Policy Statement

At McTaggart Group, we are committed to fostering a culture where everyone feels respected, valued, and included. We believe that equality, diversity and inclusion are essential to our success as a group. The aim is for our workforce to be truly representative of all sections of society and our customers, social responsibility, and for each employee to feel respected and able to give their best. This policy outlines our commitment to promoting equality, preventing discrimination, and ensuring everyone has equal opportunities to succeed.

This policy's purpose is to:

Provide equality, fairness and respect for all in our employment.

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, and ethnic or national origin)
• Religion or beliefs
• Sex
• Sexual orientation

Oppose and avoid all forms of unlawful discrimination. This includes in:

• Pay and benefits
• Terms and conditions of employment
• Dealing with grievances and discipline
• Dismissal
• Redundancy
• Leave for parents
• Requests for flexible working
• Selection for employment, promotion, training or other development opportunities

Eligibility

This policy applies to all employees, contractors, agency workers, and applicants of McTaggart Group. Everyone associated with our company has a role to play in promoting a fair and inclusive work environment. We all have a part to play in promoting equality and diversity.

Procedure

Recruitment and Selection:

• We will ensure that our recruitment processes are fair, transparent, and based solely on
• Individuals will be assessed according to their personal capability to carry out a given
• Assumptions that only certain types of person will be able to perform certain types of work must not be made.

• Job advertisements will be accessible to all and free from
• Selection criteria and procedures will be reviewed regularly to ensure they are non-
• Selection tests will be reviewed regularly to ensure they remain relevant and free from any unjustifiable bias, either in content or in scoring mechanism.

Training, Awareness and Development:

• Mandatory equality, diversity, and inclusion training will be provided via our training provider to all new members of staff during induction and will be available for all existing staff to complete. Refresher training will be rolled out
• Continuous development opportunities will be available to all employees, ensuring that everyone can achieve their
• Additional workshops and seminars will be offered to deepen understanding and commitment to these

Support for Employees:

• We have an open-door policy where employees can discuss any issues or concerns related to equality, diversity, and
• Confidential counselling services are available for employees needing

Monitoring and Evaluation:

We will monitor the effectiveness of this policy through-

• Regular feedback from
• Analysis of recruitment, promotion, and training
• Periodic audits and reviews of our practices and

Reporting and Complaints:

• Any employee who feels they have been subjected to discrimination, harassment, or bullying can report their concerns without fear of retaliation.
• Reports can be made to their direct line manager or Group HR Manager and all complaints will be acknowledged within 5 working days and investigated promptly, with a resolution typically aimed for within 28 days, depending on

Equality and Diversity

• Promote equality of opportunity for all, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.
• Foster an inclusive environment where everyone can contribute to the success of the
• Challenge stereotypes and prevent any form of discrimination or harassment within the

Our Commitments

McTaggart Group commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business
2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities. Please review our Respect at Work Policy for more Such acts will be dealt with as misconduct under McTaggart Group’s dispute resolution and grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Please review our Dispute Resolution and Grievance policy and Disciplinary policy for more information. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. All personal data collected as part of equality monitoring will be handled in line with the Data Protection Act 2018 and UK GDPR, ensuring confidentiality and transparency.

Legal Compliance

We will comply with all relevant legislation, including:

• The Equality Act
• Human Rights Act
• Protection from Harassment Act
• ACAS
• Any other applicable UK employment

Review and Amendments

This policy will be annually reviewed to ensure its continued alignment with UK legislation and the company's objectives. Any amendments to the policy will be communicated to all employees.

Policy Statement

At McTaggart Group, we believe everyone deserves to be treated with dignity, respect, and fairness. We are committed to preventing modern slavery in all its forms within our business and throughout our supply chains. We have zero tolerance approach to modern slavery and human trafficking.

As a responsible company operating in the UK, we have a legal and moral obligation to protect the rights and freedoms of our workers. We will not tolerate any form of modern slavery and expect the same high standards from all those we work with — including employees, suppliers, subcontractors, and other business partners.

This policy outlines our commitment and the steps we take to prevent modern slavery and protect vulnerable workers.

Eligibility

This policy applies to:

• All employees (full-time, part-time, temporary, apprentices, agency workers)
• Subcontractors, consultants, and self-employed contractors
• Suppliers, service providers, and anyone working on our behalf
• Volunteers and work experience placements

It also applies across all sites, projects, offices, and locations operated or managed by McTaggart Group.

Procedure

We’ve put the following procedures in place to reduce the risk of modern slavery within our business and supply chains: Risk Identification

We assess risks based on:

• The nature of the work (e.g. low-skilled, labour-intensive roles)
• The location of suppliers
• Recruitment methods (e.g. use of third-party labour providers)
• Industry risk

Risk assessments are reviewed regularly and especially when engaging new suppliers, starting new projects, or entering unfamiliar markets.

Due Diligence and Supplier Vetting

We conduct appropriate checks before entering contracts and ongoing monitoring This includes:

• Verifying company credentials, accreditations, and labour practices
• Requesting modern slavery statements where required (for suppliers over £36m turnover)
• Requiring all suppliers and subcontractors to confirm they do not tolerate slavery or forced labour, and that they comply with relevant employment laws.
  • Periodic reviews and audits of supplier practices may be conducted to ensure ongoing compliance.

All supplier and subcontractor contracts include clauses allowing us to audit or terminate the agreement if modern slavery is discovered or suspected.

Recruitment

Our recruitment process ensures that all prospective employees are legally entitled to work in the UK before working for McTaggart Group. All employment offers are contingent upon candidates providing proof of relevant Right to Work documentation to ensure we comply with all statutory requirements.

Training and Awareness

We provide training and information to support all staff:

• Understand what modern slavery is and how it can present itself in construction
• Spot warning signs (e.g. workers who appear frightened, withdrawn, unpaid, or controlled)
• Know how to report concerns

Training is provided on induction and refreshed annually. Reporting Modern Slavery

We encourage all employees, workers, and third parties to speak up if they have concerns — even if they’re unsure. You can report concerns to:

• Your line manager or site supervisor
• The HR team
• Crimestoppers (anonymously): 0800 555 111 or the Modern Slavery Helpline: 0800 0121 700

Reports will be taken seriously, investigated sensitively, and handled confidentially where possible. Victim safety and wellbeing are always prioritised. A log of all reported incidents, including investigations and actions taken, will be maintained securely by the HR department.

Response to Incidents

If a suspected case of modern slavery is identified, we will:

• Immediately safeguard the affected individual(s)
• Involve relevant authorities (e.g. police, labour enforcement bodies)
• Work closely with specialist agencies to support victims
• Suspend or terminate relationships with suppliers or contractors found to be in breach

Responsibilities

Company Directors and Senior Managers are responsible for:

• Championing our anti-slavery commitments
• Ensuring this policy is implemented and reviewed
• Approving supplier contracts and risk assessments

HR, Health & Safety and CSR are responsible for:

• Carrying out due diligence
• Ensuring regular policy reviews
• Training staff
• Reviewing reports and investigations

Managers and Supervisors are responsible for:

• Promoting awareness on sites and among teams
• Spotting concerns early
• Supporting affected individuals

All Employees, Volunteers, and Contractors are expected to:

• Familiarise themselves with and adhere to this policy
• Stay alert to signs of abuse or exploitation
• Report concerns promptly
• Participate in relevant training

Equality and Diversity

McTaggart Group promote a culture of fairness and respect. Modern slavery often affects those in vulnerable or marginalised groups, so our wider commitment to equality, inclusion, and anti-discrimination strengthens our stance against exploitation.

Legal Compliance

We operate in full compliance with:

• The Modern Slavery Act 2015
• The Employment Rights Act 1996
• The National Minimum Wage Act 1998
• The Health and Safety at Work Act 1974
• UK immigration laws

Where required, we publish a Modern Slavery Statement annually under section 54 of the Modern Slavery Act, outlining the steps we’re taking.

We also expect our suppliers to comply with all relevant laws and ethical sourcing standards, including the Ethical Trading Initiative (ETI) Base Code.

Review and Amendments

This policy will be annually reviewed to ensure its continued alignment with UK legislation and the company's objectives.

Policy Statement

At McTaggart Group, we are committed to maintaining the highest standards of honesty, integrity, and transparency in our business operations. This Whistleblowing Policy is designed to provide a safe and confidential way for employees and other stakeholders to report concerns about potential wrongdoing or unethical behaviour within our company. By fostering an open and supportive culture, we aim to ensure that everyone feels comfortable speaking up about concerns, knowing they will be heard and addressed appropriately. Your voice matters in maintaining our ethical standards and protecting the integrity of our company.

The aims of this policy are:

• To encourage staff to report suspected wrongdoing as soon as possible, safe in the knowledge that their concerns will be taken seriously and investigated as appropriate, and that their confidentiality will be respected if requested, in so far as possible.
• To provide staff with guidance as to how to raise those concerns.
• To reassure staff that they should be able to raise concerns without fear of reprisals, even if they turn out to be mistaken.

Eligibility

This policy applies to all employees, including full-time, part-time, temporary, and contract staff. Additionally, it covers suppliers, subcontractors, and any other third parties who have a working relationship with McTaggart Group.

Complaints that count as whistleblowing

You’re protected by law if you report any of the following:

• A criminal offence, for example financial fraud.
• Someone’s health and safety is in danger.
• Risk or actual damage to the environment.
• A miscarriage of justice.
• The company is breaking the law, for example does not have the right insurance or certificates.
• You believe someone is covering up wrongdoing.
• Sexual Harassment

Complaints that do not count as whistleblowing

Personal grievances (for example bullying, harassment, discrimination) are not covered by whistleblowing law, unless your particular case is in the public interest. Please see Respect at Work and Dispute Resolution and Grievance policy for more information.

Procedure

Raising a Concern: If you suspect any wrongdoing, unethical behaviour, or breach of regulations, please report it as soon as possible. You can raise your concern verbally or in writing to your immediate supervisor, the HR department, or through our confidential whistleblowing email address whistleblowing@mctaggartconstruction.co.uk.

Information to Provide: When reporting a concern, please provide as much detail as possible, including:

• The nature of the concern.
• Dates and times when the incident occurred.
• Names of those involved.
• Any evidence supporting the concern.

The report(s) must contain sufficient factual information and be sufficiently specific, as opposed to an opinion, in order for it to be investigated as a qualifying concern.

Confidentiality: All reports will be treated in strict confidence. We will make every effort to protect your identity unless required by law to disclose it. As a whistleblower you’re protected by law - you should not be treated unfairly or lose your job because you ‘blow the whistle’. You can raise your concern at any time about an incident that happened in the past, is happening now, or you believe will happen in the near future. We do not encourage staff to make disclosures anonymously, although we will make every effort to investigate anonymous disclosures.

Investigation Process: Upon receiving a report, we will conduct a thorough and impartial investigation.  This may involve:

• Initial assessment to determine the scope of the investigation.
• Interviewing witnesses and collecting evidence.
• Keeping you informed about the progress and outcome of the investigation.
• Ensuring the allegation is investigated as quickly as possible without affecting the depth and quality of the
• Protecting the effective operation of the company to the extent possible in the circumstances of the case.
• Consider whether internal or external auditors, the Police or other relevant third parties need to be involved.

Some concerns may be resolved by agreed action without the need for investigation

Outcome and Follow-Up: After the investigation, a report will be produced on the outcome and appropriate action will be taken if necessary. You will be informed of the outcome, subject to legal constraints, and any corrective measures implemented to address the issue.

If you are dissatisfied with the outcome, you may raise your concern with the Managing Director in writing.

If we conclude that a whistleblower has made false allegations maliciously, the whistleblower will be subject to disciplinary action.

Equality and Diversity

We are committed to ensuring that our Whistleblowing Policy is applied fairly and consistently, regardless of your race, gender, age, disability, sexual orientation, religion, or any other protected characteristic. All concerns will be handled with sensitivity and respect for diversity.

Legal Compliance

Our Whistleblowing Policy complies with the Employment Rights Act 1996 Part IVA, as amended by the Public Interest Disclosure Act 1998 and other relevant legislation. We aim to provide protection to whistleblowers against any form of retaliation or victimisation.

External Disclosures

The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases you should not find it necessary to alert anyone externally. The law recognises that in some circumstances it may be appropriate for you to report your concerns to an external body such as a regulator. It will very rarely if ever be appropriate to alert the media. We strongly encourage you to seek advice internally first before reporting a concern to anyone external. Accordingly, if you do take the matter outside the Company you need to ensure that either no confidential information is disclosed or that there are wholly exceptional circumstances, which the Company would consider, justified the disclosure.

Protection against Retaliation

We strictly prohibit any form of retaliation against individuals who raise concerns in good faith. Any employee found retaliating against a whistleblower will face disciplinary action, which could include dismissal. We encourage everyone to speak up without fear of retaliation.

Review and Amendments

This policy will be reviewed to ensure its continued alignment with UK legislation and the company's objectives.

Policy Statement

What you need to know and how your information will be used

As your employer, McTaggart Group needs to keep and process information about you for normal employment purposes.  The information we hold and process will be used for our management and administrative use only.

We will keep and use it to enable us to run the business and manage our relationship with you effectively, lawfully and appropriately, whilst you are working for us, at the time when your employment ends and after you have left.

This includes using information to enable us to comply with the employment contract, to comply with any legal requirements, pursue the legitimate interest of the Company and protect our legal position in the event of any legal proceedings.

If you do not provide this data, we may be unable in some circumstances to comply with our obligations, the consequences of which may lead to the Company being unable to administer your employment any further.

As a Company involved in Construction activities, we may sometimes require to process your data to pursue our legitimate business interests, for example, to prevent fraud, for administrative purposes or reporting potential crimes.  The nature of our legitimate interests are: Right to Work in the U.K; identification; fraud; and administrative purposes.

We will never process your data where these interests are overridden by your own interests.

Much of the information we hold will have been provided by you, however some may come from other internal sources, such as your Manager, or in some cases, external sources, such as referees’.

The sort of information we hold includes your application form and references, your Contract of Employment and any amendments to it; correspondence with or about you; for example letters to you regarding a pay increase or, at your request, a letter sent to your Mortgage Provider confirming your salary details; information required for payroll; benefits and expenses purposes; contact and emergency contact details; records of holiday, sickness and other absence; information needed for our equal opportunities monitoring policy; and records relating to your career history, such as training records, appraisals, other performance measures and where appropriate, disciplinary and grievance records.

You will, of course, inevitably be referred to in many company documents and records that are produced by you and your colleagues in the course of carrying out your duties and the business of the Company.

You should refer to the Data Protection Policy (AC/D27) which is available on the Intranet or in paper format from Head Office, McTaggart Group, Tod House, 36a Templand Road, Dalry, Ayrshire KA24 5EA.

Where necessary, we may keep information relating to your health, which could include reasons for absence, medication whether prescribed or over the counter, G.P. reports and notes.  This information will be used in order to comply with our health and safety and occupational health obligations – to consider how your health affects your ability to do your job and whether any adjustments to your job might be appropriate.  We will also require this data to administer and manage statutory and company sick pay.

In addition, we also keep records of hours of work by way of our sign in/out books, timesheets and clock cards.

Other than as mentioned below, we will only disclose information about you to third parties if we are legally obliged to do so, or where we need to comply with our contractual duties to you, for instance we may need to pass on certain information.

We do not plan to transfer your personal data outside the European Economic Area (EEA).

Your personal data will be stored for a period of 40 years; Drug and Alcohol tests for 10 years, positive drug test results indefinitely; and medical self-declaration for 5 years.

If in the future we intend to process your personal data for a purpose other than for which it was collected, we will provide you with information on that purpose and any other relevant information.

Your rights

Under the General Data Protection Regulation (GDPR) and The Data Protection Act 2018 (DPA) you have a number of rights with regard to your personal data.  You have the right to request from us access to and rectification or erasure of your personal data, the right to restrict processing, object to processing as well as in certain circumstances, the right to data portability.

If you have provided consent for the processing of your data, you have the right (in certain circumstances) to withdraw that consent at any time which will not affect the lawfulness of the processing before your consent was withdrawn.

You have the right to lodge a complaint to the Information Commissioner’s Office (ICO) if you believe that we have not complied with the requirements of the GDPR or DPA 2018 with regard to your personal data.

If you have any concerns as to how your data is processed or you wish further information, you can contact the Data Protection Officer (DPO) at McTaggart Group.

Review and Amendments

This policy will be reviewed to ensure its continued alignment with UK legislation and the company's objectives.

Health and Safety Policy Statement

McTaggart Group is committed to ensuring the health, safety and welfare of our employees, so far as is reasonably practicable. McTaggart Group also fully accepts our responsibility for visitors to, or others that may carry out works in, our premises and other sites under our control and all those who may be affected by its work activities.

It is McTaggart Group policy to provide and maintain a workplace which is, so far as is reasonably practicable, safe and without risks to the health of its employees, and also to promote standards of best practice in health and safety management during the undertaking of our works.

McTaggart Group will take all necessary steps to ensure that its legal duties (relating to health and safety legislation) are met at all times. Competent people will be appointed to assist McTaggart Group meeting its statutory duties. McTaggart Group recognises the importance of managing health and safety effectively as an integral part of its activities and will, so far as is reasonably practicable;

• Maintain a documented Occupational Health & Safety Management system to comply with the requirements of ISO 45001:2018
• Ensure adequate resources are made available to provide and maintain facilities, plant, equipment, systems and working conditions which are safe and without risk to the health of employees, visitors, contractors and the general public;
• Maintain any workplace under its control in a safe condition and without risks to health, and provide and maintain safe means of access and egress at all times;
• Ensure arrangements are in place for the transport, handling, storage and disposal of substances that may be hazardous to health;
• Take full account of health and safety considerations in project planning and decision making;
• Provide suitable and sufficient, information, instruction, training and supervision to all employees to enable them to carry out their work activities in a safe manner;
• Provide access to training, guidance, awareness and support in relation to their mental health, fatigue and employee wellbeing.
• Provide an open forum for employees representatives to consult and participate with senior management to raise health and safety issues and have them resolved effectively.

Every employee must co-operate with us to enable compliance with all statutory duties.

The successful implementation of this policy requires total commitment from all levels of employee, from the Directors to on-site workforce. Each individual has a legal obligation to take reasonable care for their own health and safety, and for the safety of others who may be affected by their acts or omissions.

All employees are also required to follow all relevant procedures, codes of practice and guidelines and report to management any matter likely to present a danger to health and safety.

The contents of this policy will be made available to all employees, which will include the companies’ organisation and arrangements for health and safety management.

Review and Amendments

To ensure that the companies’ objectives are being achieved and to continuously improve Health & Safety performance, this policy will be reviewed at intervals not exceeding 12 months and revisions made, if required.

Human Rights Policy & Statement

McTaggart Group is committed to developing an organisational culture which implements a policy of support for internationally recognised human rights and seeks to avoid complicity in human rights abuses.

McTaggart Group, seeks to identify, assess and manage human rights impacts within our spheres of influence and activities, in line with the following policy aims:

Employees

To respect the human rights of our employees as established in the International Labour Organisation’s (ILO) Fundamental Principles and Rights at Work, including non-discrimination, prohibition of child and enforced labour, and freedom of association and the right to engage in collective bargaining.

Human rights in the workplace

Our employees are the backbone of our commitment to human rights practice and performance.

Suppliers and Contractors

To establish and maintain appropriate procedures, to evaluate and select major suppliers and contractors based on McTaggart’s human rights and social policies, and to monitor their performance where appropriate.

Local Communities

To respect the cultures, customs and value of the people in the communities in which we work.

To contribute, within the scope of our capabilities, to promote the fulfilment of human rights through improving economic, environmental and social conditions and serve as a positive influence in communities in which we operate.

To seek to have open dialogue with clients’ and participate in community benefit activities.

Society

To participate where appropriate in public affairs in a non-partisan and responsible way to promote internationally recognised human rights.

To promote the realisation of environmental sustainability and development through our core business and through our participation in other activities, where appropriate.

Review and Amendments

This policy will be reviewed to ensure its continued alignment with UK legislation and the company's objectives.

Compliance with Data Protection Regulations

To ensure we are in compliance with Data Protection Regulations, including General Data Protection Regulation (GDPR), the Company has taken various measures to ensure we are meeting all requirements, as follows:

• Data Protection Officer – our management system identifies key responsibilities including details of our Data Protection Officer (DPO)
• Personal Data collected – we do not actively collect or process any personal information other than the details of our employees’. We may also hold some personal data from interactions with prospective and existing customers and systems are in place to manage such data.
• Sensitive Personal Data – we do not collect or hold any sensitive personal data. Should you believe this not to be the case, the DPO should be advised accordingly
• Data retention – data retention is managed and retention periods are documented in our management system manual
• Consent – if any data is to be collected for any purpose other than normal employment purposes, we will obtain your explicit consent and you have the right to withdraw this consent at any time
• Privacy by Design – any new developments, projects or technologies that involve personal data will be reviewed, to ensure privacy by design and a privacy impact assessment completed
• Data Processing/Transfer – personal data is processed and handled in a lawful and transparent manner, with clear communication of what data we hold, why we hold it and how long we will retain it. We will not transfer personal data to any third party except to those approved for the purposes of ongoing personnel and payroll administration
• International Transfer of Data – we do not envisage transferring your personal data outside of the European Economic Area (EEA) or to any international organisation, however if we do, it will only be to comply with our legal or contractual requirements and we will inform data subjects in any event of international transfer
• Data Subject Access – data subjects have the right to access, correct, transfer or request deletion of the personal data we hold about them. Subject Access Requests (SAR) should be directed to our DPO who will respond to all such requests within one (1) month.  We will not charge for responding to such requests
• Data Security – we have measures in place to protect Confidentiality, Integrity and Accessibility of all Company data
• Data Breaches – all data breaches will be reported internally and significant breaches will be reported to the Information Commissioner’s Office (ICO). Affected data subjects will be notified within seventy-two (72) hours of discovery of said breach

Much of the arrangements for management of data, documented information, ongoing checks including internal audits, are all covered by our ISO9001 compliant integrated management system which is available to all staff.

Protection of Personal Data

Care must be taken to ensure all staff comply with Data Protection Regulations.  All staff must ensure personal data is controlled and secure and details are not disclosed to any other person (whether inside or outside the Company) unless authorised to do so.  All staff are made aware of Data Protection and Information Security obligations and are also made aware of this Policy, our Privacy Policy and any other relevant Company Policies.

Failure to comply with any of the requirements of this Policy is a contravention of our Company’s standards of behaviour and is a disciplinary offence, which may result in disciplinary action being taken against you in accordance with our Company’s disciplinary procedure.

Depending on the seriousness of the offence, it may amount to gross misconduct and could result in the employee’s summary dismissal.

Review and Amendments

This policy will be reviewed to ensure its continued alignment with UK legislation and the company's objectives.

Environmental Policy Statement

McTaggart Group was formed in 1946 to provide construction solutions to both private and public sector clients.

McTaggart Group believes that it is in the best interests of its employees, sub-contractors, suppliers, service providers, visitors to sites, clients, and the general public that it exercises control over its environmental aspects and impacts. The Company is committed to:

• Understanding and meeting in full the standards imposed through environmental legislation by maintaining an Environmental Management System accredited to BS EN ISO 14001: 2015 Environmental Management System.
• Reviewing, annually, the Environmental Management System including the policies, objectives and targets at Management Review Meetings to achieve measured continual improvement.
• Working within the framework of environmental procedures and the setting of policies, objectives and targets, which will be documented, implemented and available to all interested parties including the public.
• Preventing pollution by the identification of environmental risks and setting environmental performance standards commensurate with best practice.
• Advise and encourage clients, designers, sub-contractors and suppliers to ensure that sound environmental performance and criteria are taken into account in the design, selection and construction of new sites and the demolition of old.
• Communication of the Company’s commitment to the reduction of its environmental impacts illustrated within its policies by provision of instruction and training at all levels within the company to encourage, motivate and implement Environmental Best Practice.

McTaggart Group will take a proactive and responsible approach to all environmental issues. The company is committed to achieving high operational and environmental management standards on behalf of its clients.

To achieve the necessary high standards of environmental awareness, the Company will:

• encourage greater awareness and understanding and effective management of environmental issues by staff training and example.
• work to enhance the quality of the environment by encouraging its employees to use current knowledge and experience to anticipate environmental problems that could arise from their professional activities.
• promote training and continuing professional development of its employees in the environmental field, to improve their knowledge and understanding of environmental matters and increase their awareness of their role in enhancing their environment.

The overall objective of the Environmental Policy is to promote a company culture which actively commits resources to the management of environmental issues at a corporate and individual level and demonstrate a high standard of commitment to the environment and environmental issues.

Review and Amendments

This policy will be reviewed to ensure its continued alignment with UK legislation and the company's objectives.

Sustainability Policy Statement

McTaggart Group has a significant influence over, and potential impact upon, the economic, environmental and social wellbeing of the communities in which it operates. By recognising, addressing and embracing these issues as a fundamental part of maintaining a sustainable business today, we are committed to meeting our corporate responsibilities for the sake of future generations.

“Sustainable development is development that meets the needs of the present without compromising the ability of future generations to meet their own needs”.

“Our policy is to place sustainability at the forefront of our objectives and will require us to conduct our business in a sustainable way.”

We are committed to:

• The equality, development and wellbeing of our people;
• Being supportive and respectful to the communities where we work;
• Promoting continuous environmental improvements;
• Reducing the energy we use and minimising carbon emissions;
• Reducing waste and maximising recycling;
• Good customer relations management;
• Supporting the use of local labour, where feasible;
• Providing the opportunity of practical training for people wishing to pursue a career in construction;
• Embracing a variety of construction training initiatives including onsite training for locally sourced labour, work placement for trainees and in house management training;
• Becoming involved with community projects wherever possible by contributing time, money or resources to local projects or events;
• Procuring services and materials through sustainable sources;
• Measuring sustainability performance, setting new targets and continuously improving.

We actively encourage all our employees and supply chain partners to embrace and meet their individual responsibilities and recognise that our short and long term economic development can and should be achieved only through a responsible approach to social, environmental and ethical issues.

The company undertakes to embrace the principles of sustainability as it goes about its day to day business.

Review and Amendments

This policy will be reviewed to ensure its continued alignment with UK legislation and the company's objectives.