Environmental Policy, Health and Safety Policy, Equal Opportunities Policy

Environmental Policy

We at Morris and Alexander Ltd believe we have a responsibility to present and future generations to protect and nurture our environment for their enjoyment and use.

We consider the protection of the environment a fundamental, principle part of our business practices and strive to implement practices and procedures which encompass our commitment as follows.

• To comply with all relevant environmental legislation, regulations and approved codes of practice;
• To protect the environment by striving to minimize, or eliminate where possible, our contribution to pollution of land, air, and water;
• To encourage the efficient use of materials and resources by keeping wastage to a minimum;
• To use only raw materials that can be recycled on disposal of product;
• To use recycled materials for our product packaging;
• To promote the re-use of our products by different individuals by informing our customers that all of our product range can be sterilised at high temperatures;
• To manage and dispose of all waste in a responsible manner; recycling all materials where possible;
• To provide ongoing training for our staff so that we all work in accordance with this policy and within an environmentally aware culture;
• To develop our management processes to ensure that environmental factors are considered during planning and implementation;
• To monitor and continuously improve our environmental performance and communicate our performance to our employees and shareholders;

The policy statement will be regularly reviewed and update as necessary. The management team endorses these policy statements and is fully committed to their implementation.

Mr. Philip Nixon
Managing Director

Dated: January 31st, 2006

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Health and Safety Policy

It is the policy of Morris and Alexander Ltd to develop a positive health and safety culture throughout the company because we believe that high health and safety standards are a pre-requisite in the pursuit of company efficiency and competitiveness.
To achieve this the Company will progressively identify all workplace hazards and take appropriate measures to eliminate or control risks to employees and others affected by our operations by applying positive control standards and provision of information, training and supervision as needed.
Employees are reminded that they have a duty to ensure that the Company's Health and Safety Policy is observed and in particular they are required:-

• to take reasonable care for their own health and safety at work and of those who may be affected their actions, or by their omissions.
• to co-operate with their employer to ensure that any duty, or requirement, for health and safety imposed upon their employer by law is performed or complied with.
• not to intentionally, or recklessly, interfere with or misuse anything provided in the interests of health, safety or welfare.
• to report to supervisory staff hazardous conditions or defects in the company safety arrangements.

The company recognises that it has the ultimate legal responsibility for health and safety. Accordingly the Managing Director accepts overall responsibility for policy formulation and implementation. In turn, all levels of management and all supervisors are responsible for carrying out those health and safety duties placed on them.The Managing Director will ensure that the safety plan includes sufficient resources for the successful implementation of the Health and Safety Management Policy.

Where appropriate, the monitoring and review of the Company's Health and Safety Management Policy will be carried out by the Health and Safety Management Committee under the direction of the director responsible for health and safety within the Group who will be appointed from time to time by the Managing Director.

Development of the Health and Safety Management Policy will be conducted through the normal business meetings where health and safety will be given standing equal to other activities of the business.
The company will appoint a number of competent persons to assist the company directors implement this policy. The Safety Officer's role is to provide independent and authoritative advice to managers with individual responsibilities for health and safety.

Mr. Philip Nixon
Managing Director

Dated: January 31st, 2006

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Equal Opportunities Policy

1 INTRODUCTION

Morris and Alexander Ltd is committed to a comprehensive policy of equal opportunities in employment in which individuals are selected and treated on the basis of their relevant merits and abilities without regard to race, religion, colour, sex, age, national origin, disability or sexual orientation, and are given equal opportunities within the company. The aim of this policy is to ensure that no job applicant or employee receives less favourable treatment on grounds not relevant to good employment practice.

2 POLICY STATEMENT

2.1 The policy and practice of the company require that all employees are afforded equal opportunities within employment and that entry into employment with the company and progression within employment will be determined only by personal merit and the application of criteria which are related to the duties of each particular position. In all cases, ability to perform the job will be the primary consideration.

2.2 All employees have a duty to co-operate to ensure that this policy is effective to ensure equal opportunities and to prevent discrimination. Employees must not harass or intimidate other employees on the grounds of race or sex, disability or sexual orientation and must not victimise or retaliate against employees who make such allegations. Disciplinary action will be taken against any employee who breaches this policy and serious breaches will be treated as gross misconduct.

3 CODE OF PRACTICE

The company welcomes diversity amongst its employees and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual's abilities and qualifications. The recruitment process must result in the selection of the most suitable person for the job with regard to experience and qualifications. As an employer committed to the principle of equality of opportunity, the company will adhere to the following procedure for recruiting and selecting individuals for all positions:

3.1 SELECTION CRITERIA

The selection process will be carried out consistently for all jobs at all levels. Selection criteria for all positions will be clearly defined and reflected in the further particulars sent to applicants, which will also include details of the company's commitment to equality of opportunity. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular marital status or sexual orientation, persons of a particular racial group, or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done.

3.2 ADVERTISING

Job advertisements will be widely publicised so as to encourage applications from all suitably qualified and experienced people. In order to attract applications from all sections of the community, the company will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender or racial group, and should avoid prescribing requirements as to marital status or requirements which would exclude a particular gender or racial group. All job advertisements placed on behalf of the company will state the company's commitment to equality of opportunity.

3.3 SELECTION METHODS

The selection process will be carried out consistently for all jobs at all levels. All those handling applications and conducting interviews must be aware of the principles of the Sex Discrimination Act, the Race Relations Act, the Disability Discrimination Act, and other relevant legislation. The selection of new employees will be based on job requirements and the individual's suitability and ability to do the job, and information sought from candidates will relate only to the qualifications for or requirements of the job.

3.4 INTERVIEWS

The staff responsible for short listing, interviewing and making or recommending an appointment will be clearly informed of the selection criteria and the need for consistency. Wherever possible, at least two people will interview applicants and all questions will relate to the selection criteria. No questions will be based on assumptions about roles in the home and the family, or the assumed suitability of different ethnic groups for the post in question. Where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this will be discussed objectively and will be asked equally of all candidates. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to enable candidates to compete on an equal basis.

4 TRAINING

To help meet the objectives of this policy the company will provide training that:

4.1 increases awareness of the prevalence of and harmfulness of discrimination and prejudice on the grounds of race and sex, and the needs and abilities of people with disabilities or other disadvantages;

4.2 examines the nature of discrimination, both direct and indirect, and the ways in which it can occur and can be prevented;

4.3 assists managers and employees to behave in ways that are non-discriminatory; and

4.4 explains the operations of and access to grievance and disciplinary procedures.

5 PROMOTION

When considering candidates for promotion, care will be taken to consider those from all races and both sexes, where general ability and experience are the main requirements.

6 GRIEVANCE PROCEDURES

All allegations of sex or racial discrimination or discrimination on the grounds of disability or sexual orientation will be dealt with seriously and confidentially.

7 RECORD KEEPING

Details of candidates and of selection decisions (including the rationale for selection or rejection) will be kept for at least six months after an appointment has been made, in case they are required as evidence by an employment tribunal or for other proceedings. The company will keep records of the sex, ethnicity, and any disability of its employees and of all candidates and of those shortlisted and appointed. Records may be used to determine whether members of one sex or persons of a certain racial group or those with a disability do not apply for employment, or apply in smaller numbers than might be expected, or are shortlisted or appointed in a lower proportion than their application rate, or are concentrated in certain jobs. The company will investigate the practicalities of monitoring progression within employment, including access to training and development, promotion and grading.

8 REVIEW OF RECRUITMENT PRACTICE

Recruitment procedures and practices will be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful discrimination.

Mr Philip Nixon
Managing Director

Dated: 15th March, 2006

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