About DGH Building Services in Farnborough

About Us

We are Top Quality Builders in Farnborough, Hampshire

Welcome to DGH Building Services Ltd, your premier destination for superior building services based in Farnborough, Hampshire. As a family-owned business with over 35 years of experience in the construction industry, we have cultivated a reputation for quality, integrity, and commitment to customer satisfaction.

Our dynamic team is led by Director, Gordon Harrison, who brings decades of hands-on building expertise to every project we undertake. Under his leadership, Project Managers ensure all construction projects run smoothly, meet the highest industry standards and customer expectations.

Our office team, and our Office Manager, form the backbone of our administrative operations, ensuring seamless communication and coordination across all aspects of our business.

Covering all major towns and cities within Hampshire, Surrey, Berkshire and London, we provide a broad spectrum of construction services. Whether commercial, residential, or domestic, no project is too large or small. Our expertise encompasses home renovations, extensions, conversions, new builds, landscaping, commercial construction, and much more.

As a trusted Builder based within Farnborough, we strive to deliver not only the highest quality workmanship but also a service tailored to each customer’s specific needs. Our focus on sustainable, eco-friendly solutions makes us the perfect partner for your modern construction needs.

Whether you’re in Farnborough or the surrounding areas, let us be your first choice for all your construction needs. Trust in our family to build your future.

Why Choose

DGH Building Services Ltd?

Experience and Expertise

With over 35 years in the construction industry, DGH Building Services brings a wealth of knowledge and skill to every project. Our expertise ensures the delivery of high-quality workmanship across all types of building projects.

Comprehensive Services

As a full-service building company, we cater to all aspects of construction – from home renovations, extensions and conversions to commercial construction and landscaping. Whether it's a residential, commercial or domestic project, we have you covered.

Family-Run Business

As a family-owned company, we take pride in our reputation for integrity, honesty and commitment to customer satisfaction. Our clients aren't just customers, they're part of our extended family.

Professional Team

Our dynamic team of professionals, from our experienced builders and project managers to our dedicated administrative staff, ensures each project is managed efficiently and effectively, delivering results that exceed expectations.

Eco-friendly Approach

Committed to sustainability, we promote the use of eco-friendly methods and materials. We work diligently to create homes and buildings that are not only beautiful and functional, but also respectful of our environment.

1.9M+

Revenue in 2022

88+

Collaegues & Counting

368+

Successfully Completed Projects

35+

Years of experience

DGH BUILDING POLICIES

PLEASE READ THROUGH THOROUGHLY

DGH Building Services Ltd – Anti-Bullying and Work-related Violence Policy

GENERAL STATEMENT

Any form of harassment and violence against workers, whether committed by co-workers, managers or third-parties, is unacceptable. It breaches ethical standards, as well as affecting the physical and
psychological health of those affected.

The responsibility for determining the appropriate measures to prevent and deal with harassment and violence in the workplace rests with the employer. But workers play an important role in identifying and reporting incidents. Employers should involve workers – and where recognised, trade unions – in establishing procedures to deal with harassment and violence. This policy outlines the policies and arrangements to prevent, manage and respond to problems of harassment and all forms of violence at work including assault and trauma.

Management supports this policy and will not tolerate any instances of work-related violence. No member of staff will be blamed for an instance of work-related violence caused by a customer or member of the public. All employees have the right to be treated with consideration, dignity, and respect.

It is the policy of this organisation to ensure that the risk of violence, such as assault, trauma, or verbal abuse, is assessed and that employees are protected from those risks as far as reasonably practicable.

The organisation will endeavour to eliminate or reduce the likelihood of violence at work in order to protect the health and safety of its employees. Staff have a responsibility to act in a way that does not incite or increase the likelihood of violence. Any staff member found to be encouraging or inciting violence may be subject to disciplinary action.

WHAT IS VIOLENCE?

Violence is defined as “any incident in which an employee is abused, threatened, or assaulted by a member of the public in circumstances arising out of the course of his or her employment.”

Verbal abuse and threats are the most common types of incidents. Physical attacks are comparatively rare. Both employer and employees have an interest in reducing violence at work. For employers, violence can lead to low morale and a poor image for the organisation, making it difficult to recruit and retain staff.

For employees, violence can cause pain, suffering and even disability or death. Physical attacks are

obviously dangerous, but serious or persistent verbal abuse or threats can also damage an employee’s health through anxiety or stress.

RISK ASSESSMENT

The Health and Safety at Work etc Act 1974 places a legal duty on all employers to ensure so far as legally practicable, the health, safety and welfare of their employees. This duty extends to risks from violence at work.

The organisation will assess the risks to employees and introduce all reasonable steps to minimise and control the risk of violence, verbal abuse or intimidating behaviour. We do not accept that facing aggressive behaviour is an integral part of our employees’ work.

Risk assessments will be reviewed every year, unless an increase in the number of incidents suggests the assessments should be reviewed more frequently.

If staff believe a risk factor has not been covered by the assessment or have ideas on further prevention measures, they should discuss these with their manager.

RESPONSIBILITIES OF STAFF AND MANAGERS
Manager/s
All managers have a responsibility to implement this policy and ensure staff are aware of it and fully understand it. Managers shall also:

• Treat any reports of work-related violence, threats or abuse very seriously and respond to them in a timely manner
• Record details of the incident and provide full support to the employee/s during the process.

• Listen to staff suggestions on how to improve violence prevention and take forward suggestions to the management team for evaluation.
• Set a positive example in reporting all incidents and ensure that violence and abusive behaviour by members of the public, customers and by other staff members is not tolerated. • Respond and act to incidents, wherever possible try to resolve incidents before they escalate.

• Monitor incidences of violence and abuse and ensure appropriate action is initiated, review and amend policy and risk assessments where appropriate.
• Where possible, direct staff to appropriate support and advice after an incident.
• Encourage other staff members to offer support to their colleagues and to those who may have witnessed the incident.

• Where workers are traumatised by the incident, then ensure the correct level of support is provided, such as time of work, counselling, changes to their tasks etc.
• If an investigation is needed, work with the police and offer any assistance to help them with their enquiries.

• Not act in a way that incites violence or increases the likelihood of violence.

Staff

All staff have personal responsibility for their own behaviour and for ensuring that they comply with this policy. Staff can also do the following to help prevent work-related violence

• Be aware of the organisations policy and comply with it.
• Offer good customer service and be aware of customer needs.
• Recognise potential situations of work-related violence and take action to resolve it as soon as possible.
• Take positive action, make management aware of potential situations before they happen. • Report any work-related violence, threats or abuse that is directed towards you or any that you have witnessed to management without delay.
• Be supportive of colleagues who are victims or may have witnessed work-related violence. • Suggest additional measures to managers which might help prevent and manage work- related violence.
• Not act in a way in which may incite or increase the likelihood of violence.

RECORDING AND REPORTING INCIDENTS

The recording of all incidents is essential in building up a picture of a problem, and may assist in solving the problem before it escalates out of control and any serious harm is caused.

Staff may be unwilling to report incidents for several reasons. They are encouraged to report all such incidents. All reports will receive full management support.

Serious incidents should also be reported to the police by dialling 999 in an emergency, or contacting your local police station.

Management will discuss with any staff member who has or has seen any incident and will record details on an incident form.

Incidents that may be reported include:
• physical assault, whether injury results or not
• verbal abuse, shouting or swearing, racism, etc
• threatening behaviour, with or without any form of weapon
• anything that they feel might damage their health through anxiety or stress.

Following the completion of the incident form, the incident will be evaluated by management, with remedial actions being identified and appropriate remedial actions taking place within the designated timescales.

Management will set periodic reviews to review trends, ensure that policies, procedures, and risk assessments are reviewed and updated accordingly.

The employers will notify the enforcing authority in the event of an accident at work to any employee resulting in death, Specified injury or incapacity for normal work for sev en or more days. This includes any act of non-consensual physical violence done to a person at work.

TRAINING

All staff in roles that are identified to have increased risks will receive suitable and sufficient information, instruction, and training to minimise the risk. The organisation will introduce physical controls where reasonably practicable, on which information will also be provided.

STAFF INVOLVEMENT

The organisation encourages the involvement of employees in designing preventive measures. Where applicable, safety representatives will be given access to any necessary information on policies/procedures, and employee representatives will also be encouraged to participate where a safety representative is not available.

Management may issue questionnaires to staff to identify any potential problems and to make staff aware of any findings.

PREVENTION AND MANAGEMENT MEASURES

There are no ready-made remedies, but the way jobs are designed can reduce the risk of violence. Measures that can be taken include the training of staff to enable them to recognise when a situation may escalate and instruction on how to deal with this. Risks will be different depending on the working environment, the activities taking place and the people you will meet.; reducing lone working; installing CCTV systems; or installing security locks or doors.

The level and design of equipment will need to consider: • ease of use by staff;

• the pattern and type of business;
• the way the building is used, for example when occupied/unoccupied;
• whether the geographical location is urban or rural: the experiences of other businesses in the area;
• the need for emergency access/control.

METHOD OF APPROACH

Plan – Decide what to do

Employees are involved in the decision-making process when deciding what preventative measures are to be taken. Employee involvement ensures they are more likely to support any action taken and work with it rather than against it.

Do – Put Measures into Practice

Whatever measures are decided upon employees are made aware of them, this ensures that they are willing to engage and co-operate with management and helps ensure that they follow procedures and report any incidents.

Check – Control Measures are Working

Once procedures have been put into place checks are in place to make sure that they are working effectively. If not, other measures will need to be decided upon and put into place.

Act – If control measures are not working or improvements have been identified, decide upon new measures to be adopted and act in a timely fashion.
The selected preventative measures will consider:

Work Environment

Premises

The way in which the premises is designed in terms of layout, and security provision.
• providing clear visibility and bright lighting for employees so that they can either leave quickly or they can raise help. This might also help to identify suspicious persons;
• Poor location of cash tills and sales displays, blind spots, poor layout and counter design can all make customers less visible and target items more accessible.
• If people think they cannot be seen, they may be more likely to commit crime or violence.

Think carefully about the layout of your premises – can it be improved?
• arranging for staff to have access to a secure location;
• installing screens or similar protective devices for areas where employees are most at risk; • monitoring high risk entrances, exits and delivery points

Can you see your customers and colleagues?
• Consider high and wide counters or installing mirrors to help you see concealed areas. • How do you manage the way your customers move around your premises?
• Consider how you can prevent the build-up of crowds or queues.
• Maintain the exterior of your building to prevent break-ins.

Non-Premises Locations

• The location of the workplace, is it an individual’s home, public/concealed areas, areas that are difficult to raise the alarm, escape from, are they known high crime areas etc
• What background checks have been undertaken before sending the employee to this location, is there existing information known which will impact on the risk assessment and or needs to be provided to the employee.

Visibility and Lighting

• If you are not able to easily see your customers and colleagues, spotting and deterring aggressive behaviour becomes more difficult.
• Staff can feel less safe, and criminals can feel more secure.
• If this is a risk for you or your staff, ensure your lighting is adequate.

• You should aim to keep entrances/exits, reception areas and car parks well lit.

Working Practices

• How people carry out their jobs affects the risk of violence and crime happening to you or your employees.
• Cash handling and transit – people carrying out these activities may be particularly vulnerable to robbery attacks, reduce the amount of cash handled, particularly in front of customers.

Security Devices

• A lack of security devices, such as alarms and locks, can increase the risk of crime and work-related violence. However, even when they are used, other control measures will help to reduce the risk further.
• Good quality materials and workmanship for doors, windows and locks are important. Key pad access doors;
• Window restraints, e.g., bars and shutters, can make your workplace more secure.
• Providing personal alarms for high-risk employees; Alarms can be useful, but make sure your employees are trained and know how to use them and how to respond.

Security Personnel

Well-trained security employees can reduce the risk of violence and can be deployed to man entrances, be present during activities where the risk of violence is deemed higher. Any security personnel provided must be competent and have the right level of training for what you want them to do.

Legal Options

• There are several legal options that are open to the organisation, the police, and the local authority, to help to deal with issues around anti-social behaviour and violence.
• These mainly involve banning individuals from the premises or local area, or preventing alcohol being consumed in specific areas.

• Bans, such as exclusion orders, restraining orders, trespass notices and Antisocial Behaviour Orders (ASBOs) keep troublemakers from specific premises, among other things. Managers can also order someone off their premises, and ask them not to return, but make sure you have appropriate support when doing this.
• Fines or fixed penalty notices (FPNs) can be issued by the police for anti-social behaviour and criminal activity.
• Local authority bye-laws make it an offence to consume alcohol in designated street areas, for example ‘Designated Public Places Orders’.
• In order to take legal action, the police or local authority may need evidence of the extent of the violence or anti-social behaviour problem, or examples of incidents.
• This is why regular and consistent recording and reporting of work-related violence is important, together with keeping CCTV footage for evidence.

Staffing Levels

• Risks increase where there are inadequate staffing levels. Visibility can be reduced, and customers can become frustrated in the lack of progress/movement.
• It may also mean there are less employees available to deal with situations if customers become difficult or violent.

Partnership working and special schemes

• Working with others is one of the most effective tactics in preventing violence and aggression.
• Partnerships can be between you and just one other business, organisation, or agency, or with a whole network of organisations.

The benefits of working with others include: • sharing of information;

• pooling of funding and expertise;
• greater likelihood of identifying and understanding violence and crime in your business.

LONE WORKING PROCEDURES

There may be situations when it is not possible or practical to work with other members of staff, for instance in delivery services. Particular attention is given to ensure that working alone does not make these employees more vulnerable. Where possible lone staff are regularly visited by a supervisor (or staff member) to monitor their and review safety. If this is not practicable, then regular contact via a landline telephone, mobile telephone or radio is maintained. Solitary employees will feel more secure and confident if they know that help or support is available if and when needed.

Safe working arrangements for lone workers will include:
• ensuring that the person is capable of working alone. Consideration is given to both routine work and foreseeable emergencies which may pose additional physical and mental burdens on the individual.
• providing training to control, guide and help in situations of uncertainty. It is important to avoid panic reactions to unusual and risky situations;
• ensuring that solitary / isolated employees fully understand the risks involved in their task, and also what safety precautions will need to be taken. Some examples for mobile employees would include
ensuring that they are contactable; mobile phone/ radio; varying the route and pattern of work; pre-arranged calls etc.
• providing training for lone employees which outlines the specific risks involved and how they can play a role in deflecting or minimising the risk;
• establishing emergency procedures in the event of an incident, including quick access to a safe area, or exit from an unsafe location, evacuating other employees and informing the appropriate authorities, police etc.
• issuing suitable devices or making provisions which raise the alarm in the event of an emergency.

WHAT ABOUT THE VICTIMS? – Ensuring a chain of care for employees

Victims may need help. This may include counselling, time off or help with legal advice.
Employees will be better able to cope with stressful situations once they know they have your support. We aim to support all employees who may be involved in work-related violence in the following ways:
Debriefing: Employees will be offered the services of a trained individual to discuss the details of particular incidents, to allow victims of violence an opportunity to talk through their experience as soon as possible after the event. Employees who are responsible for debriefing will be trained to support these individuals and may adopt such techniques as the critical incident stress management debriefing (CISD) process. (Table 1)

Time off work: Employees will be allowed time off work if necessary, in order to deal with the trauma from work-related violence. Victims and witnesses of work-related violence will be offered further counselling if they require the additional support to reduce the trauma that can affect many people after an incident has occurred. The employee will only return to work when they are ready and will be introduced back to work in line with the organisations HR return to work procedures. Legal help: legal help will be provided including assistance and support with police procedures, consultation with sources of legal advice, attending meetings, investigations and hearings where appropriate.
Rehabilitation costs: if there is a need for the long-term rehabilitation of individuals involved in violence wherever possible, such employees will be allowed sufficient time off work. Upon returning to work, they will be encouraged to avoid any high-risk or highly stressful tasks.
Monitoring and evaluation: There will be careful monitoring of all situations that have led to work- related violence and suitable control measures created to avoid such incidents reoccurring in the future. Meetings will be held with victims and other employees to discuss the control measures that have been put in place. Guidance will also be provided to other employees with training delivered to enable them to react appropriately in similar situations.

Critical incident stress management debriefing (CISD) process (Table 1)

Introduction

Set scene: introduce facilitators, group, purpose, and ground rules

Fact phase

Each participant, in turn, tells role, participation in event, what happened as they saw it and factual information (not too much detail)

Thought phase

Each participant, in turn, tells their thought about the incident

Feeling phase

Each participant tells what feelings were generated by the event; this may take time and is not likely to be in turn

Reaction phase

Each participant shares what reactions they have experienced since the event; immediate, within the first day or two and now.

Strategy phase

Education of the group in normal critical stress reactions, sharing their strategies for dealing with reactions and demonstrating how experience can help in the f uture

Re-entry phase

Summary of the event, reasons, and strategies; opportunity for participants to clear up any misunderstandings and confirm understanding

Overview

DGH Building Services Ltd – Anti-Tax Evasion Policy

In the light of Criminal Finances Act 2017, DGH Building Services Ltd has adopted a statement of our corporate value on anti-facilitation of tax evasion. It is our policy to conduct all of our business dealings in an honest and ethical manner. The value statement governs all our business dealings and the conduct of all persons or organisations who are appointed to act on our behalf.

We request all our employees and all who have, or seek to have, a business relationship with DGH Building Services Ltd to familiarise themselves with our anti-tax evasion value statement and to act at all times in a way which is consistent with our anti-tax evasion value statement.

Our Anti-Tax Evasion Value Statement

DGH Building Services Ltd (the “Company”) has a zero-tolerance approach to all forms of tax evasion, whether under UK law or under the law of any foreign country.
Employees and Associates of the Company must not undertake any transactions which:

(a) cause the Company to commit a tax evasion offence; or
(b) facilitate a tax evasion offence by a third party who is not an associate of the Company.

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 tax evasion facilitation.
At all times, business should be conducted in a manner such that the opportunity for, and incidence of, tax evasion is prevented.

Who must comply with this Policy?

This policy applies to all persons working for the Company or on our behalf in any capacity, including employees at all levels, directors, officers and Associates (as defined below), including but not limited to agency workers, seconded workers, volunteers, interns, contractors, external consultants, third party representatives and business partners, sponsors or any other person associated with us, wherever located.

Who is responsible for this Policy?

The Director of the Company has overall responsibility for ensuring that this policy complies with our legal obligations, and our employees and associates comply with it. This policy is adopted by the Company. It may be varied or withdrawn at any time, in the Company’s absolute discretion. Employees in leadership positions are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it.

What is the facilitation of Tax Evasion?

For the purposes of this policy:

Associates includes company contractors or an agent of the Company (other than a contractor) who is acting in the capacity of an agent, or any person who performs services for and on behalf of the Company who is acting in the capacity of a person or business performing such services.

Tax Evasion means an offence of cheating the public revenue or fraudulently evading UK tax, and is a criminal offence. The offence requires an element of fraud, which means there must be deliberate action, or omission with dishonest intent.

Foreign Tax Evasion means evading tax in a foreign country, provided that the conduct is an offence in that country and would be a criminal offence if committed in the UK. As with tax evasion ̧ the element of fraud means there must be deliberate action, or omission with dishonest intent.

Tax Evasion Facilitation means being knowingly concerned in, or taking steps with a view to, the fraudulent evasion of tax (whether UK tax or tax in a foreign country by another person, or aiding, abetting, counselling or procuring the commission of that offence. Tax evasion facilitation is a criminal offence, where it is done deliberately and dishonestly.

Tax evasion is not the same as tax avoidance or tax planning. Tax evasion involves deliberate and dishonest conduct. Tax avoidance is not illegal and involves taking steps, within the law, to minimise tax payable (or maximise tax reliefs).

Tax means all forms of UK taxation, including but not Ltd to corporation tax, income tax, value added tax, stamp duty, stamp duty land tax, national insurance contributions (and their equivalents in any non-UK jurisdiction) and includes duty and any other form of taxation (however described).

Your responsibilities

You must ensure that you read, understand and comply with this policy.
The prevention, detection and reporting of tax evasion and foreign tax evasion are the responsibility of all those working for us or under our control. You 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 this policy has occurred or may occur in the future. For example, if an employee or supplier asks to be paid into an offshore bank account, without good reason, or a supplier asks to be paid in cash, indicating that this will mean the payment is not subject to applicable tax. Further “red flags” that may indicate potential tax evasion are set out on the last page of this document.

What team members and associates must not do

Employees and Associates must, at all times, adhere to the DGH Building Services Ltd anti-tax evasion value
statement and must ensure that they read, understand, and comply with this policy.
It is not acceptable for team members and Associates to:

a) Engage in any form of facilitating Tax Evasion or Foreign Tax Evasion
b) Aid, abet, counsel or procure the commission of a Tax Evasion offence or Foreign Tax Evasion offence by another person;
c) Fail to promptly report any request or demand from any third party to facilitate the fraudulent Evasion of Tax by another person, in accordance with this policy; or
d) Engage in any other activity that might lead to a breach of this policy; or
e) Threaten or retaliate against another individual who has refused to commit a Tax Evasion offence or a Foreign Tax Evasion offence or who has raised concerns under this policy
f) An offence under the law of any part of the UK consisting of being knowingly concerned in, or taking steps with a view to, the fraudulent evasion of tax.

Prevention through vigilance

There is not an exhaustive list of Tax Evasion opportunities. At a more general level, the best defence against Tax Evasion and facilitation of Tax Evasion remains the vigilance of our employees and Associates and the adoption of a common-sense approach supported by our clear whistleblowing procedure. In applying common sense, team members must be aware of the following:

1. Is there anything unusual about the manner in which an Associate of the Company is conducting their relationship with the Company or the third party (usually a customer)? 2. Is there anything unusual about the customer’s or Associate’s conduct or behaviour in your dealings with them?

3. Are there unusual payment methods?
Unusual payment methods and unusual conduct of third parties with Company Associates can be indicative that a transaction may not be as it seems.

How to raise a concern

Our employees have a responsibility to take reasonable action to prevent harm to DGH Building Services Ltd
and we hold our employees accountable for their actions and omissions. Any actions that breach the Criminal Finances Act and the tax laws of wherever we operate brings harm to DGH Building Services Ltd and
will not be tolerated.
You are responsible for properly following DGH Building Services Ltd’ policies and procedures.
These should generally ensure that all taxes are properly paid. If you are ever asked by anyone either inside or outside our company to go outside our standard procedures, this should be reported without delay, as someone may be attempting to evade tax.

What happens if the employee prefers, for commercial reasons, not to report their suspicions?
This should never happen. If there is any suspicion of any intention to evade tax and the transaction if nevertheless finalised, the Company can be criminally prosecuted, subject to a large fine and be publicly named and shamed.

Potential ‘Red Flag’s’

The following is a list of possible red flags that may arise while you work for us and which may raise concerns related to tax evasion or foreign tax evasion. The list is not intended to be exhaustive and is for illustrative purposes only. If you encounter any of these red flags while working for us, you must report them promptly to your manager:

a) you become aware, in the course of your work, that a third party has made or intends to make a false statement relating to tax; has failed to disclose income or gains to, or to register with, HMRC (or the equivalent authority in any relevant non-UK jurisdiction); has delivered or intends to deliver a false document relating to tax; or has set up or intends to set up a structure to try to hide income, gains or assets from a tax authority;

b) you become aware, in the course of your work, that a third party has deliberately failed to register for VAT (or the equivalent tax in any relevant non-UK jurisdiction) or failed to account for VAT;
c) a third-party requests payment in cash and/or refuses to sign a formal commission or fee agreement, or to provide an invoice or receipt for a payment made;

d) you become aware, in the course of your work, that a third party working for us as an employee asks to be treated as a self-employed contractor, but without any material changes to their working conditions;
e) a supplier or other subcontractor is paid gross when they should have been paid net, under a scheme such as the Construction Industry Scheme;

f) a third-party request that payment is made to a country or geographic location different from where the third party resides or conducts business;

g) a third party to whom we have provided services requests that their invoice is addressed to a different entity, where we did not provide services to such entity directly;
h) a third party to whom we have provided services asks us to change the description of services rendered on an invoice in a way that seems designed to obscure the nature of the services provided; i) you receive an invoice from a third party that appears to be non-standard or customised;

j) a third party insists on the use of side letters or refuses to put terms agreed in writing or asks for contracts or other documentation to be backdated;
k) you notice that we have been invoiced for a commission or fee payment that appears too large or too small, given the service stated to have been provided;

l) a third party requests or requires the use of an agent, intermediary, consultant, distributor or supplier that is not typically used by or known to us.

This Policy alongside all our other policies will be reviewed at least annually to ensure they are continually developed and remain fit for purpose.

DGH Building Services Ltd shall take responsibility for this statement and its objectives which will be reviewed and updated as appropriate.

Our policy is available to all persons working on behalf of DGH Building Services Ltd and will be made available to interested parties upon request.

APR Contracts Ltd – Data Protection Policy

Definitions
Company — means APR Contracts Ltd
GDPR — means The General Data Protection Regulations
Responsible Person — means (person responsible for data protection within APR Contracts Ltd) Register of Systems — means a register of all systems or contexts in which personal data is processed by the Company.

1. Data protection principles

APR Contracts Ltd is committed to processing data in accordance with its responsibilities under the GDPR.
Article 5 of the GDPR requires that personal data shall be:

a. processed lawfully, fairly and in a transparent manner in relation to individuals;
b. collected for specified, explicit and legitimate purposes and not further processed in a manner that is incompatible with those purposes; further processing for archiving purposes in the public interest, scientific or historical research purposes or statistical purposes shall not be incompatible with the initial purposes;
c. adequate, relevant and limited to what is necessary in relation to the purposes for which they are processed;
d. accurate and, where necessary, kept up to date; every reasonable step must be taken to ensure that personal data that are inaccurate, having regard to the purposes for which they are processed, are erased or rectified without delay;
e. kept in a form which permits identification of data subjects for no longer than is necessary for the purposes for which the personal data are processed; personal data may be stored for longer periods insofar as the personal data will be processed solely for archiving purposes in the public interest, scientific or historical research purposes or statistical purposes subject to implementation of the appropriate technical and organisational measures required by the GDPR in order to safeguard the rights and freedoms of individuals; and
f. processed in a manner that ensures appropriate security of the personal data, including protection against unauthorised or unlawful processing and against accidental loss, destruction or damage, using appropriate technical or organisational measures.

2. General provisions

a. This policy applies to all personal data processed by the APR Contracts Ltd.
b. The Responsible Person shall take responsibility for the APR Contracts Ltd’s ongoing compliance with this policy.
c. This policy shall be reviewed at least annually.
d. APR Contracts Ltd shall register with the Information Commissioner’s Office as an organisation that processes personal data.

3. Lawful, fair and transparent processing

a. To ensure its processing of data is lawful, fair and transparent, APR Contracts Ltd shall maintain a Register of Systems.
b. The Register of Systems shall be reviewed at least annually.
c. Individuals have the right to access their personal data and any such requests made to APR Contracts Ltd shall be dealt with in a timely manner.

4. Lawful purposes

a. All data processed by APR Contracts Ltd must be done on one of the following law ful bases: consent, contract, legal obligation, vital interests, public task or legitimate interests (see ICO guidance for more information).
b. APR Contracts Ltd shall note the appropriate lawful basis in the Register of Systems.

c. Where consent is relied upon as a lawful basis for processing data, evidence of opt-in consent shall be kept with the personal data.
d. Where communications are sent to individuals based on their consent, the option for the individual to revoke their consent should be clearly available and systems should be in place to ensure such revocation is reflected accurately in APR Contracts Ltd’s systems.

5. Data minimisation

a. APR Contracts Ltd shall ensure that personal data are adequate, relevant and limited to what is necessary in relation to the purposes for which they are processed.

6. Accuracy

a. APR Contracts Ltd shall take reasonable steps to ensure personal data is accurate.
b. Where necessary for the lawful basis on which data is processed, steps shall be put in place to ensure that personal data is kept up to date.

7. Archiving / removal

a. To ensure that personal data is kept for no longer than necessary, APR Contracts Ltd shall put in place an archiving policy for each area in which personal data is processed and review this process annually.

b. The archiving policy shall consider what data should/must be retained, for how long, and why.

8. Security

a. APR Contracts Ltd shall ensure that personal data is stored securely using modern software that is kept-up-todate.
b. Access to personal data shall be limited to personnel who need access and appropriate security should be in place to avoid unauthorised sharing of information.

c. When personal data is deleted this should be done safely such that the data is irrecoverable.
d. Appropriate back-up and disaster recovery solutions shall be in place.

9. Breach

In the event of a breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data, APR Contracts Ltd shall promptly assess the risk to people’s rights and freedoms and if appropriate report this breach to the ICO

DGH Building Services Drugs and Alcohol Policy

JANUARY 2023

DGH Building Services Ltd aims to actively promote the well-being and good health of its employees. Drugs,
alcohol and other substance abuse may negatively affect the personal and working lives of our employees. Problems arising from alcohol or drug misuse can include long term health issues for staff, absenteeism, lower productivity, and increased safety risks for the individual and for others involved affected by our business activities.

Policy Statement: Objectives and Scope

DGH Building Services Ltd has developed this policy to ensure that employees:
• Are aware of the risks associated with drugs and alcohol misuse.
• Understand the Company’s rules regarding the consumption of drugs, alcohol and other intoxicating substances.
• Understand that support will be offered to help employees affected by substance misuse. • Provide a fair and consistent process for the handing of substance abuse allegations at work.

DGH Building Services Ltd will use the policy to:
• Support employees who identify that they have a substance misuse problem. • Protect the health and safety of employees and others.
• Preserve the reputation of the <insert company Name>.

This policy covers the use and misuse of intoxicating substances, such as drugs (including prescription, over-the-counter and illegal drugs), alcohol, solvents and any other substances that could adversely affect health and safety.

This policy applies to all employees, temporary workers, contractors and volunteers.

Definitions

For the purpose of this policy substance misuse is defined as:

The habitual taking of drugs or substances (other than those prescribed by a medical professional), or the drinking of alcohol which affects:

The employee’s ability to carry out their work effectively and safely. • Attendance at work.

• The reputation of the business.
• The health and safety of the employee and others.

Responsibilities

  1. Our board and managers take responsibility for implementing this policy.

  2. Our managers are responsible for ensuring that all those who report to them understand

    and comply with this policy.

  3. Staff at all levels are invited to comment on this policy and suggest ways in which it might

    be improved. Comments, suggestions and queries are encouraged and should be

    discussed with your line manager.

  4. Aaron Snow is responsible for maintaining this policy and keeping it current.

Misuse of Drugs Act 1971

DGH Building Services Ltd recognises that the Misuse of Drugs Act 1971 states that anyone occupying or
managing a premise commits an offence if they knowingly allow possession, supply or production
of controlled substances on that premises.

Managers’ Responsibilities

Managers are required to:
• Be responsible for the application of this policy in their work area.
• Be aware of the signs of alcohol and substance misuse and the effects on performance, attendance and health of employees.
• Be responsible for ensuring the health, safety and welfare of employees and others they come into contact with.
• Ensure that staff understand the rules and consequences regarding the use of alcohol, drugs and other intoxicating substances at work.
• Ensure that staff are given the opportunity and support to seek help.
• Monitor the performance, behaviour and attendance of employees.
• Intervene at an early stage where there is changed work behaviour to establish whether alcohol or drug misuse is an underlying cause.
• Seek advice from HR or a senior manager to establish the process that should be adopted. • Provide support and assistance to staff who are dependent on intoxicating substances to help their recovery.
• Treat the matter with confidentiality within legal constraints.
• Identify any jobs which are subject to a zero-tolerance policy for the consumption of alcohol or other substances prior to attending work and notify the employee where their job is concerned. Managers should involve the Health and Safety Adviser where one is appointed.
• Instigate disciplinary action where appropriate to do so.

Employee Responsibilities Who Does the Policy Apply to?

• All staff must read, understand and comply with this policy.

All Employees Have Responsibility for Health and Safety Matters

1. 2. 3.

Employees are responsible for their safety and the safety of others at work. They must be able to carry out their work competently and with due regard for the safety of members of the public, their colleagues and themselves.
Employees are expected to present a professional image at work at all times. They should therefore not consume alcohol or other substances when at work, or prior to attending work, or when on call

Employees must check whether any prescription or over-the-counter drug(s) they are taking may affect their performance, conduct and/or attendance. This is particularly important if they occupy a safety-critical post. If unsure, they should seek medical advice from a healthcare practitioner and/or line manager. If side effects from prescribed, or over-the-counter, medication are experienced the employee must notify their line manager immediately.

4. Employees are not permitted to possess, store, trade or sell controlled drugs on company premises. The only exception is that an employee may have with them drugs prescribed for their own use.

Employees Must Report Concerns

  1. All employees should report to their line manager, or a senior manager, at the earliest opportunity if they are experiencing drug or alcohol-related problems, or have concerns about a colleague’s alcohol or drug -related problems which may impact upon:

    ▪ The health and safety of the public, colleagues, customers and others. ▪ The reputation of the company.
    ▪ Work performance, behaviour and attendance.

  2. Colleagues should encourage those with a drug or alcohol problem to seek help. If help is not sought, employees have a responsibility to inform their line manager or senior manager in strictest confidence if they have concerns about a colleague’s alcohol or substance misuse.

  3. Staff are reminded that there are systems in place to encourage the reporting of concerns and to protect whistle blowers.

Support Available to Employees

  1. Employees should seek support from their GP, other health professionals and Occupational Health/Employee Assistance Programme if they are experiencing drug or alcohol-related problems.

  2. Further support and/or treatment options may be available from the company on request, this may include <paid time off work for therapies advised by healthcare practitioners, referral to occupational health or treatment agencies.>

  3. Employees are expected to co-operate with any support and assistance provided by the company to address an alcohol or drug misuse problem.

Disciplinary Action

DGH Building Services Ltd, where possible, aims to support employees who are experiencing problematic
drug and alcohol use. DGH Building Services Ltd’s aim will be to help an employee to resolve a drug and
alcohol problem and to return to normal work attendance and performance.

However, in some cases, disciplinary action may be taken up to and including dismissal. This may include cases where:

  • An employee is suspected, or convicted, of criminal activity relating to a controlled substance on work premises or outside of work.

  • There has been disregard for personal safety and that of others.

  • There has been gross misconduct in the workplace.

  • The employee has been disqualified from driving as a result of alcohol or drug related

    offences (where required to drive a vehicle for their duties).

  • The employee is not able to conduct normal work performance due to drug and alcohol use.

  • Where an employee has consumed drugs and/or alcohol at work or prior to work or when

    on call.

  • Where an employee has not requested, or accepted, support and the employee’s work,

    approach to health and safety, or the company’s reputation has been adversely affected by alcohol consumption or substance abuse.

• Where, despite support, the employee’s work performance and/or approach to health and safety has been adversely affected by alcohol consumption or substance abuse.

This list above is not exhaustive.

Where there is evidence of illegal drug or alcohol use the police must and will be notified. For example, this may include evidence of the use or sale of controlled drugs on company premises or an alcohol-related car accident on work premises.

Rules

Alcohol

  • Employees must maintain sensible and safe drinking levels.

  • Employees are not allowed to drink alcohol during working hours, including breaks and when

    on-call.

  • No employee should report to duty within 12 hours of drinking alcohol.

    There must be no consumption of alcohol on company premises, other than at special events, authorised by a senior manager (e.g. retirement parties).

    Drugs

  • No employee may report for work while under the influence of illegal drugs.

  • No employee may possess, consume or provide drugs while working (except prescription

    drugs prescribed to the individual).

  • Actual, or suspected, drug possession or dealing will be reported to the police.

  • Those employed in safety-critical work who are discovered to be under the influence of

    illegal drugs may be dismissed, regardless of the circumstances.

  • Employees on prescribed medication that may affect their ability to perform their duties

    must notify their line manager before reporting for work.

    Support Available to Employees

    DGH Building Services Ltd recognises alcohol or drug misuse as a treatable condition. We aim to help support employees who suspect they have alcohol or drug dependency, and who seek advice and treatment, in the following ways:

  1. Treatment options: DGH Building Services Ltd understands that early identification improves the

    likelihood of recovery from drug and alcohol dependency. It also recognises that

    specialised treatment can be helpful.

  2. Sick leave: Employees seeking help, or who have been diagnosed as having a drug or

    alcohol problem, will be allowed reasonable time off with pay in line with the sickness policy. The time off must be used for treatment and recovery, the company will support those striving to return to good health and work performance.

  3. During treatment: During the period of treatment, the <occupational health

practitioner> will keep the line manager updated regarding the employee’s progress (note, this does not mean that confidential medical information should be shared), the likely date for a return to work and whether alternative employment should be offered
or considered.
4. Confidentiality: The company will maintain strict confidentiality as far as practical, and

within the law.

  1. Returning to work: After the return to work, the HR department and the line manager will jointly review the employee’s progress.

  2. Alternative employment: Alternative work, on a permanent or temporary basis, may be

considered where this would assist recovery.
7. Relapses: DGH Building Services Ltd recognises that recovery may not be straightforward

and relapses sometimes occur for individuals who are undertaking, or have completed, a course of treatment. In these circumstances, the organisation will consider whether to support another period of treatment or to commence the disciplinary procedure.

Education and Training

DGH Building Services Ltd is committed to raising the profile of drugs and alcohol misuse at work. In addressing problematic drug and alcohol use, we aim to improve our health and safety record at work, increase workplace productivity and improve staff health. We recognise that awareness -raising activities will need to be revisited and revised to keep the problem, and the support available,

in the minds of both current and future staff.

  1. Information and publicity about drugs and alcohol in the workplace are communicated

    through the company intranet and publicity materials displayed on noticeboards.

  2. Induction training will include reference to the company Drugs and Alcohol in the

    Workplace policy.

  3. Support and training will be provided to managers to enable the policy to be effectively

    communicated and implemented.

Testing for Drugs and Alcohol

Testing will take place on a random basis, Review and disciplinary action will be subject to an investigation subject to a positive result after testing.

Information on Screening Procedures

An employee will be tested for drugs and alcohol whenever there is any involvement in an accident or incident at work with implications for health and safety.

Or

An employee will be tested for drugs and alcohol whenever there is reasonable cause to believe, or suspect, that an employee is intoxicated.

Or

An employee may be randomly tested for drugs and alcohol. Individuals subject to such testing will be notified in advance that random testing applies to them by their managers and are likely to be involved in the operation of safety-critical equipment and machinery, or in safety-critical aspects of company work, e.g. overseeing the care and safety of others.

Carrying Out Tests

Employees are reminded that a request for an employee to be tested for alcohol and drugs does not necessarily imply that there is a suggestion of misuse of alcohol or drugs.

Alcohol and drug testing will be carried out only by qualified and competent personnel from an expert external provider accredited by UKAS.

The external provider has robust processes in place to ensure that it meets all criteria for providing drug screening test results.

DGH Building Services Ltd places the highest importance on safeguarding confidential personal and medical
information. We therefore use a robust testing procedure in line with the advice given by our specialist provider.

The provider will ensure that:

  • Reliable methods are used.

  • Tests are carried out with the least possible intrusion into employee privacy.

  • Confidentiality is ensured.

  • Checks take place to ensure robust accuracy.

    Process and Safeguards

    Employees will be informed of the results of the tests before the result is passed to management.
    If an employee refuses to agree to an alcohol and drug test without good reason, then they may be subject to disciplinary action.

    Confidentiality

  1. Results from drug and alcohol tests are sensitive personal information under the General Data Protection Regulations 2018. As a result, any discussion, written records, or results generated through testing are confidential.

  2. Breaking this confidentiality (including informal discussions with colleagues) may result in disciplinary action.

DGH Building Services Ltd will keep records confidential within our HR department and in line with the
General Data Protection Regulations 2018, which allow the release the information to certain people if they ask. The regulations state that we should only keep information that we still need. As a result, we will delete any information we no longer need.

Action After a Positive Test

If a test result is positive, an employee will be asked to attend an interview with a senior manager. The employee will have the right to be accompanied by a colleague or trade union official (if applicable) at this interview.
The outcome will depend on the circumstances but could include:

  • The employee being offered a programme of counselling and treatment.

  • A written disciplinary warning, with re-testing to take place on several occasions over the

    next 12 months (where there are no safety issues involved).

  • Dismissal (in more serious situations where the employee’s alcohol or drug taking could

    affect safety considerations) or where a test within the previous <insert number of years>

    years has been positive.
    A prospective employee will also be offered a meeting, and is likely to have any employment offer withdrawn.

Complaints and Grievances

An employee who wishes to complain about the conduct of a test may discuss the matter with their line manager, and/or raise a formal grievance through the grievance procedure.

This policy will be reviewed annually.

DGH Building Ltd – Environmental Policy Statement

It is the company policy to comply with all appropriate environmental legislation and to ensure as far as is practicable that no pollution is caused by our works and/or services, and particular attention is paid to the following:

  1. Environmental Protection Act 1990

  2. Water Resources Act 1991

  3. Wildlife & Countryside Act 1981

  4. The Control of Pollution (Special Waste) Regulations Amendment 1996 (Amended 1996 – Amended 2001)

The company shall comply with any specific statutory conditions and with any additional specific requirements. The company will:

  • Report to the nominated representative immediately, any environmental complaints received from the public or from any other regulatory authority.

  • Store and use oil, fuels and chemicals to standards that comply with the Environment Agency’s Pollution Prevention guidelines.

  • Report to the nominated representative any spillage of oil, fuel or chemicals that could pollute controlled waters (including groundwater), and ensure that the spillage is cleaned up as soon as possible in an approved/recognized manner.

  • Avoid noise emissions that could create a Statutory Nuisance.

  • Ensure that all waste is managed and disposed of correctly, in accordance with statutory

    requirements including Duty of Care.

  • Prevent damage to protected wildlife species and habitats.

  • Conserve energy, water and other resources that are scarce, whilst still providing a safe and

    comfortable working environment.

  • Provide any available environment information on the contracted operations/services, at the

    request of the nominated representative.

DGH Building Services Ltd – Equality and Diversity Policy

DGH Building Services Ltd is committed to encouraging equality and diversity among our workforce, either directly employed or subcontracted, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our cust omers, and for each employee to feel respected and able to give their best.

The organisation, in providing goods and/or services and/or facilities is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part- time or full-time.

  • 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 belief, sex (gender) and 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, and selection for employment, promotion, training or other developmental opportunities.

    The organisation commits to:

  • Encourage equality and diversity in the workplace as they are good practice and make business sense.

  • 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 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 o f bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discriminatio n by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    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.

  • 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

  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act) 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.

  • Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

    Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

    The equality policy is fully supported by the Director of DGH Building Services Ltd and all staff and subcontractors employed by DGH Building Services Ltd will be expected to support this policy.

DGH Building Services Ltd – Quality Assurance Policy

1.1 Introduction

1.2 DGH Building Services Ltd quality assurance policy objectives

1.3 DGH Building Services Ltd quality assurance principles

1.4 Scope of DGH Building Services Ltd quality assurance policy

2.0 DGH Building Services Ltd quality assurance policy

Policy updated on: 18th January 2022
Date for next quality assurance policy review: 18th January 2023

1.1 Introduction

DGH Building Services Ltd prides itself on delivering the highest levels of service to all its clients. APR Contracts Ltd recognises the importance of maintaining strict quality assurance standards to ensure that all DGH Building Services Ltd work meets and exceeds its commitments to clients.
Continuous improvement and feedback are essential to the development of DGH Building Services Ltd quality processes, and are documented and retained to ensure that quality management principles are rigorously enforced.

DGH Building Services Ltd require all staff to follow the quality management policy. A copy of DGH Building Services Ltd quality management policy will be made available to all staff. This policy is regularly updated to ensure that it complies with the latest standards in quality system management.

  1. 1.2  DGH Building Services Ltd quality assurance policy objectives

    • To establish, document, implement, and maintain a quality management system and continually improve its effectiveness in accordance with client, supplier, and business needs.

    • To ensure that client’s needs and expectations are determined and fulfilled in order to deliver a consistently high standard of service, in accordance with DGH Building Services Ltd values and business objectives.

    • To communicate quality assurance principles to all staff, clients, associates and stakeholders in order to meet customer needs and to fulfil legal requirements.

    • To establish the quality policy and quality objectives across all DGH Building Services Ltd processes

    • To enhance sustainability of DGH Building Services Ltd business, reducing waste and minimising environmental impact.

  2. 1.3  DGH Building Services Ltd quality assurance principles

• DGH Building Services Ltd will regularly review its quality management system, to ensure that systems and processes, including internal the recording of all relevant information and the archival of relevant documentation are fulfilled for each job.

  • DGH Building Services Ltd will invite feedback during each job process, and ask clients to complete a satisfaction questionnaire at the end of each completed project to facilitate continuous improvement.

  • DGH Building Services Ltd welcomes external auditing of its quality assurance process, including site visits from clients.

    1.4 Scope of DGH Building Services Ltd quality assurance policy

  • DGH Building Services Ltd quality assurance policy applies to all work undertaken by DGH Building Services Ltd on behalf of its clients, including goods and services produced by third party agents and suppliers, and sub-contractors.

  • The policy applies to all staff, who are actively required to engage in quality assurance procedures including record keeping, and proactively responding to feedback.

  • Responsibility for the quality assurance policy lies with the Managing Director.

  • The Managing Director is responsible for ensuring that all staff are compliant in maintaining documents and records necessary for compliance with DGH Building Services Ltd quality standards.

  • The Managing Director is responsible for maintaining standards across all services.

  • The Managing Director is responsible for ensuring that all staff recognise quality assurance

    principles and have the necessary skills and training to fulfil their role within the quality management process.

    2.0 DGH Building Services Ltd quality assurance policy

    DGH Building Services Ltd quality assurance policy is designed to mirror the outcomes expected of internationally recognised quality systems, such as ISO 9001:2008 and its equivalents.

    2.1 Customer focus

    DGH Building Services Ltd strives to ensure that it closely works in partnership with the client and the client’s professional representatives to deliver a finished project on time, on budget and to the exacting qualities expected.
    A Supervisor is assigned to each project to ensure that all services are delivered in accordance with the Schedule of Works, issued drawings and to the issued programme. The Supervisor acts as a key point of liaison for raising any issues regarding changes to specification or project timelines, which can be escalated to Director level if the Supervisor is unable to resolve them. The Supervisor is also responsible for ensuring the feedback on project outcome is monitored and retained within the quality system.

    2.2 Leadership

    DGH Building Services Ltd communicates its vision to all its workforce, clients and stakeholders.
    DGH Building Services Ltd values are stated to all staff upon induction and reinforced with regular training.
    DGH Building Services Ltd management ensures that appropriate resources, including th e latest technology and access to health & safety, and professional training for staff, are available for all projects. A Supervisor is assigned to every project to ensure that all resources committed to a project are sufficient for the task, and to encourage responsibility within the workplace.

2.3 Staff involvement

DGH Building Services Ltd uses processes to ensure that the accountability and responsibility of its workforce at all stages of a job. Records are kept within the project files at each stage. Continuous feedback during each job or project ensures that staff input is fairly assessed and monitored and that any issues are escalated and dealt with. Monthly meetings ensure that knowledge and best practice are shared and incorporated into on-going project management.

2.4 Process

DGH Building Services Ltd manages all processes to ensure the effective use of resources, and maintains accurate records, including contract reports, time sheets and project drawings, schedules, and specifications to document the use of processes.
Clear processes, from the selection of suppliers and sub-contractors to construction standards
for outcomes enable DGH Building Services Ltd to minimise risks and maximise team performance. Feedback and review of completed jobs enables DGH Building Services Ltd to ensure that its project outcomes fulfil client’s needs and objectives.

2.5 System approach

DGH Building Services Ltd follows the document record keeping process identified in this Policy to ensure that quality systems are adhered to.

2.6 Continuous improvement

DGH Building Services Ltd uses feedback gathered from clients (documented in contact reports and archived within the job), on-going feedback from briefings, project specifications, schedules of work, drawings, programmes or timelines and post-project evaluation to ensure that processes are effective. Where improvements are identified, these are incorporated into the ongoing quality management process.

2.7 Factual approach to decision making

DGH Building Services Ltd maintains records of all decision-making processes to analyse the impacts upon clients and stakeholders. Supplier records are monitored to ensure that best value is achieved for all projects. Client feedback and decision making is incorporated into decision making. Records are accurate and up to date, and comply with the Data protection Act in terms of their use and sharing.

DGH Building Services Ltd ensures that the confidentiality of client date. Records held by DGH Building Services Ltd are never transferred to third parties without full consent of affected parties.

2.8 Mutually beneficent supplier and sub-contractor relationships

DGH Building Services Ltd regularly reviews its supplier lists to ensure value for money is achieved for all projects. DGH Building Services Ltd strives to use suppliers and sub-contractors with similar quality assurance, environmental and health & safety standards. Regular contact is made with suppliers and sub-contractors to manage quality and adherence to deadlines is documented with project timeline records. Usually, three quotations are obtained for each given task to ensure transparency in competition. DGH Building Services Ltd seeks to balance the needs of clients and suppliers to ensure mutually advantageous outcomes.

DGH Building Services Ltd – Right to Work Policy

Purpose and scope

All employers have a legal obligation to ensure that their employees have the right to work in the United Kingdom. This is controlled by the Immigration, Asylum and Nationality Act 2006 and subsequent secondary legislation. It is an offence to employ a person who is not entitled to work in the UK and DGH Building Services Ltd has a duty to check that all new employees are entitled to work here.

The policy is regularly reviewed and may be amended at any time.

Policy statement

All external job applicants will be required to produce the necessary original documents (photocopies are not acceptable) which we must check in accordance with the Act (see Appendix 1 list below). The onus remains on the potential employee to demonstrate that they are permitted to do the job DGH Building Services Ltd is offering and are eligible to work in the UK. To ensure we do not breach immigration legislation, DGH Building Services Ltd will check and record certain specified documents belonging to potential and existing employees. These checks will be made before a person starts working for DGH Building Services Ltd.

In complying with our obligations under immigration rules, special care must be taken to en sure APR Contracts Ltd does not unlawfully discriminate against individuals on racial or ethnic grounds or in respect of any other protected characteristic under equality legislation. Any DGH Building Services Ltd employee who fails to comply with the correct procedures may be subject to disciplinary charges. Any employee who is subsequently found not to have the right to work in the UK is liable for summary dismissal.

Appendix 1 – Right To Work Documents

List A

  1. A passport showing the holder, or a person named in the passport as the child of the holder,

    is a British citizen or a citizen of the UK and Colonies having the right of abode in the UK.

  2. A passport or national identity card showing the holder, or a person named in the passport

    as the child of the holder, is a national of a European Economic Area country or Switzerland.

  3. A Registration Certificate or Document Certifying Permanent Residence issued by the Home

    Office, to a national of a European Economic Area country or Switzerland.

  4. A Permanent Residence Card issued by the Home Office, to the family member of a national

    of a European Economic Area country or Switzerland.

  5. A current Biometric Immigration Document (Biometric Residence Permit) issued by the

    Home Office to the holder indicating that the person named is allowed to stay indefinitely in

    the UK, or has no time limit on their stay in the UK.

  6. A current passport endorsed to show that the holder is exempt from immigration control, is

    allowed to stay indefinitely in the UK, has the right of abode in the UK, or has no time limit

    on their stay in the UK.

  7. A current Immigration Status Document issued by the Home Office to the holder with an

    endorsement indicating that the named person is allowed to stay indefinitely in the UK or has no time limit on their stay in the UK, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.

  1. A birth (short or long) or adoption certificate issued in the UK, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.

  2. A birth (short or long) or adoption certificate issued in the Channel Islands, the Isle of Man or Ireland, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.

  3. A certificate of registration or naturalisation as a British citizen, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.

List B Group 1

  1. A current passport endorsed to show that the holder is allowed to stay in the UK and is

    currently allowed to do the type of work in question.

  2. A current Biometric Immigration Document (Biometric Residence Permit) issued by the

    Home Office to the holder which indicates that the named person can currently stay in the

    UK and is allowed to do the work in question.

  3. A current Residence Card (including an Accession Residence Card or a Derivative Residence

    Card) issued by the Home Office to a non-European Economic Area national who is a family member of a national of a European Economic Area country or Switzerland or who has a derivative right of residence.

  4. A current Immigration Status Document containing a photograph issued by the Home Office to the holder with a valid endorsement indicating that the named person may stay in the UK, and is allowed to do the type of work in question, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.

List B Group 2

  1. A Certificate of Application issued by the Home Office under regulation 17(3) or 18A (2) of

    the Immigration (European Economic Area) Regulations 2006, to a family member of a national of a European Economic Area country or Switzerland stating that the holder is permitted to take employment which is less than 6 months old together with a Positive Verification Notice from the Home Office Employer Checking Service.

  2. An Application Registration Card issued by the Home Office stating that the holder is permitted to take the employment in question, together with a Positive Verification Notice from the Home Office Employer Checking Service.

  3. A Positive Verification Notice issued by the Home Office Employer Checking Service to the employer or prospective employer, which indicates that the named person may stay in the UK and is permitted to do the work in question.

DGH Building Services Ltd – Corporate Social Responsibility Policy Communication

We will communicate this policy to any future staff, customers, and suppliers by means of email or paper copy and will always be available on request.

Responsibility and Review

We are fully committed to the highest possible standards of openness, honesty, and accountability. In line with that commitment, we actively encourage all staff members who have serious concerns regarding any drop in ethical standard to report them to management immediately. Our office contains a copy of this Policy in a prominent place which is accessible to all staff and visitors.

We are committed to ensuring our policy remains effective. As part of our ongoing commitment, this policy is reviewed on an annual basis to verify its effective operation.

Our Conduct

We actively promote respect between staff members in dealings with each other, clients and other third parties. The Company’s affairs will be conducted in accordance with the highest ethical standards of honesty, fairness, and openness.

Our Employees

We recognise that our staff are our most important resource. We ensure that all staff have access to the training they need both for their own development and to enable them to deliver a high-quality service. As part of the induction process, we identify an employee’s training needs, arrange appropriate training, and agree a date for these to be completed by.

We consider all staff members to be equal and maintain an Equal Opportunities Policy.

Local Communities

In considering our impact on the community we would seek to support local charities. Staff would be involved with suggesting local charities to be supported and ad hoc donations to be made. Chosen charities would be personal to our business. Some staff actively support charities on a personal basis and may engage in voluntary work in their own time.

Our Clients / Customers

Every employee is responsible for ensuring that any contact with our customers, suppliers and the public at large reflects professionalism, efficiency, integrity and honesty. A quality assured service is priority and this is set out in our Quality Policy.

Suppliers

Our transactions with suppliers will be conducted in accordance with the highest ethical standards of honesty, fairness and openness. We endeavour to enter into clear and fair contracts with our suppliers and commit to the timely settlement of suppliers’ invoices.
We acknowledge the provisions of the Modern Slavery Act 2015 and will ensure transparency through our supplier approval process in line with our quality management system processes.

Health, Safety and Environmental

We actively promote occupational health, safety, welfare and environmental measures in all our day to day business processes. We take care to ensure that none of our activities cause harm to individuals or to the local environment. Managing business activities to ensure full compliance to our occupational health and safety and environmental management systems.

We will do everything that is reasonably practicable to protect the health, safety and welfare of both our employees and any other persons affected by our activities.
We are committed to the continual improvement and annual review of our occupational health safety and environmental performance.

This policy shall be implemented and maintained through the following key company policies: • Anti-Bribery Policy

• Anti-Tax Evasion Policy
• Data Protection Policy
• Environmental Policy
• Equal Opportunities Policy • Modern Slavery Policy

• Quality Assurance Policy
• Occupational Health & Safety Policy • Right to Work Policy

Sustainability
Committed To Keeping People Healthy & Safe

We are deeply committed to health and safety in every project we undertake. We understand the inherent risks associated with the construction industry and take extensive measures to ensure the wellbeing of our team, clients, and the public. Our experienced staff are trained in the latest safety protocols and procedures, and we rigorously uphold the industry’s highest health and safety standards. Choosing DGH Building Service means choosing a builder that values safety as much as quality in every aspect of our work.

We Follow Best Practices

DGH Building Services is committed to adhering to the highest standards in the construction industry. We consistently follow best practices to ensure the quality, safety, and sustainability of every project we undertake. Our expert team stays up-to-date with the latest guidelines, techniques, and materials in the field. By choosing DGH Building Services, you are guaranteed a service that values professionalism, integrity, and excellence, delivering results that not only meet but exceed expectations.

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Frequently Asked Questions

We offer a wide range of building services including construction, renovation, refurbishment, property maintenance, and repairs. We also provide consultancy and advisory services for your property projects.

DGH Building Services is proudly based in Farnborough, Hampshire, and our professional building services extend to a variety of nearby towns and areas. We provide our range of services to Aldershot, Guildford, Godalming, Farnham, Camberley, Haslemere, Bordon, Alton, and Fleet, among others. If you’re located in or around these areas, we’re here to cater to your building needs. If your location is not listed, please do not hesitate to contact us, and we can confirm if our services extend to your specific location.

Yes, we provide free, no-obligation quotes. Contact us to discuss your project and we will provide a detailed estimate.

Yes, we are fully insured and licensed. We adhere to all industry regulations to ensure the safety and quality of our work.

At DGH Building Services, we prioritize health and safety. Our staff are trained in the latest safety protocols and we strictly adhere to all industry health and safety standards.

The timeline for a building project can vary based on its complexity and size. We will provide an estimated timeline after assessing your project details.

Yes, we offer consultancy and advisory services and can assist with the planning and design stage of your project.

We are committed to sustainability and can work with a range of eco-friendly and sustainable materials on request.

Yes, DGH Building Services is experienced in both residential and commercial construction projects.

We are committed to delivering high-quality workmanship, exceptional customer service, and we adhere to the best practices in the industry. We handle every aspect of your project with utmost care and attention to detail.

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