Our marvellous policies
Privacy policy
Marvellous Media Studios Limited understands that your privacy is important to you and that you care about how your personal data is used. We respect and value the privacy of everyone who visits this website, marvellousmedia.co (“our Site”) and will only collect and use personal data in ways that are described here, and in a way that is consistent with our obligations and your rights under the law.
Please read this Privacy Policy carefully and ensure that you understand it.
Definitions and Interpretation
In this Policy the following terms shall have the following meanings:
“Account”
means an account required to access and/or use certain areas and features of our Site;
“Cookie”
means a small text file placed on your computer or device by our Site when you visit certain parts of our Site and/or when you use certain features of our Site. Details of the Cookies used by our Site are set out in Part 14, below; and
“Cookie Law”
means the relevant parts of the Privacy and Electronic Communications (EC Directive) Regulations 2003;]
Information About Us
our Site is [owned and] operated by Marvellous Media Studios Limited, a Limited company registered in England under company number 12360909.
Registered address: 17 Albert Terrace, Margate CT9 1UJ.
Data Protection Officer: Director
Email address: hello@marvellousmedia.co
Postal address: 17 Albert Terrace, Margate CT9 1UJ.
Representative: Director
Email address: hello@marvellousmedia.co
Postal address: 17 Albert Terrace, Margate CT9 1UJ.
What Does This Policy Cover?
This Privacy Policy applies only to your use of our Site. our Site may contain links to other websites. Please note that We have no control over how your data is collected, stored, or used by other websites and We advise you to check the privacy policies of any such websites before providing any data to them.
What Is Personal Data?
Personal data is defined by the UK GDPR and the Data Protection Act 2018 (collectively, “the Data Protection Legislation”) as ‘any information relating to an identifiable person who can be directly or indirectly identified in particular by reference to an identifier’.
Personal data is, in simpler terms, any information about you that enables you to be identified. Personal data covers obvious information such as your name and contact details, but it also covers less obvious information such as identification numbers, electronic location data, and other online identifiers.
What Are My Rights?
Under the Data Protection Legislation, you have the following rights, which We will always work to uphold:
The right to be informed about our collection and use of your personal data. This Privacy Policy should tell you everything you need to know, but you can always contact Us to find out more or to ask any questions using the details in Part 15.
The right to access the personal data We hold about you. Part 13 will tell you how to do this.
The right to have your personal data rectified if any of your personal data held by Us is inaccurate or incomplete. Please contact Us using the details in Part 15 to find out more.
The right to be forgotten, i.e. the right to ask Us to delete or otherwise dispose of any of your personal data that We hold. Please contact Us using the details in Part 15 to find out more.
The right to restrict (i.e. prevent) the processing of your personal data.
The right to object to Us using your personal data for a particular purpose or purposes.
The right to withdraw consent. This means that, if we are relying on your consent as the legal basis for using your personal data, you are free to withdraw that consent at any time.
The right to data portability. This means that, if you have provided personal data to Us directly, we are using it with your consent or for the performance of a contract, and that data is processed using automated means, you can ask Us for a copy of that personal data to re-use with another service or business in many cases.
Rights relating to automated decision-making and profiling. [We do not use your personal data in this way.]
For more information about our use of your personal data or exercising your rights as outlined above, please contact Us using the details provided in Part 15.
It is important that your personal data is kept accurate and up-to-date. If any of the personal data We hold about you changes, please keep Us informed as long as We have that data.
Further information about your rights can also be obtained from the Information Commissioner’s Office or your local Citizens Advice Bureau.
If you have any cause for complaint about our use of your personal data, you have the right to lodge a complaint with the Information Commissioner’s Office. We would welcome the opportunity to resolve your concerns ourselves, however, so please contact Us first, using the details in Part 15.
What Data Do You Collect and How?
Depending upon your use of our Site, We may collect and hold some or all of the personal [and non-personal] data set out in the table below, using the methods also set out in the table. Please also see Part 14 for more information about our use of Cookies and similar technologies [and our Cookie Policy <<insert link>>]. [We do not collect any [‘special category’ or ‘sensitive’ personal data] AND/OR [personal data relating to children] AND/OR [data relating to criminal convictions and/or offences].]
Data Collected
How We Collect the Data
Identity Information including name.
When you contact us.
Contact information including email address and phone number.
When you contact us.
Business information including business name.
When you contact us.
Payment information including card details, bank account numbers.
When you work with us.
How Do You Use My Personal Data?
Under the Data Protection Legislation, We must always have a lawful basis for using personal data. The following table describes how We [will] OR [may] use your personal data, and our lawful bases for doing so:
With your permission and/or where permitted by law, We may also use your personal data for marketing purposes, which may include contacting you by [email] AND/OR [telephone] AND/OR [text message] AND/OR [post] with information, news, and offers on our [products] AND/OR [services]. You will not be sent any unlawful marketing or spam. We will always work to fully protect your rights and comply with our obligations under the Data Protection Legislation and the Privacy and Electronic Communications (EC Directive) Regulations 2003, and you will always have the opportunity to opt-out.] We will always obtain your express opt-in consent before sharing your personal data with third parties for marketing purposes and you will be able to opt-out at any time.
We will only use your personal data for the purpose(s) for which it was originally collected unless We reasonably believe that another purpose is compatible with that or those original purpose(s) and need to use your personal data for that purpose. If We do use your personal data in this way and you wish Us to explain how the new purpose is compatible with the original, please contact Us using the details in Part 15.
If We need to use your personal data for a purpose that is unrelated to, or incompatible with, the purpose(s) for which it was originally collected, We will inform you and explain the legal basis which allows Us to do so.
In some circumstances, where permitted or required by law, We may process your personal data without your knowledge or consent. This will only be done within the bounds of the Data Protection Legislation and your legal rights.
How Long Will You Keep My Personal Data?
We will not keep your personal data for any longer than is necessary in light of the reason(s) for which it was first collected. Your personal data will therefore be kept to allow us to deliver our services within our agreed contract.
How and Where Do You Store or Transfer My Personal Data?
We will only store or transfer personal data in or to countries that are deemed to provide an adequate level of protection for personal data. For further information about adequacy decisions and adequacy regulations, please refer to the Information Commissioner’s Office.
Do You Share My Personal Data?
We will not share any of your personal data with any third parties for any purposes, subject to the following exception[s].
If We sell, transfer, or merge parts of our business or assets, your personal data may be transferred to a third party. Any new owner of our business may continue to use your personal data in the same way(s) that We have used it, as specified in this Privacy Policy.
In some limited circumstances, We may be legally required to share certain personal data, which might include yours, if we are involved in legal proceedings or complying with legal obligations, a court order, or the instructions of a government authority.
If any of your personal data is shared with a third party, as described above, We will take steps to ensure that your personal data is handled safely, securely, and in accordance with your rights, our obligations, and the third party’s obligations under the law, as described above in Part 9.
In some limited circumstances, We may be legally required to share certain personal data, which might include yours, if we are involved in legal proceedings or complying with legal obligations, a court order, or the instructions of a government authority.
How Can I Control My Personal Data?
In addition to your rights under the Data Protection Legislation, set out in Part 5, when you submit personal data via our Site, you may be given options to restrict our use of your personal data. In particular, We aim to give you strong controls on our use of your data for direct marketing purposes (including the ability to opt-out of receiving emails from Us which you may do by unsubscribing using the links provided in our emails [and] OR [,] at the point of providing your details.
You may also wish to sign up to one or more of the preference services operating in the UK: The Telephone Preference Service (“the TPS”), the Corporate Telephone Preference Service (“the CTPS”), and the Mailing Preference Service (“the MPS”). These may help to prevent you receiving unsolicited marketing. Please note, however, that these services will not prevent you from receiving marketing communications that you have consented to receiving.
Can I Withhold Information?
You may access our Site without providing any personal data at all.
How Can I Access My Personal Data?
If you want to know what personal data We have about you, you can ask Us for details of that personal data and for a copy of it (where any such personal data is held). This is known as a “subject access request”.
All subject access requests should be made in writing and sent to the email or postal addresses shown in Part 15.
There is not normally any charge for a subject access request. If your request is ‘manifestly unfounded or excessive’ (for example, if you make repetitive requests) a fee may be charged to cover our administrative costs in responding.
We will respond to your subject access request within 28 days and, in any case, not more than one month of receiving it. Normally, We aim to provide a complete response, including a copy of your personal data within that time. In some cases, however, particularly if your request is more complex, more time may be required up to a maximum of three months from the date We receive your request. You will be kept fully informed of our progress.
How Do You Use Cookies?
Our Site may place and access certain first-party Cookies on your computer or device. First-party Cookies are those placed directly by Us and are used only by Us. We use Cookies to facilitate and improve your experience of our Site and to provide and improve our [products] AND/OR [services]. We have carefully chosen these Cookies and have taken steps to ensure that your privacy and personal data is protected and respected at all times.
By using our Site, you may also receive certain third-party Cookies on your computer or device. Third-party Cookies are those placed by websites, services, and/or parties other than Us. Third-party Cookies are used on our Site for analytics. For more details, please refer to the table below. These Cookies are not integral to the functioning of our Site and your use and experience of our Site will not be impaired by refusing consent to them.
All Cookies used by and on our Site are used in accordance with current Cookie Law.
Before Cookies are placed on your computer or device, you will be shown a pop-up requesting your consent to set those Cookies. By giving your consent to the placing of Cookies you are enabling Us to provide the best possible experience and service to you. You may, if you wish, deny consent to the placing of Cookies; however certain features of our Site may not function fully or as intended.
our Site uses analytics services. Website analytics refers to a set of tools used to collect and analyse anonymous usage information, enabling Us to better understand how our Site is used. This, in turn, enables Us to improve our Site and the [products] AND/OR [services] offered through it.
The analytics service(s) used by our Site use(s) Cookies to gather the required information. You do not have to allow Us to use these Cookies, however whilst our use of them does not pose any risk to your privacy or your safe use of our Site, it does enable Us to continually improve our Site, making it a better and more useful experience for you.
In addition to the controls that We provide, you can choose to enable or disable Cookies in your internet browser. Most internet browsers also enable you to choose whether you wish to disable all Cookies or only third-party Cookies. By default, most internet browsers accept Cookies, but this can be changed. For further details, please consult the help menu in your internet browser or the documentation that came with your device.
You can choose to delete Cookies on your computer or device at any time, however you may lose any information that enables you to access our Site more quickly and efficiently including, but not limited to, login and personalisation settings.
It is recommended that you keep your internet browser and operating system up-to-date and that you consult the help and guidance provided by the developer of your internet browser and manufacturer of your computer or device if you are unsure about adjusting your privacy settings.
How Do I Contact You?
To contact Us about anything to do with your personal data and data protection, including to make a subject access request, please use the following details.
Email address: hello@marvellousmedia.co
Postal Address: 17 Albert Terrace, Margate CT9 1UJ
Changes to this Privacy Policy
We may change this Privacy Notice from time to time. This may be necessary, for example, if the law changes, or if We change our business in a way that affects personal data protection.
Any changes will be immediately posted on our Site and you will be deemed to have accepted the terms of the Privacy Policy on your first use of our Site following the alterations. We recommend that you check this page regularly to keep up-to-date. This Privacy Policy was last updated in 2021.
Anit-bribery policy
Purpose
Marvellous Media Studios Limited (“the Company”) is committed to the practice of responsible corporate behaviour and to complying with all laws, regulations and other requirements which govern the conduct of our operations.
The Company is fully committed to instilling a strong anti-corruption culture and is fully committed to compliance with all anti-bribery and anti-corruption legislation including, but not limited to, the Bribery Act 2010 (“the Act”) and ensures that no bribes or other corrupt payments, inducements or similar are made, offered, sought or obtained by us or anyone working on our behalf.
Bribery
Bribery is defined as the giving or promising of a financial or other advantage to another party where that advantage is intended to induce the other party to perform a particular function improperly, to reward them for the same, or where the acceptance of that advantage is in itself improper conduct.
Bribery is also deemed to take place if any party requests or agrees to receive a financial or other advantage from another party where that advantage is intended to induce that party to perform a particular function improperly, where the acceptance of that advantage is in itself improper conduct, or where that party acts improperly in anticipation of such advantage.
Bribery of a foreign official is defined as the giving or promising of a financial or other advantage which is intended to influence the official in order to obtain business or an advantage in the conduct of business unless the foreign official is required or permitted by law to be influenced by such advantage.
Consequences of Bribery
Anyone or any organisation found guilty of bribery under the Act may face fines and/or prison terms. In addition, high legal costs and adverse publicity are likely to result from any breach of the Act.
For employees of the Company, failure to comply with this Policy and/or with the Act may result in:
disciplinary action which may include dismissal; and
criminal penalties under the Act which may result in a fine and/or imprisonment for up to 10 years.
For the Company, any breach of this Policy by any employee or business associate may result in:
the Company being deemed to be in breach of the Act;
the Company being subject to fines; and
the Company suffering negative publicity and further associated damage as a result of such breach.
Responsibility for Compliance and Scope of Policy
This Policy applies to all employees, agents, contractors, subcontractors, consultants, business partners and any other parties (including individuals, partnerships and bodies corporate) associated with the Company or any of its subsidiaries.
It is the responsibility of all of the abovementioned parties to ensure that bribery is prevented, detected and reported and all such reports should be made in accordance with the Company’s Whistleblowing Policy or as otherwise stated in this Policy, as appropriate.
No party described in section 4.1 may:
give or promise any financial or other advantage to another party (or use a third party to do the same) on the Company’s behalf where that advantage is intended to induce the other party to perform a particular function improperly, to reward them for the same, or where the acceptance of that advantage will in itself constitute improper conduct;
request or agree to receive any financial or other advantage from another party where that advantage is intended to induce the improper performance of a particular function, where the acceptance of that advantage will in itself constitute improper conduct, or where the recipient intends to act improperly in anticipation of such an advantage.
Parties described in section 4.1 must:
be aware and alert at all times of all bribery risks as described in this Policy and in particular as set out in section 9 below;
exercise due diligence at all times when dealing with third parties on behalf of the Company; and
report any and all concerns relating to bribery to Marvellous Media Studios Limited or, in the case of non-employees, their normal point of contact within the Company, or otherwise in accordance with the Company’s Whistleblowing Policy.
Facilitation Payments
A facilitation payment is defined as a small payment made to officials in order to ensure or speed up the performance of routine or necessary functions.
Facilitation payments constitute bribes and, subject to section 5.3, may not be made at any time irrespective of prevailing business customs in certain territories.
Facilitation or similar payments may be made in limited circumstances where your life is in danger but under no other circumstances. Any payment so made must be reported to Marvellous Media Studios Limited as soon as is reasonably possible and practicable.
Gifts and Hospitality
Gifts and hospitality remain a legitimate part of conducting business and should be provided only in compliance with the Company’s Gifts and Hospitality Policy.
Gifts and hospitality can, when excessive, constitute a bribe and/or a conflict of interest. Care and due diligence should be exercised at all times when giving or receiving any form of gift or hospitality on behalf of the Company.
The following general principles apply:
Gifts and hospitality may neither be given nor received as rewards, inducements or encouragement for preferential treatment or inappropriate or dishonest conduct.
Neither gifts nor hospitality should be actively sought or encouraged from any party, nor should the impression be given that the award of any business, custom, contract or similar will be in any way conditional on gifts or hospitality.
Cash should be neither given nor received as a gift under any circumstances.
Gifts and hospitality to or from relevant parties should be generally avoided at the time of contracts being tendered or awarded.
The value of all gifts and hospitality, whether given or received, should be proportionate to the matter to which they relate and should not be unusually high or generous when compared to prevailing practices in our industry or sector.
Certain gifts which would otherwise be in breach of this Policy and/or the Hospitality and Gifts Policy may be accepted if refusal would cause significant and/or cultural offence, however the Company will donate any gifts accepted for such reasons to a charity of choosing.
All gifts and hospitality, whether given or received, must be recorded in the Hospitality & Gifts Register.
Charitable Donations
Charitable donations are permitted only to registered (non-profit) charities. No charitable donations may be given to any organisation which is not a registered charity.
All charitable donations must be fully recorded.
Proof of receipt of all charitable donations must be obtained from the recipient organisation.
Under no circumstances may charitable donations be made in cash.
No charitable donation may be made at the request of any party where that donation may result in improper conduct.
Political Donations
The Company does not make political donations and the Company is not affiliated with any political party, independent candidate, or with any other organisation whose activities are primarily political.
Employees and other associated parties are free to make personal donations provided such payments are not purported to be made on behalf of the Company and are not made to obtain any form of advantage in any business transaction.
Due Diligence and Risks
The following issues should be considered with care in any and all transactions, dealings with officials, and other business matters concerning third parties:
Territorial risks, particularly the prevalence of bribery and corruption in a particular country;
Cross-border payments, particularly those involving territories falling under section 9.1;
Requests for cash payment, payment through intermediaries or other unusual methods of payment;
Activities requiring the Company and / or any associated party to obtain permits or other forms of official authorisation;
Transactions involving the import or export of goods;
This policy has been approved & authorised by:
Marvellous Media Studios Limited
Date: 2021
Complaints policy
Definitions
In this Complaints Policy the following expressions have the following meanings:
“Appeal”
means your request to escalate a Complaint from Level One to Level Two if you are not satisfied with the outcome at Level One;
“Appeal Handler”
means an employee of Marvellous Media Studios Limited who will handle Level Two Complaints;
“Business Day”
means, any day (other than Saturday or Sunday) on which ordinary banks are open for their full range of normal business;
“Complaint”
means a complaint about [goods] AND/OR [services] sold by Marvellous Media Studios Limited, about our customer service, or about our employees [agents] [subcontractors];
“Complaint Handler”
means an employee of Marvellous Media Studios Limited who will handle Level One Complaints;
“Complaints Policy”
means this document;
“Complaints Procedure”
means the internal complaints handling procedure of Marvellous Media Studios Limited which is followed when handling a Complaint and is available for your reference;
“Complaint Reference”
means a unique code assigned to your Complaint that will be used to track your Complaint;
“Level One”
means the first stage in our complaints handling procedure under which your Complaint will be handled by a Complaint Handler; and
“Level Two”
means the second stage in our complaints handling procedure under which you may appeal the outcome of a Level One Complaint. Your Complaint will be handled by an Appeal Handler.
Purpose of this Complaints Policy
Marvellous Media Studios Limited welcomes and encourages feedback of all kinds from our customers. If you have a Complaint about our [goods] AND/OR [services], our customer service, or about our employees [agents] [subcontractors], not only do we want to resolve it to your satisfaction but we also want to learn from it in order to improve our business and customer experience in the future.
It is our policy to resolve Complaints quickly and fairly, where possible without recourse to formal investigations or external bodies. In particular, the aims of this Complaints Policy are:
To provide a clear and fair procedure for any customers who wish to make a Complaint about Marvellous Media Studios Limited, our [goods] AND/OR [services], our customer service, or about our employees [agents] [subcontractors];
To ensure that everyone working for or with Marvellous Media Studios Limited knows how to handle Complaints made by our customers;
To ensure that all Complaints are handled equally and in a fair and timely fashion;
To ensure that important information is gathered from Complaints and used in the future to avoid such a situation arising again.
What this Complaints Policy Covers
This Complaints Policy applies to [the sale of goods] AND/OR [the provision of services] by Marvellous Media Studios Limited, to our customer service and to our employees [agents] [subcontractors].
For the purposes of this Complaints Policy, any reference to Marvellous Media Studios Limited also includes our employees [agents] [subcontractors].
Complaints may relate to any of our activities and may include (but not be limited to):
The quality of customer service you have received from Marvellous Media Studios Limited;
The behaviour and/or professional competence of our employees [agents] [subcontractors];
Delays, defects or other problems associated with the sale of goods by Marvellous Media Studios Limited;
Delays, defects, poor workmanship or other problems associated with the provision of services by Marvellous Media Studios Limited;
The following are not considered to be Complaints and should therefore be directed to the appropriate [person] OR [department]:
General questions about our [goods] AND/OR [services];
[Returns of damaged, faulty, incorrect or unwanted goods for exchange or refund in accordance with [my] OR [our] policy where there is no further complaint];
Matters concerning contractual or other legal disputes;
Formal requests for the disclosure of information, for example, under the Data Protection Act;
Making a Complaint
All Complaints, whether they concern our [goods] AND/OR [services], our customer service, or our employees [agents] [subcontractors], should be made in one of the following ways:
In writing, addressed to hello@marvellousmedia.co, 17 Albert Terrace, Margate CT9 1UJ;
By email, addressed to hello@marvellousmedia.co ;
When making a Complaint, you will be required to provide the following information in as much detail as is reasonably possible:
Your name, address, telephone number and email address (We will contact you using your preferred contact method as your Complaint is handled);
If you are making a Complaint on behalf of someone else, that person’s name and contact details as well as your own;
If you are making a Complaint about a particular transaction, the invoice number;
If you are making a Complaint about a particular employee [agent] [subcontractor] of ours, the name and, where appropriate, position of that employee [agent] [subcontractor];
Further details of your Complaint including, as appropriate, all times, dates, events, and people involved;
Details of any documents or other evidence you wish to rely on in support of your Complaint;
Details of what you would like Marvellous Media Studios Limited to do to resolve your Complaint and to put things right. (Please note that whilst we will make every reasonable effort to accommodate such requests, we are not bound to take any action beyond that which we may be contractually or otherwise legally obliged to take.)
How We Handle Your Complaint
Marvellous Media Studios Limited operates a two-stage complaints handling procedure. Following our Complaints Procedure, our aim is to always resolve Complaints to your satisfaction at Level One without further recourse to Level Two. If you are not satisfied at the end of Level One, you may escalate your Complaint to Level Two. [If you are still not satisfied at the end of Level Two, Complaints may progress to External Resolution as detailed below.]
Level One:
Upon receipt of your Complaint, we will log the Complaint in our system and will acknowledge receipt of it in writing within 365 days, giving you a Complaint Reference.
When we acknowledge receipt of your Complaint we will also provide details of your Complaint Handler. This may be the main director to whom your original Complaint was directed (as above) or your Complaint may be assigned to another appropriate member of our team.
If your Complaint relates to a specific employee [agent] [subcontractor], that person will be informed of your Complaint and given a fair and reasonable opportunity to respond. Any communication between you and the employee [agent] [subcontractor] in question should take place only via the Complaint Handler and we respectfully ask that you do not contact the employee [agent] [subcontractor] in question directly concerning the Complaint while we are working to resolve it.
If we require any further information or evidence from you, the Complaint Handler will contact you as quickly as is reasonably possible to ask for it. We ask that you use reasonable efforts to supply any such information or evidence quickly in order to avoid delaying the complaints handling process. If you are for any reason unable to provide such information or evidence we will use all reasonable efforts to proceed without it, however please be aware that we will not ask for further information or evidence unless we consider it important to the successful resolution of your Complaint.
We aim to resolve Level One Complaints within 365 days, however in some cases, particularly if your Complaint is of a complex nature, this may not be possible. If this is not possible for any reason you will be informed of the delay, the likely length of the delay and the reasons for it.
At the conclusion of the Level One complaints procedure, regardless of the outcome, we will provide you with full details of our investigation, our conclusions from that investigation, and any action taken as a result. You will also be reminded of your right to appeal our decision and escalate the complaint to Level Two in the form of an Appeal.
Level Two:
If you are not satisfied with the resolution of your complaint at Level One, you may appeal the decision within 365 days, and have the complaint escalated to Level Two. Appeals are handled by director level members of our team.
Appeals, quoting your original Complaint Reference, should be directed to your original Complaint Handler who will forward the request to an appropriate Appeal Handler. Receipt of Appeals will be acknowledged in writing within 365 days. When we acknowledge receipt of your Appeal we will also provide details of your Appeal Handler.
If your Complaint relates to a specific employee [agent] [subcontractor], that person will be informed of your Appeal and given a further opportunity to respond. Any communication between you and the employee [agent] [subcontractor] in question should take place only via the Appeal Handler and we respectfully ask that you do not contact the employee [agent] [subcontractor] in question directly concerning the Complaint while we are working to resolve it.
If we require any further information or evidence from you, the Appeal Handler will contact you as quickly as is reasonably possible to ask for it. We ask that you use reasonable efforts to supply any such information or evidence to us quickly in order to avoid delaying the complaints handling process. If you are for any reason unable to provide such information or evidence we will use all reasonable efforts to proceed without it, however please be aware that we will not ask for further information or evidence unless we consider it important to the successful resolution of your Complaint.
We aim to resolve Level Two Complaints within 365 days, however in some cases, particularly if your Complaint is of a complex nature, this may not be possible. If this is not possible for any reason you will be informed of the delay, the likely length of the delay and the reasons for it.
At the conclusion of the Level Two procedure, regardless of the outcome, we will provide you with full details of our investigation, our conclusions from that investigation, and any action taken as a result. Our decision at this stage is final [, subject to your right to seek External Resolution of your Complaint].
Confidentiality and Data Protection
All Complaints and information relating thereto are treated with the utmost confidence. Such information will only be shared with those employees [agents] [subcontractors] of Marvellous Media Studios Limited who need to know in order to handle your Complaint.
We may ask for your permission to use details of your Complaint (with your personal details removed) for internal training and quality improvement purposes. If you have given such permission, you may revoke it at any time by contacting Marvellous Media Studios Limited, whose details are provided above in Section 4.1.
All personal information that we may collect (including, but not limited to, your name and address) will be collected, used and held in accordance with the provisions of the Data Protection Act 1998 and your rights under that Act.
Questions and Further Information
If you have any questions or require further information about any aspect of this Complaints Policy or about our Complaints Procedure, please contact Marvellous Media Studios Limited.
Policy Responsibility and Review
Overall responsibility for this Complaints Policy within Marvellous Media Studios Limited and the implementation thereof lies with Marvellous Media Studios Limited Directors.
This Complaints Policy is regularly reviewed and updated as required.
This Complaints Policy was adopted on inception of the business.
This Complaints Policy was last reviewed on 5 July 2021.
Health and safety policy
Introduction
Marvellous Media Studios Limited (“the Company”) recognises and accepts its responsibilities under the Health and Safety at Work etc Act 1974 including the responsibility to:
provide and maintain a safe and healthy place of work
provide adequate information, instruction, training and supervision
provide and maintain plant and equipment and safe systems of work
ensure safe access to and from the places of work
work to prevent accidents and work related ill health
General Health and Safety
The overall responsibility for health and safety lies with the directors. The directors have day to day responsibility for managing health and safety.
The Management are committed to achieving the highest standards of health and safety throughout the Company.
The Management are also committed to complying with the requirements of the Management of Health and Safety at Work Regulations 1999 and other Regulations that apply to the Company’s work activities.
The Management team will ensure that assessments of all areas of work activities are carried out regularly, in order to identify hazards and work to prevent instances of injury, disease and dangerous occurrences arising.
The Management are also committed to ensuring that the work done by the Company does not adversely affect the health and safety of any contractors or of members of the public.
The Management are fully committed to providing safe and healthy working conditions and adequate welfare facilities for all employees.
The Company will strive to maintain excellence in health and safety matters and in this respect, employees and others are encouraged to co-operate with the management in all safety matters, to identify hazards and reduce the risk which may exist during work activities and to report any condition which may appear dangerous or unsatisfactory. The Company will at all times consult with the employees on these matters.
The Senior Management will, so far as reasonably practicable, ensure that the Company provides adequate financial resources to meet these objectives.
Copies of this policy are to be available to all Company employees and other interested parties.
Duties:
The Directors will have at least basic knowledge and understanding of the Health and Safety at Work etc Act 1974 and its associated Regulations and Approved Codes of Practice.
It will be the responsibility of all the Directorsto keep all employees advised as to their responsibilities in respect of health and safety matters.
In order to protect the safety and health of employees and others affected by the Company's operations, the Directors will:
Take reasonable steps to familiarise themselves with the hazards and risks associated with working at the Company and with the precautions which need to be taken to eliminate or control those risks.
Establish procedures to deal with any emergencies.
Appoint a suitably trained and competent person to assist them in carrying out their health and safety duties.
Ensure that employees receive sufficient training and information so that they can carry out their duties safely and competently. Ensure adequate funds and facilities are available for this purpose. Before entrusting work tasks to employees, take into account their capabilities as regards health and safety and ensure that suitable Risk Assessments are carried out on any hazardous activity.
Initiate the timing and annual review of the Health and Safety Policy and ensure it is promoted to all employees and others working on behalf of the Company.
Ensure that all employees carry out the health and safety responsibilities allocated to them.
Ensure the safety performance of the Company is monitored and take action to remedy any identified deficiencies.
Ensure that adequate provision is made for welfare facilities and that adequate first aid provisions are made.
Ensure that all necessary PPE is provided to employees, and that instruction is given on its use.
Designated Health & Safety Person’s Duties:
To ensure that all the Company Directors/Partners, Supervisors and Staff are aware of their individual Health and Safety responsibilities.
To initiate and/or recommend any changes, developments and amendments to the policy as and when necessary.
To inform the Health and Safety Executive of all notifiable accidents. Investigate any accidents or dangerous occurrences and recommend means of preventing re-occurrence.
To arrange appropriate training for all employees.
To create and maintain a Training Matrix for all staff.
To ensure that Risk Assessments (including where appropriate, COSHH, Noise, Manual Handling etc) are carried out as needed.
To ensure follow up action as needed.
To promote an interest and responsible attitude towards Health and Safety matters throughout the Company.
This policy will be reviewed annually or when there is a change in circumstances, in work practices or the introduction of new legislation.
Date: 2021
Equal Opportunities and Diversity Policy
Policy Statement
Marvellous Media Studios Limited (“the Company”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.
The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.
Any and all personal data used in connection with this Policy shall be collected, held, and processed in accordance with the Company’s Privacy Policy.
Objectives of this Policy
To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
Designated Officer
Name: Directors of the company
Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect, and includes discrimination by perception and association.
Types of Discrimination
Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:
It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
The employer cannot justify the need for the application of the policy on a neutral basis; and
The person to whom the employer is applying it suffers detriment from the application of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
Harassment
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
Victimisation
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.
Unlawful Reasons for Discrimination
Sex
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.
Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. This does not currently apply to the calculation of redundancy payments.
Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, heterosexual or bisexual.
Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.
Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that the Company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.
If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.
Reasonable Adjustments
The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
Making adjustments to premises;
Re-allocating some or all of a disabled employee’s duties;
Transferring a disabled employee to a role better suited to their disability;
Relocating a disabled employee to a more suitable office;
Giving a disabled employee time off work for medical treatment or rehabilitation;
Providing training or mentoring for a disabled employee;
Supplying or modifying equipment, instruction and training manuals for disabled employees; or
Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.
If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the Designated Officer.
Responsibility for the Implementation of this Policy
All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.
Employees may be held independently and individually liable for their discriminatory acts by the Company and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
The Company takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please contact the company.
Advice and Support on Discrimination
Employees may contact their employee or trade union representative if access to such an individual is possible.
Other contacts include:
Equality and Human Rights Commission
Manchester
Arndale House
The Arndale Centre
Manchester
M4 3AQ
London
Fleetbank House
2-6 Salisbury Square
London
EC4Y 8JX
Cardiff
Block 1, Spur D, Government Buildings
St Agnes Road
Gabalfa
Cardiff
CF14 4YJ
Glasgow
151 West George Street
Glasgow
G2 2JJ
Helpline Telephone Number:
Phone: 0808 800 0082
Textphone: 0808 800 0084
Website: www.equalityhumanrights.com
Citizens Advice Bureau
3rd Floor North
200 Aldersgate Street
London
EC1A 4HD
Website: www.citizensadvice.org.uk
Community Legal Services Direct
Telephone: 0845 345 4 345
Website: www.clsdirect.uk
The Extent of the Policy
The Company seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. The Company offers goods and services in a fashion that complies with the spirit of this Policy.
This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.
The Company reserves the right to amend and update this Policy at any time.
This policy has been approved & authorised by:
Name: Directors of the company
Date: 2021