1. The Directors have a genuine concern for the environment.
   
2. It makes good business sense. For example, reducing fuel consumption is good for the environment but also reduces the company’s costs.
   
3. Environmental issues are becoming increasingly important. The Government is imposing targets and duties on local authorities to reduce pollution and local authorities in turn are putting pressure on their suppliers to adopt environmentally friendly working practices. Councils are beginning to look more favourably on suppliers who have Environmental Management systems (EMS), than those who don’t. It’s only a question of time before it becomes impossible to gain local authority business without an EMS. As with everything else we do, Alexander’s wants to lead the field.

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Equal Opportunity’s Statement


This company aims to be an equal opportunity employer, and has a policy for this purpose.

The company is committed to an effective policy of equal opportunity in employment and in its treatment of the public and clients in the general performance of its duties. The Company declares its opposition to any form of less favourable treatment whether through direct or indirect discrimination on the grounds of race, creed, colour, age, marital status, disability, gender or sexual orientation.

This policy covers all aspects of employment, from vacancy advertising, selection recruitment, training and promotion to conditions of service. However, actual merit on all aspects of employment will be strictly applied.

For people with disabilities who meet the job requirements and, where necessary, reasonable adjustments to work arrangements will be made.

The cooperation 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.

The company's long-term aim is that the composition of our workforce should reflect that of the community.

Sex Discrimination Act 1975
Race Relations Act 1976
Disability Discrimination Act 1995

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Health and Safety at Work Act 1974

This is the Health and Safety Policy Statement of Alexander’s Head Office.

Alexander’s is committed to complying with all legal requirements of the Health and Safety at Work etc. Act (HASAWA) 1974.

Our statement of general policy is:

• Alexander’s recognises and accepts its responsibility as an employer for ensuring that, as far as possible, every employee has a place to work which is both safe and without risk to health.
  
  
• Alexander’s will take all reasonable steps to ensure the continued and systematic development of health, safety and welfare matters for all staff.
  
  
• Appropriate information, training and supervision will be provided to all staff and others who may be affected by the activities of Alexander’s.
  
  
• This policy will be kept up to date, in accordance with any changes to working environment and will be reviewed on an annual basis or if necessary more frequently in light of experience or organisational changes.
  
  
• The responsibilities and arrangements outlined in the statement specifically relate to the Alexander’s Head Office at Westmead House, Westmead Road, Sutton, Surrey, SM1 4JH

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Complaints Procedure.
Purpose.

• To ensure that all objections and complaints are documented and fully investigated.
• To ensure objections and complaints are resolved speedily and a full and frank explanation of our actions given and to offer recompense where appropriate.
• To detail how objections and complaints are analysed and preventative action applied in order to prevent future objections and complaints.

Definitions
Objection - defined as an expression of dissatisfaction of the legal rights of the company in carrying out its fiduciary functions.

Complaint – defined as an expression of dissatisfaction with procedural errors or unlawful action by the bailiff in carrying out his/her fiduciary functions.

Complaint Management
The General Manager will over see all complaints

Monitoring
Any complaints received will be presented to the senior management for review at the next weekly operations meeting to ensure that complaints are handled correctly in line with company policy.

1. It’s usually best to complain to Alexander's in writing. But if you phone, ask for the name of the person you speak to. Keep a note of this information, with the date and time of your call – and what was said. You may need to refer to this later.
2. Try to stay calm and polite, however angry or upset you are. You're more likely to explain your complaint clearly and effectively if you can stay calm.
3. If possible, start by contacting the person you originally dealt with. If they can’t help, say you want to take matters further. Ask for details of the name or job title of the person who will be handling your complaint.
4. When you write a letter of complaint, write 'complaint' at the top. Set out the facts as clearly as possible and keep your letter short and to the point. Say why you're not happy and what you want the Alexander's to do about it. This will make it easier for the firm to start putting things right.
5. Write down the facts in a logical order and stick to what is relevant. Remember to include our reference number. Put this at the top of your letter.
6. Remember to enclose copies of any relevant documents that you believe back up your case. Keep a copy of any letters between you and Alexander's. You may need to refer to them later.

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