliers are not to use slave labour, illegal child labour or forced labour.
• Suppliers will ensure the overall terms of employment are voluntary.
• Suppliers shall follow all local applicable laws pertaining to minimum age requirements, wages, overtime, and benefits.
• Suppliers shall follow all local applicable laws pertaining to the number of hours worked in a seven(7) day week.
• Suppliers will periodically certify that they conform to the expectations described above and that all materials incorporated into their products comply with the laws regarding human trafficking and slavery of the country or countries in which they are doing business.
• Suppliers will have in place systems to encourage the reporting of concerns and the protection of whistle-blowers.

Suppliers must be able to demonstrate compliance with this policy at the request and satisfaction of the Company. If a supplier to the Company is found in violation of this policy, the Company take prompt, remedial measures to address the violation.

Training

To ensure a high level of understanding of the risks of modern slavery and human trafficking in our supply chains and our business, we will provide training to relevant members of staff. All Directors have been briefed on the subject.

This statement is made pursuant to section 54(1) of the Modern Slavery Act 2015 and constitutes VIRPIO SECURITY slavery and human trafficking statement for the current financial year.

At VIRPIO SECURITY, we recognise and accept our responsibility as an employer and provider of security services. We are committed to protecting the safety and wellbeing of our employees, those in our care and others who may be affected by our work activities.

It is our policy to comply with the Health and Safety measures required by law and to act positively to ensure that our office and all premises secured by us, are safe places in which to work. We aim to provide, so far as it is reasonably practicable, for our employees when working at our office and across the different types of sites we secure:

• Instruction, training and supervision to enable our employees to work safely without risk to
  their health or the health of others;
• Safe access and egress to premises and places of work
• Where vehicles are used, to ensure that they are well maintained, safe and without risk to
  health;
• Safe systems and methods of work that are without risk to health
• Equipment that is safe and without risk to health
• Suitable safety clothing and equipment when required by regulation, approved code of practice, or when considered necessary by the Supervisor or on site Management
• Any other suitable protection, where appropriate, where an employee might be at risk
• For the safety of visiting contractors, members of the public and authorised visitors on site
• For arrangements to involve all employees in developing this healthy and safety policy.
• For our responsibility towards the environment and ensuring that our activities do not adversely affect it.

VIRPIO SECURITY recognises that it has a responsibility to the environment beyond legal and regulatory requirement. We are committed to reducing our environmental impact and continually improving our performance as an integral part of our business strategy and operation method.

VIRPIO SECURITY is responsible for ensuring that this environmental policy is implemented however, all employees also have a responsibility in their area to ensure that the aim and objectives of this policy are met.

Policy aims and objectives:

We endeavour to:

• Comply with all relevant regulatory requirements by preventing pollution, reducing waste, and ensuring where practicable, that measures are implemented to protect and preserve natural habitats, flora, and fauna. 
• Continually improve and monitor environmental performance by considering the effect that our operations may have on the community – taking actions by giving our operatives basic training to eliminate or reduce, potential environmental impact.
• Increase employee awareness by promoting environmental awareness through social media and electronic literature amongst out staff, and partners.

Reducing energy use – we always encourage our staff and field operatives to turn the office lights off when leaving premises where there is no automatic switch option available.

Reducing water use – checking for dripping taps and pipes where there are no censor-based taps available.

Minimum printing – 90% of our correspondence is electronic and if we need to use paper printing, we always encourage to use double sided paper printing where possible.

Promoting use of non-motorised transport – if possible, we encourage our staff to walk, cycle or share lifts for their commute to work.

VIRPIO SECURITY reviews its environmental policy regularly, in line with the business needs and regulatory requirements, to ensure that the policy is always up to date and consistent.