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WV Howe's Policies

Our principle activity is the supply of catering equipment to the Public Sector and related markets. The main products supplied are generally referred to as light catering equipment.

 

Health & Safety

We recognise that the health and safety of employees, and others who may be affected by our operations, is of primary importance in the successful conduct of our business.

 

It is our policy that:

  1. Adequate resources are assigned to ensure the proper provision of Health and Safety at work and compliance with the provisions of the Health & Safety at Work Act 1974.
  2. Plant and work equipment is provided and maintained in a safe condition and without risk to health and that systems of work which are safe and without risk to health are established and followed.
  3. Arrangements are made and complied with for the safe use, handling, storage and transport of articles and substances for use at work.
  4. Employees are provided with such information, instruction, training and supervision as is necessary to secure their safety and health at work and the safety of others that may be affected by their actions.
  5. Where appropriate health surveillance will be provided for employees.
  6. Employees' place of work is safe and provided with adequate means of access, and the working environment is safe and without risks to health.
  7. Arrangements are in place for effective employee consultation regarding health, safety and welfare matters.
  8. Monitoring activities are undertaken to maintain agreed standards and that steps are taken to reduce the incidence rate of days lost from work related injury and ill health.
  9. Competent assistance is provided to assist in applying the provisions of health and safety law.
  10. Updating and Amendment: This policy is a “working” document and may be subject to amendment from time to time to allow for alterations in working practices and the requirements of new legislation, code of practice etc.
  11. This document will be supplied to any new employee on commencement of employment. Subsequent updated versions will be supplied to all employees if and when any amendments take place. This policy is also displayed on all employee notice boards and will be published on our website during the course of this year.
  12. The policy document and the way in which it operates will be reviewed regularly.

 

Waste Management & Environmental Policy

The following statements of principles and intentions comprise the Waste Management and Environmental Policy of W. V. Howe Ltd, which applies to all activities.

 

Principles:

  • We are committed to delivering service in the areas of the stock holding the Supply of Catering Equipment to the Public Sector and Related Markets.
  • We recognise that our activities result in both direct and indirect impacts on the environment.
  • We are committed to minimising the impact of our operations on the environment by means of a programme of pollution prevention and continuous improvement in environmental performance.

 

Intentions

  • To comply with all relevant environmental legislation and regulations, and with all other codes of practice and industrial standards to which we subscribe.
  • To implement industry waste management and environmental best practice where applicable.
  • To set waste management and environmental objectives and targets, and to implement an action plan, addressing those aspects of our activities that have significant environmental impacts.
  • To minimise the amount of wastes we dispose of, seek to recover through re-use or recycling as much as is economically practicable and ensure that the remainder is disposed of properly.
  • To minimise the use of energy, water and other materials through monitoring and increasing the efficiency of use.
  • To communicate to our employees, customers and suppliers our policy and achievements in improving our waste management and environmental performance. To ensure that all employees are aware of their individual responsibilities for acting in accordance with the policy.
  • To review periodically our objectives, targets, action plans and overall environmental performance.

 

Equal Opportunities

We comply with the Sex Discrimination Act 1975 (as amended by the Sex Discrimination Act 1986), Race Relations Act 1976 as amended by the Race Relations (Amendment) Act 2000, The Race Relations Act (Amendment) Regulations 2003, The Race Relations Code of Practice for the elimination of racial discrimination and the promotion of equality of opportunity in employment, as approved by Parliament in 1983, The Disability Discrimination Act 1995 and the Equal Pay Act 1970, Employment Equality (Religion or Belief) (Amendment) Regulations 2003, The Equal Pay Act 1970 (Amendment) Regulations 2003, Employment Equality (Sexual Orientation) Regulations 2003.

 

It is our policy as an equal opportunities employer to comply with our statutory obligations under the above Acts and, accordingly, our practice is not to treat one group of people less favourably than others because of their sex, colour, creed, race, nationality, ethnic origin, marital status or disability when deciding to recruit, train or promote employees. We advertise all employment opportunities whether through local press advertisements and/or via local job centres to try to ensure that our workforce is diverse and representative of the local community and monitor the responses to ensure that we are reaching all sections of the community. We ensure that staff are treated equitably in all areas of employment including career development, pay, training and promotion. All staff are required to ensure fairness towards colleagues, customers and members of the public in carrying out their duties. All employees should help to promote the Policy in the workplace in all aspects of service delivery and to work towards the elimination of discrimination. All staff have a duty to report any instances of discrimination to their manager at the earliest opportunity so that appropriate action can be taken to remedy the situation. Any instances of victimisation, harassment or discrimination of any kind would be dealt with by disciplinary action.

 

Overall responsibility for overseeing implementation of this Policy and monitoring it’s progress is with the company’s Sales Director; John Hill.

 

Regular reviews of the Policy will take place and to ensure that it is consistent with current legislation and codes of practice. Amendments will be made as and when required.

 

This Policy is made freely available to all members of staff.