Pacific recognises the importance of promoting the integrity and sustainability of its operations. We recognise that through considering environmental aspects of our products and services, we can have a direct and/or indirect effect on the air, water, land, natural resources, humans, and wildlife, locally or globally. Therefore, we aim to improve environmental performance of our operations by adopting examples of best practice and specific procedures that minimise environmental damage.
Our aspiration is that through measurement, experience, continuous improvement, and compliance of the all relevant environmental law and the framework provided by ISO 14001:2015, we will improve our environmental performance and share this, through communication, with our management team, employees, suppliers and clients.
Some of the ways Pacific have shown commitment to our Environmental Policy are stated below.
By meeting applicable laws, regulations, authorities, and other environmental requirements.
By seeking to provide permanent solutions for our clients where possible, and seeking to influence decisions that impact the environment when working with customers
Communicate the Environmental Targets, aims and responsibilities of individuals, be they employees or contractors.
Is open to communication with customers, suppliers and other stakeholders about the Environmental Management System, and encourage good environmental practices with them
Looks for continuous improvements in all aspects of environmental impacts and prevention of pollution
Ensure that all stakeholders in our business are aware of how they can suggest or report environmental issues
The management team of Pacific are committed to the objectives and effectiveness of the Environmental Policy, demonstrated by the development of an externally audited Environmental Management System, integrated into the Quality Management System. This integration is to ensure that environmental issues are considered within the company’s overall objectives. The management team review any noncompliance and Environmental objectives with in the management review. Policy objectives and monitoring is also discussed with in the fortnightly updates held with key members of staff, allowing this to be fed down to all employees through their managers.
Employees within Pacific are expected to follow and maintain our environmental policy. We make our policies available on the company shared resources, and make employees aware of environmental initiatives and our progress against them. Therefore employees should make use of this to keep themselves informed of how they can assist.
All employees are expected to consider the impact on the environment of their own actions, and the company operations for which they are responsible, by planning carefully.
Employees are responsible for reporting any actions taken by other employers or contractors carrying out work on behalf of the company that they feel falls short of the standards expected, whether a breach of legal or ethical standards, or an opportunity for improvement. When reporting environmental issues, employees should follow, and are protected by, our Whistle-Blowing policy below;
If an employee wishes to inform the Managing Director is above, the standard procedures and protections of the Pacific whistle-blowing policy will apply. For convenience, this is provided below;
If you believe that the company is involved in any form of wrongdoing such as:
Committing a criminal offence;
Failing to comply with a legal obligation;
Endangering the health and safety of an individual;
Concealing any information relating to the above
You should in the first instance report your concerns to the Managing Director who will treat the matter with complete confidence. If you are not satisfied with the explanation or reason given to you, you should raise the matter with the appropriate organisation or body, e.g. the Police, the Environment Agency, Health and Safety Executive or Social Services Department. If you do not report your concerns to the Managing Director, you may take them direct to the appropriate organisation or body. The Public Interest Disclosure Act 1998 prevents you from suffering a detriment or having your contract terminated for ‘whistle blowing’ and we take very seriously any concerns which you may raise under this legislation. We encourage you to use the procedure if you are concerned about any wrong doing at work. However, if the procedure has not been invoked in good faith (e.g. for malicious reasons or in pursuit of a personal grudge), then it will make you liable to immediate termination of engagement or such lesser disciplinary sanction as may be appropriate in the circumstances.