Privacy & Corporate Policies

The name of the company is GCH Test & Computer Services Ltd and our website address is: https://gch-services.com

Articles on this site may include embedded content (e.g. videos, images, articles, etc.). Embedded content from other websites behaves in the exact same way as if the visitor has visited the other website.

These websites may collect data about you, use cookies, embed additional third-party tracking, and monitor your interaction with that embedded content, including tracing your interaction with the embedded content if you have an account and are logged in to that website.

We use Google analytics to see how many people visit our website.

Your data might be shared with our suppliers/manufacturers for technical support and warranty purposes.

If you leave a comment, the comment and its metadata are retained indefinitely. This is so we can recognise and approve any follow-up comments automatically instead of holding them in a moderation queue.

For users that register on our website (if any), we also store the personal information they provide in their user profile. All users can see, edit, or delete their personal information at any time (except they cannot change their username). Website administrators can also see and edit that information.

If you have an account on this site, or have left comments, you can request to receive an exported file of the personal data we hold about you, including any data you have provided to us. You can also request that we erase any personal data we hold about you. This does not include any data we are obliged to keep for administrative, legal, or security purposes.

Visitor comments may be checked through an automated spam detection service.

The Modern Slavery Act 2015 by and large imposes obligation on companies to ensure that no individual suffers any form of coercion or slavery and requires them to ensure that their supply chain does not compromise these obligations.

Our responsibilities under the Modern Slavery Act 2015 are met by our hiring procedures where we check that any individual we hire is either a UK National or has the right to live and work in the UK, that we have checked their Criminal Record with the CRB and that they have a full Driving Licence (checked annually).

Clearly if we meet any person who does not meet the above requirements then we would make the authorities aware.

Our responsibilities under the Act with respect to our supply chain is met by our only buying (services, servers, H/W) from substantial suppliers whose turnover exceeds £36m and are thus subject directly to the Act. In the event that a supplier’s turnover is less than £36M then we will take reasonable steps to scrutinise them appropriately before accepting any goods or service.

You may not without prior written consent of the company offer, make or accept any gift or payment of any kind to or from any prospective, current or past customer, client or supplier of the company.

You should be aware that the Bribery Act 2010 covers the criminal law relating to bribery. The Act repeals all previous statutory and common law provisions in relation to bribery, instead replacing them with the crimes of bribery, being bribed, the bribery of foreign public officials, and the failure of a commercial organisation to prevent bribery on its behalf.

The penalties for committing a crime under the Act are a maximum of 10 years' imprisonment, along with an unlimited fine, and the potential for the confiscation of property under the Proceeds of Crime Act 2002, as well as the disqualification of directors under the Company Directors Disqualification Act 1986. The Act has a near-universal jurisdiction, allowing for the prosecution of an individual or company with links to the United Kingdom, regardless of where the crime occurred.

We recognise that discrimination is unacceptable and although equality of opportunity has been a long-standing feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action.

The aim of the policy is to ensure no job applicant, employee or worker is discriminated against either directly or indirectly on the grounds of race, colour, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or disability.

We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment.

The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity.

The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.

We will maintain a neutral working environment in which no employee or worker feels under threat or intimidation.

We adhere to the UK Laws regarding children in the workplace. The Company will not tolerate the use of unlawful child labour or forced labour in the manufacture of products it sells and will not accept products or services from suppliers, subcontractors or business partners (collectively referred to as “Suppliers”) that employ or utilise child labour or forced labour in any manner. The Company’s Suppliers shall not employ or utilise in any manner any individual below the minimum employment age set by national law.

We maintain a policy of “minimum waste” which is essential to the cost-effective and efficient running of all our operations and we aspire to meet the aims of ISO 14001 in the operation of our business.