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KM Furniture Standards

The Environmental Policy

EFM Chesterfield are very conscious of our responsibility to minimise the impact that our activities have on the environment, in respect of our manufacturing processes, our purchasing of raw materials and the day-to-day conduct of our other commercial activities.

All our adhesives, stains and lacquers meet COSHH standards, and we are changing wherever practical to water-based products.  Cardboard packaging collected and returned to our factory is repaired and re-used.  All off-cuts of cardboard and packaging are collected for recycling.  Timber cut-offs and waste are used to heat our factory, via high efficiency wood burning stoves with clean air afterburners.

The environmentally responsible use of timber is a complex issue.  Timber is an inherently renewable resource, and if sensibly used results in minimal pollution.  Timber production can provide a substantial economic boost in needy areas of the world.  As a responsible manufacturer, we have sought to purchase timber only from farmed sources, and ceased using any tropical hardwoods whatsoever in any of our products.

Overall, our policy is guided by two major considerations.  Firstly, all our management are acutely aware of the real dangers to our environment caused by our industrial society, and we feel a moral obligation to play whatever small part we can to improve the current situation.  Secondly, as society as a whole becomes more environmentally conscious it is obviously commercially prudent for us to ensure that our products are sourced and manufactured in a way that will meet with our customers approval.  All our purchasing and operational decisions now take account of both these moral and commercial imperatives, and are under constant ongoing review.

Equal Opportuinities Statement

This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment.

To ensure that this policy is operating effectively (and for no other purpose) the EFM Chesterfield maintain records of employees’ and applicants’ racial origins, gender and disability.

Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.

The company’s long-term aim is that the composition of our workforce should reflect that of the community.  Timetabled targets will be set for groups in the community that are identified as being underrepresented in the workforce.  Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged and/or underrepresented groups to compete for jobs on a genuine basis of equality.

The company’s policy, and the measures to implement it, has been devised on the basis of advice from the relevant bodies as well as in consultation with appropriate union and/or employee representatives.

The Human Resources Manager is responsible for the effective operation of the company’s policy.

Vacancy Advertising

Wherever possible, all vacancies will be advertised simultaneously internally and externally.

Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.

Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, universities, etc, with significant minority group rolls, as well as to minority press/media and organisations.

Selection and Recruitment

Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have received training in equal opportunities.

Wherever possible, women, minorities and disabled persons will be involved in the short listing and interviewing processes.

Reasons for selection and rejection of applicants for vacancies must be recorded.

Positive action – training, promotion and conditions of service.

Underrepresented groups will be encouraged to apply for training and employment opportunities with the company.  Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion.  However, actual recruitment to all jobs will be strictly on merit.

Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.

Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

General

The objectives of this policy are to:

Ensure that the company has access to the widest labour market and secures the best employees for its needs.  

Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of the company and themselves.  

Achieve and ability –based workforce which is in line with the working population mix in the relevant labour market areas.  

The co-operation of all employees is essential for the success of this policy.  However, ultimate responsibility for achieving the policy’s objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with the company.  Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.