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Planetex Ltd.

Company

Planetex Limited is a well reputed buying house based in a central location in Dhaka. We have an Efficient and Experienced Commercial Team capable of taking proper care of the relevant documents of the Banking Sector, Board of Investment(BOI)...

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Product

Our detailed product list consist of many items of Circular Knitted (T-Shirt, Polo Shirt, Tank Top, Ladies Blouse, Fleece, Polar Fleece), Flat Knit (Sweater 3gg, 5gg, 7gg, 12gg, 14gg) Woven (Shirt, Pants, Shorts) & Under Garments (Lingerie, Swim Wear, Beach Wear - Bikini ...

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Manufacture

We are associated with renowned factories and backward linkage industries which are fully in compliance with as well as verified by "Oeko-Tex Standard 100", WRAP & “BSCI”. Some of these factories are well equipped and have all the modern facilities Such as...

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Quality Control

We closely monitor orders from the moment of sampling to the time of shipment. We provide updated status on sampling, production and shipment to our buyers on a regular basis. A pro-active approach is maintained towards the identification of problem areas and...

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Contacts

Bangladesh office:
House 666 (old) 28 (new)
Road 33 (old) 11 (new)
2nd Floor, Dhanmondi, Dhaka
Tel: +8802 9102070
Fax: +8802 8152638

UK office:
145-157 St John Street,
London EC1V 4PW, UK
Tel: +4420 8144 1494

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Company

Planetex Limited is a well reputed buying house based in a central location in Dhaka. We have an Efficient and Experienced Commercial Team capable of taking proper care of the relevant documents of the Banking Sector, Board of Investment(BOI), Export Promotion Bureau (EPB), Bangladesh Garment Manufacturing Exporter Association(BGMEA) & Bangladesh Knit Manufacturing Exporter Association (BKMEA), Customs & Excise, Freight Forwarders, Shipping Lines etc.

Being a Buying House one of our core responsibilities is to give surety that the product purchased and released for shipment conforms to be of Customer's requirement. Our services include all that a buyer needs for successful buying. Our objective is to provide total customer satisfaction by offering a range of quality garments at reasonable prices on time. Our quick feedback to our customers' needs and well maintained production schedules have earned us reputed customer base in Europe, Canada, Australia, Latin America and the USA. We also welcome customers from other parts of the world.

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We are always ready to accept challenges and meet that through our commitment and high quality production as per our buyers’ requirements. We are concerns of Mattra which is the biggest PR company in Bangladesh supporting clienteles from majority of the corporate and international organizations; and Channel I which is the pioneer in the satellite based TV channel in Bangladesh with highest TV ranking by the viewers.

Our Vision
We thrive to be the most preferred garment sourcing agency for global clients and maintain our reputation with upmost credibility and integrity with our customers, vendors and employees.

Our mission
• Customized solutions to global clients must be provided as per their requirements and to achieve consistent high quality levels and on-time delivery schedules, through a team of committed personnel and a proven set of vendors with world class manufacturing facilities.
• Operate without compromising on quality, delivery and profitability.
• To provide our clients with efficient and effective sourcing solution for their requirements. This includes taking a lead role in structuring and executing transactions that benefit our clients and help their business growth.

We never compromise on efficient services such as:
• Immediate feedback/reply to customer’s inquiries & questions.
• Competitive Prices in a prompt action and service.
• Continuous / Follow-up monitoring of each order from raw material till final packing by Quality Assurance team.
• Keep customers updated with all developments taking place at our end to avoid hassle at last stage.
• Final Inspection at loading for compliance of given standards.
     

Product

Our detailed product list consist of many items of Circular Knitted (T-Shirt, Polo Shirt, Tank Top, Ladies Blouse, Fleece, Polar Fleece), Flat Knit (Sweater 3gg, 5gg, 7gg, 12gg, 14gg) Woven (Shirt, Pants, Shorts) & Under Garments (Lingerie, Swim Wear, Beach Wear - Bikini , String, Thong etc.), Home Textiles (House Hold Textiles, Towel, Kitchen Wear), Work Wear, Uniform, Children Wear, Fleece Jackets, Sweat Shirt, Sports Wear, Night Wear, Polyester Jersey & Functional items etc.
     

Manufacture

We are associated with renowned factories and backward linkage industries which are fully in compliance with as well as verified by "Oeko-Tex Standard 100", WRAP & “BSCI”. Some of these factories are well equipped and have all the modern facilities Such as...

Air Quality -

Air Purification, Deodorization Technology and Equipment, Environmental Clean room, Indoor Air Quality Technology and Systems, Air Filtration System
• Air Filtration System
• Air Pollution & Gas Emission Control
• Air Purification, Deodorization Technology and Equipment
• Environmental Clean room
• Gas, Smoke & Chemical Monitoring and Treatment Equipment
• Indoor Air Quality Technology and Systems
• Others


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Environmental Equipments
Air Filtration System, Environmental Water Treatment Equipment, Clean Room Equipment, Sewage Treatment Equipment
• Air Filtration System
• Bio-degradable Plastic Product
• Clean Room Equipment
• Environmental Water Treatment Equipment
• Sewage Treatment Equipment
• Others

Environmentally-Friendly Products
Water Saving Devices & Products, Green Decorative Materials, Recycled Plastic Product, Bio-degradable Plastic Products
• Bio-degradable & Eco-friendly Raw Materials
• Bio-degradable & Recycled Products and Packaging
• Bio-degradable Plastic Products
• Eco-friendly Materials for Construction and Fitting
• Green Decorative Materials
• Organic Products
• Recycled Paper Product
• Recycled Plastic Product
• Water Saving Devices & Products
• Others

Green Design Green Roof Systems and Green Walls Solution
Green Roof Systems and Green Walls Solution

Waste Management & Recycling Solid Waste Treatment, Incineration & Recycling Systems, Oil Recycling Technology and Equipment, Solid Waste Recycling Technology and Equipment, Biological Treatment Equipment
• Biological Treatment Equipment
• Oil Recycling Technology and Equipment
• Solid Waste Recycling Technology and Equipment
• Solid Waste Treatment, Incineration & Recycling Systems
• Others

Energy, Energy Efficiency Equipment, Product and Solution
Energy Saving Product, Eco-friendly Vehicles, Energy Efficient Devices and Systems, Renewable & Alternative Energy
• Alternative Energy Machinery & Technology
• Eco-friendly Vehicles
• Energy Efficient Devices and Systems
• Energy Saving Product
• Renewable & Alternative Energy
• Others

Environmental Equipments

Air Filtration System, Environmental Water Treatment Equipment, Clean Room Equipment, Sewage Treatment Equipment
• Air Filtration System
• Bio-degradable Plastic Product
• Clean Room Equipment
• Environmental Water Treatment Equipment
• Sewage Treatment Equipment
• Others

Environmentally-Friendly Products
Water Saving Devices & Products, Green Decorative Materials, Recycled Plastic Product, Bio-degradable Plastic Products
• Bio-degradable & Eco-friendly Raw Materials
• Bio-degradable & Recycled Products and Packaging
• Bio-degradable Plastic Products
• Eco-friendly Materials for Construction and Fitting
• Green Decorative Materials
• Organic Products
• Recycled Paper Product
• Recycled Plastic Product
• Water Saving Devices & Products
• Others

Green Design
Green Roof Systems and Green Walls Solution
Green Roof Systems and Green Walls Solution

Sound & Noise Control
Waste Management & Recycling
Solid Waste Treatment, Incineration & Recycling Systems, Oil Recycling Technology and Equipment, Solid Waste Recycling Technology and Equipment, Biological Treatment Equipment
• Biological Treatment Equipment
• Oil Recycling Technology and Equipment
• Solid Waste Recycling Technology and Equipment
• Solid Waste Treatment, Incineration & Recycling Systems
• Others

     

Quality Control

Total Quality Control in order Execution: (Quality Management)

We closely monitor orders from the moment of sampling to the time of shipment. We provide updated status on sampling, production and shipment to our buyers on a regular basis. A pro-active approach is maintained towards the identification of problem areas and immediate application of corrective measures to ensure timely delivery of products. The detailed physical inspection of the samples selected based on random specifications of the buyers and cover criteria like design / style, shrinkage, accessories, appearance, markings, color, labeling, material, assortments, workmanship, measurements, packing etc.

Status Reporting
Status report is based on multi-state inspection and transmitted to the buyers. The production progress is analyzed in relation to delivery terms and suitable course of action is taken to ensure that goods are delivered in time. Consignments are prepared for shipment only if they match up-to the standards required by our buyers.

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Documentation and Shipping Co-ordination

Shipping documents are checked as per the buyer's instruction and the copy documents are sent to buyers well in advance of the shipment to avoid any discrepancies.

Price
We scrutinize prices quoted by our factory as well as the other suppliers and with our own experience of the cost structure in the country, obtain the most realistic prices from them.

Other Service
• We also keep buyers informed about the market trends, new developments in industry, changes in Govt. policy and regulations etc. as far as possible.
• Inform buyers about new fabrics, designs and fashion trends within our knowledge.
• Receive buyers visiting Asia, Sending invitation letter to obtain visa, arrange hotel bookings on their behalf, plan their meetings with us & other suppliers and try to provide all reasonable assistance that a buyer may need in a foreign land to make the visit comfortable and useful.

Our company strictly controls the goods quality by knitting, dying procedures to guarantee the fabric quality be good sense of touch and meantime meet the azo free, formalin free green products standard. After getting all the approvals of our size samples, style samples, color dips and other details from the buyer we go for the mass production.

Our Q.C. team will start inspection from knitting, dying, checking the paper pattern before cutting, during making and packing and metal detect and shipping marks and etc. Meantime, we strictly control the snap and other accessories quality to guarantee the goods have no harm to the babies. All the products will pass the metal detector before packing into the cartons. We have the similar strict policy on controlling the quality standard of the fabric for adult garments orders.

Q.C. service takes place before the bulk fabric is cut. It consists of the elements listed below.
• Reporting of fabric and accessories arrival status.
• Visual control of fabrics: weight/m², color, hand feel.
• Forecast of production timing (starting date, assigned capacity, daily output and finish date).
• Checking with production supervisors whether they think the style is feasible in conformity with the approved samples. For each issue raised: making a test in the workshop and reporting the exact results.
• Checking all the issues listed by the client and reporting results.

     

Contact


 
Bangladesh office:
House 666 (old) 28 (new)
Road 33 (old) 11 (new)
2nd Floor, Dhanmondi, Dhaka
Tel: +8802 9102070
Fax: +8802 8152638

UK office:
145-157 St John Street,
London EC1V 4PW, UK
Tel: +4420 8144 1494

Switzerland office:
10 rue de Savoie - 1207 Genève
Tel: +41796062174

Spain office:
Av. Josep Tarradellas i Joan 87
Hospitalet de Llobregat, Barcelona
Tel: +34 666 006 717

Mobile: +8801720499984, +447838119417
Email: info@planetex.com.bd
Skype: planetex.nazir
Website: www.planetexbd.com
     

Health and Safety Policy

This Health and Safety policy has been adopted by Planetex Ltd as a general statement of safety and for determining line responsibility for health, safety and welfare compliance through the management structure as required in line with United Kingdom’s Health and Safety at Work Act 1974, Management of Health and Safety at Work Regulation1992, Manual Handling Operations Regulations 1992 and Health and Safety (Display Screen Equipment) Regulation 1992. The regulations hence meet the standard of Bangladesh, European Union.

Aims:
- To ensure, as far as is reasonably practicable, the health and safety of all trainees when training and employees whilst at work.
- To comply with all relevant health and safety legislation, regulations and codes of practice.
- To provide safe and healthy conditions of training, work, plant and systems.

Responsibilities of the Company:
- To work towards the achievement of this policy aims.
- To provide appropriate training, advice, protective clothing, equipment and documentation as is necessary or advisable.
- To carry out assessment of risks and endeavour to reduce or eliminate these risks.
- To provide written systems of work for all and any procedures which are exposed to hazards.
- To record notification of hazards and accidents and incorporate improvements suggested as a result of investigations conducted following such notifications as soon as possible.

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Of the Managers and Supervisors:
- To be responsible for the execution of the safety policy as far as the department /employees for which he/she is responsible.
- To be responsible, as far as reasonably practicable, for the safety of all persons working in or visiting his/her department, and for all plant/equipment under his/her control.
- To ensure, in the event of an or any accident, prompt and appropriate first aid is administered, further medical assistance is obtained if necessary, the circumstances of the incident are investigated and reported on, and that recommendations made as a result of an investigation are implemented.
- To ensure the Workplace Safety folder is kept and displayed, its contents are brought to the attention of every employee, and all employees are conversant with such data.
- To ensure protective clothing/equipment is used at all times where and when necessary.

Of the Students, Trainees and Employees
- To ensure that students, trainees, employees are conversant with the accident/hazard reporting procedure and that notification of hazards is passed to the appropriate person for action.
- To make them familiar with and adhere to safety procedures, including the fire alarm procedure and evacuation route(s).
- To make them familiar with and adhere to safety procedures, including the fire alarm procedure and evacuation route(s).
- To Wear protective clothing/equipment at all times as and when necessary, and to report any defects in such clothing/equipment to their supervisor.
- To Wear protective clothing/equipment at all times as and when necessary, and to report any defects in such clothing/equipment to their supervisor.
- To report all accidents/incidents to a supervisor, and to carry out instructions given by a supervisor.
- To report all safety and health hazards and machinery defects using the hazard report procedure.
- To co-operate with the organisation at all times on matters of safety.

Of the Safety Representatives (if applicable)
- To assist the employer (trainees and employees) in the assessment and reduction of risk and hazards, by being aware of the implementation and effect of procedures and work in the workplace.
- To advise the employer on matters of concern voiced by employees and liaise/help in rectification thereof.
- As a member of the Safety Committee to take full part in its deliberations and operations.

Of the Safety Committee (if applicable)
- To further the interest of all involved in the reduction and/or elimination of risk, or, failing this, of its control.
- To advise management on safety matters.
- To assist in the education of employees in operating safe working practices.
- To raise awareness of the need for a high-profile safety policy/procedure.

Health and Safety Policy

Administration:
The Safety Officer, Mr Apurba Ahmed, is responsible for:
Preparing, reviewing and updating this policy, accident/hazard reporting procedures, fire and safety procedures and evacuation guidance. Accepting and taking action on accident/hazard report forms. Ensuring compliance with the responsibilities laid down in this policy statement and reporting failure to comply with senior management for sanctions to be applied.

Liaison with Health & Safety Officers, Insurers, Factory and Environmental Health Officers, Fire Brigade, etc., and ensuring appropriate recommendations are effected.

Implementing the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR) and all such other legislation or requirements as may be enacted from time to time.

Date of issue: 4th January 2013
To be reviewed on (date): 25th July 2013

Siqned………………………………………………Nazir Alam,
Managing Director

Siqned………………………………………………. Safety Officer,
Mr. Apurba Ahmed

Note:
The original RIDDOR regulations were revised and new requirements introduced from 1 April 1996. Under the revision employers are obliged to advise of acts of 'non consensual violence done to a person at work' - a wording which could cover horseplay, skylarking, initiation rites, etc., as well as violent acts committed with a greater degree of malice.

Emergency Evacuation Procedure

Note: this document must be given to all PLANETEX LTD member staffs and students, as part of their induction programme, on their first day at PLANETEX LTD.

According to Health & Safety Regulations each individual needs to be aware of the evacuation procedures in the cases of emergency and must comply fully with them. Organisations as well need to provide safe procedures in cases of emergency and must ensure that everyone complies fully with them. This document outlines the evacuation procedures and drills, PLANETEX LTD carries out for people within its responsibilities (employees, work placement trainees, and visitors to PLANETEX LTD) as well as evacuation procedures and drills carried out by the Management of the premises occupied by PLANETEX LTD for all occupiers of the building.
You must ensure that you have read and understood fully the instructions, herein, as your life and health and that of your colleagues depend on these.

Fire Officer/Warden:
The Fire Officer/Warden are responsible for overseeing the evacuation procedures, ensuring that everybody is safe and accounted for, and that the premises/buildings are safe before anyone returns to his/her workstation. They will take with them the Daily Register to the Assembly Points to check that all persons in attendance, in the register, are safely out of the building and accounted for. You must know where the assembly points are and who the Fire officers Marshals are, and report to them once you have evacuated the building.

PLANETEX LTD's Fire Officers/Wardens:
1. Mr Apurba Ahmed

Assembly Point:

(In case of Emergency Evacuation) In front of the building, opposite the main road.

POINTS TO REMEMBER FOR THE FIRE PREVENTION AND FIGHTING FIRES
Rules and Regulations:
• Keep all doors; especially fire resisting doors, and walkways clear.
• Ensure that all paper rubbish is put into the rubbish receptacles that are provided.
• Ensure that all staff and students are made aware of the health & safety rules and regulations, disciplinary procedures, PLANETEX LTD's and the centre's rules and regulations governing their attendance and behaviour whilst on the premises.
• The building (Ground floor) PLANETEX LTD operates in are all NON-SMOKING environment and so are all of PLANETEX LTD's premises. Smoking is strictly prohibited in all of PLANETEX LTD's premises, the corridors, hallways and entrances.

Health and Safety Policy Statement:
Health and Safety Notices:

There are Health and Safety Notices inside the PLANETEX LTD's premises, at the reception. You must ensure you have read and familiarise yourself with the contents. You must also ensure you know where the Fire Exits, Signs and the Fire Extinguishers are. It is important to remember the following colour codes:

RED = Prohibited
BLUE = Mandatory
BLUE = Mandatory
YELLOW/ ORANGE = Hazard or Danger

Fire Fighting Equipment:
Normally it is the premises manager or designated person in PLANETEX LTD who would sound the alarm and summon the fire brigade. No one else would be called upon to fight a fire but in exceptional emergency cases like finding a small fire and tackling it, you need to know what fire extinguisher to use and how to tackle the fire. These are listed below:

RED = Water Based - for use in a fire involving paper, wood, textile, but must never be used to fight an electrical fire.
RED/BLACK = Carbon dioxide - for use on Electrical fires.
BLUE = Power - can be used on all types of fires.
GREEN = Halogen – can be used on all types of fire but is hazardous if used in a confined space.
Instructions on how to use the fire extinguishers are found on the equipment. Other fire fighting equipment in the premises is fire blanket.

The Emergency Plan:
IF YOU DISCOVER A FIRE:
1. OPERATE THE NEAREST FIRE ALARM, IMMEDIATELY. (THEY ARE LOCATED NEAR THE DOOR. PRESS ON THE GLASS TO ACTIVATE THE ALARM).
2. INFORM THE FIRE OFFICER/WARDEN OR ANOTHER SENIOR STAFF IMMEDIATELY.
3. ATTACK THE FIRE, IF POSSIBLE, WITH APPLIANCES PROVIDED BUT DO NOT TAKE PERSONAL RISKS.

CALLING THE FIRE BRIGADE:
1. This should be done by the Fire Officer/Warden or another senior member of staff.
2. If you need to call the Fire Brigade, lift the telephone receiver and dial "999".
3. Give the operator your telephone number and ask for the Fire Brigade.
4. When the Fire Brigade replies, tell them distinctly:

FIRE in Planetex Ltd. at 2nd Floor, House 666 (old) 28 (new) Road 33 (old) 11 (new) Dhanmondi, Dhaka
5. DO NOT replace the receiver until the Fire Brigade has repeated the address.
6. Leave the building immediately, report to the Fire Officer/Warden at the Assembly Point.

Five Golden Rules for Your Safety:
1. Walk. Do not run. You have time to get out of the building safely. Many deaths and serious injuries happen not by being burnt but when people panic and rush to evacuate the building. SO DO NOT PANIC.
2. When you arrive to the assembly point, stay with your group and do not wander off.
3. When the register is being called, make sure that when your name is called you answer loudly enough to be heard nice and clearly.
4. Do not assume that everyone hears the fire alarm, although your hearing may be perfect, there are a number of people that are deaf. Make sure that you tell people that the fire alarm is ringing.
5. DO NOT RE-ENTER the building when you have left until you have been told that it is safe. Any property you have forgotten and left behind in the building is not as important or as valuable as your life.

On hearing the alarm:
General Staff:
1. Stop what you are doing immediately and proceed to leave the building.
2. Use the nearest available exit.
3. DO NOT stop to collect belongings.
5. LEAVE the building immediately and proceed to the Assembly Point.

PLANETEX LTD Fire Officer/Warden:
1. Co-ordinate actions of General Staff.
2. Ensure evacuation of offices/ floor proceed and is completed by checking all rooms, lavatories, etc.
3. Close doors & windows to prevent fire spreading.
4. Leave building as above.
5. Report the details of incident and evacuation complete to Senior Fire Marshal.

Senior Fire Warden:
1. Ensure Fire Brigade has been called.
2. Report to Assembly Point.
4. Record details of incident and evacuation from Floor/PLANETEX LTD Fire Marshals. 4. Report details to Fire Brigade on arrival.
5. Assist Fire Brigade if requested.
     

Equal Opportunity Policy

PLANETEX LTD recognises and values the diversity amongst its staff, interns, volunteers, associates and their staff.

The company is therefore committed to the eradication of unlawful discrimination, and to the principle of creating equality of opportunity in all its activities and functions. It is determined to ensure that this commitment is reflected in practice through its policies, procedures and day-to-day work in carrying out these activities and functions.

PLANETEX LTD expects that associates and staff, when acting on behalf of the company, will treat all people equally whatever their race, colour, ethnic origin, national origin, religion, gender, age, sexuality, physical disability, mental disability or appearance. Staff and associates expect to be treated fairly and not to be discriminated against either when dealing with each other or with other people who come into contact with the company. The PLANETEX LTD is committed to acting to create equality of opportunity in the recruitment, promotion, pay, development and training of company staff and also in the application of its employment policies and procedures. In addition, PLANETEX LTD is committed to monitoring its activities and functions to ensure equality of outcomes and to ensure that it complies with all current equality and diversity legislation in their pursuit of work excellence, the company is committed to an active approach to equality of opportunity, one that encourages an inclusive culture and values diversity.


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Subject to the statutory provisions of the company, no member or employee will be treated less fairly than any other on the grounds of sex, marital or parental status, race ethnic or national origin, colour, disability, sexual orientation, gender reassignment or religion. Ability to meet the requirements of the selection criteria for competitive election, appointment or admission, and ability and willingness to perform the job or to complete any course to which a person is appointed or admitted, will be the primary considerations. If any member or employee of the company or applicant for internship or employment in the company considers that he or she has been treated less fairly than another in any of the respects listed in the preceding paragraph, he or she may make a complaint, which will be dealt with through the company’s agreed procedures for complaints or grievances, as appropriate. The company will meet all its statutory obligations under relevant legislation. In particular, the college will take account of the need:

To implement and monitor the company’s Equal Opportunities Policy for staff, buyers, clients, associates, the company will:

- review the Equal Opportunities Policy regularly and publish revisions as required
- provide reference in the Student Diary and Handbook to the Policy and related Codes of Practice, which explain the position of the company in relation to discrimination on grounds of disability, gender and race
- provide individual needs assessments for applicants and students with learning difficulties and/or disabilities
- ensure that appropriate support arrangements are in place at entry and throughout their programmes of study for students with learning difficulties and / or disabilities
- seek evidence from students as to the effectiveness of the Equal Opportunities Policy and its implementation
- monitor the operation of the policy by means of reports to Academic Board and to senior management
- engage with external companys to facilitate the implementation of the policy
- aim to comply fully with all relevant legislation relating to equality of opportunity

Reviewed: 4 January 2013.
     

Child and Vulnerable Adult Protection Policy

Policy and Guidance Notes to Administrative Line Managers

Planetex Ltd.


POLICY STATEMENT - DISABLED PEOPLE

Planetex Ltd. aims to be a caring and an equal opportunities employer.
The Company's employment and recruitment policies are kept under periodic review so as to reflect this.
The introduction of the Disability Discrimination Act (1995) in the United Kingdom which reflects the standard guidelines of European Union regulations are used as basis to implement this policy by Plantex Ltd. The Company recognises these rights and wishes to support people who may need special assistance.

The Act itself gives disabled people protection against discrimination in employment and introduces legislation covering the provision of goods, facilities, services and property. It also provides a number of new rights and duties regarding employment. The basic philosophy underlying the Act is that a disabled person should not be treated less favourably, on account of their disability, than others who do not have the disability.


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The majority of disabled people are as effective as able-bodied people and will need no additional help in settling into work and developing their employment potential. However, for those who need assistance the Company will provide support.

THE COMPANY IS COMMITTED TO EQUAL OPPORTUNITIES IN EMPLOYMENT WITHIN THE CONSTRAINTS OF LEGITIMATE JOB REQUIREMENTS. IT WILL TREAT APPLICATIONS FROM DISABLED PEOPLE IN THE SAME WAY AS THOSE FROM PERSONS WITHOUT A DISABILITY.

THE COMPANY WILL PROVIDE ALL FEASIBLE SUPPORT FOR DISABLED EMPLOYEES WITHIN THE COMPANY, WITH THE ASSISTANCE OF EXTERNAL AGENCIES WHERE APPROPRIATE, TO ENABLE THEM TO WORK TO MAXIMUM EFFECT WITHIN ANY LIMITS IMPOSED BY THEIR DISABILITY.

DISABILITY DISCRIMINATION ACT (1995) - A SUMMARY
Meaning of Disability
For the purposes of the Act a person has a disability if he or she has ‘a physical or mental impairment which has a substantial and long-term effect on his or her ability to carry out normal day to day activities.’ Long-term has been defined as more than 12 months. The definition of “normal day to day activities” includes mobility, manual dexterity, lifting, hearing, sight, speech, memory and the ability to concentrate, learn or understand.

Employers’ Duty not to Discriminate
Employers must not discriminate against a disabled person in relation to “the arrangements made for determining to whom the job should be offered”. The broad term ‘arrangements’ has deliberately been used to cover anything done as part of the recruitment process including application form, interviews and arrangement for selection, opportunities for training or promotion, conditions of employment, treatment at work, or dismissal. Following the advice and procedures detailed in the Company’s “Recruitment Guide” will ensure fair recruitment practice.

Employers’ Duty to make Adjustments
There is a statutory duty on employers to make reasonable adjustments to working practices and the working environment to overcome practical barriers to a disabled person. This does not mean that adjustments have to be made to cover all circumstances but there is a duty to consider adjustments in relation to an individual employee or job applicant.

Where working arrangements or physical features place the disabled person concerned at a substantial disadvantage then there is a duty to take such steps as are reasonable to prevent the arrangements or feature having that effect. Reasonableness includes balancing the cost of the adjustment and the disruption it would cause against the benefits of making it, the resources of the Company and the availability of any financial assistance.

Steps already have been and will be considered include:
- adjustments at the entrance to the premises
- allocating some duties to another person
- transferring the existing employee who becomes disabled to a more suitable post altering working hours
- assigning the person to a different workplace, when have more than one premises
- allowing the individual to be absent for rehabilitation, assessment and treatment giving or arranging training acquiring or modifying equipment
- providing a reader or interpreter and providing supervision.

Meaning of Discrimination
Discrimination will have occurred if:
For a reason which relates to the disabled person’s disability, the person is treated less favourably than others to whom that reason does not or would not apply; and the treatment cannot be justified. The complainant will have to show less favourable treatment, and where an employer has failed without justification to comply with any duty to make reasonable adjustments the employer will be deemed to have discriminated. This includes both current employees and potential employees.

Complaints Procedure
As with the Sex Discrimination and Race Relations Acts the Disability Discrimination Act will protect not only current employees but job applicants as well. Any disabled job applicants or employees who think they have suffered discrimination will be able to complain to an Industrial Tribunal which may award compensation, with no upper limit, and/or recommend the employer to take action to reduce or remove the complained of discrimination.

PRACTICAL GUIDANCE - DISABLED PEOPLE AT WORK
Disabled people are not only those whose disability is immediately obvious, e.g. visually impaired or those who use wheel chairs. Many disabilities, which can sometimes affect employment are not obvious, for example heart problems, mental illness, asthma, dyslexia, arthritis, epilepsy and hearing impairments.

The same disability can vary in its severity and affect people to differing degrees. Some disabilities may improve over a period of time, whilst others, as with certain neurological diseases, e.g. multiple sclerosis, may deteriorate. Other disabilities may only be temporary.

Different individuals will be at varying stages in coping with the same disability. People disabled since birth may have found ways of overcoming their disability and may require only minimal assistance. Those who become disabled later in life may need more time and help to develop an expertise in coping with any disability.

PRACTICAL GUIDANCE - EXISTING EMPLOYEES
Some employees who become disabled, for example, as a result of an accident may be absent from work for a long period whilst others may be able to remain in work. Flexibility is the key to ensuring that an employee returns to effectiveness as soon as possible. It may be appropriate to allow the individual to undertake a gradual return in order to build up to full fitness and restore confidence. An immediate return to full duties may prove too difficult after a lengthy period of absence. The Company would wish to continue employing any individual who becomes disabled wherever possible and will explore ways in which this can be achieved. The Company is committed to help any disabled staff by providing specialised equipment to help them undertake the jobs.

Where it is clear that the individual can no longer undertake his or her current role, or any other role within the Company, then procedures for early retirement are available.

Where an employee has notified Personnel Services of their disability the Company undertakes to review His/her needs at least annually. This will be done via discussion with the individual employee, Directors. This review will give individuals an opportunity to keep the Company informed of any changes regarding their disability, the effects upon their ability to undertake their jobs and how the Company may assist them.

PRACTICAL GUIDANCE - POTENTIAL EMPLOYEES
Recruitment
Liability under the Act is most likely to arise in the recruitment process, e.g. if the recruiter unjustifiably treats a disabled applicant less favourably than other applicants. The Company has issued a Recruitment Guide, which if followed should ensure that managers comply with good practice and the law. Consideration should be given to taking action where a disabled applicant might be at a substantial disadvantage in relation to other applicants and to make reasonable adjustments to the recruitment arrangements or working practices.

Job Descriptions
These should be examined to ensure that unnecessary requirements are not included that may exclude a disabled person who could do the job, either with or without a reasonable adjustment. An example of an unnecessary requirement would be to include the ability to drive on the list of requirements when the job involves only very occasional driving, this would clearly exclude any individual suffering a sight impairment.

Job Advertisements

It is illegal to advertise a job in a way that might be understood to exclude people with a disability.

Application Forms
Applicants who use the standard Company application form are requested to disclose any relevant disabilities in order that consideration can be given to adjusting the arrangements for the selection process including any special requirements for the interview.

When a disabled person applies for a position and meets the selection criteria the Line Manger, or his/her representative, should consider what adjustments may be legally obligatory. It is vital that whoever carries out the assessment and recruitment is familiar with the premises, work practices and core requirements of the job so as to ensure that a full assessment is undertaken regarding potential adjustments to working arrangements and premises.

For further advice and guidance please contact your Line Manager.
     

Privacy Policy

This Privacy Policy covers Planetex Ltd's treatment of personally identifiable and other information that Planetex Ltd collects and receives, including information related to buyers or workers past use of Planetex Ltd products and services. “Data” and “information” includes information about you that is personally identifiable like your name, address, email address, or phone number, and that is not otherwise publicly available. The Privacy Policy also gives information about cookies; Planetex Ltd's and third parties' use of cookies; and how you may disable such cookies.

This Privacy Policy does not apply to the practices of companies that Planetex Ltd does not own or control, or to people that Planetex Ltd does not employ or manage. In addition, some companies that Planetex Ltd has acquired have their own, preexisting privacy policies.

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INFORMATION COLLECTION AND USE
Planetex Ltd collects personally identifiable information when you register for a Planetex Ltd account, when you use certain Planetex Ltd products or services. Planetex Ltd may combine information (including personally identifiable information) about you that we have with information we obtain from business partners or other companies.

When you register with Planetex Ltd, we ask for personally identifiable information such as your name, email address, birth date, gender, post code, occupation, industry, and personal interests.

Planetex Ltd does not receives and records information on our server logs from your browser including your IP address, Planetex Ltd cookie information, software and hardware attributes, and the page you requested. Once you register with Planetex Ltd and sign in to our services you are no longer anonymous to us and your usage data will be connected to your account. Planetex Ltd uses information (including anonymous and pseudonymous information, as well as personally identifiable information) for the following general purposes: to fulfil your requests for products and services, improve our services, contact you, conduct research, and provide dedicated reporting for internal and external clients.

INFORMATION SHARING AND DISCLOSURE
Planetex Ltd does not rent, sell, or share information about you (including personally identifiable information) with other people or non-affiliated companies except to provide products or services you've requested, when we have your permission, or for the following purposes:

  • to provide the information to trusted partners who work on behalf of or with Planetex Ltd under confidentiality agreements. These companies may use such information to help Planetex Ltd communicate with you (to the extent consented by you) about offers from Planetex Ltd and our marketing partners. However, these companies do not have any independent right to share this information.
  • to respond to subpoenas, court orders, legal process, or to any legitimate request by authorities with which compliance is required, or to establish or exercise legal rights or defend against legal claims.
  • to believe it is necessary to share such information in order to investigate, prevent, or take action regarding illegal activities, suspected fraud, situations involving potential threats to the physical safety of any person, violations of Planetex Ltd's terms of use, or as otherwise required by law.
  • to transfer such information about you if Planetex Ltd acquires, or is acquired by or merged with, another company. In this event, Planetex Ltd will notify you before information about you is transferred and becomes subject to a different privacy policy. Planetex Ltd does not provide any personally identifiable information to the advertiser when you interact with or view a targeted ad. However, by interacting with or viewing an ad you are consenting to the possibility that the advertiser will make the assumption that you meet the targeting criteria used to display the ad.