fist bump people policies

Looking After our People

Here at McGill, we take fair work practices and looking after our people seriously. We’re so proud of the way we run things here, that we’re happy to share our people policies with you, so you know exactly who you’re dealing with inside and out!

Equal Opportunities and Human Rights

When it comes to equal opportunities and human rights, we review our people policies every year and any time the law changes. Our dedicated HR Director, Silvie, assesses everyone in the team through the appraisal system and offers training and education to ensure McGill is a discrimination-free zone. This is of particular importance when it comes to our recruitment process where the questions involved are purely about the job at hand.

On top of this, Silvie makes sure that if an issue were ever to arise, appropriate action or performance management procedures are implemented.

Living Wage

We’re an accredited Living Wage employer, and all managers responsible for recruiting are fully aware of our people policies and sticking to them through recruitment training. The wages that we provide are arranged before interview stage, so there’s no wiggle room for discrimination.

We employ the best people for the job and we don’t want to lose them, so as a rule, we do not support zero hour contracts. Our tradesmen are paid under the SJIB rules and are on average paid at least twice the National Minimum Wage standards and the recommended Scottish Living Wage.

We are governed by national agreements and do not deviate from these scales.  To this end, within the framework of the law, we are committed, wherever practicable, to achieving and maintaining a workforce which broadly reflects the local community in which we operate.

We also currently liaise on a regular basis with the SJIB regarding pay and conditions as well as many other organisations such as SELECT, SNIPEF and B&ES. There are national working rules attached to the SJIB for Electricians, SNIJIB for Plumbers and CS for all other construction trades and we adhere to their pay structures.

We also ensure, through our document procedure that our sub-contractors and supply chain that they provide us with adhere to both their own and our equal opportunities policies before any work or contracts begin.

Employees are consulted regularly on important issues that will directly affect them at work e.g. contracts and terms of employment. Allowing us to exchange views and ideas; issue and receive instructions; discuss problems and consider developments.  This is done via one-to-one and team meetings, companywide via newsletters, notices and electronic methods such as emails and intranets.  We also have a committee of employees who volunteer to be representatives on the Consultation Panel, so their views on any items raised. The panel meets quarterly or when pressing issues arise.

Training Opportunities and Up skilling

McGill has an established history of workforce staff developing to work within the management team. We also employ adult apprentices who had worked previously as labourers, plumbers’ mates or electricians’ mates. Individuals who show initiative are encouraged to further their career and become a time served tradesman.

We are constantly engaged in the up-skilling of our employees, with employees attending training courses to learn to install new types of Renewable Technologies and plumbers attending courses to obtain further Gas Safe qualifications such as MET1, LPG and OFTEC.

Trade Unions

Employees are consulted with regard to important issues that will directly affect them at work e.g. contracts and terms of employment.  This allows us to exchange views and ideas; issue and receive instructions; discuss problems and consider developments.

We recognise Unite and our Director of HR, Silvie Gowans is responsible for liaising with the relevant personnel and integrating best practise into our people policies.  We also currently liaise on a regular basis with the SJIB regarding pay and conditions as well as many other organisations such as SELECT, SNIPEF, and B&ES.

This is done via one-to-one and team meetings, companywide via newsletters, notices and electronic methods such as emails and intranets.

We also have a committee of employees who volunteer to be representatives on the Consultation Panel and can put forward their views on any items raised. The panel meets quarterly or when pressing issues arise.

Loyal Workforce

We offer a wide range of benefits to our employees including a good pension, healthcare, shopping discounts, opportunity to take advantage of company discounts etc. As a result of our personal approach to our employees and the generous benefits, terms and conditions we offer we have a very loyal workforce with over and we are extremely proud of this.

Diverse Workforce

We have regular experience of managing a culturally diverse workforce. We as a company provide equality for all, promote an inclusive culture, respect and value differences in everyone while promoting and encouraging good relationships across the workforce and with our partners (sub-contractors and supply chains).

We try to overcome language barriers by using multi-lingual signage. Where necessary use interpreters, sometimes in the guise of supervisors to aid in translating instructions and ‘Toolbox Talk’. We also provide time away from work in respect of religious beliefs.

Find out more about our people and meet our team