Equal Opportunities 2010
Equal Opportunities Policy

Remco Systems Ltd aims to be an equal opportunity employer, and has a policy for this purpose.  In achieving this Philtech ensures that no job applicant or employee receives less favourable treatment on the grounds of his or her Race, Ethnic Origin, Nationality, Sex, Marital Status, Sexual Orientation, Religion, Belief or Disability.  Also that no applicant or employee is placed at any disadvantage on these grounds that are not justifiable in Law under the relevant legislation.
If an employee feels or considers themselves disadvantaged because of their Race, Ethnic Origin, Nationality, Sex, Marital Status, Sexual Orientation, Religion, Belief or Disability then the matter must be reported immediately to a Manager or Director where the issue can be investigated and resolved.
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.
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, women, minorities and disabled persons will be involved in the short listing and interviewing processes.
Personnel Records
In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees' and job applicants' gender, racial origins and disability.
Remco does not and will not tolerate any racist, sexist or disability harassment and anyone found to be acting in such a way will face disciplinary action that could include dismissal.  Everyone has a duty to report any such behavior to any member of Management.  We actively promote non-discriminatory behavior and do not tolerate any behaviors contrary to the Sex, Race, and Disability Discrimination legislation.
Chief Executive
April 2010