POLICIES

click here for our Health & Safety policy

In any company it's important to highlight the importance of being environmentally conscious, no matter what they do. More and more in today's society we are being made aware of how vital it is that we reduce our carbon footprint and minimise the outputs that are damaging to the environment. At Love Love, we realise this and focus on reducing and recycling waste, encouraging public transport rather than private for our employees and being conscious of the energy we use of a day to day basis. We love and care for the environment and know that we need to help protect what we have for a better future.

Managing environmental footprint

Although at Love Love we are very conscious of the impact we are having on the environment and strive to reduce our carbon emissions, there has been no procedure to record this as of yet. Onwards on 2010 we aim to keep track of the ways in which we not only contribute to but also how we try and reduce our carbon footprint. This includes being more aware of our paper usage, recycling and energy usage and travel in our everyday life.

Environmental Policy and Objectives

Not only at Love Love do we feel it is important to cut down emissions ourselves, we also understand and feel strongly about the importance of promoting a more energy conscious way of working to all people involved in what we do.
Aims of our environmental policy:

• Review the way we function as a company and the areas that are creating the greatest amounts of wastage.
• Always consider the more environmentally friendly means of travel to locations and meetings.
• Find ways of reducing our energy outputs.
• Implement these methods in everyday practice.
• Promote good environmental practice throughout our means of broadcast and raise other's awareness of our environmental policies.
In achieving the aims of our environmental policy we have set ourselves the following objectives:
• To frequently review our policy and find new ways of reducing our carbon emissions.
• Maintain our methods of promotion.

Love Love- Health and Safety
Health & Safety at Work Act 1974

1. The policy of Love Love in connection with the Health & Safety at Work act is:
a) To eliminate as far as reasonable practical accidents and avoid ill health resulting from work conditions.
b) To ensure, as is reasonably practical, that the place of work is maintained in a safe condition.
c) To provide and maintain a working environment for staff that is adequate as regards facilities and arrangements for welfare.
2. The Company Secretary is responsible for maintaining up to date knowledge of legislation and codes of practice in connection with health and safety at work and for keeping employees informed in that connection. He is responsible for ensuring that legislation in connection with health and safety is complied with.
3. All employees are encouraged to maintain an active interest in accident prevention and comply with safety and health regulations, to discuss and consider any unsafe practice or condition likely to cause ill health and to report it to the Managing Director or to the Company Secretary.
4. The Health & Safety at Work Act 1974 imposes a duty on each employee whilst at work to take a responsible care of the health and safety of himself or herself and others with whom he or she works.
5. All accidents should be reported to the Managing Director as appropriate.
6. All employees should make themselves aware of the use of first aid equipment and fire fighting equipment where provided and any deficiencies should be reported as in 5 above.
7. You should report any hazards, deficiencies or incidents to the Managing Director or the Company Secretary.

Love Love
Updated 08/10/2010

 

 

Love Love Equal Opportunities Policy
Equal Opportunities For All
Statement

Love Love endeavours to be an equal opportunity employer, which is of great importance in the workplace and we have a policy for this purpose.
Our policy covers all areas of employment, ranging from the way in which we advertise positions and fill them, train successful candidates and handle employment termination. Both paid employees, volunteers and those from educational projects are considered part of the workforce and both paid and unpaid work is valued.
Records of employees' racial origins, disability and age are all retains in order to effectively maintain the policies effectiveness. The functionality of these records is to prevent unlawful discriminative processes and encourage equal employment for all.
At Love Love we understand the importance that all areas of the community are represented and identified in the way we work. The nature of our work allows us to associate with a wide range of social groups in the local area and through this we aim to promote equality. A permitted by the relevant Acts of Parliament, when underrepresentation occurs, we aim to provide employment opportunities for all groups without discrimination of any means.
Love Love' Equal Opportunities Policy, and the measures to implement it, have been devised on the basis of advice from the relevant bodies as well as in consultation with appropriate union and/or employee representatives.
The managing director is responsible for the effective operation of Love Love Film's Equal Opportunities Policy.

THE POLICY
Vacancy Advertisement

Wherever possible, all vacancies will be advertised at once internally and externally.
Efforts will be made to make all groups of people aware of the positions available, both internally and externally.
Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, polytechnics, etc, with significant minority group rolls, as well as to minority press/media and organisations.
All vacancy advertisements will include an appropriate short statement on equal opportunity.

Applicants and recruitment
Selection criteria including job description and employee specification will be frequently reviewed to ensure that they are not discriminatory in the grounds of essential skills for the performance of in an advertised or current role.
All possible candidates should have received training in equal opportunities and, when possible, more than one candidate should be considered for advertised roles including women, minorities and people with disabilities, should they apply for the position.
Eligible and non-discriminatory reasons for applicant rejection must be recorded.
Positive actions, conditions of service and training.
Underrepresented groups shall be encouraged to apply for training and employment opportunities with the company/etc.
The company encourages all social, racial and underrepresented groups such as those with disability to apply for any positions we advertise.
Recruitment to all positions will be based strictly on merit but special training will be provided for such groups to prepare them for any positions we advertise.
We aim, wherever necessary to cater and provide for any special needs of particular groups.
Any obstacles deemed and unjust and discriminatory will be removed and efforts made to meet the needs of underrepresented groups.

Personnel records
Personnel records will be retained for the sole purpose of encouraging fair employment practices.
Employees with have access to these records to change necessary information. Access for other purposes will be strictly forbidden.
These records will be frequently monitored to promote and maintain the Equal Opportunities Policy.

General
The objectives of this Equal Opportunities Policy are :
• Ensure that Love Love have access to a wide market of employees and employs the most suitable person for its needs.
• Ensure that all applicants are treated fairly and provided with assistance to maximise their potential and functionality.
• Achieve a skilled team which incorporates the community fairly.
The cooperation of all employees is necessary 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 the company/etc. 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.
The effectiveness of the policy relies heavily on the cooperation of employees however it is the company's responsibly to ensure it complies with the relevant Acts of Parliament. Disciplinary actions or even termination of employment may occur against individuals who breach the spirit of the Equal Opportunities Policy.

 

LoveLove Films Safeguarding /protecting Children Policy

 

Introduction

LoveLove Films LTD is committed to protecting and safeguarding the welfare of children and young persons and in doing so operates the following policies, which you should adhere to at all times:

 

·         the children and young person’s wellbeing is paramount;

·         treat all children and young persons with care, respect and dignity;

·         communicate with children and young persons in an open and clear manner;

·         avoid physical contact with children and young persons except for reasons of health and safety, or when under supervision; and

·         undertake a risk assessment with respect to the children and young person’s involvement in the programme.

 

In the context of child protection, children and young person’s refers to anyone less than 18 years of age. ‘Children’ (as per the legal regulations) means those below the minimum school leaving age of 16 and ‘young persons’ are those between this age and 18. Whilst the overriding principles detailed above should be applied to all children and young persons, they may be treated differently when it comes to some editorial issues, transport, accommodation, chaperoning and on the issue of consent.

 

It is the responsibility of everyone working on a production, whether as an employee or a freelance worker, to protect the welfare of children and young persons at work and to ensure that their wellbeing is treated as paramount. This is irrespective of any consent given by the contributor or their parent.

 

A risk assessment must be completed on all programmes in which children are involved, not just from a health and safety point of view (see below), but also as regards the children and young person’s involvement in the programme. It is important that a member of the production team is identified to assess the risks of working with children and young persons .

 

Please bear in mind the following two fundamental rules from OFCOM’s code relating to the involvement of under 18s in programmes:

 

•         Rule 1.28. Due care must be taken over the physical and emotional welfare and the dignity of people under 18 who take part or are otherwise involved in programmes. This is irrespective of any consent given by the participant or by a parent, guardian or other person over the age of 18 in loco parentis.

•         Rule 1.29. People under 18 must not be caused unnecessary distress or anxiety by their involvement in programmes or by the broadcast of those programmes.

 

Guidelines should be made available to all those involved in the programme, which should detail the procedure to be followed by the production team including, but not limited to, procedure on location, personal contact with the children and young persons, managing sensitive information and the referral process should issues arise. Some of the main points to consider and tailor to the particular programme circumstances are set out below.

 

Local Education Authority Requirements/ Working Hours/ Chaperones

If filming with a child who is of ‘compulsory school age’, then you may need the permission of the Local Education Authority (“LEA”), who has a legal responsibility to protect the welfare and ensure the proper education of all children within its area of responsibility.  Children only stop being ‘of compulsory school age’ in June of the academic year (1st September to 31st August) in which their 16th birthday falls. You should contact the Business Affairs department to establish whether a licence for the child’s participation in the programme is required.  If a licence is required you will need to plan the time required to obtain the licence. The licence will require the production team to adhere to strict rules regarding the children’s involvement in the production, for example in respect of the hours during which a child can be filmed each day, meal breaks, education whilst on the production etc.  Please consult PACT’s Filming with Children Guidelines in this respect and discuss with the Business Affairs department.

 

Although an LEA licence does not have to be obtained for young persons, there are still working hours regulations (again see PACT’s Filming with Children Guidelines).  There is no legal requirement for young persons working in the UK to be chaperoned, but if young persons are not being chaperoned it should be made very clear to parents/guardians (and such information followed up in writing - see below).  If young persons are being taken out of the UK to work then they must be chaperoned.

 

Capacity to Consent

Children and young persons in England and Wales cannot legally enter into contractual arrangements (in Scotland this principle only applies to children of 16 years and under) and cannot therefore consent on a contributor release to you filming them. You must therefore have the release form signed by a parent/guardian /foster parent who has parental responsibility for the child. Depending on the nature of the programme and the age of the child, it is usually necessary to obtain the consent of both parents, if possible.  Please liaise with your Business Affairs department if uncertain.

 

The release forms/contracts should specify whether it is a parent/guardian/foster parent that is signing.  Be particularly careful where dealing with children of divorced/separated parents, to ensure that the parent(s) purporting to give consent has the requisite authority to sign on behalf of the child concerned.  A mother will always have ‘parental responsibility’ (unless a court order has been made to the contrary).  A father has ‘parental responsibility’ if he was married to the child’s mother at the time of the child’s birth or if  he is named on the birth certificate and the child was born after 1 December 2003 or ‘parental responsibility’ has been granted by a court order since the child’s birth.  If the person signing identifies themselves as a foster parent, you should contact the Business Affairs department immediately as it may be necessary to liaise with social services to ensure that the appropriate person is providing consent for the child to participate.

 

 

Regardless of consent any nudity involving a child or young person is a potential criminal offence and must be referred to the compliance officer at the relevant broadcaster.