Code of Conduct

In line with our mission and values — “We are committed to quality, reliability, and integrity in all that we do” and “Being the best at what we do” — this Code sets out what is expected of all employees of FKM GROUP LTD.

DO

  • Always prioritize safety — no task is so urgent that it justifies unsafe behaviour.
  • Treat everyone with dignity and respect, regardless of background.
  • Aim to exceed customer expectations wherever possible.
  • Fully understand and comply with all terms in your employment, customer, and supplier contracts.
  • Maintain high standards of integrity and competence. Always be honest and transparent in your duties.
  • Safeguard confidential and personal data in accordance with the UK GDPR and company policies.
  • Keep accurate, up-to-date, and honest records.
  • If you suspect a breach of law or policy, report it immediately to your line manager or the HR team.
  • Use company equipment and systems for business purposes only, unless specifically authorised.

DON’T

  • Discriminate against or treat someone unfairly on grounds of:
    • Age, race, ethnic or national origin, disability, sex, sexual orientation, gender reassignment, marital or civil partnership status, pregnancy or maternity, religion or belief, or any other protected characteristic under the Equality Act 2010.
  • Engage in price-fixing or any anti-competitive discussions with competitors.
  • Disclose or misuse confidential or commercially sensitive information.
  • Engage in corrupt, unethical, or illegal behaviour.
  • Accept gifts, payments, or benefits that could be interpreted as bribes or inducements — in accordance with the Bribery Act 2010.
  • Undertake activities that present a conflict of interest (e.g., working for a competitor) without prior written consent.
  • Use, possess, or be under the influence of illegal drugs or alcohol on company time or premises.
  • Ignore a concern. If in doubt, always speak up to your manager or email HR at admin@fkmgroup.co.uk. You may raise serious concerns anonymously under the company’s Whistleblowing Policy.

APPENDIX 1 — Disciplinary Policy

1.General

This appendix outlines examples of conduct that may lead to disciplinary action. Each case will be assessed individually, and due process will be followed in line with the ACAS Code of Practice.

2.Summary Dismissal — GFKM Group Misconduct

GFKM Group misconduct is behaviour that is so serious it destroys the employer’s trust and confidence in the employee, justifying immediate dismissal without notice or pay in lieu. Below are examples:

  1. Serious or deliberate breaches of health and safety procedures, including unauthorized smoking or failing to report safety incidents.
  2. Discrimination, harassment, or bullying, in breach of our Equality, Diversity & Inclusion Policy.
  3. Repeated or deliberate failure to follow client instructions or assignment procedures.
  4. Refusing lawful and reasonable instructions without good cause.
  5. Being under the influence of alcohol or illegal drugs while at work.
  6. Violence, threats, or physical aggression in the workplace.
  7. Damage to or theft of property belonging to the company, client, or third party.
  8. Rude, abusive, or obscene behavior, including gFKM Group insubordination.
  9. Any action that could seriously damage the company’s or client’s reputation.
  10. Negligence leading to safety risks, or abandonment of post without relief.
  11. Falsification of company/client records or documents.
  12. Knowingly providing false information during recruitment or employment.
  13. Unauthorised disclosure of confidential information.
  14. Accepting or soliciting bribes or unauthorized benefits.
  15. Failure to report any criminal charge, conviction, or investigation, including driving offences.
  16. Unauthorized possession or misuse of company or client property.
  17. Breach of IT/Email/Internet policy, including access to prohibited content or systems misuse.
  18. Allowing unauthorised persons access to secure areas or client premises.
  19. Sleeping on duty, unless otherwise agreed as part of a break procedure.
  20. Unauthorised absence of three days or more without contact.
  21. Refusing to work an agreed shift pattern, without legitimate reason.
  22. Taking up secondary employment that may cause a conflict of interest without company approval.
  23. Any action that causes the company to breach legal or licensing requirements, including SIA standards.
  24. Any bribery-related offence under the Bribery Act 2010.
  25. Inappropriate use of social media, in breach of the company’s Social Media Policy.
  26. Misuse of company financial resources, including company credit cards.
  27. Failure to report changes in driving licence status (points, convictions, disqualifications).

3.Breaches of Policy

Violations of any FKM GROUP LTD policies (e.g., Attendance, IT, Social Media, Data Protection) may result in disciplinary action up to and including dismissal, depending on the severity.

4.Special Circumstances: Licensing

Loss, expiry, or disqualification from holding a valid SIA licence may result in suspension or dismissal, subject to an internal review and the nature of the employee’s duties. It is your legal responsibility to ensure your licence is valid at all times.