1. Introduction

We are committed to safeguarding the privacy of our website visitors.

This policy applies where we are acting as a data controller with respect to the personal data of our website visitors that is supplied through this website; in other words, where we determine the purposes and means of the processing of that personal data.

We use cookies on our website. Insofar as required by applicable law, we will ask you to consent to our use of cookies when you first visit our website. For more information about managing cookies, see Section 14.

More information about us and our handling of your personal data is set out in our terms and conditions.

2. How we use your personal data

In the table below and elsewhere in this Section 2 we have set out:

1. the general categories of personal data that we may process;
2. in the case of personal data that we did not obtain directly from you, the source and specific categories of that data;
3. the purposes for which we may process personal data; and
4. the legal bases of the processing.

We may process any of your personal data identified in this policy where necessary for the establishment, exercise or defence of legal claims, whether in court proceedings or in an administrative or out-of-court procedure. The legal basis for this processing is our legitimate interests, namely the protection and assertion of our legal rights, your legal rights and the legal rights of others.

We may process any of your personal data identified in this policy where necessary for the purposes of obtaining or maintaining insurance coverage, managing risks, or obtaining professional advice. The legal basis for this processing is our legitimate interests, namely the proper protection of our business against risks.

In addition to the specific purposes for which we may process your personal data set out in this Section 2, we may also process any of your personal data where such processing is necessary for compliance with a legal obligation to which we are subject, or in order to protect your vital interests or the vital interests of another natural person.

Please do not supply any other person's personal data to us, unless we prompt you to do so.

3. Providing your personal data to others

We may disclose your personal data to our insurers and/or professional advisers insofar as reasonably necessary for the purposes of obtaining or maintaining insurance coverage, managing risks, obtaining professional advice, or the establishment, exercise or defence of legal claims, whether in court proceedings or in an administrative or out-of-court procedure.

We may disclose your personal data, directly or indirectly, to our cloud services, hosting services, backup services and communications services providers, to enable them to provide those services.

We may also disclose your personal data to the third parties identified elsewhere on our website insofar as reasonably necessary for the purposes identified.

In addition to the specific disclosures of personal data set out in this Section 3, we may disclose your personal data where such disclosure is necessary for compliance with a legal obligation to which we are subject, or in order to protect your vital interests or the vital interests of another natural person. We may also disclose your personal data where such disclosure is necessary for the establishment, exercise or defence of legal claims, whether in court proceedings or in an administrative or out-of-court procedure.

4. International transfers of your personal data

In this Section 4 and elsewhere on our website, we provide information about the circumstances in which your personal data may be transferred from a location within the European Economic Area (EEA) to a location outside the EEA.

In particular, we may make transfers to Australia, the Philippines, Singapore, Ukraine, the United Arab Emirates and/or the United States of America for the purpose of enabling the provision of hosting, back-up and content delivery services. These transfers will be protected by appropriate safeguards, namely the use of the standard contractual clauses (https://ec.europa.eu/info/law/law-topic/data-protection/data-transfers-outside-eu/model-contracts-transfer-personal-data-third-countries_en) and/or the Privacy Shield scheme (https://www.privacyshield.gov).

You acknowledge that personal data that you submit for publication through our website or services may be available, via the internet, around the world. We cannot prevent the use (or misuse) of such personal data by others.

5. Retaining and deleting personal data

Personal data that we process for any purpose or purposes shall not be kept for longer than is necessary for that purpose or those purposes. For more information about our data retention and deletion policies, see our contact page.

Notwithstanding the other provisions of this Section 5, we may retain your personal data where such retention is necessary for compliance with a legal obligation to which we are subject, or in order to protect your vital interests or the vital interests of another natural person.

6. Security of personal data

We will take appropriate technical and organisational precautions to secure your personal data and to prevent the loss, misuse or alteration of your personal data.

Data relating to financial transactions that is sent from your web browser to our web server, or from our web server to your web browser, will be protected using encryption technology.

You acknowledge that the transmission of unencrypted (or inadequately encrypted) data over the internet is inherently insecure, and we cannot guarantee the security of data sent over the internet.

You should ensure that any password you may use for our website is not susceptible to being guessed, whether by a person or a computer program. You are responsible for keeping the password you use for accessing our website confidential and we will not ask you for your password (except when you log in to our website).

7. Amendments

We may update this policy from time to time by publishing a new version on our website.

You should check this page occasionally to ensure you are happy with any changes to this policy.

8. Your rights

In this Section 8, we have summarised the rights that you have under data protection law. Some of the rights are complex, and not all of the details have been included in our summaries. Accordingly, you should read the relevant laws and guidance from the regulatory authorities for a full explanation of these rights.

Your principal rights under data protection law are:

1. the right to access;
2. the right to rectification;
3. the right to erasure;
4. the right to restrict processing;
5. the right to object to processing;
6. the right to data portability;
7. the right to complain to a supervisory authority; and
8. the right to withdraw consent.

You have the right to confirmation as to whether or not we process your personal data and, where we do, access to the personal data, together with certain additional information. That additional information includes details of the purposes of the processing, the categories of personal data concerned and the recipients of the personal data. Providing the rights and freedoms of others are not affected, we will supply to you a copy of your personal data. The first copy will be provided free of charge, but additional copies may be subject to a reasonable fee.

You have the right to have any inaccurate personal data about you rectified and, taking into account the purposes of the processing, to have any incomplete personal data about you completed.

In some circumstances you have the right to the erasure of your personal data without undue delay. Those circumstances include: the personal data are no longer necessary in relation to the purposes for which they were collected or otherwise processed; you withdraw consent to consent-based processing; you object to the processing under certain rules of applicable data protection law; the processing is for direct marketing purposes; and the personal data have been unlawfully processed. However, there are exclusions of the right to erasure. The general exclusions include where processing is necessary: for exercising the right of freedom of expression and information; for compliance with a legal obligation; or for the establishment, exercise or defence of legal claims.

In some circumstances you have the right to restrict the processing of your personal data. Those circumstances are: you contest the accuracy of the personal data; processing is unlawful but you oppose erasure; we no longer need the personal data for the purposes of our processing, but you require personal data for the establishment, exercise or defence of legal claims; and you have objected to processing, pending the verification of that objection. Where processing has been restricted on this basis, we may continue to store your personal data. However, we will only otherwise process it: with your consent; for the establishment, exercise or defence of legal claims; for the protection of the rights of another natural or legal person; or for reasons of important public interest.

You have the right to object to our processing of your personal data on grounds relating to your particular situation, but only to the extent that the legal basis for the processing is that the processing is necessary for: the performance of a task carried out in the public interest or in the exercise of any official authority vested in us; or the purposes of the legitimate interests pursued by us or by a third party. If you make such an objection, we will cease to process the personal information unless we can demonstrate compelling legitimate grounds for the processing which override your interests, rights and freedoms, or the processing is for the establishment, exercise or defence of legal claims.

You have the right to object to our processing of your personal data for direct marketing purposes (including profiling for direct marketing purposes). If you make such an objection, we will cease to process your personal data for this purpose.

You have the right to object to our processing of your personal data for scientific or historical research purposes or statistical purposes on grounds relating to your particular situation, unless the processing is necessary for the performance of a task carried out for reasons of public interest.

To the extent that the legal basis for our processing of your personal data is:

1. consent; or
2. that the processing is necessary for the performance of a contract to which you are party or in order to take steps at your request prior to entering into a contract,

and such processing is carried out by automated means, you have the right to receive your personal data from us in a structured, commonly used and machine-readable format. However, this right does not apply where it would adversely affect the rights and freedoms of others.

If you consider that our processing of your personal information infringes data protection laws, you have a legal right to lodge a complaint with a supervisory authority responsible for data protection. You may do so in the EU member state of your habitual residence, your place of work or the place of the alleged infringement.

To the extent that the legal basis for our processing of your personal information is consent, you have the right to withdraw that consent at any time. Withdrawal will not affect the lawfulness of processing before the withdrawal.

You may exercise any of your rights in relation to your personal data by written notice to us.

9. Third party websites

Our website includes hyperlinks to, and details of, third party websites.

We have no control over, and are not responsible for, the privacy policies and practices of third parties.

10. Updating information

Please let us know if the personal information that we hold about you needs to be corrected or updated.

11. About cookies and local storage

A cookie is a file containing an identifier (a string of letters and numbers) that is sent by a web server to a web browser and is stored by the browser. The identifier is then sent back to the server each time the browser requests a page from the server.

Cookies may be either "persistent" cookies or "session" cookies: a persistent cookie will be stored by a web browser and will remain valid until its set expiry date, unless deleted by the user before the expiry date; a session cookie, on the other hand, will expire at the end of the user session, when the web browser is closed.

Cookies do not typically contain any information that personally identifies a user, but personal information that we store about you may be linked to the information stored in and obtained from cookies.

Local storage is the storage of data sent by our web server to your web browser. This data is not sent back to the web server.

12. Cookies and local storage that we use

We use cookies for the following purposes:

1. authentication - we use cookies to identify you when you visit our website and as you navigate our website;
2. ecommerce and shopping cart - we use cookies to enable the functioning of our ecommerce systems and to maintain the state of your shopping cart;
3. analysis - we use cookies to help us to analyse the use and performance of our website and services; and
4. cookie consent - we use cookies to store your preferences in relation to the use of cookies more generally.

We use local storage for the following purposes:

1. browser tab synchronisation - to synchronise state, available features and limits between different web browser tabs;
2. save settings - to save your sidebar lock / unlock settings; and
3. ecommerce – to facilitate ecommerce functionality.

13. Cookies used by our service providers

Our service providers use cookies and those cookies may be stored on your computer when you visit our website.

We use Google Analytics to analyse the use of our website. Google Analytics gathers information about website use by means of cookies. The information gathered relating to our website is used to create reports about the use of our website. Google's privacy policy is available at: https://www.google.com/policies/privacy/.

Cloudflare is used to identify malicious visitors to our website, to reduce the chance of blocking legitimate users, and to provide customised services. For these purposes, Cloudflare uses a cookie. Find out more about the Cloudflare cookies at https://www.cloudflare.com/cookie-policy/.

14. Managing cookies

Our website includes cookie management options. For these purposes, there are two different categories of cookies. First, cookies that are necessary for the operation of our website and the provision of our services. Second, cookies that we use for analytics purposes. To use our website and services, your browser must accept the necessary cookies. However, you may accept or reject the analytics cookies. You can manage the cookies that you accept from our website.

Most browsers allow you to refuse to accept cookies and to delete cookies. The methods for doing so vary from browser to browser, and from version to version. You can however obtain up-to-date information about blocking and deleting cookies via these links:

1.  https://support.google.com/chrome/answer/95647?hl=en (Chrome);
2.  https://support.mozilla.org/en-US/kb/enable-and-disable-cookies-website-preferences (Firefox);
3.  http://www.opera.com/help/tutorials/security/cookies/ (Opera);
4.  https://support.microsoft.com/en-gb/help/17442/windows-internet-explorer-delete-manage-cookies (Internet Explorer);
5.  https://support.apple.com/kb/PH21411 (Safari); and
6.  https://privacy.microsoft.com/en-us/windows-10-microsoft-edge-and-privacy (Edge).

Blocking all cookies will have a negative impact upon the usability of many websites.

If you block cookies, you will not be able to use all the features on our website.

This policy is intended to provide assistance to those members of staff involved in the recruitment process within the organisation and specifies the procedures through from advertising to offer of employment. It is also intended to provide advice on best practice to ensure that the company’s recruitment process is consistent and effective.

Recruitment Aims

Through its recruitment procedures the organisation aims to:

• Attract good candidates
• Ensure equal treatment of all applicants
• Identify and appoint the best applicants
• Maintain an effective and streamlined recruiting process which makes the best use of time and money

Equal Opportunities

The company’s Equal Opportunities Policy applies equally to the recruitment process and must be complied with at every stage of the recruitment process.

This means that prospective applicants should not be discriminated against either directly or indirectly on the grounds of race, nationality, ethnic origin, gender, marital status, sexual orientation, cultural or religious beliefs, disability and age. In addition candidates should not be discriminated against based on pregnancy.

Preparation of job descriptions, person specifications, advertisements, short-listing, interviewing and selection of applicants should reflect a commitment to achieving and maintaining equal opportunities within the workplace.

Interviewers should only ask job-related questions.

Obtaining Authority to Recruit

Before any post/vacancy can be advertised, it is necessary to obtain formal authorisation in writing from Gavin Watson . Such authorisation shall include the number and description of posts to be advertised and details of where the post is to be advertised.

When deciding whether to grant authorisation Gavin Watson shall consider the rationale for the vacancy e.g. replacement, restructure or expansion, to ensure that recruitment is justified.

Recruitment Pack

Before a vacancy is advertised the following information should be prepared:

• An updated job description
• A person specification
• Draft advertisment

Job Description

The job description should define the nature of the tasks, duties and responsibilities that the post will require and where the post fits into the organisational structure. 

The Manager/Director shall be responsible for the preparation of the job description.

The job description should be written in clear and simple language.

Where a job description already exists for the vacancy then it should be reviewed to ensure that it still accurately describes the role and should be updated where necessary.

The grade/salary for the post should be determined and included in the job description.

A copy of the job description should be sent out to all persons applying for the post to enable them to prepare adequately for the interview process

The job description will eventually form part of the applicant’s contract of employment.

Person Specification

It is the role of the Manager/Director to prepare the person specification.

This differs from the job description as it provides a summary of the qualifications, skills, experience, knowledge and personal characteristics required to undertake the role. Any criteria set should be related to the post and ability required for the post. There should be no unnecessary conditions attached, or the use of words, which would imply unjustifiable bias.

A copy of the person specification should be sent out to all persons applying for the post.

Advertisement

All vacancies must also be advertised internally within the company to all members of staff.

The job advertisement should be prepared by the same author of the job description and person specification to ensure consistency.

The advertisement should be kept short and simple and provide all the relevant information to enable individuals to determine whether they have the relevant skills, experience and qualifications for the post. 

Vacancies should also be advertised externally in as wide a range of publications as possible. For example, national and local newspapers, free newspapers and the Internet. Also consider employment agencies, jobcentres and community & business networks. Avoid using publications or employment agencies that focus on a niche market as this may limit the diversity of applicants and so constitute indirect discrimination.

The advertisement should also specify the closing date for the return of the application forms.

Any advertisement should be carefully worded so as to be free of any discriminatory words, phrases or intention. For example, it should avoid giving age limits or age ranges, also avoid the use of words such as, “young graduates”, “mature person” or “selection will be based upon age and experience”. Where possible relevant skills, rather than qualifications should be highlighted. 

Advertisement

1. We would advertise our vacancies online.
2. Successful applicants would be given a telephone interview.
3. Application Forms
   This is for an applicant to fill in to the best of their knowledge about themselves giving full details of themselves on this form. Applicants can attach their cv to their form.
4. Short Listing
   Management would assess applicants ability to perform the vacancy and short list applicants for interview.
5. Interview Panel
   Depending on job advertised would determine who was on the panel minimum would be a manager.
6. Interviews
   A interview with the applicant with a manager would be done on site. The manager would take notes of the interview giving the applicant time to give a true account of their abilities. The structure of recruitment explained to the applicant such as DBS checks taken and references sought. Courses that the applicant may have to attend to complete their employment within the company.(first aid courses for escorts.)
7. References
   We require at least one working reference recent and one character reference for our employees if they are successful upon their interview. 
8. a) DBS checks
   DBS checks have to be done prior to appointment for school escorts and school drivers as a failed DBS would stop the recruitment within the company.
   b) School driver and escort badges
   On receiving the badge from county the applicant would be appointed their position. The company would copy the badge for their file and tell the applicant that if they leave the badge must be returned to the office straight away. 
9. Appointments
   When appointed a DBS will be required also identification to complete DBS and checks. Hourly rates and shifts would be given explanation and training outlined and planned. If school contract work is part of their appointment all codes of conduct would be explained and read with a manager present to answer any questions arising. 
10. Qualification Certificates
    On commencement the company would require original qualification certificates to be copied and filed.
11. Work Permits And Illegal Working
    All employees would be checked with immigration via their passports that they are legally able to work in the uk. They should also provide proof of their national insurance and work permit if they have one so it can be copied and verified.
12. Complaints Procedure
    All employees must follow the complaints procedure and discipline and grievance procedure. All complaints need to be reported to the manager at al times.

Taxi driver fatigue management Long hours and late nights are the norm as a taxi driver. But tiredness can kill. It's recommended that you don't drive for longer than six hours without taking regular breaks. Even a small 15 minute break can prevent accidents on the road.

What are 5 signs of driver fatigue?

Warning signs of tiredness

• yawning.
• noticing your eyes closing for a moment or going out of focus.
• blinking more than usual.
• feeling drowsy, tired or exhausted.
• having trouble keeping your head up.
• forgetting the previous few minutes of driving.
• starting to 'see' things.
• droning and humming in ears.

How do you cure driver fatigue?

Drive with an erect posture, with legs at a 45-degree angle. Pull over at a rest stop or other safe place and take a 20-minute nap (any longer will make you feel groggy). Plan ahead for time changes in the spring and fall to adjust to the sleep and daylight hour differences.

Minibus drivers

The Driving Hours Rules for UK and EU Drivers Drivers are only permitted to drive for a maximum of 9 hours per day, although twice a week, that can be changed to 10 hours per day. After every 4.5 hours of driving, drivers are required to take a 45-minute break and that is the PSV driving hours made simple.

How many hours can you drive on domestic PCV in the UK?

You must follow the GB domestic limit of a maximum of: 11 hours on duty if you drive a goods vehicle. 16 hours on duty if you drive a passenger-carrying vehicle.

• European Rules

  9 hours driving except twice in a week when you can drive 10 hours per day. A daily rest of 11 hour must be taken in any 24 hour period, this can be reduced to 9 hours a maximum of 3 times between any 2 weekly rest periods. This means that the working day (spread over) can be up to 13 hours except when a reduced rest is taken. These reduced rests must be compensated by the end of the following day’
  Maximum 90 hours driving in any 2 weeks’ period, with no more the 56 hours in a single week. (Weeks are fixed Monday to Sunday not a rolling period). The day start at the commencement of the duty so can overlap the working week.
  45 minutes’ break after a maximum of 4.5 hours
  This can be taken as 15 then 30 minutes by the end of the 4.5 hours. Once the 45-minute break is taken you start a new driving period.
  If you have to travel to meet your vehicle this counts as other work, and must be registered on your tachograph.
  2 crew working.
  The rules are the same except the working day can be up to 21 hours, the second driver must be on the vehicle within 1 hour of the start of the duty, if not both drivers must work a maximum of 15 hours, if they have not already used this twice in the current week. They must also finish the duty together. It would be possible if there is less than 10 hours driving a 21-hour duty for 2 drivers to be present but only one to drive. 9 hours rest must be taken after the duty. The rules do not specify home many times you can take a 9 hour rest as 2 drivers, but the rule of a maximum 56 hours in one week or 90 in a fortnight will limit it.
  Working Day
  The working day is 24 hours from when your duty starts. Grey Area This can come down to the individual interpretation of an inspector. You could unwittingly drive over your hours if you start a new day less than 24 after the day before’s start. Eg: If you did 8 hours driving in 9 hours then took 9 hours rest then started work again, do your 15 minutes of checks then start driving you could only drive for 2 hours because it is only 22:15 since the start of the previous day. This then could bring the question have you started your next day or is it when you get 24 hours.
  Split Rest
  If you have a 3-hour rest during the day, then 9 hours later this counts as a full rest period.

• 12 Day Rule

  This is an exception to the normal rules for drivers who are touring out of their own country. Drivers will be are able to delay their weekly rest period until the end of day 12, but this rule cannot be applied to domestic trips, this must be 1 tour not back to back tours. A regular 45-hour rest must be taken prior to the journey beginning. In addition, at least one regular and one reduced weekly rest period – totalling at least 69 hours – should be taken back-to-back on the journey’s completion
  The “12 day rule” applies from 1st January 2014 only to coaches that have been previously fitted out with a digital control appliance.
  From 1st January 2014 either two drivers have to man a coach for trips between 22.00 pm and 06.00 am or the driver’s rest break has to be taken after a period of three hours at the wheel.
  Period of availability; Select this when you not on a legally required to take a break and you are not driving or doing other work.

• School Contracts

  Domestic rulesThese rules only apply if you stay within a 50km radius of your starting point. (Mostly used by local bus operations).
  10 hours driving per day
  Maximum 5.5 hours before 30 minutes break must be taken.
  Anomaly If the working day is not longer than 8.5 hours you can drive for 7.5 hours by taking short breaks of 15 minutes totaling 45 minutes.