Legal Declarations
1. Disclaimer
1.1 Rocco Mercier is providing this site on an ‘as is’ basis and makes no representations or warranties of any kind with respect to this site or its contents and disclaims all such representations and warranties. In addition, we make no representations or warranties about the accuracy, completeness, or suitability for any purpose of the information and related graphics published in this site. The information contained in this site may contain technical inaccuracies or typographical errors. Nevertheless, all liability of us howsoever arising for any such inaccuracies or errors is expressly excluded to the fullest extent permitted by law.
1.2 Neither we nor any of its directors, employees or other representatives will be liable for loss or damage arising out of or in connection with the use of this site. This is a comprehensive limitation of liability that applies to all damages of any kind, including (without limitation) compensatory, direct, indirect or consequential damages, loss of data, income or profit, loss of or damage to property and claims of third parties.
1.3 Notwithstanding the foregoing, none of the exclusions and limitations in the clause are intended to limit any rights you may have as a consumer under local law or other statutory rights which may not be excluded nor in any way to exclude or limit Rocco Mercier’s liability to you for death or personal injury resulting from our negligence or that of our employees or agents.
Equal Opportunities
Policy Statement
Rocco Mercier aims to be an equal opportunity employer, and has a policy for this purpose. This policy covers all aspects of employment, from vacancy advertising, selection recruitment* and training to conditions of service and reasons for termination of employment.
To ensure that this policy is operating effectively (and for no other purpose) Rocco Mercier maintains records of employees' racial origins, gender and disability. Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted.
Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. Our processes, procedures and practices are regularly reviewed to reflect changing policy and learning.
Rocco Mercier is committed to equal opportunities both in the context of our status as an employer and as Consultants to our Clients. The recruitment practices of both our Clients and us are compliant, as is every aspect of our employment practice.
Rocco Mercier will ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of Rocco Mercier and themselves.
The cooperation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy's objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with Rocco Mercier. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.
All employees are inducted in respect of their responsibilities and the importance of adherence to this policy.
Responsibilities
The Senior Partners of the business are responsible for delivering the policy and are accountable for its implementation.
All managers and supervisors have responsibility for implementing the spirit and letter of this policy and all associated legislation. Line Managers are also responsible for ensuring that each employee is made aware of the policy and the serious implications of breaches of this.
Managers are also responsible for ensuring that they promote equal opportunities in their actions and that they lead by example.
Related Legislation
The Company recognises all associated legislation including:
• The Sex Discrimination Act 1975 (updated 1986)
• The Equal Pay Act 1970 (updated 1983)
• The Race Relations Act 1976 (amended 2000)
• The Disability Discrimination Act 1995
• Sex Discrimination (Gender Reassignment) Regulations 1999
• The Crime and Disorder of Offenders Act 1974
• The Rehabilitation of Offenders Act 1974
• The Human Rights Act 1998
• The Flexible Working Act 2003
• Age Discrimination Regulations 2006
*Candidate profiles sent to our clients may contain words used by the candidate himself/herself and therefore may not be endorsed or monitored by Rocco Mercier
