Ethical Policy

InterimLawyers.co.uk is part of the Ten Percent group of websites. We donate 10% of our profits to charity (hence the name) and we apply the following ethical policy to our business dealings.

Ethical Policy

1. To every extent possible work performed must be on the basis of a recognised employment or fair business to business relationship established through national law and practice.
2. We do not advertise vacancies that have remuneration levels less than the real Living Wage, as defined by the Living Wage Foundation at www.livingwage.org.uk, unless there are specific circumstances for doing so. For example, if a vacancy is clearly providing access to a particular workplace for an individual who would not otherwise have it, or there is considerable scope to generate income through an achievable bonus scheme.
3. Where we outsource work overseas (eg internal IT development work) we satisfy ourselves that contractors conform to local laws and regulation.
4. Workers, without distinction, have the right to join or form trade unions of their own and to bargain collectively. Ten-Percent.co.uk Limited adopts an open attitude towards the activities of trade unions and their activities.
5. Workers’ representatives should not be discriminated against and have access to carry out their representative functions in the workplace.
6. A safe and hygienic working environment is provided. Adequate steps shall be taken to prevent accidents and injury to health arising out of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
7. Workers shall receive regular and recorded health and safety training.
8. Working hours on advertised vacancies should always comply with national laws and benchmark industry standards, whichever afford the greater protection.
9. There is no discrimination on hiring, compensation, access to training, promotion, termination of employment or retirement based on race, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
10. Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
11. All workers and contractors shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the pay period concerned each time that they are paid.
12. Deductions from wages as a disciplinary measure shall not be permitted, nor shall any deductions from wages not provided for by national law be permitted without the express permission of the worker concerned.
13. We will not work in countries where there is the possibility we are aiding and abetting the recruitment of staff who will be working in companies where discrimination on any ground is present.
14. We will not work in countries and with organisations where there is strong evidence of poor adherence to workers’ rights, a lack of equal opportunities and universal human rights. This includes private and public businesses.
15. We will always try to be as open as possible with both client law firms and candidate locum solicitors. If we are aware of an issue with a locum solicitor that may affect a decision to book the locum for an assignment we will always identify this to the client law firm. Similarly if we know a client law firm has treated a locum badly or previously failed to pay on time we will reveal this information to any interested locums looking at new assignments with the same firm.