Safeguarding Children & Young People Policy
3 pages · PDF, 117 KB
The short version
- Everyone we place into a setting with children is vetted as if their safety depends on it. Because it does.
- Enhanced DBS, verified references and right-to-work, before any first shift.
- Any safeguarding concern gets reported. No exceptions, no awkward silences.
Why this matters to us
We supply temporary staff into care services, and into settings such as school and college kitchens, where children and vulnerable adults are present every day. Safer recruitment is not a compliance box for us. It's the foundation of the trust clients place in every worker we supply.
Our checks
Before a candidate is put forward for any role involving children, we complete: identity and right-to-work verification, a full employment history with gaps explained, a minimum of two references verified by us directly with the referee, and an enhanced DBS check with children's barred list check where the role requires it. We tell clients exactly which checks are complete and which are in progress. We never present a candidate as "fully vetted" when they aren't.
Beyond the checks
Workers placed into settings with children are briefed on their safeguarding duties before their first shift. If we become aware of a safeguarding concern about any worker, before or after placement, we report it to the client and the relevant authorities. Our commercial reputation comes second to that, every time.
The formal document
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Safeguarding Adults at Risk Policy
3 pages · PDF, 117 KB
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Child & Vulnerable Adult Protection Policy
3 pages · PDF, 116 KB
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DBS Certificate Handling & Retention Policy
2 pages · PDF, 114 KB
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Recruitment of Ex-Offenders Policy (England, Scotland & Wales)
2 pages · PDF, 114 KB
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Recruitment of Ex-Offenders Policy (Northern Ireland)
2 pages · PDF, 113 KB
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Disclosure Information Handling Policy (Northern Ireland)
2 pages · PDF, 113 KB
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Recruitment & Selection Policy
2 pages · PDF, 115 KB
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Agency Workers Regulations Policy
2 pages · PDF, 114 KB
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Reference Request Policy
2 pages · PDF, 113 KB
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Equal Opportunities Policy
2 pages · PDF, 114 KB
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Equality, Diversity & Inclusion Policy
2 pages · PDF, 114 KB
The short version
- Candidates are judged on skill and experience. Nothing else.
- If a client asks us to filter on anything the law protects, we refuse.
- We make adjustments so every candidate can compete fairly.
What we commit to
We put candidates forward on merit: experience, qualifications, and fit for the actual job. We do not discriminate, and we will not act on instructions to discriminate, on the basis of any characteristic protected by the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.
Care, catering and logistics have all had a history of looking one particular way. We think the shortage of good people in every sector we serve is a strong reason, on top of the right one, to search wider. A brilliant carer, chef or team leader can come from anywhere.
In practice
Shortlists are built from capability, not assumptions. Where a candidate needs adjustments to interview fairly, we arrange them with the employer before the interview, not after a problem. If a client's requirement would exclude people unlawfully, we say so and help them rewrite it. If they insist, we decline the role.
The formal document
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Flexible Working Policy
2 pages · PDF, 114 KB
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Maternity Policy
3 pages · PDF, 117 KB
The short version
- Up to 52 weeks of maternity leave, from your first day with us, whatever your length of service.
- Statutory Maternity Pay for up to 39 weeks if you qualify, and help to claim Maternity Allowance if you don’t.
- Your job, your holiday and your pension are protected the whole time you’re away.
Why this matters to us
Starting or growing a family should not mean worrying about work. This policy sets out exactly what you are entitled to and how we will support you, so you can plan with confidence.
Your leave and pay
You can start maternity leave up to 11 weeks before your due date, and you must take at least two weeks off after the birth. If you qualify, the first six weeks of Statutory Maternity Pay are paid at 90% of your average earnings, followed by up to 33 weeks at the statutory rate. Just tell us you are pregnant, your due date, and when you would like leave to start, by the 15th week before your baby is due.
Coming back
You have the right to return to the same job. Your benefits and holiday keep building while you are off, and you are protected from unfair treatment or redundancy from the day you tell us you are pregnant until 18 months after the birth.
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Paternity Policy
2 pages · PDF, 114 KB
The short version
- Up to two weeks off to be there when your child arrives, by birth or adoption.
- Take it as one two-week block or two separate weeks, any time in the first year.
- Statutory Paternity Pay if you qualify, and your job is protected.
Why this matters to us
Being present in those first weeks matters. This policy makes it simple to take the time off you are entitled to, with as little admin as possible.
How it works
To qualify you need around six months of service by the time the baby is due. Let us know by the 15th week before the due date, then give us 28 days’ notice before each period of leave. You can also take unpaid time off to attend up to two antenatal or adoption appointments.
The formal document
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Menopause Policy
2 pages · PDF, 114 KB
The short version
- We treat the menopause as a normal part of working life, openly and in confidence.
- Practical adjustments where they help, from temperature and breaks to flexible hours.
- Time off for symptoms is handled sympathetically, not as ordinary sickness.
Why this matters to us
The menopause can affect people right across our team, and the right support keeps good people thriving at work. We would rather you felt able to ask for what helps than struggle in silence.
The support on offer
Adjustments are always tailored to you, and might include control over your workspace temperature, easy access to cold water and facilities, more frequent breaks, flexibility over hours or working from home, or a review of any uniform. Speak to your line manager, or anyone you feel comfortable with, and share only what you want to.
Respect, always
Comments or “banter” about the menopause are not tolerated and are dealt with under our disciplinary procedures.
The formal document
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Andropause Policy
2 pages · PDF, 114 KB
The short version
- The same open, confidential support for andropause, sometimes called the “male menopause”.
- Practical adjustments where they help, from workload to flexible hours.
- Respect from everyone, no banter and no judgement.
Why this matters to us
Age-related hormonal changes are rarely talked about, but they can genuinely affect how someone feels at work. We want people to feel able to raise it and get support.
The support on offer
Depending on what helps, we might look at your workload or hours, more frequent breaks, flexibility over start and finish times or working from home, or a temporary change to duties. Any sickness absence linked to symptoms is handled sympathetically. Speak to your line manager or anyone you feel comfortable with.
Respect, always
Comments or “banter” about a colleague’s health or age are not tolerated and are dealt with under our disciplinary procedures.
The formal document
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Induction Policy
2 pages · PDF, 113 KB
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Training Policy
2 pages · PDF, 114 KB
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Privacy Policy
2 pages · PDF, 114 KB
The short version
- We collect only what we need to place you or to fill your role.
- Your CV goes to an employer only after you say yes. Every time.
- We never sell your data. To anyone. Ever.
- Ask us what we hold about you, or ask us to delete it, any time.
Who we are
Pineapple Partners ("we", "us") is a temporary staffing business supplying care, catering, logistics and office staff to clients across the UK. Pineapple Partners is a trading style of Cucumber Logistics Ltd, company registration number 13385553, at Suite 14 to 16a, Astley Park Business Centre, Astley Park Estate, Chaddock Lane, Manchester, M29 7JY. For anything in this policy, contact us at info@cucumber-operations.co.uk.
What we collect
If you're a candidate: your CV, work history, qualifications, contact details, right-to-work evidence, references, and where a role requires it, DBS status. We collect this from you directly, or from a referee or public professional profile with your knowledge.
If you're a client: your name, role, work contact details, and the requirements of the positions you ask us to fill.
If you use this website: whatever you type into our contact form. This site sets no tracking cookies and runs no advertising trackers.
How we use it, and why we're allowed to
We use your information to match candidates with roles, run compliance checks, and keep in touch about opportunities you've asked to hear about. UK GDPR requires a lawful basis for each use. Ours are: consent (sending your CV to a named employer), legitimate interests (keeping in touch with candidates and clients about relevant work), legal obligation (right-to-work and safeguarding checks), and contract (delivering the service a client has engaged us for).
Who we share it with
Prospective employers and clients, only with your consent for each introduction. Referees you've named. Regulators or authorities where the law requires it. That's the list. We do not sell or rent personal data.
How long we keep it
Candidate records are kept for two years from our last meaningful contact, then deleted. Client records are kept for the duration of our relationship plus the period tax and company law requires. Want deleting sooner? Email us and it's done, unless a legal obligation says otherwise, in which case we'll tell you what and why.
Your rights
You can ask us for a copy of your data, ask us to correct it, delete it, restrict how we use it, hand it to you in a portable format, or object to a use of it. Email info@cucumber-operations.co.uk and we'll respond within one month. If you're unhappy with our answer, you can complain to the Information Commissioner's Office at ico.org.uk.
The formal document
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GDPR Policy
3 pages · PDF, 116 KB
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Candidate Information Handling, Storage & Disposal Policy
2 pages · PDF, 114 KB
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Data Backup Procedure
2 pages · PDF, 113 KB
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Business Continuity Plan
2 pages · PDF, 114 KB
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Quality Assurance Policy
2 pages · PDF, 113 KB
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Complaints & Compliments Policy
2 pages · PDF, 114 KB
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Clinical Complaints Policy
2 pages · PDF, 114 KB
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Whistleblowing Policy
3 pages · PDF, 116 KB
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Anti-Bribery Policy
2 pages · PDF, 114 KB
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Modern Slavery Act Policy
2 pages · PDF, 113 KB
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Anti-Tax Evasion Policy
2 pages · PDF, 113 KB
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Health & Safety Policy
3 pages · PDF, 116 KB
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Use of Own Vehicle for Business Use Policy
2 pages · PDF, 114 KB
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Environmental Policy
2 pages · PDF, 113 KB
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Carbon Reduction Plan
2 pages · PDF, 114 KB
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Infection Prevention & Control Policy
2 pages · PDF, 115 KB
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Occupational Health & Worker Fitness Policy
2 pages · PDF, 115 KB
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