Summaries of our policies and ideals
Blocksil will not tolerate any action (whether internal or external) which encourages, implies, bestows, tolerates or promises an unfair, unlawful, improper or unethical advantage to any individual or organisation, regardless of the type of inducement.
Blocksil will not and does not tolerate the use of child or forced labour.
We will not tolerate the exploitation of children, their engagement in hazardous work or the physical punishment, abuse or involuntary servitude of any worker. For purposes of this position a child is anyone who is less than 16 years old.
We understand the benefits that temporary workplace internships, apprenticeship education programmes and seasonal employment can bring so long as such persons are closely supervised and their morals, safety, health and education are not compromised.
We are committed to working honestly and with integrity by following the law and respecting ecological, legal and ethical principles as well as national and cultural individualities and values. Our guiding principles are based on mutual respect and a sense of responsibility towards our employees, clients, suppliers and partners.
We lead by example, act transparently, are professional at all times and take ownership of what we do and offer.
A full risk assessment has been made at our warehouse to allow staff, suppliers and visitors access whilst maintaining social distancing and providing sufficient cleaning to help prevent the spread of Coronavirus.
It is the responsibility of all our staff to become familiar with our email and internet security management processes and to comply with all the procedures that underpin them.
In turn, Blocksil commits to ensure that our security management systems and processes are efficient, effective and continuously improving to protect our data assets.
Our suppliers and partners are expected to comply with all relevant environmental laws and to be committed to the efficient use of raw materials, energy and other natural resources while minimising waste, emission and noise.
Where possible we will reduce our energy usage and hence our carbon footprint.
We work with our partners to utilise environmentally friendly technology and what waste is produced is removed and disposed of professionally and in accordance with appropriate regulations.
We strive to achieve equal opportunities and equal pay for equal work. We will not to tolerate harassment of any kind, including on the grounds of race, colour, religion, gender, sexual orientation, national origin, age, disability or any other type of behaviour that is hostile, disrespectful, abusive and / or humiliating.
Blocksil will not:
Blocksil recognises the importance of data control. All our computers are encrypted and physically secure. And our payroll and invoicing functions are secure and staff have been suitably trained externally.
We ensure that anyone who no longer wishes to receive correspondence doesn’t.
Blocksil will continue to thrive and grow as a result of us working with our clients, suppliers and staff to innovate and develop new coatings.
As an innovator by profession, we are committed to listening to and understanding new ideas and concepts.
We learn from each other by being professional and open-minded and we are not afraid of failure, as it is viewed as a valuable step on the route to success.
We expect all employees, regardless of seniority or length of service, to conduct themselves in an appropriate manner within the workplace.
Whilst working for us we expect you at all times to maintain professional and responsible standards of conduct. In particular, you must observe the terms of your contract of employment, observe the Company’s policies and procedures, comply with reasonable instructions given by Managers and act at all times in good faith and in the best interests of our business.
Matters that we consider are likely to constitute misconduct include (but are not limited to) being late for work, causing minor damage to our property or refusing to follow reasonable management instructions without good cause.
Gross misconduct is a serious breach of contract and includes behaviour that is so serious in nature that it is likely to prejudice our business or reputation, or damages the working relationship and mutual bond of trust between Blocksil and the employee. If, following a disciplinary hearing, an employee is found to have committed an act of gross misconduct then summary dismissal (that is dismissal without notice or payment in lieu of notice) is likely.
Blocksil recognises that the illegal exploitation of people for personal or commercial gain is unacceptable. We do not and will not work with any person or organisation who engages in any form of exploitation, such as human trafficking, domestic servitude, sexual exploitation, forced marriage, forced criminality, or forced labour.
We are committed to ensuring there is no modern slavery in any of our supply chains or in any part of our business.
Blocksil expects the management and each employee of our suppliers, customers and partners to be responsible for creating and maintaining a workplace culture that is free of harassment and discrimination, respecting all co-workers.
We strive for an accident free, secure and healthy work environment for all our employees, and we expect our suppliers and partners to do the same.
Blocksil expects our suppliers, customers and partners to abide by applicable legislation and regulations on child and adolescent labour, and that they shall strictly refrain from employing children under the minimum working age. We also expect our supplier’s, customer’s and partner’s employees to be engaged on fair working hours, wages and benefits that are consistent with laws and industry standards, including those pertaining to minimum wages, overtime, other elements of compensation and legally mandated benefits.
The primary object of our purchasing policy is always to provide quality products and services in the most cost effective manner in time to meet the client’s requirements. Blocksil recognises the importance of sustainable procurement in relation to the environment and endeavours to procure materials in a responsible manner.
The policy sets out guidelines for staff that are engaged in a purchasing activity in order to ensure compliance with any statutory requirements.
It will ensure that all purchasing is undertaken using the same principles and the most effective use of funds. It also aims to show that quality of service and the ethos of the organisation still has its place alongside ‘best price’ practice in the purchasing of all goods and services.
Blocksil Limited is committed to the quality of its services and supplied products.
We promise to improve where we can and to deal with any complaint promptly and professionally.
Our whole ethos is based around giving honest and accurate advice and guidance. Only through achieving the highest quality can we expect our business to be successful.
As a small company with big ambitions, when the need arises for us to recruit new staff we will always endeavour to seek top talent with innovative ideas to help us grow. Whether a new graduate or an experienced professional, our staff are at the forefront of developing technologies and innovations that will have a positive impact on our customers and will ultimately contribute to a better world.
Blocksil is a member of CHAS (The Contractors Health and Safety Assessment Scheme).
CHAS was created by experienced health and safety professionals in 1997 to improve health and safety standards across the UK.
provide assurance and reassurance, and offer best-in-class services that are easy to use and cost effective.
The aims of CHAS are:
CHAS has more than 900 public and private sector client organisations and 70,000 contractors registered on their database.
We operate a whistleblowing mechanism with supporting processes and staff. This mechanism is available for both employees and third parties, including suppliers and their employees.
People are encouraged to report any concerns of wrongdoing, including human rights violations. All reports are investigated and any appropriate action taken.
Wherever possible we will engage with and encourage work–life programmes such as flexible work schedules and home working. To make this work we will equip our employees with cutting edge IT productivity and communication tools.
The benefits of such inclusive programmes will lead to increased productivity, innovation, quality and profitability, as well as better job satisfaction and commitment.