Commitment to Customer Service

Underpins every stage of our projects

EACH TEAM MEMBER

Encouraged to take a proactive role and personal responsibility to provide the highest possible standards.

TEAM RESPONSIBILITY

Ensuring contracts are completed on time, to specification, within budget and to the satisfaction of clients.

CONTINUOUS IMPROVEMENT

We continue to upgrade our services in response to the changing needs of our clients, focusing on the adoption and use of the latest in:

​

  • Design techniques

  • Materials

  • Plant and equipment

  • Construction systems

  • Management skills

OUR POLICIES

How do I get to Greenbrae Steading?

Greenbrae Steading is conveniently located on the B904 – that’s the main road from Hopeman to Burghead. We are within easy walking or cycling distance from both villages and a 15 – 20 minute car journey from both Elgin and Forres or you can catch the number 32 bus from Elgin bus Station. Greenbrae Steading - Google Maps



Do you have parking?

Yes we have onsite parking for both cars and bikes – come past the Steading and follow the signs to the car park with the best view of the Moray Coast!



What is Coworking?

Coworking is more than desk hire. A coworking space offers a sense of community with relaxed yet productive working environment. Coworking provides flexibility and cost effective workspace for both freelancers and businesses. You can hire a desk when you need it – no overheads or commiting to leases!



What is a Steading?

In Scotland a steading refers to the outbuildings of a traditional farmhouse. Greenbrae Steading has been carefully restored and modernised whilst retaining the original features/stonework. (complete with friendly livestock next door!)



How can I use Greenbrae Steading?

Greenbrae Steading is a flexible space, so you can come here to work, hold a meeting or training session or even a fitness class. We can also cater for social occasions, and celebration events.



Do you provide catering?

Yes, we can arrange catering for your events, we have links with quality local food suppliers – please contact us for more details.



Do you offer discounts for charities or bulk bookings?

Yes we do! Please contact us here to discuss.



How do I get to Greenbrae Steading?

Greenbrae Steading is conveniently located on the B904 – that’s the main road from Hopeman to Burghead. We are within easy walking or cycling distance from both villages and a 15 – 20 minute car journey from both Elgin and Forres or you can catch the number 32 bus from Elgin bus Station. Greenbrae Steading - Google Maps



Do you have parking?

Yes we have onsite parking for both cars and bikes – come past the Steading and follow the signs to the car park with the best view of the Moray Coast!



What is Coworking?

Coworking is more than desk hire. A coworking space offers a sense of community with relaxed yet productive working environment. Coworking provides flexibility and cost effective workspace for both freelancers and businesses. You can hire a desk when you need it – no overheads or commiting to leases!



What is a Steading?

In Scotland a steading refers to the outbuildings of a traditional farmhouse. Greenbrae Steading has been carefully restored and modernised whilst retaining the original features/stonework. (complete with friendly livestock next door!)



How can I use Greenbrae Steading?

Greenbrae Steading is a flexible space, so you can come here to work, hold a meeting or training session or even a fitness class. We can also cater for social occasions, and celebration events.



Do you provide catering?

Yes, we can arrange catering for your events, we have links with quality local food suppliers – please contact us for more details.



Do you offer discounts for charities or bulk bookings?

Yes we do! Please contact us here to discuss.



EQUAL OPPORTUNITIES POLICY

STATEMENT OF INTENT It is the aim of Togher Group to be an equal opportunity employer. The Group commits itself to promote and develop equal opportunities and will keep under review its policies, procedures and practices to ensure that they accord with the principles of equal opportunities and are constantly applied. THE RESPONSIBILITY OF EMPLOYERS It is the responsibility of senior management to provide equal opportunities for all job applicants and current employees. Senior Management must therefore adopt, implement and monitor our equal opportunities policy to ensure that there is no discrimination and that equal opportunity is genuinely available to all. Copies of this policy are available to all staff, both within the office and on each site. EQUAL OPPORTUNITIES POLICY The following list of responsibilities for recruitment, training and promotion will be adopted throughout the group: - No job applicant or employee will receive less favourable treatment than another on the grounds of race, colour, creed, religion, ethnic origin, nationality, sex, marital status, disability, sexuality or social status. - No applicant or employee will be placed at a disadvantage by requirements or conditions which have a disproportionately adverse effect on his or her racial group and which cannot be shown to be justifiable on other than racial grounds. - Where appropriate and where permissible under the Race Relations Act, employees of underrepresented racial groups will be given training and encouragement to achieve equal opportunities within the organisation. To ensure that our equal opportunities policy is effective the following principles will be actioned by directors: - Overall responsibility for the policy will be given to a member of senior management. - Discussion and, where appropriate, agreement with trade union or employee representatives of the policy’s contents will be implemented. - The policy will be known by all employees and if possible by all job applicants. - Training and guidance for supervisory staff and other relevant decision makers (such as personnel, line manager, agent and foremen) will be given to ensure that they understand their position in law and under company policy. - Examine and regularly review existing procedures and criteria and change them where they find that they are or potentially unlawfully discriminatory. - Make an initial analysis of the workforces and regularly monitor the application of the policy with the aid of analyses of the ethnic origins of the workforce and of job applicants in accordance with the guidance in this document. - When advertising or sending our literature to potential applicants include a statement that the Togher Group of Companies are “Equal Opportunities Employers”. MONITORING EQUAL OPPORTUNITIES Directors and senior management should regularly monitor the effects of selection decisions and personnel practices and procedures to assess whether our equal opportunities policy is being achieved. The following is a guideline for monitoring: - Keep records showing the ethnic origins of existing employees and job applicants. - Keep all records protected from misuse. - Keep records on the reasons for selection or rejection of each job applicant. - Analyse the information gathered on a regular basis. - Ensure that there is no discrimination at the point of selection for work whether it be at the office or on site. Ensure that job advertisements, use of employment agencies, recruitment and training schemes are designed to reach members of ethnic groups within the area of the location of a sire or temporary office as appropriate. RESPONSIBILITIES OF INDIVIDUAL EMPLOYEES - No employee will discriminate against a fellow employee on any grounds whatsoever. - No employee will attempt to induce another employee to practice discrimination. - No employee will victimise another employee who has made allegations of discrimination. - No employee who is a trade union member will discriminate against another member or non-member on racial, sexual or any other grounds. - Each employee should cooperate with management to ensure equal opportunities and non-discrimination and notify management of any actions of harassment or intimidation or another employee on racial grounds.



GENERAL PRINCIPLES

DISMISSAL It is unlawful to discriminate in dismissal, or other detriment to an employee. PERFORMANCE APPRAISAL It is unlawful to discriminate in appraisals of employee performance. TERMS OF EMPLOYMENT It is unlawful to discriminate in affording terms of employment and providing benefits, facilities and service for employees.



HEALTH & SAFETY

Togher Group follows guidelines and procedures to ensure that our statutory duties are always met, whilst facilitating continual improvement in terms of occupational health and safety.

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ENVIRONMENTAL

Togher Group keeps itself updated of all legislation, regulations and Codes of Practice on environmental matters that are relevant and impacted upon through our site operations.

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EQUAL OPPORTUNITIES

Togher Group is committed to to be an equal opportunity employer, through promoting  and developing equal opportunities and keeping  under review our policies, procedures and practices.

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GENERAL PRINCIPLES

Togher Group is committed to exemplary moral standards and good business practices. Importantly, we believe that in the workplace, it is unlawful to discriminate against other employees.

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Continuous Improvement

We continue to upgrade our services in response to the changing needs of our clients, because only through continuous improvement, can we continue our successful trading record and continue to expand.