The Deveron, Bogie, Isla Trust
Click on this link to see short video introducing the Trust works
This Trust was approved in September 2001. Registration number: SC 032131
The Trust's objectives are:
- To conserve, protect and rehabilitate salmon, sea-trout and trout and other indigenous wildlife and to promote the ecological cycle within the Deveron catchment area.
- To raise people's awareness of conservation and protected areas by commissioning research and publishing the results for the public's benefit.
The Trust is a charity, maintained in part by donations, and your contribution is welcomed. Click here to go to our 'Donations' page.
The DBI Trust Equal Employment and Non-Discrimination Policies
The Trust aims to be an equal opportunities employer and undertakes to apply objective criteria to assess merit. It aims to ensure that no job applicant, employee or worker receives less favourable treatment on the grounds of race, colour, national or ethnic origins, sex, marital status, sexuality, disability, membership or non-membership of trade union, “spent convictions” of ex-offenders, class, age, political or religious belief.
Selection criteria and procedure will be reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.
All employees will be given equal opportunity and where appropriate and possible, special training to enable them to progress within the Trust. The Trust is committed to a programme of action to make this policy effective, to minimise the possibility of discrimination and find means of combating it whenever it arises.
Definitions
Direct Discrimination occurs when a person is treated less favourable then others in similar circumstances on the grounds of race, colour, national or ethnic origins, sex, marital status, sexuality, disability, membership or non-membership of trade union, “spent convictions” of ex-offenders, class, age, political or religious belief.
Indirect Discrimination occurs when a condition or requirement is imposed which adversely affects one particular group considerably more than another and cannot be strictly justified in terms of requirements for performing the job.
Harassment is defined as unwanted, unreciprocated and/or uninvited comments, looks, actions, suggestions or physical contact that is found objectionable and offensive and that might threaten an employee’s job security or create an intimidating working environment. Harassment is particularly liable to occur as part of sexual or racial discrimination.
The DBI Trust’s Responsibility as an Employer
In order for the Equal Opportunities Policy to be fully effective, the responsibility for ensuring that its terms are adhered to will lie with the Trustees. It is, however, the responsibility of each Manager and all other supervisory staff to actively promote equality of opportunity within their own programmes and spheres of responsibility. It should not be overlooked that harassment can take many forms, e.g. age, religion, skin colour, sexual preference, disability – even dialect or accent – can all form the basis of unwanted aggression and attention. Victimisation in the widest sense of the word is also a form of harassment and those exposed to or subject to such action need protection.
The Trust will inform its employees of their responsibilities and opportunities under the Equal Rights Legislation; will make sure that the Trust’s Equal Opportunities Policy is known to all staff and applicants.
The Trust will take disciplinary action against employees who are found to infringe its Equal Opportunities Policy.
What the Trust expects from its Employees
While the main responsibility for providing equal opportunities lies with the Trust, individual employees at all levels have responsibilities too. Eradicating discrimination depends on everyone’s collaboration.
Employees should not harass, abuse or intimidate other employees on any grounds.
Employees should co-operate with measures introduced by the Trust to make sure there is equal opportunity and non-discrimination. Employees must not victimise individuals on the grounds that they have made complaints or provided information about discrimination or harassment.
Harassment
The Trust declares itself opposed to harassment in any form. The experience of harassment is acknowledged as a valid ground for a person making complaints under the Grievance Procedure.
DISCIPLINARY PROCEDURE
Other than for gross misconduct, any disciplinary action taken will be based on the following procedure:
1st Occasion 2nd Occasion 3rd Occasion 4th Occasion
Verbal Written Final Written Dismissal
Warning Warning Warning
A verbal warning will remain on your record for a period of 6 months and any written warning will normally remain for a period of 12 months.
Notes
The disciplinary and grievance procedures are non-contractual and do not form part of your contract of employment. Any statutory rights will apply.
The right is reserved to enter the disciplinary procedure at any stage depending on the circumstances and severity of the offence.
You may be suspended on full pay normally for up to 5 working days for the purpose of carrying out investigations into any alleged offence.
Suspension from work without pay for up to 5 working days may be considered as an alternative to dismissal.
The right is reserved, in appropriate cases, to implement a demotion as an alternative to more serious disciplinary action. If demotion is chosen the rate of pay and other terms that apply will be those that are appropriate to the new position occupied.
If dismissed for Gross Misconduct you have no right to any period of notice or to receive payment for any outstanding contractual accrued holidays and your statutory entitlement only will apply.
At all stages of the Disciplinary and Appeal Procedures you have the right to be accompanied by a fellow employee of your choice, an official employed by a trade union or any official of a trade union who is certified as a worker’s companion at disciplinary or grievance hearings.
The operation of the Disciplinary Procedure is based on the minimum level of authority. Managers are authorised to issue formal warnings and any Director or Company Secretary may issue formal warnings up to and including dismissal.
DISCIPLINARY APPEAL PROCEDURE
The Disciplinary Rules and Procedures incorporate your right to lodge an appeal in respect of any formal disciplinary action taken against you.
If you wish to exercise this right, you should apply in writing to the Company within two working days of the decision you are complaining against, stating the grounds of your appeal.
The Disciplinary Appeal hearing will be heard by the Managing Director, and wherever possible within 5 working days of your appeal. You will retain the right to be accompanied and you will be given a full opportunity to state your case.
The result of the appeal will be made known to you in writing usually within 5 working days of the hearing.
GRIEVANCE PROCEDURE
It is important that if you feel dissatisfied with any matter relating to your existing conditions of employment, or any other contractual matter, you have an immediate means by which such a grievance can be aired and resolved.
If you have such a grievance during the course of your employment you should:
1. Raise the grievance in writing with your immediate Manager, explaining fully the nature of your grievance. If you wish a work colleague may be present to help you to explain the situation more clearly. Alternatively, you may be accompanied by an official employed by a trade union or an official of a trade union who is certified as a worker’s companion at disciplinary or grievance hearings.
2. Agree a further time at which the matter will be discussed if no resolution of the problem is initially possible.
3. If you are not satisfied with the outcome you have the right of appeal and to raise your grievance further with the Managing Director. A hearing will be organised normally within 5 working days. This decision is final and will be confirmed to you in writing within 5 days of the hearing, giving the reasons for the decision. Again you have the right to be accompanied at this meeting by either a work colleague or a union official.
NB. Whilst a grievance is being dealt with you should continue normal working and carry out all reasonable management instructions.
The Trust will not condone harassment of any employee within the Trust whether these acts are committed by members of the public or by colleagues. Nor will the Trust condone any acts of harassment by employees against members of the public.
Individuals suspected of harassment will be liable to disciplinary action which may lead to dismissal.
2008 Trust Accounts
Our year end is 31st March.You can download the latest 2007/8 financial statement by downloading a .pdf file. Alternatively, if you would like to purchase a copy this is available from Robin Vasey (01466 711388)for a charge of £5.00.