No one likes rules, but for the safety and comfort of everyone, we have some simple requirements which we hope you can all understand and abide by.

COVID SAFE REQUIREMENTS

The centre is keen to observe safe COVID practices and we ask all visitors to abide by the current covid guidelines and wear a mask when the law requires it, whilst entering and using our premises. Please use the sanitising station at the door before entry. All visitor are required to sign in using the visitor book in the entrance. Adults should observe social distancing at all times when the law requires it and most importantly . If any visitor is suffering from illness of ANY kind, we would ask they do not attend until they are well.

We would appreciate viewing your covid vaccination status and if an adult has not been vaccinated against COVID 19, we require you to wear a face covering inside our building at all timed this is our centre policy.

The Centre is based within the busy working environment of a farm, farm shop and other businesses and with this in mind we would ask the following.

Please do not allow children to wander or run around the site.

On arrival, please use the parking spaces and do not obstruct the entrance to any of the businesses.

All children must be brought by an appropriate adult and brought into the centre and their arrival acknowledged by a member of staff. If parents wish to stay during classes, that is absolutely fine, but social distancing is required and masks by adults must be worn.

Please collect children promptly at the end of the class. If the gate is closed (usually after 5.30pm, it MUST be opened and then shut upon entering.

Please drive slowly through the site, there is a strict 5MPH speed limit and be aware that other vehicles use the site including plant machinery.

Whilst toilet facilities are available if absolutely urgent, we would ask that with regard to children, please ensure they use the toilet before arrival as the onsite toilets are not suitable for children.

Squash and plain biscuits will be provided to children if required so if your child has any allergies please ensure you inform us.

For adults, a water station is freely available but we also have a range of drinks and snacks available for purchase including specialist coffee, cake and snacks.available as sales of these items help us to keep our overheads lower and continue to offer low cost classes.

The Site is secure but we take no responsibility for vehicles parked or the contents of vehicles

All staff hold a current DRB certificate

EQUALITY & DIVERSITY POLICY

Equality, diversity and inclusion policy

[The Maidstone Art Centre] is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities 

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives [The Maidstone Art Centre].

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found at [The Maidstone Art Centre]. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.