Modern Slavery Transparency Statement 2023

We review our policies and procedures on an ongoing basis to ensure they remain compliant and fit for purpose. The following policies and procedures are considered to be key in meeting the requirements of the Modern Slavery Act.

• Community Safety Partnerships Annual Partnership Plan

The Safer Colchester Partnership’s Annual Partnership Plan contains a key priority to identify and support the reporting of Hidden Harms – this includes those who are affected by slavery and human trafficking.

• Safeguarding

We embrace our responsibility to develop, implement and monitor policies and procedures to safeguard the welfare of children and ‘adults with needs for care and support’. We have a comprehensive Safeguarding Policy which all staff and councillors are expected to read and work within.

We work within multi-agency partnerships to protect and safeguard people. The policy, and relevant training, makes appropriate reference to our role as a ‘First Responder’ in making referrals to the NRM (National Referral Mechanism).

• Recruitment

We have a robust and transparent recruitment and selection process that is reviewed regularly. They include robust procedures for vetting new employees, whether full or part-time, agency employees or contractors/consultants. The checks made ensures they are able to confirm their identities and qualifications, and they are paid directly into an appropriate, personal bank account.

To comply with the Asylum, Immigration and Nationality Act 2006, all prospective employees are asked to supply evidence of their eligibility to work in the UK. References are also requested and followed up.

• Agency workers

We use only reputable employment agencies to source labour and verify the practices of any new agency we are using before accepting workers from that agency.

• Pay

We operate a Job Evaluation Scheme to ensure that all employees are paid fairly and equitably. As part of our commitment to being a good employer, we have paid the Living Wage or more to our employes since 2013.

We became an accredited Living Wage Employer in February 2016, meaning that the approach has been extended to relevant contracted staff as those contracts have come up for renewal.

• Employee Code of Conduct

Our Employee Code of Conduct makes clear to employees the actions and behaviours expected of them when representing the council. We strive to maintain the highest standards of employee conduct and ethical behaviour and breaches are investigated.

• Whistleblowing

We encourage all our employees, customers and other business partners to report any concerns related to the direct activities or the supply chains of the council. Our whistleblowing procedure is designed to make it easy for employees to make disclosures, without fear of retaliation.