Delivery Policy
DELIVERY PROCESS FOR SMALL ITEMS
- 72 hours prior to delivery, a link will be sent to you allowing you to rebook your delivery to a later date if something has cropped up in additional information which will aid the delivery team.
- The evening before delivery, the driver will issue your 2 hour delivery window via SMS. This message will include a link for you to track your delivery the next day – it will show you what drop number your delivery is and where the vehicle is in relation to your delivery. You are also able to track your delivery at www.drsdelivers.co.uk
- You will be notified 15 minutes before our arrival by text message.
- Your item is booked for a doorstep delivery so the crew will ask for a signature at your front door.
- If there are any issues with your products, our team will take the relevant images and escalate this to the Suppliers Customer Services team via email with a full report. The Suppliers Customer Service team will be in touch with you within 48 hours to provide an update.
- If you find yourself unavailable to be present at point of delivery but you have a neighbour or a safe place you would like us to deliver to, please ensure this is shared with us at point of contact when booking or via email.
FAIR FOR ALL: Equal Opportunities Policy
INTRODUCTION
DRS is committed to equal opportunity and non-discrimination. This policy applies to all employees and contractors. Actions or behaviour that contravene this policy will not be tolerated, and breaches can lead to disciplinary action or termination of contracts. This document outlines our policy, objectives, and complaints procedure to address discrimination or harassment promptly and appropriately.
POLICY STATEMENT
DRS aims to:
- Select, recruit, develop, and promote individuals based solely on job suitability.
- Ensure all applicants and employees receive fair and equal treatment, regardless of sex, marital status, nationality, colour, race, age, national origin, religion, belief, sexual orientation, or disability.
- Provide equal treatment for part-time and fixed-term contract employees.
- Maintain a workplace free from harassment and intimidation.
- Adhere to all existing and new legislative acts ensuring equal treatment.
- Address discrimination and harassment complaints swiftly and effectively, with thorough investigations and necessary remedial action.
LEGISLATION
The Equality Act 2010 covers equality areas: age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy, and maternity. This policy also covers part-time employees under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 and fixed-term workers under the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.
DEFINITIONS
- Direct Discrimination: Treating someone less favourably due to a protected characteristic or their association with someone who has one. This includes part-time or fixed-term contract employees.
- Associative Discrimination: Direct discrimination against someone because they associate with another person with a protected characteristic.
- Perceptive Discrimination: Direct discrimination against someone because others perceive them to have a protected characteristic, regardless of whether they do.
Examples of direct discrimination include:
- Paying a part-time employee a lower rate for the same job as a full-time employee.
- Denying a female employee the opportunity to apply for a promotion available to male colleagues.
Indirect Discrimination: When a condition, rule, policy, or practice disadvantages people with a protected characteristic. This can be justified if it is reasonable for business management.
Examples include:
- Requiring job applicants to be under 30 years old, which could be age discrimination.
- Denying part-time employees access to training provided to full-time employees.
WHAT IS HARASSMENT?
Harassment is unwanted conduct related to a protected characteristic that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. It can involve repeated behaviour or a single incident.
Examples include:
- Suggestive comments or body language.
- Verbal or physical threats.
- Insulting, abusive, or patronising behaviour or comments.
- Offensive gestures, language, or jokes.
- Humiliating, intimidating, demeaning, and/or persistent criticism.
- Open hostility.
- Isolation or exclusion from work or social events.
- Publishing or displaying offensive materials.
- Unwanted physical contact.
VICTIMISATION
Victimisation occurs when someone is treated badly for making or supporting a complaint under the Equality Act, or for being suspected of doing so. Malicious complaints are not protected from victimisation.
DISCRIMINATION OR HARASSMENT PROCEDURE
If you believe you are a victim of discrimination, harassment, or victimisation, report it to the Company promptly, either informally or formally.
Informally: Speak to your Manager or a colleague who can confidentially address your concerns. If the complaint is against your Manager, speak to another senior person. You can also address the person involved directly.
Formally: Use the formal grievance procedure by putting your concerns in writing, including the name of the person involved, the nature of the complaint, dates and times of incidents, names of witnesses, and any action taken to stop the behaviour. The Company will investigate and address the matter thoroughly.
WITNESSING DISCRIMINATION OR HARASSMENT
If you witness discriminatory or harassing behaviour, report it to your Manager or another senior person. The Company will investigate promptly while maintaining confidentiality as practicable.
Employees and contractors are assured that allegations will be dealt with quickly and seriously. Victimisation for making or being involved in a complaint is a disciplinary offence.
Reviewed and authorised by:
Shaun Bullock
Founder and CEO 10/06/2024
Distribution Resourcing Services Ltd