RS WORLDWIDE MODERN SLAVERY AND HUMAN TRAFFICKING POLICY

 

Introduction

RS Worldwide is committed to preventing modern slavery and human trafficking in all aspects of our operations. We recognize our responsibility to uphold ethical practices and ensure transparency in our supply chains. This policy sets out our commitment to combating modern slavery, in compliance with the Modern Slavery Act 2015.

 

Organisational Structure, Business & Supply Chain

RS Worldwide’s primary activities include providing hospitality, facilities management, and staffing services. We operate across a range of sectors, delivering high-quality services to clients while maintaining ethical standards throughout our operations.

 

Our Approach

 

Commitment to Zero Tolerance of Modern Slavery

RS Worldwide has a zero-tolerance approach to all forms of modern slavery and human trafficking. We are dedicated to acting with integrity, transparency, and ethics in every aspect of our business dealings. We expect the same commitment from our supply chain, contractors, employees, and all other business partners. This includes the implementation and enforcement of effective systems and controls to prevent, detect, and address modern slavery within our business operations and supply chain.

 

Related Policies and Strategies

To ensure compliance with the Modern Slavery Act and effectively prevent modern slavery and human trafficking, RS Worldwide has developed a number of related policies and strategies. These include:

• Employee Handbook – Clearly outlining expectations for ethical behavior, including a commitment to preventing both modern slavery and human trafficking within the workplace.
• Equality & Diversity Policy – Promoting a fair, respectful, and inclusive environment that protects all individuals from discrimination and exploitation.
• Safeguarding Policy – Safeguarding the well-being of vulnerable individuals, including those at risk of exploitation or trafficking in the hospitality and facilities management sectors.
• Safer Recruitment Policy – Ensuring that our recruitment processes are thorough and designed to avoid the employment of individuals who may be vulnerable to exploitation or human trafficking.
• Whistleblowing Policy – Providing a clear and confidential mechanism for employees, suppliers, and other stakeholders to report concerns about modern slavery or human trafficking without fear of retaliation.

 

Position in Preventing Modern Slavery and Human Trafficking

RS Worldwide is well-positioned to make a positive and proactive contribution to preventing modern slavery and human trafficking in both our business and our supply chain. We are committed to ensuring that modern slavery is not tolerated within any part of our operations, including the hospitality and facilities management services we provide, and within our recruitment and staffing processes. Through the implementation of comprehensive policies, ongoing staff training, and regular supply chain audits, we actively work to prevent the occurrence of modern slavery and human trafficking ensure that all of our business partners adhere to the same high standards.

 

Our Commitment

RS Worldwide is dedicated to ensuring that:

• Modern slavery and human trafficking have no place within our business or supply
• All staff members and suppliers operate in accordance with ethical labor
• Adequate procedures are in place to identify and mitigate risks of modern

 

Responsibilities

• Management: Responsible for ensuring this policy is effectively implemented, reviewed annually, and upheld across all levels of operation.
• Employees: Expected to report concerns related to modern slavery and undergo relevant
• Clients and Suppliers: Encouraged to work with us in ensuring ethical labor practices and compliance with this policy.

 

Due Diligence in Business & Supply Chain

To prevent modern slavery, RS Worldwide will:

• Conduct risk assessments on recruitment processes and supply
• Carry out due diligence on new employees, suppliers, and
• Require compliance with modern slavery laws from all staff, clients, and business
• Regularly monitor and review potential risks in our

 

Risk Assessment & Management

RS Worldwide will implement a structured risk management approach by:

• Identifying high-risk areas in our supply
• Evaluating suppliers and contractors based on their adherence to ethical labor
• Taking corrective actions where necessary to mitigate identified

 

Reporting & Whistleblowing

Employees, clients, and business partners are encouraged to report any concerns related to modern slavery through our confidential reporting system. Reports will be investigated thoroughly, and necessary actions will be taken.

 

Training on Modern Slavery & Human Trafficking

RS Worldwide provides training to employees and key stakeholders to recognize signs of modern slavery and understand their role in preventing it. This includes:

• Awareness sessions on identifying modern slavery
• Training on reporting concerns through the appropriate
• Ensuring all staff involved in recruitment and supply chain management receive specialized

 

EQUALITY & DIVERSITY POLICY

 

PURPOSE & SCOPE

RS Worldwide Limited is committed to fostering a diverse, inclusive, and discrimination-free work environment. We believe that equality, diversity, and inclusion (EDI) are essential to providing high- quality hospitality services and ensuring a positive work culture.

This policy applies to all RS Worldwide employees, including temporary, part-time, and full-time staff, while working at client hotels or in any RS Worldwide-managed environment.

 

 

COMPANY COMMITMENT

RS Worldwide is dedicated to:

• Creating a fair and inclusive workplace where all employees are valued and
• Ensuring that recruitment, training, promotion, and career development are based on merit and not affected by bias or discrimination.
• Providing a work environment free from discrimination, harassment, victimization, or bullying.

• Encouraging diverse representation in staffing assignments, leadership roles, and training
• Complying with all relevant equality laws and best practices.

 

 

PROTECTED CHARACTERISTICS

Discrimination, harassment, or unfair treatment will not be tolerated based on:

✔ Age

✔ Disability (physical, mental, visible, or invisible)

✔ Gender, gender identity, or gender expression

✔ Marital or civil partnership status

✔ Pregnancy, maternity, or paternity

✔ Race, ethnicity, nationality, or skin color

✔ Religion, belief, or lack of belief

✔ Sexual orientation

✔ Socioeconomic background

✔ Neurodiversity (e.g., autism, ADHD, dyslexia)

✔ Trade union membership or political beliefs

 

 

STAFF RESPONSIBILITIES

All RS Worldwide employees must:

• Treat colleagues, guests, and hotel staff with respect at all times.
• Speak up if they witness discrimination, harassment, or unfair
• Report concerns to RS Worldwide HR or
• Foster an inclusive work culture by respecting differences and valuing diverse
• Avoid using language or behavior that is offensive, exclusionary, or discriminatory.

 

 

CLIENT RESPONSIBILITIES

RS Worldwide Hospitality Staffing expects all client hotels to uphold equality, diversity, and inclusion (EDI) standards by:

• Providing a discrimination-free workplace for RS Worldwide
• Treating all RS Worldwide employees fairly and without bias.
• Preventing and addressing discrimination, harassment, or
• Taking prompt action on complaints involving hotel staff or
• Ensuring managers enforce EDI policies
• Accommodating reasonable requests (e.g., religious or disability needs).
• Encouraging open communication and protecting employees from retaliation.
• Working with RS Worldwide HR to resolve issues fairly.

 

 

RECRUITMENT & CAREER DEVELOPMENT

RS Worldwide ensures:

• Equal opportunities in hiring, training, and
• Fair hiring practices, ensuring candidates are selected based on qualifications and
• No bias or preference based on gender, race, or other protected
• Training programs that promote career growth for all employees, including underrepresented groups.

 

 

ZERO TOLERANCE FOR DISCRIMINATION & HARASSMENT

 

Definitions

• Discrimination – Treating someone unfairly because of a protected characteristic, whether direct or indirect.
• Harassment – Unwanted conduct (verbal, physical, or written) that creates a hostile or offensive work environment. This includes racial slurs, inappropriate jokes, or unwanted
• Victimization – Retaliating against someone for reporting discrimination or supporting another person’s complaint.

 

Examples of Unacceptable Conduct

The following behaviors will not be tolerated in any RS Worldwide workplace, including client hotels:

• Offensive jokes, slurs, or stereotypes based on race, gender, disability, sexual orientation, age, religion, or any other protected characteristic.
• Unfair treatment, such as denying promotions, training, or work assignments based on personal characteristics rather than merit.
• Excluding or isolating an employee from work activities, training, or team discussions based on their background, beliefs, or identity.
• Unwanted comments or advances related to a person’s appearance, gender, sexuality, or personal life, including inappropriate humor, suggestive remarks, or repeated unwanted
• Retaliation or intimidation against an employee for filing a complaint, supporting a colleague’s complaint, or participating in an investigation.
• Making assumptions based on stereotypes, such as assuming a certain job role is “better suited” for one gender, age group, or background.
• Deliberate misgendering or refusing to use a person’s correct pronouns after they have been
• Physical or verbal bullying, threats, or intimidation, whether in person, via phone, email, or social media.
• Displaying or distributing offensive materials, such as racist, sexist, homophobic, or otherwise derogatory images, messages, or symbols in the workplace.
• Pressuring employees into behaviors that go against their religious, cultural, or ethical
• Unnecessary physical contact without consent, such as unwanted hugs, touching, or invasion of personal space.
• Ignoring or dismissing discrimination complaints, which allows misconduct to persist and creates a hostile work environment.

These behaviors not only create a hostile work environment but also violate RS Worldwide’s core values and legal obligations.

 

 

REPORTING & COMPLAINTS PROCEDURE

 

How to Report a Concern

If an employee experiences or witnesses discrimination, harassment, or unfair treatment, they should:

• Report it to their RS Worldwide supervisor or HR representative.
• Use the confidential reporting system – email or phone provided by RS
• Escalate concerns to senior management if

All complaints will be taken seriously, investigated promptly, and handled confidentially.

 

No Retaliation Policy

Employees will not face punishment or negative consequences for reporting concerns in good faith. Retaliation is considered a serious offense and may result in disciplinary action.

 

 

INCLUSIVE WORK ENVIRONMENT

To promote an inclusive and welcoming workplace, RS Worldwide will:

• Provide ongoing diversity and inclusion training for all.
• Celebrate cultural awareness days and diversity initiatives.

• Encourage a speak-up culture where employees feel safe sharing

 

 

ADJUSTMENTS & ACCOMMODATIONS

RS Worldwide recognizes that employees may need reasonable adjustments to perform their jobs effectively. This includes:

• Disability accommodations, such as wheelchair accessibility, adaptive technology, or modified duties.
• Religious accommodations, such as prayer breaks or uniform
• Parental support, including flexible work arrangements for

Employees are encouraged to speak with HR or their manager to discuss accommodations.

 

 

TRAINING & CONTINUOUS IMPROVEMENT

• All staff will receive mandatory equality, diversity, and inclusion (EDI) training.
• Managers and HR personnel will be trained on bias-free hiring and conflict resolution.
• Regular policy reviews and feedback sessions will be conducted to ensure continued

 

 

POLICY REVIEW & COMPLIANCE

• This policy will be reviewed annually or as needed based on legal and industry
• Compliance audits and employee feedback will help ensure ongoing fairness and effectiveness.
• All employees must acknowledge and comply with this policy.

 

RS Worldwide is committed to a fair, respectful, and inclusive workplace where all employees feel safe, valued, and empowered. By embracing diversity, we strengthen our workforce, enhance client experiences, and uphold the highest service standards.

 

RS WORLDWIDE DATA PROTECTION POLICY

 

PURPOSE & SCOPE

RS Worldwide Hospitality Staffing is committed to protecting the personal data of its employees, clients, and business partners. This policy ensures compliance with data protection laws, including the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018.

This policy applies to:

• All RS Worldwide staff, including temporary, full-time, and part-time
• Client hotels handling RS Worldwide employee
• Third parties, clients, and service providers working with RS

 

 

DATA PROTECTION PRINCIPLES

RS Worldwide follows the seven key principles of data protection:

1. Lawfulness, fairness, and transparency – Data is processed legally and
2. Purpose limitation – Data is collected for legitimate business reasons
3. Data minimization – Only the necessary data is collected and
4. Accuracy – All personal data must be kept up to date and correct.
5. Storage limitation – Data is retained only for as long as necessary.
6. Integrity and confidentiality – Data is protected from unauthorized access, loss, or breaches.
7. Accountability – RS Worldwide ensures full compliance with data protection

 

 

WHAT DATA WE COLLECT

RS Worldwide may collect and process:

• Employee data (name, contact details, payroll information, right to work documentation).
• Client hotel details (contact persons, agreements, feedback).
• Operational data (work schedules, performance records, compliance reports).

Sensitive data (e.g., health conditions, background checks) is only collected with consent and where necessary.

 

 

HOW WE USE PERSONAL DATA

RS Worldwide processes personal data for:

• Employment & HR purposes (recruitment, payroll, contracts, compliance).
• Staff assignments at client hotels (scheduling, reporting, feedback).
• Legal & regulatory compliance (right-to-work checks, health & safety).
• Improving business operations (training, feedback collection, performance monitoring). We do not use personal data for purposes beyond what is necessary for business operations.

 

DATA SECURITY MEASURES

To ensure data confidentiality and security, RS Worldwide:

• Uses password-protected and encrypted systems for data
• Limits data access to authorized personnel only.
• Ensures secure data transfers when working with client
• Regularly trains staff on data protection best
• Conducts routine audits to ensure

 

 

DATA SHARING & THIRD PARTIES

RS Worldwide may share data only when:

• Required for staff assignments at client hotels.
• Necessary for payroll, HR, or compliance with legal obligations.
• With trusted third-party providers (e.g., payroll processors, training partners). All third parties handling RS Worldwide data must comply with data protection laws.

 

 

EMPLOYEE & CLIENT RIGHTS

All individuals have rights over their personal data, including:

✔ Right to Access – Request copies of personal data held.

✔ Right to Rectification – Request corrections to inaccurate data.

✔ Right to be Forgotten – Request deletion of data when no longer needed.

✔ Right to Restrict Processing – Limit how personal data is used.

✔ Right to Data Portability – Request data transfer to another service.

✔ Right to Object – Object to data processing for certain uses.

Requests must be submitted to RS Worldwide’s Data Protection Officer (DPO).

 

 

DATA BREACH REPORTING

In case of a data breach, RS Worldwide will:

• Investigate immediately and assess the
• Report serious breaches to the Information Commissioner’s Office (ICO) within 72 hours.
• Notify affected individuals if there is a high risk to their personal
• Take corrective action to prevent future

 

 

CLIENT RESPONSIBILITIES

Client hotels working with RS Worldwide must:

• Handle RS Worldwide staff data securely and lawfully.
• Not disclose or misuse personal data without authorization.
• Report any data breaches involving RS Worldwide employees immediately.
• Ensure that all hotel staff handling data are trained in data

 

POLICY REVIEW & COMPLIANCE

• This policy is reviewed annually and updated as
• Non-compliance with data protection laws may lead to disciplinary action or termination of contracts.

 

 

Corporate and Social Responsibility (CSR) Policy

 

Introduction

RS Worldwide is committed to conducting business in a socially responsible, ethical, and sustainable manner. Our Corporate and Social Responsibility (CSR) policy reflects our dedication to making a positive impact on society, the environment, and the communities in which we operate.

 

Our Commitment

We recognize that our business activities have an impact on various stakeholders, including employees, clients, suppliers, communities, and the environment. As such, we are committed to:

• Upholding ethical business practices.
• Supporting local communities and charitable initiatives.
• Minimizing our environmental footprint.
• Promoting diversity, equity, and inclusion.

 

Business Ethics & Governance

RS Worldwide operates with integrity and transparency in all aspects of our business. We ensure compliance with all applicable laws and regulations, including:

• Anti-corruption and bribery laws.
• Fair competition regulations.
• Employment and labor laws.

 

Employee Well-being & Diversity

Our employees are our greatest asset, and we are committed to providing a safe, inclusive, and supportive work environment by:

• Promoting equal opportunities and diversity at all levels.
• Providing training and development opportunities.
• Ensuring health and safety standards are met.

Community Engagement

RS Worldwide actively contributes to the well-being of the communities in which we operate by:

• Supporting local charities and social programs.
• Encouraging employee volunteerism.
• Partnering with organizations that align with our CSR values.

 

Environmental Sustainability

We are committed to reducing our environmental impact through:

• Sustainable sourcing and procurement practices.
• Reducing energy and resource consumption.
• Encouraging recycling and waste reduction initiatives.

 

Supplier Responsibility

We expect our suppliers and partners to adhere to ethical and sustainable business practices, including:

• Compliance with labor laws and human rights regulations.
• Implementation of environmentally friendly policies.
• Commitment to fair and responsible sourcing.

 

Monitoring & Reporting

We regularly review and assess our CSR initiatives to ensure they align with our business goals and stakeholder expectations. We encourage feedback from employees, clients, and partners to enhance our CSR strategy.

 

Policy Review & Compliance

This policy is reviewed annually to ensure effectiveness. Failure to comply may result in disciplinary action, termination of contracts, and legal consequences where applicable.