Who we are
Foremost, company number 04215013, has a registered office address at 51 Clarendon Road, Watford, England, WD17 1HP.
Collection of Personal Information
Foremost endeavour to collect and use your personal information only with your knowledge and consent. The use of this information is typically done when you make customer enquiries, register and request product information, place an order, use Foremost’ services, submit a job application or when you respond to communications from us.
The personal information that we typically collect includes your name, business and email address, telephone and fax numbers, and any other relevant information that is required and collected via requests or registrations (nature of enquiry/problem).
Once we obtain your data, it is processed and recorded on secure databases, which are only accessible by authorised Foremost personnel.
Use of Information
Foremost may use your information to process orders; deliver services, products or information; responding to complaints or account enquiries. We may also undertake analysis based on past requests or your use of our services and products via post, telephone and other electronic means such as email and on the Foremost website (subject always to any preferences expressed by you).
Retention of Personal Information
Personal data is not typically kept for longer than is necessary for the purpose for which it was collected, though this is subject to meeting legal and business data archival requirements.
Disclosure of Information
Foremost does not rent, sell, trade or otherwise share your information with any third-party organisations. We may disclose information about you:-
- to 3rd party companies supplying services to you on behalf of Foremost;
We may release information when Foremost believes, in good faith, that such release is legitimately necessary to:-
(a) enforce or apply the terms of any of our user agreements or
(b) protect the rights, property or safety of Foremost our visitors, or others.
Foremost may also be obliged to disclose your personal information to meet any legal or regulatory requirements or obligations in accordance with any applicable law.
We are committed to ensuring that your information is secure. In order to prevent unauthorised access or disclosure, we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect and hold. We also make sure that any third parties that we deal with keep all personal data they process on our behalf secure.
We do not collect or store credit card details and cannot process payment by credit card.
You have the rights to request access, correct and update your information, or request deletion. You may also object to the processing of your information, ask us to restrict the processing of your information, or request the portability of your information to another organisation.
You may withdraw your consent at any time. Withdrawing your consent will not affect the lawfulness of any processing that we conducted prior to your withdrawal, nor will it affect processing of your information conducted in reliance on lawful processing grounds other than consent.
You may complain to a data protection authority about our collection and use of your information. For more information, please contact your local data protection authority. Contact details for data protection authorities in the European Union are available.
It is the policy of Foremost Tree Surgeons Ltd to implement and maintain an effective environmental management system that meets the requirements of ISO 14001. We take seriously our responsibility for environmental stewardship and believe that as a leading arboricultural company we should play a constructive role in helping to address the challenges facing the environment. This statement applies to our scope “All Arboricultural operations (eg highways, housing, parks) and Fencing together with tree surveying, tree planting, consultancy and maintenance along with the management of our contracts and projects”.
Foremost Tree Surgeons Ltd recognises that a healthy environment is essential for the good of society, people and our business. We feel that diverse, healthy natural resources (eg fresh water, oceans, air, forests, grasslands etc) are an important component of social and sustainable economic development. Consequently a vigorous and diverse tree population is vital to both water and air quality and to help regulate the climate. The wildlife habitat value of trees is immeasurable and irreplaceable, and a major challenge for today’s society is to manage human demands on land, soil and vegetation without adversely affecting the ecosystem.
We have defined our Environmental Policy to ensure it is appropriate to the nature, scale and environmental impacts of our activities, products and services.
We are committed to:-
Complying with all applicable legal requirements and with other requirements to which we subscribe which relates to environmental aspects.
Continual improvement and prevention of pollution.
Promoting environmental principles throughout the supply chain.
Maintaining open communication links within the company, its customers and the general public with regard to environmental issues concerning our
operations.- Recycling all of our reusable wood.
Ensuring efficient use of energy, water and other natural resources.
Operating our business in the most environmentally beneficial way.
This policy is fully endorsed by the Directors who shall ensure it is communicated to and understood by all employees. This policy will be reviewed at least annually to ensure it remains relevant to the business needs and objectives.
Health and Safety Policy Statement
This statement relates to the combined Health and Safety Policy of Foremost Tree Surgeons Ltd and applies in respect to any person to whom the company owes a duty of care.
Foremost Tree Surgeons Ltd recognises, and fully accepts, its statutory and moral responsibilities to provide the highest standard of health, safety and welfare protection for its staff and other people affected by our work in or about the premises and sites for which we have arboricultural and associated activity responsibility.
Foremost Tree Surgeons Ltd is dedicated to:
- Achieving a working environment which is as far as reasonably practicable free of work-related accidents and occupational ill health
- Providing necessary training and instruction to our employees so that they are able to undertake tasks in a safe and responsible manner
- Ensuring the safety of the general public who use, or have access to, premises or sites under our control
Ensuring that the way in which we develop our enterprise contributes to the well-being of society at large
Responsibility of employees:
- Follow the training you have received when using any work equipment provided by the company.
- Adopt and maintain safe working practices confirmed in the Health and Safety Procedures Manual.
- Ensure you use the PPE you are provided with at all times
- Maintain PPE in good condition and report defects immediately toManagement where arrangements will be made to replace if necessary
- Take reasonable care of your own and other people’s health and safety
- Co-operate with your employer on health and safety
Inform your employer, supervisor, or health and safety representative if you believe your work is putting anyone’s health and safety at risk orinadequate precautions are putting anyone’s safety at risk
In order to achieve these aims we shall:
- Comply with the Health and Safety at Work etc Act (1974) , statutory Regulations and Industry Codes of Practice applicable to our company activities
- Co-operate actively with Local Authorities, statutory & regulatory bodies in the interests of public safety
- Establish procedures for the identification and control of risk
- Identify hazards in the workplace, assessing the risks related to them
- Implement and maintain safe working procedures in order to prevent accidents, incidents and occupational ill health
- Provide and maintain safe work equipment
- Appoint personnel with the skills, abilities, experience and competenceappropriate to their role and level of responsibility
- Ensure technical competence and safety awareness is maintained through training and personnel development
- Promote awareness of health & safety and good practice through the provision of information and effective communication
- Provide sufficient resources for the effective management of health and safety
- Monitor the performance of approved sub-contractors to ensure that they are complying with our Health and Safety policies and procedures
- Set and monitor specific objectives to enable continual improvement and ensure the effectiveness of our Health and Safety Management systemResponsibilities for maintaining Foremost Tree Surgeons Ltd Health and Safety Policy, and specific arrangements for health and safety management are setout in the company’s Health and Safety Procedures Manual.All employees are required to co-operate with the Company to achieve a healthy and safe workplace and to work with care and attention to protect their own safety and that of others.All employees are encouraged to contribute to a health and safe working environment, and neglect of any responsibilities in maintaining the company’sHealth and Safety Policy will be deemed to be misconduct and dealt with inaccordance with the company’s disciplinary procedures. This policy is communicated at induction and after any revision via tool box talks. The policy is also displayed throughout the Company premises and also in our team packs.As an essential part of the company’s integrated management system, this policy will be reviewed on an annual basis to ensure effectiveness.
PY.29 Child Labour, Forced Labour and Human Trafficking Policy
- PurposeThe purpose of this policy is to establish controls to ensure compliance and protection ofchildren’s rights with all applicable anti-Child labour regulations, forced labour and human trafficking and to ensure Foremost Tree Surgeons and its supply chain conduct business in a socially responsible and ethical manner.
- DefinitionsWhat is Child Labour?
For the purposes of this policy:-
“Child” – means a person less than 15 years of age;
“Child Labour” – means Worst Form of Child Labour as defined by ILO Convention 1999 (No. 182) and Minimum Age of Admission to Employment as defined by ILO Convention 1973 (No. 138).
“Worst Forms of Child Labour” means:
(a) all forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage, serfdom and forced or compulsory labour, including forced or compulsory recruitment of children for use in armed conflict; (b) the use ,procuring or offering of a child for prostitution, for the production of pornography or for pornographic performances;
(c) the use, procuring or offering of a child for illicit activities, in particular for the production and trafficking of drugs;
(d) work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of children.
Definitions from a) to c) above are referred to as unconditional worst forms of child labour, and definition d) above refers to hazardous labour.
All countries that ratify ILO Convention (No. 182) are required to generate a Hazardous Labour List that specifically identifies hazardous child labour
“Minimum Age of Admission to Employment” means
a) not less than the age of completion of compulsory schooling and will not less than 15 years.
b) light work is permissible for children and could include work that is not likely to be harmful to their health or development and not such as to prejudice their attendance at school, their participation in vocational orientation or training programmes.
In short, child labour means any work involving a child that is mentally, physically, socially or morally dangerous and harmful to children, prevents him or her from attending school or concentrating at school, or negatively impacts on the health, social, cultural, psychological, moral, religious and related dimensions of the child’s upbringing;
What is Forced Labour?
The ILO defines forced labour as work or service exacted from a person under threat or penalty, which includes penal sanctions and the loss of rights and privileges, where the person has not offered him or herself voluntarily. It includes slavery and abduction, misuse of public and prison works, forced recruitment, debt bondage and domestic workers under forced labour situations, and internal or international trafficking.
Forced or compulsory labour is now almost universally banned, and two ILO Conventions – the Forced Labour Convention, 1930 (No. 29) and Abolition of Forced Labour Convention, 1957 (No. 105) – are the most widely ratified of all international labour Conventions. Specific prohibitions of forced labour have also been incorporated in the labour codes or general employment legislation of many countries.
What is Human Trafficking?
Global efforts to control human trafficking has led to a number of new international anti-trafficking instruments, the most noteworthy of which is the Protocol to Prevent, Suppress and Punish Trafficking in Persons, Especially Women and Children, (the “Palermo Protocol”), which supplemented the United Nations Convention against Transnational Organized Crime (2000), and the Council of Europe Convention on Action Against Trafficking in Human Beings (2005).
The Palermo Protocol contains the following definition of trafficking, which is now almost universally accepted:
“Trafficking in persons” shall mean the recruitment, transportation, transfer, harboring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation. Exploitation shall include, at a minimum, the exploitation of the prostitution of others or other forms of sexual exploitation, forced labour or services,slavery or practices similar to slavery, servitude or the removal of organs.”
We say “no” to exploitative labour practices and to any associated criminal conduct.3. Policy statement
Foremost Tree Surgeons Principles on Child and Forced Labor:
Child and forced labor are pervasive problems throughout the world. Unfortunately, there are no effective international agreements that define the practice or create enforcement mechanisms against them. As an employer and purchaser of services and goods, Foremost Tree Surgeons has an important role to play in these issues.
1. Foremost Tree Surgeons ensure that no person below the age of 15 years is employed in the workplace;
2. Foremost Tree Surgeons prohibit the use of forced or compulsory labour in all operations;
3. Foremost Tree Surgeons ensure that no employee is made to work against his / her will or to work as bonded / forced labour, or subjected to corporal punishment or coercion of any kind, related to work;
4. Foremost Tree Surgeons refrain from engaging with vendors and suppliers who resort to using child labour and forced labour in their operations.
To this end, Foremost Tree Surgeons has adopted the following Principles to reinforce its core value of treating all people with dignity and respect:
Foremost Tree Surgeons will not tolerate the use of child or forced labor in any of its operations and facilities.
We will not tolerate the exploitation of children, their engagement in unacceptably hazardous work, and the physical punishment, abuse, or involuntary servitude of any worker.
We expect our suppliers and contractors with whom we do business to uphold the same standards.
Should a pattern of violation of these Principles become known to Foremost Tree Surgeons and not be corrected, we shall discontinue the business relationship.
It is the responsibility of local management to implement and ensure compliance with these Principles at Foremost Tree Surgeons facilities. Foremost Tree Surgeons Sourcing has responsibility for ensuring the implementation and compliance with the Principles by Foremost Tree Surgeons suppliers and contractors.
This policy is communicated to all employees in an appropriate and meaningful manner.
Compliance with the Policy will be regularly monitored and evaluated 4. Your responsibilities
You must ensure that you read, understand and comply with this policy.
The prevention, detection and reporting of child labour, forced labour and human trafficking are the responsibility of all those working for us or under our control.
You must notify your manager as soon as possible if you believe or suspect that a conflict with or breach of this policy has occurred, or may occur in the future.
We reserve our right to terminate our contractual relationship with any suppliers if found to be in breach of this policy
The purpose of this policy is to establish controls to ensure compliance with all applicable anti- bribery and corruption regulations, and to ensure that the Company’s business is conducted in asocially responsible manner.
Bribery is the offering, promising, giving, accepting or soliciting of an advantage as an inducement for action which is illegal or a breach of trust. A bribe is an inducement or reward offered, promised or provided in order to gain any commercial, contractual, regulatory or personal advantage.
It is our policy to conduct all of our business in an honest and ethical manner. We take a zero- tolerance approach to bribery and corruption. We are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate and implementing and enforcing effective systems to counter bribery.
We will uphold all laws relevant to countering bribery and corruption in all the jurisdictions in which we operate. However, we remain bound by the laws of the UK, including the Bribery Act 2010.
Bribery and corruption are punishable for individuals by up to ten years’ imprisonment and a fine.If we are found to have taken part in corruption, we could face an unlimited fine, be excluded from tendering for public contracts and face damage to our reputation. We therefore take our legal responsibilities very seriously.
3.1 Who is covered the policy?
In this policy, third party means any individual or organisation you come into contact with during the course of your work for us, and includes actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers, and government and public bodies, including their advisers, representatives and officials, politicians and political parties.
This policy applies to all individuals working at all levels and grades, including senior managers, officers, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, trainees, seconded staff, home workers, casual works and agency staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of our subsidiaries or their employees, wherever located (collectively referred to as employees in this policy).
This policy covers:
Gifts and hospitality;
Employees must not engage in any form of bribery, either directly or through any third party (such as an agent or distributor). Specifically, employees must not bride a foreign public official anywhere in the world.
3.3 Gifts and hospitality
Employees must not offer or give any gift or hospitality:
which could be regarded as illegal or improper, or which violates the recipient’s policies;or
to any public employee or government officials or representatives, or politicians or political parties.
If it is not appropriate to decline the offer of a gift, the gift may be accepted, provided it is then declared to the employee’s manager and donated to charity.
3.4 Political contributions
We do not make donations, whether in cash or kind, in support of any political parties or candidates, as this can be perceived as an attempt to gain an improper business advantage.
3.5 Charitable contributions
Charitable support and donations are acceptable (and indeed are encouraged), whether of in- kind services, knowledge, time, or direct financial contributions. However, employees must be careful to ensure that charitable contributions are not used as a scheme to conceal bribery. We only make charitable donations that are legal and ethical under local laws and practices. No donation must be offered or made without the prior approval of the compliance manager.
All charitable contributions should be publicly disclosed.
4. Your responsibilities
You must ensure that you read, understand and comply with this policy.
The prevention, detection and reporting of bribery and other forms of corruption are the responsibility of all those working for us or under our control. All employees are required to avoid any activity that might lead to, or suggest, a breach of this policy.
You must notify your manager as soon as possible if you believe or suspect that a conflict with or breach of this policy has occurred, or may occur in the future.
Any employee who breaches this policy will face disciplinary action, which could result in dismissal for gross misconduct. We reserve our right to terminate our contractual relationship with other workers if they breach this policy.
We must keep financial records and have appropriate internal controls in place which will evidence the business reason for make payments to third parties.
You must declare and keep a written record of any hospitality or gifts accepted or offered, which will be subject to managerial review.
You must ensure all expenses claims relating to hospitality, gifts or expenses incurred to third parties are submitted in accordance with our expenses policy and specifically record the reason for the expenditure.
All accounts, invoices, memoranda and other documents and records relating to dealings with third parties, such as clients, suppliers and business contacts, should be prepared and maintained with strict accuracy and completeness. No accounts must be kept ‘off-book’ tofacilitate or conceal improper payments.
Employees who refuse to accept or offer a bribe, or those who raise concerns or report another’swrongdoing, are sometimes worried about possible repercussions. We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken.
We are committed to ensuring no one suffers any detrimental treatment as a result of refusing to take part in bribery or corruption, or because of reporting in good faith their suspicion that an actual or potential bribery or other corruption offence has taken place, or may take place in the future. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern.
Training and communication
Training on this policy forms part of the induction process for all new employees.
Our zero-tolerance approach to bribery and corruption must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and as appropriate thereafter.
8. Monitoring and review
The Company Director wll monitor the effectiveness and review the implementation of this policy, regularly considering its suitability, adequacy and effectiveness. Any improvements identified will be made as soon as possible. Internal control systems and procedures will be subject to regular audits to provide assurance that they are effective in countering bribery and corruption.
All employees are responsible for the success of this policy and should ensure they use it to disclose any suspected danger or wrongdoing.
This policy does not form part of any employee’s contract of employment and it may be amendedat any time.
Issue Date: 15/01/2019
Review Date: 15/01/2020
Foremost Tree Surgeons Ltd has a policy to continue to supply products andservices to our customer’s satisfaction and to ensure that internal operational procedures are suitable for this purpose. This statement applies to our scope “All Arboricultural operations (eg highways, housing, parks) together with tree surveying, tree planting, consultancy and maintenance along with the management of our contracts and projects”.
We review our systems, processes and workmanship to ensure that we comply with requirements, that continual improvement measures are implemented, that competence is maintained. This is achieved through the implementation of defined processes that are regularly monitored and reviewed for its continued effectiveness as well as for continual improvement.
Objectives, having been established, are regularly reviewed at the Annual Management Review Meeting to ensure compliance and continuing suitability.
All employees are encouraged to participate in the improvement to and maintenance of the systems in place and to assist with achievement of the objectives. They are given training, instruction and guidance to ensure that they fully understand theirroles within it, the directive’s set by it and the competence expected. Our employees are informed of the Quality Policy at induction and also through annual appraisals.
We are committed to carrying out our work in accordance with all applicable standards and requirements (eg BS3998:2010 Tree Work Recommendations) and industry best practices. The quality systems are provided to meet the requirements of BS EN ISO 9001 and NHSS18 and may be modified to suit otherNational/International Standards, including the client’s specifications. This QualityPolicy is reviewed on a regular basis to ensure continuing suitability.