Policies.
Mission Statement.
Values: Avoid inflicting harm on one another and the world in which we live. This includes humankind, animals, and our eco system. We are inclusive and aim to cultivate an environment where people feel a sense of community, safety, are welcomed and respected irrespective of our differences including, but not restricted to, race, religion, sexuality, gender.
In our partnership, to ensure that at the core of our business we maintain an open, trusting, supportive friendship. To you we offer honest, transparent, and responsible service.
Mission: Reduce single use plastic, provide an education around plastic pollution and waste, including but also extending beyond household and food waste. We will learn, strive to keep informed of changes, developments and share this knowledge. This will include what we discover around brands and work against greenwashing.
Actions: Source ethical and sustainable products via a fairtrade supply chain, where producers and workers are treated equitably.
Promote a circular economy with the refill of containers and using closed loop suppliers.
Build community with our local residents alongside small, independent businesses.
Provide alternatives which are accessible and long lasting.
Return and Refund Policy.
Items may be returned within 14 days of the sale under UK law.
We unfortunately cannot accept returns of food or personal hygiene products (including sanitary wear) unless they are not fit for consumption/use.
Items will not be refunded if the exterior packaging is damaged.
For non-food items the following conditions apply:
● Items must be returned within 14 days
● Items must be unused
● Reason for return required
Items we will initiate a refund via the purchase method (Cash/Debit/Credit Card etc)
Allergen, Hygiene and Safety Policy.
Allergen Policy:
Due to the nature of zero waste shopping, it is inevitable that nearly all allergens are present in the shop. Whether this be in the form of the product itself or traces due to the manufacturing process, they will be present. We do everything that we can to keep allergens separate within the shop and in storage, however there is still a chance of traces in an open environment as allergens are present on the premises.
We have different scoops for all the allergens, we keep the allergen containing products separate as possible in the store room, however not in a self-contained area.
We state any allergens present in products or traces that have been notified by our suppliers. If you have a minor allergy, please ask for a clean, designated funnel before dispensing. If you suffer from life threatening allergies, we do not recommend shopping here. If you or someone you are cooking for has a severe allergy, please speak to a member of staff first, you may contact us on 07958 532765 before your visit.
We take cross contamination and food hygiene very seriously.
Hygiene and safety Policy:
All our product dispensers/jars are filled in our shop in a hygienic environment (all utensils and containers are washed and sanitised before use).
If you bring your own containers to fill - please ensure they are cleaned thoroughly, and fit for purpose, as we cannot take responsibility after the product has left our dispensers. Containers must be completely dry before refilling as water promotes the growth of bacteria and can also reduce the shelf-life of products.
Unfortunately, products that enter a customer’s container cannot be put back into our dispensers due to the risk of cross-contamination. As a small business we therefore kindly request that you purchase anything you dispense.
For full traceability, where possible, we display our batch numbers, best before dates and ingredients on our products. We advise all our customers to take note of this and transfer the information on to your own containers when refilling.
Equality, Diversity and Inclusion Policy.
Refill Your Cup 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 inline with of the Equality Act 2010 protected characteristics of:
● age
● disability
● gender reassignment
● marriage and 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 employees.