Page 34 - Visage Hair Employee Handbook.REV.1

Special responsibility for the practical application of the Company's equal opportunities policy falls
upon Company Directors, managers and managers and those individuals involved in the recruitment,
selection, promotion and training of employees, and/or conducting the Company's grievance and
disciplinary procedures. These special responsibilities give rise to training needs for which provision
will be made.

3.5.5 Disabilities
The requirements of job applicants and existing members of staff who have a disability will be
reviewed to ensure that whatever possible reasonable adjustments are made to enable them to
perform as well as possible during the recruitment process and while employed by the Company.
Opportunities for promotion, access to benefits and facilities of employment will not be unreasonably
limited and all reasonable adjustments will be made. All reasonable measures will be taken to ensure
that disabled staffs are given the opportunity to participate fully in the workplace, in training and
career development opportunities.

3.5.6 Harassment
The Company will take all possible reasonable measures to ensure that employees, contractors,
suppliers and customers are not subjected to harassment on any grounds.

3.5.7 Responsibilities
The Company will ensure that all its policies and procedures are kept regularly under review to ensure
that they operate within this equality policy. Company Directors have particular responsibility for the
implementation of this policy, but all employees are required to ensure that the policy is maintained
and implemented. Any employee who fails to observe the principles of this policy will be subject to
the Company's disciplinary policy. Serious breaches of this policy, including sexual or racial
harassment, may result in the summary dismissal of the perpetrator.

3.5.8 Complaints
In the first instance, if you have any complaints relating to equality you might prefer to raise the matter
informally, either directly with the individual concerned, or with a MANAGER or with another member
of management. Alternatively, or if your complaint has not been resolved informally, your complaint
should be reported formally in writing to a MANAGER or another member of management who will
investigate the matter in accordance with the Company's grievance procedure. Complaints of
harassment should be dealt with in accordance with the Company's separate harassment policy.

3.6 PROFESSIONAL CONDUCT

We have a clear expectation that whilst you are employed by the Company, you will not engage in any
activity that might compromise our reputation in any way. You are expected to deal with all our
customers, clients and fellow employees in a courteous and professional manner at all times.

3.6.1 COMPANY Code of Conduct

The following outlines the expectations and requirements the employer places on its employees. For
their part, the employer will treat all employees with courtesy and respect.

Employees shall:
• Recognise at all times that they represent the client and should do so in a calm, courteous and
transparent manner.

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