Company Policies

We think it’s important to take a stand on issues to support our business and because it’s who we are and how we operate. As a responsible organisation, we believe we have a responsibility to advocate policies that support not only the health of our business, our employees, our clients but also the communities we are part of. The documents below outline our view on a variety of issues ranging from our support for environmental improvements to ensure our employees, clients and suppliers are fairly treated and their Health and Safety well looked after when they do business with us.

Corporate Social Responsibility


MaxiPower FM and Recruitment wants to be a good corporate citizen in everything we do.We recognize the importance of Corporate Social Responsibility (CSR) therefore we have established, documented and implemented a CSR policy which cover all areas. MaxiPower FM and Recruitment operations have been developed and continue to be reviewed against and updated by reference to relevant codes of corporate governance and international standards including the United Nations (UN) Universal Declaration of Human Rights, the International Labour Organisation (ILO) Declaration on Fundamental Principles and Quality Management, Environmental Management and Health and Safety Management Standards.



Compliance, Monitoring and Reporting


Compliance with this policy will be continuously monitored and subject to review by the Director, supported by the Audit Team. Compliance will be reported to stakeholders through the  Annual Report or its annual Corporate Social Responsibility Report on request. Each manager is responsible for ensuring that the principles set out in this policy are communicated to, understood and observed by all employees and for ensuring compliance in their area of responsibility.
Employees who reasonably suspect that there has been a breach of this policy must report it to their line manager or senior management. We recognise that employees may be reluctant to report concerns for fear of retaliation and will take disciplinary action against any employee who threatens or engages in retaliation, retribution or harassment of any person who has reported or is considering reporting a concern in good faith.